Technical recruiting case studies

JDA TSG: Delivering Intuit’s proof-of-concept hire

As Director of Talent Acquisition at JDA TSG, a Microsoft Premier Partner, I led national recruiting for specialized technology, engineering, and consulting roles. My work included Microsoft’s Premier Field Engineering program and enterprise recruiting for clients including the NFL and Intuit.

Directing talent acquisition for Microsoft Premier Field Engineering

I led nationwide recruiting supporting Microsoft’s Premier Field Engineering (PFE) program and managed recruiting teams in India. I worked with hiring and client leaders to identify engineers and consultants who could apply their technical expertise in enterprise client environments.

Search intake covered both technical depth and client-facing delivery. I used those requirements to guide market mapping, passive candidate outreach, and assessment across engineering and consulting searches.

Intuit proof-of-concept hire

Executive leadership selected me to deliver a specialized hire for Intuit. The search was a proof of concept: a successful placement would give the client a concrete example of JDA TSG’s ability to deliver hard-to-find technical talent and give our team a basis for discussing additional work.

What I owned from intake to onboarding

• Intake and stakeholder alignment. I worked with hiring and client stakeholders to translate the technical requirements into a candidate profile and establish what the hire needed to demonstrate.
• Sourcing and assessment. I ran the search, engaged candidates, assessed their fit against the requirements, and managed the interview and selection process.
• Onboarding. After selection, I managed the handoff and helped accelerate onboarding so the recruiting team could deliver on the original assignment.

What we delivered

We filled the role. The completed hire gave JDA TSG a specific delivery example to bring into conversations about expanding the Intuit relationship.

Inogen: Leading medical-device recruiting across six functions

I joined Inogen after a former PennyMac talent acquisition executive recruited me to help strengthen hiring during a period of organizational growth. I supported 78 open requisitions across R&D, Finance, Engineering, Medical, HR, and IT, and provided daily direction and coaching to three recruiters and two sourcers.

Overseeing IT recruiting at Inogen

I oversaw all IT recruiting within my talent acquisition remit. I worked with IT hiring leaders to clarify requirements and agree on which searches needed attention first. I coordinated recruiter and sourcer workloads across IT, engineering, R&D, and other functions as priorities shifted. The 78 open requisitions spanned all six functions.

Setting priorities across technical and corporate hiring

With six functions drawing on the same recruiting team, I partnered with business and HR leaders to identify which vacancies needed attention first and where to assign recruiting capacity. I worked with the Senior Director of Talent Acquisition on strategy, workload management, onboarding, and team development while keeping critical searches moving.

Where I stayed hands-on

I coached recruiters and sourcers on their searches, contributed to strategic sourcing, and helped build talent pipelines for specialized roles. The work required balancing hiring speed with the requirements of a regulated medical-device business. That meant keeping the qualifications needed for each search in view as hiring priorities shifted.

Scope of responsibility: 78 open requisitions, six business functions, and daily coaching for five recruiting and sourcing professionals.

Accenture: Delivering 172 hires in two quarters

As a Senior Technical Recruiter supporting Accenture’s Outsourcing Growth Platform, I recruited for business process, infrastructure, and application outsourcing initiatives across U.S. and international markets. I managed one of the larger recruiting workloads in Infrastructure Services, where the work ranged from specialized engineering searches to high-volume technical hiring.

Leading IT hiring for Software Utility Services

I ran recruiting for Accenture’s Software Utility Services program and handled its IT hiring. I worked with hiring leaders to turn requirements for application, infrastructure, and support positions into search criteria that recruiters and interviewers could use consistently.

The technical roles I recruited

My searches included solution architects, delivery account managers, network and telecom engineers, systems and database administrators, project and program managers, and Tier 2/3 technical support professionals. I partnered with hiring leaders to clarify which technologies candidates needed to have worked with directly and what they would own after joining.

How I managed the full recruiting cycle

I translated technical requirements into targeted sourcing strategies, reached out to passive candidates, and managed qualification, interviews, assessments, compensation discussions, and reference and employment verification. That gave hiring teams a consistent way to evaluate candidates across a wide range of roles.

Results and recognition

I delivered 172 hires in the first two quarters of 2015, including 26 in a single month. Accenture recognized me as a top recruiter and featured me in its September 2015 Recruiting Spotlight.