Sarah Chen

I've hired through both headcount freezes and hypergrowth. My strength is reading a candidate past the résumé — where it's safe to compromise, where it never is, and the collaboration signals that actually predict who'll thrive on a lead track.

I keep the bar steady when the pressure to fill seats is highest, because that's exactly when teams quietly lower it. The rule that's survived every reorg: an offer only goes out if the loop would genuinely want this person back.