Identifying and enabling the very best in sales talent to begin exciting and rewarding careers at Cohesity.Cohesity has been named a 2024 Gartner® Magic Quadrant™ leader for Enterprise Backup and Recovery Software Solutions. Cohesity provides the best AI-powered solutions in data security and data management to defend against ransomware with immutable backup and early threat detection. Learn more about our offerings at www.cohesity.com, and see current career opportunities at https://careers.cohesity.com/open-positions/

• In a product manufacturing environment, focused on finding top talent across the globe in the highly competitive Semiconductor industry.• Identifying and attracting engineering talent in multiple facets of development, fabrication, research, testing, supply chain and other specialized areas of semiconductor manufacturing; also hiring for operations and purchasing areas.• Proactively advise hiring managers on sourcing strategies, compliance, interview process, compensation & benefits, and immigration process.• Member of international recruiting project team to identify talent in other countries to bring to the US.• Advising on branding and leverage of social media to attract new candidates.• Staying apprised of market trends and key developments in the semiconductor industry, especially events that lead to availability of new talent in the marketplace.• Understanding and communicating future demand for hiring from different teams and divisions.• Dutiful data hygiene in system of record (Workday) to ensure real-time dispositioning of candidates while moving through the process.• Continuous focus on opportunities for improvement and implementation of best practices to improve talent acquisition metrics such as time-to-fill, offer acceptance rate, and diversity hires.• Updating Eightfold CRM with new candidates and notes on existing candidates for use across the talent acquisition community.

• Responsible for innovating sourcing solutions to seek out top-tier passive candidates up to executive level positions in both technical and non-technical fields including sales, pre-sales engineering, software engineering (both full stack and front end), information security, and IT in a hypergrowth company whose primary product was B2B and B2C SaaS information and collaboration tools.• Advise senior leadership teams and direct hiring managers in matters pertaining to interview best practices, compensation/total rewards, compliance standards, and negotiation.• Point of contact for challenging/complex sourcing in US, Canada, UK, Australia and Europe; valued for my insights in sourcing and outreach to improve quantity and quality of results.• Provide insight regarding TA branding and effective outreach campaigns leveraging multiple platforms.• Advocate for positive candidate experience, providing an in-depth view of company, culture, compensation, and total rewards to each candidate interviewed to ensure alignment before advancing.• Providing in-depth analysis on candidate fitment including compensation, skill, culture fit and level fit to hiring managers in an objective format.• Attention to EEOC and OFCCP compliance in Greenhouse ATS system of record to provide real-time disposition for all candidates.• Engaging potential passive candidates via social media to update them on latest product and company news plus helpful interviewing, job hunting, and resume formatting tips.• Reporting and analytics provided to Talent Acquisition leadership, People Team leadership, and hiring managers about candidate pools, candidate processing time, and quality.• Negotiating complex compensation packagesincluding base, equity, performance bonus, and other discretionary bonuses.• Advising candidates with additional information about total rewards including benefits and culture.• Ensuring smooth onboarding and positive candidate experience from start to finish.

• In a consumer product manufacturing environment (hi-tech personal and conference room meeting web cameras, microphones, headsets, etc) , managing the full-life cycle recruiting process from sourcing to offer; tasked with identification of premier talent to fill mechanical engineering, hardware and software testing, software development and design, data science/machine learning, product support, product management, operations, and information security positions across multiple business lines at Poly.• Working as an advisory partner with hiring managers, assist in understanding compensation ranges, titles, job requirements, and compliance standards for hiring.• Advise on how best to market positions and source candidates, working in partnership with the hiring manager to leverage multiple platforms including social media, job boards, and organizations in which top talent may be identified.• Advise on interview structure, methodology and feedback.• Maintaining updated candidate database by moving them in real-time through the hiring process in the system of record (Successfactors), thereby improving process and adherence to compliance standards.

• Hiring to job requisitions for Senior Manager up to VP levels in both technical and functional roles within the Salesforce and SAP skills arena; focusing on top-tier candidates with business and technology consulting experience with a background in strategic leadership. The distribution of skill sets across all hires was 80% Salesforce, 15% SAP and another 5% for other miscellaneous technical skills areas. Most common levels filled were Associate Director, Director, and Senior Director but filled several AVP and VP level positions as well.• Using Taleo ATS, identify, evaluate, and disposition all executive-level candidates accurately in the system and correspond accordingly on their status in the assessment process. • Continuously in contact with C-level candidates in the CRM and ERP space to foster long-term relationships, including discussion of career path, compensation plans, and targeted hiring initiatives. Other activities include engaging in special programs to attract internal referrals, managing social media campaigns, and maintaining relationships with a select few vendors.• Providing guidance on job description structure and content, both with an eye for effective recruiting as well as in relation to compliance; recommending top candidates based on their qualifications and availability; follow full hiring lifecycle to onboarding and orientation.• Providing regular and ad-hoc reports detailing candidate processing and hiring; striving to increase efficiency and effectiveness of recruiting process as needed.• Exceeding metric by hiring more than 25% of candidates in diversity categories.• Creating custom training programs to promote awareness of recruiting compliance and fundamentals; mentor junior team members regarding best practices in full lifecycle recruiting, especially as it relates to the executive space.• Maintaining compliance under state and federal guidelines for recruitment and hiring.

• Discovering top talent in business consulting for Change Management, Digital, Enterprise Architecture, and Supply Chain. This entails ensuring positive candidate experience through full-life cycle recruitment processes.• Using Taleo ATS, identifying and pipelining passive candidates with a focus on consulting in advisory positions but with knowledge and experience within various vertical and horizontal areas of expertise.• Collaborating with hiring managers; Acting as staffing consultant and HR business partner in the assessment and hiring process.• Assisting senior management with outreach to more diverse candidates to fulfill company’s goals in this regard.• Streamlining reporting and providing direction for team of recruiters; maintaining compliance standards and making process improvements as needed.

• Fulfilling job requisitions within the ERP/CRM space with the best talent available. Focus on junior to mid-level management candidates with technical experience in Salesforce.com, MS CRM and SAP ECC.• Utilizing Taleo ATS, identify, evaluate and disposition both contractors and full-time candidates accurately in the system and correspond accordingly on their status in the assessment process.• Working in a vendor management system, work extensively with multiple trusted and approved vendors to build a pipeline of contract-to-hire candidates. • Provide guidance to hiring managers regarding job description structure and content, both with an eye for effective recruiting as well as in relation to OFCCP compliance; recommend top candidates based on their qualifications and availability; follow full hiring lifecycle to onboarding and orientation.• Provide regular and ad-hoc reports detailing candidate processing and hiring; strive to increase efficiency and effectiveness of recruiting process as needed.

• Managing up to 60 open job requisitions at any one time in an OFCCP compliant environment, tasked with evaluating candidates in multiple skills disciplines ranging from Java and .Net software development, Systems Integration, Agile process management (Process Managers, Scrum Masters, Agile Coaches), and Technical Management for the Technology group. Lines of businesses supported were primarily RaFT (Risk & Finance Technology), Delivery Transformation, and COAF (Capital One Auto Finance).• Working in both Taleo and later Workday ATS, perform initial recruitment screen, explain benefits and compensation structure, understand compensation requirements of candidates, and if applicable, do initial assessment of immigration needs and status. Disposition all candidates accurately in the system and correspond accordingly on their status in the assessment process. • Working closely with hiring managers: provide guidance on job description structure and content, both with an eye for effective recruiting as well as in relation to OFCCP compliance; recommend top candidates based on their qualifications and availability; coordinate phone screens and in-person interviews; negotiate compensation on their behalf and construct offers accordingly; follow full hiring lifecycle to onboarding and orientation; utilized SharePoint for collaboration on resource profiles.

Account Partner, Global Resource Management• In charge of internal staffing process for open resource requests spanning multiple practice areas within SAP and other technologies.Manager, Resource Management• Managing internal staffing process for both individual staffing needs and project team staffing activities to process resource requests, facilitate consultant transition from engagement to engagement.Corporate Talent Acquisition Manager• Leading full lifecycle external recruiting activities in an SAP professional services environment, including the analysis of incoming resource requests for both Contractors and W2 Salary Employees, and routing of these resources.Talent Team Lead• Mentoring and providing direction for 2 reporting employees, one local and one offshore. Organize and prioritize workload.Senior Talent Team Specialist• Senior Technical recruiter working within multiple technology streams including SAP, Microsoft, Java, Oracle, Mainframe, and other ERP packages in a dynamic agency-like environment.