Reddit, Inc.

- Lead Recruiter for 3 of Reddit's critical businesses: Developer Platform, Clients Platform, and Growth/Internationalization
- Program Manger, ERG Candidate Connect
- Lead for Reddit's Allyship Employee Resource Group

Senior Technical Recruiter

Netflix

Hired senior technical staff for Netflix’s Global Creative Production teams, including: Gaming, Globalization, Product Creative Services, Operations, and Strategy.

Amazon

Invented and scaled successful technical hiring strategies for Amazon‘s Digital Entertainment Businesses. 
Trainer, mentor, inventor, and continuous student of how to engage and delight my customers.
•	Designed and executed a multifaceted Senior Software Development Engineer candidate identification and engagement strategy, resulting in average >200% to personal hiring goals per quarter consistently for 2 years at Amazon.   
•	Created and scaled successful employer branding and candidate engagement tactics across 25-person tech recruiting team, resulting in 25% increase in qualified candidates entering and participating in the interview process for my org.
•	Established effective relationships with my internal customers (the businesses I hired for); learned to ask proactively for their input and feedback. I leveraged strong internal relationships with my hiring leaders, and took a lot of pride in the work we accomplished together.
•	Invented and launched successful programs to simply and easily connect candidates and hiring leaders (“Virtual Coffee Chats”, “Hear from an Engineer” and “Lunch and Learn”), resulting in 100% increase of diverse candidates brought into our SDE interview pipeline within the Prime Video business. The most rewarding part of these programs was the overwhelmingly positive candidate and hiring leader feedback. I was promoted to a role to scale these programs across all of the Amazon Digital Entertainment teams. 
•	Awarded “Think Big” Leadership Principle award for FY 2020 from Prime Video for launching creative initiatives which are successfully engaging tech talent for the business
•	Active member of several Amazon affinity groups; feel free to ask me about them! I’m passionate about DEI and am on a journey of continuous learning and listening.

Mars

•	Built out a brand-new talent sourcing/employer branding function within an international enterprise, leveraging expertise in strategic talent attraction and relationship-building to achieve the business objectives. Supervised a team of 3 sourcing recruiters and mentored them to achieve success. 
•	Identified and implemented innovative and creative sourcing techniques which resulted in a 440% increase in doctors sourced for hire in FY18 vs FY17. Was the individual top-performing recruiter for hires made on our team of 40 recruiters for an entire year. 
•	Proactively sourced, pipelined and screened hard-to-hire candidates; consistently exceeding all recruitment performance metrics. 
•	Identified opportunities to create and engage with talent pipelines of qualified passive candidates in areas of the business that were previously untapped, including: conference and event attendees, veterinary students, and candidates in our CRM. Created and currently leading strategic engagement-to-hire campaigns with these pipelines, yielding critical hires for the business
•	Created employer branding campaigns to position us as an employer of choice, and engage with talent across social media and digital advertising channels to impact our hiring goals
•	Acted as a consultant with the talent acquisition leadership team to ensure successful staffing of critical markets, in a way that was mutually beneficial for our candidates and hiring teams

Team Lead - Talent Sourcing/Employer Branding

PeaceHealth

•	Identified and executed opportunity to create and build out the centralized employer branding/sourcing function of talent acquisition, including: management of 1.5M annual recruitment advertising budget; implementation of a robust social media strategy and managed all recruitment social media channels; owned all ad agency relationship partnerships and campaign management; sourcing team hiring selections and team management; owned planning and marketing for hiring events and conferences
•	Attracted, engaged with, evaluated and hired passive and active candidates (full-cycle) for all areas of the business, including: IT, executive, physician, corporate and clinical roles        
•	Lead selection and implementation of talent sourcing practices and tools among the Talent Acquisition and Physician Recruitment teams; built mutually rewarding partnerships among the recruitment teams and hiring leaders/executives 
•	The centralized sourcing function led to significant organizational cost savings, reduced time-to-fill, and measurably higher-quality candidate and hiring manager experience. Most importantly, it allowed us to see more patients who were seeking medical care, particularly in remote areas.
•	I started in a full-cycle recruiter position, and from that role identified the need to build out a dedicated sourcing function so that we could engage with the passive talent pools we needed to fill our critical roles.

Senior Talent Acquisition Specialist

Talent Acquisition Associate

American Eagle Outfitters

•	Set and achieved top regional and national sales results by fostering a positive and challenging work environment; selecting, hiring and promoting top store talent; training and developing staff; and championing teamwork and excellent customer service
•	Proactively reached challenging store staffing goals on a consistent basis by scouting for talent via numerous means; conducting interviews, selecting talent and onboarding all store positions; assigned tasks and organized maximum efficiency workflows for store staff
•	Coached and trained store staff
•	Sales taught me to be very precise with time management and priorities; to take initiative to reach goals; to be consistent even during a “slow season”; and that building relationships are both personally rewarding and great for reaching business objectives!

Staffing and Sales Manager

Gap Inc.

• Sales and staffing team lead across 5 stores including 2 flagship locations
• Interviewed, hired, and trained and developed talent
• Recognized for top personal and team sales results within the stores and districts I worked in
• Responsible for integrity of all cash registers, financial media, and store audits in a flagship store

Sales Team Lead

Eastern Washington University

• Supported the university with events, data entry and analysis, and front office customer service

Office Assistant III

Passionate advocate for the underdog. 
Here to make the world of hiring better, less mysterious and more equitable. 

 **Note: I receive hundreds of DMs on LinkedIn every week. I would love to but cannot respond to most of them individually (my family takes priority outside of work). Thank you for understanding!** 

All postings are my own opinion and don't represent the opinions or statements of any current or past employer.

I'm bringing smiley faces back to my emails. 
I was told they were "unprofessional" at work about a decade ago, but that idea is tired and so am I. I'm tired of deleting them. They're cute and never hurt anybody :) 
Something I'm doing consciously at work is un-masking. 
I really just want to look, sound, talk and email like MYSELF. 
(I have a lot of privilege that I feel safe to do so, I know) 
Being just me is much less exhausting. I'm 40 years old. I don't want to waste time deleting smiley faces from my outgoing emails anymore, that is just how I roll :)

Emily Mucken

It’s generally impossible to be a #jobseeker rn. 
Be enthusiastic but not too eager. 

Be open to work, but don’t SAY you’re open to work bc then you’re desperate and desperate is bad. Being “desperate” to feed your kids and pay rent is bad, we shouldn’t know you need to buy toilet paper and bananas. Ew. How human of you. 

Want the job, but don’t NEED the job, 
and send a thank you note and write a customized cover letter but also don’t because nobody reads them. Huh? 

It’s very “America Ferrera monologue in the Barbie movie”. 
Anywho, if you’re a confused job seeker, can’t blame ya, the talking heads on TikTok and LinkedIn are really squawking, and often contradicting each other, and also contradicting common sense. 
Sending you love in a time that feels pretty .. ick.

If you've spent any time interviewing with humans at a company, you deserve at least SOME kind of timely update on the outcome, and feedback as to why you were not moved forward. 
Because it wasn't just the time you spent in the interview(s). 
It was the prep for the interviews. 
It was the Calendar Tetris you played to schedule the interview. 
It was the opportunity to interview elsewhere, or play kickball with your friends, that you sacrificed to make this interview. 
It was the time you could have been spending making money, but you were interviewing with us. 
It was the childcare you had to arrange so that you could interview. 

I have never in my life done a "dear recruiters" post... this is as close as I'm gonna get tho 😎 Consider what all a candidate gives up, in order to take your interview, and show them appreciation, even if you're working at mass volume. Even 1-sentence update with high-level feedback is better than nothing, they have earned it. 
In the meantime, I will work on poaching all the folks you're ghosting. 
Have a great day!

Hello! Here are 3 messages I no longer respond to (and many hiring folks I know don't either). 
I receive versions of the below by the dozens, every day here on LinkedIn. 
I'm laying this out for you to do with what you wish, but it might help you craft a more effective message in the future! Cheeky rationale below 😊 

"Does your company have an open role for XXX?"
"Can I pick your brain?"
"When are you free for a coffee chat?"

1) Please check the careers site for the company I work for, and then apply to roles you're qualified for~ then feel free to message me as a follow-up! By asking me to find a role for you out there on the 'net, you're asking me to do your job search for you, for free, and that doesn't seem fair. An in-house recruiter's job isn't to go out and help folks with their job search. I help match my current candidates with roles they qualify for at my company, and guide them through the interview process! 

2) No, you may not pick my brain. It is picked over. Since 2020 when I first had to virtually school my kids and work more than full-time, my brain is extra tired, and has not recovered fully. I don't really have free time anymore, except on weekends, when I'm in the car with the windows rolled down in the middle of a grocery store run, blasting 2000's Britney. 

3) I'm not. I have learned that "coffee chats" don't provide me with any coffee (oh, the irony!  :) ) And sometimes, "coffee chat" is code for "actually I wanted to harass you, tell you things I should be telling a therapist, or complain about how much I hate recruiters". 

I have several years of talking to job seekers daily for free on my own time behind me now, and thus I've learned a lot of lessons from LinkedIn DMs. Many of the lessons now have me wary and protective of my peace and personal time 💞

Choose your fighter 🥊 

🍏 Senior-level iOS Eng. role https://lnkd.in/gyYW5BQc

🤖 Staff-level Android eng role
https://lnkd.in/gFWHqVBy

Staying afloat in this job market feels like…

We did something awesome 🤩 

Reddit, Inc. ‘s Women Eng group partnered with our Tech Talent Acquisition team to host a networking event at the SF office last night with women in SWE based in the San Francisco area. 

Yours truly was on hand to mingle and make jokes 🎤 (I never know what to do with my hands when I’m standing… anyone else?)

It was really great to chat candidly with women inside and outside of Reddit about everything from AI tools to burnout. 

Many thanks to the panelists who shared their insights and took questions (Analisa Nazari 💎 Jewel D. Marie Wagner Amber Milavec ) and our CTO/exec sponsor of Women Eng Chris Slowe who moderated the chat. Oh, and our co-founder Steve Huffman and VP of Core Eng Saad Rehmani also showed up to support and network. 

I’m really blown away by how much folks inside of Reddit really care about women in engineering in the industry and in our company. 
I’m also blessed to have met some brilliant women who drove and bussed and ferried in to network with us at Reddit HQ last night. It was a pleasure meeting you! 🎉

Creating pathways for women to be represented and advanced in the tech industry isn’t going to happen with one single effort, and I’m thrilled to be part of creative avenues to make this possible.

Hot off the press! If you want to know more about Women Eng @ Reddit, Inc., here ya go 🎉 
https://lnkd.in/gUpVT78v

I got on the phone with one of my interviewing candidates yesterday, and they said they’d messaged me a while ago here on LinkedIn and I never responded 👀👀👀 

If you want to reach someone on LinkedIn who may be getting a bunch of DMs, here are a few tricks to help boost your visibility to them:
👀Comment on their posts (you can find peoples’ posts by going to their profile and scrolling down to the “activity” section 
👀Tag them in a comment on a post you think they may like or want to weigh in on
👀Make a post of your own, and tag them in the comments for their thoughts on it 

I’m not saying everyone can respond to all of these tactics, but I’ve found it MUCH more effective to get the engagement I was seeking with others (and it works more often on me as well 👀)

(This picture of my tired little old dog lying down.. this is how I feel when I look at my DMs 😅 Wish I could answer all of them, I used to try, and in the end my family takes priority outside of work, and it was cutting into that at night after work hours)

❌ SO YOU FAILED A TECH INTERVIEW ❌
What you might not know is that MANY of the folks I've worked with in the FAANG/MAANG/BINGBANGBONG companies tried multiple times to get "in" with the company where they now work. 
It's pretty darn common not to pass technical interviews the first time, the 2nd time... heck, I had some candidates at Amazon who had tried for YEARS before cracking the interviews with us and getting an offer. 
And me? Yep... Amazon didn't care for my very verbose style of communication, so I didn't pass their initial phone screen for recruiter roles a few times. 
(What can I say... I get really excited to talk about recruiting things and suddenly an hour has gone by #passionate)
Luckily, a few friends on the inside of Amazon gave me interview prep advice when they saw how hard I was trying :) 
And now I'm trying to pass that insider knowledge along to all of you through LinkedIN posts and events. I promised to pay it forward!
I realize this may get roasted and toasted on https://lnkd.in/gppB2WKt for being too "rah-rah you can do it" but... may this be your encouragement today not to quit after a failed interview or rejection. 
It takes many folks a few tries to "make it", but we don't tend to talk about how many times a company told us No, before they told us Yes ;) 
It's the kind of things coworkers laugh about over lunch once they're "in". 
But actually tho... This has been on my mind since recently having lunch with a few tech folks I work with. Some of the war stories they swapped about how many attempts at interviews it took to get "in", like... Suzie failing the same interview at a certain BINGBANGBONG company over the span of 4 years 😫 
Good thing she learned from each time, and didn't quit!

I'll be listening to this while walking my dog this morning ☀ 
Reddit, Inc.'s own Loni Ingram is featured this week on our Building Reddit podcast 🎉 
The things women in eng. here at Reddit are building.... gets me all excited!

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