Recruiting With Strategy Behind the Magic.
I bring 10+ years of HR and recruiting experience across federal agencies, government contracting, technical recruiting, engineering, logistics, sales, and private industry.
My approach combines full-cycle recruiting, thoughtful candidate experience, structured selection, recruiting technology, and workforce analytics — because finding great people is only one part of building a hiring process that actually works.
Recruiting Impact That Goes Beyond Filling Seats
I have worked across the full recruiting lifecycle — from intake and sourcing through selection, onboarding, analytics, and process improvement.
Federal Hires
Supported cleared recruiting across federal and government contracting environments.
Open Requisitions
Managed recruiting activity across technical, operational, engineering, and cleared positions.
Faster Hiring
Reduced time-to-hire and time-to-shortlist through redesigned workflows and targeted sourcing.
Stronger Conversion
Improved offer-to-hire results using structured screening and competency-based scorecards.
Fewer Onboarding Delays
Improved recruiting-to-onboarding workflows through ATS and HR technology improvements.
Recruiting Dashboards
Built Tableau and Excel reporting for pipeline velocity, hiring KPIs, and clearance progress.
Recruiting Across Different Worlds
My experience spans highly regulated federal environments and fast-moving private industry, which taught me how to balance speed, structure, compliance, technology, and candidate experience.
Mission-Critical Hiring
Supported recruiting across DHS, DOT, DoD, ICE and other government-contract environments, including Secret and TS/SCI technical talent.
Full-Cycle Recruiting
Managed 360° recruitment across sales, mechanical engineering, logistics, warehousing, IT, office operations, and other business-critical positions.
More Than Sourcing
Partnered with executives and hiring managers on intake meetings, workforce needs, job requirements, succession planning, selection, and recruiting strategy.
Recruiting You Can Measure
Built recruiting dashboards and funnel reporting to identify bottlenecks, track hiring trends, monitor clearance phases, and give leaders better visibility into pipeline health.
From “We Need Someone” to Day One
Recruiting works best when the entire journey is connected rather than treated as a collection of separate tasks.
Intake
Clarify the business need, role requirements, priorities, and what success actually looks like.
Source
Build targeted pipelines using Boolean search, outreach, referrals, events, and talent market research.
Evaluate
Screen consistently using structured questions, questionnaires, scorecards, and job-related criteria.
Select
Partner with hiring teams to compare evidence, make informed decisions, and keep the process moving.
Hire
Keep communication clear through offer, background requirements, clearance steps, and preboarding.
Improve
Measure results, find bottlenecks, and continuously improve the next hiring cycle.
I Don’t Just Work Inside Recruiting Processes. I Improve Them.
Across federal HR programs, I have mapped recruiting and onboarding workflows, worked with subject matter experts evaluating technical candidates, redesigned selection materials, and built reporting that helped leadership see where hiring slowed down.
That combination of recruiter, HR practitioner, analyst, and process designer shapes how I approach talent acquisition today.
Workflow Redesign
Mapped end-to-end federal recruiting processes and identified hiring bottlenecks.
Structured Selection
Developed screening tools, questionnaires, interview guides, and competency-based scorecards.
Technical Candidate Evaluation
Partnered with SMEs evaluating candidates across cyber, IT, engineering, and enforcement-related roles.
Talent Analytics
Used Tableau, Excel, and workforce data to turn recruiting activity into information leaders could act on.
Technology Should Support the Recruiter
I have worked across recruiting systems, HR platforms, analytics tools, and process-design technology to connect candidate activity with the broader HR lifecycle.
Good Recruiting Is Human.
Great Recruiting Is Human and Intentional.
Candidates deserve communication and respect. Hiring managers deserve a process they can understand and trust. Organizations deserve recruiting data that tells them more than how many applications came in.
The goal isn’t simply to move someone through an ATS. It’s to build a recruiting experience where strategy, technology, compliance, and people actually work together.