Austin, Texas, United States
TL;DR: i've built across Google, YouTube, Indeed, Meta, and high-growth startup environments. i may come from big tech, but my work is scrappy, and my background spans across: recruiting, recruiting/TA operations, onboarding and learning programs, process design, stakeholder management, recruiting analytics, and cross-functional program execution. increasingly, my work focuses on talent research & intelligence, operational strategy, AI-enabled workflows, and scalable systems that improve how teams hire and operate. :) tools & platforms: Google Workspace • ATS: Greenhouse, Ashby, Workday, iCIMS • CRMs: GEM, HireEZ, SeekOut, Eightfold AI • Asana • Notion • Monday • AI productivity tools: Claude, ChatGPT, Gemini • Jira • Tableau • Google Apps Script • SQL (learning)
embedded partner @ Headway (Series D, mental healthcare)
full-cycle leadership recruiter for design orgs (a re-org brought me here)
co-founded and scaled Indeed’s Inclusive Sourcing program (team grew from 2 → 5). owned the full operational build: project timelines and milestones in Asana, intake SLAs, iCIMS configuration updates, GEM workflow setup, and Tableau dashboards pulling live pipeline data directly from the ATS to give leadership real visibility into pipeline health and DEIB progress. ran stakeholder and hiring manager surveys through Asana to measure program adoption and satisfaction, iterated on process based on what came back, and tracked it all against Indeed’s core goal of increasing URM and NMI representation. increased top-of-funnel diversity by 65% across SWE, Product, UX, and Data Science.
full-cycle recruiter: hired 41 software engineers across multiple product areas and all levels (mid-level, Senior, Staff, and Principal) within a hyper-growth environment. highlights: - designed, operationalized, and scaled a new-hire onboarding program for SWE's Talent Attraction pod during a period of rapid growth (5 → 12 sourcers). - i created structured training materials and process frameworks, which later expanded in partnership with EMEA and APAC teams.
short stint post-Google re-org: did full-cycle hiring operations for YouTube tech, non-SWE orgs by refining workflows, improving process efficiency, and partnering cross-functionally to support scalable hiring execution
after working as a Facilities Coordinator, i transitioned into Google’s People Operations org where i supported large-scale technical hiring across Software Engineering and Product teams. while managing high-volume hiring workflows, i also led onboarding initiatives, stakeholder coordination, process tracking, and job description alignment across technical hiring operations. highlights: - i actioned 300+ resumes per week which resulted in 855 Onsite interviews, 165 offer extends, and 138 offer accepts. daily/weekly: i guided ~60 candidates per week through Google’s hiring process, prepared them for technical interviews, handled team allocation within Product Areas & location, and guided them through offer. - contributed to Google’s bias-reduction hiring initiative, helping pilot structured sourcing and evaluation workflows that improved hiring consistency, strengthened equitable hiring practices, and reduced time-to-hire by 34% - designed & launched a 4-week onboarding program for new team members, reducing ramp time by 6 weeks while improving consistency across tooling, dashboards, and candidate lifecycle workflows - partnered closely with recruiters, hiring managers, and Job Strategy & Operations teams to improve job description alignment, reduce operational bottlenecks, strengthen compliance practices, and standardize hiring workflows across technical organizations - recipient of 3 "Google CHAMP" Awards (2018, 2019, 2020) for Collaboration, Culture of Care & Impact - received Google Austin's "Culture & Respect Award" (2019) for contributions to Austin site culture and community