JRH Career Consulting is a career services business focused on providing customers the best coaching for building their personal brand:- Resume Writing Services - Employment Content- Interview Coaching- LinkedIn Updating- Career Advice

- Lead full-cycle recruiting for a Climate Tech/Renewable Energy organization, managing sourcing, interviewing, stakeholder relations, negotiation, and closing while overseeing one direct report.- Utilize targeted sourcing strategies to hire for Sales, Marketing, Customer Success, Regulatory, Market Intelligence, Operations, and Engineering roles, from entry-level to department heads, driving 20% organizational growth.- Achieved 40% diversity in hires, focusing on candidates from underrepresented groups across various roles and levels.- Manage vendor relationships, including staffing agencies and platforms such as LinkedIn, Glassdoor, and Built-In, to align vendor performance with company goals.- Executed strategic initiative to standardize the hiring process by developing hiring-specific competencies aligned with LineVision’s company values. - Conduct regular hiring training for 20+ managers, covering best practices, overcoming bias, providing effective feedback, and setting clear expectations. - Developed and implemented a comprehensive performance management process, including differentiation criteria, executive and manager training, and ongoing success measurement for continuous improvement.

- Served as the team lead for 12+ recruiters with up to 3 direct reports responsible for hiring 100+ engineers within 1 year across 8 different skill sets for 20+ hiring managers.- Execute various leadership responsibilities, including reporting to senior stakeholders, conducting team meetings, executing department-wide training, and performance development for direct reports.- Implemented an employee referral program across the Tech TA department by deploying an internal referral portal and improving communication with stakeholders; this resulted in a 76% increase in referral submission and a 35% increase in referral hires within 2021 across mid to senior-level positions.- Member of the TA vendor management team responsible for evaluating, implementing, and adopting various recruiting technologies across the TA department; technologies include LinkedIn Recruiter, Hired, HireEz, Beamery, Greenhouse, and Gem.- Led the interview standardization program, which entailed collaborating with senior-level stakeholders to construct interview sessions and rubrics that aligned with the Wayfair people principles, ensuring standard bar, and improving candidate experience; this resulted in a 50- point increase for candidate NPS and a reduction in time to fill by an average of 14 days.- Team Lead for hiring App, Front-End, and Back-End engineering for our Bangalore, India location; this entailed training/onboarding new hires, troubleshooting process issues, developing scalable interview processes, and managing stakeholders across a 10.5-hour time difference.- Engaged in complex negotiations with senior-level candidates with an average close rate of 75%, 11% higher than the team average.- Developed and executed DEI recruiting strategies by presenting a business case to stakeholders on remote hiring to find diverse talent, developing drip campaigns, and engaging with DEI organizations; this resulted in a 20% increase in diverse hires for managers and above.

- Responsible for over 175 hires over a three-year period ranging from entry to director-level applicants.- Hire across five different (App, Front End, QA/QE, AR Eng, Full Stack) technical skillsets for over 30 different hiring managers.- Work with the sourcing team to build out a roadmap for acquiring high-level talent. This involved setting outreach goals, constructing strong messaging, and determining ways to measure success. - Conduct complex negotiations with senior-level candidates on offer details.- Collaborate with several cross-functional stakeholders to acquire candidate data to enhance interview experience.- Generate and organize reporting for stakeholders on different aspects of the interview process.- Trained and onboarded 15+ new hires on Wayfair processes and practices.- Source qualified candidates using a variety of tools and messaging methods for open Wayfair roles.

- Recruit mid to senior-level technical talent for mobile development- Working in partnership with engineering stakeholders to create a seamlessinterview process- Reporting on interview efficiency, including (time to fill, onsite-to-offer ratio,technical phone screen to onsite ratio)- Train and onboard new employees to get acclimated to the Wayfairenvironment.

- Collaborate with Engineering teams to deeply understand hiring needs.- Source qualified candidates, review resumes, and pre-screen candidates while moving interview process forward in a timely manner - Organize and facilitate interview debriefs - Drive offer approval, extensions, and negotiations.- Identify closing strategies for offers and proactively provide candidates with the right information to help make their decision as easy as possible - Interface regularly with internal stakeholders and hiring teams; communicate key metrics and insights on recruiting pipeline and high-level strategy. - Continuously work on ways to improve the process; find innovative ways to seek out talent and maximize the efficiency of our assessment process - Create and own a flawlessly positive candidate experience

- Schedule phone screens and interviews with candidates throughout HealthcareSource’s seven different office locations, having to manage several time zones and schedules.-Source qualified candidates through various social channels by messaging and informing them of the opportunities available within HealthcareSource.- Apply Search Filters and Boolean Strings to source qualified candidates that best meet requirements of the job description. (LinkedIn, Twitter, Google, Facebook, Meetup)- Conduct behavioral-based phone interviews to determine the thought process and skill set of the candidate.- Create and analyze hiring data by measuring response %, # of applicants sourced, direct applicants, phone interviews, and in-office interviews. - Assess candidate resumes directly through Position Manager’s applicant tracking system.- Reconstructed and professionalized the recruiting process by creating the Talent Management Handbook. - Improved enhanced onboarding by leading new hire orientation presentations as well as 30 Day Check In’s. - Establish relationships with various colleges throughout the New England area. Included career fairs, networking events, mock interview sessions, and resume-building workshops.- Collaborate with hiring managers in Recruit To Fit meetings to discuss the qualifications and preferences of their ideal candidates. - Broadcast and expand HealthcareSource’s employment brand through hosting tech meetups, as well as attending branding-centered events.

-Survey Analysis on customer satisfaction within Raytheon BBN for 600+ employees.-Hiring Process Reports which indicated the most effective way of attracting Raytheon quality talent -Competitor Benefit Research: Researching the benefits policies and plans of top companies, including Google, Apple, and Yahoo-Supporting five HR business partners in new hire processing, and background data.-Worked alongside the professional development director which consisted of research and conducting training for technical employees. -Set up, and conducted several intern program events for 35+ Raytheon interns. -Internally marketed professional development events, such as reconstructing the professional development board, and designing posters.-Organized I-9 documents for incoming and terminated employees. -Reorganized file room for over 1000 former and active Raytheon BBN employees

- I worked on a 6-person team that reviewed the various aspects of compensation for Covidien employees. The team aimed to accommodate the most suitable and deserving rewards for employees, such as bonuses and raises.-Aided in bonus calculations for 20,000 eligible employees in AIP and RFR (Annual Incentive Plan & Rewards For Results). -Wrote analyses on competitive market prices for various company jobs based on information provided by MarketPay software. -Managed and organized information on various global work surveys used for data in MarketPay. Aided in mandatory government increases for three different continents for bonus reward purposes.

- Manage/Maintain an organized front desk space, multitasking between welcoming clients in person and over-accurately answering questions or directing their concerns to appropriate partners- Decreased time needed for scanning, filing, mailing, and completing data entry by attention to details- Wrote competitive analyses on Pathway Law Office versus other firms in order to determine strategic plans in a competitive market