Global Talent Leader at Perforce Software (Previously Rogue Wave Software) @ Perforce Software Talent Acquisition Innovation Program Manager @ Staples •Promoted to an enterprise-wide consultant that scales across all of TA to support the teams and various lines of business blending best practices, relationships, and technology to develop and drive talent initiatives with limited resources.•Leveraging innovative recruiting...
Global Talent Leader at Perforce Software (Previously Rogue Wave Software) @ Perforce Software Talent Acquisition Innovation Program Manager @ Staples •Promoted to an enterprise-wide consultant that scales across all of TA to support the teams and various lines of business blending best practices, relationships, and technology to develop and drive talent initiatives with limited resources.•Leveraging innovative recruiting techniques and building proactive and sustainable global talent programs with the following core focus areas:-Events Develop a nationwide events model and methods for TA teams to make more quality hires faster-Tools-review utilization, develop best practices, research new tools/vendors, vet cost saving-Branding/Social Media-develop employment brand; partner with our Recruitment Marketing Program Manager on social media campaigns and outlets, Career page development, increase candidate engagement-Sourcing-Provide training, tools and tips to increase TA Specialists' sourcing capabilities, develop successful approaches and methods and look at best options for sourcing model at Staples From September 2015 to February 2016 (6 months) Broomfield, COTalent Aquisition Lead Global Technology @ Staples •Promoted to manage a team in support of the hiring for a 3000+ Global Technology organization with 7 VPs •Lead one of Staple's top initiatives for FY14, hiring engineering and technology talent across Global Technology and Staples.com•2015 Global Technology TA team filled 332 roles below our Time to Fill (TTF) target of 60 days. As a hands-on leader, I personally filled 43 roles (2nd highest number on my team) with the lowest average TTF of 32 days•Developed Strategies to make GT an employer of choice; including branding campaigns, hosting networking events, campus outreach, hackathons, hiring events, social media/marketing, associate referral drives, and developed creative partnerships for talent streams•Lead a remote team of 4 direct recruiters in Boston, Seattle and Colorado, 2 sourcers in India as well as 4 dotted line reports to assist with req overflow•Developed and fostered long-term relationships across the organization with senior level leadership and engaged the management team in creative hiring efforts while dramatically reducing agency spend•One of 250 in entire company to participate in The Foundations of Leadership Course for management From October 2013 to September 2015 (2 years) Broomfield, COSenior IT Recruiter-contract @ Staples •Selected to drive recruiting for the Seattle Development Center launch, which included; filling over 40 roles, project managing the recruitment process, organizing and hosting onsite events, and partnering with Senior leadership, Compensation, PR, Talent Acquisition and HR to ensure a successful foundation for the new office.•Performed full life-cycle recruiting which included; consultative meetings with managers, sourcing candidates,pre-qualify and interview potential candidates, present qualified resumes to hiring managers, coordinate interviews, extend/negotiate offers and work with candidates from acceptance to start date to ensure sustained level of interest. •Roles include; Merchandisers, QA Engineers and Managers, Java & ASP.Net Engineers, Software Developers,SDMs, SDETs, Data Scientists, Telecom/Cisco Engineers, IT Managers•Utilized a variety of resources to reach active and passive candidates.Tools included; ATS, online job boards, Boolean searches, LinkedIn recruiter, Github, internal employees, social media, referrals, recruitment events, and other out of the box methods to fill niche roles•Responsible for managing reqs and candidates through Taleo and documenting the hiring process per OFCCP From April 2013 to October 2013 (7 months) Broomfield, COGlobal Talent Leader @ Rogue Wave Software I lead the global hiring efforts at Rogue Wave Software. Rogue Wave was acquired by Perforce Software.Take a look at our openings and join us in helping our customers build software that powers the world, better and faster.https://www.roguewave.com/company/careers From September 2017 to September 2019 (2 years 1 month) Sr. Manager, Talent Acquisition Operations and Marketing; Professional and Enterprise @ TeleTech • Drive operational effectiveness of the corporate and professional TA function while also having direct responsibility for our TA marketing plans, activities and budget• Lead a team of 4 direct reports and 2 dotted line sourcers to develop and maintain a global process that enables a high performing TA function • Collaborate across the TA team to define and operationalize: o Development of a nationwide events model and methods for TA teams to make more quality hires faster o The recruiting process, systems, and tools supporting professional hiring teams o A TA Marketing function that enables us to attract and engage top talent through the utilization of employment branding, social media, and other marketing solutions o Developed and maintain an offshore sourcing function; currently with 2 sourcers o Reporting and metrics that help drive visibility, performance and insights to our leadership teamso Recruiter training and development programs• Develop and deliver recruiting strategies, programs, and tools that will ensure selection of the very best candidate for all positions • Lead key HC Initiatives, lead on TA content for QBRs and Board reviews as well as close partnership and collaboration with Senior leaders, including SVPs,VPs and TeleTech’s Chief People Officer. • Collaborate across the organization with Sr leadership to ensure the proper TA process and systems are in place to deliver a best-in-class customer experience to hiring managers, business leaders and candidates while helping TA to deliver on our aggressive hiring goals From February 2016 to September 2017 (1 year 8 months) Englewood, COTechnical Sourcing Recruiter at Amazon (contract via TalentFusion RPO) @ Amazon • Intentionally sought out a position with Amazon to gain knowledge as a sourcer and learn best practices, building sourcing teams and innovative recruiting solutions.• Supported the Digital Music, Video (AIV) and Studios teams in sourcing talent with a very high technical bar. • Roles sourced for included: Software Development Engineers, Software Managers, Technical Program Managers, Software Test Engineers.• Skillsets included: Java, Ruby, C#, C+, Python, Perl, OOD, OOP, data structures, algorithms, IOS, JSON, Cocoa, Ajax, web services, Android, Video Encoding and playback, testing methodologies, and more.• Managed candidate flow and process through applicant tracking systems including iCims, MRT and internal Amazon systems.• Responsible for developing and maintaining relationships with candidates, peers and hiring managers.• Required utilizing an array of creative sourcing methods due to very competitive roles and industry, including but not limited to, Boolean searches, Utilizing Applicant Tracking Systems, LinkedIn, Job boards, Github, social media and networking. From January 2012 to April 2013 (1 year 4 months) Greater Seattle AreaSenior Recruiter (contract via SourceRight/Randstand) @ MetLife • One of two recruiters brought on board to lead and support a key expansion project for MetLife’s USBIT team. • Requisition load averaged 35 positions across the United States.• Partnered with hiring managers, directors, and VPs to fill key technical roles throughout the USBIT organization.• Responsible for full lifecycle recruiting, steps include Intake meetings with managers, sourcing and prescreening candidates, updating applicant tracking data, communications with the manager and hiring team, interview scheduling, offer negotiation and on boarding. • Utilized a variety of resources to reach active and passive candidates. Tools included online job boards, social media, internal employees, referrals, and other out of the box methods to fill niche roles.• Responsible for managing MetLife’s internal applicant tracking system (ERecruit) and documenting the hiring process for government compliance purposes.• Roles include Technical PMs, Lead BSAs, Java Developers, dot Net Developers, Security Specialists, Mobile Applications Developers, Lead Architects, Web Analytics Specialists, Data Modelers, Informatica Leads, PMO Analysts, Java Technical Leads, Information Systems Consultants and other various IT roles. • Mentored Jr recruiters, sourcers and recruiting coordinator. From May 2011 to January 2012 (9 months) Senior Recruiter (Contract via Spherion)_ @ Cisco Systems • Supported Cisco Systems’ Central Marketing Organization, Corporate Communications, and WebEx to promote Cisco as an Employer of Choice.• Developed key relationships with hiring managers and business partners to gain a solid understanding of job requirements, business objectives, sourcing strategies and recruiting trends.• Implement the recruiting function for employment openings on the Cisco Systems’ National and International campuses. • Focus on reaching active and passive candidates via the Internet and Social Networking tools (i.e. Job Boards, LinkedIn, Facebook, Google, etc.) • Implement pipeline activities to enhance candidate pools from key competitors.• Promote both internal and external applicants to ensure diverse applicants are in the candidate pool. • Source, contact and pre-screen candidates for entry level specialist roles to Directors.• Maintain and update Cisco’s applicant tracking system, Virtual Edge, per OFCCP.• Lead/mentor for sourcers and Jr recruiters on the team. • Skillsets include but are not limited to; UX/UE, unified communications, media and application ecosystems, IPTV, Service Provider and Enterprise, Web 2.0 technologies, cloud computing, SAAS, finance, marketing, analysts, public relations, executive communications, strategists, virtual and hybrid events.• Roles included Technical Marketing Engineers, Market Intelligence Managers, User Experience Design Managers, Service Provider & Enterprise Marketing Mangers, Cloud Computing Marketing Mangers, Global Analyst Relations, Corporate Positioning, Project Managers, Product Managers, Operations Mangers, Financial Analysts, and various other Specialty roles. From May 2010 to May 2011 (1 year 1 month)
Global Talent Leader at Perforce Software (Previously Rogue Wave Software)
Talent Acquisition Innovation Program Manager
September 2015 to February 2016
Talent Aquisition Lead Global Technology
October 2013 to September 2015
Senior IT Recruiter-contract
April 2013 to October 2013
Rogue Wave Software
Global Talent Leader
September 2017 to September 2019
Sr. Manager, Talent Acquisition Operations and Marketing; Professional and Enterprise
February 2016 to September 2017
Technical Sourcing Recruiter at Amazon (contract via TalentFusion RPO)
January 2012 to April 2013
Greater Seattle Area
Senior Recruiter (contract via SourceRight/Randstand)
May 2011 to January 2012
Senior Recruiter (Contract via Spherion)_
May 2010 to May 2011
What company does Amber Sawhill work for?
Amber Sawhill works for Perforce Software
What is Amber Sawhill's role at Perforce Software?
Amber Sawhill is Global Talent Leader at Perforce Software (Previously Rogue Wave Software)
What industry does Amber Sawhill work in?
Amber Sawhill works in the Computer Software industry.
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