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| Version | User | Scope of changes |
|---|---|---|
| Apr 14 2007, 9:35 PM EDT (current) | rwarriner | 4 words added, 39 words deleted |
| Mar 18 2007, 4:42 PM EDT | rwarriner | 2 words added, 2 words deleted |
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Rebecca's first job after graduating from Whitman College was as an Inside Sales Representative with Boxlight Corporation in Poulsbo, WA. Rebecca was the10th employee at this original equipment manufacturer of computer projectors. Rebecca was responsible for approximately $100,000 in monthly sales and quickly became the top sales representative. She then transitioned into a new position for the company recruiting and training sales representatives and then became the Recruiting and Training Manager for the entire company. During this time, Boxlight was on the Inc. 500 list of the fastest growing privately held companies in the United States for four years in a row and is in the Inc. 500 Hall of Fame as a 5-time honoree. During Rebecca's tenure there, the company grew to approximately 150 employees world wide.
After five years at Boxlight, Rebecca moved to Seattle and joined Optiva Corporation as their Recruiting & Training Coordinator. Optiva is the company that invented, developed, and manufactured the sonicare toothbrush. The company was growing very quickly and Rebecca was busy filling approximately 140 positions in 18 months. During this time, she also earned her Certificate in Human Resources Management from the University of Washington.
Rebecca was then offered the Human Resources Manager position at C Me Run Corporation, a start up application service provider. Rebecca was employee number three and was responsible for developing the Human Resources department from scratch. C Me Run grew very quickly and then moved its headquarters to Hudson, MA. Rebecca was offered the opportunity to relocate with the company, but decided to stay in Seattle. Rebecca helped transition the Human Resources role to the east coast and then joined LizardTech, Inc. as their Human Resources Manager.
Rebecca joined LizardTech when they had about 95 employees. She was their first Human Resources employee and she was tasked with centralizing the HR function. Because they were growing very quickly, Rebecca first centralized recruiting and built a strategic program from scratch, which helped the company double in size in 8 months. Rebecca also pulled all of the HR functions into the new HR department - employee relations, compensation, benefits, training, and compliance. This required a complete audit of the personnel files and making changes to procedures to ensure those were maintained appropriately. Rebecca also evaluated third party benefits administrators, chose a new vendor, and strengthened the benefits package offered to employees. During this time, Rebecca was promoted to Director of Human Resources and grew the department to four employees.
Unfortunately, LizardTech was hit by the high-tech crash in 2001. The company downsized 80% of its employees and Rebecca was responsible for coordinating the reductions in force with corporate culture and respect for employees as top priorities. She also proposed and implemented alternatives to downsizing, which saved the company over $40,000 in a three-month period.
Rebecca left LizardTech in March of 2002 when they downsized to about 25 employees. She went back to LizardTech in June of 2003 and coordinated and led the transfer of the company's CRM database from Onyx to UpShot, a web hosted, software as a service CRM. Rebecca's role at LizardTech grew and she became the Sales Operations Manager, managing 10 direct reports in Sales, Licensing, Technical Support, Facilities, Shipping, Customer Service, and Operations.
In 2005, Rebecca left LizardTech and started her own company, Woodland Recruiting, providing retaining and contingent search, recruiting program development, and independent candidate evaluation for high-tech and bio-tech companies in the Seattle area. She also providesconsulting freeservices resume and job search tips to candidates, which can be heard on her podcast on PodBeanemployers and iTunes.candidates.
After five years at Boxlight, Rebecca moved to Seattle and joined Optiva Corporation as their Recruiting & Training Coordinator. Optiva is the company that invented, developed, and manufactured the sonicare toothbrush. The company was growing very quickly and Rebecca was busy filling approximately 140 positions in 18 months. During this time, she also earned her Certificate in Human Resources Management from the University of Washington.
Rebecca was then offered the Human Resources Manager position at C Me Run Corporation, a start up application service provider. Rebecca was employee number three and was responsible for developing the Human Resources department from scratch. C Me Run grew very quickly and then moved its headquarters to Hudson, MA. Rebecca was offered the opportunity to relocate with the company, but decided to stay in Seattle. Rebecca helped transition the Human Resources role to the east coast and then joined LizardTech, Inc. as their Human Resources Manager.
Rebecca joined LizardTech when they had about 95 employees. She was their first Human Resources employee and she was tasked with centralizing the HR function. Because they were growing very quickly, Rebecca first centralized recruiting and built a strategic program from scratch, which helped the company double in size in 8 months. Rebecca also pulled all of the HR functions into the new HR department - employee relations, compensation, benefits, training, and compliance. This required a complete audit of the personnel files and making changes to procedures to ensure those were maintained appropriately. Rebecca also evaluated third party benefits administrators, chose a new vendor, and strengthened the benefits package offered to employees. During this time, Rebecca was promoted to Director of Human Resources and grew the department to four employees.
Unfortunately, LizardTech was hit by the high-tech crash in 2001. The company downsized 80% of its employees and Rebecca was responsible for coordinating the reductions in force with corporate culture and respect for employees as top priorities. She also proposed and implemented alternatives to downsizing, which saved the company over $40,000 in a three-month period.
Rebecca left LizardTech in March of 2002 when they downsized to about 25 employees. She went back to LizardTech in June of 2003 and coordinated and led the transfer of the company's CRM database from Onyx to UpShot, a web hosted, software as a service CRM. Rebecca's role at LizardTech grew and she became the Sales Operations Manager, managing 10 direct reports in Sales, Licensing, Technical Support, Facilities, Shipping, Customer Service, and Operations.
In 2005, Rebecca left LizardTech and started her own company, Woodland Recruiting, providing retaining and contingent search, recruiting program development, and independent candidate evaluation for high-tech and bio-tech companies in the Seattle area. She also providesconsulting freeservices resume and job search tips to candidates, which can be heard on her podcast on PodBeanemployers and iTunes.candidates.
