Shaped the future of the engineering department at InVision by identifying, attracting, and hiring top technical candidates, while leading DEI initiatives in recruitment plans and pipelines.Spearheaded the full hiring cycle from sourcing candidates to onboarding.Enhanced goals by collaborating with stakeholders/hiring managers from various departments.Recruited quintessential talent within the departments of EPD (Engineering, Product, Design), GTM (Go to Market), Security, and Data.Launched sourcing strategies and partnerships with 3rd-party vendors for complex roles.

ABOUT INVISIONWe provide design tools and educational resources for teams to navigate every stage of the product design process, from ideation to development.Today, more than 5 million people use InVision to create a repeatable and streamlined design workflow; rapidly design and prototype products before writing code, and collaborate across their entire organization. That includes 100 percent of the Fortune 100, and organizations like Airbnb, Amazon, HBO, Netflix, Nike, Slack, Starbucks and Uber, who are now able to design better products, faster.

Sourced, screened, and recruited passive candidates for various technical roles. Worked with clients to obtain qualified job requirements and educate clients on Randstad Technologies’ service offerings and processes. Utilized strategic client hunting practices, industry/market analysis, internal communication, external promotions, and constant in-depth client analysis to uncover revenue opportunities.

360 Recruitment Consultant responsible for recruiting, business development, and account management.Led the full-recruitment lifecycle and shortlisted engineering and IT candidates by conducting in-depth interviews.Demonstrate a strong technical understanding of software engineeringUsed industry trends to influence resourcing techniquesDevelop new and long-term client relationshipsMaintain a quality delivery record and high levels of client satisfactionHeadhunting and identifying suitable passive candidates for client requirements

Headhunting and identifying suitable candidates for client requirementsQualifying and short-listing candidates through in-depth interviewsHarnessing social media to identify talentIncreasing candidate base through referrals and executive searchingGenerating leads and market information

Sold various insurance products such as auto, home, life, health, and other lines of insurance to clients.Developed leads through various methods such as cold calling, networking, referrals, and community involvement. Identified opportunities to upsell or cross-sell additional lines of insurance products to existing clients based on their needs.