Rachel Lyddon

- Responsible for hiring and sourcing strategy across L3-L7 Tech roles in Prime Video EMEA (UK, Germany, Sweden, Israel), with a focus on Data and Applied Scientist roles requiring niche AI skills, as well as ML and Software Engineers and leadership roles (Engineering Managers, Technical Program Managers, Product Managers), achieving 237% of hiring targets in the previous year (57 hires) - Launched group preparation calls within the Amazon Entertainment organization for high-volume hiring, from tool selection and script development through to training and execution - this resulted in more than 50% recruiter time savings per hire, with 400+ hires in 2024-25 - Led and organized regular all-team sourcing sessions to increase pipelines for difficult-to-fill roles, with multiple hires made directly - Recognized as one of the best Sourcing Recruiters at Amazon with a 75% response rates on LinkedIn (versus 14% global average) - Mentored new and developing new joiners in the team on processes, understanding technical roles/briefs, and recruiting best practices - Provided strategic sourcing input to technical talent mapping for Amazon Games as well as individual new roles within Prime Video - Acted as SME in Intentional Hiring, increasing diverse hiring pipeline for Tech with 33% of hires in 2024-25 - Created a complex internal wiki for ADG (Advertising, Devices, and Entertainment) Bar Raiser Program - owning the wiki’s technical framework, site design, and content plan to service 700+ employees across multiple lines of business - Sourcing SME for global ADG group, acting as early adopter and champion for new hiring tools, running adoption plans to increase usage and visibility among team members, and providing continuous feedback to technical teams for additional tool development

- Owned the full lifecycle and function of recruitment in a global organization of 250 employees, hiring an average of 3.5 candidates per month (41 in 12 months!) across 14 countries worldwide, in all departments (Tech, Product, Sales, Operations, Finance, Legal, HR, Marketing) across all levels from internship to executive - Developed dynamic sourcing strategies to reflect unique market demands, with a focus on building continuous pipelines for difficult-to-fill roles with a 65% response rate on all candidate approaches - all while eliminating the reliance on external recruitment agencies - Acted as talent business partner in advising hiring managers and stakeholders to understand, inform, and influence their hiring decisions - Mentored juniors and peers in the HR organization on recruitment best practices and how to run a sourcing campaign effectively - Audited, improved, and created altogether new processes and programmes to support the attraction and development of talent: Onboarding, E-learning, Employee Referrals, Job Catalogue, Policy development, Employer Value Proposition, GDPR compliance, Requisition approval flows, Internal Mobility, Employee Engagement, and Internal Communications - Implemented a new Learning Management System and created a content strategy to reflect the organization’s learning priorities and allow the group to identify skills gaps and build development plans seamlessly

- Partnered with clients on finding and hiring candidates for hard-to-fill senior technical roles (frontend, backend, fullstack, iOS), consistently receiving high scores on Net Promoter Score client satisfaction surveys - Successfully identified and engaged talent from top tech companies through creative and strategic sourcing techniques, including the use of social media, employee referrals, inbound applicants, and active networking - Achieved high volume of outreach (50% above weekly targets) with exceptional response rate (100% above company averages) - Increased conversion of candidates from prospective to active via targeted messaging, and continually built rapport with candidates through the full cycle of the interview process through to closure

- Supported the entire recruitment function for Marketing, Communications, Design, and Sales roles at HQ, from IC to executive - Organized recruiting events, including creation of marketing materials, and built out recruiter onboarding experiences - Shaped interviewer experience by briefing them on candidate feedback, background, and relevant schedule concerns

- Delivered a high-touch, informative candidate experience from start to finish of interview process for Apple’s Worldwide Marketing Communications organization (Marcom), and for marketing teams in iTunes, Apple Music, Beats by Dre, and Apple Pay - Collected and discussed feedback (written and verbal) with interview teams, then compiling for hiring managers and key stakeholders - Acted as interim Recruiting Project Manager to ensure consistent tracking of offers, auditing and approval flow of requisitions and offers - Covered for Operations Recruiter while she was on leave to ensure active candidates in her pipeline were managed through to offer - Contributed to event planning for conferences attended by the Marcom recruiting team (Grace Hopper, AdColor, 3%)

- Built processes to facilitate the hire of 1,000+ new retail employees through acquisition of Caribou Coffee in expansion markets - Partnered with field managers to plan rosters, advise on employee placement, as well as to outline conversion process - Posted to online job boards and researched localized advertising solutions (universities, newspaper classified ads, etc.) - Screened candidates and evangelized Peet's core values at hiring events held across the United States - Created and maintained a complex staffing report for all conversion regions, using its data for all-hands and board meetings - Sourced, screened, and hired candidates for corporate roles in finance and customer service, implementing lead generation strategies - Collected candidate feedback for hiring managers and disseminated interview notes to relevant parties - Program-managed employee relocation, including movement of goods and corporate housing