Vetted People & HR Professionals

“Senior HR Business Partner with demonstrated impact driving org change and people strategy: led a sales division restructure delivering a 25% efficiency gain, and used people analytics to launch a mentorship program that improved retention by 30%. Strong in systems-thinking diagnostics (metrics + focus groups), leader coaching, and high-stakes employee relations/mediation.”

Pamela Shand

Screened

Director of Talent Acquisition specializing in workforce planning, analytics, and internal mobility

Newark, NJ19y exp

“Operations and talent strategy leader who has supported two early-stage tech startups by optimizing org structure and building scalable recruiting operations. Implements KPI-driven hiring systems, employer branding/attraction strategies, and DEI/SMART/SWOT frameworks, and has a concrete example of reducing declined offers by shifting compensation discussions earlier and training hiring managers. Experienced mentoring founders/executives through mission-aligned, flexible development plans and structured communication processes.”

kayla Battle

Screened

Senior Global Talent Acquisition Operations leader specializing in HRIS/ATS modernization and analytics

Plano, TX8y exp

“Talent Acquisition Operations leader with 8 years of experience owning global recruiting process strategy and TA technology. Led a global iCIMS ATS implementation and standardized recruiting workflows across 15 markets, partnering closely with finance, legal, L&D, and local HR teams to ensure compliance (including Egypt-specific labor law requirements) and enable cross-market recruiter support.”

Michael Smith

Screened

Executive HR Business Partner specializing in global people experience and organizational transformation

New York, NY11y exp

“HR Business Partner with strong senior-leader partnership experience spanning org design/workforce planning, people analytics, and executive coaching. Has led high-impact retention and compensation strategies using attrition and market data, and managed complex employee relations matters including an ADA disability discrimination case through investigation and separation agreement.”

“Talent/Recruiting Operations leader with ~5 years managing 6–12 recruiters, known for building scalable workflows and analytics. At Amazon, launched an on-demand recruiting approach that cut time-to-fill from 60–90+ days to ~20–25 days and redesigned internal mobility post-layoffs, reducing open roles by 40% in a quarter. Also a Beamery SME who drove org-leading adoption through recruiter training and process standardization.”

“HR Business Partner with global people leadership experience across Europe and Asia and deep partnership with Product, Design, and Data/Analytics teams. At Samsung, led a major integration and headcount expansion, partnering with TA/HR Ops/Talent/Comp and providing weekly SVP updates; credits the effort with helping grow revenue from ~$3B to $5B+ and onboarding/training new hires at a flagship location.”

Simon Coombe

Screened

Executive Talent Acquisition Leader specializing in Financial Services and Technology

19y exp

“Global talent acquisition leader and player-coach with 15+ years managing recruiter teams (up to 25–30) across multiple regions. Has personally delivered executive searches (including CIO and engineering leadership) and driven enterprise-wide recruiting improvements, including building a global structured interview/assessment program at NASDAQ. Partnered directly with CEO/CFO/CHRO to shift compensation strategy during a high-attrition period (50%) to stabilize hiring and retention.”

Bradley Schleyer

Screened

HR Director / HR Business Partner specializing in global people strategy and employee relations

New York, NY16y exp

“People/HR leader with demonstrated impact influencing C-suite decisions on compensation and benefits—implemented a simplified bonus structure and drove a 401(k) match change using salary-band contribution data and executive-ready PPTs. Experienced in high-stakes employee relations, including investigating a microaggression complaint involving a top executive with legal collaboration, confidentiality, and proportional outcomes.”

Vineeta Srivastav

Screened

Senior Talent Acquisition Lead specializing in AI, Cloud, and technical recruiting

Dallas, TX18y exp

“Talent/Recruiting Operations leader with Siemens experience managing a blended internal team plus RPO and owning end-to-end TA operations (ATS/Lever, onboarding, background checks, compliance, reporting). Known for redesigning intake-to-offer workflows with measurable impact (20% faster time-to-fill; ~33% fewer aging reqs) and leading automated interview scheduling implementations in partnership with HRIS, IT, and SSO teams.”

“HRBP/Employee Relations professional with Accenture and Clyde & Co experience, combining strong people analytics with risk-focused change management. Notably coded and analyzed four years of exit interview data to drive targeted retention and compensation actions across offices, and partnered with North America HR/Finance leadership on shared-services transition planning involving protected-class risk analysis.”

Faith Akinmola

Screened

Director-level HR Business Partner specializing in employee relations and workforce strategy

Alpharetta, GA8y exp

“People/HR leader with strong employee relations and people analytics experience who partners with senior leaders to build scalable leadership programs. Designed a mentorship program for newly promoted managers that increased stretch project participation by 20% and improved perceived support/buy-in, and has used attrition/ER/L&D data to drive hiring freezes, critical-role exceptions, and targeted recruiting strategies.”

Arnell Dandridge

Screened

Director of Talent Acquisition & People Operations specializing in global hiring and HR systems

Remote9y exp

“Global recruiting leader at a startup who manages up to 20 recruiters worldwide while personally owning executive searches. Known for fast, high-impact hiring (e.g., EVP Customer Success filled in ~21 days) and for building practical, low-cost recruiting operations improvements—contract-to-hire strategy with CFO, global scheduling governance with CEO support, and HRBP-led onboarding engagement to prevent post-offer drop-off.”

“People/HR leader who partners closely with senior leadership (e.g., VP of Operations) to run complex reorganizations end-to-end, combining strong program management (RACI, cadences, retros, 30-60-90 goals) with employee-relations rigor. Leverages people analytics and tools like Culture Amp plus compensation benchmarking to diagnose engagement/attrition drivers and secure targeted interventions (e.g., off-cycle increases). Also coaches leaders on Radical Candor and continuous feedback to improve performance management and PIP outcomes.”