Sep 2025 – Feb 2026 · 5 mos · Detroit Metropolitan Area · Remote

• Led global Talent Operations and Talent Analytics strategy, partnering across Talent Acquisition, HRIS, Legal, and executive stakeholders to scale efficient, compliant, and data-driven hiring systems during a period of organizational transformation.
• Talent Operations Transformation
• Identified systemic inefficiencies across recruiting operations and redesigned coordinator procedures, coverage models, and global handoff workflows.
• Implemented a follow-the-sun coordination model that was on track to reduce ticket rework and improve time-to-resolution by nearly 30%.
• HR Technology & Systems Optimization
• Assessed underutilization of the recruiting tech stack and reallocated budget toward higher-impact, AI-forward tools
• Re-optimized vendor configurations and automated the majority of interview scheduling, reducing manual effort and improving recruiter capacity.
• ATS–HRIS Integration Strategy
• Partnered with HRIS and Engineering teams to design an end-to-end integration between HRIS and ATS, establishing a single source of truth for job, offer, and onboarding data and enabling automated downstream data flow.
• Talent Analytics & KPI Development
• Established new Talent Operations KPIs and built automated dashboards and backend datasets via ATS API to monitor recruiter and coordinator capacity, process resolution time, hiring funnel conversion rates, stage bottlenecks, and early indicators of candidate quality and quality of hire.
• Compliance & Risk Management
• Led efforts to bring recruiting operations into compliance with Pay Transparency legislation, GDPR, and emerging laws governing AI use in hiring, partnering closely with Legal and Privacy stakeholders.

Feb 2024 – Sep 2025 · 1 yr 7 mos · Detroit Metropolitan Area · Remote

• Process & Systems Optimization
• Led revamp of global sales hiring process, increasing recruiting efficiency by reducing phone screen hours by 23% and interviewer hours by 7%. Simultaneously, we saw a 3% decrease in involuntary attrition and 14% increase in hire satisfaction after implementing the program.
• Developed scalable recruiting workflows aligned to role competencies and job architecture.
• Partnered cross-functionally with HR Ops and Talent Systems to ensure seamless ATS and CRM integration.
• Assessment & Analytics
• Designed and validated psychometric assessments for sales, tech, and leadership roles, improving signal-to-noise ratio in selection.
• Conducted job analyses and built competency frameworks to align hiring with future skill needs.
• Led continuous improvement efforts via data analysis, improving predictive validity and candidate experience.
• Technology & Vendor Management
• Oversaw implementation of third-party assessment tools, tailoring ATS integrations to meet business needs.
• Managed vendor relationships across multiple global tools, ensuring compliance, customization, and ROI.
• Strategic Partnership & Enablement
• Advised recruiting leaders and HR executives on selection strategy, process health, and workforce planning.
• Created and delivered change management playbooks for new process rollouts across global markets.

Mar 2022 – Feb 2024 · 1 yr 11 mos · Detroit Metropolitan Area · Remote

• Program Leadership & Cross-Functional Enablement
• Led the Talent Intelligence function focused on embedding external market data into recruiting and workforce strategies, enhancing alignment between sourcing execution and executive talent priorities.
• Served as a strategic advisor to executive stakeholders in Talent Acquisition, Workforce Planning, and HR, providing high-impact insights to guide location strategy, diversity sourcing, and competitive positioning.
• Market Intelligence & Workforce Planning
• Produced in-depth analyses on competitor hiring trends, candidate behavior, economic shifts, and leadership moves to inform proactive sourcing campaigns.
• Developed a layoff- and acquisition-monitoring tool that notified sourcers and executives of real-time events at peer tech companies — increasing first-response outreach efficiency.
• Operational Optimization & Resource Strategy
• Built a sourcing resource reallocation model based on historical funnel trends, driving a significant reduction in time-per-requisition and yielding hundreds of thousands in operational savings.
• Partnered with workforce planning teams to integrate attrition modeling into hiring plan forecasting, enabling more accurate headcount planning and recruiter capacity allocation.
• Diversity, Equity & Global Strategy
• Identified universities and organizations producing high-quality, underrepresented tech talent to improve diversity in pipeline generation.
• Contributed strategic intelligence to the decision-making process for expanding technology hubs in EMEA and APAC, factoring in employment law, talent supply, and local hiring dynamics.

Jun 2019 – Mar 2022 · 2 yrs 9 mos · Salt Lake City Metropolitan Area · Hybrid

• HR Systems Strategy & Data Infrastructure
• Led standardization of HR data collection and system integrations across core HR platforms, laying the groundwork for scalable, self-service reporting and insights.
• Spearheaded automation of executive-facing dashboards using advanced data visualization tools, enabling real-time strategic decisions across Talent, DEI, and Workforce Planning.
• Talent Management & Employee Listening
• Designed and executed enterprise-wide employee listening strategy, integrating survey research and analytics into all major HR functions (engagement, onboarding, inclusion, and performance).
• Insights led to measurable improvements in employee belonging, career growth perception, and benefit program effectiveness — even during a major private equity acquisition.
• Strategic Workforce Planning & Predictive Analytics
• Collaborated with HRBPs and TA to develop predictive attrition models, enabling pre-emptive retention interventions and targeted pipeline-building for critical tech roles.
• Resulted in a 20+ percentage point improvement in software engineer retention and improved headcount forecasting accuracy.
• Compensation, Equity, and Remote Work Policy
• Partnered with Comp & Benefits/Total Rewards to redesign compensation frameworks for a distributed workforce using geographic and market data.
• Conducted recurring pay and promotion equity analyses, ensuring compliance and improving fairness across demographic groups.

Jun 2018 – May 2019 · 11 mos · Salt Lake City, Utah, United States · Hybrid

• I led the team responsible for the development, benchmarking, and monitoring of key performance indicators (KPIs) for the organization. We provided custom reporting, data visualizations, and action items to inform strategic decision-making around these metrics.
• Leveraging my data science skills, our program was able to identify high-potential markets for online education in the United States, contributing to nearly 100% growth in the student population YoY. Our initiatives contributed to the college receiving several institutional accreditations and hitting financial benchmarks for our investors.
• This role enabled me to hone my skills in change management, people management, and leadership. I was a routine presenter at executive team meetings and made meaningful contributions to the development of the company mission, vision, values, and culture.

Jul 2017 – Jun 2018 · 11 mos · Salt Lake City, Utah, United States · On-site

• Leveraging my skills in data science, I led the research program for the state government’s board of education. Our initiatives provided board members insights on the various factors contributing to under-performing and over-achieving schools.
• Our program was able to identify sources of demographic bias in overall school rankings and provide recommendations to the legislation on how to mitigate this bias in the current model for school evaluation.
• Coming from an academic background, this applied research experience allowed me to develop critical skills in program management, data visualization, and data warehousing. I developed a high level of expertise in the SQL coding language and Tableau visualization software.

Aug 2013 – Jul 2017 · 3 yrs 11 mos · Detroit, Michigan, United States · Hybrid

• As a graduate student in the Industrial-Organizational Psychology program, I both studied and contributed to cutting-edge research informing best practice in Talent Management and Talent Acquisition. Specifically, I was instructed on:
• Employee Behavior in Organizations
• Employee Motivation and Performance Management
• Employee Engagement and Retention
• Leadership Development
• Diversity & Inclusion
• Employee Learning & Development
• Candidate Selection
• Labor and Employment Law
• Through advanced training in Research Methods, Data Science, Predictive Analytics, and Survey Research, I played a critical role on the research teams of Dr. Jason Huang’s Personality Lab and Dr. Boris Baltes’ Work-Family & Aging Workforce Lab. During my graduate studies, I contributed as a co-author to eight peer-reviewed journal publications, four book chapters, and over twenty conference presentations and speaking engagements. I was the recipient of several awards from both the university and the Society of Industrial-Organizational Psychology for the quality of my research.
• I was an active member of the program’s management consulting arm (Wayne State Applied Psychology Organizational Research Group) that provided consultation to firms ranging from large multinational corporations to local start-up companies. We contributed large-scale job analysis and role competency modeling for automotive engineers and customer success specialists. I created a pre-employment assessment tool that improved the rate of successful gig work hires by over 50%.