TalentWorks Consulting provides tailored capacity-building solutions to address the dynamic needs of startups, social impact organizations, nonprofits, government agencies, and global companies.We’re more than consultants; we're hands-on experts who roll up our sleeves to make things happen. Our senior practitioners offer indispensable capacity solutions to leaders, teams, and companies through:🔘 Data Modeling, Analytics, & Reporting: Unlock powerful insights and optimize data workflows.🔘 Talent Strategy & Workforce Planning: Maximize your team's potential and streamline hiring.🔘 Organizational Development & Strategic Planning: Transform visions into actionable strategies.🔘 Salesforce Implementation & Cloud Consulting: Drive efficient automation and digital transformation.

Consulted optimal global growth locations with an emphasis on talent availability, diversity, people analytics, PESTLE analysis, and overall operating costs. Serve as a talent consultant to TA/HR/Business leaders, identifying org needs or defects, delivering talent and location intelligence solutions based on business need.• Curated U.S. and global talent intelligence to drive talent planning across tech and non-tech job families, resulting in hundreds of TA/HR/Business Leaders being upskilled on key global market insights and evolving their future growth portfolios across EMEA, LATAM, and APAC anchored in 50-75% cost reduction. • Managed vendors and streamlined reporting mechanisms to improve access and data integrity for talent data insights, including diverse talent availability integration, for thousands of corporate customers, primarily focused on technical job families.• Designed and launched new data aggregation mechanisms for competitive DEI intelligence to benchmark DEI progress against global competitors, while working on project teams re-evaluating Amazon’s workforce diversity goal-setting methodology.

Led a comprehensive regional restructuring of external affairs, including acting as the Chief Development Officer for Texas, unifying five disparate teams and streamlining external affairs strategy, staffing, and performance management.• Implemented new learning and knowledge capture mechanisms resulting in successful scaling of the initiative. Over 50% of the organization transitioned to the regionalized model in 2022, with a full transition expected in 2023. • Established new analytics mechanisms (Salesforce CRM) and visualizations tools (PowerBi) to improve KPI reporting and staff action, leading to CRM data quality scorecard improvement from 59% to 98% within the first 4 months and exceeding fundraising benchmarks and new account development toward a 21 million revenue target. • Redesigned full-cycle recruitment process for hard-to-fill roles resulting in a 30% reduction in time-to-fill, 15% increase in BIPOC hires.

• Managed a 100+ remote TA team, including Sr. RMs managing new managers, producing upwards of 1,500 hires during an 8-month hiring window; 60% of which identified as BIPOC, a 30-year company high-water mark. • Pioneered the development of predictive models with data science to disproportionately prioritize our most competitive diverse front end of funnel candidates, saving 7,200 FTE hours annually, which included re-imagining ATS utilization and AI experimentation and integration. • Led a cross-department project team (recruitment, employer brand, data science, UX, and IT) charged with major systems improvements, ultimately yielding 1.2M cost savings in 3rd party recruitment fees and a 35% increase in early funnel conversions given implemented strategies of persona development, short-cycle lead generation testing, and revamped end-to-end conversion tracking systems with immediate data feedback loops to improve cost to conversion ROIs. o Invited as a presenting guest to a Global TA Conference in Armenia; focus on candidate experience roadmaps to NGOs from over 40 countries seeking to scale TA operations, diversity strategy, and front-funnel analytics. • Designed and led a 12-month coaching program for newly promoted recruitment managers and senior recruiter ICs, leading to a 20% increase in staff retention, where 100% of participants agreed/strongly agreed the program should continue & 95 shared increased role satisfaction after completing the program. • Served on the Executive Leadership Team, providing guidance and support to the organizations S-Team.

• Founded and led five-year growth plan in a startup market, growing client/partner portfolio by 1500%, initially recruiting, training, placing, and/or providing ongoing coaching to 100 entry-level FTEs in Y1 in Tulsa, to 700 FTEs spanning entry-level, mid-level and executive roles across sectors in the state of Oklahoma by Y5. •Grew initial team of 5 to over 60 FTEs and 35 PTEs who oversaw recruitment, training, placement, and coaching services, while diversifying the launch team from 0% BIPOC in Y1 to 45% by Y4, with a 60% BIPOC leadership team. • Created network based principal recruiting strategies to attract diverse executive talent and increase market attractiveness resulting in top 10% performance among 52 markets for Offer Accepts during our high growth phase. Recruited adult leadership coaches and program designers, DEIB trainers, school principals, superintendents of schools, non-profit executives, business/corporate service functions, and public/community relations staff.• Established communities of practice, and affinity group programming for Black, Latinx, Native, AAPI, and LGBTQ+ participants in our talent network alongside external community leaders proximate to our workforce. • Effectively scaled career development programs for 700+ employed across industries. Programs focused on effective people management, coaching, leading through a values-based culture, and DEIB. Senior manager participants were retained 2x the duration compared to non-participants in a multi-year study.• Increased revenue from 900K to 11M+, exceeding revenue targets 6 consecutive years, ranking top 5% among 52 markets.• Effectively partnered and consulted with various government, corporate, and philanthropic entities, bridging public and private partnerships and supporting Workforce Development initiatives across Oklahoma.

My team increased year over year California based portfolio by 169%, 246% growth in our primary market ranking 3rd highest growth nationally and 2nd highest growth in diversity of accepted applicantsamong 200 recruiters, using passive and active lead generation strategies and network mappingtechniques.Recruited 2x the national average for BIPOC candidates, from lead gen to offer.