Cornelia Jobe

Recruited for a wide range of technical roles including QAEs, SDETs, SDEs, SDMs, and TPMs across backend, distributed systems, cloud infrastructure, data platforms, and database-focused teams. Built and maintained durable talent pipelines using proactive sourcing across multiple channels to support both immediate and future hiring needs. Partnered with hiring managers to educate and align on structured hiring processes, funnel expectations, and interview best practices. Developed and implemented innovative sourcing approaches to address hard-to-fill roles and evolving technical requirements. Designed and implemented weekly dashboards providing visibility into pipeline health, hiring progress, and process insights. Analyzed recruiting data to identify bottlenecks, refine sourcing strategies, and accelerate hiring velocity. Drove regular hiring reviews with directors and senior leaders, aligning on prioritization, progress, and decision-making. Mentored and ramped 18+ recruiters, standardizing onboarding, best practices, and operating rhythms across the team. Consistently exceeded hiring goals for diverse technical talent

Taking some time off to enjoy my kids while they still want to spend time with me.

Supported high-volume technical hiring across multiple domains, consistently exceeding quarterly hiring targets in a fast-paced, high-bar environment. Maintained an average role fill time of 60–90 days while recruiting for a wide range of technical and product roles including SDEs, SDMs, TPMs, QAEs, SDETs, and Product Managers. Played a key role in post-acquisition integration following the Graphiq acquisition, providing ongoing training to hiring managers and supporting the successful assimilation of the acquired team into Amazon’s culture and hiring practices. Partnered closely with business leaders to develop new sourcing strategies based on evolving demand and hiring priorities. Contributed to global and diversity-focused hiring initiatives by partnering with events recruiting teams and sourcing candidates across international markets including Australia, Moldova, and Mexico. Served as an Employee Referral SME and managed recruiting tools and job postings, allocating access based on business needs. Created and launched “Project Lift Off,” a structured development path for recruiting coordinators interested in transitioning into sourcing roles, helping strengthen internal talent pipelines and long-term recruiting capability.

Drove significant growth across Architecture and Mobile hiring, increasing Architect hires from 3 in 2012 to 15 in 2013 and more than doubling QE hiring for mobile within a single quarter. Partnered closely with teams to align recruiting efforts with top business priorities. Designed and rolled out weekly targeted sourcing blitzes to help teams work collaboratively toward hiring goals, as well as a monthly newsletter for Architecture and Mobile teams highlighting recent hires, interviewers who went above and beyond, and current hiring needs. Sourced both active and passive candidates using LinkedIn, job boards, Boolean search, networking, employee referrals, social platforms, and ATS tools. Planned and led multiple recruiting events, resulting in approximately 4–8 hires per event. Created and launched a “Sourcing Boot Camp” to help develop junior team members into strong, effective sourcers and strengthen the overall sourcing function.

Successfully recruited across a wide range of technical and non-technical roles, including Java Developers, Security Architects, C++ Developers, Networking Engineers, and Quality Engineers, supporting diverse business needs. Recognized as best team player in staffing for Q1 and Q2 of 2012, and acknowledged for having the highest number of hires across the organization that year. Consistently delivered results while partnering closely with hiring managers and teammates in a fast-paced environment.