• Manage a team of 2 Recruiting Leads & 6 recruiters• Decreased time to start year over year• Increased employee engagement within the team year over year• Performance Management and individual development within the team• Hold team accountable in a data-driven environment, reviewing metrics, weekly touch-base meetings, coaching through areas of opportunity• Partner with Recruiters and Stakeholders to develop sourcing strategies on hard to fill positions• Connect with Senior Leadership on a regular basis to strategize, forecast, and address escalations• Prioritize new client demand & timelines with recruiting team, evaluate where our greatest needs are, and adjust as needed

• Manage a team of 8 recruiters and 1 Sourcer (US & EMEA)• Responsible for holding the team accountable in a data-driven environment, reviewing metrics, weekly touch-base meetings, coaching through areas of opportunity• Work with recruiters to develop sourcing strategies based on client, position, and location• Meet with OCG Sr. Leadership & Stakeholders on a weekly basis to strategize for upcoming programs & address any escalations• Prioritize new client demand & timelines with recruiting team, evaluate where our greatest needs are, and adjust as needed• Participate in bi-weekly Sales calls to anticipate future team needs

• Develop relationships with key stakeholders across multiple verticals• Manage recruiting desk – RPO, Kelly Connect, BPO, Finance, Consumer & Retail Goods• Improved team recruiting metrics and compliance metrcs• Successfully implemented recruiter interview guides for our team to utilize for RPO positions• Work with key stakeholders to develop strategies to best serve our clients, host bi-weekly and quarterly reviews• Utilize social media for branding & sourcing strategies• Assist with developing videos for job postings, candidate communication & branding - using various digital tools to create content• Act as main point of contact for our market data vendor (Talent Neuron) - analyze market data to develop and revise sourcing strategies with the team

• Full life cycle recruiting • Consult with the hiring manager: intake/launch calls, process updates, requisition updates, difficulties, recommendations, continuous communication, building partnerships with the client• Interview candidates and submit qualified candidates to the hiring manager• Present, negotiate and close on offers• Initiate reference checks through Skill Survey• Update the ATS as candidates move throughout the process• Assist recruiters on the Internal team with processes, tools, metrics, train new hires• Continuously network and pipeline passive candidates• Provide back up support when manager is out• Source candidates using LinkedIn, CareerBuilder, Monster, Job Science and other job boards• Generate weekly new hire reports, assist with reporting needs as necessary

• Full life cycle recruiting• Review and screen resumes in the ATS • Consult with the hiring manager: intake/launch calls, process updates, requisition updates, difficulties, recommendations• Interview candidates and submit qualified candidates to the hiring manager, offer process, onboarding• Present, negotiate and close on offers• Initiate reference checks and any necessary pre-employment testing• Update the ATS as candidates move throughout the process• Maintain recruiter metrics for the internal OCG team• Assist recruiters on the Internal team with processes, tools, and metrics• Continuously network and pipeline passive candidates• Source candidates using LinkedIn, CareerBuilder, Monster, Job Science and other job boards• Assisted with developing of the new hire handbook for our internal team

Provide support to recruiters, Schedule interviews for candidates, make all travel arrangements, initiate background checks, reconcile expense reports, screen resumes, ensure onboarding paperwork is completed, phone screen candidates, send out new hire packs

Responsible for scheduling interviews for candidates, processed offers for new hires, initiated background checks, collected and audited I-9s, entered new employees into the system, process bonuses

Interviewed candidates - Reference checks - letters/memos - scheduled interviews - COBRA Letters - Data entry - Answered employee questions