# Alexander Forman

> Director of Recruiting @ Quantum | Google/Mixpanel/Uber/Runway Alumnus | Talent Leader & Hacker

Location: San Francisco Bay Area, United States
Profile: https://flows.cv/alexanderforman

I build talent functions that scale startups - and advise leaders on how to build companies. With 10+ years in Talent Acquisition and ~10 prior years in sales and team leadership, I bring a rare blend of tactical depth and strategic clarity. I’ve seen what great looks like across a wide range of environments: at Google, I operated at scale; at Uber, I moved fast through ambiguity during a pivotal pre-IPO phase; and at Mixpanel, I led recruiting for engineering, product, and design at a time when standards were high and velocity mattered.

At Runway, I’ve designed and led a full-stack talent engine - while serving as a core advisor to the CEO and exec team on hiring strategy, org planning, compensation and leadership hiring. I’m fiercely committed to hiring excellence and continually raising the bar, not just maintaining it. I obsess over detail - from sourcing signals to offer communication to the tiniest UX in the interview process - because I believe candidate experience is culture in motion. I also build with leverage in mind, using AI-powered tools and automation to focus energy where human judgment is most valuable. I thrive where precision, speed, and trust intersect - and I make sure recruiting earns its seat at the table.

## Work Experience
### Director of Recruiting @ Quantum
Jan 2025 – Present | San Francisco Bay Area
Quantum is a new category of recruiting firm focused on building VC-backed AI, SaaS, and Web 3 Startups from Seed through IPO. We don’t just place people--we build entire companies.

We partner intimately with Tier 1 VCs and founders to assemble world-class executive suites and full team buildouts across Engineering, Product, Finance, and go-to-market.

Our team is comprised of highly specialized .01% Recruiters who operate with next-level precision, startup speed, and elite standards. Simply put, we're the firm Founders trust to run through walls and generate unparalleled results. 

To date, we've generated 500+ successful placements with hundreds of companies backed by VCs like Sequoia, a16z, Lightspeed, Coatue, Bessemer, Index, and Craft Ventures.

Clients include: Character AI, Scale AI, Together AI, Hebbia, ClickUp, Rippling, Hume, Voyage AI, Alchemy, Lightspark, Yuga Labs, DyDx, Magic Eden, Moonpay, Verkada, Robin AI, Aptos, X1, Anomalo, Kandji, Chroma, Orby AI, Wisdom AI, Federato, Dream AI and many more.

### Head of Talent Acquisition @ Runway
Jan 2021 – Jan 2025 | San Francisco Bay Area
🔘 Strategic Talent Leadership: tapped by founders to lead Talent, built the function from 0→1. Partnered with execs on strategy, headcount planning, and AI tooling; designed end-to-end systems (processes, competencies, referrals, interviewing). Scaled to 50+ across EPD, GTM, and G&A.
🔘 Hiring Scale & Velocity: led fastest growth period: 20 hires across 11 roles in 6 months, driving 60%+ headcount expansion (32→52) during leadership transition, with 100% offer acceptance.
🔘 Talent Bar Elevation: raised technical and cultural bar; ~20% of company now former founders and high-velocity builders.
🔘 Executive Advisory: trusted advisor to founders on hiring strategy, compensation, interviewing, and retention; shaped key decisions with data.
🔘 Offer Conversion: sustained elite 80–90% acceptance rates (vs. ~30–50% industry) across 60–130+ candidate pipelines; consistent GTM closes and multi-week perfect streaks.
🔘 Candidate Experience: built high-trust, white-glove process that converted candidates and created external advocates, driving 100% acceptance periods.
🔘 AI-Driven Innovation: deployed AI across recruiting lifecycle (Juicebox, Circleback, custom GPTs), achieving 5-10x sourcing velocity and stronger screening signal.
🔘 Employer Branding: Built brand from zero via targeted campaigns, events with Initialized Capital (75-100 attendees, ~70% engagement), and long-form content, generating inbound pipelines.
🔘 People Systems: established compensation, leveling, transparency, and performance reviews supporting retention and scale.
🔘 DEI Impact: delivered 40-60% diverse/URM offers and multiple first hires via targeted sourcing and partnerships.
🔘 Cultural Leadership: won the team’s Build Trust Award; acted as a cultural force multiplier, driving accountability, clarity, and trust through rapid change.

### 🔺 Talent Advisor - Global Talent Acquisition org @ Uber
Jan 2018 – Jan 2021 | San Francisco Bay Area
✅ Impact across Global Talent Acquisition org:

🔘 Ongoing global mentor to a dozen of recruiters and sourcers 
🔘 Via training sessions and 1:1 chats helped onboard 40+ sourcers/recruiters
🔘 Spearheaded, project managed, and contributed most of the content to the North America Recruiting Playbook, which for the first time in Uber TA org’s history organized all relevant recruiting resources in a single elegant easy-to-use deck (70+ slides summarizing main content and linking to various internal resources).
🔘 Ongoing key contributor to the global D&I focused Mansfield Rule implementation team across all of Uber (to substitute the Rooney Rule; with a goal of delivering a candidate pool to the business that matches or exceeds market supply of diversity).
🔘 Planned and delivered the GitHub Sourcing, Prime Eng 101, and a 2-part 150-slide Negotiation 101 trainings to a global audience of sourcers, recruiters, and TA managers (over 200 people)
🔘 Main contributor of most of the content and structure for the 2020 Uber Pitch Doc used by all of TA across Uber (topics included: Growth Story, Compensation, Technology, Safety, and Uber in the Community)
🔘 Designed and led multiple interactive sessions of Closing Labs effort across global Eng TA org (including closing scenarios, leading discussions with eng guest speakers, tackling live candidate closing objections etc.)
🔘 Key contributor to Engineering Master Interviewer List (EMIL) used for scheduling of eng interviews across all Uber Eng TA 
🔘 Directly involved in restructuring the Bar Raiser Program (related to non-biased assessment and hiring, and debrief moderation) 
🔘 Worked closely with the Employer Brand & Marketing team as one of the selected few Brand Champions in the global TA org. Helped roll out multiple employer branding related initiatives.
🔘 Member of Uber Ambassador Program: volunteered to help kids learn how to code
🔘 Built relationships with and onboarded multiple recruiting agencies

### 🔺 Principal Technical Recruiting Lead – Engineering/Big Bets @ Uber
Jan 2018 – Jan 2021 | San Francisco Bay Area
✅ Impact across New Mobility (NeMo) Engineering org:

🔘 Owned hiring for the whole New Mobility Engineering org, including Uber’s Big Bets like eBikes, eScooters, Transit, UberWorks. 
🔘 Responsible for growing the org from ~15 to 70+ engineers in less than 1.5 years, while maintaining ~70% Accept Rate (e.g. 18 Offer Accepts in H1 2019 alone, including 6 mobile eng hires, 4 diverse hires)
🔘 Established strong rapport with the NeMo Eng team and built end-to-end recruiting processes for NeMo from the ground up, including sourcing strategies, candidate tracking mechanisms, data reporting structure/cadences, interview panels calibration, requisition priorities, candidate closing strategies etc.
🔘 Trained and coached multiple newly promoted hiring managers. Mentored and coached multiple sourcers and recruiters on working with and closing for the NeMo org.
🔘 Improved diversity in the NeMo org: worked closely with the NeMo Hiring Managers and Uber’s LadyEng ERG to establish best practices for engaging, interviewing, and closing LadyEng candidates. This led to 7 LadyEng hires in 2019 (from 0 LadyEng team members at the start of the year).
🔘 Successfully coordinated the eng team to host NeMo Recruiting Event with 100+ attendees

### Technical Recruiting Manager – Engineering/Product/Design @ Mixpanel
Jan 2016 – Jan 2018 | San Francisco, CA
🔘 Set records for the most Offer Accepts in a single day/week/month/quarter/half. E.g. had 3 quarters worth of hires in less than a month (11 accepts). Promoted from "Senior Technical Recruiter" to "Technical Recruiting Manager" shortly after joining
🔘 Scope: Along with the team I led, directly responsible for building out the Engineering/Product/Design org - with a special emphasis on highly technical hard-to-fill roles with smaller talent pools (SRE, SecEng, ML/DS etc.)
🔘 Team Leadership: Led a team of technical recruiters, sourcers, and RCs. Focused on helping the team understand the talent landscape, set up recruiting strategy/goals based on empirical data, team empowerment, and positive coaching/accountability 
🔘 Hiring Impact: Oversaw the scaling of EPD org from 20 to ~80, including hiring most of the technical leaders for the org. Directly responsible for 6X-ing the Infra/SecEng org (5 to 30) within 2 years
🔘 Notable hires: Head of ML/DS, Head of SRE, Head of Performance Eng, Head of SecEng, Head of IT, and multiple Staff/Principal level engineers

✅ Overarching Project Leadership:
🔘 Hiring Process: Responsible for structuring most of the hiring process - from initial engagement to offer accept. Crafted elaborate reachouts, created closing scripts for the whole team, built a shared candidates database, implemented new candidate coding assessment tools (TripleByte & HackerRank), forged a tool to load-balance the interview load, etc
🔘 Comp Philosophy: Worked closely with HR and VP&Director level hiring managers to help shape Mixpanel’s comp philosophy (2X'ed the Offer Accept Rate)
🔘 Diversity and Inclusion: Established a relationship with Hackbright Academy resulting in 2 hires and strongly increasing Mixpanel’s brand awareness. Worked with Code2040, resulting in an engineering hire. Interviewed the current Head of D&I
🔘 Branding: Responsible for a variety of recruiting-focused branding efforts with Muse, Glassdoor, LinkedIn, HIRED.com, TripleByte etc.

### Technical Sourcer/Recruiter & Pod Lead – Elite Engineering Teams @ Google
Jan 2014 – Jan 2016 | Mountain View, CA
✅ Hiring:
🔘 Pod Lead and Top IC Performer on the team of 20 fully calibrated peers
🔘 Successfully sourced, engaged, and hired engineers for the following roles: Site Reliability Engineer (SRE-SE & SRE-SWE), Site Reliability Manager, Engineering Manager, Technical Program Manager, Product Manager, DevRel Engineer and various types of software engineers within Cloud, Tools and Infrastructure, and other orgs
🔘 During Q2 2016 (my last quarter there), achieved all of the hiring goals with 2 months left in the quarter (L5 Eng Manager, L4 SWE, L5 SWE, L6 Mechanical Engineer – Verily)
🔘 Q2 2016 PassThru Rates: IPS->TPS: 70%; TPS->OS: 57%; OS->OA: 100%

✅ Leadership Projects:
🔘 SRE Insider: spearheaded and organized bi-monthly face-to-face sessions with SRE engineers which led to faster ramp-up for new and future SRE staffers, better understanding of the SRE profile/background/day-to-day work, new relationships built. Conducted over 20 sessions
🔘 Resume Review Sessions: led Resume Review sessions during which we go over our potential candidates' resumes with Google Engineers. This resulted in a faster ramp-up time for new team members -> increased productivity (hires). 18 sessions conducted
🔘 SRE Book: helped create a marketing campaign to bring a book about SRE (Site Reliability Engineering: How Google Runs Production Systems) to market by partnering with authors, communication leads, and other staffers
🔘 Interviewing for Google Staffing: completed the Google’s formal “Interviewing for Non-Tech” training and conducted 18 onsite&phone Interviews for Google Staffing. Result: 2 Offer Accepts

✅ Recognition:
🔘 Awarded “Top Domain Expert” award in 2015 for tech domain knowledge. Mentored 20+ more junior 
peers to enable a faster ramp-up for new hires (including global colleagues from MTV/SVL/AUS/LON/DUB offices)
🔘 2016 VoxPop Survey (Candidate Experience): Achieved the score of 100%
🔘 2015 Referrer Pulse Survey (Referrer Experience): Achieved the score of 100%

### Retail Sales Manager III @ AT&T
Jan 2013 – Jan 2014 | San Jose, CA
🔘 Led one of the biggest company owned retail stores in the country ($20M/year business) while constantly developing and engaging the hearts and minds of the team of 30+ direct reports; the store is located in the heart of California’s tech sector – Silicon Valley.
🔘 Fostered the inspired and engaged team culture with high intensity - through spearheading various sales contests, communicating powerfully and prolifically with the team during all-store meetings and huddles, and effectively empowering my team through trust and positive delegation.
🔘 Developed and communicated to the team the strategic perspective of the new AT&T NEXT plan resulting in 289% increase in the AT&T NEXT adoption level
🔘 Experienced in leading through layers and directly (currently supervising 3 Assistant Store Managers).
🔘 Cultivated the leadership skills of 2 sales reps who are now store leads and will be promoted to Assistant Store Manager position within next 6 months.
🔘 Mastered the skill of finding, interviewing, hiring, and training new team members (8 new Retail Sales Consultants hired in the past 3 months – all successful sales people now).
🔘 Served as the Executive Pitch Coordinator on the board of AT&T’s oxyGen Employee Relations Group. Successful implemented a mentoring program that connects high potential employees to executives within AT&T for networking and career development.
🔘 Consistently delivered on AT&T’s Retail Promise through thoughtful coaching and communication of the “big picture” to the team.

### Retail Sales Manager II @ AT&T
Jan 2012 – Jan 2013 | San Jose, CA
🔘 Beat every single sales record achieved before me: from Tablets gross activations (209% increase YoY) and Wireless Home Phone gross activations (503% increase YoY), to Wireless Hotspot gross activations (439% increase YoY) and One-Time Revenue (47% increase YoY).
🔘 Raised the yearly power-rank of the location within North California by 48 positions (total stores in NCA: 96).
🔘 Helped AT&T establish the reputation of a Premier Retailer by increasing customers’ Willingness to Recommend AT&T and my store by 21% year over year (achieved the highest score in the store’s history).
🔘 Through coaching and motivation, developed and promoted an Assistant Manager to a bigger location.
🔘 Was granted a Leadership Award for shaping the store to be #1 in North California in Wireless Home Phone sales.
🔘 Was recognized for making the store #1 in North California in The Nature Conservancy donations effort.

### Retail Sales Manager, RLDP @ AT&T
Jan 2012 – Jan 2012 | Retail Leadership Development Program - Atlanta, GA
🔘 Through impactful leadership, excellent sales track record, and ability to build strong relationships, was selected to be one of the 12 high potential leaders out of the pool of 780 highly qualified candidates to participate in a remarkably competitive elite 6 months Retail Leadership Development Program for a Fortune 11 company (AT&T)
🔘 During the practical hand-on part of the program (“Rotation” in Dallas, TX), ran one of the biggest stores in North Texas with 32 direct reports
🔘 Learned insights about telecom business and business in general from personal interactions with AT&T CEO Randall Stephenson and AT&T Mobility CEO Ralph De La Vega	
🔘 Prepared and successfully performed extremely detailed but concise State of the Store Presentation in front of RLDP’s Vice President General Manager and other senior leadership displaying my deep knowledge of the business: from coaching and staffing, to store design, traffic patterns, and team morale (50 page PowerPoint presentation in 25 minutes)
🔘 Developed and maintained friendships and professional relationships with AT&T senior leadership as well as fellow retail store managers. I now have connections all over the country.
🔘 Through dedication, perseverance, and consistent learning, excelled in the program overall and graduated on top of the class

### Lead Retail Sales Consultant @ AT&T
Jan 2007 – Jan 2011 | San Francisco Bay Area
🔘 Power-ranked #1 for several consecutive months on multiple occasions (based on all of the sales and customer service metrics).
🔘 Most successful seller of UVerse in Davis store for the whole year of 2010 – highest volume of sales and lowest chargebacks.   
🔘 As a Lead Retail Sales Consultant, trained new hires and shared personal knowledge on products and services offered as well as of the best ways of passing the knowledge on to clients. All of the new hires I have trained are now top sales representatives in their stores.
🔘 Was nominated the Small Business Executive and was assisting my fellow coworkers in closing business deals. Level 3 Small Business Certified.
🔘 Demonstrated leadership skills while assisting the management team in organization of meetings and sales contests.
🔘 Successfully handled many customer escalations and complex sales transactions for fellow coworkers.
🔘 Excelled in the busiest stores in the nation (Daly City/San Mateo/Davis).

### Implementation Manager @ Sharp Electronics
Jan 2006 – Jan 2008
🔘 Conducted market research on purchasing behavior, promotional product success, and brand awareness. Used concluding reports to execute retail sales events, product placement campaigns, and sales personnel training initiatives, yielding a 20% sales increase.
🔘 Hired and co-managed 14 Field Analysts tasked with retrieving key performance indicators at various retail establishments around the San Francisco Bay Area. Resulting findings analyzed by team and for supply and operations purposes.
🔘 Collaborated with management to develop and track key performance indicators. Successfully implemented system to track targets through product placement campaigns, brand awareness, and product presentations.
🔘 Helped Sharp Electronics Corp. gain a Top 3 market share in the LCD TV industry.


## Education
### Bachelor of Arts (B.A.) in 1) International Relations and 2) Communication
University of California, Davis


## Contact & Social
- LinkedIn: https://linkedin.com/in/alexanderforman

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Source: https://flows.cv/alexanderforman
JSON Resume: https://flows.cv/alexanderforman/resume.json
Last updated: 2026-04-05