Vetted Recruiters in the NYC Metro

“Recruiting leader managing teams of up to 26 who stays hands-on with high-impact executive searches; recently led and closed a VP of Revenue search in 60 days to unblock revenue growth. Partners closely with HRBPs and executive stakeholders (including CFO) on workforce planning, attrition reduction, and compensation/leveling decisions, and has rebuilt recruiting processes with structured, metrics-driven adoption.”

“People Operations/HR leader in a healthcare setting (Episcopal Health Services) who designed and rolled out a scalable panel interview and behavioral interviewing approach across senior stakeholders. Strong in people analytics and process improvement—cut onboarding cycle time from 4–6 weeks to under 2 weeks—and experienced in complex employee relations (PIP + FMLA) and union workforce performance management.”

“Talent Acquisition leader and player-coach who has managed small recruiting teams and partnered directly with executives (CEO/CFO/VP People) on headcount planning, hiring budgets, and role prioritization. Notably redesigned a software engineer interview process at Sprinter Health by moving the algorithm screen earlier and updating outdated questions, improving conversion and reducing wasted hiring manager time.”

“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.”

“Recruiting leader who managed 12 direct-report technical and corporate recruiters, focused on developing recruiter capability (training, coaching, candidate management) and driving strategy execution. Partnered closely with HRBPs on learning & development planning and implemented an ATS workflow change that improved hiring-manager feedback speed and candidate experience. Comfortable engaging executive stakeholders on sensitive compensation/incentive decisions.”

“Recruiting leader who manages a team of 3 and remains hands-on with high-impact executive searches. Experienced as a client-facing TA partner to HRBPs, hiring managers, and C-suite stakeholders, using talent mapping, competitive intelligence, and compensation/offer consulting to close critical roles. Drove measurable process improvement by streamlining an interview loop from 7 rounds to 3 to reduce candidate drop-off and improve time-to-fill.”