Curtis Hughes

• Lead and manage a recruiting pod of 8 technical recruiters (4 Sourcers, 4 Full-Cycle Recruiters) supporting Software Engineering, Infrastructure, Data Science, and AI/ML hiring across multiple orgs. • Set hiring strategy, role prioritization, and workload allocation across the pod to ensure balanced capacity, pipeline coverage, and on-time delivery for priority requisitions. • Establish operating cadence for the team, including weekly pipeline reviews, requisition health checks, and stakeholder updates with Engineering and Product leadership. • Coach recruiters and sourcers on intake quality, candidate evaluation, stakeholder management, and offer-closing strategy to improve hiring outcomes and consistency. • Act as escalation point for complex searches, senior-level offers, and high-risk negotiations, directly supporting close plans for priority candidates. • Drive alignment between sourcers and recruiters by defining handoff standards, funnel ownership, and shared success metrics across the recruiting lifecycle. • Partner with leadership to forecast hiring capacity, identify execution risks, and adjust resourcing based on changing headcount priorities. • Provide performance feedback and development support to team members, reinforcing quality bars, operational rigor, and candidate experience standards.

• Owned end-to-end full-cycle recruiting for Software Engineering, Infrastructure, Data Science, and AI/ML roles, from intake and stakeholder alignment through offer negotiation and close. • Acted as the primary hiring partner to Engineering Managers, Directors, and Product leaders, driving hiring strategy, prioritization, and headcount planning across multiple concurrent requisitions. • Led structured intake and calibration sessions to align on role scope, leveling, compensation bands, interview signal, and success criteria prior to launching searches. • Managed late-stage candidate experience and decisioning, synthesizing interview feedback, leveling signal, and compensation guidance to drive timely hiring outcomes. • Owned offer strategy and execution, including compensation modeling, equity discussions, counter-offer mitigation, and close plans for senior and hard-to-hire technical talent. • Negotiated offers directly with candidates, balancing internal equity, market competitiveness, and business urgency to achieve high offer acceptance rates. • Served as the single-threaded owner for requisition health, proactively surfacing risks, tradeoffs, and decision points to stakeholders throughout the hiring lifecycle. • Partnered cross-functionally with Sourcers, HRBPs, Finance, and Legal to unblock approvals, align on headcount changes, and execute hires at scale. • Provided regular pipeline and hiring updates to leadership, including funnel health, time-to-fill trends, and closing risks for priority roles.

• Managed full lifecycle recruiting supporting Competitive Intelligence and Profit Management teams to bring talented individuals into the broader Analytics Organization. • Continuously building a qualified pipeline of candidates ranging from Engagement Managers to Software Engineer Senior Manager level via LinkedIn, Indeed, Dice, PeopleFluent, CareerBuilder and networking events. • Partnered with hiring managers, TA team and HR leaders to create and execute recruitment strategies. • Created and build collaborative relationships with the hiring managers through weekly touchpoints, req qualification meetings, and market intel discussions. • Provided a great candidate experience for internal and external applicants throughout the recruitment process; gather feedback from candidates to help improve the process to continue a positive experience to attract top talent.

• Owned cross-functional programs supporting Product Management and AI/ML initiatives in a high-growth environment. • Partnered with Product and Engineering leadership to align execution strategy, sequencing, and resourcing with evolving roadmap priorities. • Delivered execution plans for business-critical initiatives, balancing speed, quality, and delivery risk across teams. • Provided leadership with insights on capacity planning, execution tradeoffs, and market constraints to support prioritization decisions.

• Successful sourcing, screening and placement of over 250 candidates across seven (7) Divisions including architecture, engineering, manufacturing, banking, energy, chemistry and aviation. • Achievement of daily and weekly contact goals targeting 50 per day and 250 per week. • Two (2) years of new recruiter training and onboarding as Recruiter Led/Account Recruiting Manager on local, regional and national levels. • Hand-picked to aid in running final pilot program for company-wide new recruiter onboarding training in 2016 and subsequent training of other recruiter leads nationwide. • Management of Diversity & Inclusion Marketplace Team focused on Community impact with partners such as Dress for Success, Urban League, Atlanta works and Atlanta Bridge Home. • Senior recruiter in Architectural/Environmental/Construction Division in Atlanta leading to Sales Manager’s achievement of (2) consecutive sales quota contests. • Ranked as the top recruiter in the Atlanta market, the Southeast Region and Aerotek’s Engineering Division company-wide in 2016. • Two (2) consecutive years of exceeding Aerotek’s yearly sales quota Contests including reaching Million Dollar club level in 2016.

• Focus on technology, organizations, and complex system • Interdisciplinary studies across science, policy, and society