YAEL AZEKE

• Supported CSG, LATAM, and Technology & Product organizations with a team of 8-10 recruiters.
• Transformed external-only recruiting into internal mobility practices during workforce transitions.
• Coached and developed team to deliver equitable recruitment processes aligned with business priorities.
• Elevated team performance across Americas through leadership and data analysis training.
• Partnered with HR, talent management, and senior leaders to design succession planning programs.
• Redeployed over 60 positions, preventing RIF of high-performing talent through strategic compensation.
• Spearheaded Talent Connect Nurture program, enhancing retention of high-performing talent.
• Developed metrics and accountability processes, promoting two employees to leadership roles.

• Collaborated with HR business partners on succession planning and talent management strategies.
• Championed diversity, equity, and inclusion initiatives with university and organization partnerships and targeted events.
• Trained recruiting team on immigration processes, resulting in successful H1B visa transfers.
• Managed a team of recruiters to strengthen hiring operations across corporate and technology sectors.
• Partnered with J.Crew and Madewell leaders to attract talent across various functions.
• Drove recruitment strategy for Madewell’s technology executive team in preparation for IPO spinoff.
• Accelerated time to fill for security technology roles by 25%-40% through enhanced AI sourcing tools.
• Mentored junior recruiters on effective sourcing techniques and interview practices.

• Rehired by former manager to build out new technology, accounting, and supply chain functions for the LA home office; later transitioned to supporting ongoing corporate talent needs remotely from NYC.
• Served as HR Business Partner for NYC-based corporate team, providing onboarding, policy guidance, budgeting support, and employee relations, contributing to improved retention and team performance.
• Partnered with the executive team (CIO, CFO, COO, CPO) to recruit and scale technology, accounting, HR, and supply chain functions, resulting in 95+ strategic hires.
• Collaborated with HR leadership and hiring managers to realign headcount resources with business priorities, improving organizational alignment, budget effectiveness, and employee engagement.
• Provided training and support to junior recruiters on best practices.

• Senior talent lead for design, merchandising, digital marketing, e-commerce, global sourcing and production.

• Sourcing role for technology, nursing, sales, finance and miscellaneous roles focused on diverse talent.

• Managed and executed product launch of Clinical skincare products for global local marketing partners and sales teams.

• Developed business case and initial concepts for ANEW Men, Body and white space category development.

Served as partnership point for large consumer and marketing clients to ensure renewals of corporate

sponsorship yielding 90% annual renewals.

• Facilitated high impact career events for MLT Fellows and corporate partners specifically focused on

marketing skills seminars non mandatory event garnering best rated annual event by fellows and corporate

partners.

Hired after a successful summer internship project on research and business case for cause marketing

campaign in summer 2006 titled, “Seven Habits of Highly Effective Cause Marketing Strategies.”

• Led business case development to senior leadership and execution for Tropicana reduced sugar re-launch

with innovative new ingredient to offset declining category volume.

• Served as marketing recruitment lead for diversity and non-traditional channels across all three divisions of

PepsiCo Chicago resulting in increased placement of key MBA hires and enhanced employer brand for future recruitment

Hired as a business planning analyst and within 18 months promoted to Manager in Northeast Region

• Developed business and category management for five major regional accounts resulting in national award

nominations for 2 consecutive years due to improved category performance across dry, refrigerated and

frozen food categories.

• Managed team of business planning analysts resulting in promotion of once under-performing analyst and

increased project efficiency across team

• Marketing leadership rotational program for high potential talent comprised executive mentoring, two corporate marketing rotations and one people management role.