Gretchen Jackson Email & Phone Number

Springfield, Missouri, United States

Springfield, Missouri Area

Joplin, Missouri Area

Work with assigned Product Owners, Customers, and affiliate locations as necessary to determine business system requirements, conduct interviews, develop questionnaires, and analyze results. Conduct observations of business areas and work flow, facilitate meetings between users to resolve issues, gather and review requirements. The Sr. Business Analyst role provides the same support to the Product Owner and business partner as the Business Analyst role, but further recognizes and initiates problem solving exercises to improve processes and create efficiency through automation and reduced unnecessary redundancy.

PROFESSIONAL SUMMARYSenior Recruiting Manager with 27 years of experience focused on delivering results by developing andleading exceptional teams in a rapidly changing and competitive industry.● Direct recruiting for all CFI driver types (company, independent, student, team). Responsible for7,153 drivers hired in the last 36 months.● Lead and motivate the Recruiting team which currently processes an average of 1,600 applicationsand 1,100 phone leads weekly.● Navigated a team as large as 35 recruiters and admin through two acquisitions in three years whichincluded significant staffing and budget constraints during management changes.● Optimized $2.4 million annual recruiting marketing budget, which enabled the identification ofbest-­producing hire sources and eliminated non ­hire producing sources resulting in a 28% decreasein cost per hire.● Consistently evaluate the hiring processes and implemented process changessuch as SmartSheet options to coordinate information across departments and created a 3 ­weektraining program which allows drivers to work sooner and increases the number of programsavailable in a year, increasing the overall number of drivers in the program.● Implemented applicant tracking system (Tenstreet) to improve efficiencies from 90% ofapplications going unworked to 100% of applications completed monthly.● Increased the independent contractor to company driver ratio by 14% ● Forecast staff needs, driver ­hires and the student and company driver ratio to recruit for both qualityand quantity to meet company objectives, contributing directly to the bottom line.● Coordinate with outside agencies and the Communications Department to create the marketing andsocial media strategies to achieve recruiting goals.● Developed an audit process to ensure the information collected in the system is DOT Compliant,accurate and validate resulting in a successful DOT audit for recruiting ­related paperwork in 2017.