Mario R.

Scope of Role: Sole Talent Partner for the Product & Technology organization. Direct advisory partner to the CTO and VPs of Product, AI, Engineering, and Security on workforce planning, headcount strategy, and executive search. Key Achievements & Current Initiatives: •Executive Search & Cost Savings: Delivered $700k+ in estimated agency savings (2024–Present) by internalizing high-cost leadership searches, personally closing VP of Product and Director-level Engineering roles. •Compensation Strategy: Led the data analysis and proposal for the Engineering Compensation overhaul, advocating for a shift to equity-based (RSU) offers to align with market retention standards. •Workforce Planning (AI Org): Partnering with the VP of AI to execute a long-term workforce transformation strategy, shifting from a contractor-heavy model to an FTE-focused engineering culture. •Operational Architecture: Currently designing the "Recruiting Pod" workflow and "Sourcing Sprint" models to increase hiring velocity for niche technical roles. •Compliance & Strategy: Leading a strategic audit of job descriptions and immigration requirements to optimize H-1B hiring pathways and ensure wage-level compliance.

Strategic Focus: Partnered with Engineering and Product leadership to stabilize hiring processes during a critical growth phase. Served as the primary recruiter for technical roles while laying the groundwork for the agency-free sourcing model. Core Impact: •Full-Cycle Technical Recruiting: Managed end-to-end hiring for Software Engineering, Product Management, and Data Science, consistently meeting "Time to Fill" and "Quality of Hire" SLAs. •Stakeholder Management: Acted as the trusted advisor to Hiring Managers, moving beyond "order taking" to challenge requirements and refine technical assessments. •Pipeline Development: Built proactive candidate pools for hard-to-fill technical roles, reducing reliance on passive applicants. •Candidate Experience: Maintained high-touch candidate management, ensuring a premium brand experience that contributed to high offer-acceptance rates.

This job is for a Contract Recruiter with experience in recruiting top quality sales and corporate professionals. The role involves being the primary point of contact for local hiring initiatives and requires a creative, results-driven, and business-savvy individual with a strong customer service orientation. Responsibilities: - Conduct high-volume recruiting for sales professionals across the United States and Hawaii - Manage a high volume requisition load effectively and efficiently - Utilize LinkedIn, Facebook, and other social recruiting platforms to identify top-quality sales talent - Organize job fairs and group interviews to attract top talent - Assess candidates using appropriate measures and recognition of successful profiles - Build and grow talent networks - Utilize search engine tools and Boolean search operators/strings to identify sales talent

Senior Technical Recruiter / People Business Partner eFuse Dual-Scope Role: operated as both a Full-Cycle Recruiter and HR Business Partner for a high-growth gaming tech startup. •Cost Elimination: Reduced external agency spend by 100% (saving ~$250k) by implementing a direct-sourcing strategy for all technical and leadership roles. •People Strategy: Acted as a strategic consultant to the Executive Team on performance management, compensation banding, and DEI initiatives. •Retention & Onboarding: Designed and launched the company's first structured onboarding program, directly improving new-hire retention by 15%. •Leadership Development: Created training modules for senior management to improve team utilization and productivity.

• Acted as liaison between recruitment and HR functions, collaborating closely to align recruitment goals with broader organizational strategies and HR initiatives. • Successfully built robust talent pipelines with focus on creating exceptional candidate experiences. • Used diversity data to partner with various people and culture partner teams. Increased candidate pool diversity (DEI focus) by enhancing organization's inclusivity and diversity. • Spearheaded initiatives to enhance recruitment systems and tools, streamlining operations and overall recruitment workflow. • This resulted in reducing recruiting timeline from 5 weeks to 2 weeks.

At Stitch Fix, I directly manage a team of remote, part-time Stylists, ensuring the team is staffed to hit our business goals. I teach and actively manage my team’s performance to meet our client and efficiency metrics. I also develop and execute personalized performance management plans and own team operational functions including approving hours, time off requests, schedule compliance. I am also a key partner in assessing future talent within my region including developing, assessing, interviewing and onboarding new Stylists. Reach out to me if you would like to join Stitch Fix!

Training and development of new managers who join the brand.

Currently, I am the Store Manager of the Domain location. I am responsible for the overall success of our store. I motivate my team every day through constant development, coaching conversations and consistent feedback. During my time here, I have helped with multiple store openings in the area of recruiting and hiring. I have also organized several multi-location projects across the city of Houston in the areas of recruiting and training.

Restaurant management