Daniela P.

Served as a strategic talent advisor to senior leaders, driving end‑to‑end hiring for critical, high‑impact technical and business roles. Lead complex, high‑visibility searches across engineering, security, product, and platform teams, including niche and hard‑to‑fill skill sets. Partnered closely with hiring managers and HR to align hiring strategies with organizational priorities, roadmap milestones, and long‑term workforce planning. Influenced hiring decisions through deep market insights, competitive intelligence, and data‑driven recommendations. Collaborated cross‑functionally with compensation, finance, legal, and HR partners to navigate offers, leveling, and exception approvals. Act as a subject‑matter expert on Microsoft hiring processes, tools, and best practices, supporting continuous improvement and knowledge sharing across the recruiting team. Drive candidate experience excellence by managing senior and complex candidates through interviews, decision‑making, and offer stages.

► Lead talent acquisition and HR strategy to support business growth and scalability at Purple Unicorn. ► Develop and execute recruitment initiatives to attract, hire, and retain top talent. ► Oversee workforce planning, employee engagement, and leadership development programs. ► Implement HR policies, processes, and best practices to enhance company culture and efficiency. ► Collaborate with leadership to align talent strategies with business objectives. ► Drive diversity, equity, and inclusion efforts to foster an inclusive and innovative workpl

► Grow Start up by 200% with a 77% focus on technology. ► Proactively develop, lead, grow and execute all areas of the People function for our growing organization, including Talent Acquisition, Compliance, and DE&I ► Be an active member of the Senior Management Team, participating in business planning, strategy, and decision making for the organization. ► Coach, guide, and influence executives, managers, and employees on programs, policies, best practices. ► Drive initiatives through others while also "rolling up your sleeves" and producing output. ► Manage and implement the full cycle recruitment processes. ► Manage and fill our candidate pipeline with highly qualified candidates that match our Company culture.

► Led talent strategy, execution, and delivery for Engineering Leadership/Executive across Meta's apps/services (e.g., Facebook, Instagram, Reality Labs, Oculus, WhatsApp, Messenger, and others). ► ► ► Business unit ownership: Data Engineering Leadership, and then Network, Privacy, Security, Integrity, and Foundations Engineering Leadership. ► Built, led, and managed a distributed team of 20+/- including recruiting management, Recruiters, Sourcers, and contractors. Cultivated, developed, and fostered individuals and teams holistically. ► Strategic talent partner to VPs, Senior Directors, and Directors on recruitment strategy, delivery, programs, operational efficiencies, DEI initiatives, and reporting. ► Drove diversity strategy with leaders, program managers, and the recruitment team. Highest volume of diversity hiring across all Product leadership recruitment in 2022, which exceeded goals YOY. ► Executed and delivered or exceeded all KPI goals (offer accepts, acceptance rates, candidate satisfaction, interview capacity, and team health survey)

► Global responsibility for hiring 4000+ Technical team’s members as part of the AWS Enterprise support team ► Effectively use Data and analytics for improved hiring outcomes or optimization. Leads conversations with leaders across the company to address broad hiring issues and trends. ► Work with Competitive Intelligence or Analytics teams, to provide perspective and makes decisions on critical company talent gaps for a business group or area’s long-term needs. ► Led a team of 20+ recruiters across multiple continents, achieving a 25% increase in hiring efficiency and reducing time-to-hire by 30%. ► Developed and implemented global recruitment strategies, resulting in a 40% increase in high-quality candidate pool and a 15% improvement in employee retention.

► Help grow the Support staffing team from a small group of eight directs to a recognized, respected, high-output, innovative team of twenty-seven. ► Managed organization with hiring needs of 550+ YoY ► Contribute to increasing the Support organization by 216% through recruitment and acquisition of talent. ► Develop talent through multi- year career development plans providing professional development and guidance that lead to two promotions on my team. ► Develop innovative methods for presenting hiring innovation strategies to C-level Hiring Managers and directly increase efficiency and productivity by 15%. ► Promoted three times over 5 years. Key achievements: Played key role in directly identifying and implementing tactics for building a talent pipeline hiring over 35% of overall org total hires in the Support organization YoY

Directed recruitment efforts across the LATAM region, overseeing a team of recruiters and developing strategic plans to meet the talent acquisition needs of AWS. Drove a 30% increase in hiring efficiency and reduced time-to-hire by 25%. ► Championed diversity and inclusion initiatives, resulting in a 40% increase in diverse hires. Implemented targeted outreach programs and partnerships with diverse organizations. ► Leveraged data analytics to refine recruitment processes, achieving a 20% reduction in cost-per-hire and enhancing the candidate’s experience. Introduced advanced recruitment technologies and tools to streamline operations. ► Strengthened the AWS employer brand in the LATAM region through strategic partnerships with top universities, industry events, and social media campaigns. Increased talent pipeline quality by 35%. ► Stakeholder Collaboration: Worked closely with senior leadership and hiring managers to align recruitment strategies with business goals. Provided insights and recommendations that contributed to a 15% growth in regional business operations. ► Training and Development: Led training programs for recruiters, improving team performance and ensuring the adoption of best practices. Achieved a 90% satisfaction rate in new hire onboarding feedback.

► Managed full-cycle recruitment for technical and non-technical roles, sourcing, screening, and hiring top talent for Amazon’s People Tech organization. ► Partnered with hiring managers and stakeholders to define job requirements, create hiring strategies, and ensure a seamless recruitment process. ► Utilized data-driven recruiting strategies to improve hiring efficiency, reduce time-to-fill, and enhance candidate experience. ► Leveraged ATS (Amazon’s internal systems) and sourcing tools to identify and engage passive candidates, ensuring a strong talent pipeline. ► Conducted behavioral and technical interviews, assessing candidates using Amazon’s Leadership Principles to ensure cultural alignment.

Managed full-cycle recruiting for technical and field-based roles including Petroleum Engineers, Drilling Engineers, Geoscientists, HSE Specialists, Project Controls, and Operations personnel. Partnered closely with hiring managers and site leadership to understand workforce needs, project timelines, and regulatory requirements. Sourced candidates through job boards, industry networks, referrals, and direct outreach, with a focus on hard-to-fill and remote site positions. Coordinated interview scheduling, offer preparation, and onboarding activities in compliance with company and industry standards. Conducted resume screening and preliminary interviews to assess technical skills, safety awareness, and cultural fit. Supported staffing for upstream, midstream, and downstream projects, including contract and permanent placements. Maintained applicant tracking systems and ensured accurate documentation for compliance and audit purposes. Assisted with workforce planning during high-volume hiring periods tied to project ramp-ups and turnarounds.

Led full‑cycle recruiting for technical, professional, and leadership roles across upstream, downstream, and corporate functions. Partnered with business leaders and HR to develop hiring strategies aligned with workforce planning, project timelines, and operational needs. Drove sourcing efforts for hard‑to‑fill engineering and operations roles using industry networks, referrals, and direct outreach. Managed and mentored recruiters, providing guidance on sourcing strategies, candidate assessment, and stakeholder communication. Oversaw high‑volume and specialized hiring initiatives while maintaining strong candidate experience and time‑to‑fill targets. Collaborated with compensation, legal, and HR partners to support offer development, negotiations, and compliance requirements. Built trusted relationships with hiring managers and senior leaders, serving as a strategic advisor throughout the hiring lifecycle. Supported recruiting initiatives during project ramp‑ups, reorganizations, and market‑driven workforce changes.

Managed full-cycle recruiting for branch and operations roles including Personal Bankers, Tellers, Branch Managers, Assistant Managers, and Customer Service Representatives. Partnered with regional and branch leadership to support hiring needs tied to branch openings, backfills, and performance improvement plans. Sourced candidates through job boards, local hiring events, referrals, and community outreach initiatives. Conducted resume reviews and phone screens to assess customer service skills, sales aptitude, and regulatory awareness. Coordinated interviews, background checks, credit checks, and onboarding activities in accordance with banking compliance requirements. Supported high-volume hiring while maintaining time-to-fill and quality-of-hire targets. Maintained accurate records within applicant tracking systems and ensured compliance with federal and internal hiring policies. Assisted with workforce planning and attrition reporting for assigned regions or districts.