Qualifications:

Highly motivated Recruiting Professional with over 20 years of Staffing, Recruiting and Diversity Equity & Inclusion experience. I strive for innovation by identifying & utilizing unique & non-traditional sources for finding candidates. If you have tools, great but I AM the tool. I use many different strategies to find candidates for hard to fill roles & effectively engage additional talent pools through regular successful usage of several different platforms. I’m a strong evangelist for the brand I represent & my business acumen affords me a seat at the table where strategies, visions & methodologies are being developed. I’m customer obsessed, hire & develop the best, earn trust, manage ownership and think big consistently.

I have been labeled as a subject matter expert as it relates to Diversity, Equity & Inclusion, skills assessment, International recruiting strategies, program management, candidate generation & sourcing. I am passionate about maintaining & building relationships with candidates & clients. I have the exceptional & unmatched ability to obtain competitive intelligence data in order to "swing" a candidate to the preferred employer of choice.

I direct source, brainstorm, strategize & develop processes to specifically target candidates with the highest potential success rate all while being a consistent exceeder of all set recruiting goals & metrics. I am a trusted advisor & use my expertise to educate management on a wide range of staffing issues such as workforce reintroduction, special placement programs, event style recruitment methods. I create & manage to the agreed upon SLA’s (Service Level Agreements) & consistently achieves KPI’s (Key Performance Indicators) including productivity, time to hire, quality of hire metrics & customer satisfaction surveys from both clients & candidates.

Amazon.com June 2016- Present

World Wide Consumer TA PXT- Organization 2021-Present

Technical Sourcing Recruiter

●Defines missions, vision, tenets, & long-term priorities including ensuring that stakeholders, leaders & others are working toward common goals. Makes appropriate short-term vs. long-term trade-offs to manage current work stoppage of hiring across the WWCTA organization while developing or wide SOP’s & workstreams.

Consumer TA Organization 2020-2021

Technical Sourcing Recruiter Specialty & confidential projects

●Program managed & trained Sr Leadership (VP level) & people managers across multiple organizations in the area of Diversity & Inclusion. This included formal training created around Inclusive Hiring, Unconscious Bias & Reentry to Workforce program

●Created a TWO-WAY DOOR environment that helped course correct previously created, undefined sourcing strategies & provided solutions to drive outcomes to a pathway of success

●Influences client teams across multiple orgs &/or geographies, aligned teams & organizations toward simple & coherent approaches

Amazon Web SERVICES ORGANIZATION 2017-2020

International Event Lead

●CREATED, MANAGED & led large, complex sourcing strategies & methodologies across multiple organizations within the CONUS, EMEA & APJC

●Managed & made trade-offs: short-term VS. long-term needs & actively MENTORED & developed others, peers while meeting and more OFTEN, EXCEEDING all project goals

●Managed the full end-to-end process of TA to INCLUDE SOURCING strategy, regional & cultural education & onsite program management

●Force multiplied & delivered solutions that dramatically increased the effectiveness across multiple organizations, giving them the ability to exceed & accomplish goals quickly & within agreed upon SLA’s

Amazon Web Services Organization 2016-2017

Full Lifecycle Recruiter

●Responsibilities included actively sourcing job boards, referrals, resume databases & other active & inactive candidate pools to develop, screen, & intentionally market top technical talent (Software Development Engineers, SDET & TPM's)

●Developed & maintained strong working relationships with Amazon.com leaders, vendors, community organizations & other team members to create a partnership that yields success, predictable results & credibility

●Created & fostered relationships with Tier 1/HBC schools & universities including MIT, CMU, GATECH, Spellman, Dartmouth, UT Austin & Rice to attract & recruit alumni & diversity candidates

●Created & presented prescreening questions to hiring managers for collaboration & approval to enable higher passthrough rates

●Interviewed all candidates presented for detailed interviewing by hiring managers & included the use of face-to-face behavioral-based interviewing methodologies

Novotus/Orion

March 2015- June 2016

Sr Consultant high profile boutique style accounts supporting Sr. Level- C-level reqs in HR, Accounting, IT, SALES & Digital Marketing

●Successful over performing consultant/advisor & true business partner with proven success in developing strategic solutions, creative recruiting & sourcing plans.

●Built long-term client & candidate relationships by delivering high-level consultative solution-based recruiting services throughout a full-cycle recruiting process.

●Partnered with clients to recruit top notch talent. Ensure workflow standards are met & maximize ATS & CRM systems, generating & converting passive & active candidates to direct hires.

●Consulted & coached clients on areas of improvement & built a case for change & implemented creative and quick solutions.

●Created metric goals & comprehensive reports to improve efficiency & results and data sharing for clients

● Over performs against all given metrics to include Hires, average days open, time to fill, talk time & customer satisfaction.

CLEAResult - Sr Talent Acquisition Recruiter Consultant

July 2014- February 2015

Sr Talent Acquisition Recruiter

●Commissioned with successfully managing ENTERPRISE-WIDE corporate blitz’s for 4 major revenue generating start-ups.

●Expertise includes strategic sourcing, program management & balancing competing priorities in deadline-driven environments.

●Utilized solution driven skills by building & sustaining client relationships across all levels of the organization

Microsoft- Scott Staffing Search Wizards

September 2010- June 2014

Owner/Virtual Sr. Consultant 1099

Microsoft-Scott Staffing Search Wizards

December 2011-June 2014

CSS (ACS, DES, SMO, GBS Strategy SharePoint, Disability/Accessibility group) ECO & HQ

●Top producer in services winning 2 Gold Digger awards in FY 14 having 39 external hires

●Served critical link between candidates & clients by helping to transform concepts into tangible services

●Partnered with Staffing Consultants & cultivated strong & lasting relationships

●Effectively create solutions that meet customer requirements through consultative & partnership approaches

●Managed all aspects of the client relationship for external hiring including the launch of new clients & the long-term satisfaction of existing clients

●built & executed staffing & candidate generation plans which included industry/competitive research & sourcing tactics to attract passive & active candidates.

●Deliver highly qualified external candidates against open positions

●FY12 completed a special project (ECO58) with 35 external hires

●Closed out FY13 by being awarded the May 2013 recipient of the “Rising Up Award” & 36 external hires.

Microsoft September 2010- December 2011

Microsoft Information Technology Group MSIT

●Top producer within MSIT Sourcing Team averaging 3-5 hires per month.

●Determined short & long term talent acquisition needs to meet business objectives.

●Built & executed staffing & candidate generation plans which included industry/competitive research & sourcing tactics to attract passive & active candidates

●Drove & delivered highly qualified external candidates against open positions drawing upon consulting skills & staffing expertise to recommend best course of actions to recruit, assess, select, & hire

●Maintained up-to-date knowledge of top Microsoft related business/technical initiatives, industry, & competitors

●Proactively advised client groups on staffing related needs

●Monitored staffing activity & implemented solutions to enable improvements around customer focus & time to fill

Cool Hires September June 2008 - January 2009

Senior Program Manager Recruiting Operations

Facilitated the recruiting efforts of Cool Hires clients. Responsible for setting processes & training for specific lines of business sourcing/hiring & building of the infrastructure for consistent execution across Coolies ROC's (Recruiting Operations Center). Managed program areas & maintained delivery against program objectives & implements proposals to improve program services & efficiencies. Additionally responsible for growing Coolhires revenue via new business development & maintaining a relationship based engagement model with potential clients. Builds external succession plans for strategic pipelining purposes. Program managed the identification/research process, calibration, & the client outreach execution process (client specific). Developed & drove the roll-out of Best Practices Training for supporting recruiters. Established, cultivated & maintained solid working relationships with current & potential clients. Maintained in-depth & up-to-date knowledge of relevant top companies & performed competitive research & analysis. Mentored & trains recruiters on effective recruitment search methodologies, best practices & Cool Hires philosophy. Defined project plans, assembled resources, managed implementation activities & developed all processes associated with program rollout & ongoing support. Identified new opportunities & prioritized program needs based on business requirements & developed business cases for new initiatives. Successfully managed all aspects of program implementation working in partnership with client HR & recruiting teams. Represented Cool Hires & candidate interests in the selection & implementation of external recruiting & vendors. Implemented, reviewed & monitored Service Level Agreements while providing ongoing feedback, & addressed all service delivery issues.

PROGRAM MANAGEMENT SPECIFICS:

Consolidated all portfolio applications sorted by multiple dimensions

Developed an estimation historical data process to be used within the organization

Directed team to gather historical data as defined for past projects

Translated data into a normalized data set & delivered trending analysis to clients for review

Developed an InfoPath data collection sheet for Project team members to complete to gather future project data

Microsoft (Corestaff) June 2007-June 2008

Virtual Senior Consultant Senior Technical Recruiter

Global Foundation Services GFS

●Flourished as an A-Z Full Cycle Senior Recruiter recruiting for the Global Foundation Services Groups developing overall recruiting strategies

●Fully responsible for all aspects of the candidate generation process including working with other recruiters to establish strategies for specific positions, sourcing & conducting phone interviews.

●Responsibilities included Account Management for specifically the Global Service Group supporting Platform Products & Services Division (PSD) Group recruiting top talent into the roles of Program Manager, Architects Lead Software Development Engineers, Database Engineers & Systems Engineers.

Expedia.com (Volt) August 2006 - May 2007

Virtual Senior Consultant-Senior Recruiter Consultant

●Partnered with hiring managers to develop, drive, & execute comprehensive recruiting strategies designed to hire a broad range of candidates

●Provided front line internet /job posting sourcing, including making initial contact, identified technical ability of prospective candidates

●Managed candidate process & acted as a candidate advocate

●Evaluated skill level, managed offer process, including reference checks, salary recommendations, offer letter generation & offer acceptance/declines. Negotiate offers by partnering with hiring managers, senior management, & other groups as necessary. assessed hiring trends within the different business units & drove changes to the recruiting process where appropriate while providing client satisfaction

●Positions recruited include: SDE’s SDET’s PM’s PAM’s, PSE’s,DSM’s & various Finance & Accounting positions.

Microsoft (Corestaff) January 2006-August 2006

Senior Consultant –Technical Recruiter

Core Operating Service & Devices COSD & Windows Client

●Developed overall recruiting strategies & was responsible for all aspects of the candidate generation process including working with other recruiters to establish strategies for specific positions, sourcing, conducting phone interviews

●Responsibilities included account management for specific product lines or business units.

●Worked with COSD & Windows Client groups recruiting top talent into the roles of Program Manager, Architects Lead Software Development Engineers & Software Development Engineers in Test.

Amazon.com October 2004-December 2005

Campus Recruiting Senior Technical Campus Recruiter

●Responsibilities included actively mining job boards, referrals, resume database, & other active & inactive candidate pools to source, develop, screen, & internally market top Technical Talent (specifically Software Development Engineers, SDET's TTMP's & PM's) to specific hiring teams.

●Developed & maintained strong working relationships with Amazon.com leaders, vendors, community organizations, & other team members to create a partnership that yields success, predictable results & credibility

●Developed & maintained a network of contacts to help identify source qualified leaders. Created & fostered relationships with Tier 1 schools including MIT, CMU, GATECH, Dartmouth, UT Austin & Rice to attract & recruit alumni & diversity candidates

●Reviewed resumes & credentials for appropriateness of skills, experience & knowledge in relation to position requirements. Provided complete, accurate, & inspiring information to candidates about the company & position

●Created & presented prescreening questions to hiring managers for collaboration & approval. Interviewed all candidates presented for detailed interviewing by hiring managers & included the use of face-to-face behavioral-based interviewing methodologies.

The Boeing Company January 2001-October 2004

Senior Account Manager/Recruiter

●Recruited top Technical Engineering talent on campuses across the United States

●Empowered to drive The Boeing Company's recruiting relationships on the professional side of the house as well as on college campuses, resulting in a continuous candidate pool of the "right talent" at the right time

●Program Managed projects enterprise wide specifically as it relates to Global Staffing to ensure compliance of The Labor Department's Office of Federal Contracting Compliance Programs (OFCCP) as well as defining clearance eligibility

●Established & maintains partnerships with both Colleges & Hiring Managers in support of partnering with Historically Black Colleges & Universities including, Spelman, Clark Atlanta University, Morris Brown, Morehouse, Georgia Tech as well as internal relationships with Executive Focal & supporting Business Unit Representatives.

Education:

Seattle Pacific University

SHRM (Certification Preparedness of SPHR)

Human Performance CPT (Certified Performance Technologist preparedness CPT)

Advance Negotiations

American Management Association

Project Management (Certification Preparedness)

Lake Washington Technical College

(HR Certification Preparedness)

Human Resources Associations

National SHRM (Society of Human Resource Management)

Lake Washington SHRM (Local Chapter)

Diversity Task Force (Washington State)

Professional Women of Color Network

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