• Strategic Talent Operations Leadership: Led the talent operations strategy for federal government contracts, overseeing the end-to-end recruitment lifecycle for high-security clearances and specialized roles within the defense, intelligence, and federal sectors.• Compliance and Regulatory Oversight: Ensured all recruitment activities adhered to federal government regulations, including FAR (Federal Acquisition Regulation), ITAR (International Traffic in Arms Regulations), and security clearance protocols, maintaining a strong focus on compliance and ethical standards.• Team Leadership and Development: Directed a team of talent acquisition professionals and recruiters, providing leadership and training to ensure high-performance, efficiency, and alignment with client needs across federal contracts and MSP staffing initiatives.• Federal Contract Recruiting Strategy: Developed and executed targeted recruitment strategies for federal contracts, including sourcing and placing professionals with the required security clearances, technical expertise, and specialized skills for various government-related roles.• Vendor and Client Relationship Management: Managed relationships with government clients and staffing vendors, ensuring alignment on project goals, compliance requirements, and candidate quality for contract-specific needs across multiple federal agencies.• High-Volume and Niche Recruiting: Oversaw high-volume recruitment for technical, administrative, and mission-critical roles on federal contracts, while also managing the recruitment for niche, specialized roles requiring advanced technical skills and security clearances.• Talent Pipeline and Workforce Planning: Developed and maintained a strategic talent pipeline by leveraging market intelligence, government contract requirements, and long-term workforce planning to ensure timely placement of qualified candidates for federal contracts.

• Strategic Workforce Planning: Developed and executed comprehensive talent acquisition strategies tailored to the insurance claims sector, ensuring alignment with business goals and workforce requirements across claims adjusters, appraisers, and customer service roles.• Team Leadership and Development: Led a high-performing team of recruiters, providing mentorship and fostering a culture of excellence, ensuring successful hiring of top talent in a fast-paced and competitive market.• Full-Cycle Recruiting: Oversaw all aspects of the recruitment process, from job requisition creation to candidate sourcing, interviewing, negotiating offers, and ensuring timely and effective onboarding for claims-related roles.• Stakeholder Collaboration: Collaborated closely with senior management, claims department leaders, and HR to identify current and future talent needs, creating customized recruitment plans to address business demands.• Diversity and Inclusion Initiatives: Championed diversity and inclusion efforts by ensuring recruitment strategies prioritized a diverse talent pool, supporting the organization’s broader diversity goals while fostering an inclusive work environment.• Sourcing and Talent Pipeline Development: Leveraged innovative sourcing strategies, including social media, job boards, networking, industry events, and employee referral programs, to build a strong and diverse pipeline of qualified insurance claims professionals.• Compliance with Insurance Regulations: Ensured that the recruitment process adhered to industry-specific regulations and licensing requirements, including state insurance licensing standards and compliance with the Fair Claims Practices regulations.• Recruitment Technology & Metrics: Implemented and optimized applicant tracking systems (ATS) to improve recruitment workflows, track key performance indicators (KPIs), and provide data-driven insights to continuously improve hiring outcomes.

• Developed and Executed Recruitment Strategy: Designed and implemented comprehensive talent acquisition strategies to meet the staffing needs of the mortgage company• Leadership and Team Management: Led and mentored a team of recruiters, providing guidance and support to ensure the successful execution of recruitment initiatives and alignment with the company’s business objectives.• Full-Cycle Recruiting: Managed end-to-end recruitment for high-volume roles, including sourcing, interviewing, negotiating offers, and onboarding new hires, ensuring a seamless and efficient hiring process.• Stakeholder Collaboration: Partnered closely with executive leadership and department heads to understand specific hiring needs, market trends, and talent gaps, and translated those insights into targeted recruitment plans.• Diversity and Inclusion Initiatives: Developed and promoted strategies to build a diverse workforce by targeting underrepresented groups and fostering an inclusive recruitment process that supports the company’s diversity goals.• Sourcing and Talent Pipeline Development: Implemented innovative sourcing strategies, including leveraging social media, job boards, industry-specific conferences, and employee referrals to create a robust and diverse talent pipeline.• Recruitment Technology & Data Analytics: Utilized applicant tracking systems (ATS) and recruitment analytics tools to streamline recruitment processes, track key metrics, and drive data-driven decision-making.• Compliance & Regulatory Knowledge: Ensured recruitment practices were compliant with industry regulations, including licensing requirements and state/federal compliance laws specific to the mortgage industry, such as RESPA, TILA, and the SAFE Act.• Talent Branding: Enhanced employer branding efforts by promoting the company's value proposition, culture, and mission to attract top-tier talent in a competitive labor market.

• Partner with the internal global DE&I (Diversity, Equity, and Inclusion) Team to build talent ambassadors to help attract diverse talent to QRG and work with the identified external partners.• Build partnerships with identified DE&I organizations, partners, and networks to attract qualified, diverse talent to our organization.• Supported clients in the financial services sector such as JP Morgan Chase, Wells Fargo, Willis Towers Watson, & Omaha Mutual• Work with the broader People teams and business leaders to identify opportunities, use DE&I programs and then develop data-driven and transformative recommendations, focusing on delivering engaging experiences for candidates and leaders.• Develop strategy for building extended networks of main DE&I partnerships with underrepresented groups and communities, diversity agencies and colleges to attract a broad range of diverse talent in each market.• With a focus on analytics and talent insight, provide recommendations to our Talent Acquisition Leaders to inform and bring to life those attractions & recruitment strategies across the international markets.• As an experienced storyteller, develop and share a compelling vision for our recruiting approach to Diversity, Equity & Inclusion.