United States
Tech Talent, mostly design currently, and coffee :)
Recruiting Senior, Staff, and Principal+ Technical Talent in a high craft, high complexity, AI-native compound startup.
At Expedia Group, I specialized in sourcing and recruiting bar-raising tech talent at senior through senior leadership-levels. I hired talent across Product Design, Product Management, AI/ML Engineering, Data Science. UX Research, Cybersecurity, and GRC. I partnered directly with C-suite and senior leadership to deliver talent strategies that align with evolving business needs in technology, infrastructure, product, and design for B2C and B2B orgs. My work was deeply data-driven, combining market intelligence, sourcing analytics, and AI-enabled tooling to influence hiring decisions end-to-end. I collaborated closely with the Employer Brand and Talent Marketing teams to amplify candidate engagement before and after major events, leveraging data and storytelling to strengthen top-of-funnel conversion and improve hiring velocity across Expedia’s global product and tech organizations.
During a period of leadership coverage, I temporarily managed team operations while continuing to deliver hands-on sourcing for diverse tech, data, and GTM pipelines. I built market and talent intelligence dashboards, defined KPI frameworks, and delivered data insights that informed Expedia’s hiring strategy end-to-end for several critical areas. My work spanned engineering, machine learning, data science/research, FP&A, and strategic GTM roles (Account Management, Account Executives, Strategic Partnerships, and B2B). I also supported event-centered pipelining, managing pre- and post-event engagement models that increased conversion rates and brand visibility. Partnering with Employer Brand, I co-led initiatives to strengthen PWD/disability hiring, and co-created inclusive content strategies that expanded Expedia’s reach within underrepresented talent markets.
Split across high-volume and diversity sourcing projects, I executed on large-scale hiring goals for engineering, data, and infrastructure roles while contributing to DEI-focused pipelines. I spent six months on a dedicated Diversity Sourcing Tiger Team, scaling representation initiatives and helping define KPI measurement frameworks that linked pipeline activity to hiring outcomes. This work required balancing automation, data analytics, and relationship management — optimizing recruiter bandwidth while maintaining quality and inclusion at every stage of the funnel. Supported a hybrid hiring portfolio across mid-level engineering roles (frontend, backend, full-stack, mobile, data) and one-off niche searches for machine learning engineers, applied scientists, research scientists, and program leaders. Modeled after Amazon’s Recruiting Engine, I operated in a high-volume, metrics-driven environment while maintaining strategic partnership with hiring teams to ensure bar-raising talent quality. Later transitioned to a UX-focused tiger team, where I partnered with design leadership to drive hiring excellence across product design, UX research, and design operations functions.
Acted as an on-site talent coach and advisor, providing performance feedback and coaching to contingent employees and managers to improve productivity and retention. Designed and delivered an end-to-end role playbook, established KPIs and success metrics, and implemented data tracking to improve onboarding, performance, and offboarding efficiency for successor teams. Led full-cycle recruiting for technology, finance, and GTM roles, supporting Microsoft’s LEAP program and corporate hiring at Amazon and Starbucks. Focused on strategic engagement, retention, and redeployment, ensuring talent continuity across key client accounts.
Oversaw recruitment pipeline forecasting and reporting, and produced business intelligence analytics to drive informed decisions on headcount planning and resource allocation. As Team Lead, provided guidance and training to other recruiters on KPI interpretation, process optimization, and talent market analytics, ensuring scalable and efficient hiring across multiple business units.
Supported the end-to-end recruiting process across technical and business roles, ensuring an efficient and high-quality candidate experience. Partnered closely with recruiters, hiring managers, and cross-functional teams to streamline interview logistics, improve communication channels, and optimize coordination processes in a high-volume, fast-paced environment.