About
Currently supporting Director+ SWE and E8+ SWE hiring at Meta!
Experience
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Education
Volunteer Experience
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Volunteer Leader
Chicago Cares
- 2 years 6 months
Poverty Alleviation
Manage a team of up to six (6) volunteers supporting the residents of an interim housing facility teaching job-readiness basics. We provide one-on-one assistance for residents and help them develop the skills they need to ultimately achieve self-sufficiency.
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VP of Membership
Toastmasters International
- 2 years 2 months
Board member of Lakeview Toastmasters, a not-for-profit membership based Public Speaking Group. I am the initial point of contact and manage the communication cycle through dues processing.
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Linksoft Technologies
Most hiring delays start at the top of the funnel. 300 applications. One recruiter. Limited resume evaluation bandwidth. At an average of 3 minutes per resume, first-level screening alone can consume 15+ hours per role. Under time pressure, decisions default to surface signals like, brand names, job titles, keyword density. Context is lost. Strong candidates are often filtered out early. This is not a sourcing problem. It is an assessment scalability problem. Lemonvolt’s Resume Scoring introduces structured evaluation into high-volume screening. Each resume is parsed and matched contextually against the job description and recruiter notes. The system evaluates: - Role relevance across experience history - Applied skill depth mentioned within the experience - Responsibility alignment with expected outcomes Candidates receive a contextual fit score, generating a list of top candidates based on structured criteria that closely resembles manual intent. Book a Demo Now! https://lemonvolt.com/ #HiringOperations #RecruitmentEfficiency #HRTech #TalentLeadership
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Adriano Herdman
The top 10 Talent Acquisition plays of 2025 (based on conversations with 75 leading TA operators) Most of the gains this year didn’t come from shiny new tools. They came from executing fundamentals with real rigor. Here’s what moved the needle 👇 1. Persona-based candidate messaging Teams that interviewed real employees and built messaging around actual motivations consistently outperformed generic outreach. 2. Email sequencing (done properly) Not “send one nice message and hope.” Structured, multi-touch sequences that compound over time. 3. Firmographic market mapping Using tools like Dealroom or Crunchbase to understand who you’re really hiring from before sourcing even starts. 4. Centralised messaging + A/B testing High-performing team leads provided frameworks, tested messages, and scaled what worked. 5. Recruiter battle cards Prepared responses for common objections, grounded in real value propositions. 6. Candidate experience as a competitive advantage Forward-looking, thoughtful feedback that creates goodwill, even for candidates you reject. 7. AI as a multiplier, not a role replacer AI taking admin, triage, and prep work, recruiters focusing on judgment and relationships. 8. Systemised AI use across teams Not “everyone experimenting in isolation,” but shared workflows, prompts, and standards. 9. Sourcing as a strategic intelligence function. Top teams treat sourcing as a way to gather market data, signal shifts, and inform strategy. 10. Hiring like a GTM motion Clear ICPs. Tiered effort. Measurable funnels. TA borrowing discipline from sales and marketing. The pattern? Nothing here is magic. It’s about systems, clarity, and execution quality. 2026 won’t reward teams that do more. It’ll reward teams that do the right things, consistently. Which ones have you experimented with?
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