Jyoti Kamboj

• Own TA systems roadmap, automation, and data governance; manage vendor relationships and budget, partnering with HR and Finance on headcount planning and hiring SLAs. • Build and run the TA analytics framework with weekly and quarterly reviews and dashboards to provide actionable insights (pipeline health, funnel conversion, time-to-fill, req aging, SLAs) tailored specifically for TA, TA leadership and People Business Partners. • Ahead of Workday, partner with People Operations to auto-populate requisitions in Greenhouse, reducing manual entry and improving data consistency. • Greenhouse platform owner; lead administration and configuration (permissions, workflows, integrations, reporting). • Partner with the TA Operations Specialist to implement Greenhouse CRM, enabling TA Partners to build and nurture warm-prospect pipelines; evaluate Expert-tier upgrade features (MyGreenhouse, BI Connector) and define the implementation strategy. • Elevated people leadership - introduce career ladders, calibration, and quarterly talent reviews; coach a direct report from Coordinator → Associate and establish float coverage/succession for the role. • Drove the Employee Value Proposition initiative for all TA-related branding. • Manage all executive recruitment coordination.

• Implemented Greenhouse enterprise-wide, leading project planning, stakeholder alignment, data migration, and change management from discovery through go-live. • Designed end-to-end Greenhouse workflows (req intake/approvals, interview plans and scorecards, offer approvals) and integrated background checks and ADP HRIS. • Created a one-stop TA SharePoint hub for all TA-related processes and assets (e.g. agency contracts, selling talking-points). • Authored change-management SOPs and enablement kits for existing TA processes – job kick-off meetings, Greenhouse demos, offer handoffs – standardizing agendas, templates, roles and responsibilities, and comms/training cadence; improved data hygiene and compliance via standardized fields, automations, and audits. • Built and led a Talent Operations team (2 coordinators, 1 specialist) running job postings, scheduling, and headcount management; delivered SLAs of 24-hour turnaround for postings and interview requests, and same-day for offer letters. • Designed and managed the immigration/work-authorization program for new hires and existing employees. • Built the Talent Operations foundation for commercial/sales build-out ahead of the Acoramidis launch (role design, workflows, approvals, SLAs). • Partnered with TA, People Business Partners, and L&D to deliver interviewer training and produce manager one-pagers (planning guide, avoiding unconscious bias, hiring manager checklist).

• Sole TA team member post-reduction; maintained TA Operations and rebuilt core TA processes. • Created a headcount management system with FP&A, aligning requisition approvals to the hiring plan with monthly reconciliation and dashboards to improve plan vs actual visibility. • Managed compensation for new hires and year-end review using Radford market data in alignment with the company’s comp philosophy; partnered with the SVP of People & People Business Partners to ensure market alignment, internal equity, and consistent leveling in offers and merit cycles. • Partnered with People Operations on the Lever to BambooHR integration, mapping core new-hire data and custom compensation fields. • Built foundational TA Operations processes (requisition creation, job posting standards, hiring manager kick-off meeting which included a demo of Lever, offer and onboarding handoffs, compliance checkpoints). • Established SLAs and a reporting cadence; created templates and tooling that improved scheduling speed and stakeholder communication. • Authored SOPs and playbooks to drive consistency across business units (e.g. candidate travel guidelines and reimbursement). • Partnered with Legal and the Head of HR, EMEA to build global TA Ops for the Switzerland launch and EMEA expansion; implemented GDPR-compliant data handling, data-retention/auto-delete and audit procedures. • Built company-wide and decentralized affiliate branding for all recruitment-related communications (e.g. candidate confirmation emails, feedback surveys, internal communication such as feedback forms).

Contracted through Matchpointe Group • Supported a newly implemented Lever ATS and helped form a centralized recruiting team within a decentralized organization; fully implemented Lever features such as candidate management, interviews, headcount approval, offer letters, and employee referrals. • Created a streamlined new job request process through Microsoft Forms and Power Automate. • Created coordinator playbooks and candidate‑experience standards; handled high‑volume scheduling and onboarding logistics.

• Created the recruiting coordinator process that ensures the utmost candidate experience and excellent partnership and consistency from all stakeholders such as recruiters, sourcers, hiring managers, and interviewers • Built, trained and lead a team of 4 recruiting coordinators • Ensured support, guidance, and mentorship to the recruiting coordinating team • Developed onboarding schedules and material for all new Recruiting team members • Partnered closely with the Recruiting team to analyze the recruiting processes, identify areas of improvement, and help implement changes • Streamlined recruiting and onboarding process to ensure all required information is provided to HR • Partnered closely with finance and recruiting leads to create the company’s headcount plan to further maintain the plan with hires and compensation details • Owned Greenhouse in regards to job postings to correlate with the Headcount Plan, as needed reports, and ensuring the proper hygiene of the recruiting data • Created documentation of process improvements, policies and operational procedures for recruiting • Ensured that the recruiting team can follow established talent acquisition processes and use of technologies (Greenhouse, LinkedIn, TextExpander, etc.) to ensure data accuracy • Resolved issues related to programs, tools, technology, and compliance • Revamped the referral program to provide more communication to the company as well as better quality from the employees • Managed all recruiting events by creating an overview for easy reference for process and partnership with Workplace and Recruiting Team, as well as managers • Partnered closely with HR to create an intern program from scratch to provide the interns a great experience by being one of the main points of contact for all interns, mid-point and final evaluations, intern conversion to full-time, events, etc. • Managed agencies and vendors with quarterly evaluation

•Global support of 6 recruiters, all disciplines (R&D, Manufacturing, Engineering, Business Development, Sales, Finance & Accounting, HR, Construction and Operations) •With a sense of urgency, coordinate several areas of the recruiting process, including scheduling phone interviews, onsite interviews, organizing travel arrangements, creating job descriptions, collecting timely interview feedback and conducing reference checks •Work closely with Executive Assistants to schedule upper level interviews with appropriate leaders •Handle fast paced, high volume recruiting by scheduling 40-65 interviews a week (phone, onsite, video conference, WebEx) •Maintain data integrity and candidate pipeline in the applicant tracking system (ATS) to ensure on target with quarterly and annual projected metrics/goals •Provide ad-hoc reports to Recruiters, as needed to include Requisition reports, candidate pipeline reports, sourcing strategy reports, supply & demand reports and compensation reports •Post job requisitions weekly to intranet site, external sites, diversity job boards, social networking sites, and other job boards •Led cross functional collaboration to support process improvements on interview scheduling to shorten time from interview requested to interview scheduled by providing a flow chart with specific examples to maintain consistency •Trained all new talent acquisition coordinators using suggested and approved interview scheduling process •Submit expense reports for candidates in Oracle •Assist with career fairs by preparing material (flyers, giveaways, hiring manager’s calendars), and ensuring candidates are qualified for prescreen •Communicate professionally, tactfully and with the utmost diplomacy at all times, treating all candidates with dignity and respect and maintaining a high level of confidentiality at all times

•Provide coordination, administrative and strategic support for General & Administrative roles (Technical, HR, Legal, Marketing, Accounting, Finance & Field Sales roles) along with Managed Services roles (Inside Sales role: Operation Sales Support & Managed Sales Specialist) across the Seattle, San Francisco and Denver office •Coordinate interviews, prepare and deliver offer letters and initiate background checks, etc. through iCIMS applicant tracking •Ensure all paperwork and activities for new hires and internal transfer candidates are completed accurately, on time and integrated into Workday HRIS •Execute the internal recruiting function, which includes transfers and promotions •Manage new hires’ and conversions’ first day and orientations with necessary human resources employees and hiring managers •Responsible for the monthly management of ensuring ServiceSource employees are paid out for their employee referrals •Participated in “selfie sound-off” internal video communication project for internal executive quarterly update •Developed a process to ensure great candidate experience by working closely with hiring managers to construct interview guides, reconfirm in-person interviews, a welcome sign for in-person interviewing candidates, etc. •Manage the content for Talent Acquisition on The Source •Assist with Immigration paperwork for all ServiceSource employees presented by the attorneys

•Manage the beginning stages of the hiring process for four recruiters, from cold calling, sourcing, scheduling interviews, and pre-screening candidates •Ensuring hiring process such as background checks, drug test, etc. is completed efficiently and in a timely manner through ADP Virtual Edge •Work closely with division Learning and Leadership Development teams to proctor pre-employment assessments for all store management and pharmacy technician positions •Assist with scheduling prescreening phone interviews and sourcing through Indeed, Monster, and LinkedIn

•Facilitated employee appreciation events through the Human Resources department for various companies including Brocade, Altera, Ericsson, etc. to boost employee morale •Generated sales, ~$5,000 gross sales per week through marketing and organizing new partners and products while maintaining current deals •Created leads, initiated cold calls, followed up with prospective corporations to find new clients to build sales, and performed pre-sales activities •Maintained long-lasting relationships with client hosts, as well as customers

•Oversaw and maintained reception area, greeted visitors, and provided information for in-person and phone inquiries •Organized invoices into QuickBooks and Excel to maintain accounts for project managers to review •Arranged all business paperwork in order of occurrence and type of service provided for easy review •Scheduled company monthly meeting

•Achieved a Super Star Certificate for Winter Quarter 2013 for outstanding dedication •Demonstrated complete knowledge of all products such as coffee and teas, and answered any questions regarding any products •Provided excellent customer service, recommended and promoted the most popular products •Ability to adapt and function effectively in a fast-paced environment