-Partner with Talent Acquisition members to develop and execute innovative sourcing strategies for Allina Health’s Physician and Advanced Provider recruitment efforts. Collaborating closely with lead physician recruiters, I design and implement strategies that support service line growth, facility expansions, and talent pipeline development.-Strategic Sourcing: Building robust talent pipelines through outreach to residency programs, fellowship programs, and experienced professionals on both regional and national levels.-Campaign Development: Creating targeted content and sourcing campaigns tailored to the unique needs of each service line specialty.-Infrastructure Building: Establishing sourcing frameworks and tools that enable recruiters to effectively engage top talent throughout their years in given medical specialty programs.-Strategic Partnerships: Leading the development and execution of strategic partnerships with programs and institutions to strengthen long-term talent acquisition initiatives.

-Partners with hiring leaders of the Mental Health & Addiction Clinic Service line to identify business strategies specific to the sourcing and recruitment of Psychiatrists and Psychiatry Mental Health Nurse Practitioners.-Consults, guides, and influences leaders to ensure best practices during the sourcing and candidate selection process.-Creates, recommends, and implements strategic sourcing strategies for the overall specialty as well as each subspecialty within the service line.-Establishes relationships with Psychiatry Residency/Fellowship programs to effectively communicate Allina Health as being an employer of choice.-Utilizes all sourcing/recruitment methodologies to engage candidates for current openings while building talent pools.

-Collaborated with Vice President Talent Management in the development and implementation of strategic hiring plans.-Sourced active and passive candidates and developed networks to ensure a constant flow of qualified candidates using various tools such as social media, career fairs, agencies, and recruiting contractors.-Develop a pool of qualified and diverse candidates in advance of need to build networks to find qualified passive candidates-Phone screened and conducted interviews to recruit prospective employees.-Partnered with Executives, Vice Presidents, Directors, and Human Resources colleagues to understand job specifications/requirements, competencies, make salary recommendations and negotiate starting salaries with candidates.-Partnered with search firms and talent assessment vendors to lead through the identification and selection process.-Evaluated employment factors such as job experience, education and training, skills, knowledge and abilities, licensure, and other data pertinent to classification, selection, and referral.

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-Directed sourcing strategy beyond full utilization of ATS by leveraging boolean logic, proprietary databases, social media platforms, and technology tools such as AI to accelerate candidate collection, analytics, and engagement. -Directed sourcing team’s efforts for building candidate pools by analyzing average candidate engagement rates and productivity tools as well as training the team on new technology tools. -Built trusting partnerships with clients through executive briefings on candidate search activity and progress reports.-Leverage conversations to prioritize and strengthen candidate pools, refine recruiting strategies and focus on diversity initiatives-Directed communication content optimized for candidate conversion rates across multiple social media platforms.-Developed, executed, and refined communications from internal planning and forecasting to search and hiring execution.-Reduced annual recruitment research budget by 50% through innovative search approach with emerging technologies and tools (ie: search alerts to troll after initial search, reducing dependency on paid sources) to recruit and attract talent.-Developed comprehensive network and community to grow a pipeline of talent within designated functional specialties to engage passive talent for future talent priorities. -Supported Partners to assist in the successful completion of all retained searches. -Thoroughly pre-screen passive candidates prior to the client’s communication and engagement with potential candidates.-Maximized efficiency and accelerated time-to-hire by selecting and implementing a new ATS. Trained multi-level users on data management tools and effective strategies for full utilization.-Utilized applicant tracking system (ATS) for candidate identification, candidate engagement management, recruitment, and ROI analysis