Lead Recruiting Operations & Tools Optimization:Oversee and enhance all recruiting operations, including ATS, job boards, and other recruiting platforms, while developing and implementing a Talent Acquisition (TA) technology strategy. Manage tools such as Workday HCM, LinkedIn Recruiter, and SME job boards to streamline processes and optimize resource use.Build Scalable Recruiting Processes:Create and refine scalable recruiting processes that improve candidate experience and increase efficiency. Collaborate with hiring teams to align recruiting strategies with company objectives. Lead the design and management of sourcing and referral programs, offering training to interviewers, hiring managers, and recruiters. Transition seamlessly between strategic planning and execution, addressing complex challenges and driving talent acquisition success.Cross-functional Leadership & Project Management:Manage cross-functional projects, ensuring alignment with scope, timelines, and resource deployment. Demonstrate exceptional organizational and project management skills while balancing multiple priorities in diverse work environments. Collaborate effectively with stakeholders to meet strategic goals.Data-Driven Insights & Decision-Making:Partner with People/HR Analytics and TA leadership to track recruiting performance metrics and satisfaction data. Regularly review insights to drive improvements and inform strategic decisions.Strategic Vendor Management:Work with HR and Finance leaders to align headcount planning with long-term business objectives. Oversee vendor relationships, manage contracts, and lead RFP projects to ensure operational efficiency.Compliance & Best Practices:Ensure adherence to employment laws and regulations, including EEO. Embed diversity, equity, and inclusion in all recruiting processes, mitigating legal risks and fostering an inclusive work environment.

The four main pillars of my role were TA Operations/Project Management, Team Management, Training and Development, and Recruiting.Directly Managed 7 People: 6 Talent Acquisition Specialists & 1 Talent Acquisition CoordinatorFull Cycle Recruitment in the following areas: Corporate Services (IT, Sales, Accounting, HR, Purchasing, & Marketing), Engineering (Mechanical, Electrical, Software, Product Development, Design, Applications, Sales), Technical Support, Field Service, Manufacturing, and Leadership positionsImplemented new tools to save Recruiters time sourcing for candidates (LinkedIn Recruiter & Calendly)Hired 5 new Talent Acquisition Specialists and created a new onboarding and training program for all new Talent Acquisition SpecialistsCreated new Team Job Descriptions to improve our “Plan and Path” within the departmentIntroduced new team metrics/KPIs (Time to Fill, Requisition Distribution/Count, Cost per Hire, Onboarding/Turnaround Time)Utilized process mapping to determine the root causes of common errors in the recruitment and onboarding process. Directly managed between 100 and 5 requisitions at any one time. Averaged between 25-40 while a TA Specialist. Currently, managing 15 requisitionsiCIMS (ATS) Data Assurance & Clean-Up Project: Cleaned up disposition statuses on all closed and open requisitions in the ATS to ensure accurate reporting Updated all Offer Letters, Sign-On Bonus Agreements, and hiring documents per new company policies and new Federal/State lawsCreated the foundation for a new Entry level/Graduate hiring program focused on building partnerships with local and regional collegesUse technology tools to organize the team’s ability to track processes and improvements via OneNote and MS TeamsReorganize meeting structures to focus on team goals and initiativesCreated and managed a Hiring Manager Satisfaction Survey, completed biyearly about the recruitment process

I began my time at Daifuku Wynright as the Controls Engineering SME for the Talent Acquisition team focused on the hiring of top talent for Controls Engineering positions (Project and Development focused) across our multiple US-based locations.

I'm a Two-time Award-winning "Recruiter of the Quarter," where I helped mid-size to large businesses solve their toughest Engineering and IT hiring challenges. I split my time between recruiting, account management, leading a recruiting pod, and building/executing our training and development curriculum for new and existing employees.My day-to-day responsibilities include: • Full Desk/ Full Life Cycle Responsibilities (Business Development, Account Management, Recruiting)• Pod Leader and leading Weekly Status Update meetings (Supervised 1-2 Recruiters)• Training and Development Curriculum development & execution• Sourcing Passive/Active Candidates using ATS (Bullhorn, Compas, Avionte), LinkedIn Recruiter, and job boards• Cold-calling candidates and prospective clients• Completing phone screens and interviews of candidates• Scheduling candidates for phone and onsite interviews• Facilitating between clients and candidates• Expanding the pool of candidates by prospecting, referrals, and attending networking events• Coaching candidates for interviews• Negotiating between candidates and clients on potential offers• Working with Clients & Candidates as a trusted adviser• Project Management of multiple and competing priorities• Conducting coaching and learning opportunities for internal staff to standardize processes and behaviors• Strategizing and Completing social media posts using Hootsuite• Coordinating College and University Job Postings via HandshakeEngineering Specialties include:• Project/Program Managers• Mechanical, Electrical, Software, and Engineers• Quality, Manufacturing Engineers• Systems and Embedded SW Engineer• Field, Test, and Quality EngineersOur list of awards include:► Forbes List of America's Best Professional & Executive Recruiting Firms► ClearRated's Best of Staffing for both Client & Candidate Experience► Inc Magazine's Inc 5000 list of America's Fastest-Growing Private Companies in America

While at 180, I started as a Tier 1 Recruiting Specialist and was promoted twice in 15 months to a Senior level. I was the fastest employee to hit Tier 3 goals in company history.

Promoted to Tier 2 (Sr. Recruitment Specialist) and one month later to Tier 3 (Sr. Search Consultant).

I made a career change from teaching high school students to Technical Recruitment.

Ombudsman Educational Services partners with 100+ public school districts in 15+ states to provide alternative education programs for dropout prevention, credit recovery, and dropout recovery. Ombudsman students are at risk of not graduating because of missed school days, lack of credits, or academic challenges/ adult responsibilities that keep them from succeeding in a traditional school environment. Nationwide, more than 80 percent of Ombudsman students graduate, earn necessary credits, or return to their district school closer to or at grade level.● Curriculum Development of Social Studies classes including Government, US History, World History, World Geography, US Geography, and Economics ● Creating lesson plans utilizing multiple sources● Lead reading group (The Great Gatsby)● Lead writing workshop covering essay and creative writing● Lead Mathematics classes including Algebra, Geometry, Algebra 2, Precalculus, Statistics● Administering a reading curriculum for students via Reading Plus● IT support of workstations, phones, and copier/printer