District Partners is a direct-hire, and project consulting search firm with a national footprint.We specialize in custom searches, ensuring our clients accrue the benefits and added value of our hustle. We analyze and understand the particulars of each business and industry, focusing on the optimal fit, not the most expedient. Our clients take comfort that we put their best foot forward when representing them in the marketplace.The end result? We ultimately find exceptional candidates that help our clients take their businesses to new heights.

A pivotal business partner and talent authority – aligning the best possible talent for engagements with RGP’s Clients to help them achieve their business goals. Proactively coach Consultants and foster their on-going development. Ensured both our Clients’ and Consultants’ success by managing the intersection between the Client, Talent Acquisition, and engagement process. • Led and coordinated the efforts of talent acquisition partners, especially in situations requiring just-in-time and proactive pipelining to address talent gaps. Recruitment expertise in areas such as but not limited to Supply Chain, Human Resources, IT, Project Management, Legal, Communications and Accounting & Finance Roles• Collaborated with Sales to create a meaningful impact for the Client and fostered market growth. Provided proactive and responsive talent matching, ensuring the "right talent was in the right place at the right time."• Utilized Client knowledge and understood the essential success factors (knowledge, skills, and attributes) required for Consultants to excel in their roles. Transformed knowledge into action by assessing potential talent, ensuring both technical and cultural fit, and making appropriate recommendations to the account team.• Championed inclusive practices and processes, fostering a fair and consistent approach to recruiting and hiring free from bias. Led company -wide bookclub on DEI Strategies addressing employee bias’s.• Leveraged technology (talent systems, dashboards, and metrics) to proactively and regularly inform business partners about talent supply levels and ongoing activities. • Provided expert knowledge about our people, encompassing their functional and technical strengths, personal and professional goals, and their work preferences and constraints.

I held the responsibility of establishing and overseeing an extended workforce program, providing vital support across all service lines on a global scale.• Collaborated closely with Managing Directors and Client Service Professionals to address current and future extended workforce requirements.• Employed various methods such as job postings, direct sourcing, and internal referrals to identify active independent consultants. -This effort resulted in expanding Riveron's virtual bench from 15 to 50 pre-vetted extended consultants, ready for deployment within the first year - Grew Riveron’s extended workforce to 75 by 2022• Enhanced the efficiency and effectiveness of the entire recruitment cycle.• Skillfully negotiated consultant rates in alignment with the company's revenue objectives. - This contributed to a 5% year-over-year increase in margin on extended workforce engagements from 2020 to 2022• Fully onboarded all consultants, overseeing tasks like background checks, contract and confidentiality agreement execution, contractor applications, statements of work, and IT requests for laptops and emails.• Strategically managed agency relationships and introduced a skillset survey to proactively identify qualified contractors for upcoming projects.

Areas of focus: Accounting and Finance, Communications, Human Resources & Legal• Led a team of three corporate recruiters and actively facilitated bi-monthly team meetings to discuss industry trends impacting our business and provide training on the latest recruitment techniques applicable to our roles.• Cultivated and fortified relationships with key executives and hiring managers across the organization.• Stayed informed about diversity and inclusion initiatives to enhance and promote our employer brand.• Contributed to the development of new interview guides grounded in behavioral interviewing principles, particularly utilizing the STAR method (Situation/Task Action Result). Additionally, created an instructional video for hiring managers to accompany this toolkit.• Significantly reduced our overall time-to-fill metric from 78 days to 51 days by proactively building a pipeline of qualified candidates for both standard and challenging roles within the company.• Collaborated on the creation of Noble Energy's rotational development program for college graduates entering the Finance & Accounting domain.

Corporate Functions Recruiting