Washington DC-Baltimore Area
Supporting high-growth SaaS, AI, and Security companies hire the talent that actually moves the business forward, whether through fractional, project-based, or contingent recruiting. From engineers and product leaders to revenue-generating teams, I focus on measurable impact from day one, faster scaling, and smarter retention. Using AI-powered skills mapping, creative sourcing, and market insights, I identify top-tier talent who not only execute critical projects but also strengthen teams, elevate performance, and accelerate business outcomes. I partner directly with founders and leadership to share actionable hiring strategies, talent trends, and operator insights, helping teams scale faster, hire smarter, and retain their top performers. 75+ LinkedIn recommendations attest to long-term partnerships and impact-driven hiring that drives growth and operational excellence.
• Own end-to-end recruiting strategy across Engineering, Product, and GTM functions, partnering directly with founders and executive leadership to drive growth, rebuilds, and critical leadership hires. • Build and scale full-cycle recruiting functions from scratch, designing processes, tools, and hiring frameworks using AI-driven skills mapping and retention-focused vetting to mitigate “right hire, wrong reason” risk. • Lead high-performing recruiting teams of up to 5 recruiters, managing 3-5+ concurrent requisitions while setting priorities, pipeline strategy, and performance expectations. • Recruit and place end-to-end technical talent across engineering, design, security, and AI/ML. • Recruit and place end-to-end Product and GTM talent across Product Management, Product Marketing, Sales Development, Sales, and Customer teams. • Accelerate company growth by delivering executive, senior, and IC hires ahead of market benchmarks, consistently reducing time-to-hire and increasing retention of top talent. • Partner with founders and executive leadership to shape talent strategy, organizational design, and scaling plans, ensuring teams align to business objectives and long-term goals. • Provide market insights and strategic talent guidance, informing headcount planning, compensation strategy, and retention initiatives to strengthen organizational performance.
• Spearhead the global cross functional talent strategy for the Security Business Group (SBG) in support of 800+ hires YoY. • Created, developed, and managed SBG’s centralized Intern Program, responsible for hiring over 200+ interns YoY. • Responsible for financial & budgetary data tracking, forecasts, readouts, and progress reports for Leadership Teams. • Reviewed data through Tableau & distributed Ops reports for read outs on hiring progress, deliverables, and strategy updates. • Created, executed and managed a video production recruitment tool to improve job advertisements across social media platforms, where the Pilot received 300+ views per video and reduced the time to fill from 104 days to 9 days. • Collaborated with Marketing and Branding Teams to initiate an organization-wide overhaul of global job descriptions, resulting in a 20% increase in qualified candidates. • Transformed SBG’s intern program from a Staff Augmentation Model to a Fulltime Employment Talent Model. • Aligned our Intern Program to our Professional Workforce Planning Hiring resulting in 90% of our Q1& Q2 Pro Reqs being filled with Intern Conversions. • By aligning our Intern Program to our WFP Model, SBG went from 27% eligible conversions to 83% of eligible conversions receiving offers in AMS (highest in University Recruiting history). • Successfully managed the FY23 Global Intern Program with a budget of $3.9M resulting in the on-boarding of just over 200 interns.
• Responsible for driving TD&Rs attract and engage hiring strategy for TD&Rs People & Culture Team. • Partnered with Marketing, Branding, Human Resources, and Legal teams to revamp job descriptions, resulting in a 30% increase in qualified applicants. • Initiated production of campaign videos focused on culture, impact, and gender diversity and embedded videos into job descriptions and social platforms, which enhanced digital hiring strategy efforts. • Created and Managed TD&R’s Internship Program, hiring 40+ interns and managing the program experience.
Manager, Talent Acquisition – Security and Applications AMS Engineering (expanded role) • Managed the America’s (AMS) Engineering & Product Recruitment for Cisco’ Security and Applications Business Group. • Supervise a team of 18 Recruiters and Sourcers and responsible for the fulfillment of 700+ AMS requisitions per FY. • Received FY team scores of 94% Hiring Manager Satisfaction, 92% Quality of Candidates, 90% New Hire Satisfaction. • Created, drove, and delivered recruitment strategies in areas such as pipeline generation and team alignment/support. • Communicated cross-functionally with Global TA Partners to ensure alignment on recruitment programs and collect data, leading to recalibrating recruitment efforts and optimizing sourcing strategies. Manager, Talent Acquisition – Security AMS Engineering • Managed the America’s (AMS) Engineering & Product Recruitment for Cisco’s $3B+ Security Business Group. • Responsible for the fulfillment of 550+ AMS Engineering Requisitions per FY. • Directed a team of 14 Technical Recruiters and Sourcers. • Received FY team scores of 100% Hiring Manager Satisfaction, 100% Quality of Candidates, 95% New Hire Satisfaction.
• Contributed to the transitioning from outsourcing hiring needs by establishing Solutions Recruitment Department, which grew the company by 35% in the first year and saved $700,000 in vendor fees. • Negotiated labor categories and bill rates with vendors, saving over $1,500 per new hire, enhancing cost efficiency, and optimizing resource allocation. • Maintained acceptance rate of 93%+ on extended offers, ensuring seamless integration of new hires, and managed 100+ open requisitions across 5 departments.
• Served as the Recruiting Manager and the Lead Account Executive of the CCSS Division. • Managed all recruiting aspects of the CCSS Division, from overseeing the recruiting team to performing full life cycle recruiting duties of my own. Maintained division and project information within Cherokees Database. • Developed new business through sourcing, cold calling, networking events, office visits, presentations and negotiations.