New York, New York, United States
I want to make sure all candidates are treated like the CEO, whether entry level or C level, everyone deserves the same respect and courtesy during my recruiting process. I've been on interviews during various points of my career. Like many, I've had some great and not-so great experiences in the applying/recruiting/interview process. I believe every applicant is a person, not just a name. Every candidate has the opportunity to change the course of their lives, their families' lives, and the future of a company. I want to help make that happen. I've been at Vesta Healthcare (formerly Hometeam) for since 2016 and have worn many hats. I'm privileged to be given the opportunity to be the VP of Talent Acquisition. Vesta is a mission-driven company working at the intersection of technology and healthcare to change the way Americans experience wellness in their senior years. We are proud to support older adults with a diverse team enabled by user-centric technology collaboratively developed in-house. Our goal is to positively affect health outcomes and empower older adults to live their lives at home. In my spare time, I like to attempt to fix things while trying not to blow up my house. Career Accomplishments: • Singlehandedly grew Vesta Healthcare by 50% including building entire operations and clinical teams, eventually managing a team and growing the company by another 125% and reducing attrition by 50% • Reduced company operating costs while increasing growth and revenue • Built recruiting functions/teams from ground up • 3x Head of Recruiting • Increased candidate/hiring manager satisfaction • Created integrated partnerships with world’s top brands • Increased brand integrity resulting in $100MM in sales • Exceeded key performance indicators by 175% at Google • Billboard Award in Marketing and Promotion Nominee • Marketed music festival to be one of the year’s top grossing • Doubled client’s social media stats to 1MM followers • Instrumental in building early success of national brands • I used to manage and market some pretty cool bands
Go to Market (GTM) / Sales recruiting focused on building teams nationwide from individual contributor to leadership.
Let Out-House Recruiting help your In-House recruiting team. Out-House seeks to understand your needs, company culture, and candidates that can make the biggest impact to your team. Is your recruiting team unable to keep up with demands, are your processes broken, are you having high turnover? Let's talk - [email protected] **CURRENT CLIENTS: • Midi Health (https://www.joinmidi.com/) - Women’s Health Care, Designed By Women. Midi is on a mission to revolutionize healthcare for women at midlife—to relieve their symptoms, support their wellbeing, and ensure they feel seen, heard, and cared for. Our care is personalized, evidence-based, and covered by insurance, making it more accessible to women across the country. • Previvor Edge (https://www.previvoredge.com/) - Previvor Edge uncovers your cancer risk and delivers a clear, personalized plan for prevention and early detection. **PAST CLIENTS: • Vesta Healthcare (https://vestahealthcare.com/) • Cosán Group (https://cosangroup.com/) • Proto (https://www.theproto.ai/) - • Horizon Care Counseling (https://horizoncarecounseling.com/)
Longest tenured employee at the company. Rehired to lead Talent Acquisition department during rapid expansion resulting in 125% team growth • Oversaw national team and redesigned strategy based on data driven decisions leading • Led the largest growth in company history, while decreasing attrition by 50% through detailed screening, assessments, and employee engagement • Developed monthly presentations for leadership on growth, market trends, strategic changes, hiring projections • Responsible for professional development of team while maintaining a personal requisition load
Rejoined former team as a consultant to assist with recruiting business critical roles in a time of growth
Created recruiting strategies to allow health tech startup to reduce operating costs and time to fill • Responsible for full-cycle recruiting from executives to support staff, eventually hiring and training a team and transitioning from onsite to remote • Designed the hiring process to be more efficient; led weekly meetings with Executive Team on top searches, resulting in key hires, and single handedly building teams and hiring 50% of the company • Redesigned department/SOPs to create best-in-class hiring manager/candidate experience reducing average time to hire and attrition • Implemented ATS and led staff education in interview best practices/bias and diversity/inclusion training • Utilized social media and research to find qualified candidates increasing response rate by 25% • Communicated to the Executive Team recruiting trends and market intelligence • Headed company Culture Club generating events/ideas to retain talent and increased team satisfaction and decreased attrition in both an office and remote environment
Provided hands-on strategy to build and improve recruiting process while increasing hiring rates and quality • Revamped recruiting processes resulting in record amount of higher quality hires for business critical roles • Improved candidate experience and recruiting workflows to reduce time to hire and attrition • Oversaw recruiting marketing and branding initiatives to better reposition ourselves in the market