Annette Capriotti
AI, Hiring & Business Systems Advisor

I help organizations improve performance by strengthening the systems behind their people, processes, and decisions. I grow revenue, align teams, and modernize operations—without full-time overhead.

Across talent, operations, sales and AI — with a focus on clarity, execution, and measurable outcomes.

I work with:

  • Founder-led companies

  • Growing mid-market firms

  • Organizations in transition

  • Teams struggling with scale

If your business has outgrown its systems, I help fix that.

Senior Operations, Business Development, Talent & Recruiting Leader with 20+ years of experience delivering revenue impact, rescuing at-risk RPO and corporate hiring initiatives, while scaling teams under pressure —

Now applying AI intentionally to modernize recruiting without losing judgment.

Integrating AI into business processes and operations to deliver measurable bottom-line results.

Helping organizations use AI to handle administrative work so professionals can focus on higher-value priorities and remain competitive in a fast-moving market.

Too often, revenue is lost in the gaps between intent, response, and execution — where unclear processes, slow follow-up, and administrative drag quietly erode growth.

$7M+ revenue generated in 5 years • 1,000 hires in a single-day project • Global leadership

• AI-enabled recruiting • Operational AI deployment • Sales and revenue system optimization

I’m often brought in when hiring efforts need clarity, speed, and credibility — especially when the stakes are high. Recently engaged to deliver AI solutions so companies stay competitve.

What I’m Known For

  • Increase revenue by deploying AI-powered text and call-back systems that convert inbound interest faster and reduce lost opportunities.

  • Drive sales performance using AI-based intent signals that prioritize the right prospects at the right time.

  • Free executive and leadership capacity by offloading administrative work to AI, allowing focus on growth, strategy, and decision-making.

  • Turning at-risk hiring initiatives into stable, high-performing programs

  • Delivering speed without sacrificing quality or judgment

  • Partnering with executives as a strategic talent advisor, not an order-taker

  • Leading senior, high-volume, and high-pressure hiring efforts

  • Using AI to sharpen clarity and outcomes — not replace responsibility

  • Identifying process friction and applying AI to reduce manual effort and decision lag

  • Implementing practical AI solutions to streamline administrative and operational workflows

  • Freeing professionals from low-value administrative work so they can focus on higher-impact priorities

Selected Successes

  • $5.2M in revenue generated through recruiting delivery, client retention, and account growth in 3 years

  • Secured a $250K recruiting engagement through direct business development, closing within minutes of initial contact

  • Built and grew a new IT consulting division, producing $920K in revenue in under a year as the only sales contributor

  • 1,000 hires delivered across 7 states for a single-day, zero-advertising project

  • Up to 63% reduction in time-to-fill while improving quality-of-hire metrics

  • Silver Medalist for Military Hiring, achieved in under 8 months

  • Repeatedly deployed to rescue RPO accounts at risk of cancellation and restore client confidence

  • Successfully onboarded and trained an international sourcing team of 35 across language barriers, achieving positive production results within the first week

How I Think About Hiring

I don’t approach recruiting as a transactional function. I approach it as a business system with financial, operational, and human consequences.

My focus is on clarity early — role definition, expectations, decision criteria, and market reality —

because most hiring problems begin long before candidates enter the process.

I use AI as a thinking partner to surface misalignment, pressure-test assumptions, and improve decision quality — not to replace judgment or accountability. Better inputs lead to better outcomes.

How I Think About AI

I don’t approach AI as a trend or a standalone technology. I approach it as a practical capability that should serve real business outcomes across operations, sales, recruiting, and leadership.

My perspective on AI is shaped by hands-on experience building and fixing systems — hiring at scale, launching revenue-generating business units, leading sales efforts, and operating a live venue business. AI only matters if it improves how work actually gets done.

I focus on using AI to reduce administrative drag, clarify decision-making, and improve process flow — freeing professionals to spend more time on high-impact work that drives growth and competitiveness.

AI should support judgment, not replace it. Accountability, context, and leadership remain human responsibilities — and the strongest results come from designing AI-enabled systems with that principle in mind.

How I Think About Operations

View operations as the foundation that determines whether a business scales smoothly or struggles under its own weight. Strong operations aren’t about complexity — they’re about clarity, flow, and accountability.

My focus is on identifying friction points, unnecessary handoffs, and manual work that slows teams down. When processes are clear, people make better decisions and execution improves naturally.

Apply technology, including AI, selectively to streamline workflows and reduce administrative burden — always with the goal of improving throughput without sacrificing control or judgment.

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