Austin, Texas, United States
I lead global Talent Acquisition and Mobility at Epicor, a $1B ARR enterprise SaaS company with 5,000+ employees across 30+ countries. My work sits at the intersection of workforce strategy, business growth, location planning, executive hiring, talent mobility, and AI-enabled recruiting operations. Over the past five years, I have built a scalable global recruiting model supporting 1,200+ hires annually across the US, India, Mexico, EMEA, and APAC. That operating model has improved hiring speed, reduced dependency on external agencies, strengthened leadership hiring, and created a more data-driven approach to workforce planning. Key outcomes include reducing global time-to-fill from 72 days to 40 days, saving $10M+ in agency and contingent labor spend, scaling India from 300 to 1,000 employees in 24 months, achieving 98% new-hire retention beyond six months, and increasing internal mobility from 16% to 25%. I have also built an in-house executive search capability, filled the majority of leadership roles without external search partners, and developed talent analytics frameworks to improve recruiter productivity, hiring quality, workforce visibility, and business decision-making. My focus is helping technology companies build future-ready workforces: aligning talent strategy to growth plans, anticipating skill and location needs 12–24 months ahead, improving hiring predictability, and using automation and ethical AI to create a more effective candidate and hiring manager experience.
Role Responsibilities Lead the global Talent Acquisition & Mobility strategy for Epicor, overseeing 1,200+ hires annually across 30+ countries. Manage a high-performing, geographically distributed TA team across the US, India, Mexico, EMEA, and APAC, supporting a 5,000-employee, $1B ARR SaaS business. Architect and execute a unified global hiring strategy that aligns regional efforts with overall business priorities. Oversee functional, executive, and university recruiting to build talent pipelines for current and future leadership. Elevate Epicor’s employer brand to drive candidate engagement and market differentiation globally. Growing LinkedIn from 80k>160k and increasing job applications by 84% Champion automation and ethical AI in recruiting to streamline operations and improve the candidate and hiring manager experience. Establish and scale data-driven hiring metrics and dashboards to optimize TA performance and drive continuous improvement. Key Achievements 🏆 CEO Recognition: Handpicked by the CEO as one of three employees (out of 4,600) to join Epicor’s prestigious Circle of Excellence. ⏱ Process Optimization: Reduced global time-to-fill from 72 days to 48 days (2022) and 40 days (2025) through operational efficiencies and AI automation. 🔁 Retention & Internal Mobility: Achieved 98% new-hire retention (>6 months) and grew internal mobility from 16% to 25% between 2021–2024. 👥 Executive Talent: Built an in-house executive search function, successfully filling 98% of leadership roles without external agencies, saving multi-million 🧠 AI-Powered Recruiting Infrastructure - from sourcing to onboarding, create and design AI automated workflows to accelerate hiring and increase our NPS score to 50 📊 Talent Analytics: Introduced analytics frameworks to drive OKRs, optimize recruiter performance and ROI, and improve hiring outcomes.
* Acquired by Halian * My role was to shape the strategic vision for the US business, providing guidance and support to the senior leadership team and to continue to grow Austin Fraser's presence and employer brand. As well as this I was also learning and understanding our customers' business, sharing my expertise & guidance and challenging them with new & innovative ideas, and bringing solutions that make a real impact to their bottom line. I set the recruiting teams performance goals, metrics and timelines and implemented formal tracking processes to ensure we could manage team and individual progress. * Led a team of 50 recruiters across Texas and Colorado * Partnered with 100's of SME's from individual contributors to CTO positions with an average time to fill of 18 days * Hired across Walmart's US Tech Hubs building out their AI and Data Science Teams placing their first 80 engineers * Provided tech recruiting services to Whole Foods & Amazon Austin offices placing over 100 engineers (Developers, DevOps, Project Management, QA Automation)
Launched Austin Fraser's US operations. I set the recruitment teams performance goals, metrics, timelines and implemented formal tracking processes to ensure we could manage the team and individual progress. I partnered with key stakeholders across the business from HR, Learning & Development, People & Culture, Finance and Talent Acquisition to achieve business goals and build diverse talent pools. As well as this, I was winning new clients in Austin and establishing our brand within the city. After the success of our Austin office, I also helped open new locations in Denver, Colorado, and Dallas Texas. I hired and trained new team members and established a local presence for Austin Fraser
In the time I worked in the UK I grew the team's annual revenue from £300k to £3million per year. I had full responsibility for our overall team strategy, candidate acquisition and overall satisfaction for our key accounts. I also worked with other teams to launch tech focused communities in London (UK). We saw this as a way to become more connected to top engineers and become embedded in the communities we operated in. Key achievements: ● Top Individual Sales Performance (Global) - 2011 & 2012 ● Global MVP 2012 ● #1 team in new client acquisition 2013 & 2014 ● Recruited and trained top sales performers and also created a leadership infrastructure to enable future growth within the UK.
At Impact I continued to develop new clients for the business and also maintain our existing client base. I was responsible for a team which varied from 7-10 resourcers and consultants specialising within permanent and contract IT vacancies. The team was very successful and billed £1.8 million in 2010 and I contributed £425k personally whilst managing the team.
Starting at Impact IT in October 2007 as junior consultant learning from peers and through reading many recruitment books (IT Recruitment Guide - Ayub Shaikh & Essential Guide - Margaret Dale). With a keen passion for web technology the role naturally moved towards specialising in the web domain (ASP.NET, C#, HTML and CSS). With the recruitment industry being saturated with recruitment consultants I wanted to differentiate and offer an honest, professional recruitment service measured on results. This work ethic and dedication saw the role progress from Junior Consultant to Senior Consultant. During this time i finished top salesperson for 2008 and 2009 as well as MVP
Each summer during my education I set up and organised a Summer Sports Academy where I coordinated the coaching of 200+ 8-15 year olds in sports including *Football *Golf *Athletics *Cricket *Outdoor Pursuits I had to co-ordinate and manage 8 coaches and staff as well as oversee the logistics and contingency plans within the academy