-Successfully filled 5 roles in 7 months amidst internal placements, closures, and changing requirements.-Spearheaded sourcing and recruitment efforts for multiple requisitions, including: -Site Reliability Engineer (SRE)-Content Marketing Manager-UX Designer-Engineering Manager-Backend Engineer-Solution Architect-QA Engineer (QAE)-Sr. Machine Learning Engineer (MLE)-Machine Learning Manager-Successfully filled a priority SRE role within 8 weeks, demonstrating proactive initiative and making substantial contributions to team requirements and organizational goals.

Increased talent pool for two requisitions, boosting engagement, interview activity, and brand awareness:-Senior/Principal Roboticist -Senior Controls Engineer

-Elevated candidate engagement by implementing strategic sourcing techniques.-Amplified brand awareness among potential candidates through targeted recruitment marketing campaigns.-Appointed to lead efforts in expanding the talent pipeline.-Leveraged advanced tools and platforms (Seekout, Indeed, LinkedIn Recruiter) to enhance sourcing capabilities.-Delivered consistent support for candidate satisfaction and positive recruitment experiences.-Contributed to a diversified candidate pool to meet staffing requirements.

-Scaled company 5x (from 15 to 82) and built Talent and People Ops departments from scratch. -Developed talent strategy, best practices, full-cycle recruiting processes, and hired/managed two consultants.-Reduced Time to Fill (TTF) by 40% in 3 years through strategic recruiting initiatives, such as implementing Greenhouse Recruiting, automating interview scheduling, implementing a candidate survey, and introducing structured interviews. -Implemented the first-ever employee onboarding program with Onboarding Buddy Program, resulting in a 90% satisfaction rate. Championed and led the transition to Greenhouse Onboarding (v2), automating the process and reducing admin workload by 50%.-Built talent pipelines through referrals, inbound inquiries, and outbound sourcing, increasing candidate pool by 700%.-Spearheaded PerformYard performance management system configuration and a 12-mo strategic plan for success, taking charge of administrative and technical configuration.-Organized and ran monthly all-company Town Hall meetings to facilitate transparent communication, shared understanding, and relationship building.-Partnered with executives and key stakeholders to identify strategic talent in various industries.Generated passive candidates through creative messaging, Sourcewhale, LinkedIn Recruiter, Boolean search strings/search engines, referrals, and networking.

SourceCon is a place for sharing tools, ideas and ways for sourcers to improve their skills and knowledge. The goal of SourceCon is simply to inform, encourage, and empower.• Serve on the Welcome Committee alongside the world's most friendly sourcing professionals• Consult with council members on ideas, themes, and content for SourceCon conferences• Design & deliver engaging presentations to promote collaboration and excellence amongst Sourcers

-Sourced and qualified Product Engineers, Growth Engineers, and Mobile Engineers.

-Personally scaled company by 30% since time of hire.-Consistently sourced and engaged top talent during entire tenure at HDS, including 15 offers extended with 95% of candidates passively sourced at the mid-senior IC and exec level (Director/VP).-Sole sourcer supporting key stakeholders and executives to identify strategic talent in robotic automation and product engineering with verticals including:-Software Engineer-Product Manager-Director of UX-Mobile Engineer-Computer Vision Engineer-Systems Engineer-Mechanical Engineer-Controls Engineer-Industrial Automation Engineer-Simulation Engineer-Director of Program Management-Generated high-quality passive candidates through creative messaging tactics such as memes, emojis, catchy subject lines, and consistent follow-up messages, as well as utilizing Seekout, LinkedIn Recruiter, Boolean search strings, referrals, and networking.

-Demonstrate top quartile performance on engineering sourcing team - including 42 offers extended during time at Cloudera with 69% passively sourced senior engineering candidates.-Source for 5-10 mission critical roles per month in the SF Bay area and Austin locations, moving from sourcing to offer 25-50% of the time.-Mentor and train junior sourcers with new sourcing and outreach methods, tools, and 1:1’s. -Partner with Lead Recruiter and Hiring Managers to develop, implement and manage recruiting strategies.-Subject Matter Expert on mail merge campaigns using Yesware and increasing response rates through creative outreach techniques.-Generate passive candidates through Boolean search strings, referrals, networking, Connectifier, LinkedIn, Jobvite, Workday, Gild, internal databases, search engines. -Implement monthly ‘Sourcer Meet and Eat’ to foster teamwork and initiate cross-collaboration efforts on various occasions.