Don Evans Email & Phone Number

Remote

Responsible for defining the release strategy, scope, schedule, and quality criteria. Coordinate the release activities across different teams, such as development, testing, operations, and business. Communicate the release status, risks, and issues to stakeholders and ensure compliance with policies and standards. Strong project management, communication, collaboration, and problem-solving skills, and solid understanding of the software development lifecycle, the release tools and technologies, and the business objectives and customer needs

Remote

Lead a support team of up to 40 on-shore and off-shore members including managers, business analysts, developers, testers, system administrators and production support resources. Lead the work for all change management and steady state support for web portal applications. Manage through analysis, design, development, testing, implementation and post implementation phases. Drive internal process improvement across systems. Conduent is a spin-off of Xerox and is the world’s largest BPO (business process services) company with more than 90,000 employees, in 18 industry sectors, and a presence in over 40 countries.

Remote

Talent Workstream Lead for Xerox Business Services, a $23 Billion, 140,000-person global company. Manage all aspects of the Talent Acquisition and Compensation Workstreams for a Fortune 200 Global Health Services Company including: steady state support of PeopleSoft (Performance, Profile, Succession Planning, and Compensation) development, testing, training, implementation, issue resolution, customization, and enhancements. Manage the new Change Request process for all Workstreams including: Contracts, negotiations, requirements, hours tracking and billing.Projects and Change Requests (all with 100% on-time delivery) include: • PeopleSoft 9.1 Upgrade (10,000+ hours)• Succession Planning (4,500 hours)• Competencies Redesign (3,500 hours)• Compensation Changes (1,000 hours)• Annual Compensation Cycles (1,000 hours) • Performance Rating (1,000 hours)• ePerformance Redesign (1,000 hours)• Broadbean Integration (750 hours)• Screening Questions (600 hours)• 75+ Additional Change Requests (up to 500 hours each)

Greensboro/Winston-Salem, North Carolina Area

North America Project Lead for a global initiative to select and implement a Managed Services Provider (MSP) and Vendor Management System (VMS). Increase visibility, establish controls, and reduce cost for a $120mil Contingent Workforce.

Greensboro/Winston-Salem, North Carolina Area

Talent Acquisition COE leader and member of the Global Talent Acquisition Leadership Team. Develop and implement the North America talent acquisition strategy for a $13 Billion, 26,000-person, global company. Drive workforce planning across North America to enable greater foresight and fulfillment of future organizational needs. Manage infrastructure and processes to support the recruitment strategy. Manage an RPO partner (Yoh) for full-time external positions and lead the College Recruitment team. Rollout and launch a second RPO for Internal positions. Key Initiatives include: Social Media launches, Search Engine Optimization (SEO), Search Engine Marketing, Employee Referral Program, Applicant Tracking System (ATS), Employment Branding (EVP), Managed Services Provider (MSP), Vendor Management System (VMS), On-boarding, College Recruiting, Temp Labor Selection, and Recruitment Process Outsourcing (RPO).Project lead for a Managed Services Provider (MSP), and Vendor Management System (VMS) implementation.

Raleigh-Durham, North Carolina Area

Talent Acquisition COE leader for the US & Canada. Led a team of 29 employees including Managers, Recruiters, Contract Recruiters, and Support Staff. Responsible for setting the Talent Acquisition strategy and delivering recruitment solutions for a $3 Billion, 18,000-person retail company with 1,500 locations in the United States and Canada in a high-volume setting (over 7,000 hires per year). Created the new Employment Brand and presented the company’s image as an “employer of choice”. Managed all third-party vendors for full-time and temporary talent.• Slashed background check costs 30% by negotiating pricing and fees, while ensuring the continuation and enhancements of services.• Designed and rolled out a new High-Volume solution (using the Peoplefluent Applicant Tracking System) which handled over 100,000 applicants per year and hired over 7,000 new employees per year.• Conducted bi-weekly talent presentations to the CEO and Operating Committee.• Created the company’s first College Recruitment and Internship Program.• Developed a 2-day New-Hire Orientation program as well as a 30-day On-boarding program.• Established the company’s first diversity program and sat on the Diversity Steering Committee.• Managed recruiting operations (personality assessments, skills testing, drug & background checks.• Developed and managed a budget of over $4 million.• Project manager for a Commercial Operations talent realignment project for over 1,000 Sales Representatives.HCI White Paper: Human Capital Institute High Volume Hiring White Paper:http://www.hci.org/files/field_content_file/hciLibraryPaper_44630.pdf

Managing Partner of a recruitment training company. Specialized in the nationwide training of proactive recruiting techniques (including sourcing, interviewing and candidate assessment) to both staffing firm recruiters and corporate recruiters across all specialty niches.• Conducted Recruiter Training Seminars, In-House Consulting, One-on-One Coaching, National Speaking Engagements (including American Staffing Association, National Association of Professional Services, Human Capital Institute, Extended Retail Industry's eXchange Conference, and IHRIM).

Promoted to create a company-wide training program for over 500 recruiters. Established performance metrics for the Division and monitored all Division activities on a weekly basis. Created and approved all Division office budgets, sales goals, and headcount. Evaluated all offices within the Division via activity metrics and office visits.

Raleigh-Durham, North Carolina Area

Promoted to lead the Mid-Atlantic region consisting of 3 offices, 3 Managing Directors, and 15 Recruiters/Sales Reps specializing in recruiting for Software, Database, and IT Network positions. Responsible for P&L, forecasting, overall regional hiring and firing.• Consistently achieved #1 rank in Regional sales and profit for the entire company.

Raleigh-Durham, North Carolina Area

Promoted to lead a staff of 6 Sales Reps and Recruiters specializing in Software, Database, and IT Network positions. Responsible for P&L and office operations.• Created a Start-up Operation for the IT Consulting Division.• Team surpassed budgeted sales every month and achieved as high as 70% above plan.

Raleigh-Durham, North Carolina Area

Promoted within the first 2 months to manage 6 Contract and Permanent Placement recruiters specializing in Software Applications and Database Specialists.• Chosen as the first recruiting group to specialize in SW applications resulting in the creation of the company’s own Division.• Started the company Telecom recruiting group which resulted in the creation of the Telecom Division.• Office constantly exceeded the sales plan for the year peaking as high as 300% for a month. • Achieved #1 Office out of 16 for sales and profit in 1998.• Achieved #1 most profitable business unit out of 27 for 1999.

Raleigh-Durham, North Carolina Area

Sell and recruit for Contract Software Developers for companies within the Research Triangle Area. • Achieved the fastest “Ramp-up” out of a team of 10 Sales Reps.• Top Sales Rep for the office in 1997 with only 7.5 months of production.• Billing hours were ranked #5 out of 110 Sales Reps in the Region.

Dallas/Fort Worth Area

Promoted to lead a team of 6 sales reps & recruiters and manage a P&L. Managed all hiring, ordering, marketing, sales training, and sales strategies. Fully planned and managed ten 4-day "Hiring Conferences" per year, facilitating over 2,000 interviews. Conducted interview training to over 400 candidates per year during interview training seminars.• Promoted to manager and selected to open the company’s very first start-up Branch Office. • Increased sales from $0 to $1,200,000 within the first 12 months in business. • Personal production was over $500,000 in the first 9 months of operation.• Created the Company’s first Web Site which increased the company’s candidate pool by 25%.

Dallas/Fort Worth Area

Recruit Junior Military Officer candidates for nationwide positions within Fortune 500 companies focusing on Engineering, Management, and Corporate Sales. • The first recruiter to achieve Medallion Level. • Started up a new territory and placed 56 candidates billing over $230,000 in my first year.• Conducted 24 interview training seminars in 12 locations to over 700 individuals per year.