Jan 2025 – Mar 2026 · 1 yr 2 mos · United States · Remote

• Embedded AI-assisted sourcing (Gem AI, LinkedIn Talent Insights) and reporting tools into daily workflow to scale efficiency in a high-volume, high-bar environment.
• Strategic recruiting partner to Enterprise Sales and senior commercial leadership, owning full-cycle hiring for Enterprise Account Executives and priority GTM roles.
• Closed 7 enterprise GTM hires in 3 months, including 2 aged/critical reqs, and cut time-to-fill from 75 days to 35.
• Built a GTM recruiting reporting philosophy adopted by the broader team, giving leadership real visibility into pipeline health, pass-through rates, and decision bottlenecks rather than vanity metrics.
• Designed and launched a Gem tagging and talent-mapping program to nurture priority talent pools; conversion-to-hire improved 22% in the first quarter.
• Partnered with GTM leaders on headcount planning, geo strategy, and leveling, translating market intelligence into hiring decisions rather than just filling requisitions.

Nov 2023 – Dec 2024 · 1 yr 1 mo · San Francisco Bay Area

• Reported to the Chief People Officer; owned recruiting strategy for a global GTM org.
• Built the Talent Acquisition QBR cadence from scratch, data-driven quarterly reviews with executive leadership covering hiring performance, market dynamics, and workforce trends.
• Designed and rolled out a company-wide interview training program covering EEOC compliance, interviewing best practices, and ATS hygiene.
• Formalized cross-functional swim lanes between Talent Acquisition, HR, and Onboarding to eliminate handoff drop-off and deliver a consistent candidate-to-new-hire experience.
• Standardized ATS usage across recruiters, HR, hiring managers, and interviewers to make reporting data actually trustworthy.
• Launched hiring manager and candidate experience surveys to keep a continuous pulse on process friction.
• Partnered with Engineering recruiting on shared hiring practices and talent retention strategy across technical and GTM functions.

Mar 2021 – Aug 2023 · 2 yrs 5 mos · Remote

• Led a 15-person global GTM recruiting team (recruiters and sourcers) through a period of aggressive scale and organizational change.
• Primary talent advisor to 13 SVPs and the Chief Revenue Officer, trusted partner on org design, hiring strategy, and executive-level role scoping.
• Filled 500 open roles in 3 months during peak scale; supported global recruitment of 1,000+ GTM employees over tenure.
• Cut time-to-fill 20% by re-engineering the recruitment workflow and automating candidate screening steps.
• Built the Always On sourcing model, surge recruiting motions, and SOPs that gave the team a repeatable playbook instead of constant firefighting.
• Increased new-hire diversity 25% through targeted sourcing strategy and partnerships with diversity-focused organizations.
• Designed inclusive interview practices and structured evaluation frameworks embedded across every GTM function.

Oct 2019 – Mar 2021 · 1 yr 5 mos · Remote

• Senior IC partner to GTM hiring managers on global sales talent strategy, role scoping, sourcing approach, and competitive positioning.
• Built sourcing pipelines across job boards, social, and hybrid networking channels; contributed to employer branding, DEI, and recruiting analytics initiatives.
• Sharpened GitHub's competitive edge in GTM hiring by bringing real-time market intelligence into hiring conversations.

May 2018 – Sep 2019 · 1 yr 4 mos · New York, New York, United States · Remote

• Led a 4-person recruiting team and served as executive point of contact for the CEO, COO, and CRO.
• Coached two recruiters on pipeline management and process efficiency. Scaled their skillset from 0-1.
• Recruited a 200-person global revenue team, reporting directly to the Head of HR.
• Embedded DEI strategy into recruiting programs and day-to-day practice.

May 2015 – May 2018 · 3 yrs · Chicago, Illinois, United States · Remote

• Connected senior talent with startup, high-growth, and Fortune 500 clients across functions.
• Partnered with corporate recruiters and hiring managers on role definitions, ideal candidate profiles, and culture alignment.
• Built candidate pipelines through networking, referrals, and client database reactivation.
• Coached candidates through interview processes including resume feedback, interview prep, and offer strategy.

Jan 2014 – Aug 2015 · 1 yr 7 mos

• Promoted three times in five years; ultimately supported 1,200 exempt and non-exempt employees across 17 markets.
• Main point of contact for CEO, CFO, VP of Operations, and HR Generalists.
• Increased staff retention 14% across all markets in the first quarter through the Best Recruiting Practice and People Engagement Plan initiatives.
• Mentored two direct reports.

Feb 2012 – Jan 2014 · 1 yr 11 mos

Jun 2009 – Aug 2010 · 1 yr 2 mos

Jan 2008 – Jun 2009 · 1 yr 5 mos