Madeline K.

Senior Technical Recruiter at Capital One, leading full-lifecycle recruiting for Software Engineers and Data Engineers. Partner with internal stakeholders to deliver top technical talent using Eightfold AI and Workday, with a strong focus on candidate experience and data-driven hiring.

-Led full life cycle recruiting efforts for technical hires including software developers (front to back end, AI/ Prompt), architects (Solutions, Cloud, Domain), and analysts, exceeding hiring metrics with an average of 7-9 hires per month. -Managed 30-50 requisitions at a time, utilizing AI platforms like HiredScore for candidate sourcing and tracking recruiting KPIs within Workday, iCims and Excel. -Collaborated with hiring leaders to streamline hiring processes and ensure successful onboarding of new hires. -Led Software Development Recruiting Programs and Projects to improve recruiting processes for Engineering Roles -Promoted into Project Managment duties that support the Talent Acquisition team

-Specialized in full life cycle technical recruiting for senior technical program managers, software development managers, and solutions architects within the applications and data space. -Utilized data analysis tools like Workday and LinkedIn Recruiter to enhance recruitment processes. -Collaborated with hiring managers to create strategic recruiting plans for open roles. Tracked and analyzed recruiting KPIs using tools like Workday, LinkedIn Recruiter, iCims and Beamery. Accomplishments: -Leading efforts for People, eXperience, and Technology (PXT) org to build out their first Solutions Architect team -Lead and created PAS (Past Applicant Sourcing) project as a PM across G&A organization in Amazon -Projects Led: VA Market Research, Sourcing for Sphere's Event, Screening Standards, 2&5 Promise, Project Clean Slate, PAS Project -Exceeded Recruiting Metrics (2.5 hires a month was target, my average was 3)

-Senior recruiter overseeing and training three new technical recruiters. -Lead Software Development Recruiting Programs and Projects to improve recruiting processes for Engineering Roles -Tracking and Analyzing recruiting data to ensure goals are met. -Full Life cycle recruiting within the Applications Space of IT, specializing in the development space (software development recruiting) -Surpassed Metric Goals within 5 months of employment, leading to a promotion to a Senior Level role. -Main clients I recruited for were in the manufacturing. Finance and Healthcare industries (Dollar Tree, STIHL, Sentara, Ferguson, Wells Fargo, Decisions, ADP, etc.) -Break down of goals via set metrics to hit for each day: -80 calls + 100 messages= 6-8 conversations= 1-2 qualified candidates= 1 submittal -If I hit this daily I average 3-5 submittals a week and thus 2-4 placements monthly, goal was 2 monthly

-Full Life cycle recruiting within the software development and data science space, as well as functional roles such as program managers. -After 6 Months I was promoted to Account Manager, where I maintained current client relationships and built new client relationships, while still owning recruiting responsibilities. -Tracking and Analyzing recruiting data -Successfully brought on a new client that was a Fortune 500 Company, Lennar Homes, and established a strong relationship to establish new business and pass sales targets. -Main clients were in the tech and healthcare industries (Baptist Health, Nicklaus Children’s Hospital, MEDNAX, Bethesda Health, Broward Health, TracFone Wireless, AutoNation, Envision, etc.)