Caroline T. Email & Phone Number

New York City, Ny

- Manage the full life cycle recruiting experience across all levels within T2’s Corporate Management support functions.- Act as a trusted business partner to advise on recruiting strategies & best practices to attract, source, screen, and hire a diverse talent pool for a variety of roles across the organization.- Create and implement unique sourcing strategies that target diverse talent pools through research, social media, niche sites, and networking events.- Utilize Greenhouse and Workday to measure recruitment metrics and reports as a way to keep clients and recruiting team abreast of ongoing recruiting activity.- Build and manage relationships with candidates and hiring managers, while keeping the focus on providing a "high touch" level of service to both candidates and hiring managers.- Work in a consultative manner with hiring teams, to ensure they are making the best hiring decisions possible and becoming more effective hiring experts.- Participate in educational opportunities, read professional publications, maintain personal networks, and participate in professional organizations to keep on top of job and industry knowledge & trends.- Participate in special projects and various recruiting initiatives.

Brooklyn, Ny

- Oversaw full cycle recruiting for various functions including but not limited to - marketing, creative, fashion, HR, finance, legal, product- Partnered with department leadership to set expectations and create strategies to attract top talent- Owned a req load of key positions and was successful in making critical hires - Tracked my team’s progress via Greenhouse, surfacing key metrics to leadership and iterating recruiting strategy as needed- Lead and mentored a team of recruiters and recruitment coordinators ensuring that all key activities was handled efficiently and with the candidate experience in mind- Built effective sourcing strategies and interview processes related to DEI- Spearheaded the review, revision and refinement of all candidate facing communication (EX. Updating Greenhouse email templates) - Led the OKR workstream for entire TA team- Launched a Glassdoor review and rating improvement plan and took the overall company rating from 3.2 to 3.5 in only 3 months - Owned the revamp of the RTR employer branding and talent attraction program - Created various pieces of recruiting collateral to create a more thoughtful candidate experience and showcase the RTR cultural values- Built a social calendar for posting open jobs, employee spotlights, think pieces, insights from executives, news and acknowledgements, monthly events (social impacts, dei related initiatives)- Partnered with creative, marketing and communications teams to align on voice and branded graphicsUtilize social networks to share open roles and other related content- Partner with ERGs to leverage networks and community engagement - Developed partnerships with RTR leaders in order to understand their department structure, key initiatives and projects, evaluate talent needs, and contribute ideas, solutions and tools for constantly evolving our recruiting practicesCOVID Related Lay-Off / Role was eliminated

New York City

New York City Metropolitan Area

- Initiated the hiring and scaling of Noodle's first ever TA team, building the department to 12 membersStarted as Talent Acquisition Manager and was promoted to Director in NOV of 2020- Charged with building out a talent strategy and process, as well as hiring across all departments (corporate and tech)- Successfully hired over 200 people across the entire organization over the span of 2 years - Led a team that averaged 15-20 new hires monthly- Managed the implementation and integration of a new ATS system, moving our hiring processes from Bamboo Hire to Jobvite ATS - Developed a talent acquisition and staffing projection strategy by aligning with department heads and the executive team to understand hiring goals and objectives - currently I meet with department heads on a monthly basis to discuss current and future hiring needs - Developed a referrals policy and process- Worked closely with leadership to ensure that Diversity, Equity and Inclusion was an important part of all stages of the hiring process - Hired, onboarded and managed 3 talent acquisition partners (2 corporate, 1 tech) who all directly report into me - Managed recruiting for leadership roles across all departments (Director, VP, SVP and Executive) - Strategic management of recruitment functions and hiring goals for the 2021 and 2022 internships programs- Developed and actively manage our employer branding initiatives - Year to date we have won 3 awards from BuiltInNYC 2 years in a row- Measure and track all talent team metrics to share out with the leadership team on a monthly, quarterly, and annual basis - Work alongside the Chief People Officer on various projects related to compensation analysis- Planned and hosted Noodle’s first ever virtual hiring event

Greater New York City Area

- Full cycle recruitment for all levels - Intern to SR Leadership- Primarily focused on Marketing, Design, Product, Revenue and Finance- Ran the 2020 internship program - Exceeded quarterly metrics in terms of overall hires, candidate engagement, conversion metrics, prospecting/sourcing metrics- Worked on various people team operations projects – referral program development, strategic sourcing initiatives, company brand development and enrichment, candidate re-engagement tagging system- COVID Related Lay-Off

Irvine, Ca & Brooklyn, Ny

- Full cycle recruitment for all levels across all 3 partnerships - Sterling, Sterling Diligence, and Verified Volunteers (Entry Level to VP- Primarily focused on Sales, Account Management, Tech, Product, Operations, Finance, Legal, Customer Support, and Executive/Leadership- Managed between 10-15 open requisitions at a time- Average requisition closure rate is less than 35 days, 5-6 hires per month- Managed ad hoc people team operations projects - developing best practices and how-to guides for recruiting team, manage all assessment submissions and weekly req status updates to HR leadership team, developed a streamlined process for 1099 contract placements, working with head of people operations to establish fair and measurable team metrics, acted as recruiting subject matter expert for Workday integration, running weekly recruiting team meetings to discuss team goals and strategies

Austin, Tx & Irvine, Ca

- Developed a new avenue for talent engagement around the re-engagement of former or passive candidates- Strategized with key stakeholders to understand leadership's goals for the re-engagement project, created processes, implemented on tasks within a set timeline and had milestones to achieve to show success and progression- Worked directly with Talent Services and Operations to collaborate on client and market demands. - Engaged with former or passive candidates and functioned as an Indeed Prime subject matter expert- Managed a team of associates that were responsible for contributing to the growth and success of the re-engagement project- Assisted with the launch of new industries / verticals to be marketed on Prime

Austin, Texas Area

- Consulted with hundreds of active job seekers via phone and email as an Indeed Prime expert and recruiting specialist- Helped candidates leverage their digital footprint to elicit employer contact via Indeed Prime. - Functioned as a Career Coach to new Prime candidates by offering resume and job-hunting advice and tools- Leveraged my background in technical recruiting to ensure candidate profiles were accurately representing the candidate and would attract employer interest

Austin, Texas Area

- Primarily recruited SDE, Front End/Back End/Full Stack Devs, Mobile Devs, and System Admins- Consistently met weekly / monthly / quarterly goals including candidate screens, in house interviews, offers and placements

Austin, Texas Area

- Full cycle recruitment for all departments including Tech, Sales, Account Management, Legal, Finance, Marketing and our 65+ person Virtual Call Center- Grew the in-house staff by 50% in less than 1 year - Average rate to close requisitions was between 30 and 45 day- Developed the corporate recruiting strategy and programs, created and published the first career page, showcased the company in blogs like BuiltInAustin to attract top talent