Reporting to Recruiting Manager, hiring senior engineering talent & leaders across mobile, embedded, web, security, and TPM [9k employees]
Challenge: In a "No Rules Rules" and "People Over Process" environment, the candidate selection and evaluation framework could be prone to subjectivity and possible adverse impact.
Solution: I reduced inefficiency and potential bias by promoting greater consistency within the recruitment workflow and accessibility throughout the candidate journey.
- Decreased time to hire by 20+%, 25 offer extends in a year (50% passive, 16 URGs, 3 leaders, RPS to offer: 6%)
- Informed hiring managers of talent intelligence; proposed and implemented changes in interview structures, compensation, branding, outreach and communication templates, and candidate preparation materials
- Trained new researchers with a centralized knowledge depository & talent mapping framework
- Partnered with leadership, recruiters, and researchers to implement candidate sharing and centralized recruitment model