Machine Learning Software Engineering

Jerrod Palmer : email ***************@*****.***

Summary: Technical Sourcer and Recruiter with 8+ years of experience scaling engineering teams at FAANG, fintech, and high-growth startups. Proven track record in AI-driven sourcing, automation, and passive candidate engagement, resulting in a 35% reduction in time-to-hire and a 40%+ increase in diverse hires. Adept at building and optimizing talent acquisition functions, mentoring recruiting teams, and exceeding hiring goals through data-driven insights and predictive hiring models. ATS & Tools: Gem Ashby Greenhouse LinkedIn Recruiter + insights SourceWhale SeekOut Lever Slack PROFESSIONAL EXPERIENCE:

Founding Lead Technical Sourcer and Recruiter Influur ( Startup) 01/2025-present -(RIF) Founding Bay Area Technical Recruiter leading full-cycle hiring efforts across 7 product and tech roles, successfully filling 75% of key positions in 2 months. Hiring for roles including Machine Learning engineers, full stack engineers, Head of AI, Sr Web Product Designer, and Senior Product Managers.

Hire across 7 roles in 3 months

Technical Sourcer / Recruiter Meta 01/2024 – 1/2025 (STE-contract) Supported IC6 (principal level) software engineer hiring across full stack, infrastructure, iOS, Android, and machine learning evergreen pipelines. Sourced and recruited for Metaverse, Regulatory Readiness, DDAI, Gen AI, and Monetization teams. Hired as part of Meta’s elite new STE (short term employee) role recruiting team to source for high-priority IC6+ Software Engineering roles.

● Exceeded hiring metrics Q1 then reorged to a new team that focused on leadership hiring by Q2.

● Improved candidate quality by 60% by integrating AI-powered sourcing tools and custom virtual hiring events incorporating Seekout and Meta AI to streamline sourcing efficiency and candidate fit.

● Increased response rate by 80%, reaching 75%+ engagement with 65%+ candidate conversion through technical rounds while also improving DEI representation by 40% using multi-touchpoint crafted sequences and hyper-personalized outreaches as well as recruiting automation.

11-12 evergreen reqs Goal: 12 offers extended/accepted per year Technical Sourcer / Talent Partner OnePay (Fintech Startup) 09/2022 – 11/2023-(Reduction in Force) Founding Technical Sourcer/Recruiter (and one of the first 150 employees) responsible for all U.S. engineering roles as well as non tech roles. After 1 year at OnePay, the company unfortunately had a round of layoffs.

● Surpassed stretch hiring targets by 15% while scaling the engineering teams, finding top talent averaging a 1-4 week time to fill. Roles included backend engineering, full stack engineering, machine learning data scientist, engineering managers, site reliability engineers, ux designers and G&A.

● Elevated D.E.I sourcing efforts, maintaining a minimum 48% diverse pipeline weekly, resulting in a 60% increase in diverse hires.

● Exceeded SourceWhale benchmark response rates by 80%.

● Designed a real-time sourcing dashboard in collaboration with the head of business systems to import any recently laid off qualified talent into our ATS. This drove a 32% increase in our top talent yield.

● Developed predictive hiring models that streamlined sourcing efficiency, and talent forecasting. Set the bar for sourcing, conversion rates and hired talent. Promoted to full cycle talent partner a few months into my tenure.

● Created a new theme song for company brand awareness that got the attention and excitement of WalMart leadership.

Time to fill 1-4 weeks per role

Senior Technical Sourcer Chime (Fintech Startup) 02/2020 – 09/2022- (Reduction in Force) As one of the first 200 employees at Chime, I sat on the founding recruiting team and was instrumental in scaling Chime from 200 to 1,400 employees in under 2 years. I covered all hiring for engineering and mobile roles. After almost three years at Chime, the company unfortunately had a round of layoffs.

● Exceeded hiring metrics for 8 quarters in a row with an average req load of 15. Roles included but not limited to, backend engineering, full stack engineering, mobile engineering and engineering managers.

● Maintained an average of 1 hire per week during our hyper-growth phase from 2020-2022.

● Sourced and hired the director of engineering in 3 weeks, which was critical to scaling engineering leadership.

● Set the bar for sourcing while coaching, mentoring, and training all new team members on market mapping, competitive intelligence, passive candidate engagement, LinkedIn Recruiter Insights and other best practices.

● Sourced and hired 58 candidates in 12 months, delivering nearly half (48%) of the company’s total hiring plan for the year.

● Created, launched and hosted virtual hiring events via Twitter spaces attracting top technical talent and showcasing the company's brand.

● Featured panel speaker at 100 black men and other virtual events to talk about hiring and Chime. Metrics:

12-15 reqs with 150+ outreaches weekly 1 hire per week Technical Sourcer / Recruiter Google & Twitter- (contract) 01/2018-01/2020 (ended contracts early to take care of my mother)

After working at Robert Half technology for almost 3 years, I moved from Las Vegas to California and was contracted to work at Google as a full cycle recruiter in 2018 then as a sourcer at Twitter in 2019. My mother’s health started to fail during these years so I balanced work and being a caregiver. I would eventually have to end the contracts early to take care of her full time until she passed away in January 2020.

● Managed the full cycle recruiting lifecycle for engineering roles of all levels, from sourcing and screening to offer negotiation for Engineering Productivity teams across Search, Chrome, YouTube, Platforms, VR/Cardboard at Google.

● Recruited backend engineers, full stack engineers, and engineering managers for Core Services & the Privacy team at Twitter.

● Maintained a minimum 90% candidate satisfaction rating at Google and made my first hire within my first 3 weeks at Twitter reducing sourcing time by 30% by optimizing high-volume hiring strategies.

● Maintained an average 70-80% response/interest rate with multi-touchpoint crafted sequences and hyper-personalized outreaches. 65-70% conversion rate through tech screens at both companies. Metrics:

12-15 reqs 5 hires per quarter

Senior Technical Recruiter Robert Half Technology 06/2015 – 01/2018 Founding technical recruiter for the Las Vegas pod managing full-cycle recruiting across various engineering disciplines and levels.

● #1 performer on a team the two years in a row based on candidates on billing and top gross margin earned per quarter.

● Mentored and coached other team members on all functions of recruiting including screening, closing and best practices.

EDUCATION: Bachelor of Science in Psychology, Cum Laude University of Houston-Downtown

Contact this candidate