Bank OZK is a regional bank established in 1903. Bank OZK conducts banking operations with over 240 offices in seven states including Arkansas, Georgia, Florida, North Carolina, Texas, California and Mississippi and approximately $34.24 billion in total assets.

Effectively led and managed a team of talented Technical Recruiters and Sourcers to support Technology, Product, Data + Analytics. As the Manager instilled best recruiting practices to help guide the development of the team, help streamline inefficiencies, build sourcing strategies, lead IDB (inclusion, diversity, belonging) initiatives, and manage executive recruiting projects.

Accomplishments:• Effectively led the talent acquisition team and developed sourcing strategies for the talent and culture team leading to 140+ hires in less than 18 months.• Identified and implemented appropriate recruiting processes to decrease time-to-fill by 60% on average.• forged new employer branding and content efforts gaining 7,000+ new followers and net increase of 40% direct applications leading to ConsumerAffairs winning an award as Best Remote Company to Work For from builtin.com.• Implemented a strategy and successfully sourced/hired 16 niche and in-demand roles in a 3 month period due to an investment in the business.• Evaluated and managed 3rd party partnerships and negotiated rates.• Implemented talent management and assessment program.

Responsible leading, coaching, and developing the technical recruiting team and manage the full recruitment life cycle. Develop, plan, organize, lead and implement hiring initiatives and strategies. Maintain knowledge of broad HR policies, programs, laws, and issues with a focus on how they systematically relate to talent practices. Accomplishments:• Effectively led, coached, developed, and established goals and KPI's for technical recruiters and onboarding specialist to hire over 150 new IT and Marketing team members per year on average. • Scaled and hired 12 interns in 30 days for a remote Software Development Internship session• Identified and implemented appropriate recruiting processes to decrease time-to-fill by 30% on average.• Served as a trainer and coach for talent acquisition and technical recruiting teams on all aspects of sourcing (boolean, messaging, pipeline), assessment, interviewing, and hiring to decrease time-to-fill in the recruiting life cycle. • Advised/produced content and brand positioning as an employer of choice for top talent. • Sourced active and passive applicants while managing full lifecycle recruitment for senior IT, marketing, and leadership roles.• Evaluated and implemented compliant candidate assessments and surveys to qualify top talent.• Conducted training and provided criteria for behavioral/ topgrading interview techniques.

(Remote/wfh) Responsible for the recruitment of top IT talent.• Full life-cycle recruiting partnering directly with information technology (IT) hiring managers to understand their teams’ hiring needs and team dynamics.• Recruited for Information Technology needs of mid to senior level developers, engineers, architects, system administrators, and other niches• Partnered closely with senior leadership to identify, build and execute effective recruiting strategies to engage the best and the brightest IT talent.• Led sourcing and candidate experience training for other Recruiters.• Assessed and implemented standard interview processes.Accomplishments:• Prioritized and standardized recruiting processes for all IT positions within first 90 days.• In partnership with IT leadership, developed and implemented a recruiting strategy for a Software Developer Internship program that has seen more than 100 interns through a 12 week coding "bootcamp" since 2017.• Hired 105 IT candidates in 2017 and 174 in 2018.• Worked with IT and HR leadership to establish reporting and KPI's for the Technical Recruiting team.• Created affective inmails and job advertisements for IT talent that increased response rates by 30% on LinkedIn.• Trained and coached leadership on interviewing and assessing top talent.

Responsible for recruiting efforts within the Information Technology division of Mr. Cooper. This role encourages partnership through proactively building trust and establishing relationships with management and employees; serves as a consultant to the IT leadership aligned with Mr. Cooper's culture, policy/procedures, and best practices; proactively seeks recruiting projects, process improvements, and builds candidate network through developing and researching recruiting tools to provide support to business units; shows desire to learn business model, has excellent project management skills and is able to sustain a positive attitude while working on multiple recruitment projects. Assists with compliance requirements for OFCCP and SOX.Accomplishments: • Successfully placed over 115 IT candidates to open requisitions within Nationstar/Mr. Cooper throughout my tenure. • Led recruiting initiatives for several executive roles (both functional and technical).• Led a project and initiative to recruit a team of 7 Full-stack Web Developers for a private-label initiative to become mrcooper.com.• Successfully standardized and streamlined a visa transfer and process for candidates to Nationstar sponsorship.• Consulted with hiring managers to coach market availability and compensation.• Successfully managed a recruiting project and staffed 10 person Helpdesk on time and under budget.• Created and presented an idea for a Veterans recruiting initiative that evolved into a committee and employee group.

Conduct research and direct sourcing for clients based on current technology trends and market need. Build relationships with highly skilled technology and network professionals and regularly communicate with industry leaders to understand potential needs in the market. Pre-screen, interview, and submit qualified candidates for a variety of technical opportunities nationwide as well as internationally. Negotiate salary and hourly rates as well as closing candidates. Interface with all levels of management and Associates. Make all hiring offers and counter-offers to selected candidates.Accomplishments: • Awarded “Top Recruiter” for 2014 for producing more than $500,000 in revenue• Maintained over $15,000 in spread (gross profit per week) for Q4 in 2014• Referred our account managers to 4 sales leads that became clients.• Promoted to Sr. Recruiter and was given a raise at my 1 year mark.• Oversaw and trained 2 technical recruiters• Chosen as a “Top Recruiter” in Dallas to be put on a revolving recruiting effort averaging $10,000 a month in revenue.• Partnered with account management to streamline and introduce new recruiting concepts and processes to decrease turnaround time.