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Responsible for targeted business partnership with assigned senior leaders and business areas. Additionally, in partnership with corporate human resources centers-of-excellence, broadly accountable for divisional strategy relating to compensation management and talent acquisition.

Responsible for all employee relations, organizational development, and performance management within the US-based engineering organization, an employee base spanning all seven of Mobiquity's onshore offices. Also responsible for management of several global human resources programs, including Mobiquity's compensation management program. Directly managed US employees, indirectly managed India employees.

• Facilitated three complete reorganizations of Mobiquity’s global engineering organization, impacting 150 employees on average, across 9 offices on 3 continents
• Built and rolled out Mobiquity’s global compensation management program, incorporating pay grades, cost-of-living adjustments, geographic and disciplinary role indexing, and target compa-ratios tied to performance
• Developed and rolled out a global paid-time-off system which incorporates a proprietary integration between our HRIS (ADP WorkforceNow) and our financial system-of-record (NetSuite OpenAir)
• Planned, implemented, and assessed the effectiveness of 10 training programs, ranging from week-long, distance learning seminars to months-long, boot camp-style classroom courses
• Directly managed an office administrator and a rotating population of software developers

Oversaw all resourcing and project assignments within the software development and quality assurance organizations. This involved making strategic placements based on experience, relationships, skills, and interests in order to maximize productivity, effectiveness, and employee engagement. In addition, carried many responsibilities from prior position, including general human resource and organizational development functions within the Southeast region. Served as a subject matter expert around technical recruitment and continued to lead Mobiquity's university recruitment program.

• Spearheaded a new technical project resourcing process emphasizing skill and goal matching; this involved developing a deep and technical understanding of each unique project prior to making resource assignments
• Achieved a year-end average of 74% billable utilization across all resources in the engineering organization, an increase over 2013 in a year in which headcount increased by 100%
• Retooled Mobiquity's university recruitment program to focus on relationship-building with key schools and students
• Developed the organization’s training around technical sourcing and recruitment; mentored new hires

Responsible for all staffing within the Southeast region. This region included Mobiquity's onshore development center, which is its largest regional office. Additionally, owned many aspects of national and international technical recruitment as well as multiple human resources functions.

• Sourced, screened, hired and onboarded over 60 new employees, primarily engineers.
• Created and executed our university hiring program. This involved in-depth research in order to determine which universities were graduating students in whom Mobiquity would be interested-- and who would be most interested in Mobiquity.
• Discovered, courted and rolled in a small design & development shop local to the Gainesville dev center. Through this acquihire, Mobiquity gained significant recurring revenue in addition to a technical manager, a web developer and a visual designer.
• Drove the formation of the Gainesville development center’s office culture. In conjunction with the Managing Director, Learning & Development Manager as well as our early-hire individual contributors, helped create an environment which fosters creativity, encourages independent thought, and emphasizes the importance of results over process.
• Instrumental in establishing-- and revising-- an organizational layout for an office that grew from zero to fifty people in under a year.
• Key contributor to OnRamp, an 8-week-long, boot camp style paid training program through which Mobiquity hires high-potential recent graduates-- and some college dropouts-- and teaches them to develop enterprise-scale software collaboratively using an agile development process.
• Partnered with the Learning & Development Manager to create Mobiquity Paths, a formalized set of criteria and milestones for promotion within the technical organization. Performed all discovery and stakeholder interviews. Also worked with key stakeholders, including senior management, to create a deliverable program.

As a Senior Technical Recruiter within this full-service, third-party recruiting firm, was responsible for identifying and courting top talent across an array of sectors and at all levels of the technical ladder. Clients included industry mainstays such as Amazon.com, Condé Nast Publications, Samsung Semiconductor and Advanced Micro Devices as well as startups like Vital Connect and S Machines.

• Developed a reputation within the firm as a subject-matter-expert with regard to software-related roles
• Made over 30 direct hire placements, generating approximately $650,000 in revenue.
• Revenue leader for Q3 and Q4 of 2012

Responsible for merchandising Kraft's DSD line, primarily Nabisco-branded products. Tasks included:

•	Merchandising deliveries and backroom overstock
•	Maintaining a working knowledge of the entire Nabisco line of products along with a number of Kraft-branded breakfast and baking products
•	Conditioning shelf and display-product to best facilitate sales volume
•	Securing display space through use of effective sales techniques -- and building said displays
•	Developing and maintaining relationships and rapport with key store personnel
•	Traveling extensively within New York State, typically within a range of 250 to 350 miles per week
•	Maintaining accurate travel and merchandising records

Primarily responsible for the management of sales accounts, ranging from large-format (supermarkets) to small-format (convenience stores, gas stations, etc.) locations. These responsibilities included:

•	Maintaining stock levels through appropriate ordering and stocking practices
•	Effectively merchandising product to drive sales
•	Forming and maintaining positive relationships with account holders (store managers, store owners, department heads)
•	Communicating with other sales representatives, delivery drivers and company management in order to ensure proper delivery scheduling and administrative cohesiveness with regard to individual accounts
•	Building and maintaining familiarity with a large, ever-changing catalog of products in a number of categories (ice cream, frozen novelties, frozen food, perishable foods, packaged pastries)
•	Traveling extensively within New York State, typically within a range of 500 to 600 miles per week

Responsible for ordering and stocking the bulk foods section of the store. In any downtime, was also responsible for keeping the vendor-distributed bread section maintained. Daily duties included:

•	Inventorying bulk product on-hand and ensuring availability on the sales floor
•	Ordering product not-on-hand for delivery the following day
•	Maintaining cleanliness of the bulk foods section (scraping, mopping, sweeping, etc.)
•	Keeping the vendor-bread section stocked and attractively merchandised
Was also responsible for fielding frequent calls from customers with questions about the bulk foods section, and communicating with different levels of Tops management to ensure proper departmental procedures were upheld.