Talent Acquisition Manager at SERVPRO (2023-08 – 2026-06)
Led full-cycle recruiting across distributed operations in Georgia, Tennessee, and North Carolina, managing approximately 20 concurrent requisitions spanning non-exempt frontline, field, skilled-trades, and administrative roles as well as exempt professional, management, sales, and leadership positions.
- Partnered with location and business leaders to define staffing needs, develop job postings, adapt sourcing strategies to local labor markets, and manage candidates through screening, interviews, offers, and hiring; organized job fairs and recruiting events to strengthen high-volume pipelines.
- Reached 90% role fulfillment within 60 days by building proactive pipelines, clarifying requirements, improving manager follow-through, and redirecting effort toward aging and business-critical requisitions.
- Created dashboards for applicant flow, time-to-fill, stage conversion, source effectiveness, and requisition aging; used the data to surface bottlenecks, escalate risk, and drive action plans.
- Managed background checks, pre-employment documentation, orientation, onboarding, and employee records; partnered with HR and operating leaders on employee engagement, leadership development, and targeted recruiting and retention strategies that helped reduce voluntary turnover from 70% to 45% within one year.
- Supported HR and leadership with due diligence and employee integration for the acquisition of a Raleigh-area SERVPRO franchise with more than 70 employees, reviewing records, verifying personnel information, and coordinating background checks and employment documentation to help enable a smooth transition; the acquisition added approximately $5M in annual revenue.
Co-Founder & Director of Recruiting at JSC Nexus (2016-11 – 2023-07)
Co-founded JSC Nexus and built the recruiting company from the ground up, establishing client partnerships, delivery workflows, sourcing strategies, recruiter-development practices, and day-to-day operations while balancing 15–25 active requisitions.
- Built and coached a recruiting team through structured training, pipeline reviews, performance feedback, workload prioritization, and accountability for client service and hiring results.
- Supported Americold, higher-education institutions, and other clients across warehouse management, automation, engineering, HPC, cybersecurity, infrastructure, data, finance, software, and executive leadership; built an engineering team from the ground up for Manufacturing Resources International.
- Advised executives and hiring managers on talent-market constraints, requirement calibration, job-description quality, sourcing strategy, interview design, and selection decisions.
Global Recruiting Manager at Sapeare (2015-05 – 2016-11)
Built and scaled global recruiting operations and led a team of 10 recruiters across regions, establishing goals, operating rhythms, coaching, and performance management.
- Aligned recruiting strategy and recruiter capacity with expansion plans and workforce forecasts; approximately 70% of the portfolio involved C-suite and senior leadership searches.
- Implemented ATS and analytics practices that centralized candidate tracking and improved leadership visibility into pipeline health, recruiter productivity, and search progress.
Senior Technical Recruiter at Microsoft via Posh Technologies (2013-09 – 2014-12)
Managed 15–25 concurrent searches supporting Microsoft Surface across SDE, SDET, software, SRE, embedded systems, firmware, hardware, PCB, electrical, RF, Wi-Fi, and specialized Color Scientist talent.
- Partnered with highly technical hiring managers to define requirements, challenge assumptions, calibrate evaluation criteria, and build passive pipelines for difficult hardware-software engineering searches.
- Used LinkedIn Recruiter, iCIMS, targeted market mapping, technical communities, referrals, and personalized outreach to engage scarce candidates in competitive talent markets.
Technical Recruiter at FCS Software Solutions (2011-03 – 2013-04)
Delivered high-volume, full-cycle recruiting across 15–25 active requisitions for iOS/Swift, Android, frontend, backend, full-stack, UI/UX, cloud, DevOps, SRE, platform, QA, data, networking, infrastructure, and cybersecurity roles.
- Built referral and passive-sourcing pipelines, partnered closely with hiring managers, and maintained an average technical time-to-fill of approximately 30–45 days.
