Built first Copilot Agent used in TA that retrieves consistently referenced policies and procedures, compensation information, legal agreements, training, etc. This was a very manual process that is now automated and allowed for increased efficiency and optimization for each recruiters desk. ● Created a Hiring Partner Feedback Form that allowed us to track performance with a trackable, scored value for our partnerships with the business. Highlighted area of strengths and improvements we needed to make as an individual and a team. ● Created a Rotational Program from the ground up for internal operations team members to make a career change into the Digital Organization and continue to grow their career within WM. I served as the Program manager and created the program from stakeholder alignment, sponsorship, and support all the way through full execution. This created a strong pipeline of talent and allowed for continued growth and internal mobility ● Shortened average time to offer to 28.4 days contributing to a decrease in time to hire of 37.1 days down from the team average of 49.7 days in 2024 by creating an improved hiring process and partnership with stakeholders. ● Improved ratio of Hiring Manager Interview to Offer to 3.36 candidates down from the team average of 4.17 by delivering higher quality candidates and enhancing the hiring manager experience. ● Lead Learning Sessions for the entire Talent Organization on Technologies and the business units they support across WM to increase business acumen and continue to build on a culture of continuous learning. ● Serve as the Subject Matter Expert (SME) for technology and AI for the Talent acquisition team. ● One of two Talent Partners who support the entire organization for technology recruiting and serve as SME for stakeholders and business partners for technical recruiting. ● Host weekly Office Hours for business leaders to highlight market changes, information, updated processes and procedures as it relates to technical talent and provide open forum for discussions across teams. ● Partner with business leaders and stakeholders to run a structured Engagement/intake and define the Go‐to‐Market Recruiting Strategy for each requisition; capture all activity, communications, and diversity outreach in ATS,(Oracle Recruiting Cloud) and personal trackers. ● Build and post requisitions; manage requisitions in ORC; document candidate interactions and move candidates through review, prescreen, interview, offer, and close handling full lifecycle recruiting ● Screen resumes and conduct prescreens to assess minimum and preferred qualifications, aligning shortlists with the intake plan and target persona. ● Drive candidate experience excellence: set expectations, communicate promptly, and ensure professional, consistent messaging at every stage of interview process ● Ensure interview structure, notes, and feedback discipline: retain guides, collect Interview Feedback Forms (IFF) within ~48 hours ● Lead internal talent process: prescreen and confirm interviews for internal candidates who meet minimum requirements. Create a positive and equitable interview process for internal candidates. ● Execute diversity & inclusion outreach: engage SMART partners and IE&D network; connect with military, universities, technical schools and attend hiring events to strengthen partnerships and talent pipelines. ● Schedule interviews and manage logistics (panels, travel, technology), keeping hiring teams aligned and candidates informed. ● Manage offer process (approvals, composing, extending, negotiating) and orchestrate a timely close. TA New Hire Training Playbook ● Disposition non‐selected candidates in a timely, compliant manner ● Maintain compliance with OFCCP/EEO standards, structured interviewing, documentation, and equitable practices across the full lifecycle. ● Rediscover talent (internal/external) via candidate pools, succession review, MyHR talent profiles, and inactive requisitions to accelerate fills. ● Coach hiring managers on roles & responsibilities (feedback ownership for internals, timely IFF submission, interview readiness) and reinforce WM policies during the process. ● Track progress and keep stakeholders updated via Weekly Activity Reports. notes, and concise status emails/messages to avoid stalls and preserve candidate engagement. ● Collaborate with TA peers and Talent Coordinators to share marketing materials, candidate pools, and process best practices for hard‐to‐fill or niche reqs.

Hired to create and implement standard operating procedures and recruiting strategies creating a better hiring experience for managers and candidate experience during interviews. ● Lead full lifecycle recruiting for all Internal IT, Shared Services and Sales/GTM skill sets managing 10 - 15 requisitions continuously. ● Build strong relationships with hiring leaders to advise on talent needs. Eliminated want and need for staffing vendor spend across all business units. This eliminated monthly staffing vendor spend from $20,000 + a month in the first 30 days. Reduced staffing cost over $500,000 annually. ● Provided white glove service to hiring partners leveraging data driven recruiting strategies reducing time to fill time from 90+ days to an average of 45 days or less. By focusing on the data I was able to create true talent pipelines for repeatable high volume skill sets. ● Created and Implemented a formal requisition approval process and form to streamline hiring needs, create repeatable best practices, and create a documented business case for new headcount and employee backfills. ● Created skill based interview guides that created a more consistent interview experience and consistent actionable feedback. ● Acting as a trusted advisor to stakeholders to consult on talent market and workforce planning providing white glove service to hiring partners and candidates. ● Owned Glassdoor initiative to increase company rating by increasing s

Triumph Financial is a Financial Technology company focused on delivering technology solutions to the transportations and logistics industry. ● Lead in the creation, standardization and implementation of recruiting standard operating policies, procedures, and strategies. Researched and reported on marketplace/labor trends, developed recruitment plans, and provided white glove service for hiring leaders to understand their current/future business needs for technical and non technical skill sets. ● Reduced staffing vendor spend from $1.7 million to less than $100,000. Reduced time to hire from 5+ months to 42 days. ● 2023: Hired 27 new team members with time to fill down to 53 days in first year. ● 2024: Hired 21 new team members before hiring freeze in April ‘24 with time to fill down to 42 days. ● Hired the entire Infrastructure and Cloud leadership team implementing a new data and candidate quality driven hiring process. ● Hired all Product and Design Leadership and IC team. ● Created and implemented a data driven approach to recruiting for the first time in the organization's history. Started tracking historical recruiting data to implement best practices and processes. ● Lead Recruiter for all Product and Design hiring, Data Engineering and Data Analytics, Software ● Engineering, Infrastructure and Cloud, DevOps, PMO, and Information Security. ● Was responsible for Full Lifecycle Recruiting including actively sourcing and pipelining candidates of varying levels and skill sets. ● Responsible for leading and mentoring one Senior Corporate Recruiter, one Associate Recruiter and one Junior Recruiter.

Received Exceeds Expectations Rating in first year end half of 2021 exceeding hiring goals and achieving 200% of Diversity goal for 2021. ● Exceeded year end goal in 2022 by end of May ‘22 with 10 hires achieving 157% of goal. Metrics (actual/benchmark) – Diversity 60%/43%, Passthrough rate 27%/25%, Compliance & SLAs 100%/95%. ● Recruited to join Product Management recruiting team to support high volume top and middle funnel metrics for general pipeline and specialized, highly niche skill sets across all Meta Products (Facebook, Instagram, WhatsApp, Infrastructure, Platform, Corporate Functions, Ads and Reality Labs). ● Build and manage relationships with VP to line manager decision makers using data to influence decisions and recruiting strategies. ● Leveraged various tools including LinkedIn Recruiter, SeekOut, Entelo, HireEZ and proprietary databases as well as non traditional methods of sourcing top talent. ● Mentored and onboarded 8 new hire Sourcers and Recruiters providing best practices and tips to quickly ramp for success. All mentees achieved first half hiring goals. ● Helped scale Meta’s interview Q&A sessions to a Global offering for Product Management. ● Moderated live Q&A interview prep sessions with attendees upward of 150+ candidates. ● Lead the Diversity Talent Mapping Project that provides actionable data to present market analytics and recruiting strategy for diverse talent for Product Management Recruiting. ● Selected to aid and support Infrastructure Data Center Strategy team to build talent map and provide market research for recruiting team and business leaders for niche, specialized talent including non tech roles in the Energy and Sustainability space. ● Selected as Change Champion to lead Product Recruiting Tools and Process changes and updates and selected to lead the Recruiting Pilot Program to determine evaluation criteria for new tools to be leveraged by the Product Management Recruiting team. ● Lead Product Cross functional overview for Talent Accelerator Program and Sourcer Development Program ● Lead training sessions for hiring managers on Product Management recruiting strategy and best practices on partnering with the recruiting team. ● Lead talent drives for various orgs in partnering with business leaders and recruiting to achieve hiring goals. ● Lead various training and informational sessions on recruiting best practices, operations, and recruiting events.

Korn Ferry is a global organizational consulting firm, synchronizing strategy and talent to drive superior performance for 98% of the Fortune Top 100. ● Hired as one of the first members of a brand-new team that brought strategic white glove sourcing and ● recruiting for the top technical talent. Skill sets included are Executive Search (C Suite, Director, VP, and SVP Level) as well as highly technical and niche individual contributor roles. ● Work closely with client leadership from C Suite Executives, Directors, and respective Line Managers on specific requirements and human capital needs. ● Provided talent market data and analysis across the United States. ● Create and execute successful strategic sourcing and recruiting strategies for individual, Executive, and C ● Suite. Created complex Boolean search strings to identify, target, and qualify candidates. ● Build a strong network of qualified and proven candidates for referral-based recruiting. ● Leveraged out of the box recruiting strategies like (Facebook, Reddit, Natural Language Processing via Google X Ray Searches, Git Hub). ● Conducting full lifecycle recruitment from initial sourcing to engaging, qualifying, and successful placements. ● Build working relationships with client and internal leaders to provide resources with a focus on qualified candidates. ● Responsible for multiple deliverables simultaneously covering multiple locations. ● Sourced and recruited technical and non-technical professionals via talent channels and referrals including ● LinkedIn Professional Services, CareerBuilder, Indeed, and internal proprietary databases. ● Negotiate wages, terms, and conditions of employment with candidates, and gain a commitment from candidates for current and future job requirements. ● Collaborate with peers and team members by sharing recruiting best practices and strategies for successful placements

TEKsystems is the leading IT staffing and services company specializing in applications, infrastructure, and communications technologies. ● Selected to stand up the first Digital and Creative recruitment practice in the Houston, TX market. ● Responsible for mentoring two Junior Account Manager/Recruiters. ● Conduct full life cycle recruitment and sourcing alongside direct report to source, engage, qualify, and place candidates. ● Drive successful recruiting strategies and execution ● Drive account growth and client business objectives through informed consulting of talent acquisition needs and local market trends. ● Responsible for the onboarding, training and performance management of a Junior Recruiter ensuring KPIs and goal achievement. ● Responsible for growing client base and resource offerings in the Interactive, Creative, and Digital Marketing space. Supported Interactive, Creative and Digital Marketing initiatives by supplying skilled design, development, functional and marketing technology resources, and services( UI/UX, Product Management, UX Design, Engineering, etc.) Lead the Microsoft Technologies Recruiting Team to support customers with high demand for top engineering talent. ● Led and worked with technology community members to lead the Fort Worth .Net User Group and the IIBA (International Institute of Business Analysis), Fort Worth Chapter ● Train, coach, and develop aligned recruiters as well as oversee progression and performance. ● Negotiate wages, terms, and conditions of employment with candidates, and gain a commitment from candidates for current and future job requirements. ● Established the first financial recruiting practice and financial client portfolio for the Fort Worth office. ● Work in tandem with client leaders to successfully execute on staff augmentation strategy to achieve hiring goals and needs. ● Conduct full life cycle recruitment alongside direct reports to source, engage, qualify, and place ● candidates. ● Establish and build relationships with Line Level Managers, Directors, and VP level associates to align with their hiring needs. ● Sourced and recruited IT and technical candidates via talent channels and referrals including LinkedIn, CareerBuilder, Indeed, and internal proprietary databases. ● Full life-cycle IT and technical recruiting. ● Actively involved in the training and development of new hires brought into the company