Building.Scaling.Teaming.
I get in the trenches and do the hiring — sourcing, closing, and building the recruiting engines that scale companies. Not advice, delivery.
Recruiting Execution · Hands-On Delivery
Operating at the point of leverage.
Principal-level recruiting is not distance from execution. It is knowing where judgment, systems, and direct involvement can change the outcome of one search and improve every search that follows.
Hiring architecture
Turning the business plan into roles, sequencing, scorecards, and an operating model that makes clear what the company needs to hire and why.
Critical search execution
Taking on consequential and ambiguous searches from IC to executive, then sourcing, evaluating, and closing the people who can move the plan forward.
Systems & automation
Building the workflows, tooling, and AI-enabled infrastructure that improve speed and signal without removing judgment from the process.
Hiring standards
Giving everyone involved in hiring a clearer way to define the bar, assess evidence, make decisions, and learn from the people who ultimately succeed.
Execution with clarity.
60 hrs · $25K+
Saved per open role and in interview spend with AI-enabled features using custom Agentic ChatGPT flows
95%
Avg offer approval rate at Earnest
90%
Avg outbound messaging funnel conversion
65K→400K+
Annual inbound applications grown through process redesign
1%→10%+
Qualified applicant conversion improvement
<60 days
To close VP Engineering & VP Product searches
165→56 days
Time-to-hire reduction leading recruiting at OkCupid
46%→82%
Offer acceptance lift while Head of Talent at Fi
Hired across the growth curve.
From Series-stage startups to enterprise scale — I've personally run executive and IC searches across engineering, product, data, design, finance, and go-to-market.