Carlos Robledo

Technical Sourcing Lead

• Selected for the company's most critical, high-visibility hiring initiatives, spanning new technical org creation, Staff+ Engineering, executive hiring, and strategic technology transformations.
• Led sourcing strategy for a Sr. Staff and Principal Engineering campaign, partnering with the SVP of Engineering on candidate calibration, market evaluation, and targeted engagement for top-of-market technical talent.
• Built foundational engineering teams across Applied AI and native iOS, helping establish the company's first Applied AI Engineering organization and supporting the transition of the Hims & Hers apps from React Native to native iOS development.
• Designed and built Rex, an automated recruiting operations platform connecting Ashby, Slack, Airtable, and AI to handle pipeline reporting, candidate follow-up, and real-time hiring alerts, eliminating repetitive administrative work and returning an estimated 1–2 hours per recruiter each week.
• Developed Pulse, a recruiting intelligence platform that converts live hiring data into rules-based Red, Yellow, and Green pipeline health scores and hiring forecasts, giving recruiters and leadership a consistent, auditable way to identify risk, prioritize action, and connect recruiting progress to headcount planning.
• Built Gauge, an AI-assisted Chrome extension for LinkedIn Recruiter that evaluates candidate profiles against locked role criteria and surfaces structured recommendations, using a human-in-the-loop model that keeps final hiring decisions with the recruiter.
• Designed and deployed AI-enabled recruiting workflows across candidate outreach, recruiter screen preparation, and candidate evaluation, embedding role-specific guidance and evaluation standards to improve consistency, accuracy, and recruiter effectiveness.

Sr. Staff Technical Sourcer

• Exceeded 2023 hiring goals by 50%, extending 42 offers against a target of 28 with consistent performance across all four quarters.
• Built and delivered pipelines across SWE and Engineering Leadership, spanning ML/GenAI and core engineering domains including backend, infrastructure, database internals, and frontend/full-stack.
• Partnered with VPs and the SVP of Engineering on hiring strategy, presenting quarterly performance, talent-market insights, and recommendations to improve hiring outcomes.
• Used Greenhouse, Karat, and CodeSignal data to identify and re-engage high-potential talent, including previous onsite withdrawals and offer declines, resulting in 10+ hires across Q3–Q4 2023.
• Scaled sourcing effectiveness across a team of six sourcers, through role calibration, workflow optimization, sourcing enablement, and structured working sessions with Engineering Leaders.

Technical Sourcer — Network & Connectivity SWE Leadership (Feb 2020 – Mar 2022); Network & Infrastructure SWE (Oct 2017 – Feb 2020)

• Consistently exceeded biannual hiring goals, earning two promotions while supporting complex SWE and Engineering Leadership hiring across network, connectivity, and infrastructure domains.
• Partnered with Engineering Managers, Directors, and VPs to calibrate and deliver against challenging technical hiring needs.
• Designed an Advanced Search training adopted into the 2019 Global Learn Roadmap, training 151 global team members and receiving a 100% recommendation rate from surveyed attendees.
• Selected as a mentor for IC skill development and knowledge sharing, receiving recognition from the Global Head of Recruiting for mentorship impact.

Technical Sourcer

• Ranked in the top 5% of North American SWE Sourcers for four consecutive quarters, based on offer accepts.
• One of four sourcers organization-wide nominated for the Rising Star Award in Q2 2016.
• Chosen for a high-priority 10-person sourcing task force, focused on identifying software engineering talent during key market opportunities.

Technical Recruiter

• Top-performing recruiter in 2015, generating more than $1M in gross profit while helping scale the recruiting team from 3 to 10 recruiters during the company's most profitable year.

Sr. Talent Representative

• Promoted to Sr. Talent Representative within the first year, after exceeding $100K in gross profit.