Mar 2021 – Sep 2025 · 4 yrs 6 mos

• B Capital Group is a global firm specializing in equity investing in venture and growth-stage startups. B Capital invests in companies that have achieved early traction with customers and have reached a point of rapid growth. The firm’s unique multinational presence, combined with deep industry expertise, has built a portfolio of B2B and B2B2C startups that are transforming large traditional industries across borders and geographies. With localized expertise and offices in San Francisco, New York, Los Angeles and Singapore, B Capital believes innovation can come from anywhere. Through its extensive global network and exclusive partnership with The Boston Consulting Group, B Capital helps startups navigate business challenges, raise capital and attract talented leadership at key points of their journeys to scale.

Jan 2020 – Sep 2025 · 5 yrs 8 mos · San Francisco Bay Area

• Boston Consulting Group, a transformational corporate strategy pioneer, partners with leaders in business and society to solve their most critical and gritty challenges, enabling them to seize their greatest opportunities. At BCG, we excel in the business of human potential and believe in its power to shape and define strategy, organizational transformation, and economic and societal change.
• Responsible for redefining, augmenting, and future-proofing BCG’s human capital strategy, as well as driving the strategic transformation and digitization of global talent to grow human potential, move the world forward through people capabilities, and maximize impact to clients and industries across the globe.
• Expertise in Talent Management, Talent Acquisition, HR Technology & Product Development, Learning & Employee Development, Leadership & Culture, C-suite/BoD Relations, Executive Succession & Development, Upskilling & Reskilling, Org Design, Diversity & Inclusion, Workforce Planning & People Analytics, Agile at Scale, Digital Transformation and Change Management

Dec 2018 – Jan 2020 · 1 yr 1 mo · San Francisco Bay Area

• Evolving from a PC centric to a data-centric company, Intel is building the foundation for technology’s data-driven future. Led the company’s talent function and enabled people capabilities that delivered on the vision to build a smarter and more connected world that runs on Intel solutions. Responsible for creating and delivering 21st century jobs, skills, learning development programs, employment, and HR technology, as well as growing future leaders for the 21st century.
• Key initiatives:
• 1) Developed multiyear, integrated talent framework strategy for Intel’s talent and organization capability to build next-generation skills, learning, workforce, job architectures, hiring processes, and leadership acceleration to grow Intel’s ambition to $100B.
• 2) Worked with CEO, CHRO and Board of Directors on critical leadership hiring, CEO succession and leadership movement.
• 3) Championed leadership culture transformation, training and development across the enterprise.
• 4) Led HR digital transformation and strategy alignment to technology roadmaps.
• 5) Managed end to end talent life cycle strategies, practices, culture and processes for the future of work.
• 6) Created 21st century skills and new ways of working incorporating design thinking and agile across HR.

Dec 2016 – Dec 2018 · 2 yrs · San Francisco Bay Area

• Head of Global Talent Acquisitions for IBM, responsible for the attraction, selection and onboarding of over 50,000 hires annually across 170 countries. Championed the reinvention of IBM’s talent function, infusing artificial intelligence and prediction capabilities into all aspects of recruiting, creating one of the largest cognitive talent functions in the industry.
• Key initiatives:
• 1) Created AI and predictive technology that enhanced and personalized the experience of job seekers, candidates and hiring managers throughout the talent lifecycle.
• 2) Led key initiatives to up-skill IBM’s current workforce to support new technology like quantum, blockchain, and AI.
• 3) Identified new 21st century roles like Talent Influencers and Data Poets, and defined critical 21st century skills and capabilities for new age recruiters to attract top talent in less time.
• 4) Built the next generation framework and operating model for talent acquisition in the digital era, AgileTA.
• 5) Increased diversity and inclusion by working to remove unconscious bias from the talent lifecycle.
• 6) Commercialized innovative AI tools used by candidates and recruiters.
• 7) Launched a digital credentials program to prepare recruiters for the 21st century, comprised of 1,000+ digital badges for new age skills earned through online courses and mentorships.
• Also led talent recruitment for IBM’s P-TECH Program, a new approach to education providing academia with hands-on skills training where students earn high school and associate degrees in six years or less, and IBM's New Collar Jobs, a growing job class prioritizing skills over degrees comprised of apprenticeships, community college courses, and vocational schools.

Jan 2015 – Dec 2019 · 4 yrs 11 mos · San Francisco Bay Area

• Founding member of the IoT Talent Consortium, enabling the workforce of the future to realize the value of the Internet of Things today. Advanced career and skills development for the discipline, bringing many companies together as an industry to think about the important of next generation skills.

Apr 2013 – Dec 2016 · 3 yrs 8 mos · San Francisco Bay Area

• Led the transformation of GE Digital from an industrial business to a digital business through blitz-scaling and hiring for skills the company never had.
• Grew GE Digital from 100 to 28,000 employees in four years, across 106 countries, and managed the resulting culture and behavioral change that enabled the organization to maintain their competitive advantage in the marketplace.
• Key initiatives:
• 1) Launched a value-added talent partner model, built innovative recruiting models.
• 2) Developed a worldwide horizontal talent pipeline strategy.
• 3) Innovated processes with Agile, identified new skills and roles like “Recruiting Scrum Master,” and enhanced sourcing strategies.
• 4) Led GE Digital’s employer branding strategy.
• 5) Launched a “Recruitment as a Service” operating model. The “RaaS” model created a compelling customer experience, allowing talent acquisition to deliver the world’s best software, IT and commercial talent to various businesses across GE, transforming the company into a digital, industrial business.

May 2012 – May 2016 · 4 yrs · San Francisco Bay Area

• Former board member of the NOVA Workforce Board, addressing the workforce investment needs of Silicon Valley and working to promote economic opportunity and shared prosperity. Worked with businesses, educators and job seekers to address the skills and workforce needs of Silicon Valley and partnered with top universities across the world to define the critical skills needed for next generation talent and incorporate them into their curriculums.

Nov 2011 – Apr 2013 · 1 yr 5 mos · San Francisco Bay Area

• Responsible for the end to end, global talent function to prepare Apollo Group, the largest global learning ecosystem (online and on campus), to adopt an “Education as a Service” model.
• Key initiatives: implemented a talent governance model, led workforce planning in competitive and emerging markets, culture, performance , implemented an enterprise-wide redeployment of the vendor management program saving over $20M in costs, and rebuilt the talent operating model reducing time to fill by 50% and increasing hiring manager satisfaction to 85% and candidate satisfaction to 90% within the first year.

Apr 2008 – Nov 2011 · 3 yrs 7 mos · San Francisco Bay Area

• Developed, implemented, and led the talent demand planning and talent acquisition strategy throughout Symantec’s global regions (North America, South America, APJ, EMEA and India.)
• Also championed the building of a value proposition following a large acquisition, focusing on talent demand planning as a strategic function of the workforce, while simultaneously scaling employer branding.
• Other key initiatives: built Symantec’s global college recruiting program from the ground up, developed scalable recruiting solutions to support business growth, led global technology rollouts, implemented continuous process improvements to reduce the cost of hire, and achieved a 95% satisfaction score from hiring managers.

Apr 2004 – Mar 2008 · 3 yrs 11 mos · San Francisco Bay Area

• Led the rebranding of Microsoft’s brand image to compete in the search market with emerging tech companies and built a new model of what world-class recruiting should look like, prioritizing culture and talent, as well as expanding the model to a global scale.
• Member of the management team that drove the hiring for the Platform Services Division in Silicon Valley, Global Applied Research, “Bill G Groups” (R&D), and responsible for leading the global hiring strategy and allocating recruiting budgets.
• Other key initiatives: implemented various “Candidate Assessment & Evaluation” tools that resulted in a decrease in attrition ratios, launched a “Market Intelligence & Sourcing” strategy that resulted in an increase in time-to-fill ratios, improved and automated processes, and created innovative programs to improve the critical hire rate for the marketing, product management, UX design, and engineering departments.