•Own full recruitment life cycle for senior- and leadership-level technical positions including but not limited to application development, program management, data strategy, quality assurance, and security positions. •Responsible for sourcing active and passive candidates, completing initial screening, administering technical assessments, conducting HR technical interviews, qualifying and submitting candidates profiles, scheduling department interviews, gathering feedback, generating offer letters, extending verbal offers and onboarding new hires.•Utilize creative recruiting strategies to attract both passive and active candidates through social media sites, networking, niche job boards, and referrals from current employees and/or previous candidates. •Identify applicant sources by researching and contacting community sources, colleges, media, and internet sites; providing organization information, opportunities, and maintaining ongoing relationships sources.•Evaluate candidates’ employment history, educational background, technical acumen and salary requirements in order to best match their skills with current job openings and budgets. •Lead kickoff meetings to understand and define candidate profile, determine sourcing strategy, apply process & define roles across interview team, review target hire date, develop a schedule and agree on calibration cadence.

•Lead, develop, and mentor 14 HR team members through ongoing execution of recruiting, development, retention, coaching and support, and performance and goal management at the corporate office. •Build and oversee corporate and technical recruiters that support the full recruitment life cycle for entry-, mid-, senior-, and executive-level corporate and technical positions; Including Information Technology, Marketing, Finance, Risk, Human Resources, Sales, Customer Service, Legal, Merchandise, Purchasing, Real Estate, Store Operations, Training, and Inventory Control. •Manage, develop and implement strategies and solutions to develop a strong applicant pipeline of technical and non-technical candidates and present sourcing best practices, workforce strategies and initiatives to leadership. •Implement recruiting strategies to build a proactive talent pipeline and anticipate future hiring needs. •Build, establish, and maintain strong communication and relationships with executive leadership by holding intake meetings and creating collaborative and cross-functional solutions, training, and processes for hiring and retaining team members. •Ensure relationships are maintained with local universities and professional organizations and the recruiting team is successfully hiring quality talent and identifying creative ways to fill current and future openings.•Effectively identify, assess, and analyze process improvement within Talent programs and processes, and provide guidance, feedback and oversight on implementing enhancements. •Key stakeholder in planning, developing, implementing, and managing multiple HR Talent project’s scopes, strategies, budgets, and outcomes, executing with extensive detail coordination and program management. •Manage and develop the pre-employment criminal background check team and process.•Develop and deliver training programs for hiring managers and field HR leadership focused on Talent Acquisition.

• Built technical recruiting initiative, strategy, and team from one to seven team members, growing the IT department from 250 to 800+ technical professionals. • Responsible for the full recruitment life cycle of 75+ requisitions including intern-, entry-, mid-, senior-, and executive-level positions for Software, Network, Quality Assurance, Project Management, Business Analyst, Computer Support, Marketing, Data departments. • Source technical applicants from niche career sites including StackOverflow, GitHub, Meetup.com, LinkedIn, WeWorkRemote.com, Reddit, and partnering with local professional IT groups and recruiting events. • Partner with IT leadership to assess hiring needs and develop a recruiting plan and strategy in support of talent initiatives.• Develop a strong knowledge base of all IT positions, technical tools, coding languages, and how the various positions within the IT department support the business units at O’Reilly. • Participated in the weekly IT executive leadership meeting to present recruiting updates. • Assist with developing job families, job descriptions, competitive benefits, vacation, and compensation• Post job openings and generate a pipeline of qualified candidates for open positions using a variety of recruiting methods and resources.• Source resumes, conduct phone screens, conduct HR interviews and assess technical skills, administer technical testing, and send interview packet and recommendation to hiring managers. • Manages the negotiation, closing, offer elements and new start relations.