Jan 2019 – Dec 2020 · 1 yr 11 mos · Montreal, Quebec, Canada

• ❌ Filled mission-critical roles? → I collaborated with Fortune 500 clients to uncover hidden talent pools and secure top performers for their hardest-to-fill positions.
• ⚡ Hiring chaos slowing decisions? → I refined job descriptions, removed bottlenecks, and mentored recruiting teams so hiring managers could move faster with confidence.
• 🤔 Flying blind in the market? → I delivered deep-dive research and talent insights that turned guesswork into strategy — helping clients source smarter, not harder.

Nov 2014 – Present · 11 yrs 6 mos · Canada, Global, Remote · Remote

• In talent acquisition, the biggest challenge was never just “filling roles.” It was answering tougher questions: Why aren’t we attracting the right talent? Why are leaders waiting too long for critical hires? Why are sourcing teams missing opportunities to connect with top candidates before competitors do?
• ❌ Sourcing strategies were outdated.
• ❌ Pipelines were thin and reactive.
• ❌ Candidate engagement was dropping — especially in hard-to-fill roles.
• I leaned into curiosity and began to reimagine sourcing as a proactive, data-driven, and people-first function.
• ⚡ I built sourcing frameworks that went beyond job boards, tapping into hidden talent pools across Canada and international markets. These strategies consistently delivered top performers for complex, high-demand roles.
• ⚡ I partnered directly with executives and hiring managers to understand business priorities, shaping sourcing campaigns that matched not only skills but cultural fit.
• ⚡ I led and mentored sourcing teams, training them to move from transactional outreach to relationship-driven engagement that built trust with candidates from the first touchpoint.
• ⚡ I drove the use of market intelligence and talent mapping, transforming sourcing from guesswork into a strategic advantage — giving leadership real-time insights into talent availability, competition, and demand.
• ⚡ I optimized our CRM and sourcing technologies, implementing best practices that streamlined workflows and improved candidate experience.
• This role reinforced my belief that sourcing isn’t about chasing candidates — it’s about building ecosystems of talent, aligning sourcing with business strategy, and creating meaningful conversations that turn passive talent into future leaders.
• As Sourcing Director, my focus was simple: anticipate hiring needs before they became pain points, empower teams with the right tools and strategies, and ensure that organizations never had to choose between speed, quality, and culture fit.

Jan 2012 – Dec 2013 · 1 yr 11 mos · Montreal, Canada Area

• Noticed high turnover in call center roles and developed recruitment strategies tailored to the telecommunications industry — improving client satisfaction across Canadian regions.
• Saw disconnects between hiring managers and recruiters, and built trust through hands-on training and rapport, creating alignment that sped up decision-making and reduced friction.
• Identified workforce disengagement risks and introduced retention programs, promotion pathways, and focus groups to keep top talent engaged and committed.
• Recognized inconsistencies in performance standards and led the design and upkeep of a system with clear job descriptions, fair evaluation tools, and measurable expectations.
• Observed gaps in inclusivity and championed diversity initiatives, creating equal opportunities and aligning with the company’s broader strategic goals.
• Questioned inefficiencies in the hiring cycle and streamlined full-cycle recruitment — from sourcing and screening to onboarding — to create a smoother candidate and manager experience.