Patrycja Eckert

• Led global internal recruiting and mobility strategy supporting ~9,800 employee transfers annually across multiple regions and business units.
• Built, managed, and developed a global team of 18 recruiters and recruiting leaders responsible for internal hiring across technical and non-technical organizations.
• Built and scaled internal-first hiring frameworks and proactive internal talent pipelines , growth-path roles, and feeder pipelines to increase internal mobility and reduce reliance on external hiring.
• Partnered with executive leadership, HR, and TA Operations to design global internal mobility policies, eligibility frameworks, recruiting processes, and redeployment strategies.
• Implemented data driven mobility metrics including internal fill rate, cycle time, and pipeline conversion to improve workforce planning and talent allocation.
• Served as the talent lead for merges and acquisitions (M&A), acting as the central point of contact to evaluate acquired talent and integrate employees into the organization.
• Designed and implemented a redeployment strategy to transition employees from acquired companies into roles across the business, preserving talent and accelerating integration.
• Created career pathway programs enabling Customer Support (CST) to move into non-CST corporate roles, expanding opportunities for employees to from diverse socio-economic backgrounds and improving career mobility.

• Led recruiting strategy for Core Rider, Driver, Uber Eats, Marketplace, Data Platform supporting 3,000+ engineers.
• Managed and developed a team of 34 recruiters and recruiting leaders (up to Sr. Manager level) across the United States.
• Partnered directly with the VP of Engineering (now CTO) and his leadership team to align hiring strategy with long-term engineering roadmap and product priorities.
• Designed and implemented scalable recruiting strategies and operating models to support high-volume engineering hiring.
• Built and scaled strategic talent channels including employee referrals, boomerang hiring (former employees returning), and structured decline pipelines to strengthen candidate supply.
• Improved recruiting efficiency by reducing recruiter workload and weekly recruiting hours through process optimization and channel strategy.
• Partnered with HR and engineering leadership to improve workforce planning, hiring prioritization, and recruiting execution across the organization.

• Led technical recruiting team hiring for infrastructure, data platform,and platform engineering teams, including machine learning and ML platform roles supporting core technical systems.
• Managed and developed a team of recruiters responsible for hiring software engineers, and ML platform engineers across highly specialized technical domains.
• Partnered closely with engineering leadership to define hiring strategy and prioritize critical infrastructure, platform, and ML hiring needs.
• Played a key leadership role during COVID-19 by developing and implementing remote hiring processes, enabling the organization to continue hiring critical technical talent while operating in a fully virtual environment.
• Led and supported the recruiting team through the transition of fully remote work, maintaining team engagement, performance, and recruiting delivery during a period of significant organizational change.
• Built targeted technical talent pipelines for specialized roles, including distributed systems, data infrastructure, and machine learning platform engineering.
• Implemented structured sourcing strategies and recruiting processes to improve candidate quality, pipeline health, and hiring efficiency for hard to fill technical roles.

Promoted from Senior Technical Recruiter -> Principal Technical Recruiter -> Technical Recruiting Manager within 18 months.

• Founded and built Uber's global engineering recruiting events program, as an individual contributor, creating a new hiring channel to attract and relocate international engineering talent to the United States.
• Promoted Principal Recruiter and then to Manager to scale the program globally based on early success and impact.
• Led and scaled a cross functional team of ~28 recruiters, sourcers, program managers, and recruiting coordinators.
• Developed a global hiring strategy focused on visa-friendly markets, unlocking international talent pipelines for U.S. engineering teams.
• Organized and led week-long technical talent hiring events across Australia, Singapore, Chile, Canada, Mexico, and the United States.
• Successfully hired 400+ engineers through global recruiting events, accelerating hiring for hard-to-fill technical roles.
• Partnered with engineering leadership, immigration, mobility, and TA operations teams to identify high-priority technical roles and support relocation of international engineers to U.S. teams.
• Built scalable processes for candidate sourcing, onsite interviews, and event based hiring, accelerating hiring for hard to fill engineering roles.
• Enabled engineering organizations to access global talent markets and expand pipelines beyond traditional U.S. recruiting channels.

• Recruited for engineering teams supporting Rider, Driver, and Customer Obsession teams, contributing to Uber's core product ecosystem.
• Promoted to Senior Technical Recruiter based on strong performance, delivery, and impact across high-priority engineering hiring.
• One of the founding recruiters supporting Uber Eats, helping to build and scale early engineering teams for the business.
• Partnered closely with engineering leaders to identify hiring needs and deliver talent for rapidly growing product and platform teams.
• Built and managed pipelines for software engineering roles, supporting high-volume hiring during a period of hyper growth.
• Contributed to scaling recruiting processes and improving candidate experience and hiring efficiency across teams.

• Joined as a founding sourcer, building the initial talent pipelines for engineering hiring at the early-stage, high-growth startup.
• Designed and executed sourcing strategies for software engineering and product roles, creating scalable pipelines for hard to fill technical positions.
• Partnered with hiring mangers and leadership to identify hiring needs and establish recruiting processes during a period of rapid company growth.
• Helped found and build the university recruiting program from scratch, establishing early campus recruiting strategies and pipelines for emerging talent.
• Contributed to laying foundation for technical recruiting infrastructure, including sourcing approaches, candidate engagement, and pipeline development.

• Recruited and sourced software engineering talent across the United States for high-volume & hard to fill technical roles.
• Partnered closely with hiring managers to define technical requirements, hiring profiles, and interview strategies for engineering teams.
• Built and managed proactive talent pipelines through strategic sourcing, networking, and market mapping across competitive talent markets.
• Supported APAC recruiting initiatives by sourcing technical talent and partnering with global recruiting teams.
• Utilized data-driven recruiting strategies and sourcing techniques to identify ad engage top engineering talent.

• Managed full-cycle technical recruiting for a staffing agency supporting multiple clients across startup and enterprise environments.
• Recruited for a wide range of technical roles including software engineering, infrastructure, product, and technical support roles.
• Built and managed candidate pipelines through sourcing, networking, referrals, job boards, and proactive outreach strategies.
• Balanced multiple client accounts simultaneously while delivering a high-touch candidate and client experience in a fast-paced agency environment.