Crowthorne, England, United Kingdom
I help leading organisations solve complex workforce challenges by connecting them with strategic talent solutions. Through Randstad Enterprise’s global expertise in RPO, MSP, Outplacement, and Career Coaching, I work with senior leaders to design scalable, data-driven strategies that attract, retain, and develop high-performing teams. Whether you're looking to optimise your talent acquisition, navigate workforce transitions, or future-proof your hiring strategy, I’m here to help you build a stronger, more agile workforce. When I step away from work, I'm focused on my family. As a proud father, I spend my time with my daughters, often fulfilling my duties as a makeup doll or refereeing the K-Pop requests on the Alexa. My true escape is the golf course, where I compete for my club's first team. I appreciate how golf forces you to master the long game and maintain focus, traits essential to any successful business partnership. 🏌️⛳️ If you're ever up for a round, let me know; it’s where some of the best conversations happen.
As an Enterprise Solutions Advisor at Randstad Enterprise, I connect world-leading organisations primarily across the Fortune 2000, with transformative talent strategies tailored to their workforce challenges. Partnering with senior decision-makers in HR, Talent Acquisition, and Procurement, I guide them through complex workforce needs by aligning them with Randstad’s global capabilities in Recruitment Process Outsourcing (RPO), Managed Services Programs (MSP), Outplacement, Career Coaching, and Total Talent solutions. Backed by Randstad’s 65+ years of experience in human capital and workforce solutions, I specialise in building high-impact, data-driven engagement strategies that go beyond surface-level outreach. I leverage AI-powered tools, market intelligence, and personalised approaches to create strategic, long-term partnerships that optimise workforce performance and drive business outcomes. At the heart of our approach is our commitment to being a true partner for talent, connecting, nurturing, and developing specialised talent to build high-performing teams. In every interaction, we reflect Randstad’s vision of Shaping the World of Work by supporting sustainable, inclusive hiring, embracing the future of work, and empowering talent with career guidance and development.
As a Global Talent Acquisition Partner at Flexera, I drive the strategy and execution of hiring exceptional talent across our global operations. Partnering with regional hiring managers and business leaders, I identify, engage, and secure top candidates who align with Flexera's culture and business objectives. My responsibilities include managing end-to-end recruitment processes for diverse roles, building pipelines of skilled professionals, and leveraging innovative sourcing techniques to attract talent in competitive markets. I focus on creating an excellent candidate experience, promoting Flexera’s employer brand, and ensuring our hiring practices reflect our commitment to diversity, equity, and inclusion. Collaborating with teams across various time zones and geographies, I play a critical role in shaping Flexera’s workforce and enabling our continued growth and success as a global leader in IT solutions.
Internationalisation and scale up Product Management and Corporate Functions within France and Amsterdam. Full recruitment life cycle for Digital Product Management hiring, across multiple domains. I play a pivotal role in driving a data driven hiring approach. Working closely with stakeholders to identify priority hires, hit hiring deadlines and deliver timely end to end talent solutions. • Led full recruitment life cycle for digital product management hiring across multiple regions. • Reduced time to hire from 80 days to roughly 30 days. • Managing large volumes of candidate applications, maintain pace of hiring & candidate experience. • Internal Mobility hiring. • Worked directly with the TA Director to hire executive TA Leadership & HR country leads in France & Amsterdam. • Successful presented market and ATS data to influence salary increases on niches skills in the market. • Maintain clean requisitions on our ATS (Greenhouse), processing candidates through interview stages and aligning key KPI’s to maximise candidate experience.
Co-founded and led the UK division of Benjamin Douglas. A specialist Digital Technology recruitment company headquartered out of Miami. Launched the UK business from scratch. Managed full recruitment cycle delivering talent to Series B, large technology organisations, FMCG agencies. Unfortunately, timing of our business with current market conditions brought us to the hard decision of closing the company. • Lead end to end GTM hiring solutions from individual contributors to executive hiring. • Worked directly with a CRO hiring a new sales team - £27,000 in revenue. • Delivered the first Account Manager hire to a Series B organisation. • Key player in testing and launching a new company ATS.
Head hunted and hired back by TA leadership to provide strategic talent deliver for Microsoft Commercial and Partner Solutions (MCAPS), Account Teams Unit (ATU – Microsoft Strategic Sales) and Specialist Teams Unit (Highly technical skills), across multiple locations in EMEA. Led and delivered talent for Microsoft’s largest ever GTM hiring projects, showing adaptability to new business areas and driving impactful delivery solutions. Volume of positions would exceed 20-60 open head count. Diversity and inclusion and structuring multi-stakeholder hiring projects. Built superb stakeholder relationships, the 'go to' person for external market data, using tools such as LinkedIn Talent Insights (LTI), LI Recruiter and PowerBI to search talent pools within our ATS (iCIMS), looking at historic hiring trends and data & X-ray searching techniques. • Led sourcing delivery teams during large GTM hiring projects across EMEA, delivering talent at scale. • Managed a team of 5 RPO’s partners to deliver over 50 hires to MCAPS EMEA. • Coached and presented to Microsoft TA on InMail strategy increasing response over 50%. • Sourced individual contributors & executive talent from level 60-65 & up to Senior Management. • Influenced stakeholders through data resulting in better time to hire and improved quality of hire. • Ran business and team source-a-thons increasing hiring manager engagement and talent pools for ‘hard to find talent’.