Absolutely. So I got involved in recruiting because my dad was a software engineer and recruiters were constantly calling the house attempting to recruit him. So that gave me enough terminology and familiarity that allowed me to eventually go work for a staffing agency where I was for eight years. And then I decided the good house and work directly for ended up working for a series of startups. Ah, number of large companies like Google and Microsoft, Um, and eso. Now, I've worked for about 12 different startups in a variety of different technologies, from hardware to software. And, um, I've also expanded a little bit to doom or of people, ops and human resource is which is something that you get a lot of exposure to as a recruiter and live here in beautiful San Francisco. The heart of, you know, everything tech and some of the experiences that shaped my career were the opportunities given me at a company like Google, where after six months I was promoted to a lead. I had a team of eight, which is a recognition, and so that opened up a lot of opportunities. I describe it as he once he worked for Microsoft or Google or Amazon or Apple. You sort of have, ah, almost like a track you can very easily a transition from one to the other.this person is, um, cover with doctor, engineer and corrupt.eventually joining a staffing agency where I work for a couple of years, which gave me great exposure to a lot of different technologies, a lot of different sized companies. Before I joined my first startup in 99 eso I actually went from an agency to going in house and working specifically for one company. And, um, the experiences that really shaped my life one in particular would be the time that I spend it. Google, where I was eventually promoted to lead and had a team of eight. Andi, that really helped me, um, refine what it meant to be a good leader and, um, mentor and grow team Andi and it also, you know, opened up a lot of doors. Having that kind of brand recognition on my resume, you know, helped ensure that I could kind of pick and choose What companies. Um, I went thio after I left Google

sure. So top priorities Air Really identifying and screening strong talent secondary would be the the on boarding process. Once you've identified that person, you've made the decision with the hiring managers that you're gonna move forward with an offer making sure that those you know, first couple weeks go smoothly and they feel welcome and have the resource is and prior, uh, processes, uh, that they need to be aware of on then the third is kind of that ongoing employees nurturing, making sure that they understand what's expected of them if they perform well what the rewards would be assed faras. You know, potential promotions increases in compensation on day. We're always looking at benefits. You know what can what can we do to attract more talent? What's important to them? Um, the average day varies pretty dramatically, you know, one day it could be that I get an email from the CEO saying that we urgently need a particular position. Eso you know, ramping up on those, uh, those new hires. Maybe I get something related Thio employee performance. A manager might contact me to say that they need Thio. They need me to intercede and have a conversation with employees that might not being expect. Be meeting expectations. Um, and then there's, you know, just general request from employees. You know, they might request, um, a treadmill so that they can start to work out in the office. They might request, you know, other types of perks. Um, and so the day, various, pretty dramatically, um, there's there's working in a large company that ours tend to be more steady working in a startup. The hours are really all over the place. I may have emails that I need to respond to urgently in the middle of the night. Um, or I may have to get up early in order to communicate with somebody in another time zone. Um, and so I would say, on average, I'm probably working, you know, 10 to 12 hours a day. Um, a larger company. It's probably more balanced, you know, probably closer than you know, nine or 10 hours

So on the recruiting side, I tend Thio leverage linked in pretty heavily being the largest of the network. So I can use it to identify both passive and active candidates. I can advertise and market my positions. There had a lot of luck with that. With more specialized positions, I might use something like higher tool, which is more geared towards, uh, finding contact information. Eso that Aiken reach out directly to people who may be on ah platform like Lincoln or get hub or something where I need to make sure that I sort of, you know, cut through all the noise that they might be receiving. Uh, recruiters and human resource is also uses a T s s applicant tracking systems. Although I'm not utilizing one right now, my favorite, based on all the ones I've used in the past, has been greenhouse very comprehensive, good reporting functionality. Um, I always like to joke that, you know, regardless of whether I work for a big company or small company, there's always a spreadsheet out there, too that where I'm also actively tracking, uh, candidate activity where they are in the process, things like that. So the preferred tools for my trade are largely Lincoln Greenhouse and you know, some sort of spreadsheets and excel. In most cases, or Google sheets, I tend Thio. Most of the companies I worked for tend to use the G suite from Google. Um, easy to set up. It's got a lot of functionality. Eso those air, I would say We're probably my most go to tools, which also works for data sources to when it comes to being able, Lincoln will show you the likelihood that somebody is to respond to a targeted email.