Alpharetta, Georgia, United States
Hi, I’m Brian Fink, Parrot Head, recruiter, talent strategist, and professional dot-connector. For nearly two decades, I’ve helped startups, scale-ups, and global enterprises find the people who build the future. Whether it’s engineers architecting AI systems, marketers driving growth, or leaders defining culture, I specialize in recruiting top-tier talent that doesn’t just fill a seat. They raise the bar. I’ve led searches for companies ranging from early-stage ventures to Fortune 100s, partnering directly with founders, execs, and hiring managers to close hard-to-fill roles. I believe great recruiting isn’t just about pipelines and platforms; it’s about business acumen, storytelling, and knowing when to challenge the status quo. Outside of work, I speak on hiring trends, write irreverent essays about the recruiting world, and moonlight as my daughter’s biggest fan and loudest cheerleader. Specializations: ► Data Science - LLM (Large Language Models), Generative AI, Python, Transformer, NLP, Deep Learning, Artificial Intelligence, Machine Learning, Conversational AI, Chatbot Development, Sentiment Analysis, Neural Networks, Computer Vision, Signal Processing, Hugging Face, and MLOps. ► Open Source - Python, Django, Flask, Perl, Scala, Go, Erlang, Haskell, Clojure, Node.js, Elixir, Clojure ► Cloud Technologies - Kubernetes (K8s/GKE/EKS/AKS), Terraform, AWS, GCP, and Azure
The ReWork Group is a modern talent strategy and recruiting consultancy built for a world that refuses to sit still. We partner with high-growth startups and forward-thinking enterprises to reimagine how they attract, assess, and retain top talent. From building sourcing engines to architecting employer brands, we help companies design systems that scale without losing soul. Our approach blends deep recruiting expertise with business-first thinking. We don’t just fill seats—we help companies build the teams that build the business. Whether it’s implementing performance-based hiring, advising on workforce planning, or coaching hiring managers to actually be hiring managers, ReWork delivers strategic impact where it matters most: talent.
I serve as a Strategic Advisor to Pin.com, a B2B SaaS company leading the next wave of AI-enabled recruiting. In this role, I work closely with the leadership team on talent strategy and organizational design, go-to-market positioning and business development, and product direction, helping translate early-stage vision into scalable execution. My focus is on the decisions that compound: who you hire, how you position in the market, and where the product needs to go next. It's the kind of work I find most meaningful, helping founders move faster and smarter by bringing an outside perspective to the problems that are hardest to see from the inside.
Actively sourcing and recruiting, I am building Machine Learning, Data Science, and Data Engineering teams at scale to protect families and make for a safer online experience. At McAfee, I led full-cycle recruiting across a diverse range of roles in a fast-paced, agile environment. I developed and executed targeted sourcing strategies leveraging direct outreach, referrals, social media, and professional networks to engage top talent. I partnered closely with hiring managers and HR leaders, providing market insights, guiding candidate selection, and advising on compensation, career potential, and offer strategy. I managed the end-to-end process—from initial sourcing through interviews, pre-close, and offer negotiation—while ensuring a world-class candidate experience and maintaining strong data integrity in our ATS. I tracked key recruiting metrics like time-to-fill and pipeline health, and consistently looked for ways to increase candidate flow through Boolean search, talent communities, and proactive outreach. Above all, I served as a trusted partner to the business and a proud McAfee ambassador, aligning every hire to the mission and culture of the company.
I'm leading a global team of sourcers that empowers Twitter's Engineering Leadership to make critical hiring decisions with ease, speed, and confidence. By engaging with passive and active talent, this Technical Sourcing team fuels the hiring process with interested, educated, and qualified candidates. A few of my accomplishments include: - Spearheading the global Machine Learning and Research talent strategy at Twitter, collaborating with leadership to establish a global hiring strategy, and serving as the primary contact for all Research and Machine Learning recruitment efforts. - Overhauled and implemented a new hiring process and interview framework, redesigning existing methodologies to tailor a system specifically suited for AI domain recruitment. - Formulated an employer branding strategy that encompassed outreach and events (e.g., NeurIPS, NAACL, AML), enhancing the company's presence and attraction within the machine learning community. - Identified and sourced target ML companies for potential acquisition and acquihire, coordinating with Legal, Engineering, Research, M&A teams to pinpoint suitable candidates for Twitter's strategic growth in the ML and Research sectors.
Are you a software engineer looking to build and innovate? Do you see yourself stretching outside of your comfort zone? If you are an engineer and you answered yes, let’s connect and schedule a time to chat! Life's not about a job, it's about purpose. We believe real change starts with a conversation. At Twitter, your voice matters. Come as you are and together we'll do what’s right (not what’s easy) to serve the public conversation.
- Partner with hiring teams to build effective sourcing and assessment approaches with an ability to manage customer/partner expectations through a deep understanding of return on investment. - Recruits passive candidates and gauge both technical skills and chemistry of candidates for fit, and understand candidate motivation - Builds and maintains a network of potential candidates through proactive market research and ongoing relationship management; - Conducts in-depth interviews with candidates and demonstrates the ability to anticipate hiring manager preferences through high offer-to-interview ratios (1 offer to every 4.38 on-site loops); - Recommends and executes ideas and strategies that contribute to the long-range growth of diverse hiring strategies as a member of the DICE (Diversity Inclusion Champions for Equity) team, focused on implementing new recruiting processes and fine-tuning standard processes that fit within Amazon's mission to deliver raise BLNA/URM representation by 10% overall; - Ability to proactively network and establish effective working relationships, continually seek new sourcing options and develop creative approaches to delivering candidates to the customer; - Strong communication skills, organizational, and negotiation skills; - Ability to execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management.