BT Finance Executive Search is an affiliate of Bennett Thrasher, LLP.Identify and onboard new recruitment software and ATS system, PC Recruiter. Set up new user accounts, implemented workflows, created templates, and standardized reporting processes in system to monitor and accurately report on hiring efforts in real time. Create and document internal processes and workflows to streamline communication and hiring efforts as the BT FES team grows. Partner with BT Shareholders and the FES Director to fill leadership positions at top clients across the South.

Partnered with 32 hiring managers and senior leadership to shape recruiting processes and talent strategy for 10 consulting service lines and 6 enterprise teams. Act as a trusted talent advisor for Shareholders and Senior Leadership to strategize talent retention and growth for all hiring levels, filling over 70 experienced talent roles since date of hire and creating new training programs focused on staff retention. Compile and present talent analytics to Senior Leadership to assist with talent planning operations and ensure the firm is relying on data to drive business decisions. Brainstormed ways to improve the “new hire experience” by revamping our onboarding process and improving communications surrounding ways new hires can get involved at the firm. Implemented new communication tools such as SmartSheet, Calendly, and automated reports to improve communication efforts between Talent and Enterprise teams. Created training and materials to further enhance hiring manager effectiveness during interviews. Materials and programs include Creating an Effective Interview Process, Recognizing and Mitigating Unconscious Bias, Creating Your “WHY” statement, and Best Practices for Interview Evaluations Shape compensation structure in tandem with Talent Management leadership to remain competitive in a tight labor market for attracting and retaining team members.Learned laws and regulations related to employee visa sponsorship processesAssist LBMC Partners with workforce planning during times of change such as workforce reductions or the addition of new service lines.

Promoted to oversee the entire recruitment process from sourcing/screening to offer negotiation for all 10 teams within LBMC's newly formed consulting arm, Advisory Services as well as the Enterprise Technology divisions. In first year as LBMC's Advisory Recruiter, outside staffing usage was decreased from a six-figure spend to zero. Sole recruiter for experienced hiring efforts across teams including SOC and HITRUST auditing, cyber security consulting, pen testing, PCI compliance, litigation & business valuation, compensation valuation, mergers & acquisitions, growth & innovation, healthcare consulting, data, service desk, and product ownership teams. Also supported hiring efforts for ancillary teams to LBMC's Advisory Services practice such as operations, QA, business development/sales, talent management, and resource coordination. Conduct market research on competitors and hiring trends, create complex Boolean searches, and utilize targeted job boards to identify candidates who are industry experts in their fields, most heavily relying on LinkedIn Recruiter to target passive talent. 62% of hires were from LinkedIn sourcing efforts.Created first formalized reporting process firm-wide to track hiring and retention trends for LBMC's Advisory Services Practice. I continue to present hiring data and industry trends to my hiring managers to enhance the talent planning process.Continued to lead efforts listed in my previous role below including modernization of job descriptions and interview processes, the leading of our Young Professionals Group, and assisting with campus recruiting efforts. Fulfilled 2 year leadership role for BRG, Young Professionals.

Took a step back in title from Senior Recruiter at Thorndale to pursue a long-term career in internal corporate recruiting. Source and pipeline top talent in LBMC markets (and remote) for all internal service lines - covering disciplines including Accounting, Consulting, Enterprise Services, and Information Technology (Cybersecurity, Analytics, Internal IS) Partnered with the Nashville Technology Council to promote LBMC Technology and Consulting rolesUtilize complex internet searches, Boolean strings, social/professional networking groups, LinkedIn Recruiter, CRM Database, competitor research, referrals, alumni networks, and diversity resources to present a robust talent pipeline for all service lines across our 4 office locations Standardize and modernize language in all LBMC job postings to attract diverse talent and improve the candidate application experienceImplemented and utilized tools including Calendly, SmartSheet, and JazzHR to expedite the candidate interview process and move talent from sourcing to interview efficiently Spearhead first recruitment metrics tracking initiative to improve the flow of communications between the Talent Team and Service Line Leaders/LBMC Operating Committee. Conduct HR Data Analysis to improve business processes so service line leaders can make more informed decisions about hiring goals and budgetary spendAssist with campus recruiting efforts to pipeline the next generation of talent and fill over 100 internships and entry-level roles/year across all four office locations. Utilized LinkedIn and Handshake for message campaigns and attended on-campus job fairs. Run full cycle recruitment for all technical campus roles. Active member of LBMC's Young Professionals Steering Committee to plan and execute networking events across all three offices to foster meaningful relationships firm-wide

Transitioned from recruiting entry- and associate-level roles to Team Leads, Managers, VP’s, and Senior Executive roles for clients in 17 states across 15 different job disciplinesPartner with Account Management team to re-define job requirements, assess measurable business needs, and identify non-tangible company culture needs to enhance recruiting efforts. Our personalized approach to recruiting resulted in a submittal-to-interview ratio of 95% for candidates. Utilized ATS system and job boards including Glassdoor, LinkedIn, Indeed, and ZipRecruiter to source top talent from a passive candidate pool, re-defining internal job posting and candidate messaging templates to attract qualified candidates and bring a personalized approach to hiring. Assisted with screening, interview prep, offer negotiations, and onboarding efforts for newly placed DH and CTH candidates for on-site and remote roles, including drug screen scheduling and paperwork filing In 2020, re-positioned recruiting efforts to focus on diversity placements and sourcing passive candidates resulting in over 60% of our candidates coming from a diverse background. Spearheaded branding strategy and messaging for all clients and candidates about Thorndale’s COVID response and operations during client shutdowns and hiring freezes. Created and implemented the first two installments of a Thorndale internship/management training program to pipeline potential internal hires and give young professionals a unique internship experience. First installation occurred May 2019 and was held 100% virtually due to COVID-19.Implement new communication tools including Constant Contact, Calendly, and Trello to communicate with clients and candidates more effectively Continued strategic digital marketing efforts across all platforms resulting in a LinkedIn follower growth increase of 205% and an Instagram follower growth increase of 138%

Partner with clients in 17 cities to uncover top talent for current openings in industries including Accounting/Finance, Marketing, HR, Construction, Operations, Management, IT, Sales, Engineering, Marketing, Manufacturing, and more. Source and recruit candidates using CRM database, social media, referrals, and job boardsConduct pre-screening interviews and resume editing for client submission and assist candidates with interview preparation Assisted with job postings management across Indeed, LinkedIn, Glassdoor, Monster, and ZipRecruiter, and utilize platforms such as Indeed and LinkedIn heavily to pipeline top talentLaunched Thorndale’s first social media marketing plan focused on LinkedIn and Instagram to drive brand awareness and recognition, increasing LinkedIn subscribers by 95% and Instagram followers by 43% through the creation of relevant and engaging digital content and liaising with influencers Devised a company-wide branding strategy, creating graphics and implementing brand elements to all client and candidate touchpoints including websites, social media pages, and email merges. Created first official "branding package" for future use for the company.Improved holiday mail merge campaign reach and created company Christmas letter

Project Lead:-Re-branding and execution of new Booster Club tiered membership package. Worked in tandem with ticketing and sponsorship department to re-create packages, plan social media awareness campaigns, solicit membership, and run booster club events. -Creation of all marketing and promotional plans aimed at increasing fan attendance, ticket sales, media coverage, and student involvement will all home competitions for 22 DII programs-Planning, scheduling, and marketing of all department special events, fundraisers, booster club outings, and community service events, acting as sole liaison to other on-campus departments-Formation of department-sponsored student initiatives including athletics internships, the student reward system, Abe's Army fan group, and undergraduate work-study program-Major 2018 accomplishment: Play4Kay NCAA Division II WinnerPreside over all aspects of the boosters program handling all registration, email marketing, event planning and hospitality room initiatives, and implementing the first installment of an executive booster committee and monthly newsletterAssist with misc. department tasks including travel scheduling, social media management, PA, operations, department hiring, hospitality, and game managementAthletic Department contact for national organizations such as Play4Kay and Relay for Life Recruit sports management majors, international co-op students, incoming freshmen, and other undergraduate organization leaders to support athletic department marketing and game management efforts through programs including internships and work-study. Manage the day-to-day operations of all interns, work-studies, and game management personnel for 8 on-campus sport programs.Pursue leads and act as Athletic Department Liaison to external vendors, booster club members, game sponsors, halftime performers, visiting teams, other campus departments, and all undergraduate students at games, tournaments, and community outreach events

Coordinate press releases and Executive Board meetings to drive initiatives to local business leadersServe as a representative for the School of Business on the University Student Appeals CommitteeWorking directly with the Dean, create the first installment of a monthly newsletter to raise awareness for school initiatives and communicate important events.

Resident Assistant Hall of Fame Inductee May 2016: 1 of 6 RAs chosen out of 75 for outstanding work