Vetted Performance Management Professionals

“Growth and partnerships operator in the gaming/creator ecosystem focused on mid-tier creator programs and in-game activations. Uses data-driven ecosystem mapping (e.g., ContentIQ) and performance-based deal structures to hit acquisition, engagement, and monetization KPIs—citing +35% sign-ups, +25% engagement lift, and +25–30% higher in-game spend from creator-led GTM.”

“HR leader with ~20 years of experience focused on raising talent and performance standards through structured hiring (Bar Raiser veto panel), output-linked incentives, and rigorous operating cadences. Reports quantified impact including +21% revenue per head and 93% top-performer retention, and has built recruiting-to-revenue pipelines plus performance-gated onboarding/certification boot camps aligned with Finance and Sales.”

“Talent/Recruiting Operations leader with experience scaling ops across healthcare and veterinary staffing, including managing 27 direct reports and 9 departments. Known for building KPI dashboards and bill-rate analytics to drive territory-level profitability, and for leading major systems changes (Salesforce to Jobvite) that cut time-to-hire from 30 days to 2 weeks while improving onboarding/orientation throughput and revenue capture.”

“Marketing creative designer/editor with hands-on growth execution: led a Gen Z-focused social recruiting video campaign end-to-end (editing, posting strategy, custom landing page, spend + pixel tracking) that drove 7 interviews and 4 offers. Builds scalable Figma and Adobe Express template systems for high-volume, multi-platform creative while maintaining brand consistency in a fully remote, async workflow.”

“Performance marketer managing a housing fintech’s $1M/month spend across Google, Microsoft, Meta, and TikTok, with deep emphasis on attribution and rigorous A/B testing. Drove a major efficiency gain by cutting MQL cost from ~$700 to ~$489 via event optimization, demographic/income targeting, ad copy overhaul, and landing page tests, and has hands-on experience recovering accounts after tracking breaks during site migrations.”

“People/HR leader who partners directly with CEOs and senior leadership to drive culture and employee experience transformations during organizational change. Brings a systems-thinking and data-driven approach across onboarding, performance/development practices, and employee relations, including coaching leaders and running impartial investigations to rebuild trust and improve team alignment.”

“Enterprise SaaS seller with 9 years across cloud and cybersecurity, owning outbound motions from ABM account penetration to partner ecosystem outreach for Fortune 100 accounts and an eight-figure book. Reports 40+ enterprise closes, including a financial services expansion driving 45% YoY growth and $1.7M in multi-SaaS deals across North America and Europe, with a structured, insight-led multi-channel prospecting approach using tools like Outreach, ZoomInfo, Salesforce, and HubSpot.”

“Unity developer with 9 years of experience who has shipped numerous mobile titles to both iOS and Android. Built and is actively evolving a published puzzle game (Sudoku Jigsaw) using Unity UI Toolkit and SQL persistence, adding live-ops features like daily puzzles and a promotion/demotion leaderboard. Also has VR experience delivering an HTC Vive training application as a contractor for a university project.”

“Recruiting leader who expanded into full HR ownership, with HRBPs reporting to them, and has led multi-state recruiting teams (NY plus teams in IA/NE). Implemented SOPs, KPIs, and a structured orientation/onboarding program to improve conversion from applicant/interview volume into actual starts, and has experience navigating executive-level decisions including a C-suite termination.”

“Operations-focused startup scaler (since 2021) with cross-industry exposure in hospitals/healthcare, NBFC, and IT. Describes building businesses from scratch to profitability by combining long-range planning (5-year projections), structured hiring (KRAs/manpower matrices), departmental policy/checklist setup, and continuous-improvement practices (Kaizen, SGAs).”