At Intuitive, we believe that minimally invasive care is life-enhancing care. By combining ingenuity and intelligent technology, we expand the potential of physicians to heal without constraints.Drive talent acquisition strategies for the global Product Operations organizationLead a growing team of talented TA leadersScale the University Hiring Program Develop and implement diversity and inclusion programs for recruitingOutreach co-chair of Intuitive PRIDE employee resource group

KLA's metrology, inspection, and data analysis products use innovation in optics, machine learning, sensors, algorithms, big data and AI to extend the boundaries of process control.

bossOme, Inc., San Jose, CA. Director, Global Talent AcquisitionClient List:iTalent Digital - hired to help build out human resources practice in the areas of Talent Acquisition, Strategic Planning and Workforce Development, and People Development.Gainsight- hired by Chief People Officer on a short term basis to fill the gap on the Talent Acquisition team until it could be built. Recruited multiple positions in sales, marketing and customer success. I also led an executive level search for a VP of Marketing.We used Greenhouse as our applicant tracking system.

Extensive domestic and international travel.Volunteered with non-profits Hack the Hood and Nova Works.

I managed and led the global talent acquisition team for full time hiring, as well as the PRO on-site vendor services for contingent workforce hiring. I directly managed 13 and oversaw an organization of 53 total employees. The regional leaders that reported into me managed recruiting for APAC, India, EMEA, Americas, LATAM. Veritas is a privately held; $2.5+ billion; 7.5K global employees in 42 countries.I was hired by Symantec in August which was prior to spinning off Veritas to globally separate and stand up the talent acquisition organization, operational separation was successfully accomplished on October 3, 2015.• Built and led internal executive recruiting team who were responsible for Sr. Director and VP hiring globally.• FY 16 - October 3- March 31st the team filled 507 positions globally• FY 17 - April 1st- March 31st the team filled 1,877 positions globally• FY 18 - April 1st - May 5th the team filled 178 positions globally• FY 18 - The college program delivered additionally 133 new college grads and 197 interns.• The average time to fill for all industry positions ranged from 58-63 days• First rating cycle rated as one of the top four HR employee's awarded cash retention bonus. • I worked with procurement on the RFP, and once it was in place it then went out for the bid process to prospective companies who wanted to be the RPO providers.•Led the initiative to configure Workday our applicant tracking system to work effectively for the new Veritas TA after a global training which highlighted 132 features which needed to changed. •Sourcing strategies we built out global channels in the areas of; a new employee referral program, conferences in the areas of diversity and inclusion plus technical, intern/college, branding, internal and an executive swat team.

(Start-up)•Built and managed team of 7 recruiters responsible for recruitment in software engineering, data analytics, product management, production, game design, art, marketing, and user experience. • Developed a budget based on current strategy & tools and gained approval from CEO.• Created performance metrics which included a capacity plan for each member.• Streamlined hiring process and introduced reporting metrics for time to fill, quality of hire, and conversion rates. • Managed the team in hiring 72 people, including 23 IC engineers, one Director, and one Sr. Manager. •On target to meet initial goal of 120 hires before leaving company.•Sourcing strategy consisted of training each recruiter on social sourcing channels and increasing conference attendance visibility, web presence, and additional on-line sources such as Hired. •Workforce planning challenges continued which resulted in a 60% reduction in force after I left the company.•The applicant tracking system we used was Jobvite.

Talent Acquisition Leader – Amazon Web Services Palo Alto (November 2013 – February 2015)•Recruited and hired a team of 8 sourcing recruiters in the Palo Alto office.•Managed a team of 16 in Palo Alto & Seattle who focused on 4 businesses - Silk, Database, newly formed R&D group, and New Business Initiatives – team was on target to deliver total headcount of 350+ by EOY 2014. •Created and drove strategy for AWS employer brand activities such as: technical meetups, partnerships with Lab126, conferences, and diversity initiatives.•Chosen to lead the diversity initiatives for AWS at the recruiting leadership level across all Amazon. In charge of the sub-committee focused on conference strategies in order to attract senior level female engineering talent. •Co-authored white paper with clear recommendations for next steps and expectations on centralizing conferences for branding & cost savings. Amazon, Inc., Seattle, WA (November 2012 – November 2013) Talent Acquisition Leader – Amazon Web Services Responsible for 6 distinct AWS businesses – Silk, Database, Mechanical Turk, Platform, Marketplace, and Dev. Productivity & Tools – and accountable to those 6 VPs for delivering 500+ hires over one year. •Grew recruiting team from 6 to 30 sourcing recruiters, leads/closers, and recruiting coordinators based in New York City, San Francisco Bay Area, and Seattle.•Centralized a historically decentralized staffing model in order to reach the hiring scale necessary for a critical CIA project in 6 months. The team hired 230+ cleared and willing-to-be-cleared managers, software engineers, support engineers, and technical project managers in those 6 months. •The team also delivered 250+ hires that weren't part of the CIA project. •Awarded outstanding rating in first performance review, which is top 2-4% of the entire company.

Google TV Project (1 year)• Set strategy and aligned recruiting resources for UK, Korea, Poland, and Mountain View offices.• Took over Director User Experience search that had been open for 90 days and filled within 60 days.• Filled one senior-level position per month in marketing, design, product, or engineering, finishing the year with twelve hires and no sourcing support.• Presented recruiting analytics to Vice President and his direct reports in their weekly staff meetings.• Partnered with Finance and Human Resources on workforce planning, succession planning and all future organizational design discussions. • Launched the VP of User Experience search for YouTube, worked with GM to establish interview process including panel presentation. I conduced numerous phone screens which resulted in six candidates coming in for on-site interviews. Google Fiber Project (7 months)• Led five-person team to hire over 72 people in a seven-month period, thereby increasing headcount by 357%.• Created strategy - including meet ups, tech talks, live Gchat Q&A sessions with the General Manager - to help gain internal and external visibility/buzz for the Google Fiber brand.•Recognized with bonus for hiring one of the company’s key senior-level engineers.•Applicant tracking system was a Google engineered system.

I was in charge of the technical recruiting and led the strategy for how to fill the following areas for YouTube.Software engineering Web engineeringSite reliability engineeringMySQL database engineer User experience including; Visual Design, Interaction Design, & ResearchThe applicant tracking system we used was a home grown system developed by google. I used various sourcing methodologies such as search research on professional groups, conference white papers, college alumni organizations,and technology blogs to source my own candidates. After they completed the on-site interviews I was able to submit 1-2 candidates per week to our hiring committee, I finished the year with 30 hires.

Director Human Resources Responsible for entire HR function at a 60 person Software-as-a-Service (SaaS) lifecycle management solutions for the renewable energy company.•Developed all policies and procedures, set & implemented hiring and reduction in force strategies, implemented benefits program, 401k program, compensation matrix, and created performance management tools and metrics.•Conducted all employee relations investigations. •Set up the framework and conducted the 35% reduction in force which I was also a part of so that we could be acquired.

Sr. Talent Acquisition Manager (September 2005-January 2007) •Direct management of 3 contract recruiters and 1 sourcer and 14 matrixed employees•Conducted weekly marketing meetings for company wide marketing initiatives and helped set strategy with CMO to achieve hiring goals in marketing organization for the year.•Worked directly with CMO on VP level searches within Central Marketing team both retained, and in house searches•Developed and set strategies on candidate generation •Provide CMO with weekly dashboard of hiring analysis comprised of; time to fill, conversion rates, and offer acceptance ratesStaffing Consultant - Full Time (bossOme, Inc.) (April 2004-September 2005)•Filled 148 requisitions in marketing, legal, finance, corporate development, and HR in one year time frame at all levels, primarily Manager level and above in NY, CA, & DC.•Lead recruiter for marketing; provide bi monthly operations reports which include metrics around time to fill, positions filled, & current open challenges.

Recruitment at financial management Solutions Company which involved the following organizations: CTO, CIO, Human Resources, Legal, Corporate Marketing, Finance, Corporate Services, and Mergers & Acquisitions.•Took over a technical 150 day old Director level search in CIO organization and filled in less than 30 days. •Filled 38 Senior Level openings in 3 months for Finance, Legal, HR, Marketing, and Sales in field offices located in NV, AZ, VA, San Diego, and TX.

College Program Manager (1998-2001) •Developed, drove, and executed college recruitment program for 10,000-employee 3D visual computing corporation.•Created new campus teams for each college and partnered with representatives of Society of Hispanic Professional Engineers, National Society of Black Engineers, and Society of Women Engineers campus chapters.•Recruited new college graduates from 25 colleges and universities, including MBA campuses.•As a member of the Diversity Leadership Council, a key corporate initiatives group, devised strategies to recruit and retain women and people of color.Diversity Representative/Technical Recruiter (promoted to College Program Manager). 1997-1998•Compiled all company EEOC data and helped write company's Affirmative Action statement.•Wrote and implemented General Manager's 3-Point Plan to identify divisions with below-average representation of women and people of color.•Partnered with divisional HR to identify technical core competencies needed and potential sources for talent.•Worked with professional affinity organizations to showcase sgi as an employer of choice. •Reported weekly to Divisional General Manager the hiring metrics as they mapped to the strategy.•Successfully recruited 29 software and hardware engineers, resulting in an increase in women and people of color at the company.