Role: hired as part of the Platform Product Group directly responsible for supporting the hiring of Product Managers grade levels L4 to Director across Data, Crypto, Blockchain, Security, Finance, Compliance, Risk and Enablement, Identity, and Core Infrastructure.

Partnership: directly partner with Senior PM Leaders on role kick off, strategy, prioritization, calibration, and general pipeline overview.

Leadership: Serve as DRI (Direct Responsible Individual) on many Platform initiatives, weekly and biweekly updates, as well as reporting/sharing updates directly to the VP of Platform Product.

Collaboration + Pipeline Management: work directly with sourcing partners on prioritization and strategy to ensure pipelines have adequate funnel at each stage of our process

Candidate Support: keep a close eye on candidate experience, timeliness on candidate feedback, and provide in depth preparation for candidates through each interview stage

Sourcing + Recruiting Efforts: Generated top candidate pipelines for challenging roles via market mapping expertise, in depth interviews, and partnering directly with PM leadership and compensation team to extend candidate offers along with heavy negotiations when applicable.

Client Management: partnering closely with hiring managers/directors on final stages to ensure high pass through rates - reference checks, preparing and presenting hiring packets to senior leaders, and taking candidates through our critical approval process.

Project Involvement: Sourced top passive talent for Google’s Financial Transformation Project in 2019.

Role Focus: Worked on the SAP Application Engineer role, a new and niche technology profile for Google.

Market Mapping: Mapped the talent market and provided insights to influence hiring decisions in the SAP space.

Screening Process: Collaborated with hiring managers to implement a phone screen script with niche questions to optimize the hiring process.

Script Implementation: Scaled the phone screen script to all team members to ensure data integrity and consistency during calls.

Domain Expertise: Designated as the SAP domain expert for SAP App Engineering, Ariba, and SAP BI/BW roles.

Pipeline Updates: Partnered directly with SAP hiring managers to provide pipeline updates and improve response rates.

Buddy Program: Developed a 1:1 buddy program for role calibration and information sharing between sourcing and CE/ISR/FSR colleagues.

Training Development: Led and developed Project Jigsaw training for searches using the VSI (Voluntary Self Identification tool) across multiple US teams.

Diversity Leads: Achieved 85 new underrepresented leads through training and sourcing initiatives.

Internal References Training: Created and hosted training on running internal references for the CE team, later scaled to the AE App Eng team to increase DOS candidates.

Role: Part of the Diversity SWE sourcing team focused on hiring Site Reliability Engineers, Systems Engineers, and Software Engineers for the cloud organization.

Focus: Sourced top-tier underrepresented candidates to enhance inclusivity and diversity within the work culture.

Sourcing Strategies: Developed and executed strategies to build a diverse candidate pipeline for clients and teams.

Collaboration: Worked with staffing partners to conduct market research for identifying underrepresented candidates through tech events and college partnerships.

Candidate Support: Provided direct support to candidates throughout the hiring process, ensuring compliance with best practices for all demographics.

Pipeline Management: Managed a high-volume pipeline of diverse candidates, ensuring high-touch engagement and ongoing education on equal opportunity hiring practices.

Role: Part of the Security sourcing team focused on hiring for Manager, Sr. Manager, and Director levels in Privacy and Security engineering.

Hiring Goals: Consistently met hiring goals over two consecutive halves.

Diversity Initiatives: Enhanced diversity and outreach by hosting weekly source-a-thons.

Market Analysis: Conducted and presented market analyses to the security leadership team, using requisition data to identify necessary changes for 2020 hiring.

Interview Structure: Collaborated with recruiters and leadership to adjust onsite interview structures to align with competitors.

Weekly Meetings: Led weekly hiring meetings with senior management to discuss candidate pipelines, upcoming interviews, and strategy adjustments based on market evaluations.

Training Materials: Developed hiring and training materials for the security sourcing team to support leadership hiring and ensure continued success.

Part of a newly built sourcing team focusing on mapping talent and building pipeline for SAP niche roles

Sourced top passive talent for one of Google’s biggest projects in 2019 - Financial Transformation Project

Mapped new talent market and provided insights to influence client’s hiring decision in the SAP space

Partnered with hiring managers to implement an initial phone screen script with specific niche questions to optimize the hiring process

Implemented and scaled out the initial phone screen script to all team members to ensure relevant role

information was collected during each call resulting in data integrity and consistency

Designated as the SAP domain expert for the SAP App Eng, Ariba, and SAP BI/BW role

Created the SAP AE 101, SAP ARIBA 101, and SAP BI/BW Training docs and organized numerous sourcing jams to increase route approvals and number of technical phone screens (TPS)

Partnered with the SAP hiring managers to provide pipeline updates and to improve route to response rates

Created a website to house all training material for all of our App Eng roles to include AE CRM, AE Gen, AE ETL, and AE -BSA for our overarching sourcing/recruiting teams to increase ramp up time for new team members

Implemented a new sourcing process to improve PTRs for SAP Application Engineering

Implemented a new process to improve data integrated by creating SAP_Speed2Hire tag

Initiated a specific SAP App Eng technical phone screen preparation document through partnering with our SAP hiring team to send to our candidates pre TPS with relevant SAP material

Improved batch day phone screen process by creating and establishing “TPS batch day” which resulted in an increase in the number of TPS’ per interviewer per week from 1 to 3