Christy Cope's Location
Cincinnati Metropolitan Area, United States, United States
Christy Cope's Contact Details
Christy Cope work email
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Christy Cope personal email
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About Christy Cope
Experienced Senior Talent Acquisition Leader with a demonstrated history of working in the digital marketing and advertising industry. Strong human resources professional skilled in talent acquisition, operational development, and HR business partnership. Adept at navigating ever-changing environments, bringing a detail-oriented and high-energy leadership approach to managing global teams and driving strategic company initiatives. Self-starter with exceptional problem-solving, interpersonal, organizational, and communication skills capable of working independently and collaboratively within a team environment.At Quotient Technology Inc., we partnered with CPGs and Retailers to drive their digital media and promotional campaigns, manage their retailer platforms, leveraging our deep analytics to create targeted solutions that drive revenue. While my primary focus was to lead a best in class global Talent Acquisition team and partner with the business to recruit top talent across all functions of the business, I am always open to connecting regardless of field. I am interested in joining a company that is dynamic, innovative and constantly reevaluating and growing. I thrive in an environment where I can think big and have fun while doing it, I can be reached at crcope1@gmail.com
Christy Cope's Current Company Details
Global Talent Acquisition Leader | Organizational Development | HR Business Partner
Christy Cope Work Experience Details
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Sr. Manager Talent Acquisition (Interim Director Talent Acquisition)Quotient Technology Inc. Sep 2022 - Sep 2023Jersey City, Nj, Us•Led a global team of 5 recruiters, 1 sourcing specialist, and 3 TA specialists, fostering collaboration and knowledge sharing across international offices.•Spearheaded the establishment of yearly Talent Acquisition Objectives and Key Results (OKRs), providing a strategic framework that guided the team toward achieving measurable goals, enhancing efficiency, and contributing to overall company success.•Collaborated with the HR team, driving HR initiatives and fostering stronger cross-functional relationships, leading to an increase in collaborative projects and programs.•Implemented and configured Lever ATS system, leading end-to-end implementation, system integration, user training, and communication.•Developed dashboards and reporting within Lever, enhancing communication with stakeholders, enabling data-driven decision-making, and providing actionable insights for talent acquisition strategies.•Mentored and coached TA team members, fostering their professional development and refining their performance, contributing to a more skilled and effective team.•Assured compliance with new state hiring/employment laws, internal and external audits, and Quotient's COVID vaccine policy, while adapting and refining TA best practices. •Strengthened and managed external vendor relationships, swiftly resolving issues and ensuring effective collaboration, resulting in increased operational efficiency and cost savings.•Developed and implemented contingent worker best practices, leading cross-functional teams to streamline processes, enhance communication, standardize documentation, and decrease onboarding time. -
Sr. Talent Acquisition PartnerQuotient Technology Inc. Jan 2018 - Sep 2022Jersey City, Nj, Us•Established a seamless experience for leadership,employees, new hires, and candidates, ensuring a friction-less process that enhanced the company's employer brand.•Partnered with the business to create recruiting strategies to fill a high-volume number of quarterly incremental roles, meeting organizational demands and contributing to revenue generation.Implemented and configured Lever ATS system, leading end-to-end implementation, system integration, user training, and communication.•Streamlined internal recruitment processes, enabling swift placement of impacted internals into open roles while upholding a fair and equitable interview process, resulting in a 20% reduction in time-to-fill metrics.•Conducted local DEI conversations, educating the team on diversity system (Escalara), fostering a diverse candidate pool by ensuring an unbiased interview process, leading to a 15% increase in diverse hires.•Spearheaded a new candidate experience survey, gathering valuable feedback to improve recruitment processes, resulting in targeted initiatives that fueled Quotient’s high-growth trajectory. •Successfully organized and executed college recruiting and hiring events, enhancing the company's brand visibility and attracting top talent, resulting in a 20% increase in event-related hires.•Created company wide comprehensive guides including "How to Open a Req" and a value-based, competency driven interview guide for Workday Learning launch, simplifying processes and ensuring consistency in recruitment practices.•Aligned talent acquisition initiatives with company values, integrating core values into recruitment processes to ensure cultural fit and foster a positive and cohesive work environment in a fast paced, ever-changing company.
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Manager, Talent AcquisitionMacy'S Mar 2015 - Nov 2017New York, Ny, Us· Subject matter expert leading talent acquisition processes for Stores’ Executive, Director, and VP level roles for 9 districts (156 stores) for the Northeast Region, including Herald Square and New York Metro districts, the two largest districts in the company.· Sourced 80% of hires from external job boards such as Indeed and LinkedIn Recruiter.· Successfully managed 40 plus requisitions at any given time while maintaining over 30% diversity in hiring. · Collaborated and consulted with all HR Business Partners and Hiring Managers to develop staffing plans based on identified talent needs/gaps and overseeing innovative sourcing strategies, attracting talent from traditional and non-traditional sources while establishing pipelines of talent for quick submittals.· Created personal development plans for direct reports and coached/ trained new and existing team members, resulting in two promotions and an Intern being hired into the exclusive HR Executive Development Program.· Elevated team performance by challenging processes and procedures to achieve best in class results when tasked to assist with corporate and hourly hiring, new corporate initiatives, seasonal mass hiring, and other special projects. · Spearheaded the development, implication, and testing of the GreenJobs One-Way Audio tool and recruiter process.· Served on task force designed to create the implementation and process mapping for the enterprise wide One HR Talent Acquisition Strategy (HRIS system). · 2016 Recipient of one of six companywide annual Magic 6 Award for Customer Engagement.· Active member of ERGs(Employee Resource Groups), WAM (Women at Macy’s) and Working Families.· Department representative for 2017 United Way and Hoops for Hunger Campaigns. -
Sr. Recruiter/Team Lead At Vantiv (Formerly Fifth Third Processing Solutions)Vantiv Mar 2010 - Jan 2015Cincinnati, Oh, Us• Managed all recruiting efforts for largest revenue-generating line of business, partnering with HR and Senior Leadership through advice, counsel, and influence to streamline the talent acquisition process.• Promoted 2 times within 4 years; led a team of 2 recruiters and 1 recruiting coordinator responsible for an average of 240-270 hires per year.• Personally filled 80-90 requisitions per year with an average time to fill of 35 days.• Consistently met hiring deadlines every 28 days to ensure FTE headcount was maintained for revenue-generating roles while maximizing productivity in a fast-paced, high-volume environment.• Helped develop and promote specialized campaigns for the Employee Referral program. • Prospected and headhunted qualified sales and sales management professionals to build candidate pipeline for nonrecurring small-to-large nationwide markets. • Reduced agency use from 40% to 8% within 1 year by creatively sourcing candidates using a broad range of channels; e.g., Boolean Logic searches, Cold Calling, Social Media, User groups, Investigative Resources.• Piloted sales college recruiting program by building relationships with colleges/universities that have a sales-focused program and attended/sponsored the National Collegiate Sales Competition.• Analyzed data and provided valuable information to Leadership on market trends, competitive intelligence, manager-specific hiring trends/stats, and metrics used to make decisions on recruitment strategy and US-wide expansion. • Selected and managed 3rd-party vendors, managed supplier relationships, and ensured vendor performance metrics were appropriate and monitored.• Researched and utilized data to help develop process-improvement initiatives, background check process, vendor relations, metrics/reporting, records retention, and policies and procedures.• Oversaw employment background investigation process including escalations and investigations. -
Technical RecruiterSystems Insight, Inc. Jul 2008 - Mar 2010Covington, Ky, Us• Sole technical recruiter responsible for qualifying job requirements with the Account Manager, recruiting candidates for a broad range of IT positions, and implementing improvements to existing recruitment efforts.• Created and maintained all job postings; negotiated with job board vendors to reduce cost and research new resume and job posting tools.• Successfully recruited and managed professionals for permanent, contract, and contract-to-hire positions.• Scheduled and coordinated the logistics for client/candidate interviews, prepared candidates with information about the client, the interviewers, and the opportunity.• Conducted new employee orientations and was first point of contact/liaison between contractors, HR and Payroll.• Assisted contractors with timesheet and paycheck issues, relocation assistance, and benefits questions. • Effectively interact with people of diverse backgrounds, cultures, and personalities, while providing the highest quality customer service to both clients and candidates.• Provided weekly metric reports on hiring activities and attended management meetings to review staffing plans.• Kept accurate records of candidate flow and maintained a professional contact management database of qualified candidates and referrals. • Experienced in salary negotiations, extending employment offers, and writing extensive hiring packages and offer letters. -
Executive Recruiter/Account ManagerMergis Group May 2007 - Jul 2008• Responsible for creative recruiting, sourcing candidates, personal and telephone screening, traditional and behavioral interviewing. • Managed a split desk of 80% professional staffing placements and 20% permanent placements with varying degrees and skill sets.• Thoroughly prepared prospective candidates for the interviewing process and made them aware of expectations.• Took job orders, determined and understood client needs, explained our process to client, presented candidates and informed client of search progress, challenges, and solutions.• Negotiated placement fees and bill rates with client. Negotiated pay rates with candidates.• Followed up with hiring managers and personnel to ensure qualified candidate was identified for the position and environment. • Set realistic timeline and expectations to accomplish placements and manage job orders. Typical workload was handling 40-50 job orders a week and managing 15-20 contractors at any given time.• Cold called new hiring managers through leads, referrals, and research.• Consistently attended monthly networking organizations to build relationships, gain knowledge, and continue education within the Recruiting and Human Resource industries.• Selected to attend Formal Mergis Group Regional Corporate Recruiter Boot Camp Training.
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RecruiterAerotek Dec 2006 - Apr 2007Hanover, Maryland, Us• Responsible for “pipeline” recruiting, personal and telephone interviews. Kept quality Hotbooks and quality “bucket pool” of candidates for niche skill sets in the marketplace. • Established Hotbooks through cold calls, referrals, references, leads, hiring managers, current contractors, active and passive jobs seekers, and job boards.• Performed thorough professional and personal reference checks to ensure quality placements.• Participated in bill rate agreements and adjustments to ensure satisfaction of all parties involved in placement.• Met with hiring managers to receive a thorough understanding and description of hiring requirements to justify job requisitions. • Discussed all job requirements with fellow account managers and recruiters to be financially successful for the individual and office.• Consistently developed leads for account managers to diversify business for the office.• Coordinated proper arrangements for drug and criminal background checks for technical and non-technical personnel for contract placements.• Obtained daily and weekly office goals while exceeding growth line. • Managed 12 plus contractors as well as maintained relationships with clients. -
Designated TrainerThe Cheesecake Factory Jan 2004 - Dec 2006Calabasas Hills, Ca, Us• Screened potential employees for the hiring process.• Developed peer-training skills and supervised certification of employees.• Strengthened skills in persuasive sales and customer satisfaction.• Impacted skills, attitude, and performance of new and existing staff members.
Christy Cope Skills
Recruiting
Interviews
Human Resources
Management
Temporary Placement
Training
Cold Calling
Benefits Negotiation
Account Management
College Recruiting
Sales
Applicant Tracking Systems
Process Improvement
Technical Recruiting
Internet Recruiting
Hiring
Customer Service
Financial Services
Onboarding
Customer Retention
Talent Acquisition
Contract Recruitment
Sourcing
Employee Benefits
Networking
Executive Search
Business Networking
Relationship Management
Christy Cope Education Details
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University Of CincinnatiCommunication 2003; Organizational And Interpersonal Communication -
Philo High SchoolDiploma
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University Of CincinnatiOrganizational And Interpersonal Communication
Frequently Asked Questions about Christy Cope
What is Christy Cope's role at the current company?
Christy Cope's current role is Global Talent Acquisition Leader | Organizational Development | HR Business Partner.
What is Christy Cope's email address?
Christy Cope's email address is ch****@****tiv.com
What is Christy Cope's direct phone number?
Christy Cope's direct phone number is +151351*****
What schools did Christy Cope attend?
Christy Cope attended University Of Cincinnati, Philo High School, University Of Cincinnati.
What skills is Christy Cope known for?
Christy Cope has skills like Recruiting, Interviews, Human Resources, Management, Temporary Placement, Training, Cold Calling, Benefits Negotiation, Account Management, College Recruiting, Sales, Applicant Tracking Systems.
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