I lead and execute on an Employer Brand strategy for a $3.3B mental health startup.- Lead the ideation, development, and execution of the company’s first ever employer brand strategy and first ever EVP. Oversaw a budget of $100K+ annually for partnerships and key branding initiatives. - Own stakeholder relationships with C-Suite, DEI, Marketing, Brand, Internal Comms, Employee Experience, and external agencies, to build and deliver content and crafting campaigns- Establish and retain Spring’s Built In partnership for strategic hiring markets. Averaged 12,600 monthly Built In profile and article views, outperforming competitors by 208% Totaling 180K job views, 34K applications with an app rate of 19.5%, outperforming competitors by 415% - Engineered a 300% increase in LinkedIn followers, growing from 35K to 140K in two years. This led to 1,327 influenced hires over two years based on LinkedIn’s dashboard. - Led and optimized candidate communications across all touchpoints, from initial job view to offer acceptance, ensuring consistent brand tone and message alignment through Greenhouse (ATS). - Create, launch, and maintain company’s first ever DEI Coffee Chats during the interview process. These conversations were a direct response to our DEI efforts, leading to an NPS of +83 across all target markets. - In my first 90 days, spearheaded the end-to-end launch of the company's first career site, transforming it from a job board into a comprehensive resource - resulting in an average of 900 applications per role- Owning the creative narrative, scripting, cast selection, and communication with C-Suite approvers, and an external video agency across the country for the teams first set of Employer Brand Videos. - Onboarded company’s first employee advocacy platform, scaling the platform to five revenue generating teams. The launch of this platform led to an earned media value of $65K in ten months and 1.2 million in potential reach

Campaign Management - Own end-to-end recruitment marketing campaign strategies nationwide in the U.S. and Canada to generate leads, build pipelines, and increase engagement across talent in Sales (500 hires/month), Product, and Design talent markets. - Execute and dictate the organization’s employer brand strategy, including leading creative brief writing which includes discovery, planning, design, development, and deployment of nationwide campaign tactics across omnichannel platforms (traditional, digital programmatic, media-buy, and social media) while reporting on KPIs and metrics after campaign launch. These campaigns range from three to four months to year-long strategies. - Cultivate and manage stakeholder relationships with internal business executives and talent acquisition to drive strong cross-functional relationships to ensure prioritization of recruiting needs, campaign adoption, and implementation of campaigns while advocating for our team’s work to influence business impact. - Leading cross-functional communication between business, talent acquisition, talent brand, creative strategy, design, and at times, external advertising agencies to develop and deliver our solutions. -Managing parts of the company career’s site myrocketcareer.com (landing page strategy, editing content/copy, etc.). Personal Initiatives -Create and launched a monthly email targeted to talent communities to increase brand awareness and lead generation. A total of 55,000 contacts led to an average of 43 applicants and an open rate of 43% per month. -Create and launched an email survey to the talent community of 122,000 contacts to better understand what our talent pool wanted in our communications.Tools: Word, PowerPoint, Excel, Workfront (Project Management Software), Smashfly (CRM), Word Press, and iCIMS Video Studio

Employer Brand- Led the ideation, development, and execution of the employer brand and recruitment marketing strategy - Managed all employer branding channels, technology and platforms, including content strategy, development and execution activities for career site and social channels (ex. LinkedIn, Twitter, Instagram, Glassdoor, and Indeed)- Acted in an advisory capacity to support the National Talent Acquisition Strategy in developing and deploying employer brand and position-specific recruitment marketing campaigns- Launched CCC career site and EVP by partnering with external agencies to create recruitment marketing collateral including employee profiles and infographics to increase candidate engagement; new career site became one of the top 3 visited pages across company domain.Managed CCC’s Built In partnership for strategic hiring markets: Chicago, Austin, and Los Angeles- Averaged 63,000 monthly Built In profile and article views across each market- Averaged 30 applicants per job which led to 35 hires per year through Built In as a source-Delivered benchmarks and performance indicators with a LinkedIn analytics report for entire TA function (note: I do not have access to my dashboards due to company privacy, thus the spreadsheet) Personal Initiatives - Spearheaded and managed content for the company’s first careers Instagram and Twitter accounts with a combined follower growth of 175% over 1.5 years - Crafted a recruitment marketing Toolkit for the TA team – toolkit includes email/LinkedIn InMail templates, website banners, campus brochure, signatures, and written copy etc.? - Implemented Calendly and Rebrand.ly analytics management tools to measure click rates on career pages, job postings, content pieces, and increase internal collaboration

Recruiting and marketplace expert within all things Object-Oriented, Web Development and Mobile Development. Focusing within skill-sets below to foster, maintain and place technical professionals within industries, companies and roles that align with their career skills, goals and interest.- Java, Python, Node, and C+- JavaScript - Angular, React, Ember, Backbone- AWS, Microservices, Kafka, Cassandra etc.- iOS and AndroidProduced and hosted a presentation to over 60+ software engineers of ChiPy about the market analytics of the development labor market, how they can differentiate themselves amongst their peers and how a Recruiter can be a partner, not an annoyanceUtilizing TEKsystems internal ATS (applicant tracking system) to help create an efficient recruitment and delivery process for consultants and clients. This "data lake" holds over 80% of IT professionals profiles, thus optimizing our recruiting methodologies and finding proven talentPerforming a five step quality process to give candidates the best chance of being selected for interviews with clients in such a competitive labor market. This consists of screening and revising resumes, conducting professional endorsements, assessing technical capabilities and cultural match - as they say, "culture eats strategy for breakfast," but I like to apply a bit of both!TEKsystems provides over 80,000 technical professionals to support critical IT engagements at more than 6,000 client sites, including 82% of the Fortune 500. With 145+ offices and over 2,500+ recruiters throughout North America and Europe, our reach grants us access to 81% of the technical professional workforce. It also enables us to speak with over 10,000 technical professionals a week and meet with more than 2,600 of them face to face when recruiting top talent

- Partnered with a Professional Recruiter and placed a contractor at Allianz Insurance- Collaborated with all recruiters in screening candidates for opportunities within Java and Digital- Shifted to a Sourcing role with more classes in the fall, put in 25-30 hours each week depending on classes

- Assisted in placing a full-time Web Content Specialist at Illinois Sate Medical Society to help drive their online footprint- Partnered with Account Managers and recruiters to help individuals seeking contracts, contract-to-hire or full-time opportunities as: Business Analysts, Project Manager and Program Managers at The Northern Trust and BMO among other financial institutions- Generated and maintained multiple working relationships with technical professionals in order to help them reach their personal and professional goals - Worked at TEK while taking classes in the summer to finish my Marketing degree at Roosevelt University

Began with Fall 2014 intern class, offered position to stay on with Entertainment Cruises in January after internship ended- Spearheading team presentation on market expansion to various executives and company brass- Converting maximum number of calls to sales on regular basis - Delivering quality customer service over five products brands in nine diverse US markets- Assisting team members in various business communication styles aimed at enhancing professional etiquette and sales-Improving new and existing customer relations with Cancellation Team when reservations are cancelled or altered

- Direct-report to Director of Marketing and Marketing Associate to create a synthetic platform for current and future events across country- Teaming with marketing team in order to help create an engaging social media platform - performing SWOT analysis in the process of evaluating competitor reach- Traveling with Events Coordinator to various markets creating exposure for various products- Coordinating with nonprofit and not-for-profit organizations for product donation

- Leading the stores strategic Visual Merchandising and Marketing with assistance of General Manager- Training new employees of our sales process and store operations- Led team in average hourly sales on a regular basis- Implementing various store completions to motivate and drive coworkers further- Opening and closing the store: making sure all tasks for the next day are completed- Cultivated relationships with customers and uncovered new customer needs

- Direct-report to Social Media and Marketing Coordinator of Answers Media Inc.- Assisted Media Coordinator with media relations and pitches to better the companies Facebook/LinkedIn pages- Designed various Social Media strategies to be used on Facebook and LinkedIn. Along with a heavy social media analysis of other companies- Produced and edited various Executive Summaries along with creating Research Proposals for various companies

- Created student, staff and faculty official identification cards when damaged or lost- Organized student databases to efficiently track student’s ID activity- Documented inventory counts at the end of each working day- Familiarized students/parents with capabilities of certain Campus Card plans

- Elected to the Senate September 2011- Weekly committee meetings dealing with all academic issues for students and faculty on campus- Regular committee meetings with the Board of Undergraduate Studies and Office of the Provost- Weekly Senate sessions dealing with all issues on campus: Safety, Facilities, Residence Life

- Direct-report to President of Westmont Chamber of Commerce- Publicized events being held by the Chamber to the community- Designed several PowerPoints to be aired on the Westmont cable channel- Assisted Directors and President in managing member relations with various business leaders and elected officials