William Hild

• Own end-to-end sourcing strategy across Anthropic's highest-priority PM and TPM orgs, including Research, Security, Compute, Inference, Human Data Platform, Infrastructure, Consumer, and Safeguards. • Consistently aligned to our most technical, niche roles at the frontier of AI development, including model behavior research, interpretability, agentic systems, safety evals, and multi-cloud infrastructure • Manage high volume across a large number of concurrent, first-of-their-kind searches, many with no established playbook, requiring first principles thinking to define what good looks like before sourcing begins • Partner directly with PM and TPM org leadership on role calibration, hiring bar definition, and pipeline architecture from the start of each search • Lead intake sessions and ongoing search strategy with hiring managers across multiple orgs, converting ambiguous technical hiring needs into structured, executable pipelines • Build sourcing frameworks from scratch for roles with no external precedent, constructing calibration guides, boolean search infrastructure, and outreach sequencing before any candidate is contacted

• Owned full-cycle recruiting for all Technical Program Management (TPM) roles within Strategic Programs, Coinbase’s most confidential and technical TPM function. • Closed 5 deeply technical, Strategic TPM hires in 5 months after minimal prior progress, achieving a 100% offer-acceptance rate through structured calibration and strong close strategy. • Partnered directly with TPM leadership to define success criteria and build targeted search strategies aligned with Coinbase’s mission of increasing economic freedom. • Designed real-time funnel dashboards (Google Sheets + automated saved search alerts) that tracked conversion ratios, time-in-stage, and sourcing volume; enabled leadership to spot bottlenecks and cut loop-to-decision time in half. • Served as a strategic advisor, providing market intelligence, competitive analysis, and interview calibration to guide hiring decisions. • Collaborated cross-functionally with People Ops, Legal, and Compensation to ensure a scalable, compliant, and high-quality hiring process. • Leveraged Greenhouse, GEM, LinkedIn Recruiter, and analytics/collaboration tools (Looker, Confluence, JIRA) to monitor recruiting metrics and align outcomes with organizational OKRs.

• Ran multiple concurrent pipelines (PM, DS, SWE, Internals), flexing between functions as needed to support evolving hiring priorities. • Exceeded annual targets, closing 175% of 2024 goal while maintaining strong close rates across high-demand technical roles. • Helped end a two-year hiring drought in the Core Privacy Platform org, filling 13 roles in Year 1 by redesigning interview loops and adding calibrated interviewers. • Designed and launched Google Sheets dashboards and trackers (roles docs, funnel health, candidate lifecycle, forms intake), still in use today for visibility and reporting. • Built repeatable pipeline frameworks (LinkedIn Talent Insights + funnel instrumentation), giving leadership a single source of truth and improving funnel conversions. • Partnered closely with hiring managers and peers on process improvements (candidate prep guides, team-matching, debrief revamp) to strengthen candidate experience and standardize best practices.

• Sourced and delivered passive PM talent through advanced Boolean, LinkedIn, referrals, and market mapping, consistently exceeding sourcing goals and driving 200% of offer-extend targets. • Supported high-priority PM orgs across Platform, Integrity/Privacy, and Ads, enabling them to hit aggressive headcount milestones. • Improved efficiency by shortening cycle times and raising candidate quality through sourcing process improvements. •Provided market intelligence (talent availability, competitor hiring) that directly shaped VP/Director recruiting strategies. • Partnered with recruiters and coordinators to streamline scheduling, interview flow, and candidate experience.

• Recruited highly technical engineers across Electrical, Mechanical, Embedded Systems, and Computer Science, consistently filling hard-to-hire roles in competitive markets. • Managed 10-20 requisitions simultaneously, delivering results under tight client deadlines. • Built and executed scalable sourcing strategies (Boolean, referrals, market mapping, cold outreach) to uncover passive talent. • Partnered with hiring managers and client stakeholders to define role requirements and deliver qualified shortlists. • Cultivated strong relationships with engineers and managers, resulting in repeat placements and referral pipelines.

• Transitioned from sales into full-cycle recruiting for SaaS technical sales roles, managing sourcing, screening, and closing. • Partnered with sales leadership to define role requirements and deliver candidates aligned with business growth targets. • Developed sourcing strategies combining cold outreach, networking, and passive market mapping, building a steady pipeline of qualified talent. • Guided candidates from initial contact through offers and onboarding, collaborating with HR, Finance, and Legal to ensure seamless hiring. • Recognized as a bridge between sales and recruiting, helping accelerate team ramp-up and ensure alignment with revenue objectives.

• Consistently exceeded sales quotas (Unit + SIT), ranking among the top sales reps nationwide. • Built and managed a large B2B pipeline, driving 100+ outbound calls daily to executives and decision-makers. • Expanded accounts and drove multi-unit upsells, increasing deal size and account value. • Mentored and trained new hires, providing sales coaching to accelerate ramp-up and improve team performance. • Recognized for pipeline-building skills and peer leadership, which became the foundation for my transition into recruiting.

• Consistently exceeded enrollment and start targets, ranking among top performers on the admissions team. • Managed 100+ daily outbound calls plus high-volume inbound inquiries, converting prospects into enrolled students. • Built long-term student relationships to drive retention and engagement throughout the enrollment cycle. • Selected to represent the admissions team on the Higher Learning Commission accreditation panel.