https://youtu.be/C69HEn8xm1A?si=lQtgEGPqGVP9cWND

Started in 2018 and growing quickly to 500+ employees, Archer designs, manufactures and operates eVTOL aircraft and are on track to be certified by the end of 2024. After going public in 2021, we have joined together with 2 strategic partnerships; United Airlines and Stellantis (parent company of Fiat Chrysler) and together we will help make the world a cleaner environment with a better quality of life. Unlike other eVTOL aircraft, ours was designed intentionally very conventionally and standard; no additive manufacturing nor autonomy making our vehicle a low risk aircraft to certify and safest to fly. Come check out Archer and be a part of the future!“We are a well-capitalized and growing company with a singular mission: To advance the benefits of sustainable air mobility for all." ~CEO Adam Goldstein

Previously Urban Air Mobility Division of Hyundai Motor Group

•Dedicated TA partner for Solvay’s Composites Materials (CM) and Technology Solutions Industrial (TS) Global Business Units (GBU’s) across all NAM (7000+ headcount). Yielded 30+ FTE hires within first 90 days, navigating damaged relationships, significant change management, lack of trust, and high requisition load• Reported to the TA Manager and highly accountable to the VP of Human Resources by executing a business review of staffing results within the first 90 days• Led biweekly meetings with HRBP’s to build on TA process reinforcement within CM, prioritized requisitions and mitigated risks• Deepened composite technical knowledge by touring CA, SC, GA sites with site managers as well as attended 2019 CamX Expo to build deeper pipelines for key skill gaps• Global Avature (ATS) Lead Trainer for eQuest non-cadre recruiting resulting in 100% participation over three different trainings• Spearheaded staffing turnaround 2020 at Niagara Falls, Canada site; filling 20 hard-to-fill positions within 9 months, four of which were key leadership openings resulting in being recognized as the Most Valuable Player of 2020 at Niagara Falls by the Operations Manager• Created and executed recruiting strategies, which resulted in a top-tier, qualified talent pool of professionals and a strong candidate pipeline• Partnered with hiring managers to identify role of interview team, assign competencies using both technical and behavioral interviewing models

•Managed a team of 7, including 3 Senior Recruiters, 1 Recruiting Coordinator, 1 Recruiting Project Specialist and 2 Mid-Level Recruiters. •Developed all of the technical recruitment for Safran Cabin Branch, with multi-site Divisions and Business Units with locations in CA and WA (5000+ headcount). These businesses had no previous corporaterecruiters, solely used staffing agencies and required a massive turnaround with extensive change management and rebuilding efforts• Reported to the VP of Human Resources of 7 Divisions and Director of Talent driving Global Talent Acquisition initiatives•Successfully designed and developed recruitment standard operating procedures (SOP’s) and processes from cradle to grave• Reduced agency spend from ~$560,000 to 0 in first 5 months by establishing strong relationships with the business and quickly providing top talent for key openings• Reduced average time-to-hire in Southern CA sites from 181 days to 90 by driving quality recruiting best practices and listening to key business needs• Awarded MVP for our Galleys business within 9 months of joining the company by filling over 50 engineering needs and 10 leadership openings in less than 6 months• Hand-selected to participate in Safran’s ATS Train the Trainer program at our headquarters in France where we had to quickly learn SAP Success Factors, configure and build training material in less than 40 days•Enforcing OFCCP regulations with managers; recommending new procedures; conducting training.

•Implemented ‘Recruiting Rapid Response Plan’ for Safran Cabin business to fill replacement requisitions within 60 days• Partnered with the Head of Compensations to build strategic solutions to attract top talent externally and built programs to strengthen internal employee engagement• Key Projects developed and centralized across a segregated division, Cabin Integrated Solutions Division (DCIS); Employee Referral Program, Onboarding Improvement and Summer Internship• Task Force Leader of three different ATS developments where we configured and enhanced the systems for user functionality and OFCCP compliance needs• Conducted top level recruitment activity in support of discipline specific job requirements across all sites, including various executive leadership roles, and professional hires within Engineering, Programs, Supply Chain, Operations, Finance and Accounting• Participated in key negotiations for a $60M Contingent Staffing Program/MSP within 2 divisions covering 7 different sites. This program was selected to expand to $100M over Safran’s North American operations• Support business priorities and job requirements; including weekly requisition meetings with engineering managers• Built an internal intranet for Safran’s Global Talent Team to enhance training and promote better communication• Led trainings on OFCCP compliance, internal mobility, diversity recruitment, applicant-tracking systems and other recruiting best practices

•Reported to VP of Human Resources and directly accountable to the Chief Executive Officer in strategicpipelining of Engineering, Relay Technicians, Field Technicians, and Commissioning Professionals• Successfully converted over 70 cold leads to hires within 1 year by building strong relationships and finding creative solutions to sell AET in a competitive market. Only 7% of the workforce within the United States has Relay Technician skills• Developed and implemented long-term recruitment strategy plans that incorporated establishing partnerships with academic institutions, specialization training programs, and national power organizations – served as main point of contact• Initiated U.S. Army Prime Power Project independently and successfully infiltrated emerging talent pools, creating relationships with key figures, which resulted in increased qualified, technical hires

• Recruiter of the Month – June 2010, July 2010, and April 2011• Recruiter of the Quarter – Q3, 2010• Selected for “Leaning Forward” Program (Top 40 Recruiter Merit within Randstad)• Over 50 Technical Placements in 2011• Served as Lead Recruiter that assisted in the development of a new satellite in the Los Angeles market, which included corporate branding, client development, vertical identification, and complete recruiting responsibility.• Conducted full life-cycle recruiting for engineering/technical sectors, which included: sourcing, screening, qualifying, salary negotiation, submitting, selling and closing hire deals with clients and candidates directly.• Served as Recruiting Project Lead for the Staffing Associate Mentorship Program that cut new-hire costs, reduced production time for new recruiters over 30%, and improved recruiter value ~$30,000 on average.• Served as Recruiting Project Lead for implementing the “360 Interview Process,” which created a ‘top-down’ interview approach and incorporated behavioral tests, writing samples, and a 3 tier interview phase that bolstered new-hire awareness and reduced turnover by 20%.• Created and conducted various trainings for the new engineering recruiters that provided orientation for recruiting/sales strategies, lead generation, candidate selling, vertical recognition, engineering fundamentals, recruiting metrics & operations and Randstad’s internal ATS.• Generated over $600,000 in revenue within two years with a start-up satellite.

• Conducted full life-cycle recruiting for engineering/technical sectors, which included: sourcing, screening, qualifying, salary negotiation, submitting, selling and closing hire deals with client and candidates directly.• Exceeded company productivity expectations in terms of revenue – generating over $460,000 each year.• Familiarized with various engineering & technical sectors with a specialization in Power; supporting power positions ranging from relay technicians to engineering management in a NETA environment. • Served as Team Lead for “Converting More Jobs Into Placements” training development and delivery.• Served as key contributor to Randstad Engineering’s internal Continuous Improvement task force.• Experienced in client interfacing that involved negotiating service contracts and terms, conducting credit checks, receiving job orders, refining and prioritizing client needs and requests, screening candidate submittals, manage the hiring process, and closing hiring deals.• Conducted full life-cycle recruiting for engineering/technical sectors, which included: sourcing, screening, qualifying, salary negotiation, submitting, selling and closing hire deals with client and candidates directly.