Seattle, Washington, United States
I am a highly accomplished Technical Full Cycle Recruiter with over six years of experience thriving in both corporate and start-up environments as a founding recruiter. My expertise lies in successfully recruiting niche specialized talent, including Security Engineers, Software Engineers, Artificial Intelligence Engineers, Machine Learning Engineers, Product Managers, Program Managers, Blockchain Engineers, and GTM! My true passion is collaborating with ambitious start-ups and established companies to drive team-building initiatives, optimize recruiting processes, mentor aspiring professionals, and play a pivotal role in organizational growth. I have a proven track record of scaling high-performance engineering teams notably at Coinbase, Microsoft, Uber, Anetac (a Series A start-up), Okera (a Series A start-up), and Visa. With a robust background in security hiring, I excel in various domains, including distributed systems, web3/blockchain security, cloud security, vulnerability management, penetration testing, identity and access management (IAM), threat detection, threat intelligence, incident response, governance, risk management, compliance (GRC), red teaming, bug bounty programs, and privacy. Recruiting & Sourcing | Talent Advisement | Data Analytics | Candidate Experience |Tools & Evaluation | Pipeline Management | Stakeholder Relationship Management | Implementing Niche Sourcing & Recruiting Strategies | Diversity & Inclusion (DE&I) | Training & Development | Performance Management | Talent Mapping "Dreams without goals are just dreams." Please see my LinkedIn recommendations for what others have to say about working with me. Contact me at: [email protected] (408) 499-6038
At Stratem Talent Solutions, we partner with early-stage and scaling companies to find exceptional technical and GTM talent. From your first critical hire to building entire teams, we deliver candidates who drive growth and thrive in fast-moving environments. stratemtalent.com I'd love to chat and learn more about the roles you're hiring for! -Partnered with early-stage startups to identify and hire first critical technical hires (engineers, data scientists, product managers) to build foundational teams. -Helped startups scale entire go-to-market teams, including sales, marketing, and customer success roles, to accelerate growth. -Built curated talent pipelines for technical and GTM roles, ensuring access to candidates who are highly skilled, startup-ready, and culture-fit. -Delivered top-tier hires under tight timelines, enabling companies to hit key product milestones and funding goals. -Worked closely with founders to define role requirements, craft compelling job descriptions, and position the company to attract top talent. -Guided startups on hiring strategy and workforce planning, balancing speed with long-term team cohesion. -Recruited for cross-functional teams in AI/ML, software engineering, product management, and growth marketing. -Provided strategic recruiting insights, including market benchmarks and candidate expectations, helping startups stay competitive. -Supported multiple Series A and seed-stage companies, contributing directly to their scale-up success. -Created repeatable hiring processes that enable startups to continue growing efficiently after initial key hires.
Helping YC and stealth start-up companies as an independent advisor! -Advising YC and Stealth startups on building world-class talent foundations from defining their first hiring strategy to designing scalable recruiting processes that evolve with growth. -Guiding founders through high-stakes hiring decisions, helping them identify the right roles, create magnetic job profiles, and attract top-tier candidates in competitive markets. -Architecting early talent functions by introducing the right stack of tools (ATS, sourcing, assessment, automation) to streamline recruiting and boost founder productivity. -Training and upscaling founding teams on interviewing best practices, candidate experience, and data-driven hiring so they can confidently run their own process. -Acting as a fractional Head of Talent, partnering closely with leadership to reduce hiring friction, accelerate team building, and set the groundwork for long-term people strategy. -Collaborating with operators to support portfolio companies with hiring expertise during moments of rapid growth or organizational change. -Champion thoughtful, human-centric hiring, ensuring companies build teams that are not only high-performing but aligned, inclusive, and built to last.
-Joined GC AI (Series A start-up) as founding recruiter, helping build out their recruiting program and Engineering/GTM teams from scratch. -Within my first six weeks, I hired over 6 candidates. -As the founding recruiter at GC.ai, I built the company’s global recruiting function from the ground up at the Series A stage and researched and brought in all tools from early stages. -Researched and brought in our entire recruiting stack, including Juicebox, LinkedIn Recruiter, built Ashby (ATS) out from scratch, BrightHire, and diversity tools such as Native Current. -Maintained high-volume performance metrics, consistently sending 120+ weekly outreach messages, conducting 15+ recruiter screens, and coordinating 4+ virtual onsites per week. -Owned the entire full-cycle recruiting across GTM and software engineering (AI/ML) roles—from sourcing and initial screens to driving debriefs, preparing candidates for onsites, negotiating offers, and closing top talent with creative compensation and equity strategies. -Partnered closely with the executive team (CEO & Co-Founder/CTO) to define hiring strategy, budget, and headcount plans, improved the onboarding process, owned talent mapping, and implemented scalable processes, including standardized job descriptions and diversity-focused hiring initiatives. -Used advanced sourcing strategies including in-depth Boolean searches on LinkedIn Recruiter, SOBO (Send on behalf of via Ashby), Google X-Ray searches, social media platforms, WellFound, Slack communities, email campaigns, sourcing jams with managers, and GitHub to accelerate pipeline generation. -Built strong relationships with the CEO, CTO, and hiring managers, providing weekly data-driven insights, managing cross-functional recruiting projects, and contributing updates at company-wide All Hands. -Conducted market research to identify emerging tools and programs, virtual hiring events, to strengthen our talent pipeline and support long-term, scalable hiring growth.
Blockchain & Web3! -Joined Coinbase as a senior recruiter to build out their security engineering organization within blockchain security, vulnerability management, OS security, cloud security, staff security architects, offensive security engineers, application security engineers, security analysts, security/software engineering managers, and core backend engineers. -Consistently exceeded monthly/yearly hiring goals, achieving a hiring rate of 2-3+ hires per month. -Maintained high-volume performance metrics, consistently sending 120+ weekly outreach messages, conducting 15+ recruiter screens, and coordinating 2-3+ virtual on-sites per week. -Owned the entire full-cycle recruiting across security and software engineering roles—from sourcing and initial screens to driving debriefs, preparing candidates for on-sites, negotiating offers, and closing top talent with creative compensation and equity strategies. -Hired for niche roles based in the US, Canada, India, and Singapore (EMEA & APAC). -Used advanced sourcing strategie,s including in-depth Boolean searches on LinkedIn Recruiter, SOBO (Send on behalf of), Google X-Ray searches, social media platforms, Discord, Slack communities, email campaigns, sourcing jams with managers, and GitHub to accelerate pipeline generation. -Built strong relationships with the directors and hiring managers and led weekly stand-up syncs to review progress on roles, metrics, identify areas needing support, and address obstacles to business success. -Conducted market research to identify emerging tools and programs, virtual hiring events, to strengthen our talent pipeline and support long-term, scalable hiring growth. -Mentored numerous sourcers and recruiters who were new to security to help them ramp up and learn new domains. -Effectively managed pipelines, funnel metrics, and performance data to evaluate sourcing and closing trends.