Jessica Claire
  • , , 100 Montgomery St. 10th Floor
  • Home: (555) 432-1000
  • Cell:
Websites, Portfolios, Profiles
Professional Summary

Talent Acquisition Professional well-versed in the Information Technology industry. A charismatic leader who is result-oriented and a driver of change. Able to communicate and interact effectively with individuals of all levels and diverse backgrounds. Articulate and creative, always offering innovative and practical solutions. Bring enthusiasm to team projects and encourage others to develop workable ideas. Able to direct and lead others to produce desired results by being a dedicated and empathetic leader.

  • People Analytics
  • Agile Explorer
  • Agile HR Talent Acquisition
  • Be Equal Diversity & Inclusion
  • Career Coaching/Career Development
  • Agile Methodology
  • Project Management
  • Interviewing
  • Recruitment strategies
  • Full cycle recruiting
  • Candidate pipeline management
  • Public speaking
Work History
Senior Technical Recruiting Lead, 09/2020 to Current
Peloton Interactive Inc.City, STATE,
  • Helping to grow Peloton's world-class engineering & IT teams.
  • Exceeded KPI and hiring expectations immediately within 2.5 months of starting.
  • Partnering with the People, Finance, Marketing and Engineering teams to attract, recruit and retain the best technical talent in the market.
  • Sourcing & building pipelines of the best diverse technical talent for immediate, near-term & long term positions.
  • Leading Recruiting efforts for Enterprise Systems, Data Engineering, Platform Engineering, Streaming, Studio, Cyber Security and IT Operations. Recruiting mid - Executive level technical talent.
  • Mentoring and training team members on cutting edge technology, strategic sourcing, pipeline generation, partnering with hiring managers and stakeholder management.
  • Generate candidate pools through strategic advertising, encouraging proactive referral pipelines, evaluating resumes, and conducting initial interviews and pre-screening assessments.
  • Advise, coach and counsel hiring managers and staff on recruiting best practices, resource policies, procedures, programs and labor relations.
  • Work closely with cross-functional partners to help define processes, clarify objectives, collaborate on new recruiting program initiatives and strategic planning.
Senior Talent Acquisition Partner (Supporting CIO), 11/2018 to 06/2020
  • Strategically partner with business leaders, stakeholders, and cross-functional teams to provide technical recruitment for IBM.
  • Part of an elite team that consistently ranked #1 in the U.S.
  • Collected various data and shared data points on redundancies, bottlenecks for TA process improvement.
  • Exceeded KPIs by an average of 10 - 20% higher than peers (time to fill, aging requisitions, submit to interview, diversity, interview to hire, candidate/manager NPS scores).
  • Achieved a 12 % average annual increase in the hiring of URM and Women in technical roles.
  • Helped with beta testing digital, cognitive, AI-driven recruiting tools.
  • Sourced for diverse STEM candidates via industry-specific pipelines, networks, events, and referrals.
  • Worked closely with cross-functional teams such as HRBPs, DEI leadership, and compliance partners to collect and analyze D&I data metrics for the implementation of hiring strategies and goals.
  • Partner with Talent Insights team to collect and share metrics on market intelligence, talent supply, competitor trends, and in-demand skill sets.
  • Shared actionable insights with the business allowing them to make informed decisions on talent demand, talent landscape headcount, and hiring forecasts.
  • Led and participated in recruiting workshops and meetings (sourcing strategies, testing new sourcing tools, passive talent reach out, cold calling, proactive referral strategies, unconscious bias, joint sourcing collaboration.
  • Facilitated discovery/kickoff and recruiting alignment meetings to align with hiring managers, understand the business, environment, team culture/structure, hiring forecasts, time-to-fill, and prioritizations.
  • Influenced implementation of diverse interview panels and facilitated interview debrief to ensure no unconscious bias in decision making.
Senior Technical Recruiter/ Team Lead/Sourcer, 06/2011 to 11/2018
Bernard Nickels & AssociatesCity, STATE,
  • Evaluated candidate resumes against job requirements and qualify candidates through detailed interviews while assessing skills and technical abilities.
  • Served as the technical liaison on qualification calls with client hiring managers which help to improve interview to hire ratios by 30%.
  • Consistently ranked top performing recruiter and increased overall technical hiring by 25 - 35% year after year.
  • Built appropriate pipelines (immediate, near- and long-term) to meet hiring goals.
  • Trained and managed new employees on recruiting strategies, advanced search, telephone skills/desk calls, role-playing, best practices & behaviors as well as navigating and understanding internal and external company AMS/ATS.
  • Coached team members on various sourcing strategies, technologies, and platforms.
  • Helped hiring managers with the creation of technical job descriptions to target matching profiles and set realistic expectations.
  • Discussed recruiting success, margins, profits/loss, hurtles, priorities, follow up, search strategies, and how to improve both candidate and client interaction.
  • Helped customize ATS dashboards, created custom recruiting workflows, views, reports for improved metrics and KPIs.
  • Developed creative sourcing strategies, headhunting techniques, and innovative ways to contact, nurture and turn passive talent into active candidates.
Relationship Manager/Licensed Banker, 03/2010 to 04/2012
JPMorgan Chase BankCity, STATE,
  • Responsible for acquiring new banking relationships with affluent customers and deepening those relations by profiling, understanding, and providing recommendations on products.
  • Built rapport with strategic banking partners (Loan office, private banking, business banking, and investment banking.
  • Exceeded monthly sales quota by 10 - 15 % on average on banking product offerings and team referrals.
  • Worked closely with the Business Banking team on sales & marketing strategies which led to an average of 2-3 new business clients monthly and resulted in $800k - $1.5 million in new business annually.
Bachelor of Science: Computer Science, Expected in
Dowling College - Oakdale, NY
  • People Analytics
  • Agile Explorer
  • Agile HR Talent Acquisition
  • Be Equal Diversity & Inclusion
  • Career Coaching/Career Development Coaching
Jopwell, nPower, Job Corps, Mother Coders, National Black MBA Association, Black Technology Professionals NY, Women Who Code, MilVets, National Society of Black Engineers, Society of Hispanic Engineers.

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  • Senior Technical Recruiting Lead
  • Senior Talent Acquisition Partner (Supporting CIO)
  • Senior Technical Recruiter/ Team Lead/Sourcer
  • Relationship Manager/Licensed Banker


  • Bachelor of Science

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