DAN SMITH
Prosper
Summary
End-to-End Recruitment: Sr. Recruiter with 8+ years of experience managing full lifecycle recruitment process for Software Engineering, Product, and GTM roles, including sourcing, screening, interviewing, and closing candidates • Start-up Experience: 6+ years of recruitment experience in a high-growth/fintech VC-backed SaaS startup environment [Seed, Series-A, B, C] and post-IPO companies [Sample Companies: Anaplan, Xpanse, InstaMed acquired by J.P Morgan, Hashicorp, The Reserve Trust; Series A start-up]
Overview
12
12
years of professional experience
1
1
Certification
Work History
Sourcing Specialist
Merakey
11.2023 - Current
- Partner with division recruitment teams to understand job requirements to source the most sought-after talent on the market. Achieved 100% offer-acceptance rate within 30 days of hire
- Build and maintain an active and robust pipeline of prospective candidates for current and future job openings
- Maintain accurate and updated records in our Applicant Tracking System (ATS) and Candidate Relationship Management System (CRM)
- Support recruitment teams with marketing and mass communications for hiring events
- Utilize LinkedIn Recruiter, Indeed, Noon.AI, and other creative sourcing strategies to find top talent
- Conduct initial pre-screens and interviews to assess candidates' skills, experience, and cultural fit - place in pipeline in CRM based on candidates interests and preferences
- [Merakey, a non-profit provider of developmental, behavioral health, and education services]
- 2024-2025 Achievements:
- Time-to-Fill: 28.00 days
- Time-to-Hire: 30 days, Offer Acceptance: Rate: 98%
- Hiring Manager Satisfaction: 100%
- Quality of Hire: 10/10
Sr. Recruiter
HashiCorp
04.2022 - 01.2023
- Managed the full cycle recruitment process end-to-end [from sourcing, interviewing to closing] to attract technical talent [Software Engineers and Technical Program Managers] across the R&D Cloud/Platform organization in the US, UK, Germany, and Canada
- Collaborated with Hiring Managers to understand their staffing needs and acted as a consultative advisor by facilitating kickoff meetings, advising on interview plans, compensation and workforce plan execution
- Managed 10-15 requisitions, provided timely updates regarding recruiting efforts to all stakeholders, consistently exceeded quarterly hiring goals of [made 7 hires per qtr, achieved an [offer acceptance rate of 100%] and [average time-to-fill of 28.0 days]
- Candidate Sourcing, Engagement & Experience:
- Utilized various sourcing methods, including cold calling, ATS sourcing, online job boards, social media, networking, and virtual job fairs to identify and engage potential candidates
- Developed and implemented a new candidate sourcing strategy via Triplebyte, resulting in 40% increase in qualified candidates and 30% decrease in time-to-fill
- Provided a white glove experience to candidates by offering timely communication, feedback, and support, ensuring a positive impression of HashiCorp
- Built and maintained a diverse talent pipeline to ensure a consistent pool of qualified candidates
- Candidate Assessment and Selection:
- Scheduled and conducted thorough candidate interviews and assessments to evaluate qualifications, cultural fit, and alignment with HashiCorp’s mission, values and principles
- Engaged and partnered with Hiring Managers and stakeholders in the recruiting process and established a weekly cadence of contact and feedback to determine the effectiveness of recruiting plans and workforce implementation
- HashiCorp delivers consistent workflows to provision, secure, connect, and run any infrastructure for any application [Products include Terraform, Vault, Consul, Waypoint, Nomad].
- Project Management:
- Lead companywide employee referral revamp project resulting in 20% increase in internal referrals across the R&D Cloud/Platform organization
- Mentored and coached sourcing team on new sourcing tools and candidate engagement resulting in 70% email response rate
- Supported end-to-end recruitment projects, ensuring timelines and deliverables are met, monitored and reported on project progress to HR leadership, made data-driven recommendations for process improvements
- Played lead role in annual training for hiring managers regarding interviewing techniques, hiring processes and efficient usage of Applicant Tracking System [Greenhouse]
- Employer Branding and Marketing:
- Partnered with People & Culture team and marketing team to enhance HashiCorp’s brand and corporate initiatives relating to Diversity, Equity, and Inclusion (DEI), resulting in [three hires female developers] for the Identity Access Management team
- Developed and maintained relationships with educational institutions, industry organizations to promote Hashicorp
- Data Analysis and Reporting:
- Compiled and analyzed recruitment metrics and KPIs to measure the effectiveness of recruitment strategies and make data-driven improvements
- Kept accurate job requisition information within Greenhouse ATS.
- 2022-2023 Achievements:
- Time-to-Fill: 28.00 days
- Time-to-Hire: 37 days, Offer Acceptance: Rate: 100%
- Hiring Manager Satisfaction: 100%
- Quality of Hire: 10/10
Technical Recruiter (Technical & Non-Technical roles)
The Reserve Trust Company
06.2021 - 12.2021
- Hired as Founding Recruiter. Took ownership of the full cycle recruitment process end-to-end [from sourcing, interviewing to closing] for assigned roles in Engineering, Product, Security, IT and non-tech [Finance, Operations, Sales and HR] as needed
- Collaborated with Hiring Managers to understand their staffing needs and acted as a consultative advisor by facilitating kickoff meetings, advising on interview plans, compensation and workforce plan execution
- Managed 15-20 requisitions, provided timely updates regarding recruiting efforts to all stakeholders, and consistently achieved an [offer acceptance rate of 95%] and [average time-to-fill] of 25.0 days
- Scaled engineering team from 5 to 20 Software Engineers [Golang; hard-to-fill role] within a 4-month window, reduced agency recruitment spending from [25% to 0% per hire]; resulting in more than 170k savings
- Candidate Sourcing, Engagement & Experience:
- Utilized various sourcing methods, including cold calling, ATS sourcing, online job boards, social media, networking, and virtual job fairs to identify and engage potential candidates
- Developed and implemented a new candidate sourcing strategy via Triplebyte, resulting in 40% increase in qualified candidates and a 70% decrease in time-to-fill
- Built and maintained a diverse talent pipeline to ensure a consistent pool of qualified candidates
- Provided a white glove experience to candidates by offering timely communication, feedback, and support, ensuring a positive impression of The Reserve Trust Company
- Candidate Assessment and Selection:
- Scheduled and conducted thorough candidate interviews and assessments to evaluate qualifications, cultural fit, and alignment with The Reserve Trust’s mission, values and principles
- Engaged and partnered with Hiring Managers and stakeholders in the recruiting process and established a weekly cadence of contact and feedback to determine the effectiveness of recruiting plans and workforce implementation
- [Series A start-up & the first fintech trust company with a Federal Reserve master account providing payments services to financial institutions and fintechs.]
- [Company lost regulatory license & closed down]
- Project Management:
- Played a lead role in the selection, implementation and setup of a new ATS (Greenhouse), managed data migration from Lever, and lead hiring manager training on efficient usage
- Coached, mentored and trained interview teams to ensure preparedness and effectiveness during the hiring process
- Partnered with other members of People & Culture team on corporate initiatives relating to Diversity, Equity, and Inclusion (DEI), employee engagement, and retention
- Data Analysis and Reporting:
- Compiled and analyzed recruitment metrics and KPIs to measure the effectiveness of recruitment strategies and make data-driven improvements
- 2021 Achievements:
- Time to Fill: 25.0 days
- Time to Hire: 30.0 days
- Offer Acceptance Rate: 95%
- Hiring Manager Satisfaction: 100%
- Quality of Hire: 10/10
- Sample Roles: Sr. Software Engineer [Golang], Software Engineer [Golang], Information Security Manager Data Architect, Help Desk Analyst, Agile Delivery Manager etc.
Strategic Recruitment (Technical & Non-Technical roles)
ORS Partners LLC
05.2017 - 05.2021
- Partnered with senior leadership of venture capital and private equity backed high-growth companies to understand their organization’s talent gaps and developed tailored recruiting strategy to assist them attract and retain high caliber talent
- Owned the full cycle recruitment process, end-to-end [sourcing, screening candidates, conducting initial interviews, candidate management throughout the hiring process, offer negotiation & acceptance] for technical and non-technical positions
- Managed 10+ requisitions at any given time and provided consistent communication regarding recruiting efforts through status updates (meetings, email updates, weekly reports) to all stakeholders
- Candidate Sourcing and Engagement:
- Utilized various sourcing methods, including cold calling, ATS sourcing, online job boards, social media, networking, and virtual job fairs to identify and engage potential candidates
- Developed and implemented a new candidate sourcing strategy via HireEZ, resulting in 40% increase in qualified candidates and 70% decrease in time-to-fill
- Built and maintained a diverse talent pipeline to ensure a consistent pool of qualified candidates
- Candidate Assessment and Selection:
- Scheduled and conducted thorough candidate interviews and assessments to evaluate qualifications, cultural fit, and alignment with company mission, values and principles
- Engaged and partnered with Hiring Managers and stakeholders in the recruiting process and established a weekly cadence of contact and feedback to determine the effectiveness of recruiting plans and workforce implementation
- Coached, mentored and trained interview teams to ensure preparedness and effectiveness during the hiring process
- [ORS Partners is a human capital consulting firm partnering with venture-backed startups nationally to deliver talent strategy and a portfolio of talent acquisition]
- Project Management:
- Played a lead role in the selection, implementation and setup of a new ATS (Greenhouse, Jobvite, ICIMS), managed data migration from Lever, and lead hiring manager training on efficient usage
- Coached, mentored and trained interview teams to ensure preparedness and effectiveness during the hiring process
- Partnered with other members of People & Culture team on corporate initiatives relating to Diversity, Equity, and Inclusion (DEI), employee engagement, and retention
- Data Analysis and Reporting:
- Compiled and analyzed recruitment metrics and KPIs to measure the effectiveness of recruitment strategies and make data-driven improvements
- 2017 2021 Achievements (Average)
- Time to Fill: 28.00 days; Time to Hire: 37 days
- Offer Acceptance Rate: 100%; Hiring Manager Satisfaction: 100%
- Quality of Hire: 10/10
- Sample Clients/Hires [I worked with the following companies and many others]
- 1.
- 20 Hires @ InstaMed (SaaS/Healthcare Payments (Acquired by J.P Morgan in 2019) Sample Roles: Software Engineer, Product Manager, Test Automation Engineer, Information Security Manager etc
- 2.
- 20 Hires @ Accolade (SaaS/Enterprise Performance Management (IPO in 2018) Sample Roles: Software Engineers, Product Manager, Operations Specialist etc
- 3.
- 5 Hires @ eMoney Advisor (SaaS/WealthTech (Acquired by Fidelity Investments in 2015) Sample Roles: Fullstack Developer, Principal Software Engineer
- 4.
- 3 Hires @ Xpanse [Fintech] Sample Roles: Senior Software Engineer, Software Engineer in Test, Client Manager, Marketing Manager etc.
Associate Recruiter
US Medical Staffing Inc.
06.2016 - 05.2017
- Managed the full cycle recruitment process end-to-end [sourcing, screening candidates, conducting initial interviews, candidate management throughout the hiring process, offer negotiation & acceptance] for exempt, non-exempt, contract and direct hire roles
- Led kickoff meetings with Hiring Managers to understand recruiting needs, create job descriptions while acting as a partner by providing consultative guidance regarding interview/hiring process
- Screened applicants for fit, conducted initial interviews, forwarded qualified candidates to Hiring Managers for interviews
- Managed 10-15 requisitions, provided timely updates regarding recruiting efforts to all stakeholders, and consistently achieved an [offer acceptance rate of 95%] and an [average time-to-hire of 30.5 days]
- Documented all candidate interaction in Applicant Tracking System; monitored and reported on KPI’s including but not limited to average time to fill, cost per hire, and rate of turnover
- [US Medical Staffing is a full-service mental health, behavioral health, school, and nursing referral agency]
- 2016 to 2017 Achievements (Average)
- Time to Fill: 28.00 days; Time to Hire: 30.5 days; Offer Acceptance Rate: 95%
- Hiring Manager Satisfaction: 100% Quality of Hire: 10/10
Technology Recruiter
Partners Consulting Inc.
06.2015 - 06.2016
- Managed the full cycle recruitment process end-to-end [sourcing, screening candidates, conducting initial interviews, candidate management throughout the hiring process, offer negotiation & acceptance] for assigned roles in Engineering, Product, Security, IT
- Led kickoff meetings with Hiring Managers to understand recruiting needs, create job descriptions while acting as a partner by providing consultative guidance regarding the recruiting process
- Managed 10-15 requisitions, provided timely updates regarding recruiting efforts to all stakeholders, and consistently achieved an [offer acceptance rate of 90%] and an [average time-to-hire of 28.5 days]
- Deployed creative sourcing strategies to build a pipeline of diverse high-caliber talent for current and future hiring needs
- [Partner’s Consulting is the first and only woman-owned Project Leadership company that helps enterprises meet the changing demands of technology]
- Sample Clients/Hires:
- 1.
- 10 Hires @ Comcast [Engineering/Project Management]
- 2.
- 10 Hires @ American Water [Engineering/Project Management]
- 2015-2016 Achievements (Average)
- Time to Fill: 28.5 days, Time to Hire: 37 days: Offer Acceptance Rate:90%
- Hiring Manager Satisfaction: 100% Quality of Hire: 10/10
Recruiter
Delta-T Group LLC
01.2014 - 06.2015
- Responsible for full life-cycle recruitment of exempt, non-exempt, contract and direct hire roles [Nurses, Substitute Teachers, Teachers, Mental and Behavioral Health professionals etc.]
- Reviewed, pre-screened and submitted qualified candidates to hiring managers
- Served as the liaison between managers and candidates throughout the interviewing process; schedule interviews and relay information as needed
- Tracked and managed all candidate interaction in Applicant Tracking System; monitored and reported on KPI’s including but not limited to average time to fill, cost per hire, and rate of turnover
- Worked closely with internal stakeholders to establish and/or design a tailored recruiting approach based on location or job
- [Delta-T is a full-service mental health, behavioral health, school, and nursing referral agency.]
Education
Associate of Art - Communications
Delaware County Community College
Media, PASkills
- End-to-End Recruitment: 8 years of experience managing full lifecycle recruitment process for Software Engineering, Product, Marketing, Client Services, Operations and GTM roles, including sourcing, screening, interviewing, and closing candidates
- Start-up Experience: 6 years of recruitment experience in a high-growth/fintech VC-backed SaaS startup environment [Seed, Series-A, B, C] and post-IPO companies [Sample Companies: Anaplan, Xpanse, InstaMed acquired by JP Morgan, Hashicorp, The Reserve Trust; Series A start-up]
- Talent Sourcing: 8 years of experience developing and executing innovative sourcing strategies to attract top talent in competitive markets
- Candidate Experience: Proven track record in providing white-glove candidate experience throughout the hiring process
- Metrics and Reporting: Experienced in analyzing recruitment metrics to assess the effectiveness of hiring strategies and make data-driven decisions Consistently achieved an offer acceptance rate of 98% and a time-to-hire average of 285 days
- Stakeholder Collaboration: Proven track record in providing consultative partnership to deeply understand hiring needs, craft effective job descriptions, and develop tailored recruiting strategies to attract and retain high-caliber diverse talent
- Tech Stack Knowledge: Strong understanding of Software development lifecycle (SDLC) and ability to discuss technical concepts relating to the following technologies in order to assess technical talent (Python, Java, React, JavaScript, Ruby on Rails, Golang, Azure Cloud, AWS, PostgreSQL, DevOps – Kubernetes, Docker Containerization, AWS, GCP, GraphQL, Kafka, Figma, Protopie, Distributed Systems, Microservices architecture, Event-based architectures
- Applicant Tracking Systems: [iCIMS, Lever, Greenhouse, Jobvite, Taleo, JazzHR etc]
- Recruiting Tools: Linkedin Recruiter, Builtin, Triplebyte, Google Custom Search Engines, GitHub, Stack Overflow, HireEZ, AngelList, NoonAI
- Industry Experience: Fintech, Cybersecurity, Healthcare, Edtech, Financial Services, etc
- Recruiting Certification: Certified Technical Recruiter 20-Recruiting Innovation [ID 85802432] [Technical training Course designed to equip Recruiters build credible, authentic relationships with technical candidates and hiring managers]
- Applicant tracking systems
- Data-driven decision making
- Onboarding processes
- Candidate sourcing
- Salary and benefits negotiations
- Job posting optimization
Certification
- Certified Technical Recruiter Credential ID: 59677859
- Issuing Organization: Recruiting Innovation, Denver, CO
- [Technical training specifically designed for what recruiters need to know to build credible, authentic relationships with technical candidates, hiring managers, and colleagues]
- Sample Topics:
- The Software Development Life Cycle (SDLC), Front End Engineering & Back End Engineering, DevOps Engineering, Product Management, DevOps Engineering, Tech Recruiting
- Engaging Software Engineers, Diversity, Equity and Inclusion
- Tech Recruiting Backend Engineers [2.0 Tech Recruiter Certification Program] Credential #: 84553523; Issued 2023-10
- Tech Recruiting Front End Engineering [2.0 Tech Recruiter Certification Program] Credential #: 84762389; Issued 2023-10
- Tech Recruiting Product Managers [2.0 Technical Recruiter Certification Program] Credential #: 83680939; Issued 2023-10
- Tech Recruiting Tactics [2.0 Technical Recruiter Certification Program] Credential #: 83305212; Issued 2023-10
- Tech Recruiting UX Designers [2.0 Technical Recruiter Certification Program] Credential #: 84220234; Issued 2023-10
- Technical Recruiting DevOps Engineers [2.0 Technical Recruiter Certification Program] Credential #: 83838764; Issued 2023-10
Timeline
Sourcing Specialist
Merakey
11.2023 - Current
Sr. Recruiter
HashiCorp
04.2022 - 01.2023
Technical Recruiter (Technical & Non-Technical roles)
The Reserve Trust Company
06.2021 - 12.2021
Strategic Recruitment (Technical & Non-Technical roles)
ORS Partners LLC
05.2017 - 05.2021
Associate Recruiter
US Medical Staffing Inc.
06.2016 - 05.2017
Technology Recruiter
Partners Consulting Inc.
06.2015 - 06.2016
Recruiter
Delta-T Group LLC
01.2014 - 06.2015
Associate of Art - Communications
Delaware County Community College
SAMPLE LINKEDIN RECOMMENDATIONS
- Arafat Mohamed, Director of Engineering-HashiCorp: “I was very impressed by Isaac's ability to source skilled candidates for open positions on my team. He spent time to get to know our needs and was diligent in finding relevant candidates in a timely manner.”
- Anthony Vitale, Software Engineer-The Reserve Trust Company: “Isaac is simply the best. He recruited me and many other engineers that not only had technical prowess, but were also wonderful to work with. He has a real knack for finding talent. He'd also go out of his way to check in with everyone, which in a completely remote department helped make everything feel way more connected and less lonely. Isaac would be an incredible asset to any team.”