Partner with the Enterprise Leadership Team (ELT) on hiring initiatives, manage end-to-end recruiting process from initial candidate contact to on-boarding including research, engagement strategies, candidate experience, negotiations and partnering with HR for successful on-boarding, communicating status to all stakeholders. Serve as a consultative business partner to improve and support the employment needs of the organization. Stay abreast of talent acquisition trends in the staffing industry and serve as the primary resource for marketplace and/or compliance trends and news. TALENT ACQUISITION AND MANAGEMENT: Serve as a player/coach managing the Talent Acqusition Partner and all open requisitions, providing full cycle recruiting services to the business leaders. DIVERSITY/EQUITY/INCLUSION: Manage, monitor and continually update all processes involved in the recruitment of DEI candidates to include screening, interviewing, and candidate engagement in all phases of the recruitment cycle. Partner with HR in the communication/education of the initiative to the organization. Serve as a driver of the DEI initiative and ensure hiring targets are met. VENDOR MANAGEMENT: Manage the relationships with external staffing companies and their adherence to company standards and compliance. PROCESS IMPROVEMENT: Identify process improvement opportunities and champion streamlined practices, workflows, and metrics. Educate and inform the leadership/hiring teams on updates to processes, market trends and best practices.

Partner with the leadership team for the Advent and Innovest business units and support their hiring, headcount planning, internship and name branding initiatives. Seek out early-career, professional, and leadership talent in the assigned markets and promote the SS&C name through candidate engagement, job postings and networking activity. Develop relationships with hiring managers and work to understand their current and future needs, provide updates and the impacts of events in the candidate marketplace, and monitor and communicate industry trends related to compensation and work environments. TALENT ACQUISITION: Provide full-desk recruiting services to the organization in the San Francisco, Jacksonville, New York and Boston markets through a wide range of recruiting activity, marketing, and college/university engagement. Manage assigned requisition load of 50+ requisitions utilizing Workday, LinkedIn Recruiter, Career Arc and Handshake. Work with Human Resources, IT, HRIS, and hiring managers to ensure a smooth candidate onboarding experience. Coordinate onboarding and sponsorship efforts for foreign national candidates.COLLEGE RECRUITING/NAME BRANDING: Travel to college universities in the San Francisco and Jacksonville areas to attend career fairs and develop relationships with career centers and students and attract early career talent to SS&C. Work with Marketing to develop material to be utilized at Career Fairs and on LinkedIn and other sites to promote the SS&C name. Develop material to present to student organizations and continue to build new and existing relationships within the San Francisco and Jacksonville communities. Participate in board meetings (Keiser University-Jacksonville) and Military Outreach events. VENDOR MANAGEMENT: Manage the recruiting process for an approved list of vendors and ensure quality and adhesion to policies and process. Work with Accounts Payable and Invoicing to ensure timely payment.

Manage the entire recruiting lifecycle from start to finish, working closely with executives and hiring managers in Black Knight’s Hosting & Operations division to develop specific strategies to target and recruit top IT talent for open infrastructure and application development positions. Maintain a workload of 20-30 technical managerial and individual contributor requisitions. TALENT ACQUISITION: Attract the best IT talent to and recruit for Black Knight through job posting, networking, job fairs, applicant screening, arranging interviews, offer extensions and onboarding coordination. Adhere to Department of Labor and OFCCP guidelines and ensure fair and consistent hiring practices. LEADERSHIP SUPPORT: Develop relationships and build trust among managers within our Hosting and Operations management team through meetings, luncheons and presentations focused on our onboarding and recruiting processes, as well as candidate flow. EXECUTIVE SUPPORT: Facilitate top-tier candidates for senior management positions reporting directly to Director-level management and Black Knight’s Chief IT Officer. Prioritize executive requisitions and accommodate executive schedules to simplify candidate flow throughout the recruiting lifecycle. JOB DESCRIPTION DEVELOPMENT: Collaborate and meet with organizational management to develop attractive, effective job descriptions matching top talent to their requisitions. MILITARY OUTREACH: Serve as a facilitator for Black Knight’s Veteran Outreach & Employment initiatives by actively seeking, networking and building relationships with organizational staff, program graduates, and veterans in the Veteran community and at Veteran employment assistance organizations such as Operation New Uniform, K-9’s for Warriors and Onward-to-Opportunity. Coordinated Black Knight’s first inaugural Veterans Career Fair through collaboration with HR, Organizational Management and Marketing.

Developed relationships with IT professionals and managers through networking, cold-calling, and attending industry events. Built a “hotbook” of candidates in the IT industry aimed at satisfying customer requisitions. Canvassed job boards for both active and passive candidates. HOTBOOK DEVELOPMENT: Utilized Monster, LinkedIn Recruiter, Dice, and Careerbuilder for candidate accumulation and list development. Maintained regular contact with candidates including but not limited to .NET Developers, SQL DBA’s, QA Analysts, Business Analysts, and Project Managers. NETWORKING: Attended local events and user groups for IT Professionals in .NET and SQL development as well as Code on the Beach.ACCOUNT MANAGEMENT ASSISTANCE: Paired with assigned Account Manager and developed working relationship with and knowledge of the Account Manager’s clients and positions. Participated in client meetings and focused recruiting efforts on client needs, reactively and proactively. TRAINING: Trained and coached new team members and assisted with interviews.

Responsible for the full oversight and operations for a non-profit organization developed to assist homeowners with loss mitigation. Assisted owner in development of operational workflow, recruiting, accounting, payroll and business/marketing strategies. Supervised 20-30 employees in various departments including Management, Intake, and Administration. Maintained all computer, phone, and office equipment and managed vendors.

Developed client base by marketing employee leasing services to blue/grey collar clientele with a range of activity including telemarketing, mailers, cold calling, and networking. Operated at or above quota throughout duration of employment. Managed client base by resolving issues, adjusting service rates, and facilitating customer service. Attended company-sponsored and local events, building relationships industry-wide.

Managed current account base and prospected for new accounts to meet and exceed quota requirements. Generated revenue from new and refurbished system sales. Cold-called, telemarketed, arranged sales presentations within assigned territory to influence decision makers. Designed customize proposals for prospects and customers entailing cost analysis, value propositions, and financial arrangements. Demonstrated efficient use of technology and software applications to clients.