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Work Background
AmazonSenior Strategist, Talent Research and Development
Feb. 2024Santa Monica, California, United StatesAct as talent advisor and strategic consultant across a diverse set of Amazon Devices & Services and AGI (Artificial Generative Intelligence) customers including talent leaders, recruiting managers, HR, finance, and business stakeholders. Independently research, conduct talent analysis and create innovative geo-talent solutions.
AmazonDiversity Recruiting Leader, Devices & Services North America
Aug. 2022 - Feb. 2024Santa Monica, California, United StatesBuild and lead the centralized DEI recruiting team to support diversity and military hiring for Devices & Services in North America.
AmazonGlobal R4R Leader - Devices & Services Talent Acquisition
Nov. 2021 - Aug. 2022Santa Monica, California, United StatesBuilt out the global Recruiting for Recruiters (R4R) function for Amazon's Devices and Services talent acquisition team.
TechRecruit ConferenceMember Of The Board Of Advisors
Mar. 2020 - Dec. 2021TechRecruit Conference brings together best-in-class people and practices in the recruitment industry sourced from top professionals in Los Angeles and beyond.
Fair.comVice President, Talent Acquisition
Jan. 2020 - Jan. 2021Santa Monica, California, United StatesSet the strategic vision for Talent Acquisition at Fair and lead all hiring efforts during Fair's next phase of growth and success. Realigned recruiting process to a structured/behavior-based interviewing model which balances speed and quality. Created transparency around recruiting efforts via weekly reporting at both the senior executive and line manager levels. Aligned the business around a planning process which implemented controls around headcount resources and raised visibility around financial impact. Increased transparency around recruiting efforts by creating a weekly executive reporting format to track hiring progress and identify trends and challenges. • Operational Efficiency – In 2020, increased sourcing throughput by 288% and applicant volume by 53% for Tech roles, resulting in a 35% decrease in time to hire, with 25% of the recruiting resources compared to the previous year. • Interview Process – Implemented a structured interview process, aligning Fair Values to BARS competencies and rolled out a standard format for screening candidates against craft and soft skills. Created an interview training module that leveled up the quality of interviews by aligning employees to the Fair approach to interviewing. • Data Integrity – Oversaw reconfiguration of applicant tracking system (Greenhouse) that maximized efficiency and productivity, and created a standard workflow aligned with the Fair Interview Process. This new workflow also captured additional data at the sourcing and offer points of the candidate funnel.
Fair.comSenior Director, Talent Acquisition
Sep. 2019 - Jan. 2020Santa Monica, California, United States
Riot GamesTalent Acquisition Lead - Worldwide Publishing
Aug. 2017 - Sep. 2019Los Angeles, California, United StatesManaged recruiting teams supporting Publishing and Esports groups across North America, Southeast Asia and China, which included the following functional roles: Brand Management, Communications, Video Production, User Acquisition, Channel Strategy, Broadcast, Business Development, and Technology. Set strategic direction for recruiting efforts within domain. Advised stakeholders on planning and forecasting, provided resource plans for fulfillment of hiring goals. As a member of the Talent Acquisition Senior Leadership team, collaborated on major topline recruiting initiatives that supported long term goals of the business.
Rubicon ProjectDirector, Head of Global Talent Acquisition
Feb. 2013 - Jul. 2017Playa Vista, California, United StatesDesigned and implemented highly effective, results-driven global recruiting strategies and led the corporate and field activities for the acquisition of talent. Oversight of recruiting function that can scale and pivot quickly to meet ever-changing hiring needs of the business. Worked in partnership with department heads on annual and quarterly staffing efforts while maintaining budgetary accountability. Spearheaded major pre-IPO growth effort for 2013 while creating processes and structures that support post-IPO initiatives for 2014 and beyond. Led Q4 2015 implementation of recruiting platform, centralized all recruitment activities and aligned recruitment processes across continents. • Leadership – Built and managed the talent acquisition team to support hiring plans for Engineering (software development, QA, data science, tech ops), Sales and General & Administrative departments, which covered North America, EMEA and APAC. Established annual strategies that forwarded objectives in employer/talent branding, university/college recruitment, diversity and recruitment operations. • Operations – Provided guidance to business leaders based on capacity modeling and forecasting. Tracked hiring and other recruitment data in order to create measurable goals, monitor team performance and report on progress to plan to business leaders. Researched and reviewed best-in-class resources/tools that ensured efficiency and productivity. • Executive Recruitment – Worked with senior leadership to source, identify and screen executive-level roles across various departments.
PlaySGIHR Consultant
May. 2011 - Jun. 2012Santa Monica, California, United StatesProvided HR consulting services to social gaming start-up that specialized in A-list branded and licensed entertainment properties. Established organizational structure to support rapid growth while implementing basic HR processes in order to provide the basis for long-term organizational development. Ensured new processes were in compliance with state and federal laws. Developed talent acquisition and development structure which allowed SGI to attract top professionals while cultivating its current bench talent. Assisted in the creation and development of corporate mission statement and helped ensure the principles and values which support it were present within the culture of SGI.
DTiQHR Manager
Apr. 2009 - May. 2012Los Angeles, California, United StatesManaged all HR functions for the company, including: recruitment and staffing, organizational and employee development, employee relations, and benefits and compensation. Partnered with other members of senior management as well as corporate officers to develop organizational structures, processes and staffing plans that further overall business objectives. • Recruitment – Led major organizational growth effort which resulted in 30% increase in staff during Q1 2011. Developed a streamlined hiring process maximizing the use of current resources while maintaining a data pipeline in order to utilize information in an ongoing effort towards continuous improvement. • Employee Development – Instituted company-wide performance review process for management and non-management personnel. Gathering performance data on an ongoing basis in order to evaluate employee development and implement benchmarks for improvement. Provide coaching to all staff in order to foster an environment of powerful communication, performance and collaboration.
WET DesignSenior Talent Acquisition Specialist - Design and Business Development
Oct. 2008 - Feb. 2009Burbank, California, United StatesInterfaced with executive-level management to develop sourcing strategies in the areas of Design and Business Development. Worked in concert with the Vice President of Design to identify staffing needs and determine the best approach for sourcing and attracting top entry to senior level designers, illustrators and 3D animators. Collaborated with the Vice President of Business Development to prioritize hiring needs for Business Development teams in the US and international markets, including Dubai, London, Singapore, Mumbai and China.
paul lawrence associatesTalent Acquisition Specialist
Oct. 2007 - Oct. 2008Los Angeles, California, United StatesWorked with Knowledge Management Group to provide clients with services in candidate generation and candidate qualification. • Strategic Sourcing – Reviewed staffing needs with clients in retail and insurance industries to determine best sourcing strategies for a variety of roles in user experience and global sourcing. Utilized information from research teams for cold calling, conducted preliminary screening and provided candidate summaries for clients. • Outsourced Recruiting – Worked as a virtual member of the Talent Acquisition Group of an aerospace company with hiring needs in the areas of information technology, software development and marketing professionals. Partnered with hiring managers to uncover position requirements and implement appropriate sourcing strategies. Utilized cold calling and AIRS sourcing techniques in order to find passive candidates. Screened candidates and worked with recruiting coordinator to schedule phone and on site interviews.
American GreetingsCreative Recruiter
Dec. 2004 - Sep. 2007Cleveland, Ohio, United StatesCollaborated with department heads to develop strategic recruitment plans for American Greetings' creative studios in Cleveland, Los Angeles and Shanghai, China. • Recruitment – Evaluated hiring needs across all verticals within the Creative Division to understand job requirements and determine appropriate sourcing methods to attract qualified applicants and build a robust candidate pipeline. • Outreach – Identified top art and design schools and programs that best aligned with the creative hiring needs of American Greetings (Cleveland, Shanghai), AG Interactive (Cleveland, Los Angeles) and AG Properties (Cleveland). Traveled to schools for onsite outreach to faculty and students, conducting presentations on AG creative culture. Reviewed student portfolios and provided feedback for talent development. • Networking – Active participant, former board member and vice president of the Cleveland chapter of the American Institute of Graphic Arts (AIGA), of which AG is a corporate sponsor.
AquentAccount Manager/Creative Recruiter
Oct. 2000 - Nov. 2004Cleveland, Ohio, United StatesRecruited, screened, and placed high quality creative talent for global creative and marketing services firm. • Responsible for nearly $2 million in revenue for Northeast Ohio region. Achieved highest placement fee in market’s eight-year history. • Developed and implemented detailed sales and service plans for expanding business within the market area. Negotiated and approved contracts and financial agreements for Fortune 500 companies. • Booked more than 600 assignments for creative consultants, and recruited more than 100 consultants. Counseled and coached creative talent to meet clients’ needs.
United States Marine CorpsCorporal
Sep. 1988 - Sep. 1992Infantry Mortarman, 1st Battalion, 8th Marine Regiment. Served in Persian Gulf War (Operations Desert Shield and Desert Storm).
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