United States

Graphic Design

UX Design

UI/ Visual Design

Motion Design

Branding and Identity Design

Design Operations

Product Design

Study Abroad Program

Bachelor of Science (B.S.)

Shanel Shack

Design Recruiter

Communication

Presentation skills

Negotiation

LinkedIn writing

Trello

Airtable

Asana

Canva

ChatGPT

Figma

Greenhouse

Miro

Strategies for maximizing your design internship or co-op program.

Getting the most out of my internship

How to ask for a promotion and negotiate for salary raise?

Negotiating a job offer

Get actionable feedback on your resume or portfolio.

Resume and portfolio review

Practice HR, technical and behavioural interviews with mentors.

Practice mock interviews

Talk to people who've broken into the tech industry and learn their stories.

Breaking into tech

Managed, coached, and developed a team of 15 high-performing Design Recruiters and Sourcers in a fast-paced and ambiguous environment.

Set team and individual performance metrics, timelines and created a formal tracking process to measure and manage progress.

Developed and facilitated a design thinking workshop used to create a trackable team goals roadmap.

Built and tracked hiring plans based on demand & capacity across several design teams to meet increasing hiring needs.

Conducted and presented talent mapping research to inform site expansion strategy for Amazon Device’s design studio (250+ employees).

Created and led the recruiting/hiring process for Amazon’s UX Design Research Apprentice Program yielding a cohort of 32 apprentices from over 5,400 applicants.

Built a data visualization dashboard that was scaled across three global Talent Acquisition organizations to improve the tracking of Amazon’s university hiring.
            

    
    

    
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Partnered with key stakeholders (Design Leaders, Hiring Managers, HR Business Partners, and Finance Partners) to determine future talent needs driving enabling sourcing and closing strategies to meet those needs.

Consistently exceeded monthly sourcing and closing targets by 150%, achieving an average of 3 hires per month.

Spearheaded and led weekly sourcing team meetings where team and individual sourcing goals were set, processes were improved and sourcing strategies were developed. This contributed to a 170% increase in interviews and offers within one quarter.

Created and launched a Design Recruiter Learning Series that was integrated into onboarding plans for all new Design Recruiters to aid understanding of the nuances of Amazon design hiring.
            

    
    

    
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Solely responsible for strategic and consultative full-cycle recruitment for all Blink UX positions full-time, part-time, interns, and contractors in 5 distinct markets.

Designed and implemented scaleable hiring/interview process including a candidate evaluation scorecard, interview question library, and a “Blink Interview Guide” to be used for new hiring manager training.

Developed and maintained reporting to track key hiring metrics such as time-to-fill, time-to-hire, cost of hire, and offer acceptance ratio.

Worked closely with the Resourcing team to streamline our contractor utilization process.

Partnered with HR Manager to create strategies around Blink’s approach to diversity, equity, and inclusion (DEI).

Organized and attended hiring events and career fairs.
            

    
    

    
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Responsible for connecting digital creative talent with thriving design-minded ad agencies, mid-sized companies, and Fortune 500 brands in Seattle for contract, contract-to-hire, and direct-hire opportunities.

Full-cycle recruiting from qualifying a role with the hiring manager to negotiating offers.

Actively sourced and recruited on 35+ design and creative roles simultaneously.

As a subject matter expert of our internal applicant tracking system (ATS), I organized and led trainings for new recruiter hires. This included ATS training and recruiting basics.

Sourced and screened new design candidates weekly. Additionally provided coaching including constructive criticism on candidates’ resumes and portfolios to help them better demonstrate their relevant experience.

Experimented with new, creative, and out-of-the-box ways to find top talent and maintain ongoing relationships with candidates with regular follow-up.

Cold-called candidates in order to engage and build relationships for current or future roles.
            

    
    

    
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Shanel Shack🇺🇸

About Shanel Shack

Expertise

Sessions with Shanel Shack