Circle

Senior Talent Acquisition Partner

First hire on the talent team to help fill roles and build out the program.
• Implemented Lever ATS
• Developed a talent program, including all internal training and communication documents (Notion)
• Full-cycle recruiting for all open roles (~5-10 concurrently)
• Managed multiple third-party and agency partners.

Tools: Lever ATS, LinkedIn Recruiter, Otta Pro, Notion, Google Workspace.

This is still in-progress, but I'm refining my craft in global, full-cycle recruiting, learning new best practices and tricks, and learning how to be a cultural leader in a remote work environment.

Talent Acquisition Partner

6Stack Entertainment

Co-founder and lead of a video game development project with globally-dispersed developers, animators, modelers, artists, and writers.

Tools: Unreal 4, 5, PlasticSCM, Trello, Discord, Miro, Google Workspace.

Founder

Swell

First hire on the recruiting team to help fill roles and build out the talent program.
• Implemented Greenhouse ATS
• Developed recruiting program, including all internal training and communication documents (Notion)
• Full-cycle recruiting for all open roles (~5-10 concurrent, across GTM, G&A, Eng.)
• Hired, trained and managed a team of recruiters and rec ops.
• Managed multiple third-party and agency partners.

Tools: Greenhouse ATS, LinkedIn Recruiter, Notion, Google Workspace.

I took away a lot from this short stint about what an outstanding leader looks like, and how I can be a strong servant leader myself. I also honed my skills at creating something from the ground-up in a early-stage startup.

Recruiting & Recruiting Ops Manager

Hopin

I wore many hats across the People org, supporting Recruiting, People ops and Learning & Development.
• [Recruiting] Sourced and screened for 5-10 concurrent sales/GTM roles using LinkedIn Recruiter.
• [Recruiting] High volume scheduling, coordinating up to 40 interviews daily, and over 2,500 annually.
• [Recruiting Ops] Built out team resources, tools and processes.
• [People Ops] Supported day-to-day administrative tasks related to high volume hiring and onboarding, including employment & identify verification, background checks, onboarding tracking.
• [People Ops] Built out tools and processes with a focus on task automation for processing over 50+ new joiners every two weeks.
• [L&D/People Development] Managed projects as an Instructional Designer, creating content and courses for topics in Recruiting and People Ops training.

Tools: Greenhouse ATS, LinkedIn Recruiter, Guru, Notion, Google Workspace, WorkRamp LMS.

My time at Hopin was all about learning how to work remotely effectively on a global a-sync team, and taught me a lot about how to operate in hyper-speed growth start-up, including planning/building for scale.

Recruiting & People Development Coordinator 

Optimizely

• [Recruiting] Source and screen candidates for Eng, Product, G&A.
• [Recruiting] Schedule and coordinate hundreds of complex on-site candidate interviews.
• [Recruiting Ops] Manage data cleanliness and reports in SmartRecruiters ATS & Looker.
• [People Ops] Support People ops/admin functions for local Austin office -onboarding/offboarding.

Tools: SmartRecruiters ATS, Looker, Google Workspace, Namely.

This role was a career reset. I was introduced to the tech/SaaS industry, startup culture, recruiting and People ops. I learned a lot about what a strong and positive culture looks like, and the impact it has on the company.

Sourcing, Recruiting and Workplace Operations Coordinator (Hybrid role)

AVI Systems

I was a people manager supporting a team of ~20 employees, and was responsible for over 120 B2B clients.
• Oversaw daily operations of the service team and service desk, including managing 300+ concurrent work orders, logistics, and escalations while upholding SLAs for service contracts.
• Significantly contributed to the growth of the service department from a $2M business to over a $4M business.
• Exceeded our main operating and financial KPIs with over 75% average technician utilization (goal: 70%) and 35%+ profit margin (goal: 30%).

This was the most challenging role I've held to date. I learned a lot about myself as a worker and manager. I failed in more ways than I succeeded, but I took away more life-changing insight from those failures than I would have otherwise.

Technical Services Supervisor

Best Buy

• Established and managed the original Magnolia Customer Care team of 5 representatives supporting over 50 Magnolia stores nationally.
• Developed nationally-utilized processes and for service repair operations and the customer care team.
• Created SOP documentation and training for all Magnolia team members nationwide, including 200 sales reps, 6 District Managers, 50 General Managers, and all supporting roles.
• Project managed new workstreams for service and repair operations for 100+ brands and hundreds of products.

This was my first 'real' job, starting as a teenager and working my way up over 10+ years through Best Buy. I went from part-time store worker to corporate professional. I learned fundamentals about how to communicate, how to treat others, how to conduct myself, how to drive an objective, how to make a business case, and so much more. I wouldn't trade these 10 years for anything.

[Magnolia] Manager, Premium Services Support

• Managed and supervised a team of 12 technicians inside a Best Buy store.
• Ensured the team followed all processes for operating a Geek Squad Precinct, remaining 100% compliant in data privacy, meeting our goals for 48-hour turn-around 90%+ of the time, and being recognized as the best precinct in the Chicago district for service revenue in 2009.
• Trained, coached, and developed Agents, resulting in two Agents under my supervision being promoted to senior levels and one to a corporate role.

[Geek Squad] Senior/Lead

• Served as consumer electronics sales specialist, working across multiple departments and store locations.

Sales, Consumer Electronics

Howdy!

I help startups move past their scrappy 'wild west' stages of recruiting, and support them in getting a robust talent program running and ready for scaling.

I can help with:
• ATS & tech stack set up, including HRIS integrations.
• Full-cycle recruiting --Sourcing, interviewing, coordinating, offers, and onboarding.
• Building talent brand --What's our 'vibe'? Where should we have a presence? Where should we invest our recruiting budget?
• Compliance --GDPR, EEOC (I'm certainly not a lawyer, but I know what questions to ask).
• DEI --Let's have a mission and be intentional!
• Process development & training --Let's get the right behaviors going!
• Referral programs --Your best talent often comes from your own team. We just need to tap into it.
• Insights, reporting, candidate experience.
• Change management --Transitioning from talent agency to an in-house team is a lot of change. I can help avoid the pitfalls.

I also make a video game in my free time :nerd:

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