Adam Vargas

· Utilized Lever and LinkedIn Recruiter to handle the full cycle recruiting process for various Data, Engineering, and Product positions before hiring freeze

· Led technical hiring for Data and Engineering and helped redesign recruiting strategies, identifying pain points, reducing interview burnout by training new interviewers, and getting buy-in from teams on proposed solutions such as interview best practices, interview prep/debrief sessions, interview scorecard templates, and more

· Partnered with Engineering, Data, and Senior Leadership to strengthen the hiring process on diversity, employer branding, candidate experience, equitable compensation alignment among the team and market, and more

· Sourced, recruited, and partnered with Product leadership to gameplan, strategize, build plans, and hire for Product openings at various levels

· Coached/mentored an Associate Recruiter and Talent Coordinator - Boolean searches, ATS management, LinkedIn Recruiter, technical knowledge sharing, interview and debrief scheduling, relationship-building, recruiter screens, offer negotiation tactics, and sharing more knowledge behind our culture and how to explain and break down our product

· Built and maintained an 86% offer acceptance rate (Goal set at 80%)

· Led and grew hiring for the Data department by 3.5x from 8 team members to 28 team members across Data for various IC and leadership positions

· Led and grew hiring for the Engineering department by 2.75x from 16 team members to 44 team members across the stack for various IC and leadership positions

· Negotiated job offers within approved budget and coordinated onboarding activities and timeline

· Created a standardized recruiter screen template for the Recruiting Team that was used universally to evaluate talent, answer questions about our culture, teams, tech stack, and product

· Maintained an average time to hire of 8.5 weeks per hire

· Utilized Bullhorn, LI Recruiter, and Microsoft Teams to handle full cycle recruiting processes for various technical and business positions

· Led recruiting efforts for all our clients who had niche recruiting needs that needed specific skill sets and difficult to find profiles

· Placed high-level talent in full-time positions for various tech startups across Data and Engineering (Frontend, Backend, Full-stack, Data Science, Data Engineering, Leadership)

· Sourced, recruited, and placed Product professionals including Product Design and Product Management at multiple levels

· Sourced, recruited, and placed Director and VP leveled positions

· Led Collabera's direct-hire division in total submissions and interviews for 2021, leading to 22 total placements

· Maintained an 85% offer acceptance rate (Goal set at 80%)

· Pre-closed candidates strategically to gain knowledge behind their search around interviewing timeline and activity, interest level, compensation requirements, culture and team fit, and tech stack/product interest

· Led our recruiting team through knowledge sharing sessions covering the technical market, funding raises, tech stack teachings, layoff updates, and new market trends

· Mentored new recruiters and helped develop/teach recruiting techniques

· Full life cycle recruiting and account management

· Sourced, recruited, and placed Engineering and Data candidates across the stack from Frontend, Backend, Full-stack, Mobile, QA, SRE, Data Scientists, Data Engineers, and Business Intelligence Engineers

· Partnered with high-growth tech start-ups to negotiate contracts, manage and track candidate pipelines, cultivate client relationships, close offers, and conduct knowledge-sharing candidate interviews to discuss compensation requirements, ranking, start-date, and interviewing activity/timeline to build client trust and contribute to the expansion of client’s technical teams

· Collaborated with hiring managers to create more efficient interviewing processes, which resulted in improving the candidate experience process and overall time-to-hire by 25%

· Facilitated client job order discussions to enhance a further understanding of the requisition specifics, employing clarifying questions to dive into the technical stack, environment, product details, and cultural nuances

· Maintained a 2/1 resume submittal to interview ratio with external clients

· Maintained an 88% offer acceptance rate (Goal set at 80%)