Al Lundy Email & Phone Number

Austin, Texas, US

Lead a team of strategy advisors supporting the Job Seeker organization. Execute that vision for HR strategy by partnering with the SLT, VPs, and country leaders. Lead talent and workforce planning for Job Seeker in partnership with SLT, leveraging processes provided by Talent Management & Development COE.

Austin, Texas, US

Mclean, VA, US

Leading a Team of Technology recruiting leaders supporting hiring engineering talent across the organization.

Mclean, VA, US

Mclean, VA, US

Heading up an innovative team of recruiting leaders, recruiters and sourcers to drive great results for the RDT and commercial Tech biz at Capital One labs. Set, manage, drive recruiting strategies that build Capital One's brand with a focus to identify and attract top tech talent.

Stamford, CT, US

Cultivate and manage a team of 12 Talent Sourcers. Maintain responsibilities for driving results through others in the areas of identifying, qualifying, engaging and matching candidates to defined sales profiles and specific requisitions across assigned channels. Guide Talent Sourcers, business partners and other key stakeholders on candidate sourcing.

Hanover, Maryland, US

Hanover, Maryland, US

Responsible for the overall daily management of all open Marketing positions within three business groups. ( ICSS, CCSG and CTN) This includes managing the client relationships, driving the recruitment process which includes the strategy, managing the progress of the job search. In addition, managing the candidate experience, data integrity and all related.

Hanover, Maryland, US

Responsible for client development and managementActed as a liaison between Allegis RPO, the client and the candidatesServe as a positive business partner sharing market intelligence and a consultative recruitment approach with the client, their team and HR population Provided guidance on process improvement and effective staffing techniques. Partner with.

Beaverton, OR, US

• Partnered with 4 district directors spanning 10 states to support Nike’s largest US retail market.
• Saved the company an average of 35% in service fees by filling positions previously managed by an external search group.
• Actively networked to build and leverage a database of qualified diverse talent resulting in over 40 managerial placements within the first fiscal year.
• Partnered with field HR generalists and hiring managers on diversity staffing to educate and implement changes to the training process which successfully decreased turnover while increasing applicant flow.
• Worked closely with hiring managers to coordinate, develop and spearhead a unique recruiting strategy for 12 new retails locations that included departmental needs, a successful candidate profile, target list of.
• Built and maintained functional expertise of the competitive marketplace, which reduced cost by limiting the need to invest in outside research.

Columbus, OH, US

Columbus, OH, US

• Managed a team of 7 city recruiters in seven states throughout the northeast which included succession planning for new hires and existing recruiters.
• Trained and developed 12 city recruiters within the region to consistently and effectively recruit valuable candidates.
• Developed sourcing strategies for all levels of various positions through campus recruiting, networking, internet searches, diversity events, and attending career fairs.
• Leveraged the skills set of 7 recruiters to maximize the return on investment in each market.
• Oversaw the hiring and training for 50 retail locations encompassing a head count of both exempt and part-time employees which led to less than 2% open exempt positions.
• Actively involved in the successful opening of 7 of the company’s largest retail locations.

Columbus, OH, US

Columbus, OH, US

• Supervised management team in the store.
• Created schedule for all employees including brand representatives, stock persons, and managers.
• Built, managed and leveraged contacts to ensure available pools of talent for current and future openings.
• Recruited, interviewed and orientated new employees. Assessed talent against critical needs of the position.
• Trained and developed other managers on recruiting, Sunday orientations, and processing payroll.

Bs, Phy & Sociology

Executive Leadership Development Program, Power & Leadership Getting Below The Surface Level 3 Leadership. Proprietary Method James G Clawson

High School