Ashley Donan

Who they are

Ashley Donan is a Technical Recruiter at CoreWeave — previously a Talent Partner at Topgolf Callaway Brands and earlier at Hortonworks, spanning sports-tech and big-data infrastructure hiring.

Person

Ashley studied at the University of Central Florida before building a recruiting career across three distinct industry stops. At Hortonworks — the Hadoop and data-platform company — she got her reps in technical hiring during the big-data boom, a demanding environment for sourcing infrastructure and engineering talent. She then moved to Topgolf Callaway Brands as a Talent Partner, working inside a NYSE-listed company formed from the merger of Callaway Golf and Topgolf, with over 10,000 employees and a sprawling entertainment-and-sports-equipment footprint. Possibly — she joined CoreWeave as a Technical Recruiter around 2024, stepping into one of the fastest-hiring companies in AI infrastructure. The through-line is specialist technical recruiting across high-growth, technically complex orgs — big data, sports-tech, now GPU cloud. She posts occasionally on LinkedIn, mostly around recruiting operations and sourcing — including public callouts for sourcers, which signals she thinks in team terms, not just solo execution.

How they likely show up

  • Specialist role pattern across multiple companies → likely goes deep on a discipline (technical hiring) rather than rotating generalist functions.
  • Moved from Hortonworks (data infrastructure) to Topgolf Callaway (consumer/sports-tech) to CoreWeave (AI compute) → comfortable re-learning a new technical domain each time, adapts quickly to new candidate profiles.
  • Possibly — joined CoreWeave around 2024 → operating in a high-velocity hiring environment where speed and pipeline depth matter more than process polish.
  • Public LinkedIn post recruiting a sourcer for her own team → thinks about hiring as a team sport, delegates tactically, and isn't shy about using her network publicly.
  • Occasional LinkedIn posting focused on recruiting and sourcing topics → professional voice is practical and operational, not thought-leadership-oriented.

Conversation tips

  • → Ask about the contrast between hiring at Hortonworks (data infrastructure, smaller scale) versus Topgolf Callaway (10,000+ employees, post-merger complexity) — the context shift is stark and she'll have specific stories.
  • → Reference the sourcer callout post she made on LinkedIn — it shows she thinks about team structure and delegation, a good thread to pull on.
  • → Don't assume she only does volume hiring — her background is specifically technical recruiting, so engage with the engineering/infrastructure side of the role.
  • → CoreWeave is a specific, high-stakes environment right now; she'll likely be energized talking about the caliber and pace of hiring there rather than general HR process topics.

Toolbox

Openers

  • Open on her move to CoreWeave — she went from a 10,000-person NYSE-listed company to one of the most talked-about AI infrastructure buildouts right now; that's a deliberate bet worth asking about.
  • Reference her Hortonworks tenure — she was sourcing technical talent during the peak of the big-data era, a specific and demanding hiring environment that shaped her instincts.
  • Mention the LinkedIn post where she publicly recruited a sourcer — it signals she runs her desk as a mini team operation, and it's a concrete, recent signal of how she works.

Discovery questions

  1. How does sourcing for AI infrastructure roles at CoreWeave compare to what you were doing at Hortonworks during the big-data years — same archetypes of candidates or a totally different profile?
  2. When you were at Topgolf Callaway post-merger, how did the integration affect how you ran talent acquisition — did the two company cultures create friction in hiring?
  3. You posted publicly looking for a sourcer — how do you think about splitting the sourcing and recruiting functions, and what breaks down when that line isn't clear?

Avoid

Don't treat this as a generalist HR conversation — her entire track record is specialist technical recruiting, so generic talent-strategy talk will land flat.

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Sources

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Generated by briefthecall.com from public web sources on July 26, 2026. Each claim is linked to its source above.

Automatically generated by AI from public sources. May be inaccurate or out of date. Remove or correct this profile →