Dustin Luke Kay

Technical recruiting case studies

I’m Dustin Luke Kay, a technical recruiting and talent acquisition leader. I’ve led recruiting teams and worked directly on specialized searches in enterprise technology, medical devices, and IT infrastructure. I partner with hiring leaders to define what a role needs, map the talent market, and engage experienced candidates who may not be actively looking.

At JDA TSG, I directed recruiting for Microsoft’s Premier Field Engineering program and delivered a proof-of-concept hire for Intuit. At Inogen, I coached three recruiters and two sourcers while supporting 78 open requisitions across six business functions. At Accenture, I delivered 172 hires in the first two quarters of 2015, including 26 in a single month.

The case studies below show how I take a specialized search from intake to onboarding, prioritize competing hiring needs, and build pipelines for hard-to-fill technical roles.

Delivering Intuit’s proof-of-concept hire

At JDA TSG, executive leadership asked me to deliver a specialized hire that would demonstrate our ability to support Intuit. I managed intake, stakeholder alignment, sourcing, candidate assessment, interviews, selection, and accelerated onboarding. We delivered the hire, giving JDA TSG a concrete example of its recruiting capabilities for discussions about expanding the relationship.

What to take into the next search

For a proof-of-concept search, agree with stakeholders on what the hire needs to demonstrate. Use that agreement to guide sourcing, interviews, and the handoff to onboarding.

Prioritizing medical-device recruiting at Inogen

I supported 78 open requisitions across R&D, Finance, Engineering, Medical, HR, and IT. I coached three recruiters and two sourcers and worked with business and HR leaders to prioritize critical searches and allocate recruiting capacity.

What to take into the next search

When several functions compete for the same recruiting resources, discuss the impact of each vacancy with hiring leaders and agree on which searches need attention first.

Hiring enterprise infrastructure talent at Accenture

I recruited solution architects, network and telecom engineers, systems and database administrators, program managers, and technical support professionals. I delivered 172 hires in the first two quarters of 2015, including 26 hires in a single month.

What to take into the next search

For infrastructure roles, clarify which technologies candidates must have operated directly and what they’ll own after joining. That gives sourcers and interviewers a shared basis for evaluating experience.