Jan 2025 – Mar 2025 · 2 mos · New Braunfels, Texas, United States · Remote

Mar 2024 – Dec 2024 · 9 mos · New Braunfels, Texas, United States · Remote

• Lead projects of varying complexity that focus on new technology implementation and process improvements and innovation to transform our hiring process
• Leading Workday talent acquisition projects that impact enterprise hiring by building clear timelines and work plans for cross-functional project team members
• Consulting with stakeholders in a complex, matrixed environment to prioritize system enhancements
• Collaborating with functional managers and business areas to ensure all workflow processes and interdependencies are identified and addressed
• Creating and delivering regular project status updates; including roadblocks and risk that may impact deliverables and mitigation and risk management plans
• Driving accountability of project team through simplicity and transparency in deliverables to ensure milestones are achieved
• Partner with a variety of stakeholders for change management, communication and enablement

Sep 2021 – Jan 2024 · 2 yrs 4 mos

• Led team to drive and execute the Talent Acquisition Technology Strategy
• Developed a 3-year strategy focused on streamlining technology stack, driving optimization, and enhancing automation and integrations, increasing Systems and Tool Satisfaction from 70.6% to 83%
• Partnered with stakeholders including, Senior Leadership, HR Technology, Privacy, Legal, InfoSec, Strategic Sourcing, Procurement, and Accounts Payable
• Managed 20+ Vendor relationships globally including negotiating contracts and renewals, QBRs, escalations, enhancement requests, product roadmap, integrations, and ROI
• Accountable for Talent Acquisition Technology annual budget of $5.4 million, reducing annual spend by 8%
• Consulted Senior Leadership on AI discovery, risk, and strategy, implementing multiple AI features within our technology stack
• Led collaborative initiatives with the HR Technology to drive, implement, and optimize Workday system modifications, integrations, and enablement
• Researched and analyzed recruiting industry trends and technology, evaluating over 40 vendors
• Conducted multiple RFPs (Request for Proposal) with technology vendors, successfully implementing global employee referral tool for over 38K employees
• Responsible for consolidating vendor onboarding process and driving risk assessments, privacy reviews, and security architecture design reviews
• Drove tool enablement, adoption, and consumption globally through vendor lead training, gamification, weekly tool tips, and reporting, increasing consumption from 53% to 61%
• Established governance across technology stack, identifying risk, reviewing privacy laws, and ensuring compliance within Talent Acquisition, yielding a 95% completion rate for privacy and compliance training
• Program Leadership: Tech Strategy & Operations, TA Compliance, High Volume Recruiting, Employee Referral, Internal Mobility, Talent Attraction, Rotation/Mentorship, DEI, TA Reimagined, University Talent/Emerging Talent

May 2017 – Sep 2021 · 4 yrs 4 mos

• Managed 12+ full life cycle recruiters and team leads globally supporting Product & Engineering, GTM, Operations, Marketing, Comms, and High Volume Hiring Events
• Designed and drove hiring strategies, delivered recruiter and hiring manager enablement, tracked and executed on OKRs and KPIs
• Partnered with cross functional leaders including HR Business Partners, Chief of Staff, Finance & Compensation, Immigration, and Employee Relations
• Advised business leaders with data driven talent insights on addressable market for diverse talent, various skills, levels, and locations
• Delivered weekly reporting and QBR presentations to Senior Leadership (C-Exec, SVPs, VPs, Senior Directors) including target hiring plan status updates, market trends, and diversity, equity, and inclusion progress
• Successfully met Diverse Interview Slate requirements for 94% of requisitions closed
• Team averaged 63 days for TTF compared to company average of 89 days
• Exceeded Candidate and Hiring Manager Net Promoter Scores: Candidate NPS 66.47 with target score of 50, Hiring Manager NPS 94.83 with target score of 60
• Managed promotions and performance improvement plans

Mar 2016 – May 2017 · 1 yr 2 mos

• Led Global Hiring Events Team delivering a project-based, data driven hiring methodology for high volume hiring, leveraging talent insights
• Consulted executives and business leaders, developing a recruiting strategy to execute on hiring demands
• Partnered with multiple stakeholders globally within Product & Engineering, GTM, G&A, and Government & Defense organizations
• Responsible for hiring a variety of job profiles and levels, consistently maintained a high offer acceptance rate of 96%, and averaging an interview to offer ratio of 2.5 to 1

Apr 2012 – Mar 2016 · 3 yrs 11 mos · New Braunfels, Texas · Remote

• Technical Recruiter/Business Development Manager
• Responsible for establishing and solidifying MCG as a technical recruiting company in San Antonio/Austin market
• Established strong client relationships to understand environment, culture, and technical requirements
• Sourced candidates for clients through contract, contract to hire, and direct placement agreements
• Negotiated contract terms, statement of work agreements, project deliverables, and bill rates
• Communicated with all levels of management including Executives, VPs, and Directors within multiple decision-making organizations
• Hired and mentored technical recruiters to assist with MCG’s growth

Sep 2005 – Mar 2012 · 6 yrs 6 mos · On-site

• Responsible for establishing and solidifying TEKsystems as a Technology Services Provider for Federal Vertical
• Managed, mentored, and provided performance-based feedback to 10+ recruiters in local office
• TEKsystems Account Manager of the year 2008, Foundation Award 2005 and 2007
• Achieved over $22k in weekly gross profit while maintaining 45 consultants on payroll

Jun 2004 – Sep 2005 · 1 yr 3 mos · On-site

• Identified potential IT consultants for client requirements
• Evaluated skill sets and experience level for successful placement
• Conducted screening process to evaluate technical skills and client fit, including personal interviews, reference checks, technical assessments
• Negotiated salaries based on Consultant experience and market rates
• Prepared consultants for potential interviews to include coaching and feedback
• Maintained ongoing relationships with current and potential consultants
• Assisted account managers with all areas of account growth and support
• Generated business by identifying leads and potential opportunities
• Accomplishments:
• Achieved over $20k in weekly gross profit while maintaining over 35 consultants on payroll in Recruiter Role within first 15 months with company
• Promoted to SPOC (Single Point of Contact); national deployment program