1️⃣ Hit Presidents Club every year2️⃣ $1.5M in Revenue produced each year in 2022 and 2023, with over $2.5M in Revenue produced in 20243️⃣ Full desk recruiting: business development, account management, and recruiting. Managing up to 20 accounts at any given point, making between 40-50 placements, and bringing in up to 10+ new clients each year in AI and B2B SaaS4️⃣ Leader over multiple recruiters (5) + running internal training & operations for efficient scale across the whole company (25)Quantum is a new category of recruiting firm focused on building VC-backed AI, SaaS, and Web 3 Startups from Seed through IPO. We don’t just place people, we build entire companies.➡️ We partner intimately with Tier 1 VCs & Founders to assemble world-class executive suites and full team build-outs across Engineering, Product, Finance, & Go-To-Market.➡️ Our team is comprised of highly specialized .01% Recruiters that operate with next-level precision, startup speed, and elite standards. Simply put, we're the firm Founders trust to run through walls and generate unparalleled results. ➡️ To date, we've generated 500+ successful placements with hundreds of companies backed by VC's like Sequoia, a16z, Lightspeed, Coatue, Bessemer, Index and Craft Ventures.Clients include: Character AI, Scale AI, Together AI, Hebbia, ClickUp, Rippling, Hume, Voyage AI, Alchemy, Lightspark, Yuga Labs, DyDx, Magic Eden, Moonpay, Verkada, Robin AI, Aptos, X1, Anomalo, Kandji, Chroma, Orby AI, Wisdom AI, Federato, Dream AI + many more! https://www.quantumtalent.io/

Description:I was over the Revenue and Technical recruiting teams (2 Tech Recruiters, 2 Revenue Recruiters, and 2 RCs), covering hiring for all positions within Revenue, G&A, Engineering, Product, and Risk. Built team to 2 Recruiting Managers, 2 Tech Recruiters, 1 Sales Recruiter, and 2 RCs before my exit from the company. Over the course of my 3-year career at Divvy, I hired ~600 people in total between Individual Contributor hires, Senior Leaders, & Executive hires. My Highlights:• Built Recruiting team between Jan/March, hiring 2 Tech Recruiters, 1 Rev Recruiter, and 1 RC (the previous team was laid off due to Covid economic impacts)• Built a hiring and training program that made recruiters highly effective, where recruiters were making hires as soon as their 2nd or 3rd week of employment (but really, just hire kick-ass recruiters ;) )• Owned primarily Senior Leadership and Executive hiring once Recruiting team was fully ramped and performant• Personally hired 146 people out of 300+ total external hires in 2021 (39 in Prod/Eng; 73 in Revenue; 34 in G&A) through establishing mature applicant, referral, and sourced candidate pipelines and processes• In Q1 of 2021, my Tech Recruiter and I blitz hired 74 people (59 in Eng; 15 in Prod) while still adhereing to culture and values alignment. This was a huge win for the business due to some very large product pushes

Description:I was over the Revenue and Technical recruiting teams (2 Recruiters and 1 RC), covering hiring for all positions within Revenue, G&A, Engineering, Product, and Risk.My Highlights:• Own full life cycle recruiting process from first candidate interaction to hire and onboarding• Play role of "Player Coach,” recruiting and leading• Built a team of 4 with 2 full life cycle recruiters and 1 RC in Jan/Feb 2020 • Personally hired 136 people out of 153 total external hires in 2020 (22 in Prod/Eng; 92 in Revenue; 22 in G&A) through establishing mature applicant, referral, and sourced candidate pipelines and processes.• Establish recruiting processes and strategies that support low Cost-per-Hire, averaging $1,247• Streamline recruiting processes where Time-to-Hire takes 18 days on average; 14-28 days for engineering departments specifically• Manage progress on company-wide recruiting initiatives and goals/KPIs• Own many other initiatives to help scale the business, such as compensation leveling & analysis; employer branding; process improvement; and department and company-wide targeted trainings, etc.• Continually train and educate business on initiatives that breed healthy and adequate scale in hiring, such as unconscious bias, D&I, interviewing best practices, etc.through establishing mature applicant, referral, and sourced candidate pipelines and processes• Assisted in company-wide layoff in May 2020 due to Covid economic impacts, resulting in 100 people being laid off, only to hire those vacant spots back in Q3/Q3 of 2020. (My whole recruiting team was also impacted)• Built out immigration process supporting hires needing sponsorship. Led the setup of the legal and compliance structure needed to support this function.• Opened CA and NY as areas to hire remote talent out of, after leading the setup of legal and compliance structures needed to support hiring in those areas. • Was promoted twice within a 14-month period

Description:1st TA hire and 2nd on the HR team. I am directly over all Recruiting, Hiring, and Candidate Experience at this rocket ship of a startup! • Primary Coverage: Software Engineering, Product/UX, Ops/IT, Risk/Finance/Credit • Secondary Coverage: Sales, Business Development, Marketing, Success, SupportMy Highlights: • Personally hired 151 people out of 249 total external hires in 2019 (89 in Prod/Eng; 41 in Revenue; 21 in G&A) through establishing mature applicant, referral, and sourced candidate pipelines and processes• Personally hired ~60 people in 2018 • Established key processes for scale such as implementing an ATS (Lever), building SOPs for recruiting, interviewing, hiring, onboarding, etc.

Description:Responsible for Full Desk recruiting, covering end-to-end Recruiting, Account Management and Business Development for Engineering, Ops, Product, and IT professionals across the west coast. My Highlights:• Consistently made 3-5 placements a month, covering Engineering, Ops, Product, and IT positions across the whole SDLC in Contract, Contract-to-Hire, and Permanent positions; while also managing the entire book of business and full life cycle recruiting process• Made company $430k in revenue first year of recruiting and surpassed that figure by the 9th month in second year of recruiting• Generated new client contracts and leads through business development practices and personally managed those accounts; acting as a strategic partner and consultant in hiring/requisition needs• Involved personally throughout the entire recruitment process from sourcing/hunting, all the way to closing the candidate on client offers- Also involved throughout entire recruitment process in account management, (parallel to recruiting), managing the candidate pipeline• Assisted heavily in build-out and implementation of new recruiting processes• Lead presentations at colleges, technical user groups, and meet-ups on market best practices for job hunting, compensation negotiations, resume building and interviewing (Career Coaching)• Was promoted twice within 2 years

See highlights in "Senior Technical Recruiter" above.

Description:My job is to ensure the progression of sales and products through operations and employee progression, while also being accountable in my personal sales production as well. (**Closed down my team that was covering eHome Solutions**)My Highlights:• Recruited, managed, and helped organize a sales floor of 12 sales reps.• Progressed the sales floor into a high-performing team, where at one point scheduled 130 appointments a week with almost 20% of those appointments being sold and closed on solar.• One of the top sales reps above those I managed and trained.• Helped organize and train other sales offices to replicate the sales model I assisted in creating. • Organized lead generation and other affiliate partnerships.

Description: SunEdison was once the world's largest renewable energy company (**Went bankrupt beginning of 2016**). They launched their first inside sales department at the beginning of 2015 in Orem, UT, where I was then hired as an Inside Sales Rep and was later promoted to an Inside Sales Team Lead. My Highlights:• Was one of the top three reps leading in sales on an inside sales floor of 50 people• Was promoted to a Team Lead of 10 sales reps after three months of being a top-performing salesman• Brought the lowest producing team to the top producing team on the sales floor out of four 10-15 man teams• Ensured every person on my team was producing and working efficiently toward daily goals/benchmarks while making sure their needs were met as well

My Highlights:• Was continuously in the top 3 or top 5 sales reps each month, on a floor of 50 other SDRs• Inside Sales Rep calling on cold and hot leads, to set demos for the Account Executives to close• Was making anywhere from 100-300 calls per day, while nourishing the database

My Highlights:• Served as a Fire Team Lead over 3 other marines, ensuring their ability to function as infantry riflemen in a four-man fire team• Served as a Combat Radio Operator under the Platoon Sargent• Was meritoriously promoted due to my test and fitness scores• Ranked in the higher tiers of my test and fitness scores in my company• Took many instructional and leadership courses throughout my service