Career Coaching for candidates of LHH.

Come check outcareeracceleratorcoaching.comCareer Coach & Recruiting Industry Veteran Coleman has over 25 years in the Recruiting industry in both Executive Search and in-house recruiting roles. He has reviewed tens of thousands of resumes and conducted thousands of interviews. Coleman was also one of the earliest adopters of LinkedIn and has been using the tool at an advanced level for over 20 years.Coleman has spent the last ten years in the software sector and has focused on multiple job functions as a recruiter for Adobe, Microsoft, Smartsheet, Bullhorn, and others. He works with hiring managers to deeply understand the needs of the role both from a hard and soft skills perspective. He then interviews for both skill sets. Why is this important, he deeply understands the interviewing process and what the hiring manager is specifically looking for. Coleman is a subscriber to both performance as well as behavioral interviewing techniques. Based on the client's need he can prepare you for whatever interview situation presents itself.Areas of Specialty: Corporate recruiting, job search strategy& management, coaching, career development, LinkedIn

Managed Professional Services, Professional Services Sales and Consulting Recruiting Across US & LATAM• Own a requisition load of 10 – 14 roles from inception to close with 6 – 10 hiring managers.• Closed 5 – 8 roles per month with a 95% close rate overall. Mid-career to Director level.• Managed 1 Coordinator and 2 Researchers as needed.

Managed Customer Journey, Consulting, Professional Services, and Shared Services PMO Recruiting Across The US• Own a requisition load of up to 22 roles from inception to close. Managed recruiting for 8 – 12 hiring managers. Closed 4 – 7 roles per month with a 93% close rate. Mid-career to Vice President level• Manage every aspect of the candidate funnel driving time to hire down 10% - 20%.• Utilize a performance and behavioral-based interviewing approach.

Managed Sales, Customer Success, Technical Account Management Recruiting Across The US• Own a requisition load of up to 35 roles across the US, sourcing to candidate close. Managed recruiting for 7 – 10 hiring managers. Closed 4 – 7 roles per month with a 95% close rate. Mid-career to Vice President level, often Unicorn candidates.• Managed all aspects of the candidate funnel and drove a 20% decrease in time to hire using a data-driven approach.• Utilize a performance and behavioral-based interviewing approach.• Manage 1 Coordinator and 2 Researchers.• Rebuilt the Employee Referral Program which resulted in a 40% increase in referrals and hires YTD.

Lead all Sales, Customer Success, Leadership, and Operations Recruiting Across The US West. • Own a requisition load of 16 – 22 national searches with cradle-to-grave responsibilities using an in-house search firm model. Closing 4 - 6 searches monthly with a 95% acceptance rate. Early career to Vice President level searches.• Follow a data-driven recruiting approach to determine candidate funnel needs, identify issues, compensation gathering, and other benchmarking data resulting in a 25% improvement in time to hire. • Utilize a performance and behavioral-based interviewing approach.• Drive the interview scheduling and feedback session process resulting in 45% quicker decisions and candidate feedback. • Mentor and lead 4- 5 Coordinators to drive a proactive approach to candidate interaction and scheduling conflicts.• Helped improve Glassdoor rating over the course of 12 months by ¾ point by proactively replying to each review.• Developed Employee Referral Program from scratch that resulted in a 50% uptick in referral hires within 3 months• Authored first-ever recruitment process guide and managed both LinkedIn and Glassdoor career pages and relationships.

Lead Marketing, Product, and Data Science Recruiting• Own a requisition load of 16 – 20 searches across the business with cradle-to-grave responsibilities utilizing an in-house search firm model. Closing 3 - 5 searches monthly with a 90% acceptance rate. Entry level to Director level recruiting.• Follow a metric-based recruiting approach to determine candidate funnel needs, and identify issues, compensation gathering, and other benchmarking data. Used data to present fact-based discussions and that lead to improvements in speed, candidate quality, and fit.• Utilized behavioral and skills-based interviewing approach.• Managed all Coordinators who were responsible for interview scheduling, coordination, and feedback sessions.• Drove down time & cost per hire by over 75% while achieving 3x above baseline hiring manager and candidate satisfaction rating.

Short-term strategic contract recruiting role focused on critical hiring for the business expansion in preparation for IPO• Lead all North American Sales, Marketing, and Operations hiring for the San Francisco & Denver offices for entry-level sales to Director levels across the company.• Owned the recruiting process from requisition creation through candidate close utilizing an in-house search firm model.• Utilized behavioral and performance-based interviewing approach.• Closed 24 roles in a 3-month contract across the business with a 93% acceptance rate.

Responsible for Talent Acquisition across North America for SaaS Sales and Technical Sales Professionals • Successfully helped Microsoft scale up Sales, Sales Engineering, Customer Success for Enterprise Commercial & Specialist Product business units across the Pacific North West. 65 Hires from September 2017 – February 2018.• Lead US hiring for same business units covering EMEA and APAC headquartered accounts. Hiring Managers in both EMEA and APAC. 10 Hires December 2017 – February 2018.• Manage an average requisition load of 18 – 25 searches. 97% Acceptance rate.• Consistently at 93% – 98% plan vs. target on hires. Deep dive on metrics to identify searchers with the greatest needs.• Strategic partnership with Talent Sourcing, scheduling team, and Hiring Managers to drive time to fill down over 60%.

Responsible for the Talent Acquisition process for a global SaaS company focused on the Recruitment/ HCM/ HRIS space• Drive all corporate recruitment globally across 4 offices in the US, UK, and Australia utilizing an in-house search firm model. Hires include C-level through entry-level. 40+ hires in 2016 managing 9 – 14 searches at any given time. Flawless track record for successfully identifying and qualifying exceptional candidates. Place a heavy focus on assessment, cultural fit and alignment. 95% acceptance rate.• Develop recruiting strategy, competitive mapping, sourcing strategy, and execute all outreach to passive candidates building large pipelines of active and passive candidates, utilizing behavioral, predictive, and competency-based interviews, managed the entire recruitment process to offer negotiation and close in a fast-paced startup environment.• Utilize ATS for heavy dives into metrics to further drive improvements in cost per hire and time to hire. Drove cost per hire down 50% and time to hire down 60%.• Develop and presented recruitment industry training to new hires and all employees on a regular cadence.• Manage the Partner Program. Took a disorganized, poorly managed program and turned it into a revenue positive for both partners and Jobscience through contract negotiations, developing regular co-marketing programs, webinars, and hands-on engagement. Increased revenue through partners by 35% year over year.

Responsible for the Talent Acquisition process across North America• Hired as first ever Recruiter to develop, implement, and execute full cycle recruitment/ talent acquisition process.• Co-designed the recruitment process from end to end in an environment where none existed incorporating assessments and various interview techniques including behavioral, predictive, and competency-based.• Lead all corporate recruiting utilizing an in-house search firm model for roles at the staff to VP level.• Lead all divisional recruiting at the Director/ VP level and above on an international basis.• 50+ direct hires in 2014 and 2015. Managed offer and onboarding process.• Without an ATS, tracked metrics through Excel to use metrics to make improvements in cost per hire and time to hire. Drove cost per hire down 60% and time to hire down 40%• Developed and executed first-ever national college/ campus recruiting program.• Drove applicant tracking system (ATS) RFP process.• Managed all recruiting vendor SLA negotiations, including budget.

Executive Search for three regional search firms covering technology and consumer products. Functional focus on Finance & Accounting and Sales/ Account Management