Vetted People & HR Professionals

“People/HR partner who supports product design and UX organizations as a day-to-day contact, handling employee relations, coaching, training, compensation questions, and performance reviews. Experienced partnering closely with senior leaders through major organizational change (including restructuring and client loss) and uses a holistic, metrics-informed lens (performance, billability, utilization, potential) to guide scaling decisions.”

Diana Najera

Screened

Senior HR Business Partner specializing in people operations, HRIS, and compliance

New York, NY4y exp

“Senior HR Business Partner with hands-on experience partnering with a CPO and senior leadership to stand up a new California production facility, rapidly scaling headcount while building scalable workforce planning and training infrastructure. Strong HRIS-driven approach to compensation benchmarking/internal equity and to diagnosing productivity and engagement issues. Experienced leading high-stakes ER investigations (harassment/hostile work environment) using structured processes and digital evidence, partnering with legal to reduce risk.”

Murat Bashelvaci

Screened

HR Director specializing in talent acquisition, people & culture, and organizational transformation

New York, NY22y exp

“People leader with experience at Ryan Specialty and Canon managing global, distributed teams and building cross-functional orgs. Has built a product design function (PM/UX/analytics) supporting internal platforms across regions and partnered with senior leaders on growth-driven organizational change using structured feedback loops to accelerate adoption.”

“Global Head of Talent Acquisition–level leader who has managed a 20-person recruiting/sourcing org across North America, Latin America, Europe, and APAC. Personally owned VP/SVP/C-suite hiring for 13 years and drove a data-backed recruiting lifecycle overhaul (interview panels + backups) to address 180–200 day time-to-fill and candidate experience issues, partnering closely with HRBPs and the CFO on headcount and budget.”

“Recruiting Operations leader who has managed teams up to 6 across local/remote/international (including Brazil) and specializes in building multi-site recruiting infrastructure. Led multiple ATS implementations (most recently UKG to Ceridian Dayforce, covering ATS + onboarding) and redesigned high-volume hiring events into a measurable engine, cutting candidate wait times by 30% and improving hiring outcomes.”

“HR Business Partner and recruiting operations SME currently with the City of Arlington; previously led recruiting ops as Lead Talent Acquisition Consultant at First Horizon Bank managing 3–5 coordinators. Known for modernizing manual recruiting processes via RPO and ATS integration, supporting recruiting operations through three mergers, and leading a Workday Recruiting/ATS go-live end-to-end (vendor selection through training and launch) while building KPI/DEI and efficiency dashboards.”

“Talent/recruiting operations leader with 6+ years experience who built end-to-end hiring processes for a ~60-person organization and managed nearly a dozen external recruiters across vendors. Known for streamlining hiring workflows (kickoffs, centralized hiring hubs, dossiers, EA enablement) and cutting time-to-hire from ~90 to ~60 days; hands-on with Lever analytics and Notion-based process documentation/training.”

“Regional Director of HR with experience supporting a large NYC unionized workforce and handling serious employee relations investigations. Has led people through major organizational transitions (new company structure/benefits/operating practices) via proactive employee communications and cross-department follow-ups, and has a track record of developing HR and payroll staff into regional leadership roles.”

Brianna Flint

Screened

Director-level Talent Acquisition Leader specializing in high-growth startups

New York, NY10y exp

“Talent acquisition leader who has managed recruiter teams across rapid-growth environments, including scaling a seed-stage recruiting function hiring 10+ contractors per week. Hands-on executive search experience (including leading a CIO hire for Savvy Wealth’s Series B expansion) and known for building structured, data-informed recruiting frameworks with strong HRBP and executive stakeholder partnership.”

“HRIS/payroll and compensation professional with strong Workday expertise spanning end-to-end U.S. payroll, compensation cycle support, and cross-functional reconciliation with finance. Stands out for building practical controls and Excel-based audit tools that catch issues early, including resolving integration failures and uncovering a ~$25K payroll/GL variance before close.”

John Singleton

Screened

Director-level Human Resources Leader specializing in HR strategy and people operations

Waxahachie, TX15y exp

“HR leader with 16 years of experience running end-to-end people operations (recruiting ops, payroll, benefits, engagement, performance) and managing small recruiting/ops teams. Notably revamped a logistics hiring process to fill 60 roles in two months and drove ~20% turnover reduction, and led a multi-entity PeopleSoft HCM integration across a state college system with heavy compliance/security stakeholder coordination.”

“Senior Talent Acquisition Specialist with experience leading small TA teams (4–6) and owning recruiting operations initiatives including metrics implementation, job description upkeep, and community partnerships. Has redesigned a college graduate rotational (CORE) recruiting workflow to improve candidate flow and offer acceptance, and led a full ATS transition to UltiPro in partnership with IT and executive leadership.”

Damian Christiansen

Screened

Director-level Talent Acquisition & People Operations leader in biotech, healthcare, and tech

17y exp

“Talent/Recruiting Operations leader with 15 years of experience across Google and multiple healthcare/biotech organizations, managing teams up to 25 and owning end-to-end recruiting ops (ATS/HRIS, payroll, metrics, onboarding). Notable for redesigning Google’s high-volume new-hire orientation (150–300 hires weekly) and for driving systems implementations (ADP→Rippling, JazzHR) and process standardization during GenMark’s rapid scale and Roche acquisition integration.”