• Responsible for the delivery of Talent Sourcing and Programs across 2,000+ Ross Stores, 8 Distribution Centers and Corporate Office.• Built and led first centralized strategic sourcing, and recruitment marketing teams for Ross Stores that supported Corporate, Distribution Centers and Retail Stores with over 100,000 employees nationwide.• Developed and managed team of dedicated sourcing specialists responsible for the day-to-day execution of all sourcing assignments and pipeline development.• Direct oversight and responsibility for Diversity, Military and Campus Recruitment Strategy and Execution.• Developed and executed sourcing and recruitment marketing strategies for New Store and Distribution Center Openings throughout North America.• Led the CRM (Avature) implementation and training for the Corporate Talent Acquisition team.

Teach Graduate courses regarding Talent Selection Methods

• Built and led Stanford Health Care’s first centralized strategic Talent Sourcing Team and Executive Recruiting function to support a growing academic medical center with over 15,000 employees.• Provided strategic direction to the Talent Acquisition team to execute on Stanford Health Care's talent sourcing initiatives; competitive market intelligence research; deliver on hiring manager and recruiter expectations; and pipeline in-demand talent effectively to support hiring volumes.• Develop comprehensive strategic sourcing processes and procedures to ensure the selection of the best available talent is presented to meet the human capital needs in support of strategic goals for the staffing of a new hospital, while continuing current staffing needs.• Recruited and led talent attraction strategies for hiring over 4,000 employees each year, including Executive Search, Advanced Practice Providers, Pharmacists, Nursing and Lab• Partnered with Talent Acquisition, Clinical and Business leaders to develop and execute talent networking strategies across the enterprise in turn saving the company over $5M in external search fees.• Create and deliver comprehensive training for Recruitment team, including training specifically tailored for sourcing passive talent, talent attraction and engagement.• Oversee, create and launched new career site to drive brand awareness and talent engagement.• Launched social media and networking campaign initiatives, across multiple platforms and formats, to drive brand awareness, talent engagement and attraction, and increase Stanford Health Care's social media presence.• Led the implementation and training of new HR Technology - CRM (Phenom People) and Workday (ATS)• Responsible for leading internship and fellowship hiring initiatives.• Serve as a strategic advisor to business partners and clients, providing relevant reporting and impactful talent attraction strategies, including Millennial, Veteran, Campus and Diversity recruitment.

• Built, developed and implemented a new Talent Sourcing Team to support a health care organization of over 60,000 employees and save the company over $7M in external search fees.• Developed comprehensive strategic sourcing processes and procedures to ensure the selection of the best available talent is presented to meet and support strategic hiring goals. • Identified to lead the creation of a Diversity Recruiting/Sourcing Program to promote diversity hiring initiatives, sourcing strategies and educational content across the enterprise. Led a team of 8 Recruiters focused on diversity sourcing initiatives.• Led recruiting efforts across several states to fulfill Healthcare Executive Leadership roles including; President/CEO, Vice President, Advanced Practice, Hospitalists, Regional Senior Director, Director and Manager across various business units within Dignity Health and Dignity Health Medical Foundation.• Designed and executed various sourcing strategy programs to address unique needs and spikes in hiring volume.• Collaborated with Hiring Managers, Executives and business leaders to effectively attract top talent and manage complex candidate pipelines and talent communities.• Implemented TextRecruit and Virtual Hiring Events into our sourcing strategies and outreach to our talent communities.• Continue to develop and market the Dignity Health employer brand across various social media channels.

• Source and develop pipelines of top industry talent for various business units within SITOps including (Exchange, O365, SharePoint, Windows, Yammer and Lync) Xbox, Cloud, Hardware and Consumer Devices. Positions included; Directors, Managers, Software Engineers, Sales and Project Managers.• Implement a variety of candidate generation techniques, strategies, and programs and stay ahead of new innovation; build a competitive intelligence knowledge base of companies and candidates residing within those companies.• Engage with hiring managers and Staffing Consultant’s, to understand the role or business and identify any gaps in the talent supply for Microsoft.• Cultivate relationships with key candidates and specific talent pools, defined according to long-term initiatives and direction of the organization - turn applicants from non-active to active by developing strong candidate relationships.• Lead for Diversity Sourcing strategies and development of diversity program tool kit that was implemented across the Global Business Services group.• Manage Social Media Network for Microsoft Customer Service and Support Division. Which includes, Facebook, Twitter, LinkedIn and Internal blog postings.

Developed and executed sourcing strategies for full-time openings within Microsoft’s Interactive Entertainment Business division.

Managed the full-cycle recruiting and sourcing function for the U.S. and abroad. Worked with client groups to understand their technical and functional hiring needs and translate those needs into effective and efficient candidate generation strategies.

Director Talent Acquisition - Worked with various clients recommending talent strategies.

Developed comprehensive strategic recruiting and sourcing processes and procedures to ensure the selection of the best available talent within and outside an organization to meet the human capital needs in support of strategic goals.Performed full life cycle hiring processes with clients – interview, screen and present candidates to hiring managers; coach and prepare candidates for interviews; manage and coordinate the interview process; negotiate compensation and employment offers with candidates and clients.

Performed full life cycle hiring processes with clients – source, interview, screen and present candidates to hiring managers; coach and prepare candidates for interviews; manage and coordinate the interview process; negotiate compensation and employment offers with candidates and clients.Successfully sourced and filled positions for Project Managers, Web Developers, Software Developers, Testers, Producers, Graphic Designers, 3D Artists, and other various technical positions.

Performed full life cycle hiring processes with clients – source technical talent, interview, screen and present candidates to hiring managers; coach and prepare candidates for interviews; manage and coordinate the interview process; negotiate compensation and employment offers with candidates and clients.

Served as HR advisor to company executives and all levels of management with respect to strategic business development and to ensure that departmental and company-wide goals are being met. Ensured policy and procedures are administered in a fair and consistent manner and in accordance with all applicable local, state and/or federal laws.Developed evaluative measures to improve HR departmental efficiency and effectiveness.