D'Ana Hamilton

• Build pipelines of Qualified Executive VP to C-Suite level talent through sourcing
• Place and onboard over 80 Executive level coaches.
• Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
• Created and implemented forward-thinking initiatives to improve employee engagement through effective LinkedIn coaching webinars

• Empower clients to overcome personal barriers and set ambitious yet achievable goals while identifying and leveraging individuals' strengths to maximize their potential
• Guide clients in acquiring necessary skills and knowledge to excel in their roles
• Provide coaching in effective job search techniques to enhance career prospects.

• Launched a technical hiring process detailing core structured steps to increase time to fill and cost per hire.
• Coordinated de-brief and pre-brief meetings with technical interview teams to highlight candidate experience and prepping
• Improved time to hire efficiency turn arounds by 90% resulting in more offer letters in the first 2 weeks of job posting.
• Influenced and partnered with Executive Hiring Managers to improve and refine tech assessments within Engineering; yielding higher tech assessment score rates
• Effectively maintained great candidate experiences following up during 1 month hiring freeze period.
• Identified and utilized various diverse and inclusive sourcing channels to hire quality passive talent.
• Hired 4 priority tech roles the 1st month of being hired – (Eng. Manager, Sr. Front End Eng., Sr. Data Eng. Jr. Front End Eng.)
• Hired 15 new tech and product managers over a span of 3 months

• Managed all Recruitment and onboarding functions collaborating with finance, IT, HR, and all Hiring Managers.
• Sourced and placed hard to fill roles in wire harness (mechanical) drive train power electronics, BIW, Embedded Software Engineering, Controls Engineering (CAN, BMS, Autosar), Sales Operations Manager other sales roles.
• Implemented a full Greenhouse offer letter approval process with automated DocuSign integrations for new hire & Hiring Manager employee signatures.
• Implemented full 30/60/90-day onboarding process for all new employees unique to Motiv Power Systems company culture.
• Managed reporting to the Director of HR weekly recruitment metrics data for all departments.
• Trained all interview team members and hiring managers in navigating through Greenhouse.
• Hosted and Lead all Job Career Fairs with net positive success rate in attracting diverse talent.
• Founded the first ERG called Blacks and Indigenous for safe spaces.
• Hired over 50 technical and non-technical talent in the pandemic year in 2021. Hired 90 employees’ majority Engineering talent during the pandemic. (Director of Product, Principal Power Electronics Eng., Electrical Engineering Manager to name a few)

• Managed recruitment process for 20+ Full stack engineering, Data Science roles, iOS Engineering Manager, Sr
• Android Engineer and Infrastructure Manager and more roles
• Utilized, Boolean and X-ray sourcing, LinkedIn Recruiter, Hired, Entelo, SwitchApp, Underdog.io to source passive candidates.

• Executed and Delivered Top Tier Full life cycle recruiting as follows: R&D Engineering, Information Technology, QA and Executive (Director and VP Product Management) for Control 4, Principal Business Analyst and Project Manager for Stanford Health Medical Center
• API App Developer positions for Rally Health
• Software Engineer positions for autonomous driving startup company Roadstar.AI.

• Hosted weekly calibration meetings with hiring managers to effectively determine ways to overcome past high attrition rates to attract and retain talent.
• Responsible for full life cycle recruiting, sourcing and placing key hard to fill positions on a global spectrum in EMEA markets.
• Vetting and evaluating technical talent and providing informative candidate experiences.
• Created job postings and offer letter approvals for C Level Executives review and approval through Green House within a 24-48hr-turnover response rate.
• Hired over 20+ hard to fill roles during my duration with Wikimedia Contractor.

• Responsible for engaging passive candidates detailing demos during interviews converting from passive to fully engaged new-hires.
• Placed candidates after thirty days leveling candidates to onboard welcome meet and greet with C Level Executives.
• Effectively hosted and organized tech meet ups to attract candidates.
• Effectively managed Tech and Product process through Jobvite ATS.
• Managed 50 outreach cold prospecting per day, training Technical Recruiters on best practices to attract top talent.

• Addressed challenges faced retaining talent to solve talent gaps within the Technical Operations Engineering department with hiring managers
• Cultivated relationships with key candidates and niche talent pools in telecommunications networks, defined according to long-term initiatives and direction of the organization.

Honors: Alpha Chi National Honor’s Society

• Honoree of [Honor Name]
• 3.8 GPA

• Honor Roll 2002-2003
• 3.5 GPA