![]() ![]() Partnered with leadership on workforce strategy, career pathing, compensation planning, and L&D.Launched the internal TA practice achieving a success rate over 100% in filling headcount goals and shortening time to hire by 45%.Jumpshot was a global data technology company with over 200 employees. HEAD OF TALENT ACQUISITION | JUMPSHOT, INC. Created and facilitated employee training programs, digital library of training modules for hiring leads, interviewers, and new hires.Piloted employer branding for talent marketing including paid job postings, LinkedIn ads, SEO driven content, and the entire redesign and overhaul of the Zeplin.io “About Us” and Careers” pages.Installed diversity initiatives for hiring and prioritized DEIA metrics both for recruiting and internal processes.Revamped onboarding and offboarding processes in collaboration with business operations and legal teams.Established Compensation Band and Career Leveling / Pathing programs at a global scale.Implemented scaled resource model for headcount planning to identify resource gaps and reallocations, avoiding attrition. ![]() Managed tech stack and drove improvements by focusing on scale and automation managed all vendors and resources.Developed centralized SOPs for all process and programmatic changes including job approvals, ERPs, offers, etc.Constructed robust reporting infrastructure driving actionable data insights including pipeline health, conversion metrics, identifying trends, and developing predictive analyses for forecasting implemented use of TalentWall and Tableau.and assisted with Green Cards, Work Visa transfers, and other related matters Ensured legal compliance with EEOC, GDPR, employee agreements, etc.Built talent operations ecosystem by adopting a data-centric approach to enhance efficiencies.Led strategic planning and budgeting developed resource allocation models.Defined metrics and tracked progress against OKRs/KPIs.Implemented and improved recruiter, hiring manager, and interviewer training programs.Created talent roadmap, including prioritizing, documenting, managing expectations, resolving issues, and driving improvements.Advised company leadership regarding global workforce planning by translating company goals to headcount requirements.Partnered with C-Suite to drive people operations initiatives.Saved over $1,000,000 annually by implementing global recruiting enablement programs.Hired and led global talent acquisition team of full-time recruiters of varying levels.Significantly expanded Zeplin’s headcount with a growth rate of 350%+ in 3 years achieved 100% of annual headcount goals YoY.Established and implemented the internal recruiting & people practice at Zeplin.Zeplin is a B2B SaaS startup with just under 200 employees in the USA, UK, EU, Turkey, and Australia as of December 2022 Make it easier for organizations to reach and interact with their public followers as well as their employees.San Francisco | Mar 2020 – Jan 2023 (Laid off due to hiring freeze).Give organizations a way to send announcements through the app only.Add friends/family (emergency contacts) option for emergency reporting.Make it easier for users to sign up, join (with permission) organizations as an employee, follow organizations, and interact in the community or with organizations.Maintain or improve upon all existing functionality in the product.Improve the current overall experience by incorporating more convention into the app and making it more user friendly.Create a way for the public to use the app to stay better connected to their community and organizations.Then I dissected the current app to develop a deep understanding of the how the app worked, purpose of each element on every screen and how every feature came about.Ī few of the high level goals of this redesign were: I began by speaking with everyone from the CEO to the developers, customers and investors, to understand the business goals, where they felt the current app worked well and where it didn’t, how the app is used and by who, and what they wanted out of this redesign. ![]()
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