Looking for an Engineering Director - please reach out to me if you are interested: isabel.sarkis@aexp,com Here is the link to the job description: https://jobs.americanexpress.com/jobs/15019149/Phoenix-Arizona-Engineering-Director?lang=en-US

Technical Recruiter @ From August 2015 to Present (5 months) San Francisco Bay AreaSr. Technical Recruiter @ Actively recruiting Mobile Engineers, Cloud Engineers, Manufacturing Lead, Visual Designers, and QA Leads. From April 2015 to July 2015 (4 months) Sr. Technical Recruiter @ • Worked directly with the VP of Engineering and Chief of Staff to strategically track all progress, as well as align with the hiring manager to understand job requirements, as well as resume review. • Wrote detailed offer packets to submit to Hiring and Executive Committee (interview feedback, job description, resume, compensation proposal/justification, role justification and candidate justification) • Facilitated interview process with hiring managers – including a post-interview debrief with the interview panel. • Transfered international and domestic internal candidates • Partnered with HRBP to track appropriate priorities for the Business Unit From April 2014 to March 2015 (1 year) San Francisco Bay AreaTechnical Recruiter @ • Full life-cycle recruiting - source, screen, interview candidates, and set up for interviews with the hiring managers, as well as extend offers and close candidates. • Partnered with hiring managers to align priorities, understand job/candidate requirements and set expectations. • Worked closely with HRBPs, Finance, and Compensation through offer stage to ensure offer meets competitive market demands. • Generated qualified candidate pools through creative sourcing technique. • Ongoing research of competitive landscape and market insight/trends to remain current and relevant in technology expertise. From June 2013 to April 2014 (11 months) San Francisco Bay AreaLead Recruiter @ Shazam® connects more than 275 million people in 200+ countries to the music, TV shows and brands they love. Every week another two million curious people embrace Shazam. All this makes us the world’s leading media engagement company. Shazam is an amazing app available on all major app stores and platforms. In fact it’s one of the Top Ten most downloaded iPhone apps of all time. • Lead all recruiting effort for Shazam US operations. • Manage full life-cycle recruiting process for technical and non-technical candidates. • Fill all open jobs from Director level to interns: engineering, marketing, product management, sales, operations, UI/UX designers to list a few. • Collaborate with my client groups to understand their hiring needs and goals, as well as come up with a hiring plan and process, including refining job descriptions and putting together an interview panel. • Call, screen, and qualify candidates and assist them through the recruitment process. • Use LinkedIn Recruiter, Twitter, Github, Stack Overflow, Boolean, as well as other creative ways to source top passive candidates. • Generate flow from interested candidates by posting positions on our corporate website, and LinkedIn Recruiter, Twitter, Bullhorn Reach. • Facilitate interviews and hiring discussions with interviewers and hiring managers • Drive offer process—includes extend offers, close candidates and generate offer letters, as well as check references. • Maintain weekly reports and deliver metrics to VP of HR. • Advocate for both clients and candidates throughout the hiring process, and establish regular touch points and diligent follow through. From February 2013 to June 2013 (5 months) San Francisco Bay AreaTechnical Research Recruiter @ Zynga is the #1 social gaming company on the web. Zynga was founded specifically to add a social element to casual online games because we love games, and we love them most when we're playing with friends! Social games provide a more fun, competitive and contagious experience. Zynga delivers on the promise of social networks, making it easy to connect with old friends and make new ones (no download required!). Zynga has something for everyone: casino games, word games, board games, role playing games and party games! Zynga - connecting the world through games! • Identified top technical talent for Zynga’s Universal Hiring model to present to the hiring teams. • Qualified engineers from Junior Software Engineers to Sr. Directors. • Conducted all pre-screen interviews to prospective candidates make sure they were qualified and interested in confidential positions within Zynga Engineering • Sourced via LinkedIn, as well as other channels, including Twitter. • Developed a passive candidate pipeline, many through candidate referrals, networking, and recruiting events. • Worked closely with hiring teams to discuss top candidates via round table discussions. • Created offer proposals and closed candidates. From February 2012 to February 2013 (1 year 1 month) San Francisco Bay AreaSr. Recruiter (Contract) @ • Recruited for Desk.com (a Salesforce.com Company) to hire for all positions: Ruby Engineers, Infrastructure Systems Engineers, UI/UX Engineers, Tech Support Engineers, Q/A Engineers, Email Marketing Managers, Customer Wow Engineers, Inside Sales Representative. • Managed the entire recruiting process: sourced, identified, qualified, and screened candidates; as well as extended offers and reference checks. • Built strong relationships with the hiring managers; reviewed job descriptions and developed recruiting strategies. • Managed the scheduling for all interviews between candidates and hiring managers. • Worked with internal Finance Business Manager and Compensation teams to determine offers and ensure they are competitive. • Developed and carried out sourcing plans to find talent through various channels-Social Media (LinkedIn, Facebook, Twitter). • Developed a passive candidate pipeline though referrals, networking, cold calling. • Worked within the different internal Salesforce.com teams to share candidates From October 2011 to February 2012 (5 months) San Francisco Bay AreaTechnical Engineering Sourcer (Contract) @ • Recruited/sourced passive candidates for complex positions within multiple organizations at Google. • Aided several regions, including North America, EMEA, UK, South America, Africa, and APAC. • Targeted Executive Level candidates with niche expertise in dark fiber, network infrastructure, collocation, content distribution, transport, power management and site selection, IPv6, among others. • Cold called and sourced passive candidates via networking, referrals, LinkedIn Recruiter, and Boolean search strings to generate interest in Google. • Conducted all pre-screen interviews to prospective candidates make sure they were qualified and interested in confidential positions within Network Operations. • Partnered with hiring managers to develop, implement, and manage tactical sourcing strategies for technical positions. • Strategized different ways to source for new candidates: worked within the group and organized call blitzes focusing on specific jobs to yield 10-12 new candidates per blitz. • Recruited candidates from Google IPv6 2010 conference—recruited top talent from the attendees list in consideration for the position. From January 2011 to October 2011 (10 months) Inside Sales Representative @ • Inside Sales Rep for 80 Strategic Enterprise accounts where primary role was to sell new, upsell, renew, and major account management. • 30-40 calls daily selling our Middleware (JBoss) solution, Virtualization (RHEV), and Red Hat Enterprise Linux (RHEL). • Created evaluations for our customers and monitored progress. • Worked with VAR/VAD for some of our customer deals. • Interfaced with numerous teams within the organizations—Business Affairs, Legal, Operations, etc. • Forecasted and managed accounts through Salesforce.com From April 2010 to September 2010 (6 months) Support Sales Manager @ Job role was to renew customers in an assigned territory--In Canada BC and AB--In US, WA, OR, AZ. Quota attainment for 2009--127% • Exceeded sales quota for renewing and retaining customers, including up-sell opportunities in professional services, education and training, and health checks. • Responsible for forecast planning, tracking, consolidating, reporting and presenting to executive team on a weekly basis using Seibel. • Managed a territory of approximately 4,000 accounts, high volume transactions with multiple parties. • Trained and managed relationships with distribution and channel partners via weekly calls and web conferencing. • Interfaced with multiple levels of senior-level management, customers, field sales representatives and technical staff to ensure smooth sales operations. • Responsible for training a junior rep who was aligned to my territory—training included an onsite visits to Denver and weekly training calls to ensure proper prioritization of sales and also forecasting. • Liaison to numerous internal teams—support, operations, customer support, and professional services. • Committee member for Employee Exchange program where we created the framework for our organization, this included a 1 month exchange to Frimley, England From August 2007 to March 2010 (2 years 8 months) Customer Advocate/Renewal Sales @ SugarCRM is a commericial, Open Source CRM Company. My job is to renew the subscription licenses, as well as general account managment. A customer advocate acts as a liason between the customers and several departments within our organization. • First Customer Advocate/Renewal Sales representative at SugarCRM where primary role was to renew US and European customers who are at the end of their subscription and generated renewal revenue. • Increased sales revenue by 50% in the first year. Consistently over-achieved and exceeded quota every quarter. • In addition to renewing, cross sold licenses to other departments, including additional support services, Professional Services engagements, and Sugar University training. • Made monthly check in calls to ensure renewals, as well as run a 'health' check on customer’s satisfaction. • Created renewal templates which instructed customers how to renew their account. • Created a 3-part customer satisfaction survey where marketing campaigns were created via information that was gathered. From July 2005 to April 2007 (1 year 10 months) San Francisco Bay AreaCorporate Sales Rep. @ Lead Generation: cold called and qualified leads for SR. Field Reps. Main target was Fortune 500 companies within a specific territory. • Proofpoint is an anti-spam company that was started by the ex-CTO of Netscape, Eric Hahn. First sales person hired, as well as the first lead generation representative on board. • Prospected, qualified, and aggressively cold called into IT organization, and spoke to a variety of levels, such as managers and directors up to ‘C’ level to feed Field Sales and Channel pipelines. • Identified projects within Global 2000 accounts like Sony, Ford Corporation, Procter & Gamble, Altria Corporation, and Coca-Cola, that had Anti-Spam projects open. • Successfully worked and scaled within many different verticals, large enterprises, SME's, education, and federal/government. • Highest call volume in sales organization with prospects, customers and resellers, averaging 60-75 calls per day, not including follow-up emails or profiling into a company. • Within 3 months, delivered over 35 appointments as possible prospects without a customer base or a completed product. • Worked with and leveraged several Channel Partners to identify Proofpoint prospects From April 2003 to January 2005 (1 year 10 months) San Francisco Bay AreaSr. Recruiter @ Sr. Recruiter in charge of finding open positions and staffing with the appropriate candidate. Job responsibilites included cold calling companies for open positions, candidate interviews, contract negotiations, training and mentoring jr. recruiters. • Billing totals were over $1.5 million in 3 years. • Specialized in the placement of software and hardware engineers in the Bay Area and Denver, CO. • 150 cold calls daily to find open positions, as well as identify prospective candidates. • Negotiated corporate contracts with executive level managers, as well as candidate salaries. • Promoted in June 2000 to move from our Silicon Valley office to start up an office in Denver, CO with three other people. There my role was to aggressively go after new business, interview and train new staff, as well as interview new candidates for the clients’ open positions. In the first full month of business, generated 12 new accounts, as well as closed over $75,000 in closed transactions. • Mentored and trained new staff, this included daily training meetings, as well as one-on-one training. • Managed the interview process for the clients, organized career sessions and marketed new positions through an affiliate partner and on-line portal called Techiegold. • Inducted into the Stride ‘Hall of Fame’, 100K Club in March 2000 for billing 123K in one month and placing 6 clients into jobs. From September 1998 to February 2002 (3 years 6 months) Group Associate @ From 1995 to 1997 (2 years)

BS, Human Development @ University of California, Davis From 1992 to 1995 Oak Grove High School Isabel Sarkis is skilled in: Salesforce.com, SaaS, Cloud Computing, Technical Recruiting, Lead Generation, Enterprise Software, Networking, Business Development, Start-ups, Recruiting, Sales, Management, New Business Development, Strategic Partnerships, Solution Selling