3 Talent Acquisition Manager Resume Examples & Writing Guide

Want to get hired as a talent acquisition manager? These 3 resume examples show you exactly what employers are looking for. Copy the proven format and get expert tips to build a resume that lands more interviews. Learn how to highlight your recruitment skills and achievements in a clean, skimmable format that busy hiring managers will love.

A strong resume is essential for Talent Acquisition Managers looking to land their dream job. It's the first thing hiring managers see, and it needs to quickly show your skills, experience, and value. But writing a resume that gets noticed can be a challenge, especially if you're not sure what to include or how to structure it.

That's where this guide comes in. We'll show you three real-world examples of Talent Acquisition Manager resumes that worked, and break down the key elements you need to include in your own. You'll learn how to highlight your recruiting skills, showcase your achievements, and format your resume for maximum impact.

Whether you're a seasoned Talent Acquisition Manager or just starting out in your career, these tips and examples will help you create a resume that stands out from the crowd. So let's dive in and start building a resume that will get you noticed by top employers in your field.

Common Responsibilities Listed on Talent Acquisition Manager Resumes

  • Develop and implement effective talent acquisition strategies
  • Source and recruit qualified candidates for open positions
  • Manage the full recruitment cycle from job posting to offer acceptance
  • Build and maintain a strong talent pipeline
  • Collaborate with hiring managers to understand job requirements
  • Utilize various recruitment channels (job boards, social media, etc.)
  • Conduct initial screening and interviews with candidates
  • Evaluate candidates' qualifications and fit for the role
  • Negotiate offers and handle candidate onboarding
  • Monitor and report on recruitment metrics and KPIs
  • Develop and maintain relationships with external recruitment agencies
  • Stay up-to-date with industry trends and best practices in talent acquisition
  • Participate in job fairs and other recruitment events
  • Ensure compliance with employment laws and regulations

How to write a Resume Summary

The importance of a summary/objective section in a resume can't be understated. This component serves as the bridge between the appetite of the employer and the appetizers you present — your skills, experience, and qualifications. And as a Talent Acquisition Manager, it's your chance to tell your own story; it's like a "billboard" for your professional best self. But, instead of guessing what the prospective employer needs, let's equip you to build the most effective summary/objective section for your resume.

Understand the Purpose

The resume summary or objective bridges the disconnect between what makes you exceptional and what the prospective employer needs. It condenses your experiences, skills, and qualifications, painting a vivid mental picture of your professional profile. Therefore, your objective section must show you in the best light, avoid jargon, and keep it employer-oriented.

Tailor Fit Your Summary/Objective

Standardized summaries or objectives won't cut it. One size does not fit all. If you want to catch the employer's attention, personalize your summary to the job offer specifics. The aim is to reflect the needs of the prospective employer in terms of experience, expertise, and skills.

Precision is Key

A high-quality summary/objective section thrives on precision. This refers not just to grammar and syntax, but the actual content. Be sure to include your job title (Talent Acquisition Manager), years of experience, and key skills or areas of proficiency. Also add one or two stand-out achievements.

Remember, you might excel at many things, but the summary isn't a comprehensive work biography.

Keep it Readable

Resumes need to be an easily digestible read. No need to woo the reader with esoteric language or business jargon. Remember, simplicity in communication often results in great comprehension.

Lead with Impact

Even though it's the first thing on your resume, the summary section should be written last. This way, you have a clear understanding of the value you bring as encapsulated by your preceding accomplishments, skills, and experience.

Finally, as you write the summary/objective section, bear in mind the importance of demonstrating expertise, authoritativeness, and trustworthiness (E-A-T). This is a guiding principle not merely for writing but for creating a professional image that speaks loudly and clearly to your prospective employer, in one voice.

Remember, real power rests in how you to reach your potential employer, bridging the gap of impersonality in resumes with the voice of your professional life story.

Strong Summaries

  • Dedicated Talent Acquisition Manager with over 10 years of experience. Proven track record in streamlining recruiting processes, improving employee retention, and driving successful hiring campaigns. Passionate about fostering positive relationships with team members and candidates alike.
  • Result-oriented Talent Acquisition Manager showcasing an impressive history of exceeding recruitment targets in the tech industry. Skilled in deploying strategic recruitment and onboarding practices designed to attract top-tier talent and minimizing turnover.
  • Adaptable and innovative Talent Acquisition Manager with 7+ years of hands-on experience. Proven ability in developing and implementing effective recruitment strategies, having consistently met and exceeded recruitment KPIs. Committed to promoting a positive and productive company culture.
  • Seasoned Talent Acquisition Manager with a knack for developing creative recruitment strategies. Known for streamlining processes to improve efficiency and effectiveness, resulting in a significant improvement in employee retention rates.

Why these are strong?

These examples are considered good practice as they highlight key skills, achievements, and experience relevant to the Talent Acquisition Manager role. Each summary is concise and well-rounded, providing detailed information that would attract potential employers. They mention specifics such as the years of experience, industry specifics, KPIs, and the impact they made in their previous roles. These elements are critical in a Professional Summary since they give a snapshot of the candidate’s career and capabilities, increasing chances of catching an employer’s attention.

Weak Summaries

  • Results-driven Talent Acquisition Manager with undefined years experience seeking for a position to leverage my skills.
  • Looking for a job as Talent Acquisition Manager. Have worked in some companies.
  • I have worked as Talent Acquisition Manager. Great at interviewing.
  • Proficient Talent Acquisition Manager in search of a job spot in a nice company.

Why these are weak?

These examples are considered bad for several reasons. Firstly, they're vague and do not quantify the individual's experience. In the first example, the candidate does not specify their years of experience, which leaves the recipient unsure of their qualifications. The second and third examples fail to mention any particular skills or achievements that would make them stand out among other candidates. Instead, they provide a general statement that does not add any value. Lastly, the fourth example uses subjective terms such as 'nice company', which does not convey professionalism and maturity. Good professional summaries should be succinct, specific, and oriented towards the benefits the candidate brings to the company.

Showcase your Work Experience

Ah, the Work Experience section - a cornerstone segment of your resume. It's the part that provides an X-ray view into your professional past, helping potential employers understand your capabilities at a glance.

The Basics

Let's start simple. A 'Work Experience' section includes details about past roles you've held, and the impact you had while in those roles. For each job you list, you should typically aim to include:

  1. The role's title
  2. The organization's name
  3. The duration of employment
  4. A list of responsibilities and accomplishments

Now, the question that arises: How do you present all this information in the most effective way?

Distinction Matters

Firstly, turn mindful of the distinction between responsibilities and accomplishments. Responsibilities describe what you were supposed to do, while accomplishments highlight what you achieved.

A resume steeped in responsibilities might reveal that you have experience, but not necessarily success. However, an accomplishment-centered approach exhibits how successful you've been in your roles, painting a more appealing picture of your capabilities.

Expert Tip

Quantify your achievements and impact using concrete numbers, metrics, and percentages to demonstrate the value you brought to your previous roles.

Telling a Story

Every role you've held has a story to it—one that informs your reader about your journey. Were there roadblocks you overcame? Did you seize opportunities to drive growth, reduce costs, or solve problems? Through your accomplishments in particular, you want to create a narrative arc that connects the work you've done in the past with the value you bring to the table.

Using the SAR Method

The Situation-Action-Result (SAR) method is another useful tool in sculpting the 'Work Experience' section. Following this approach helps provide a more detailed picture of your accomplishments.

Begin by outlining a situation you faced, then describe what action you took, and conclude by sharing the result, preferably with tangible metrics. This method ensures context behind your accomplishments, providing further insight about the value you can deliver.

Tailoring It To Each Job

Finally, tailor your Work Experience section to reflect the requirements of the job you're applying for. Show the reader how your past experience makes you the perfect fit for this specific role.

Remember, the aim of your resume is to showcase why you're the right person for the position. It isn't a list of everything you've done in your career, rather it's a strategic outline of your most relevant experiences.

As a Talent Acquisition Manager, you understand the importance of a well-crafted Work Experience section. It isn't just about what you've done—it's about how what you've done equips you for what you want to do next. Transition this understanding into crafting your own professional narrative, drawing the reader in to see how your journey aligns with what they're looking for.

At the end of the day, your Work Experience section is a showcase of your expertise, authentically linking your past endeavours to future potential, and building trust with potential employers as a capable and successful professional.

Strong Experiences

  • Developed a comprehensive recruitment strategy that increased the talent pool by 50%.
  • Engineered a diversity recruitment program, resulting in a 30% increase in diverse hires.
  • Reduced time-to-fill for open positions by 25% through streamlining the interview process.
  • Led a team of 5 recruiters, creating a collaborative and efficient work environment.
  • Implemented a candidate tracking system leading to improved conversion rates.
  • Worked closely with hiring managers to understand specific department needs and targets.
  • Saved company resources by negotiating advantageous terms with various job boards and agencies.

Why these are strong?

The above examples are good ones because they highlight the consequential achievements of the manager in Talent Acquisition. They demonstrate the individual's prowess in bringing in diverse talents, improving efficiency and streamlining processes. These examples characterize key skills needed in a Talent Acquisition Manager, such as leading teams, working with different stakeholders, and implementing effective systems - all while saving company resources.

Weak Experiences

  • Responsibilities included stuff relevant to talent acquisition.
  • Was in charge of things at old job.
  • Performed all the needed tasks.
  • Did a bunch of interviews and stuff.
  • Handled some management duties.

Why these are weak?

The bullet points above are examples of bad practices for several reasons. They are vague, lack specific details, and use informal language which is unprofessional for a resume. Good bullet points should quantify achievements, mention specific job responsibilities, and clearly highlight one's expertise and skills. 'Handled some management duties' could mean anything from attending meetings to supervising a large team. It's unclear and vague. Similarly, 'Responsibilities included stuff relevant to talent acquisition' doesn't mention which responsibilities, leaving recruiters in the dark about your qualifications. Moreover, using terms like 'stuff' and 'things' demonstrates a lack of effort or care in presenting your qualifications. Recruiters seek candidates who can clearly and precisely communicate their skills and experience.

Skills, Keywords & ATS Tips

Skills are the building blocks of a strong resume. When considering a Talent Acquisition Manager's resume, both hard and soft skills are essential to stand out. These skills could be the defining factors that differentiate you from other candidates. Now, let's unpack this concept and understand how it is tied with keywords and Applicant Tracking Systems (ATS).

Hard and Soft Skills for a Talent Acquisition Manager

Hard skills are learnable and measurable abilities, such as using recruitment software or knowledge of labor legislation, while soft skills are interpersonal traits like communication style or problem-solving. The Talent Acquisition Manager's role requires a mix of both.

Hard skills showcase your prowess in distinct, technical areas. They offer a measure of your knowledge in specific recruitment processes, labor laws, or talent management techniques, proving to employers that you're equipped to handle the nitty-gritty of recruitment.

Soft skills offer a glimpse into your personality and ability to integrate into the team or company culture. For a Talent Acquisition Manager, soft skills like communication, decision-making or leadership are important because they demonstrate your potential to build relationships, engage with potential hires, make strategic selection decisions and guide a team.

The Role of Keywords and ATS

Keywords are specific words or phrases that identify essential skills or experiences. In the context of resumes, they are industry-specific terms or jargon that indicate your knowledge and relevance to the role. For example, "strategic sourcing," "onboarding", "employee relationship management" could be some keywords for a Talent Acquisition Manager.

These keywords play a significant role in ATS, which are software tools used by companies to sort, analyze, and rank the influx of resumes they receive for an open position.

ATS scans your resume for these specific keywords related to the job description, and based on how closely your resume matches these, it ranks your application. The higher the match, the higher are your chances of your resume making it to the hands of the hiring manager.

This makes the connection between hard and soft skills, keywords, and ATS crystal-clear. The skills section of your resume should strategically incorporate relevant hard and soft skills, expressed through the right keywords that reflect the job description. This will increase the match rate with the ATS, boosting your chances of securing an interview.

Remember, make sure to use keywords naturally and authentically, avoiding cramming or overusing them, as modern ATS have become smarter at detecting such tactics. The goal is to balance between showing your genuine qualifications and skills, and using keywords to get past the ATS algorithms.

So, as a Talent Acquisition Manager, identifying the right balance of hard and soft skills, dressed with the right keywords, is crucial for making your resume ATS-friendly and favorable to hiring managers. It's not just about listing skills; it's about narrating your professional story compellingly and relevantly.

Top Hard & Soft Skills for Full Stack Developers

Hard Skills

  • Recruitment
  • Talent Sourcing
  • Interviewing Techniques
  • Applicant Tracking Systems
  • Employment Law
  • Candidate Assessment
  • Onboarding Processes
  • Job Description Writing
  • HRIS Systems
  • Employer Branding
  • Negotiation Skills
  • Market Research
  • Data Analysis
  • Strategic Planning
  • Performance Metrics
  • Soft Skills

  • Communication
  • Interpersonal Skills
  • Problem-Solving
  • Adaptability
  • Time Management
  • Emotional Intelligence
  • Teamwork
  • Leadership
  • Critical Thinking
  • Empathy
  • Conflict Resolution
  • Networking
  • Attention to Detail
  • Creativity
  • Stress Management
  • Top Action Verbs

    Use action verbs to highlight achievements and responsibilities on your resume.

  • Screened
  • Sourced
  • Interviewed
  • Assessed
  • Negotiated
  • Onboarded
  • Analyzed
  • Planned
  • Evaluated
  • Managed
  • Communicated
  • Collaborated
  • Developed
  • Implemented
  • Facilitated
  • Coordinated
  • Evaluated
  • Resolved
  • Advised
  • Presented
  • Mentored
  • Guided
  • Innovated
  • Optimized
  • Established
  • Monitored
  • Trained
  • Evaluated
  • Documented
  • Recommended
  • Supported
  • Promoted
  • Conducted
  • Reviewed
  • Updated
  • Designed
  • Implemented
  • Education & Certifications

    Adding education and certificates to your resume is quite straightforward, but it's important to be deliberate in how you present them. Start by creating a specific 'education and certificates' section in your resume. After listing your school and degree, mention any relevant courses or specializations. Then highlight your certifications, starting with the name of the certificate, followed by the institution that issued it. Be sure to add the date of attainment. Thoroughness and accuracy can demonstrate your meticulousness and dedication, which are highly valued in your Talent Acquisition Manager role.

    Some of the most important certifications for Talent Acquisition Managers

    Recognizes HR professionals who are masters in the technical and operational aspects of HR practices.

    Designed for HR professionals who implement policies and strategies, serve as point of contact for staff and stakeholders, deliver HR services, and perform operational HR functions.

    Resume FAQs for Talent Acquisition Managers


    What is the ideal resume format and length for a Talent Acquisition Manager?


    The most recommended resume format for a Talent Acquisition Manager is a reverse-chronological format, which highlights your work experience in a clear and organized manner. As for length, aim for a one-page resume if you have less than 10 years of experience, or a two-page resume if you have more extensive experience.


    How can I effectively showcase my accomplishments as a Talent Acquisition Manager on my resume?


    Quantify your achievements by including specific numbers, percentages, or metrics that demonstrate your success in areas such as reducing time-to-hire, improving candidate quality, or streamlining recruitment processes. Use action verbs and highlight any awards, recognition, or certifications you have received.


    What are the most important keywords to include in a Talent Acquisition Manager resume?


    Some essential keywords to include are: talent acquisition, recruitment, sourcing, candidate screening, interviewing, onboarding, employer branding, workforce planning, compliance, and any specific recruitment tools or software you have expertise in.


    How can I make my Talent Acquisition Manager resume stand out from the competition?


    Tailor your resume to the specific job you're applying for by highlighting relevant skills and experiences that match the job requirements. Showcase your strategic thinking abilities, problem-solving skills, and ability to build strong relationships with hiring managers and candidates. Consider including a brief professional summary or career highlights section to quickly capture the reader's attention.

    Talent Acquisition Manager Resume Example

    A Talent Acquisition Manager leads the full recruitment lifecycle to attract, hire, and retain top talent. When writing your resume: - Highlight strategic workforce planning and talent pipeline development experience. - Showcase skills in interviewing, employer branding, and using applicant tracking systems. - Quantify achievements like reducing time/cost-per-hire or improving retention rates. - Demonstrate ability to build and manage a high-performing recruitment team.

    Daniel Peck
    (337) 406-0318
    Talent Acquisition Manager

    Highly motivated and results-driven Talent Acquisition Manager with a proven track record of attracting, sourcing, and hiring top-tier talent across various industries. Adept at developing and executing innovative recruitment strategies that align with organizational goals and drive business growth. Exceptional relationship-building and communication skills, with a keen ability to partner with hiring managers and stakeholders to understand their needs and deliver outstanding results.

    Work Experience
    Senior Talent Acquisition Manager
    01/2019 - Present
    • Spearheaded the development and implementation of a comprehensive talent acquisition strategy, resulting in a 30% reduction in time-to-hire and a 25% increase in candidate quality.
    • Built and managed a high-performing team of 12 recruiters, fostering a culture of collaboration, accountability, and continuous improvement.
    • Partnered with senior leadership to identify and prioritize critical hiring needs, ensuring alignment with overall business objectives.
    • Implemented data-driven recruitment metrics and reporting, enabling informed decision-making and optimization of the hiring process.
    • Established and maintained strong relationships with key stakeholders, including hiring managers, HR partners, and executive leadership.
    Talent Acquisition Manager
    05/2016 - 12/2018
    • Managed full-cycle recruitment for multiple business units, including sourcing, screening, interviewing, and extending offers.
    • Developed and executed targeted sourcing strategies, leveraging social media, job boards, and employee referrals to build a robust talent pipeline.
    • Collaborated with hiring managers to create compelling job descriptions and interview processes that effectively assessed candidate fit and potential.
    • Coached and mentored junior recruiters, providing guidance and support to enhance their skills and performance.
    • Organized and hosted successful recruitment events, including career fairs and info sessions, to attract top talent and build employer brand awareness.
    02/2014 - 04/2016
    JPMorgan Chase & Co.
    • Conducted high-volume recruitment for various roles across the organization, consistently meeting or exceeding hiring targets.
    • Utilized advanced Boolean search techniques and sourcing tools to identify and engage passive candidates.
    • Managed the interview process, coordinating schedules, preparing candidates, and facilitating feedback and decision-making.
    • Collaborated with HR partners to ensure a seamless onboarding experience for new hires.
    • Continuously monitored and analyzed recruitment metrics, identifying areas for improvement and implementing process enhancements.
  • Full-cycle recruitment
  • Talent sourcing
  • Candidate assessment
  • Interviewing
  • Employer branding
  • Recruitment metrics and reporting
  • Applicant Tracking Systems (ATS)
  • Recruitment process optimization
  • Stakeholder management
  • Team leadership
  • Diversity and inclusion recruitment
  • Social media recruiting
  • Recruitment event management
  • Negotiation
  • Onboarding
  • Education
    Bachelor of Business Administration, Human Resources Management
    09/2010 - 05/2014
    University of Michigan, Ann Arbor, MI
    Junior Talent Acquisition Manager Resume Example

    A Junior Talent Acquisition Manager is responsible for identifying and evaluating potential candidates to fill job openings. The role requires excellent communication, organizational, and multitasking abilities. When creating a resume, highlight any previous recruiting or HR experience, skills in assessing candidate fit, and relevant certifications. Quantify accomplishments like successful hires or process improvements, and use a clean, easy-to-read format.

    Dale Stone
    (646) 478-5195
    Junior Talent Acquisition Manager

    Proactive and results-driven Talent Acquisition professional with a passion for identifying and attracting top talent. Skilled in leveraging innovative sourcing strategies and building strong relationships with hiring managers to effectively meet organizational staffing needs. Adept at creating engaging candidate experiences and driving efficient recruitment processes to support company growth and success.

    Work Experience
    Talent Acquisition Coordinator
    06/2021 - Present
    • Support the full-cycle recruitment process for various technical and non-technical roles across multiple departments
    • Collaborate with hiring managers to develop job descriptions, candidate profiles, and interview strategies
    • Utilize advanced sourcing techniques, including Boolean search and social media recruiting, to identify and engage passive candidates
    • Conduct initial screening interviews and assessments to determine candidate qualifications and fit
    • Coordinate and schedule interviews, manage candidate communication, and provide timely feedback and updates throughout the hiring process
    Recruiting Assistant
    09/2019 - 05/2021
    • Assisted senior recruiters in sourcing, screening, and scheduling interviews for sales and marketing positions
    • Maintained and updated applicant tracking system (ATS) records to ensure data accuracy and compliance
    • Conducted reference checks and supported the offer process, including drafting offer letters and managing onboarding paperwork
    • Participated in campus recruitment events and job fairs to promote company brand and attract early career talent
    • Created and distributed weekly recruitment reports to provide key metrics and insights to stakeholders
    HR Intern
    06/2018 - 08/2018
    • Supported the HR team in various talent acquisition and employee engagement initiatives
    • Assisted in scheduling interviews, coordinating candidate travel, and managing interview feedback
    • Conducted research on industry best practices and compiled data for recruitment strategy planning
    • Participated in the planning and execution of employee recognition events and diversity & inclusion programs
    • Shadowed recruiters and hiring managers to gain insights into the full-cycle recruitment process
  • Full-cycle recruitment
  • Applicant tracking systems (ATS)
  • Sourcing techniques
  • Boolean search
  • Social media recruiting
  • Candidate screening
  • Interviewing
  • Talent attraction strategies
  • Diversity and inclusion
  • Employee engagement
  • Campus recruitment
  • Vendor management
  • Data analysis
  • Relationship building
  • Oral and written communication
  • Education
    Bachelor of Science in Human Resources Management
    09/2015 - 06/2019
    University of Washington, Seattle, WA
    Senior Talent Acquisition Manager Resume Example

    As a Senior Talent Acquisition Manager, you'll champion an organization's recruiting vision, steering strategic hiring initiatives to attract top talent. Your expertise lies in developing innovative sourcing tactics, leveraging recruitment technology, and coaching high-performing teams. When crafting your resume, emphasize successes in streamlining processes, improving key metrics, and collaborating cross-functionally. Quantify achievements such as reducing time-to-hire or increasing offer acceptance rates. Showcase your ability to implement data-driven solutions and cultivate a positive employer brand.

    Terra Allen
    (944) 756-7932
    Senior Talent Acquisition Manager

    Highly accomplished Senior Talent Acquisition Manager with a proven track record of delivering exceptional results in fast-paced, global organizations. Adept at developing and implementing innovative strategies to attract, engage, and retain top talent across diverse industries. Recognized for building strong partnerships with key stakeholders and driving organizational success through data-driven decision-making and continuous process improvement.

    Work Experience
    Senior Talent Acquisition Manager
    01/2021 - Present
    • Spearheaded global talent acquisition initiatives, resulting in a 25% increase in hiring efficiency and a 30% reduction in time-to-fill for critical roles.
    • Implemented an AI-driven candidate screening system, improving the quality of hires and reducing bias in the selection process.
    • Developed and executed targeted employer branding campaigns, increasing the company's social media follower base by 40% and boosting applicant flow by 35%.
    • Led a cross-functional team to design and launch a comprehensive diversity and inclusion hiring program, resulting in a 20% increase in underrepresented candidate hires.
    • Partnered with leadership to align talent acquisition strategies with business objectives, ensuring a pipeline of high-caliber talent to support organizational growth.
    Talent Acquisition Manager
    06/2018 - 12/2020
    • Managed a team of talent acquisition specialists responsible for hiring across multiple business units, delivering an average of 150 hires per quarter.
    • Implemented a data-driven approach to talent acquisition, leveraging market insights and analytics to optimize sourcing strategies and improve hiring outcomes.
    • Developed and delivered training programs to hiring managers and interviewers, enhancing their ability to assess candidate fit and make effective hiring decisions.
    • Created and maintained a robust talent pipeline, reducing time-to-fill for critical roles by 25% and ensuring a steady flow of high-quality candidates.
    • Collaborated with HR and business leaders to design and implement a comprehensive employee referral program, resulting in a 30% increase in employee referral hires.
    Senior Technical Recruiter
    03/2015 - 05/2018
    • Managed full-cycle recruiting for high-volume technical roles, consistently exceeding hiring targets and maintaining a 95% offer acceptance rate.
    • Developed and executed innovative sourcing strategies, leveraging social media, professional networks, and industry events to identify and engage top talent.
    • Partnered with hiring managers to develop compelling job descriptions and candidate value propositions, enhancing the company's ability to attract top technical talent.
    • Conducted in-depth technical interviews and assessments, ensuring a thorough evaluation of candidate skills and fit.
    • Mentored and coached junior recruiters, providing guidance on best practices and helping to develop their technical recruiting skills.
  • Full-cycle recruiting
  • Talent sourcing
  • Employer branding
  • Diversity and inclusion
  • Applicant tracking systems (ATS)
  • Data analysis and reporting
  • Interviewing and assessment
  • Talent pipelining
  • Employee referral programs
  • Stakeholder management
  • Recruitment process optimization
  • Technical recruiting
  • Candidate experience
  • Recruitment marketing
  • Succession planning
  • Education
    Master of Business Administration (MBA)
    09/2013 - 05/2015
    Harvard Business School, Boston, MA
    Bachelor of Science in Psychology
    09/2009 - 06/2013
    University of California, Los Angeles (UCLA), Los Angeles, CA