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Talent Acquisition Leader | Executive Search Leader | Scaling Global TA for SaaS, AI & Enterprise Tech | TA Ops, Analytics, AI Adoption & IPO Readiness
Strategic and people-centered Talent Acquisition leader with a proven ability to align talent strategy with business objectives and drive measurable organizational impact. Recognized for exceptional communication, executive presence, and the ability to build trusted partnerships across all levels of the organization. Leads with authenticity, integrity, and sound judgment, balancing decisive action with collaboration and inclusion. Brings a strong command of workforce analytics, project management, and business insight to translate goals into scalable HR and recruiting solutions. Known for fostering high-performing teams, elevating candidate and stakeholder experiences, and delivering results through a proactive, “can-do” leadership approach. • Strategic HR Process Improvement • Strong Customer Focus / Relationship Builder • Successful International and Domestic Recruiting • Predictive Index® / PRO® Certified • AAP, EEOC and OFCCP compliance management • Competency Analysis and Development • Certified DDI Targeted Selection® Administrator • Program Management • Global Training Development and Implementation • HR Systems Training, Testing, and Implementation
Defense Language Institute Foreign Language Center
Linguistics
N/A – Present
Blue Yonder
Talent Acquisition Director - Americas
January 1, 2023 – Present
Cradlepoint
Sr. Technical Recruiter
January 1, 2021 – January 1, 2021
Portland, Oregon Metropolitan Area
Blue Yonder
Sr. Manager, NA Talent Acquisition
January 1, 2021 – January 1, 2023
Equinix
Senior Talent Acquisition Specialist
January 1, 2020 – January 1, 2020
RealWear, Inc.
Head of Global Talent Acquisition - Layoff (Start Up)
January 1, 2019 – January 1, 2020
Vancouver, Washington
Intel Corporation
Sr. Executive Leadership Recruiter – Security, AI/ML, Non-Volatile Memory, Marketing, HR, Legal
January 1, 2015 – January 1, 2019
Portland, Oregon Metropolitan Area
Cisco
Sr. Technical Recruiter / Career Services Manager
January 1, 2014 – January 1, 2014
Cisco
Sr. Technical Talent Acquisition - Special Projects (SDN, Mobility, Security)
January 1, 2014 – January 1, 2015
Cisco
Sr. Technical Contract Recruiter
January 1, 2012 – January 1, 2014
Intel - Ultra-Mobility Group
Sr. Technical Recruiter (Contract)
January 1, 2011 – January 1, 2012
Flextronics
HRIS Implementation Project Team
January 1, 2009 – January 1, 2009
Flextronics
Interim US Staffing Manager
January 1, 2009 – January 1, 2010
Flextronics
Global Staffing Lead
January 1, 2006 – January 1, 2011
Flextronics
Staff Technical Recruiter
January 1, 2006 – January 1, 2009
Volt (Technical / Freightliner)
Program Manager/Sr. Technical Recruiter
January 1, 2005 – January 1, 2006
Volt (Technical / Freightliner)
Western Regional Corporate Recruiter
January 1, 2004 – January 1, 2005
Management Recruiters of Portland
CSAM / Executive Recruiter
January 1, 1998 – January 1, 2004
Portland, Oregon, United States
US Navy
CTI3 - Spanish Translator
January 1, 1990 – January 1, 1994
Black Belt Certificate
SocialTalent
June 24, 2026 – Present
Social Talent Black Belt Certificate
SocialTalent
June 24, 2026 – Present
Cisco Social Media Specialist
Cisco
June 24, 2026 – Present
Generative AI, Recruiting, and Talent Acquisition
June 24, 2026 – Present
Diversity, Inclusion, and Belonging
June 24, 2026 – Present
Cultural Fit Analysis
The candidate's experience across various large corporations (Blue Yonder, Cradlepoint, Equinix, RealWear, Intel, Cisco, Flextronics) and their involvement in initiatives like diversity recruiting (PDXWIT, VetConnect Global ERG) and team enablement suggest a strong cultural fit for collaborative, growth-oriented, and inclusive environments. Their leadership roles indicate a proactive and influential presence. However, the target role of 'Software Engineer' is not aligned with their career trajectory, which is entirely within Human Resources and Talent Acquisition. This fundamental mismatch significantly impacts cultural fit for a technical engineering role, despite strong general professional attributes.
Soft Skills & Operational Fit
The candidate demonstrates strong leadership, strategic thinking, and operational management skills through their extensive experience in talent acquisition. Their ability to transform TA functions, manage high-performing teams, and implement new technologies suggests a proactive and results-oriented approach. The descriptions highlight collaboration, continuous improvement, and a data-driven mindset, which are valuable for operational fit. However, the target role is 'Software Engineer', which is a significant mismatch with the candidate's professional background in Human Resources and Talent Acquisition. While they have recruited for technical roles, there is no evidence of direct software engineering experience or technical skills.