Technical RecruiterGap Inc.Minneapolis metro

Tech Recruiter.Process Builder.

I partner with technology leaders at Gap Inc. to hire product, data, and engineering talent through the Senior Director level. Alongside full-cycle recruiting, I design the tools, processes, and training that help talent acquisition teams operate with greater speed and consistency.

Experience12 yrsrecruiting and sourcing
Roles recruitedCampus–Sr Dirpositions filled across my career
Employers5Gap, Cargill, Meta, Target, Kohl's
Enablement9training programs delivered
View featured case study Contact
01 Career

Professional experience

2024 – Present

Gap Inc.

Technical Recruiter

Lead full-cycle recruiting for product, data, and engineering roles through the Senior Director level, while developing AI tools and process improvements for the broader talent acquisition team.

2023 – 2024

Cargill

Lead Recruiter

Directed global recruiting for corporate functions and led a cross-regional initiative to establish recruiting process standards.

2021 – 2022

Meta

Technical Sourcer

Sourced engineering and technical talent and created a training program to strengthen sourcers' technical fluency.

2016 – 2021

Target

Sr. Talent Sourcer → Lead Executive Recruiter

Progressed from sourcing to senior technology recruiting, then led technology recruiting and a pod of campus technology recruiters.

2009 – 2016

Kohl's

Merchandise Analyst → Campus Recruiter

Built a foundation in retail merchandising and analytics before transitioning into talent acquisition.

Education
2009

University of Wisconsin–Madison

Bachelor of Science

Retailing

02 Featured case study

Market Insights GPT

Talent market intelligence was concentrated among a small group of licensed users, leaving most recruiters without a reliable way to advise hiring managers. I co-developed and launched a custom GPT that extended market insight to the full recruiting organization, independently presented it to the AI Governance Board for approval, and built and co-delivered the rollout training.

Organization-wideaccess to talent market intelligence
All functionssupporting searches from field leadership to executive roles
Concept to adoptionco-developed, approved, and rolled out
  1. 1.0

    Business problem

    Market data resided in a licensed platform with limited seats. Most recruiters lacked timely insight into talent supply, competitive landscape, and location strategy when advising hiring managers.

  2. 2.0

    Development

    I co-authored the GPT's configuration and instructions so recruiters across every function could apply it to searches at any level.

  3. 3.0

    Validation and pilot

    I co-developed a structured testing approach and partnered with recruiting colleagues on a pilot to refine accuracy and usability before broader release.

  4. 4.0

    Governance approval

    I independently presented the solution to the company's AI Governance Board, addressing intended use and safeguards, and secured approval for enterprise rollout.

  5. 5.0

    Training and adoption

    I built the rollout training, covering appropriate use cases, effective prompting, and how to translate output into hiring manager guidance, and co-led its delivery to the recruiting team.

  6. 6.0

    Impact

    Market intelligence is now available on demand across the recruiting organization, with sustained adoption across functions.

03 Additional work

Selected projects

Process · Gap Inc.

Executive referral process

Executive referrals arrived through fragmented channels without consistent follow-up. I contributed to the redesign of a centralized, company-wide workflow that standardizes routing, recruiter feedback, and communication back to executives.

The process remains in place today. I also developed the rollout presentation for senior leadership and the talent acquisition team.

Enablement · Target

Technical interviewing training

Alongside a fellow recruiter, I co-led a formal training program for technology hiring managers, developed by Target's Learning & Development team, that prepared them to lead consistent and effective interviews. The curriculum covered the end-to-end interview process, interviewing best practices, effective note-taking and documentation, bias awareness and mitigation, and conducting technical coding interviews.

Established a shared interviewing standard that supported fair, well-documented, and consistent hiring decisions.

Enablement · Meta

Tech 101 for Sourcers

I designed and launched a recurring training program that built sourcers' fluency in the company's technologies, product organizations, and onboarding experience.

Adopted as a standing program within the sourcing organization.

Independent project · In development

R³

R³ (Robot Readable Reqs) is an assessment tool that evaluates job postings on two dimensions: how effectively AI application agents can interpret them, and how accurately they surface when candidates research roles through conversational AI.

Designed for employers and recruiting teams, in development as both a custom GPT and a web application.

04 Enablement and tools

Training and expertise

Training programs delivered

  • Tech 101 for Sourcers
  • Market Insights GPT rollout
  • Intro to AI Prompts
  • Technical Interviewing for Hiring Managers
  • Sourcing Strategy
  • Talent Assessment
  • Negotiation Strategy
  • Managing Objections
  • Digital Accessibility

Technology

  • LinkedIn Recruiter
  • SeekOut
  • Entelo
  • Workday
  • Avature
  • SuccessFactors
  • Taleo
  • Handshake
  • ChatGPT custom GPTs
  • Claude
  • Lovable
  • PickleAI
  • Powtoon

Recognized as a top 10 Entelo user at Meta.

Professional development

  • Workday Basics · Coursera
  • Workday Rising 2026
  • SourceCon 2023
  • SourceCon 2017
05 Contact

Get in touch

I welcome conversations about opportunities in technology recruiting, talent acquisition operations, and HR and TA technology. Email is the best way to reach me.

LinkedIn profile

Resume available on request