Kevin Monahan

• Function lead for the recruitment department; driving end-to-end strategy, DE&I, and operational architecture for a 150-person organization. • Strategic DE&I Advocacy: Overhauled engineering hiring rubrics to mitigate bias; achieved 52% female hires (+18% YoY) in a male-dominated SaaS environment. • Process Architecture: Redesigned the "Candidate-to-Employee" journey, reducing time-to-hire by 9 days. • Systems Optimization: Built automated, role-specific feedback loops and standardized scoring within Lever, achieving 100% compliance in interviewer documentation. • Operational Leadership: Introduced recruiter video messaging for all interview stages, significantly improving candidate engagement and NPS. • Stakeholder Advisory: Partner with PX Lead and Finance on workforce planning, headcount forecasting, and data-led hiring strategies. • Achievement: Awarded "Atomi New Starter of the Year" for top recognition within first 15 months

• Drove high-volume technical hiring for a global SaaS leader during a critical growth phase. • Partnered with global stakeholders to align Australian hiring workflows with US/EMEA standards.

• Reason for leaving: Entire RPO contract not renewed • Managed a team of 15 embedded recruiters, ensuring KPIs were met for Atlassian’s R&D Talent team. • Introduced the "Streamlined Hiring Committee Packet," reducing executive review time and standardizing the decision-making process for Core Engineering. • Performance: Ranked #1 in the R&D Talent cohort: 216% over hire target with a 15% higher-than-average "Candidate Hired" rate. • Hands-on candidate management and contract negotiation within the R&D Talent Acquisition team. Relationship building and partnering with Hiring Managers on all aspects of recruitment lifecycle. • Increased efficiency and standardized the decisioning process through the introduction of a Streamlined Hiring Committee packet process. • Improved customer experience through the creation of a CX Issues tracker to monitor and escalate any issues that may affect candidate experience.

•People management of 12 direct reports – communicating and actioning strategic framework into day-to-day team performance and duties, coaching, performance management, and analyzing team metrics in line with targets • Develop an Internal Mobility strategy including establishing specified role benchmarks and creating two new role titles for greater employee opportunity and mobility • Develop and implement diversity, equity, and inclusion initiatives resulting in a 40% increase in hiring underrepresented groups within the recruitment team • Create a structured internal hiring process leading to 25% decrease in time-to-hire. • Design and drive training to upskill the recruitment team on best practices leading to 32% improvement against market on quality advertisements and creation of target pools • Continued hands-on recruiting for roles across all levels of experience for a variety of high-profile clients • Managed team governance across Talent Acquisition systems and processes, ensuring consistency and compliance. • Improve recruitment fill and interview rate by 15% across the team through the introduction of new direct sourcing channels and improved understanding of existing tools

•Improve efficiency and compliance through overhaul of CMS operations including minimizing steps needed to fill a role while increasing safeguards to ensure accuracy •Work with both internal and external hiring managers to provide an end-to-end ownership of technical recruitment roles •Ranked in the top 10% of Paxus Recruiters nationwide in placements made and amount billed averaging 1.5 placements per week with a 46% fill rate

•Attract, screen, assess, qualify, present, and refer suitable candidates to clients •Develop and coordinate timely interview schedules for candidates and managing any schedule changes accordingly •Source an assortment of technical roles including CTO, front and back-end engineers, and product owners.

•Led the international recruitment drive culminating in an 8-week, 11 country round-the-world recruitment roadshow •Develop culturally specific marketing messaging and digital strategy to engage stakeholders •Increased conversion of candidates through both increased stakeholder engagement and operational improvements of application process

•Strategic, financial, and operational planning to deliver international marketing and communications campaigns targeting international students and key university leaders. •Oversee budget of $500k for delivery of digital marketing and communication campaigns promoting UK Higher Education •People management of two consulate British Council Education staff; providing leadership, direction, and oversight of project delivery.

• Serve as Acting Director of Long Island University’s international recruitment program across two campuses and 7 global satellite locations. • Project leader for redesign and delivery of LIU International Admissions and global processes and procedures. • Lead advisor for LIU Global Marketing; overseeing inception, delivery, and communication of the department’s Master Communication Plan; working directly with the Global Dean and Marketing to manage brand identity, content generation, and initiatives. • 2014 Long Island University Recruitment Employee of the Year