Working at Stellantis (formerly Fiat Chrysler Automobiles) through ADP RPO. Led full lifecycle recruiting for positions ranging from entry-level to director-level, across numerous departments including Powertrain Engineering, Product Development, Corporate Finance & Accounting, Quality Engineering, Purchasing & Supplier Quality, Engineering Services, Body Chassis & Interior, Manufacturing & Facilities Engineering and Technology Office, while consistently exceeding Key Performance Indicators (KPI’s).Managed the entire recruitment experience from initial reach out, screening, behavioral based interviewing, client meetings, negotiations, and offers.Met weekly with individual hiring managers and HR Business Partners, to understand business needs, analyze pipeline health, and create process improvements to ensure hiring needs were being met and resulting in decreased time to fill.Developed and executed sourcing strategies to identify and attract active and passive candidates through a variety of channels including internal ATS and external databases, employee referrals, networking, social media, LinkedIN Recruiter, boolean searches, ChatGPT, associations, campus recruiting, and diversity recruiting events.Leveraged data insights, industry knowledge, and understanding of end- to-end processes to create tailored pitches specific to candidates needs and goals. Achieved 96.5% offer acceptance rate.Mentored, trained, and provided guidance to incoming and seasoned recruiters.

Building strong relationships is the foundation of success at ADP RPO. A Senior Recruiter / Client Relationship Manager (CRM) is responsible for developing partnerships with our client accounts by working directly with the client staffing team, hiring managers (Manager or Director level), or account team, to develop and enhance strategies that ensure successful delivery of staffing services. The primary focus of the role is to identify and select top level candidates for key openings within the assigned client(s). A CRM is responsible for building and managing relationships within assigned operating units to fully understand the needs of the client. The Sr. Recruiter is responsible for managing the recruitment efforts and hiring process for complex accounts and positions requiring them to lead the intake process with hiring managers, develop sourcing strategies, and develop relationships with client contacts.

Corporate Recruiter responsibilities:Performed full cycle recruiting for all technical and engineering positions throughout the US and Canadaincluding Maintenance, Process, Production, Mining, Reliability, Environmental, Health & Safety andOperations. Recruited mid to senior level corporate functional positions including Human Resources,Marketing, Distribution, Finance and Strategy.o Sourced, screened, interviewed, extended and negotiated offers and coordinated background checks for qualified candidates. o Utilized passive and non-traditional recruiting methods and niche boards to attract talent as well as networking through cold calling, associations, and social media such as LinkedIn, Facebook, and Twitter.o Provided expertise, coaching, advice, and execution support to leadership in the areas of enhanced interview techniques and developing behavioral based interview templates using Lominger Interview Architect.Campus Development responsibilities: Led campus coordination and long-term recruiting strategy development in US and Canada for internships, co-ops, and new college graduates.o Developed internship toolkit from scratch, redesigned and rolled out new branding, campus recruiting process and post-hire practices resulting in a 45% increase in the number of interns hired. Served as certified “Change Agent” in efforts to influence and manage change throughout the roll out to the organization.o Analyzed past success at universities to revise a target list of key schools for recruiting.o Established partnerships with colleges/universities, maintaining relationships with career centers, faculty, and student organizations.o Analyzed diversity statistics in core disciplines, developed and implemented a diversity recruitment strategy by leveraging networking groups and focusing on relationship building activities with target audiences resulting in a 20% increased representation of diverse candidates in the first year.

• Source, screen, qualify and close contract and direct hire requisitions within the banking and financial services industries. Skill sets include CPA's, Bank Operations, Business Analysts, Project Managers, CFO’s, Controllers, Employee Benefits, Financial Analysts, Financial Advisors, Auditors, Recruiters, Human Resource Managers, Loan Operations, Loan Servicing, Brokerage Operations, Sales Assistants, Reconciliation, Trust Operations, Trust Administrators, Private Bankers and more.• Utilize direct sourcing, networking, employee/association referrals, job-boards, advertisements, and an applicant database to source new talent.

• Successfully sourced, recruited and placed all levels of IT professionals through referrals, direct sourcing, networking, database and Internet searching. Skills sets included DBA’s, Software Developers, Project Managers, Architects, Technical Writers and Testers.• Full life cycle development and management of the recruiting process including ascertaining recruiting needs, developing recruiting plans, formulation and definition of job descriptions, assessing candidate credentials and qualifications, interviewing and checking references.• Interfaced with managers to clarify job requirements, target search strategies and develop strong, effective working relationships.