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Mike Maglio

Human Resources Intern

People Consultant at Google

Greater Seattle Area

Section title

Mike Maglio's Email Addresses & Phone Numbers

Mike Maglio's Work Experience

Broad Institute

Human Resources Intern

May 2012 to August 2012

Cambridge, Massachusetts

Bentley University

Resident Assistant

August 2009 to May 2012

Waltham MA

Bentley University

Service-Learning Leadership Positions

January 2010 to September 2011

Waltham, MA

Mike Maglio's Education

Michigan State University - The Eli Broad Graduate School of Management

Master of Business Administration (M.B.A.), Human Resource Management

2012 to 2014

Bentley University

Bachelor of Science - BS, Business Management

2008 to 2012

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About Mike Maglio's Current Company

Broad Institute

• Observed orientation sessions then recommended structural changes intended to strategically match the message of orientation to the company’s desired atmosphere• Assessed director-level job description and recommended appropriate title/salary grade• Analyzed diversity data to pinpoint potential issues and presented findings • Presented structural concept to team leader of talent assessment• Created the standard operating procedure for the...

Frequently Asked Questions about Mike Maglio

What company does Mike Maglio work for?

Mike Maglio works for Broad Institute


What is Mike Maglio's role at Broad Institute?

Mike Maglio is Human Resources Intern


What is Mike Maglio's personal email address?

Mike Maglio's personal email address is m****[email protected]


What is Mike Maglio's business email address?

Mike Maglio's business email addresses are not available


What is Mike Maglio's Phone Number?

Mike Maglio's phone (**) *** *** 536


What industry does Mike Maglio work in?

Mike Maglio works in the Computer Software industry.


About Mike Maglio

📖 Summary

Human Resources Intern @ Broad Institute • Observed orientation sessions then recommended structural changes intended to strategically match the message of orientation to the company’s desired atmosphere• Assessed director-level job description and recommended appropriate title/salary grade• Analyzed diversity data to pinpoint potential issues and presented findings • Presented structural concept to team leader of talent assessment• Created the standard operating procedure for the recruiting process on the system Virtual Edge• Developed immigration hire packet to aid foreign nationals in acclimation to America• Conducted meetings with recently hired employees to gauge overall satisfaction in position• Suggested improvements to new hire surveys to more accurately capture employee satisfaction From May 2012 to August 2012 (4 months) Cambridge, MassachusettsResident Assistant @ Bentley University • Collaborate with 22 staff members to assure operations consistency and provide growth opportunities through mentoring• Create a community atmosphere on a floor of 20 and in a building of over 500 by functioning as a resource and an adviser for residents and fellow staff members From August 2009 to May 2012 (2 years 10 months) Waltham MAService-Learning Leadership Positions @ Bentley University • Partner with faculty member to design syllabus with professor to maximize course's educational impact• Facilitate class reflections devised to encourage relating course materials to professional goals• Learning focuses include: strategic planning, cross-functional thinking, ethics and civically responsible behavior• Created strategic plans for the improvement and expansion of programs to further the betterment of the service site and its surrounding community and oversaw and managed logistics of 6 programs and over 40 volunteers at service site From January 2010 to September 2011 (1 year 9 months) Waltham, MAHuman Resources Intern @ Talbots Employee Relations• Constructed Talbot’s first associate relations guide for District Managers focused on thorough investigation practices• Only intern working on investigations to resolve associate relations issues including theft, harassment, and performanceLearning & Development• Created a leadership development concept program from scratch and developed the content and structure up to proposal • Researched and designed evaluative tools for a high potential leadership program, analyzed the results, and prepared the information to present to the executive leadership team• Created a system for District Managers to assess the leadership talent of their direct reports as well as determined the most efficient way to compile and analyze the results of over 1500 assessmentsCompensation• Contacted industry competitors to research flexible staffing models to solve budgeting issues at the distribution centerTalent Acquisition • Benchmarked college internship programs then recommended potential improvements to attract top college talent• Sourced resumes and matched candidate experience with job requirements and forwarded top talent to recruiters to contact the best suited candidates for positions• Performed reference checks/resume screenings, posted job/internship positions on college websites, schedule interviews From June 2011 to August 2011 (3 months) Hingham, MAIntern @ ProCamps Worldwide • Comprised marketing plan specifying target customers and identifying effective advertising methods.• Presented product and persuaded its value to potential clients.• Managed logistical aspects of the event ensuring customers received adequate product and service as well as ensuring the celebrity host was catered to and satisfied with the event. From January 2011 to May 2011 (5 months) Cincinnati, OHPeople Consultant @ Google Sydney, AustraliaTechnical Leadership Recruiter @ Google From November 2018 to August 2020 (1 year 10 months) Kirkland, WashingtonRecruiter of Talent Acquisition @ Microsoft “The inception role” (HR4HR, R4R, corporate recruiting, recruiting recruiters, whatever you’d like to call it); I look for the best TA professionals to build a world-class recruiting team. Managing clients with decades of experience doing what you do isn’t always easy, but the deep discussions result in effective processes and quality hiring decisions. Some of what I’ve accomplished so far:• Led hiring project landing 40 hires over 3 months, resulting in notable diversity increases to recruiting and HR all up. • Eliminated client escalations to management in my first 30 days. From July 2017 to October 2018 (1 year 4 months) Redmond, WATechnical Recruiter @ Microsoft As a technical recruiter, I hired roles for all US datacenters. Between mechanical engineers with diesel engines, electrical engineers with double redundant systems, and IT technicians with server maps, I learned about what power Microsoft products (FYI: when you see “The Cloud” in person it looks like blinking lights and sounds like whirring fans.) After industry research, I triggered rescoping for many roles to technical pay scale to stay competitive. A year later I started managing the needs for 2 CEO skip-level leaders. These roles taught me about Outlook products and protecting Office 365 data. The roles included developers (front-end, back-end, full-stack, product, service, you name it), program managers, data scientists & analysts, and leaders among others. Data was critical for influencing these leaders and driving results, here are some ways I used it:• Conducted global market research and, based on client’s strategy, prevented a $1.5M investment with low ROI.• Presented hiring metrics and process timelines illustrating progress toward year-end goals, alleviating anxieties that metrics wouldn’t be met and preventing over-hiring/candidate delays. • Created interviewer loops by candidate profile, balancing product ownership across the org, interviewer skill so more experienced employees could coach less experienced ones, and interviewer diversity to showcase the company’s commitment to hiring all types of people. • Built a profile-based hiring system to share candidate feedback across all leaders resulting in more hires and fewer candidates lost while trying to find the best role.This was role 2 of 2 in the HR Trax Development Program. Trax is a 2-year rotational program for graduates with a graduate degree. Employees are placed in high impact roles with an expectation to drive improvement by challenging the status quo. They are also are provided with extra learning & development resources, peer & senior mentoring, and exposure to HR executives. From August 2015 to July 2017 (2 years) Redmond, WAOperations Program Manager @ Microsoft While program/project managing in Global HR Ops I "owned" 4 global products for employees, accountable for excellent user experience (and fixing it when it wasn't). I created knowledge materials for front-line problem solvers but when it came to issue resolution, the buck stopped at my desk. Operations taught me systems thinking, how to conceptualize an ecosystem of processes, and how to recognize negative downstream impacts before they occur. Some of the work I did includes:• Created a report to track performance of front-line team and used the data to justify a resource increase vs more training.• Wrote and conducted User Accessibility Testing for highly used tool, making sure all employees could see what they needed to based on their individual scenarios.• Company-wide subject matter expert on our succession planning tool and executive sabbatical program.• Formatted e-document for executives removing 75% of opportunities for mistakes, eliminating duplicate submissions.This was role 1 of 2 in the HR Trax Development Program. Trax is a 2-year rotational program for graduates with a graduate degree. Employees are placed in high impact roles with an expectation to drive improvement by challenging the status quo. They are also are provided with extra learning & development resources, peer & senior mentoring, and exposure to HR executives. From June 2014 to August 2015 (1 year 3 months) Redmond, WACareeer Coach for Business Analytics Program @ Michigan State University - The Eli Broad College of Business As a top performer in the MBA coaching program, I was asked to be the sole career coach for the Master of Business Analytics program. This program is for professionals typically from a non-business background looking to apply their existing analytics skills to a business environment. My accountabilities for student growth were similar to the MBA program, except on an as-needed basis for 3 dozen students, and with the added responsibility of guiding them through their semester long consulting project and presentation to a major technology firm. From January 2014 to April 2014 (4 months) East Lansing, MIHuman Capital Consultant @ Spartan Consulting, Inc. On this project I addressed culture problems in a school district demoralized by budget cuts and new school board values. We created a district-wide assessment to conduct a gap analysis on perceptions between leadership and staff. These data points showed leadership the issues and their severity. After identifying the issues as communication, effectiveness, morale, training, and workload, we performed a regression analysis to determine the main causes were communication and training.Our team built an implementation plan addressing the 2 key issues, recommending a decentralized leadership approach to problem solving. This empowers leaders to address their teams' issues in a customizable way building trust from staff. We trained the school board for this management change, including a hands-on seminar on problem solving and coaching. From November 2013 to April 2014 (6 months) East Lansing, MICareer Coach for MBA Program @ Michigan State University - The Eli Broad College of Business In year 1 of the MBA program, students are expected to seek summer internships while rapidly increasing their professionalism. In this 1st year of the career coach program, select 2nd year students were each paired with a dozen 1st years to hone their skills in job searching, resume building, interviewing, networking, building a personal brand, and setting career goals. I met with students weekly to assess their skillset, give them advice and feedback, practice their skills, and ultimately land a summer internship (they all did). From August 2013 to November 2013 (4 months) East Lansing, MIHR Manager Intern - Online Services Division @ Microsoft During my internship as part of the HR Trax Development Program I had the opportunity to manage an organization of engineers through their review process. I led meetings in which senior leaders discussed the performance of individuals and allocated rewards with their budget. I was able to challenge leaders to think differently about assessing performance, how to use their budget to its greatest impact, and ways to message rewards to particular employees to increase (or sustain) their motivation.I was also able to work on the follow stretch-assignments:• Coaching a new manager through terminating an employee, as well as delivering that message together.• Prepped HR teams in Japan, Ireland, and Germany for job eliminations.• Participated in employee relations investigations.HR Trax is a 2-year rotational program for graduates with a graduate degree. Employees are placed in high impact roles with an expectation to drive improvement by challenging the status quo. They are also are provided with extra learning & development resources, peer & senior mentoring, and exposure to HR executives. From May 2013 to August 2013 (4 months) Bellevue, Washington


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In a nutshell

Mike Maglio's Personality Type

Extraversion (E), Intuition (N), Thinking (T), Judging (J)

Average Tenure

1 year(s), 0 month(s)

Mike Maglio's Willingness to Change Jobs

Unlikely

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