Founded my HR and Recruiting consultancy to empower pre-Seed to Series B startups in developing and revitalizing their People programs. Let's connect for a 30-minute introductory call where I can understand your company's objectives and explore how we can collaborate!

Leadership: As Extra's 1st HR and recruiting hire, I reported directly to the CEO, guiding the people strategy from Seed to Series B. Built and managed a team of up to 7, including 1 People Operations Specialist, 2 People Business Partners, and 4 Recruiters.Culture and Engagement: Created core values and led initiatives like monthly People Newsletters, resource groups, recognition programs, and team bonding, resulting in voluntary attrition below 4%.Performance Management: Established career frameworks, weekly 1 on 1s, monthly check-ins, formal quarterly reviews, and a performance improvement plan process, enhancing clarity in expectations.Compensation and Benefits: Developed a rewards package and compensation philosophy, achieving a 26% increase in employee satisfaction.Training and Development: Created a training and development program, focusing on manager training, achieving employee satisfaction ratings above 90% for clarity in manager expectations.Organizational Design: Enhanced internal structures, leading to an 8% increase in alignment with company goals.HR Strategy and Compliance: Ensured labor law compliance with the support of employment lawyers, managed handbooks, and work authorizations.Talent Acquisition and Recruitment: Built the end-to-end recruitment program, growing the company from 19 to 177.Reduction in Force: Orchestrated two company-wide reductions in force (RIFs), aligning with goals and maintaining attrition below 1% post-implementation.

As recruiting picked up for Credit Karma, I did some soul searching and realized that I enjoyed building People systems more than building Tech systems. I rejoined the Recruiting team, as a part of the leadership team, with a new opportunity to rebuild an already amazing university program.Revamped and executed a comprehensive university recruiting strategy to attract top-tier talent from universities and colleges. This includes identifying target schools, establishing relationships with career services contacts, and attending career fairs and events which resulted in hiring 50 interns and 20+ new graduates.Aligned with Talent, Eng, HRBP, and FP&A leadership on a new intern conversion process and new graduate hiring process by analyzing company data, which shifted senior leadership’s mindset to allocate a targeted 20% YoY full-time headcount budget to hiring young professionals rather than recruiting experienced industry hires.Managed a team of up to 4 university recruiters and recruiting coordinators ensuring they were aligned with the organization's hiring goals and equipped with the resources needed to execute successful campus recruitment initiatives.Regularly tracked and measured key performance indicators such as candidate conversion rates, diversity metrics, and time-to-hire, using this data to refine strategies and optimize recruitment processes resulting in a diverse intern class of 45% women and 23% BiPOC in technical eng roles.

Credit Karma went through a company reorg because of COVID19 and I joined Core Product team. I was able to quickly make impact as I learned a lot from joining the Product meetings over the years. Drove weekly sprint cycles of 25+ app optimizations for the current homepage redesign on all platforms today.

Team Lead for the GTM hiring for the newest Money product with the General Manager. Reported weekly on pipeline metrics and trouble shooting hiring efforts as they arose.

Hit a recruiting milestone for the Product team growing the team from 15 to 100+ in Product Management, Data Product Management, Product Design, UX Writing, and UX Research across 8 different product lines (Core, Cards, Auto, Personal, Home, Data, Tax, International) in 4 different offices (SF, LA, NC, UK).Spearheaded the structured interviewing framework that we implemented on the Product team to the Engineering team.Acted as the SWAT recruiter for critical hard to fill roles across various Engineering teams such as Core Engineering, Data Science, Data Engineering, and Security.

Built a full cycle recruiting process for Product Management and Product Design consisting of structured interview guidelines, interview training, and leveling guidelines with career frameworks with the Product Executive team. Hired for all levels for the Product team as Credit Karma expanded into multiple product lines saving the company over a million dollars in agency fees.

Served as the main recruiter for the Product team and partnered with the Chief Product Officer to expand his executive leadership team. This involved leveraging internal referral networks and engaging in executive search processes.

When I moved back to California, a referral led me to Credit Karma's recruiting team. Credit Karma was a company whose product and mission I already used and loved. Then meeting the team solidified my belief that this opportunity aligned with my passion for relationship building and I was confident I could bring in my organizational skills from my experience in teaching.Joined when the company was around 300 employees as one of the first 10 members of the recruiting team. I was scheduling over 100 interviews monthly, while greeting and touring candidates in 2 offices. As Credit Karma acquired the Tax product and was expanding into the Charlotte, NC office, I built passive candidate pipelines for non-tech roles such as Customer Support and Marketing.

Growing up as a first-generation American, my parents always stressed the importance of education. My teachers were instrumental in guiding me to college, and their influence inspired me to join Teach For America to give back to the community. As a Corps Member, I developed skills in relationship building, time management, and resilience while teaching diverse groups of over 38 students per class. The strong connections I formed with my students solidified my commitment to serving others. At the Houston Independent School District, I was nominated for the 2013 Rookie Teacher of the Year award and achieved a 45% increase in students passing the end-of-year state test.