Led the Recruiting Coordination organization, consisting of 4 leads and ~a dozen IC recruiting coordinators who scheduled upwards of 30,000 interviews/year.

• Led a team of 8 FTEs and 8 contract Recruiting Coordinators responsible for scheduling upwards of 40,000 interview loops/year across Product Design core & specialty pipelines.

• Maintained teamwide 95% candidate satisfaction score (up 2% YoY).

• Led the team through process and tooling transformation into a dynamic queue scheduling model.

• Partnered with Recruiting Managers and Directors, as well as Interview Experience PMs to increase time to train, interviewer pool utilization (50% increase YoY), and reduce interviewer decline rates.

• Leveraged data to implement offline Candidate Review sessions (vs in person debriefs), saving my team 2,000 hrs/yr and reducing time to hire by 1 week/candidate.

• Acted as point of contact to ~1,200 interviewers in Product Design org for escalations and announcements.

• Led the business through a first of its kind Generalized Hiring Program for Global Ops organization from ideation, buy-in, development, risk mitigation, launch, and measurement of success, resulting in a 36% increase of candidates offered, 65% reduction in time spent interviewing, and 16% higher acceptance rate, as well as less strain on the business during their headcount demand planning process; managed all stakeholders (including VPs, Legal, Compliance, HR, Global Talent Selection, Interviewers and Hiring Managers) and change management throughout the rollout

• Led Global Ops sourcers through metrics-driven recommendations, historical funnel data, and client feedback

• Made data-driven recommendations to Finance, Industry Recruiting and Mission Control on headcount collection, planning and tracking, PID reconciliation and recruiting tool implementation and feedback

• Acted as the primary Global Ops org point of contact from Emerging Talent Recruiting team to the business and Industry Recruiting, including VP and C-Suite stakeholders

• Hired and onboarded upwards of 100 Interns and FTEs each season; up to 60 pipelines simultaneously while managing relationships with key stakeholders and providing best in service support for their nuanced business needs

• Tailored client management style for a range of clients including heads of each Global Operations department, Finance VPs, and the Business Leads of the Offices of the COO and CFO

• Oversaw approx. 40 interns, intern managers and intern directors each summer, lead midpoint and final calibrations to ensure fairness in evaluation process, lead trainings and project planning sessions

Full cycle recruiter for Tax line of service while simultaneously Program Managing summer internship and externship programs.