► Aggressively scaled the first executive and leadership recruiting team to support all technology (Engineering, Product, IT, Security) G&A and GTM recruiting globally, aligning with Databricks founder's overall goals and objectives. Key Outcomes:► Led the recruitment, onboarding, and development of a world-class team of executive recruiters, sourcers, researchers and coordinators, ensuring alignment with the company culture and values.► Evolved best practices to drive efficiency, and continuous improvement. Expanded the team's footprint globally, strategically identifying key markets and establishing a presence to attract top talent across various geographies. ► Drove collaboration to foster strong partnerships with internal stakeholders, including senior leadership, hiring managers, and HR, to understand talent needs and deliver high-impact recruitment solutions. ► Improved metrics and KPIs to measure team performance and track progress towards goals, providing regular feedback and coaching to drive excellence.► Leveraged innovation by staying abreast of industry trends, emerging technologies, and best practices in executive recruitment, driving innovation and differentiation within the team.

► Built the in-house executive recruiting team for Uber which included hiring, managing team of 35 global executive recruiting and onboarding professionals across the US, Canada, Asia-Pacific, Europe, Middle East, Africa, and Latin America.► Transformed and scaled executive recruiting function while restructuring - aggressively up-leveling talent to support growing client base, including Director to C-level hiring.► Advised executive leadership team and new executive hires in areas beyond search strategy and execution, including aligning and designing organizational and hiring strategies to their business needs, executive onboarding, and internal and external succession planning.► Drove constant operational improvement and increased efficiencies via data-driven decisions to optimize diversity hiring and team performance while strengthening candidate experience and measuring success of executive hires.► Established direction, processes, and goals to overhaul underperforming team of recruiters, sourcers, and coordinators. Assembled group of SMEs, assigned mentors to junior team members, built department value proposition, developed annual, quarterly, and weekly hiring targets, and launched process framework. Increased number of hires 100% in Y2 (120 executives) without adding to recruiting team headcount and by 68% in Y3 (188 executives) and expanded D&I hiring from 15% to 31% in Y2 and 35% in Y3.► Strengthened internal and external stakeholder experience by introducing and implementing Uber’s first executive CRM, client, and candidate feedback surveys.► Developed executive onboarding program to drive acclimation to and success within Uber’s complex environment; rolled out within Q1 for senior directors and above. - Onboarded 17 new execs within 6 months, increasing by 30% in Y1 and 43% in Y2. - Empowered new executives to implement plans and strategies within first 3-4 months of hire while reducing voluntary attrition by ~70%.

► Stabilized 18-person global team as interim head of executive recruiting organization. Drove focus and collaboration across the team to facilitate exceptional hiring results while rebuilding organization’s reputation and brand.► Trained and mentored both tech/non-tech teams globally to elevate the value proposition of the function and exec talent acquisition initiatives.► Partnered with our DE&I leader to expand research and recruiting efforts to diversify our executive leadership team from Directors up to the C-Suite.► Absorbed all executive hiring from external search firms to in-house search team through flawless execution. Up-leveled sourcing and recruiting team to meet 100% of hiring demands. - Eliminated external search firm costs by bringing executive recruiting in-house. - Doubled monthly hiring numbers and outperformed annual hiring goals by 100%+.► Revamped search and interview process for executive recruiting team, from intake meeting through compensation negotiation and closing of global searches. Clarified division of responsibilities, created templates, and enforced accountability and SLAs. Shifted candidate assessments from hiring managers to recruiters. - Reduced hiring manager involvement in screening and interview process by 80% while increasing quantity and quality of critical executive engineering and product hire► Partnered with CTO, SVP Engineering, Head of ATG to build executive leadership bench while assembling Uber’s first in-house executive recruiting team.► Created executive search process for global search team; defined team roles; created job specifications, assessment, and reference templates; recruited and trained key members of executive talent acquisition team.► Improved the candidate-to-employee experience by designing Uber’s first executive onboarding program, ensuring a rapid ramp-up, smooth transition, and successful integration of newly hired execs.

► Counseled clients undergoing aggressive growth and transformational change, leading search teams on all aspects of execution through completion to optimize the firm’s profitability.► Advised clients on critical executive needs and candidates on career goals; generated $3M in search fees, 2016.► Executed all stages of the search process for C-level positions in technology and created content and pitches for new business as a subject matter expert in digital, data, and mobile technologies.► Drove client engagements throughout the executive search process; mentored and coached search team members.

► Led technology engagements for global clients during major leadership change and organizational change, driving client management, project execution, and delivery.► Facilitated proactive talent management in financial services and technology, identifying and assessing next-generation leaders, key prospects, and steering strategic introductions to clients.► Drove collaboration on special projects, including company philanthropy, case studies, building the firm’s global network, and expanding the female executive leadership talent and board network.

► During my tenure at the firm, led search execution for multiple partners and practice leaders across private equity, venture capital, technology, legal and financial officers practices. Instrumental in preparing for pitches, collaborating on search strategy and driving execution from qualifying client needs through all steps in the process through closing a candidate.► Served as project manager for multiple senior partners' search loads and oversaw all phases of search execution with high level of autonomy, adjusting to ever-changing priorities and timelines.► Guided client update calls, serving as liaison and sharing feedback along the search process; created candidate reports, assessments, and reference reports.► Trained and mentored all new hires and less-experienced colleagues in Menlo Park office