- Progressed from Senior Technical Sourcer through Principal to Talent Intelligence Lead. IC role reporting to the Global VP of Talent, acting as SME to 31 recruiters on AI solutions, governance, training and data.
- Replaced multiple conflicting reports with one Talent Intelligence function: a Snowflake and Streamlit framework over 800,000+ rows, giving a 5,000+ person organisation a single definition for hiring, sourcing, capacity and market intelligence.
- Built and launched a Snowflake Cortex AI chat agent with semantic layers. It now handles 500–1,000 queries per month, giving global teams self-serve answers without waiting on analyst queues.
- Removed 10,000+ hours of manual sourcing across 31 recruiters over tenure, contributing to an 8–10% year-on-year reduction in time to hire.
- Led sourcing for 80 of 220 engineering leadership hires (36%) over two years, lifting DEI representation by 9% and holding a 50/50 gender ratio; built Python frameworks analysing 1M+ data points across six global talent cohorts.
- Delivered six Senior Director+ searches four weeks faster; co-delivered Sourcing Academy to 18 recruiters, contributing to an 8% year-on-year increase in sourced hires.
- Part of founder-led initiatives, standing up 0 → 1 teams across AI Research, Rendering, Machine Learning, Search Infrastructure and Video — all P0 to commercial success. Used bespoke programmatic and AI solutions to hire roles including Head of AI Research, Research Managers, Principal Engineers in Rendering and Video, and Head of Video across global markets.
- Core member of Canva's AI enablement work, training global TA teams and moving AI from theory into daily recruiting operations.
Talent IntelligenceSnowflake Cortex AIWorkforce Planning0 → 1 Team BuildingAI Enablement
5,000+Organisation supported
50 → 1 P0 teams
500–1,000Chat queries per month
800K+Data rows ingested
80Eng leadership hires sourced
10K+Manual sourcing hours saved
8–10%Time-to-hire reduction
31Recruiters enabled
- IC role reporting to the Regional TA Leader; owned all sourcing across Optiver APAC, supporting five recruiters on 10–12 niche high-frequency trading roles.
- Made 6 hires across SRE and Delta Automated Trading teams, including candidates not on LinkedIn.
- Reduced agency spend on competitive intelligence reporting by AUD $100,000 in the first 3 months by building programmatic sourcing and data aggregation pipelines to map competitors, industry trends and niche talent pools.
- Cut manual search time by 10+ hours per recruiter per week by introducing sourcing automation from 0 → 1.
- Mapped scarce global talent pools and improved search precision for engineers operating in a high-performance trading technology environment.
Sourcing AutomationHFTGlobal Talent Mapping
$100KAgency spend saved
6Hires made
10+ hrsManual search cut / recruiter / week
5Recruiters supported
- IC role in a small team with no direct reports.
- Hired 28 technical placements against a 23 target in the first year — 120% quota attainment.
- Helped scale 10+ companies, including Vygo, Entain, CompareTheMarket and Octopus Deploy, across frontend, backend, mobile, DevOps, cloud, data and analytics roles.
- Built custom search engines, APIs, Python automations, scraping workflows and talent-pool mapping to find candidates beyond LinkedIn Recruiter.
- Automated ATS pipeline scanning, accelerating shortlist creation.
- Used GitHub, GitLab, Stack Overflow, Twitter, LinkedIn, Meetups and OSINT tools to reach technical talent most recruiters never found.
- Combined technical fluency with sourcing depth to challenge assumptions and earn trust with engineering teams.
PythonAPIsOSINTStartup Hiring
28 / 23Placements vs target
120%Quota attainment
10+Companies supported
- Recruitment POC for the full Product and Technology portfolio across ANZ (~1,100 FTE).
- Led 4 recruiters and the contractor desk, delivering ~30 hires per month with a 90% direct fill rate.
- Avoided $250K–$500K in agency spend through direct hiring and a stronger contractor desk.
- Introduced the DEI working group and increased DEI hires by 7%.
- Led all quarterly Executive Committee strategy and reporting presentations, securing approval for the hiring plan.
- Partnered across Reward, Immigration and HRBPs; built manager training, hiring personas and monthly D&I reporting.
Technical HiringD&IBankingStakeholder Management
$250K–$500KAgency spend avoided
1,100Product & Technology FTE
~30Contractor hires / month
4Recruiters led
90%Direct fill rate
7%DEI hire increase
- Sole national recruiter during an early stage of business growth, hiring ~15 roles per month across Sales, Marketing, Technical Consulting and Professional Services.
- Maintained a 97% fill rate while reducing agency spend from AUD $210,000 to AUD $10,000 in the first six months — $200,000 avoided.
- Led the careers process redesign and owned the SuccessFactors Recruitment module implementation end-to-end, including requirements, UAT and administration.
- Sourced cleared roles requiring Top Secret clearance for DoD projects alongside defence and intelligence leaders.
- Reported to the HR Director and COO, contributing to workforce planning and recruitment strategy.
- Received an exception to join the profit-share scheme outside of policy in recognition of the impact delivered.
National HiringSuccessFactorsGeospatialDefence & Intelligence
$200KAgency spend saved
97%Fill rate
~15Hires per month
NationalRecruitment remit
SuccessFactorsATS implementation
- Built the university's first strategic Talent Acquisition function, recruiting, developing and mentoring a team of 5.
- Delivered 9 executive placements while reducing external search spend from AUD $605,000 to AUD $100,000 — $505,000 avoided.
- Engaged executive stakeholders across Engineering, Medicine, Sciences, Business and Arts faculties.
- Built the TA framework and operating model, rewrote recruitment and selection policies, and drafted the first vendor governance agreement for third-party agencies.
- Owned the executive recruitment and senior hires portfolio.
Talent Acquisition FrameworkVendor GovernanceExecutive HiringHigher Education
$505KExecutive search spend avoided
9Executive placements
5TA team built
0 → 1TA function
- IC role with no direct reports.
- Delivered 152 direct hires across Front End Engineers, Mobile iOS/Android Engineers, Scrum Masters, Product Owners and Business Analysts.
- Trusted adviser to hiring managers and HR colleagues.
- Produced a recruitment video that increased quality applications by 10% and helped show the true Macquarie.
- Increased sourced candidate conversion by 20% from outreach.
- Spoke at the HR summit on recruitment innovation and using open-source technology to find elusive talent.
- Led recruitment across Digital & Engineering (EBanking, Mobile, White Labelling), Wealth Platforms (Trading, Xplan, Vision, WRAP) and Banking (Business Banking, Payments).
Technical RecruitmentProduct & EngineeringOpen-Source SourcingEmployer Brand
152Direct hires
+10%Quality applications
+20%Sourced conversion
3Divisions covered
- Part of the initial project team that created the PSR as a subsidiary of the FCA.
- Built the recruitment framework, strategy and execution for the PSR's first 28 hires in its first year.
- Hired Payment SMEs, Policy Advisers, Economists and Legal Professionals.
- Reported to the Project Director and managed one direct report.
- Contract position through Resource Solutions, renewed twice.
Recruitment FrameworkPublic SectorRegulationContract
28First hires delivered
1Direct report
2Contract renewals