With a mission to provide world-class healthcare to the underserved Asian community, Rendr is the leading primary care focused, multi-specialty physician group dedicated to serving the Asian population in New York City. Our over 200 providers take care of the health of approximately 200,000 patients at more than 100 clinical offices throughout Brooklyn, Manhattan, Queens, Staten Island and Nassau County.

I loved my time at Emory’s Goizueta School of Business. In this role, as a member of an incredible leadership team within the Graduate Career Management Center, I assisted in the development of our overall recruiting and job placement strategy. Specifically, I led the Employer Relations Team through a period of record-breaking job placement results. I was responsible for overseeing the planning, logistics, and execution of all early school-facilitated and “just-in-time” recruiting activity for both internship and full-time recruiting. We strategically identifying and developed new relationships with companies for our expanding graduate level programs (MBA, Masters of Science in Business Analytics, and Masters in Analytical Finance). This also included gathering and analyzing feedback on recruiter perceptions of our program, as well as overall student performance, then presenting to faculty and/or students every semester. I also partnered closely with marketing to ensure external communication to recruiters (marketing material, website content, etc.) are clearly communicated and effectively branded.

At Delta I am responsible for leading a Talent Acquisition team in the development and implementation of company-wide University Recruitment strategies (attraction, sourcing, selection, and student development), to drive the overall effectiveness of Delta’s recruiting efforts. Together with that team, I direct efforts to design and implement an innovative campus recruiting strategy and early careers program model to engage and foster the next generation of Delta leaders; including, Internships/Co-Ops, Full-time Placements, Global Graduate Leadership Development Programs, and Functional/Technical Graduate Programs (300+ hires per year), and early career (High/Middle School) employer branding. ✈I coach our team to align the University Relations talent strategy with hiring decisions, identify creative and varied sources of qualified talent, screen talent effectively, help hiring managers make good decisions, and advise Delta leaders regarding key candidate characteristics and organizational fit. I cultivate strategic relationships and deliver high quality service, development and support to: Students, Industry Leaders, University Partners (Deans, faculty, career services, admissions offices, corporate relations, student leaders, internal alumni, etc.), Service Providers, and Delta stakeholders. ✈One of my favorite parts of working at Delta is the open/family culture. It allows me to partner closely with Hiring Leaders, the Global Brand team, and HR Functional Partners to develop a strategic approach to attracting and recruiting top talent for the company; aligning seamlessly with the company’s business strategy to bring new thinking to the processes of talent recruitment, selection, development, and advancement.✈

I got to wear many hats during my time at GT’s Scheller College of Business. My primary role was as a career adviser, offering career consultation to students in GT’s nationally ranked (top 20), part time MBA program. I primarily focused on career advancement planning, interview prep/resume writing, networking techniques, and successful job search strategies unique to each student. I also concentrated heavily on growing our school’s amazing brand within the global business community through various executive partnerships and organizational outreach initiatives. I partnered directly with executive clients and human resources leadership as a strategic consultant to support their unique talent acquisition and MBA recruiting needs. On a daily basis, I closely collaborated with our career services team, student organizations, alumni and faculty to help create new networking, mentoring, and job opportunities for MBA students. Our job placement numbers were consistently in the top 5 nationally every year that I was at Scheller.John Patrick ■ John.Patrick1218@gmail.com ■ https://twitter.com/JPCareerCoach ■ Career Coach ■ Corporate Relations ■ Career Services ■ Consulting ■ Human Resources Management ■ Recruiting Strategy ■ Learning and Development ■ Executive Coaching

As a contracted consultant, my role at Turner was to support my client’s ongoing corporate HR and talent acquisition initiatives. As a project manager, my areas of expertise included corporate full-cycle recruiting, campus recruiting strategy, talent management, talent development, career development, and individual employee performance management coaching.John Patrick ■ John.Patrick1218@gmail.com ■ https://twitter.com/JPCareerCoach ■ Career Coach ■ Corporate Relations ■ Career Services ■ Consulting ■ Human Resources Management ■ Recruiting Strategy ■ Learning and Development ■ Executive Coaching

Executive partnership, team leadership, program management and precise deadline driven execution were my keys to success at VMware. My initial challenge was to partner with the executive team to define our talent acquisition strategy, then pioneer and execute a robust high volume recruiting program from scratch. My approach involved analysis of college recruiting trends, gorilla marketing tactics, strategic partnerships at targeted universities and the development of an efficient internal HR support system designed to prepare our departmental leadership for the influx of new talent. The one aspect of my role that I most enjoyed was the creation and facilitation of multiple training workshops. Our company was doubling in size every quarter, leading to a variety of training and development needs. These workshops included internship training, new hire on-boarding and professionalism, internal career management, recruiting training, and the design and launch of a corporate wide performance management system. In addition to advanced recruiting strategy and employee training, I also produced and managed our talent acquisition events calendar including all campus recruiting events and interviews. I built a pipeline of qualified candidates and led the corporate wide full-cycle recruiting effort. I maintained the applicant tracking system and served as an informational source on organizational practices and procedures. Lastly, I created, launched and managed the inaugural internship program, built from the ground up to include a detailed performance management process, multiple development workshops, extracurricular activities/events and conversion tracking.Overall, in this role I was a passionate and enthusiastic program manager at one of the most cutting edge technology companies in the world. Although I wore a lot of hats, my primary areas of expertise included development/training, talent acquisition, public speaking/presentations and program management.

Although my time at Newell was short lived due to corporate restructuring, I was still able to influence multiple policy components within HR operations and the talent acquisition team. My primary focus was on leading the North American recruiting strategy for corporate interns, co-ops and entry level positions, while consulting with divisional leadership to create consistency across our many North American brands and locations.I managed a 3 person HR team, responsible for delivering metrics driven client satisfaction results, and oversaw all operations for the corporate internship/co-op program, directing 5 US locations. This included the creation of manager and mentor training, building strong HR partnerships, designing a unique on-boarding/orientation program, and building an activity calendar/development structure unique to each office’s needs.I also gained key program management experience by directing 5 large national leadership development programs (sales, engineering, supply chain, marketing, finance/accounting), and creating a long term development curriculum designed to convert new hires into corporate leaders.I designed and instructed multiple corporate professional development workshops company wide.John Patrick ■ John.Patrick1218@gmail.com ■ https://twitter.com/JPCareerCoach ■ Career Coach ■ Corporate Relations ■ Career Services ■ Consulting ■ Human Resources Management ■ Recruiting Strategy ■ Learning and Development ■ Executive Coaching

At Turner I was responsible for the oversight and coordination of all internship, entry level and mid-level recruiting at CNN. I led multiple HR project/task force teams to define recruiting objectives, enhance human resources support, and improve talent management and recruiting/retention process efficiencies. I consulted with executives and director level hiring managers to build strong partnerships, developed and facilitated training workshops, and became the talent acquisition subject matter expert to HR generalists, recruiters and business unit hiring managers. I created an intern development event calendar to ensure consistency and standardization throughout CNN’s many locations. This included the facilitation of on-boarding, orientation, various development workshops and multiple networking events. I personally led 15-20 company-wide training and development workshops annually and was booked as a guest speaker for various topics related to professional development at targeted universities nationwide.I learned to create a detailed strategic recruiting plan (colleges/universities, professional associations, speaker panels, job fairs, event sponsorship, college faculty relationships, etc.) and identify diverse top tier candidates, while at the same time increasing our brand awareness on campus.This role also consisted of the general tasks associated with the recruiting life cycle: Conduct phone screens, interviews, schedule manager interviews, provide candidate follow up, generate offers, negotiate salaries, onboarding, etc.I was very proud to also serve as an ambassador for the company at local and national speaking engagements, and I was requested by executives to lead high level quarterly staff meetings and company wide corporate presentations. Many audiences in excess of 500.Career Coach ■ Corporate Relations ■ Career Services ■ Consulting ■ Human Resources Management ■ Recruiting Strategy ■ Learning and Development ■ Executive Coaching

John Patrick ■ John.Patrick1218@gmail.com ■ https://twitter.com/JPCareerCoach ■ Career Coach ■ Corporate Relations ■ Career Services ■ Consulting ■ Human Resources Management ■ Recruiting Strategy ■ Learning and Development ■ Executive CoachingCurious about what I did at CNN in this role? Then check out this video: