Most TA professionals are good at finding talent. Fewer are good at building the systems, teams, and culture that make great hiring repeatable. I've spent over 18 years doing both. At Adobe, I've led end-to-end hiring across APAC, cut time-to-hire by 25%, and built a campus talent community of 5,000+ new college graduates from scratch. I've designed employer branding strategies that increased qualified applicants by 35%, built referral programs that reduced hiring costs by 25%, and mentored teams of recruiters whose performance improved by 20% within months. Before Adobe, I recruited APAC talent for Google and led sourcing and campus hiring for Microsoft. Across all three, the throughline has been the same: use data to make better decisions, develop the people around you, and treat candidates like humans — not pipeline numbers. What I actually solve: slow pipelines, weak employer brand presence, underperforming TA teams, and the gap between what HR thinks talent wants and what talent actually wants. Skills I bring to a TA leadership role: full-cycle recruitment, D&I strategy, data-driven hiring metrics, team development, stakeholder management, employer branding, and APAC market knowledge. Feel free to reach out to me on the shared contact details for more information.