CareScout simplifies and dignifies the aging experience – starting with how we define, deliver, and discover quality aging care. We help older adults and their families navigate the aging journey and find quality care. Through our CareScout Quality Network, a group of long-term care providers committed to delivering person-centered care, we’re reframing quality as not just safety, but an experience that is dignified, connected, and fulfilling. At CareScout.com, we’ll be sharing aging care options and provide resources, education, and human support in one unified experience.

- Defined Strategic Hiring and MC Practice Talent Roadmaps and hiring strategy, drove towards aggressive growth goals through identifying, attracting, and hiring diverse and high caliber talent. - Built practice area hiring plans, solidified relationships with executive and practice leadership stakeholders through weekly stand-ups.- Helped redefine employee value proposition, recreate ideal candidate personas and partner with Diversity & Inclusion council.- Developed and delivered thought leadership presentations to Talent Acquisition team to develop expertise in strategic sourcing and talent advisory capabilities across the entire team. - Served as product owner for pilot analytics project aimed at improving employee retention by predicting employee attrition through real-time analytics in Power BI. - Helped synthesize a data driven framework for talent analytics that would better inform strategic sourcing strategies.- Served in a leadership capacity on project to overhaul and rebuild CapTech interview process- Partnered with business development and executive teams on new target account research and intelligence gathering as well as stand up framework for future BDR activities. - Collaborated with Recruitment Marketing in order to tell more effective and compelling stories about the career experience at CapTech and evaluate impact of current & future recruitment marketing strategies.

- Responsible for recruiting and sourcing efforts across all of our emerging markets in Atlanta, Denver, Chicago and Columbus. - Partnered with executive leadership team on qualifying new open requirements, evaluating prospective talent and owning new office growth & recruiting strategies.- Owned pipeline management and communications, led stand-ups with office leadership in all emerging markets.- Helped with Talent Acquisition process improvement efforts as well as partnering with marketing to build our brand name in new markets.- Averaged 40-55 hires annually.

Professional Recruiter/ IT PMO Recruiter January 2009-Present- Responsible for recruiting efforts for all Project Management and Business Analysis requirements for Central Virginia and Tidewater markets.- Placed contractors in openings ranging from project coordinators, project/program managers, business systems analyst, business analyst, technical writers, and data analyst for both applications based and infrastructure projects. - Maintained relationships with existing networking groups such as the Richmond PMI CVC and IIBA, currently responsible for recruiting for all PMO skill set requirements for Central Virginia and Tidewater markets.- Ranked in top 10% nationally in recruiting production metrics over 5 year period. Finished 2012 as a top 10 recruiter in the company and in the top 20 in 2013 and 2014.Professional Recruiter August 2006- January 2009- Specialized in identifying qualified candidates for client requirements, typically making 40 cold calls to potential candidates actively looking for new opportunities- Screen resumes, interview candidates (by phone or in person), administer appropriate assessments, reference/background checking, make recommendations for hire (or not hire) - Work collaboratively with hiring managers and HR partners to determine staffing needs. Reviewing position specifications and understand business objectives to a specific business or group of businesses. - Provided training (classroom and on-the-job) and acted as mentor for new hires- Utilized traditional and non-traditional resources to identify and attract quality candidates such as career fairs, LinkedIn, networking events and active contacts. - Held the highest of standards as far as feedback timelines both with candidates and clients to maintain effective expectations on both sides of the table - Maintained contractor relationship building process through hiring process through initial screenings, interviews and placement.

Area Sales Manager – North Carolina, South Carolina and Georgia - Summer 2005- Supervised, mentored and trained nine teams comprised of 24 sales representatives - Accompanied sales representatives in the field to provide individual training as well as monitor performance and provide developmental opportunities- Collaborated on campaigns in nine different cities throughout 3-state region - Exceeded region sales goal of $831,00 Local Sales Manager – Richmond, Virginia – Summer 2004- Supervised a team of six sales representatives in the direct sale of advertising for the nation’s largest publisher of campus telephone directories- Conducted 30 cold calls to potential advertisers on a daily basis- Trained, developed, coached sales representatives on an ongoing basis- Our team was ranked nationally in terms of performance results with over $200,000 in revenue for the summer