Black Box Consulting is a Talent Management firm with a full-suite of process, technology and organizational consulting offerings.We help companies large and small maximize the business return of their talent management functions. We can help you:* Link your talent management operations to business strategy* Develop a long-term plan to integrate your talent management function* Optimize your talent management processes, use of technology, and organizational model* Select, implement and launch your talent management technology

Talthos stands for Talent Ethos . . . boundless opportunities. Most organizations say that their people are their greatest strength or competitive advantage. Talthos has the expertise to leverage the opportunities that exist to ensure your talent achieves its true potential.Talthos is a talent acquisition consultancy and search firm. We have three primary offerings• Consulting on Strategic Workforce Planning• Consulting on Talent Acquisition organizational optimization• Search support for key roles within your organization

As a trusted advisor, we deliver a range of measurable solutions through integrated outsourcing and consultancy services. Listening to our clients, these services have been blended over the years to deliver significant financial, performance and competitive benefits for many of the world’s leading brands, such as Microsoft, Nike, Citi, Barclays, GE, Deloitte, Credit Suisse, Novartis, Covidien, Rolls-Royce and Vodafone. Responsible for developing and implementing the key strategies for talent acquisition and workforce planning in order to meet Rolls Royce's hiring needs. Key Responsibilities:• Accountable for strategic RPO relationship supporting Rolls Royce in North American. Rolls Royce is a global company providing highly-efficient integrated power and propulsion solutions. Their power systems are predominantly used in aerospace, marine, energy and off-highway applications.• Oversee delivery of full life cycle end to end recruitment model by driving quality, change and cost containment through the solution; evaluate opportunities for improvement and business development• Full operational accountability including P/L, client relationships, governance ownership, workforce analytics and team management through setting goals, coaching and performance management• Senior advisor to key stakeholders on industry best practices; responsible for client consultation including executive search, internal mobility, workforce planning, university engagement, recruitment marketing, talent mapping and research, and proactive pipelining

Responsible for developing and implementing the key strategies for global talent acquisition and workforce planning in order to meet Interactive's growing global footprint. Areas of responsibility include employer branding, global recruiting strategies, workforce planning, recruiting metrics, recruiting policies and programs, and vendor management. Key accomplishments: • Redesign of the Talent Acquisition organization. Established better alignment of TA resources for professional recruiting, put a dedicated team in place for student recruiting, and built out the TA organization globally by hiring a TA resources in EMEA and APAC • Reduced the number of position open greater than 90 days by 35% • Reduced the time to first candidate submission by 40% • Increased the quality of candidate submission by 30% • Reduced agency spend by 45% • Significant work done to clean up the data that TA uses to measure itself. Metrics have been put in place, albeit not optimally effective at this point. • Total redesign of career web page. Enhanced the candidate experience and helped to drive additional candidates from our career site. Some example of the improvements made are; Overall careers page looks and feel improvements and content added, improved job search functionality, and added/updated employee testimonials.

Leadership of Intel’s staffing organization with worldwide responsibility for attracting, recruiting, and hiring talent in support of Intel’s global business requirements. 200 person staffing organization located in ~20 countries with an annual budget responsibility of $6M.

Responsible for leading the Global Talent Acquisition organization. Manage a geographically dispersed team of roughly 30 Talent Acquisition professionals. Accountable for the design and implementation of leading edge recruitment methodologies, processes and tools that contribute to the achievement of the business goals. Annual hiring of over 1,500 employees.

Responsible for facilitating the prioritization of learning requests and assesses them against the business strategy and affordability constraints. Manage commitments around learning development and delivery. Lead a matrixed organization of 18 direct reports and 24 indirect reports.

Responsible for development and implementation of all global policies, processes and special projects within WFP. Eight direct reports