Relyance AI

Large Enterprise Customer Consultant 

CIO Scholarship Fund

We are a non profit organization that seeks to provide schools with endowments to create scholarship opportunities for students in the information systems, computer science, and related technology fields.

In 2002 a group of Silicon Valley Chief Information Officers were selected to collaborate on what would become a series of books dedicated to the profession of information technology.  In 2003, these CIOs agreed to establish a 501(c)(3) charitable foundation so that 100% of profits could go towards educating our future information technology leaders.  Since its inception multiple authors on books related to information technology and security have dedicated profits in part or whole to the fund. In 2010, the CIOs combined efforts to hold the first annual CIO Scholarship Fund Golf fundraising event that brings together over 150 IT Execs, Tech Vendors, and Volunteers a year.

Responsibilities: Help engage with Student Alumni and activate University Partnerships.

Advisor

Us In Technology

I have made it my mission to help diversify the tech industry by sourcing qualified underrepresented people to entry-level tech positions. Represented is defined as A generation college graduate, an individual of an underrepresented ethnicity in the space, a woman, and a member of the LGBTQ community. If you are looking to diversify your organization with an individual who falls into one of the above categories, please reach out, as I have a ton of phenomenal candidates ready for their opportunity to prove they too belong. Please follow my our In Technology page as we continue to build. #TogetherWeAreStronger

GTM Leader

Revenue Collective

Participant of 2021 Rising Executive Cohort led by CEO and Founder Sam Jacobs

Admitted to Revenue Collective's program geared toward accelerating my career through a 12-month comprehensive course designed to enhance my skill sets and prepare you to strategically level-up. 

Able to work with industry-leading experts, who provide learnings from private group lessons, facilitated cohort sessions, and additional resources to prepare for a career as an executive.

Rising Executives Member

Radware

Manage 24 Global Enterprise Major accounts in the PAC Northwest Region. Radware (NASDAQ: RDWR) is a global leader in application delivery and cyber security solutions for virtual, cloud, and software-defined data centers. Its award-winning solutions portfolio delivers service level assurance for business-critical applications while maximizing IT efficiency. Our Machine Learning and automation capabilities separate us from many of our competitors in the space of WAF, DDOS, Bot Management, and Load Balancing. Radware solutions empower more than 10,000 enterprise and carrier customers worldwide- including 8 of the world’s top 12 stock exchanges and 12 of the top 22 global financials

Territory Include: Bay Area + PAC NW

$2.6M Quota: Attainment 126%, 100% Logo Renewal, 
$1.4M Quota (Yr.1) 116% Quota Attainment, 162% NRR

VAR Transactions:
Guidepoint, Optiv, Softchoice

Major Account Manager

Agari

Regional Sales Manager at Agari responsible for all accounts in Idaho, Montana, Wyoming, and the Dakotas.

**President's Club 

Agari, a leading cybersecurity company, is trusted by leading Fortune 1000 companies to protect their enterprise, partners and customers from advanced email phishing attacks. The Agari Email Trust Platform™ is the industry's only solution that 'understands' the true sender of emails, leveraging the company's proprietary, global email telemetry network and patent-pending, predictive Agari Trust Analytics to identify and stop phishing attacks.

Regional Sales Manager (Enterprise)

Protecting the leading fortune 1000 companies against targeted spear phishing attacks and business email compromise messages by authenticating and verifying the true senders identity. 

Agari, a leading cybersecurity company, is trusted by leading Fortune 1000 companies to protect their enterprise, partners and customers from advanced email phishing attacks. The Agari Email Trust Platform™ is the industry’s only solution that ‘understands’ the true sender of emails, leveraging the company’s proprietary, global email telemetry network and patent-pending, predictive Agari Trust Analytics to identify and stop phishing attacks. The platform powers Agari Enterprise Protect, which help organizations protect themselves from advanced spear phishing attacks, and Agari Customer Protect, which protects consumers from email attacks that spoof enterprise brands. Agari, a recipient of the JPMorgan Chase Hall of Innovation Award and recognized as a Gartner Cool Vendor in Security, is backed by Alloy Ventures, Battery Ventures, First Round Capital, Greylock Partners and Scale Venture Partners.

Responsibilities:
•	Pitch Agari Platform solution to C-level executives (Enterprise).
•	Self-prospect via DiscoverOrg, Zoom, and LinkedIn Sales Navigator.
•	Qualify Warm Leads
•	Cold call/Cold email
•	Help onboard new team members
•	Consulted with VP’s and Co-founders on market strategy and how to position and improve 
        white papers
•	Created campaigns and opened outbound deals with Fortune 1000 companies
•	Created a successful cold calling sales cadence, which included an OVS (Opening Value 
         Statement), sheet music, and an email drip.
•	Logged KPI's daily via Salesforce.com
•	Established a strong and credible social media network, with many C-level executives in the Cyber- 
        Security space

Achievements:
* 2018 Q1 Quota attainment 119%
* 2017 180% Q4 Quota attainment
* 2017 Agari Sales Development Rep of the Year

Enterprise- Inside Sales Consultant

memoryBlue

memoryBlue is a premiere inside sales consulting firm headquartered outside of Washington, D.C, with offices in Austin, TX and Silicon Valley. Named to the Inc. 5000’s list of America’s Fastest Growing Companies for three consecutive years, memoryBlue is nationally recognized for growing and finding top inside sales talent for outsourced consulting and direct-hire permanent placement.

Since 2002, over 300 high-tech clients have trusted memoryBlue to fuel their growth by breaking into their strategic prospect accounts, uncovering net new revenue opportunities to fill their sales pipelines, managing Inside Sales teams, and directly placing top sales talent to build out their teams internally. The memoryBlue client portfolio runs the full gamut, ranging from industry heavyweights – EMC, Symantec, McAfee, IBM – to a host of the hottest tech startups – Eloqua pre-acquisition by Oracle, Box pre-IPO, and FoundationDB pre-acquisition by Apple.

Sales Training:
Sandler Sales Training by Guru Ganesh
Costigan Sales Training

Role/Responsibilities:
•	Develop new client acquisition strategies for sales teams
•	Facilitated meetings between memoryBlue and client executives to team review metrics
•	Leveraged software including Webex, DiscoverOrg, Salesforce, LinkedIn Navigator, and ZoomInfo 
        for marketing and sales initiatives
•	Exceeded client goals and hired out 
•	Taught and lectured multiple new hire first 48 sales trainings.
•	New Hire Mentor
•	Routinely crafted personalized emails for CISO`s, CTO`s, and CEO`s.
•	Established a time management schedule, that was adopted throughout the company.
*  Consecutive Quota attainment (100% outbound)

Sales Development Representative

Hollister – Stockton California

Responsibilities:
•	Managed wide variety of customer service and administrative tasks to resolve customer issues quickly and efficiently
•	Achieved sales goals and service performance requirements through new customer sales
•	Ensured superior customer experience by addressing customer concerns, demonstrating empathy and resolving problems on the spot
•	Provided an elevated customer experience to generate a loyal clientele
•	Routinely answered customer questions regarding merchandise and pricing
•	Asked open-ended questions to assess customer needs
•	Greeted customers entering the store to ascertain what each customer wanted or needed
•	Built long-term customer relationships and advised customers on purchases and promotions

Model/Cashier

I respond quicker on the "Us in Tech App" :)

“Kendrick was hired by his client (Agari) in the Fall of 2017, where he made an immediate impact. After crushing his numbers that quarter, he was named “SDR of the Year” at their Sales Kick-Off Event in 2018. He parlayed that success into a closing role, where he set the world on fire (hitting for over 114% of his quota) and landed a spot in President’s Club. In the Spring of 2019, he accepted a new role at Radware, where he assists in managing Major Accounts in the West (including heavy weights like eBay, Workday, Salesforce, and Twitter). Aside from keeping those big tech players happy, he also has responsibility to find/close net new business.” – 2019 memoryBlue Phenom Award Finalist

As the Major Account's Manager of the PAC Northwest it is my responsibility to close net new business and manage 24 of the World's largest corporations in the states of: Washington, Oregon, and Idaho.

In wake of recent events I have fully dedicated my time and Efforts to being the full time CEO and Founder of Us In Technology, an organization focused on diversifying the Tech Industry with More Under represented people; My purpose has never been clearer! 


Curious what others think about me?
Please review my LinkedIn references:

Kendrick Trotter

Sanas

Sanas is breaking barriers one conversation at a time and building a more understanding world.

Recruiting Consultant

Zscaler

Joined pre-IPO and established structure around our Talent Acquisition programs, systems, metrics and branding.  Was promoted in 2018 to lead recruiting for all of Americas non-GTM functions and led the team during the peak growth years at Zscaler. Coached, developed, and harnessed the best in team members to meet the most aggressive hiring trajectory in Zscaler’s history, keeping performance metrics and diversity in our candidate slates as top-of-mind. Established myself as a key recruiting advisor with our C-Suite Leaders.

Select Accomplishments:

—Achieved 90% or better YOY hiring targets, while hiring at a record growth trajectory:   2019 – 41% growth; 2020 – 36% growth; 2021 – 56% growth; 2022 – 57% growth

—Held recruiters to aggressive productivity metrics given the primary focus on niche roles

—Personally recruited executive-level positions both directly and through a retained search partnership

—Developed creative top-of-funnel candidate increase strategies, including: Zscaler’s first Career Open House, Tech Talks, Recruiting Roundups with hiring teams, enhanced Employee Referral engagement, incorporating Teamable AI candidate outreach sequencing, etc.

—Collaborated with the Business Analytics team to develop Zscaler’s first automated Tableau recruitment dashboards

—Developed Zscaler’s first Early Career Recruitment Program and launched a pilot Student Work Experience Program aimed at exposing sophomore and junior year college students to potential post-grad careers

—Established Zscaler’s first Diversity Recruitment team – a team of recruiters dedicated to long-term relationship building and liaising between hiring leaders to ensure visibility of diverse candidates 

—Founded Black@Z, Zscaler’s Black Employee Resource Group (ERG) and guided the development and launch of four other ERGs: Pride@Z, Sabor@Z, AAPI@Z, and Vets @Z

—Piloted and launched productivity tools such as Glider, Hackerrank, Handshake, etc.

Sr. Director, Talent Acquisition

Director, Talent Acquisition

Sr. Manager, Talent Acquisition

Sr. Manager, Talent Enablement

Calix

Centralized all recruiting and talent acquisition operations—to create a “one-stop shop” to enable HR Business Partners, and drive brand recognition. Recruited, selected, and hired a team of contractors, recruiters, a recruiting program manager and recruiting coordinators. Oversaw and managed recruiting agencies, social media channels—LinkedIn and Glassdoor, and a budget of $900k.

Select Accomplishments:

—Developed a strategic approach to recruitment/hiring—leading to 300 new employees in sales and engineering functions, introducing structure and formalized processes, and driving standardization across business units.

—Led improvements to the applicant experience, building out a scheduling function with dedicated schedulers, eliminating numerous revisions to interview schedules, and replacing printed documents with electronic forms.

—Improved analytics and reporting of recruiting and candidate data, improving adoption of the applicant tracking system (ATS) across functions—through training and implementation of streamlined processes for ease of use.

—Proactively encouraged employees and candidates to write reviews, and tracked and reported status on a monthly basis, increasing brand rating on Glassdoor—from 2.8 to 4.1.

—Championed the formalization of the employee referral program—increasing referrals submitted from 52% to 70%, recruiting and selecting employeereferrals.com as a platform to gamify the system and simplify the process.

—Formulated data of annual number of applicants and new hires, partnering with an outside firm to develop and report on affirmative action and equal opportunity goals and objectives.

—Developed a strategic social media program, and built out profile pages on social media channels, executing a number of tools to capture potential candidate data to create a pipeline of talent for recruiting efforts.

Director of Talent Acquisition

Riverbed Technology

Established and led a university recruiting program, and talent acquisition operations—including employment and social media branding, employee referral program, best place to work accolades, systems, metrics, and vendor management. Recruited, selected, and hired a team of three recruiting operations and program specialists. Managed a $2M annual budget.

Select Accomplishments:

—Transformed recruiting—from a 1:1 hiring of candidates, to a strategic approach to acquiring candidates, driving programs that increased candidate pipeline, and led to the hiring of an average of 400 new hires annually.

—Built a strategic and targeted university recruiting program, and launched a three-pronged approach to maximize time and investment, operationalizing talent acquisition function, and targeting top schools across the U.S. 

—Oversaw the submission process, and internal and external promotion of Best Places to Work Awards in 2012, 2013, and 2014, leading to recognition and placement on seven local, national, or global lists.

—Led company from no position to the number 3 position on Glassdoor’s Best Places to Work in 2013, driving improvements in company branding on profiles, and increases in candidate reviews.

—Led the development of a business case, RFP process, and selection of an ATS vendor—iCIMS, partnering closely with IT in the implementation, documentation, and data migration, and leading global training and configuration.  

—Championed the shift from using interns as temporary help—to looking at this talent as a pipeline for new hires, overcoming organizational challenges associated with early commitment and screening of talent.

—Acted as the staffing lead on an IT-led initiative for an employee portal for content collaboration, consolidating information for ease of use, partnering with IT to define look/feel, and managing functionality in the staging environment for upload to production.

Director, Talent Acquisition Operations & Programs

Adobe

Following the successful establishment of a global university recruitment program, I was promoted to identify strategies and programs to improve employee on-boarding—to increase organizational efficiencies and time to productivity. Led an indirect team, and managed on-site staffing vendors, and global headcount and program expense budgets of up to $15M each recruitment season.

Select Accomplishments:

—Defined and led a cross-functional team in the development of a comprehensive, three-phase orientation program, playing an integral role in the on-boarding of ~20 new hires every two weeks, and transforming the employee onboarding experience—to solve a “data overload” problem.

—Championed the development and execution of an employee portal, collaborating with cross-functional teams to create content, and partnering closely the Marketing team to promote the new tool and drive global adoption.

Senior Program Manager, Global Talent Operations

Established a vision, strategy, and plan, and launched a global university recruitment program. Recruited, selected, and hired a team of four, and managed global headcount and program expense budget of up to $15M each recruitment season.

Select Accomplishments:

—Established and led a Global University Recruitment Program—that hired 1200 interns and new grads in U.S., Romania, China, and India, partnering closely with executive leadership team 
to define vision, strategy, and funding needs.

—Developed recruitment strategies that were integral to time sensitive mass hiring efforts, developing engagement and on-boarding programs for new graduates and interns, and ensuring global consistency in branding and candidate experience on university campuses, and across company locations.

Manager, University Recruiting

Michelle Alexander Smith Consulting

Provided strategic consulting services to develop and manage talent acquisition and career development programs. Clients include East Side Union High School District and Juniper Networks.

Select Accomplishments:

—Developed and managed career programs for the training of administrators, teachers, and students at East Side Union High School District, acting as the communications liaison between three high-schools, and corporate partners. (1 year 9-month assignment)

—Established Juniper Network’s first University Relations Program—including the Executive Steering Committee, Higher Education Curriculum Development program, Equipment Donation program, Summer Intern Program, and its first Internship Job Fair. (8-month assignment)

Principal Consultant

Aspect Communications

Selected to develop a national university relations program—from concept to execution. Within 18 months, promoted to Manager, Staffing Operations to lead a team of six in the development and execution of the university’s recruitment and employment programs—including contingent workforce, immigration, relocation, expatriate, and onboarding).

Manager, Talent Operations;  Manager, University Relations & Recruiting

Synopsys

Centralized college-relations and recruiting programs in partnership with the C-level executive leadership team and HR leadership. Led and managed recruiting activities, and led the planning and execution of diversity and EEO/AA programs.

University Recruiting Manager

National Semiconductor

University Recruiter | HR Generalist

I am dedicated to transforming how companies find and nurture talent. My career has focused on connecting exceptional talent with tech companies, and I'm now eager to expand my expertise to mission-driven organizations that prioritize purpose alongside profit in a full-time or fractional consulting role.

At Zscaler, I joined pre-IPO and played a key role in building our initial Talent Acquisition strategy. Leading recruitment for Americas non-GTM functions, I consistently achieved 90% or better YOY hiring targets during our peak growth period. Collaborating with the Business Analytics team, I led the development of automated Tableau recruitment dashboards, turning data into actionable insights that enhanced our decision-making processes. I partnered closely with C-Suite and senior leaders to introduce creative strategies that maintained a robust and diverse talent pipeline. 

Diversity is crucial for organizational success, driving innovation, and enhancing employee well-being. At Zscaler, I made significant impacts by hiring our first Diversity Recruitment team and being pivotal in launching several Employee Resource Groups. These initiatives aimed to create environments where every voice is valued. I also developed and launched our Early Career Work Experience Program, offering college students a glimpse into the tech industry and further diversifying our future workforce.

I am deeply committed to developing and empowering others through my involvement with the Black Women on Boards (BWOB) Rising program, a global nonprofit focused on accelerating access to C-Suite roles for high-potential Black women. I am “paying it forward” by providing career coaching to over 15 senior leaders aspiring to reach executive and board-level positions, inspiring and guiding a powerful network of support and collaboration.

Before Zscaler, I brought my expertise to companies such as Adobe and Riverbed during peak growth periods. I revamped talent acquisition processes, negotiated vendor contracts, and built thriving Early Career programs. My ability to identify improvement opportunities and drive organizational change has consistently led to better hiring outcomes and more efficient processes.

I am dedicated to aligning exceptional talent with organizations that share their values, driving growth, and fostering a culture of excellence and inclusivity. My collaborative approach and commitment to developing strong, diverse teams ensure that we achieve successful and meaningful impact, creating workplaces where everyone thrives and contributes to a brighter future.

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Kendrick Trotter

Michelle Alexander Smith

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