Rosanna R.

Own full-cycle recruiting across engineering, product, data, and GTM roles, from sourcing and screening to offer negotiation and onboarding. Partner with department heads and executives to forecast hiring needs and build lean, efficient recruiting plans that fit the fast-paced nature of startup growth. Build and maintain candidate pipelines using LinkedIn Recruiter, GitHub, and niche tech communities to target hard-to-fill roles in data, CTV engineering, and programmatic advertising. Run structured interviews, debriefs, and candidate assessments to improve quality of hire and reduce time-to-fill for key positions. Introduced AI-based tools and automation for candidate screening and scheduling, improving recruiting speed and accuracy. Manage onboarding and offboarding processes to ensure a smooth, consistent employee experience, even as teams grow rapidly. Maintain compliance across multiple states while helping shape people policies that match a startup’s agility with HR best practices. Collaborate with leadership to design performance reviews, career ladders, and compensation structures that align with evolving business goals. Create engagement initiatives like company offsites, milestone recognitions, and culture surveys to strengthen connection across distributed teams. Act as a bridge between leadership and employees, helping to surface feedback, resolve conflicts, and maintain trust in a fast-changing environment. Supported the planning and launch of the company’s New York City headquarters, ensuring the workspace reflected the culture of collaboration and innovation. My work focuses on talent acquisition, onboarding, benefits, compensation, and career development. I collaborate with leadership to design scalable programs, strengthen culture, and align people strategy with business growth in a fast-paced, data-driven environment.

Lead the implementation of an advanced ATS, streamlining recruitment workflows and enhancing candidate management. Establish and refine recruitment processes, optimizing them for speed, quality, and inclusivity. Develop and deliver training programs for hiring managers, ensuring alignment with best practices and compliance with industry standards. Collaborate with cross-functional teams to understand hiring needs Conduct regular assessments of recruitment strategies, identifying areas for improvement and implementing data-driven solutions.

Recruiting new talent through sourcing candidates via online job boards, social media, referrals, job fairs, etc. Created an employee resource group that focused on the experiences of minorities in tech Implemented a streamlined interview process, which not only reduced time-to-hire by 15% but also allowed us to secure top-tier talent faster in the dynamic startup ecosystem. Negotiating compensation packages and working with hiring managers to determine packages that will attract top talent while staying within budget constraints Interviewing candidates and assessing their fit for the position based on experience, skills, personality, etc. Coordinating recruitment efforts with other departments such as human resources to ensure that new hires are properly onboarded Developed and executed innovative sourcing strategies to attract a diverse pool of candidates that focused on women in tech and minorities in tech Leveraged creative online platforms and social media networks to identify and engage with underrepresented talent, with a particular emphasis on women and minorities. Established partnerships with diversity-focused organizations, such as Women in Tech and Minority in STEM, to tap into their networks and access a wider candidate base. Implemented blind recruitment techniques to ensure a fair and equitable screening process, reducing bias in candidate selection. Organized and hosted virtual networking events, webinars, and workshops targeted at diverse groups to showcase the company's commitment to inclusivity and attract top talent. Collaborated with internal teams to create inclusive job descriptions and interview processes that encouraged a broader range of applicants. Conducted diversity training sessions for hiring managers and interviewers to foster an inclusive and welcoming interview experience. Monitored and analyzed diversity metrics to track progress in sourcing and hiring diverse candidates, making data-driven adjustments as needed.

Work closely with recruiters and hiring managers to deeply understand requirements of hard to fill roles, their function and how it fits into the organization Fostered amazing relationships with hiring managers across the security, engineering & IT, and product organizations Have an average response rate of 73% on linkedin Organized in-house diversity training sessions to educate our hiring teams on unconscious bias, fostering an environment where every candidate feels valued and respected 84% of sourced and screened candidates were hired, 38% being diverse Sourced for over 41 open roles at any given time Forged a strategic partnership with POWERTOFLY, leading an initiative that attracted and onboarded 30 product managers from diverse backgrounds, enhancing GitHub CoPilot's inclusivity. Utilized data-driven insights to set and manage hiring manager expectations, ensuring alignment with talent acquisition objectives. Championed creative sourcing strategies, taking ownership of innovative methods to identify and engage with top talent. Prioritized diversity and inclusion in talent acquisition, conducting impactful training sessions that emphasized the significance of diverse hires. Pioneered projects and virtual events that fostered engagement with underrepresented communities in the tech industry, promoting diversity awareness and collaboration. Collaborated seamlessly with coordinators and recruiters, ensuring the efficient execution of talent acquisition operations. Developed and executed multifaceted talent pipeline strategies, including tactical research, referral generation, hosting virtual events in universities, alumni groups, and networking groups, along with strategic sourcing campaigns.