Apr 2010 – Sep 2017 · 7 yrs 5 mos · Santa Monica, CA

• Own and manage full life cycle recruitment for Engineering, product and analytics positions
• Partner with and influence hiring leaders at all levels on recruiting strategies
• Devise strategies to identify, attract and retain top talent in a highly competitive landscape
• Hired and mentored team members and enabled them to become top producers
• Use strong time management skills to produce superior results in a fast paced environment with changing priorities & business needs
• Proactively anticipate business needs, provide appropriate level of follow up to candidates/hiring managers/department members
• Started as a Senior Recruiter - a few accomplishments in the initial years:
• Hired for all of the Technology department including Java Developers, Front End Developers, Systems Administrators , Hadoop developers, Technical Project Managers, User Experience professionals, Visual Designers and Graphic Designers. Hired close to 100 technology professionals within critical divisions in the company in less than 2 years
• Hired non-technical staff including Product Managers, Content and Data Operations professionals, Web Analysts and Sales & Support staff
• Transformed approach to recruiting for engineering department. Developed and executed upon strategy with technology leadership to hire for talent rather than experience
• Staffed the Data Warehouse team from ground up to support the transition of the Edmunds data warehouse from the legacy system to a Hadoop based system. This was a very high business priority and a crucial initiative for the company
• Staffed up the Software Engineering division with high caliber Java Developers in a short time frame to support development for a newly launched business initiative
• Built trusting relationships with hiring managers. Viewed and respected as a subject matter expert on recruiting within the company

Oct 2005 – Jul 2008 · 2 yrs 9 mos · El Segundo, CA

• Implemented the recruiting process from ground up
• Managed full life cycle recruiting for the entire company across all departments (technical and non -technical)
• Built the brand for the organization utilizing online tools and career fairs in order to attract top talent
• Partnered with hiring managers in developing sourcing strategies and optimizing the hiring process. Administered pre-screening tests to technology candidates to test for their problem solving abilities and determine level of skill set before presenting to hiring managers.
• Ensured staffing initiatives were consistent with the overall business direction