• Support hiring for corporate divisions like Marketing, HR, Finance, Compliance, Enterprise Risk Management, and Legal. • Average time to fill within first 6 months of 38 days, with a 100% offer acceptance rate for 16 positions.• Partipcated in and led projects around contingent labor, engagement survey feedback, compensation reporting, etc.• Developed and delivered trainings for TA regarding candidate prep calls, facilitating debriefs, and how to be efficient and effective in Workday.

• Lead team of 7 recruiting professionals (coordinator to manager level) to support across the company, including technology, fulfillment operations, customer service, finance, marketing, etc. Producing a historical avg. hiring volume of 450-600 FT exempt hires, 500+ hourly fulfillment team members, and 100+ corporate contingent hires per year.• Support Executive team as a consultative partner to elevate talent/team member experience and hiring decisions across the business, improving candidate attraction, and driving a talent-focused culture. • Developed and launched a new joint interviewing process for hiring software engineers, better utilizing our limited interviewing resources, and creating a unique and thoughtful candidate experience. This led to a 5% increase in offer acceptance and an improved experience for candidates and interviewers. • Led cross-functional project to build out interview best practices, including the roll out of a new platform to streamline job postings, to create a more cohesive and equitable process. • Designed team data tracker and trained other recruiting managers on how to pull and report metrics. This data was utilized for 1:1 coaching with recruiters and to give our partners better insights into recruiter productivity, pipeline health, and interviewer performance.• Built and launched a new onboarding program for incoming recruiters to receive a desk of work within 2 weeks of starting. • Recruit executive-level talent for key positions with an acceptance rate of 100% within 79 days. Also assist team with difficult searches by helping develop diverse sourcing strategies and contribute to building pipeline for current and future hard-to-fill roles.

• Responsible for corporate full-cycle recruiting, focused on analytics, data science, and business intelligence (from early career to Director level) across all divisions.• Developed programmatic recruiting structure for all analytics hiring to more easily collaborate with hiring managers, giving them more visibility and easily sharing candidate profiles across multiple openings, resulting in faster, more equitable hiring. • Closed 5+ candidates with an average time to accept of 30 days within first 8 weeks in role. • Mentored junior team members on proper processes and approach with the business, with a focus Workday, immigration policies, managing tough stakeholder relationships, providing critical feedback, and facilitating debriefs.

• Hired 90 new team members within the first 6 months in role, predominately focused on high-volume sales positions. • Supported hiring team as a consultative partner to elevate turnover and hiring decisions across the business, improving candidate attraction and decreasing turnover.• Assisted in training team during the ATS transition from Jobvite to Workday, acting as SME for business leaders and other recruiters. • Co-developed, pitched, and implemented a new internship program for sister company, Veterans United Realty.

• Created and presented training to 500+ students on LinkedIn, job search strategies, interview skills, offer negotiation, and other topics. • Provided 1:1 coaching for students and alumni on resumes, cover letters, interview skills, and other job search related topics.• Drove student engagement on Instagram 20% through targeted posts created using Canva and Adobe Spark Post resulting in more engagement and utilization of the Career Development program. • Developed two additional career development programs to serve Physician’s Assistant, Nursing, and Theatre Arts, providing industry specific guidance on resumes, interview protocol, job search strategy, and other topics.

• Responsible for corporate full cycle recruiting focused on analysts, program management, buyers, and director level roles; hired ~100 full time team members with an average time to fill of 45 days.• Flexed into high volume req loads and more strategic req loads as business required, averaging 6 full time and 10 corporate contingent hires a month in 2018.• Served as lead trainer for the enterprise-wide transition from Taleo to Workday, acting as SME for team members and hiring managers. • Drove time to fill down from 30 days to 15.4 days with Vendor Operations team while serving up more qualified candidates.• Owned corporate contingent labor program company wide, hiring roughly 10 team members a month in departments such as Merchandising, Marketing, and Supply Chain.

• Managed team of 11 account managers responsible for ~5,500 accounts across the hardlines, toys, consumables, and plant businesses. • Selected to participate in leadership training program to accelerate development for leadership opportunities. Promoted to Supervisor role with 2 of months after graduation. • Developed a 4-week training program for merchandising partners to gain better insights into vendor operations.• Developed and implemented a 2-week training program for new Vendor Specialists, training more than 150 Vendor Specialists/Account Managers since inception.• Developed and tested project that was projected to save the company roughly 3.5 million dollars annually on transportation costs associated with missed pickups and late shipments.

• Coached and mentored a team of 17 Vendor Specialists on fostering cross-functional relationships and executing departmental goals.• Drove the development of new policies and standard procedures for the Vendor Operations team which included 60 Vendor Specialists/Account Managers.