Global Recruiting Leader · Change Management's #1 Fan · AI-Native TA Strategist
TA functions that anticipate, shape, and prove ROI.
I don't run recruiting functions. I redesign them for what's next. 20+ years as a strategic partner to senior leaders across tech, healthcare, media, telecom, and SaaS. My work sits at the intersection of AI, talent strategy, and organizational change, building TA functions that are faster, smarter, and built to last.
Meta · AI Adoption · 6 mo
Live from the case study
AI adoption in 4 months
7.6% baseline · sustained at 94%
Inflection point
Champions program + embedded automation = AI-native by month 4.
TA Transformations
Real problems. Real systems. Real results.
Three transformations across AI rollout, global operating model, and shared services centralization.
AI Adoption Curve · 6 Months
Click a point to see what drove it
AI-native ✓
Month 4
AI became the default, not an add-on. Pipeline quality improved. Candidate experience improved. 20% faster time-to-hire — not despite the automation, because of how we built it.
40 Countries · One operating model
Drag the slider — or scroll — to watch the model take shape
Diagnosis
I didn't build three COEs from scratch — I created synergy where it was fragmented and chaotic. 40 country offices, each running their own playbook, became one operating model with three regional hubs absorbing volume hiring. Time-to-fill dropped 37%. Agency spend dropped 30%.
Before vs. After
What changed when the system was rebuilt
Before
Stuck at 13% — no visible career paths
Internal MobilityAfter
40%
3× lift after launching mobility on a real job architecture
Before
Recruiters duplicating work across 40+ brands
Hiring EfficiencyAfter
+35%
Aligned by function, not brand. Eliminated duplication.
Before
Workday misconfigured. No sourcing, no reporting.
Pipeline HealthAfter
+33%
Recruiters could finally source, track, and report.
Dotdash Meredith was mid-transformation — moving from a legacy print publisher to digital-first after acquiring Time Inc. in 2018. The business needed a TA function built to hire for that shift. What it had was the opposite.
- 40+ brands across 4 verticals (PEOPLE, InStyle, Better Homes & Gardens, Allrecipes, Health, Parents…) each running its own isolated TA process.
- Recruiter sprawl. Two recruiters often covering the same pool of jobs with no coordination. No specialization, no real expertise.
- Broken Workday. Misconfigured from day one — no sourcing, no pipeline visibility, no reporting.
- Internal mobility stuck at 13%, attrition high, pipeline health declining.
How I operate
4 Systems I Bring to the team.
Tap a framework to see how it works in practice.
Stack
My Tech Stack.
@sara.offtheclock
Off the Clock · a glimpse
better human when it's warm + sunny
284park bench, good book, no agenda
152running food list, every city I visit
421travel = my reset button
367host huge group · swear never again · do it again
203half my replies are memes. it's a personality strength.
519Outside of work I recharge in the sun, chase good food, and reset by exploring somewhere new. What people who only know "work Sara" don't expect: I'm sarcastic, I love wit, and always quick with the comebacks.
I'm a people person to my core — I show up for others, personally and professionally. Give me a team that wants to see each other win, and I will show up every single day.
Let's connect
Great recruiting doesn't happen by accident.
Whether you're scaling TA, modernizing how you hire, or thinking about what AI-native recruiting actually looks like — I'd love to talk.
Or browse the full case studies on the Transformations page.