Phil Jeffress Email & Phone Number

Kirkland, Wa, Us

• Assisted several clients with technical recruitment needs spanning education, product and software development domains. • Assisted incorporating ChatGPT, Claude and Bard usage to increase efficiencies writing job descriptions, resume assessment, email campaign improvement, and repetitive tasks. • Working on “Building a Second Brain” (𝗥𝗲𝗳: Thiago Forte) for Personal Knowledge Management (PKM) selecting Obsidian as vault-of-choice and integrating numerous productivity and task simplification tools.

San Francisco, California, Us

• Hired to resolve a 2-year standing Talent Acquisition issue for the Product division of a SaaS Unicorn. Initially, I functioned as Lead Technical Recruiter for 3 contract Recruiters working in Product.• Within 4 months, I was the sole Recruiter hiring for all levels within Product LOB spanning: early career to Principal level for Technical/Business Product Managers, UI/UX/Product Designers, Operations Managers and Technical Doc Specialists.• I worked closely with SVP of Product and Head of TA to assess/improve TA processes, practices and create new metrics for Product TA. Worked on several TA projects to improve tool usage and processes. • 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: 𝘿𝙤𝙪𝙗𝙡𝙚𝙙 (2𝙭) the Product division team size with zero attrition and 94% offer-to-acceptance rate. Also recruited/hired for Support, Security, Sales and Marketing teams. o Prior to joining, the average time-to-fill for the Product Team was 6 months; my average time-to-fill was 3.5 weeks while averaging 3 hires/month. • 𝗧𝗼𝗼𝗹𝘀 𝘂𝘀𝗲𝗱: Greenhouse, Gem, Goodtime, G-Suite, LinkedIn Recruiter, and several PKM applications.

Seattle, Wa, Us

• Charged with implementing an end-to-end talent acquisition program for a niche technology/business management firm helping enterprises migrate to the cloud. • Recruited Management Consultants, Program/Project Managers, BSAs, Enterprise/Solutions Architects, M365 Consultants, Power BI Developers/Analysts, and Community Managers.• 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: 𝘿𝙤𝙪𝙗𝙡𝙚𝙙 (2𝙭) company size in 6 months equating to a 650% increase in hires over prior 3+ years; maintained 100% offer/acceptance ratio and an interview/hire ratio of 65% equating to 33 hires in 9 months. • My approach: create practices that are scalable, adaptable, repeatable, measurable, and teachable:o Rearchitected the ATS replacing manual with automated processes and reporting. Automation included templates for Word/Excel/Tables; quick steps, OneNote, MS Teams and multiple online tools.o Implemented a Recruiting Operations Coordinator (The ROCk) model; recruited/trained the ROCk to manage VMS, onboarding, coordinate interviews, assist with sourcing & social media tasks.

Seattle, Wa, Us

• Recruited Sr. Software/Data Engineers who were adept at data structures/algorithms for cloud-based platforms (AWS, Azure); AI/ML Developers; DevOps Engineers; and Strategic Project Managers. • Recruited across Java/Open Source, C#/.NET, LAMP and MEAN/MERN technology stacks. • 𝙄𝙣𝙩𝙧𝙤𝙙𝙪𝙘𝙚𝙙 𝙪𝙨𝙖𝙜𝙚 𝙤𝙛 𝘼𝙄/𝙈𝙇-𝙙𝙧𝙞𝙫𝙚𝙣 𝙨𝙤𝙪𝙧𝙘𝙞𝙣𝙜 𝙥𝙡𝙖𝙩𝙛𝙤𝙧𝙢. Authored customizations for existing ATS.

Assisted several companies, at times concurrently, by sourcing and hiring technologist in the US, Canada and Puerto Rico. Customized talent acquisition processes and workflows. Clients included:𝗕𝗹𝘂𝗲𝗵𝗮𝘄𝗸 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗶𝗻𝗴, 𝗦𝗲𝗮𝘁𝘁𝗹𝗲, 𝗪𝗔 – 𝟮/𝟮𝟬𝟭𝟵 – 𝟳/𝟮𝟬𝟭𝟵o Returned to help Bluehawk break into clients with Java, AI/ML, cloud, and mobile domains.o Recruited/hired their 𝙛𝙞𝙧𝙨𝙩 Java Consultant to REI and Expedia resulting in MSAs with both companies.o Recruited their 𝙛𝙞𝙧𝙨𝙩 AI/ML Dev and over 50% of the now 40+ person security team at Microsoft. o Recruited/hired 2 Sr. Technical Recruiters and a Sr. Business Director in 2 weeks.𝗣𝟮 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 𝗚𝗿𝗼𝘂𝗽, 𝗦𝗲𝗮𝘁𝘁𝗹𝗲, 𝗪𝗔 – 𝟴/𝟮𝟬𝟭𝟴 – 𝟮/𝟮𝟬𝟭𝟵o Recruited/hired Java/Open-Source Developers, AWS/Azure DevOps Engineers and Sr. Project Managers. o Recruited/hired their 𝙛𝙞𝙧𝙨𝙩 Java Developer with the Seattle Cancer Care Alliance (SCCA) and their first SAFe Project Manager for Boeing resulting in 𝙣𝙚𝙬 𝙘𝙤𝙣𝙩𝙧𝙖𝙘𝙩𝙨 (𝙈𝙎𝘼) with both companies.𝗚𝗹𝗼𝗯𝗮𝗹 𝗥𝗲𝗹𝗮𝘆, 𝗩𝗮𝗻𝗰𝗼𝘂𝘃𝗲𝗿, 𝗕𝗖 – 𝟳/𝟮𝟬𝟭𝟴 – 𝟳/𝟮𝟬𝟭𝟵o Recruited/hired full-time employees for Java Architect and Development roles to work on their proprietary security cloud-based financial backbone for all Canada and parts of USA. 𝘰 𝘛𝘩𝘪𝘴 𝘸𝘢𝘴 𝘰𝘯𝘦 𝘰𝘧 𝘮𝘰𝘴𝘵 𝘤𝘰𝘮𝘱𝘭𝘦𝘹 𝘱𝘳𝘰𝘫𝘦𝘤𝘵𝘴 𝘐’𝘷𝘦 𝘦𝘷𝘦𝘳 𝘸𝘰𝘳𝘬𝘦𝘥 𝘰𝘯.

Kirkland, Washington, Us

• Functioned as sole Technical Recruiter my first year with a newly formed business/technology consultancy. • Worked with the team to maintain double the industry average for interview/hire ratios during my tenure. • Designed and developed recruiting metrics, processes, tools, and templates for: candidate submittals; job requisitions; and hiring templates for project-based (SOW) and Vendor Management Systems (VMS) clients. • 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: Helped to grow company from 27 employees to 140+ employees mainly at Microsoft with core competencies in Program/Project/Marketing Managers, Business Leaders, Analysts, Developers, and SDETs.• Recruited, mentored, and trained internal and external Recruiters across all aspects of talent acquisition. • Evaluated, selected, and customized enterprise Applicant Tracking Systems. Selected all Talent Acquisition tools; negotiated all contracts for subscription-based tools.

Seattle, Wa, Us

• Provided end-to-end Talent Acquisition services for a product development and custom SharePoint collaboration solution services firm with Fortune 500 clients. • 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: Drove doubling (2x) company size by sourcing/hiring internal SharePoint Architects/Developers; UX/Frontend Developers, Technical Project Managers, and Sales Engineers. • Implemented all recruiting tools, processes and candidate recruitment practices utilized by company.

Kirkland, Wa, Us

• Managed and mentored 4 Recruiters while remaining in full production as a Sr. Technical Recruiter. I focused on the hardest roles to fill for our Project Services division. • TA Point of Contact for external clients: Microsoft (numerous teams), Zumiez, Memory Lane, and PNW small-medium sized companies (SMBs). • Reformed enterprise recruiting practices by introducing new sourcing tools and techniques; redefined fulfillment metrics and built all performance reports, which I presented to Board of Directors weekly. • 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: Concluded both years with 25%+ more hires than any prior best year-to-date while operating with half the Recruiters previously on the team.• Drove the evaluation, selection and implementation of a new Applicant Tracking System (ATS) to replace a decade-old proprietary ATS selecting Bullhorn based on evolving business model. • 𝗦𝗼𝘂𝗿𝗰𝗲𝗱/𝗵𝗶𝗿𝗲𝗱: SharePoint Solutions Architects/Developers; .NET UI- Mid-Tier- Backend Devs; Java/Oracle Devs; Business/Data Analysts; BI Devs/Analysts; Technical Product/Project Managers.

• Served as Director / IC collaborating with partners across Microsoft, AT&T and T-Mobile.• Performed full-desk recruiting and business development functions to source/hire: Front-to-backend .NET/Java/LAMP SDEs; SDETs, DB Devs, Project/Program/Product/MarCom Managers and BA's.• 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: 200%+ increase in our consultant-base across our primary clients named above.

Redmond, Wa, Us

• 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁𝗹𝘆 𝗿𝗮𝘁𝗲𝗱 𝗶𝗻 𝗧𝗼𝗽: averaged 50 hires/year: 85% were Consultants; 15% were direct hires. • Fulfilled positions across the SDLC for: Microsoft (many teams), Amazon, T-Mobile, AT&T, Expedia, Nordstrom, Safeco, Corbis, and many WA State Agencies: DOT, DOP, AOC. • Trained and mentored Jr. to Sr. Technical Recruiters on all elements of the recruiting life cycle. Utilized daily SCRUM stand-ups to communicate sourcing progress and identified/removed obstacles.• Partnered closely with Directors in our SCRUM/Agile driven Professional Services division tasked with sourcing/hiring custom SharePoint/.NET and Java Developers; Data Analysts and SDETs. o Partnered with Delivery Managers/Leads to craft actionable job descriptions, and template-driven questionnaires to qualify .NET, Java, and Business Intelligence Developers.o 𝗦𝗽𝗲𝗰𝗶𝗮𝗹 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀: Sourcing SDETs, SAP & Oracle CRM consultants when they were scarce.• Talent Acquisition representative on many task forces across 10 years: o Assessed 40 Applicant Tracking Systems (ATS) to replace an RPO system.o Revolutionized enterprise recruiting processes by introducing: 5 key elements of a job description; weighted job scale metrics for LOB prioritization and SLAs; created technology-centric recruiting teams and strategic proactive 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝘀 for advanced pipelining.