• Performed full-cycle recruitment and supported talent solutions for Commercial, Info Security, Info Research, Innovation and Infrastructure teams • Took actions to create a triage system in a high-volume req setting of 40+ requisitions at one time. • Contributed to diversity and inclusion hiring goals with over 40% hires being URP. • Assisted in the successful completion of the “100 Days of Summer” project by supplying hiring teams with highly qualified URP talent. • Provided HR supervision and leadership supporting AbbVie’s goals by establishing strong partnerships with hiring teams, agencies and external business partners to strengthen planning efforts. • Performed job analysis and determined proper classification and coding of positions and open requisitions • Prioritized diversity recruitment strategies by using external tools and events to guide talent to AbbVie and deliver a diverse slate of candidates to hiring teams. • Partnered with HR, Legal and Finance recruiting teams to source and connect with URP talent for special projects upon request. • Specialized in hiring AI and Machine Learning Engineers and Developers • Acts as consultant and subject matter expert to hiring teams and organization leadership for interpreting and applying federal and state employment laws, rules and procedures as well as labor contracts and plans. • Ensures the compliance of all operations within state and federal guidelines and ethics codes • Uses both internal and external tools to administer and negotiate competitive compensation offers with prospective candidates. • Gathers data on candidates and pipelines to help with future hiring strategies and roles. • Leads update calls to VPs and BHR on open roles and to help plan for future openings. • Assisted with the creation of new operating model by providing feedback on previous experiences and methods of team assignments.

• 2019 Certificate of Excellence – 180+ hires in a year • 2019 Successful Time to Fill – 19 Days • 2020 – Led the hiring and onboarding of new account for Molson-Coors for 100+ new employees in only 2 months • Assisted with the lowering of requisition time-to-fill from 50 days to 25 days or less. • Led expansion projects for John Deere and General Motors • Directly supported large accounts throughout the United States such as John Deere, Molson Coors, General Motors, Carrier Heating and Air, Toyota and more. • Participated in multiple hiring events throughout the country to boost talent. • Created and implemented standardized intake sheet to ensure ease of transfer of information. • Led full cycle recruitment and selection of candidates for multiple types of roles • Ensured compliance with all DOT federal and state laws, rules and administrative procedures and labor contracts with unions. • Assisted with the placement of employment marketing and adverts. • Directly communicated with hiring managers and directors to determine current or plan for future needs. • Ensured all necessary documents are completed and filled out according to policy and law. • Responsible for the posting and sourcing of all open requisitions. • Provided updates to team daily in format of emails and team calls. • Prepared and submits expense reports for company charges. • Provided guidance and support to Hiring Managers regarding advertising for employment and sourcing techniques.

• Created a more stable compensation structure for new employees by using outside resources to verify wages for similar roles in the area. This lead to a company wide increase in wages in our facility. • Trained operational leadership in best interviewing practices and making smart hiring choices. • Responsible for training and onboarding of new employees and providing tours of the facility to guests • Utilized internal programs such as ATS to build talent pools for internal roles • Created and posts job ads for current needs and future roles • Responsible for running and clearing background checks, drug test and other preemployment tasks • Conducted interviews with candidates and makes hiring decisions on talent • Led recruiting update meetings with operations, HR and purchasing

• Screens and Interviews qualified candidates to fill current and expected vacant roles • Conducts recruiting update calls to provide operations management team with detailed analysis of efforts and offer solutions to hiring problems • Responsible for conducting wage analysis in target areas to ensure market competitiveness • Partners with Human Resources Business Partners to conduct and schedule background checks, drug tests, and physicals • Creates and distributes offer letters and other company documents to candidates who have been selected to proceed into the hiring phase • Coaches operations leadership on interviewing and recruiting best practices • Takes ownership of all open requisitions for US branches ranging from warehouse, driver, and admin roles to supervisor and executive level searches

• 2019 Certificate of Excellence – 180+ hires in a year • 2019 Successful Time to Fill – 19 Days • 2020 – Led the hiring and onboarding of new account for Molson-Coors for 100+ new employees in only 2 months • Assisted with the lowering of requisition time-to-fill from 50 days to 25 days or less. • Led expansion projects for John Deere and General Motors • Directly supported large accounts throughout the United States such as John Deere, Molson Coors, General Motors, Carrier Heating and Air, Toyota and more. • Participated in multiple hiring events throughout the country to boost talent. • Created and implemented standardized intake sheet to ensure ease of transfer of information. • Led full cycle recruitment and selection of candidates for multiple types of roles • Ensured compliance with all DOT federal and state laws, rules and administrative procedures and labor contracts with unions. • Assisted with the placement of employment marketing and adverts. • Directly communicated with hiring managers and directors to determine current or plan for future needs. • Ensured all necessary documents are completed and filled out according to policy and law. • Responsible for the posting and sourcing of all open requisitions. • Provided updates to team daily in format of emails and team calls. • Prepared and submits expense reports for company charges. • Provided guidance and support to Hiring Managers regarding advertising for employment and sourcing techniques.

• Assisted the Director of Human Resources in all recruiting endeavors and workforce development and planning • Created and administered a new compensation program and bonus structure for employees • Led and managed recruiting team to consistently meet the goals of the business • Created marketing material to engage and draw in new interests for candidates • Created and implemented recruiting and HR strategies to attract top talent • Managed and coordinates all social media sites (Facebook, Instagram, etc.) • Used applicant tracking system (ATS) to distinguish applicants • Conducted applicant interviews • Responsible for employee relations for Field Technicians • Managed applicant files and paperwork • Conducted background checks on all applicants • Represented CUI at various networking events • Implemented goals for the recruiting team • Worked directly with office management teams to identify hiring needs

• Conducted 120+ outbound cold and warm calls daily to potential candidates • Negotiated commission rates as well as shipping rates to brokers for both full truck load and LTL and other forms of transportation • Promoted and sales the “Online Freight Experience” vs competitors • Created and implemented social networking strategies • Communicated with both with independent brokers and carriers to identify needs of both parties • Maintained open communication with brokers and carrier after hours due to domestic time zones • Used applicant tracking system to distinguish potential candidates • Spoke with, qualified, and sold opportunities to 100+ qualified, but passive candidates on a daily basis • Used multiple social media sites to promote and encourage new interactions (LinkedIn, Facebook, Twitter, Job Boards, etc.) • Attended industry networking events and various job fairs • Conducted background checks • Retained organized documentation of all candidates • Utilized internal system to identify promising leads • Pre-screened and interviewed all candidates to ensure quality candidates • Made cold calls to generate new client leads and referrals • Built and maintained client relationships

• Sourced of candidates through referrals, networking, job boards, and internal systems • Actively head hunted passive candidates and sells them on opportunities with clients • Conducted phone screens and in-person interviews with candidates to qualify them for positions • Gained commitment from candidates when placing in a new or recurring position • Made on average of 50 cold calls daily to generate new candidate interest and interactions • Adhered to federal and state laws and policies regarding background checks and drug tests • Gained knowledge of what specific clients look for when hiring and submitting candidates