Responsible for strategic leadership of the recruiting team to provide the highest level of staffing services to Parkview Health. Responsible for overall implementation of results driven recruitment strategies to attract the best qualified applicants to Parkview Health. Responsible for leading and implementing the Talent Management Strategy for Parkview. Ensures the delivery of high quality candidates through innovative recruitment strategies. Performs a variety of professional functions in support of full lifecycle recruiting. Fosters and maintains excellent relations with candidates, hiring managers, executives and the community at-large.

Responsible for strategic leadership of the recruiting team to provide the highest level of staffingservices to Parkview Health. Responsible for overall implementation of cost effective and results driven recruitment strategies to attract the best qualified applicants to Parkview Health. Is responsible for leading and implementing the Talent Management Strategy for Parkview. This position ensures the delivery of high quality candidates through innovative recruitment strategies. This individual will perform a variety of professional functions in support of full life-cycle recruiting, maintain excellent relations with candidates, hiring managers and the community at-large.

Originally assumed Management position overseeing five local recruiters for Engineering, IT and Scientific roles; promoted to lead Midwest and Northeast Regions managing 11 recruiters in multiple states with specific focus on IT placement. Oversee territory and individual performance of each recruiter for personal and professional development, achievement and growth. Increase each individual’s production on revenue and headcount leading to growth of new and existing relationships through comprehensive training, mentoring, and management. Manage and mentor team facilitating one-on-one meetings to establish goals, understand metrics, and strategically plan activities and organize workflow to achieve targets. Coach teams on relationship building from networking, cold calling, meetings, and follow up calls; encourage conversational feedback from clients to identify and meet expectations. Partner with Area or District Directors, as well as Territory and Regional Vice Presidents to ensure understanding and adherence to contract terms, margins, timelines, and budgets. Provide tactical direction for team including recruiting tactics, techniques, resource allocation, and strategies to elevate performance and prepare recruiters for desired advancement in their careers.

Originally assumed Management position overseeing five local recruiters for Engineering, IT and Scientific roles; promoted to lead Midwest and Northeast Regions managing 11 recruiters in multiple states with specific focus on IT placement. Oversee territory and individual performance of each recruiter for personal and professional development, achievement and growth. Increase each individual’s production on revenue and headcount leading to growth of new and existing relationships through comprehensive training, mentoring, and management. Manage and mentor team facilitating one-on-one meetings to establish goals, understand metrics, and strategically plan activities and organize workflow to achieve targets. Coach teams on relationship building from networking, cold calling, meetings, and follow up calls; encourage conversational feedback from clients to identify and meet expectations. Partner with Area or District Directors, as well as Territory and Regional Vice Presidents to ensure understanding and adherence to contract terms, margins, timelines, and budgets. Provide tactical direction for team including recruiting tactics, techniques, resource allocation, and strategies to elevate performance and prepare recruiters for desired advancement in their careers.

Recruited due to exceptional ability and proven experience in recruiting and building relationships; established streamlined recruiting division and grew department from local impact to 10 member team in Indianapolis, San Jose, and Philadelphia to support companies regulated by the FDA including medical device and pharmaceutical. • Established processes and procedures allowing for controlled growth of 10 recruiters and increase from 50 billable employees to over 400 in eight months.• Successfully managed financial profitability of department through strategic standardization of all processes, policies, procedures, metrics, KPIs, and documentation of recruiting department.• Liaison and point of contact for clients providing daily communication, monthly and quarterly reports.• Established strong relationships with clients’ Managed Service (MSP) and Vendor Management (VMS) providers to ensure success within the programs.

Recruited to work directly with one of the company’s largest contracts providing Recruitment Process Outsourcing (RPO), project recruitment, and consulting services. Served as dual manager overseeing team of 13 recruiters. • Reduced time-to-fill for professional recruiting from 90+ days to 50 days, as well as a 60% reduction in third party placement fees.• Established strong relationships with recruiters and client stakeholders in order to effectively guide transition from previous RPO provider to Korn/Ferry Futurestep.• Served as partner with client management team communicating expectations, metrics, and processes of implementation in order to achieve business unit goals. • Hired, trained, and managed recruiters nationally in person and virtually.• Established Service Level Agreements, Standard Operating Procedures, assisted in rollout of third party ATS and oversaw the College Recruiting and Recruiting Support teams.

Promoted to Vice President of Recruiting due to exceptional performance and leadership as a Recruiting Manager for the company. Lead three Recruiting teams that focused on local, regional, and national clients.• Part of management team that oversaw tremendous growth (netted of over 650 positions from April 2005 to March 2011) of the company.• Worked with Recruiting Managers to ensure recruiting metrics and company KPIs aligned with volume and direction of business.• Expanded recruiting department headcount from twelve to twenty-two people.• Established and hired a third recruiting team to support a new service contract with a Fortune 500 company.• Introduced and hired business critical roles including Recruiting Coordinator and Employee Relations Specialist to ensure support of our clients and employees.

Requested to return after significant growth to Indianapolis’ largest Information Technology computer consulting company to lead Recruiting and internal Human Resources after successful period as recruiter and specialist. Promoted to Vice President of Recruiting due to exceptional performance and leadership.• Revised recruiting processes, policies, procedures, and documents to better align with the direction and growth of the company• Increased recruiting team headcount from two to seven people.• Exceeded team goals (headcount, margin, and revenue) for each quarter.• Selected and implemented company’s first ATS (Mindscope).• Reduced average time-to-fill from 30+ days to 18 days for department.• Identified need for an additional recruiting team due to increase in business as well as an addition of a Fortune 100 company.

• Exceeded recruiting goals (hires, margin, and revenue) for all of 2005. • Established and maintained a strong relationship with the primary office in Peoria, Illinois that supported the client.

• Created and implemented a candidate and vendor score card that was utilized across the entire program.• Maintained a 99% satisfactory rating with client hiring managers and 97% with vendors. • Reduced time-to-fill from over 45 days to 20 days.• Selected to represent the Lilly MSP team at company’s ‘MSP Roundtable’ in September 2004.

• Established standard recruiting processes, policies, and procedures for the company.• Created standard documents for recruiting department.• Placed company’s first consultant in largest client’s vendor-neutral program.• Exceeded recruiting goals (hires, margin, and revenue) on a consistent basis.

• Exceeded established sales (signed contracts and revenue) for March, April, and May 2002.• Performed in the top 15% of the Indianapolis sales team for April and May 2002.

• Completed ‘Recruiter I’ training in October 1999.• Received ‘Recruiter of the Quarter’ award three times: 3rd and 4th quarters in 2000 and 2nd quarter in 2001.• Exceeded monthly revenue goals for 10 of the 11 months in 2001.• Maintained highest weekly revenue (total and average) for 2001 for Indianapolis office.• Attended ‘Recruiter II’ training in April 2001• Qualified for company’s yearly recruiting contest by October 2001.