Amy Gamez M.Ed, GPHR

Regional Leadership & Accountability • Own end to end Talent Acquisition across the Americas, leading a geographically dispersed team supporting legal, tech, and corporate hiring across the U.S., Canada, and LATAM • Hands on, producing TA leader with full accountability for regional hiring outcomes and complex escalations Workforce Planning & Delivery • Partner with senior business and HR leaders to translate workforce plans into scalable recruiting strategies • Deliver high volume hiring while maintaining quality, speed, and an exceptional candidate experience • Proactively identify hiring risks and capacity gaps and implement solutions Strategic Growth & M&A • Support firmwide growth initiatives, including M&A, by developing TA strategies for acquired and merged entities • Lead integration of new teams into Fragomen’s TA model, harmonizing staffing, processes, and standards Global Collaboration • Collaborate with EMEA and APAC TA leaders to ensure global alignment, shared standards, and a one firm approach • Contribute regional insights and adopt best practices to support firmwide TA strategy Team Leadership & Development • Hire, mentor, and develop high performing recruiting teams • Foster a culture of accountability, collaboration, and service excellence Operational Excellence & Technology • Drive process optimization in a high volume, regulated environment • Ensure compliance and data integrity through Workday HRIS • Oversee agency partnerships, contracts, and vendor governance • Leverage AI powered recruiting tools and reporting to optimize outcomes and provide leadership visibility Stakeholder Experience • Build trusted relationships with hiring managers and HR leaders through proactive partnership • Deliver consistent, high quality service with empathy, responsiveness, and sound judgment

Freelance consultant while attending Graduate School. • Worked with Hedge Fund clients in Pittsburgh, PA. • Technical recruiter for software engineers, developers, and architects.

Worked on a team responsible for growing the company from start-up to multi-million-dollar business – in 2 years grew from 300 employees in 3 countries to 4500 employees in 25 countries. This high-volume, fast paced environment required extensive collaboration across departments with tight deadlines for hiring. • Worked with executive level department heads to develop staffing growth plans and talent acquisition efforts for multiple verticals. • Full life-cycle recruitment of candidates both domestically and internationally from entry to executive level within the corporate teams (Sales, Marketing, Finance and Human Resources) • Screened Jobvite (ATS) applications and interviewed a high volume of inside and outside sales executives across the U.S. and internationally. • Led talent acquisition team for LivingSocial Adventures and LivingSocial Escapes verticals – worked directly with the SVP to develop regional recruiting strategies and experiential mass recruitment events for large scale hiring.

Michael Page International is a worldwide agency leader in specialist recruitment. Training & Development • Hired, trained and developed recruitment consultants from entry to managing consultant level. • Analysed performance data and managed employee appraisals to identify and prepare for professional development opportunities, as well as compensation and bonus reviews. Management • Directly managed and trained 7 recruiters in the NYC office and oversaw 15 recruiters in the Tri-State region and PA for training and reporting purposes. • Mentored and motivated team that resulted in some of the highest billers in NYC corporate. • Created streamlined processes and procedures, as well as uniform spreadsheets and reporting tools for regional temp team. • Accountable for weekly, monthly, and quarterly revenue forecast presentations to senior management and CEO. Recruitment • Specialized in finance and accounting corporate recruitment in the NYC region. • Built and maintained strong relationships with clients and candidates to meet and exceed recruiting expectations in a highly competitive market. • Managed the full life-cycle recruiting process to provide innovative and solution-based recruitment strategies to meet the needs of the client. • Screened inbound candidates and actively recruited external candidates to fill open positions. • Maintained interview schedules, databases, and administrative operations. • Used in-house Profile (ATS) to manage recruitment processes.