We are searching for people who think like us; which means, people who think totally unlike us! Come and bring your unique perspectives and unconventional problem-solving skills- inspired by diverse backgrounds. We are excited to build a new recruiting team. We take our values of Integrity, Excellence, Innovation, and Teamwork very seriously. If you are interested in being the catalyst of change in a new company reach out to me.

• During tenure, centralized, built, and managed a high performing Talent Acquisition function. • Led a team of over 30 Recruiters and Diversity/ Employer Branding experts who partnered with the business to build the talent strategy. The team drove a consistent branding strategy to educate and attract talent; making the company a destination of choice. • Elevated hiring managers to strategic talent managers by creating new competencies, new job families, leveling all roles, creating interview guides, and creating and facilitating interview training. • Successfully managed full cycle recruiting for 3500+ hires per year. • Implemented new sales recruiting process, including adding the Corporate Executive Board Challenger assessment.• Between 2016 and 2018 increased client satisfaction, as measured in surveys, from 65% to 88%.• Reduced time to fill from 90 days to 45 days within two years.• Increase both Indeed and Glass Door from 2.5 to 3.1 in 2018.

The best part of my job is re-imagining Gannett’s traditional media roots to attract top technical talent. We have created a culture that encourages one another's talents and areas of expertise in order to come up with great ideas and build exciting relevant and meaningful products.• I manage an amazing team of technical recruiters who partner with the business to build our recruiting strategy.• We drive a consistent branding strategy to educate and attract talent in order to make us a destination of choice.• We use cool sites like Stack Overflow to branding ourselves. We were able to source, screen, qualify, and close a SR .NET / JavaScript Developer, a very hard to fill role, in 7 days! • We elevate our hiring managers to strategic talent managers by creating new technical competencies, new job families, leveling all roles, creating technical interview guides, and creating and facilitating interview training.• This year we decreased our time to fill by 35 days. • By rebranding our employee referral program we have increased referrals by 200%. • Ask me about our campus recruiting collateral- you will love it.• If you are interested in learning more about Gannett Digital or IT connect with me.

• Global staffing segment lead for Sales, Marketing, Services Group (SMSG) Finance, Microsoft Operations (MS Ops), and Microsoft IT (MS IT). Subject matter expertise on segment goals, regional markets, candidate pools, current Microsoft staffing processes and a deep understanding of recruiting industry methodology.• FY Planning & Budgeting- Contributes to the staffing planning activities undertaken by the areas to ensure that they have the information required to plan for the planning priorities of the segment in the upcoming year at an area level.• Succession Planning- reviews talent gaps in succession plans of key strategic roles within SMSG Finance’s international roles and works to build pipelines for these plans of both external and internal talent.• Reporting- develops and provides ongoing dashboards and insights to measure recruiting effectiveness, cost, ROI/performance metrics, and candidate pipeline depth.• Staffing project lead in FY13 for:o Branding Overhaul: Building our candidate value proposition and new collateral to show our significance to both internal and external candidates?o New Job Descriptions- How do we showcase our jobs to top talent?o Hiring Manager Interview Capability- How do we build teams of “strategic” hiring managers?o Building a Recruiting Culture- promoting hiring manager engagement in social media o Integrating Succession Planning and Pipelining- making sure we have the right talent for the future?• Improved cost-per-hire by reducing reliance on agency sourcing for Microsoft International Finance.

• Responsible for full cycle recruiting, account management, recruitment strategy building for the Health Solutions Group (start-up) for Corp R&D at Microsoft for both domestic and international roles.• Developed a comprehensive approach to talent management that integrated multiple concepts (such as community building, business intelligence, data tracking and metrics, trend analysis within key talent or diversity segments, and so on), which resulted in an agile sourcing strategy that provided a consistent flow of qualified candidates from diverse backgrounds and that supported short-term and long-term business needs. • Maintained deep, long-term relationships with potential candidates, talent pools, and communities across the industry and used these relationships to ensure a healthy pipeline of qualified candidates, new hires, and positive business results. • Developed and implemented plans (such as plans for hiring headcount, workforce planning, and college recruiting) that addressed both business demand and the availability of talent for both short-term and long-term needs (beyond 12 months). • Built HSG from a 70 FTE to 600+ FTE organization through high volume recruiting and acquisitions.• Staffing Venture Integration Lead for 3 acquisitions during tenure.

• Managed 3 Staffing Consultants and 2 support staff. • Was responsible for entire hiring process including: developing the recruiting plan and sourcing strategy, and recruitment prioritization. Worked with leadership team to align recruitment plan and sourcing strategies with overall corporate strategies and goals. • Hired over a 100 employees in 100 days through the “Magic of Children’s”, an organizational wide recruitment initiative which used alumni recruitment, direct mailing, on-site interviewing and job offers and streamlined resume reviewing.• Researched, implemented and evaluated a new applicant tracking system with high Internal and External customers reported satisfaction.• Developed and implemented successful Employee Referral Program including establishment of ERP marketing and communication materials. • Improved cost-per-hire by reducing reliance on agency sourcing and by redirecting advertising budget to maximize e-sourcing through on-line recruitment, Boolean searches, and enhanced applicant tracking system implementation.• Decreased turnover in the first year of service from 34.6% to 16.25% during tenure by implementing competency based interviewing and by training hiring manager in behavioral interviewing techniques.• Affirmation Action Coordinator for the institution. • Negotiated contracts with staffing and recruitment agencies. • Successfully structured contractor compliance procedures and policies with JCAHO standards.

• Managed an 8 FTE Human Resources Department including the Compensation /Benefits Coordinator, Training Specialist, Labor Review Specialist and clerical staff.• Expedited all aspects of employment, advertising, recruitment, interviewing, job offering and compensation package reviews for Jamaica and Flushing Hospital Medical Centers non- clinical staff. Areas of recruitment included, finance, business office, administrative, and IT professionals. Prepared quarterly and annual recruitment and turnover reports.• Was one of the lead points of contacts in integrating both Flushing Hospital Medical Center and Brookdale Hospital into the Medisys Health Network.• Facilitated employee orientation, development, and general trainings.• Provided solutions related to the investigation process. Prepared summary report on the issues related to employee relations and attended unemployment hearings.• Partnered with Department heads on budgets and work force plans.• Investigated salary issues.• Chairperson of the JCAHO Staffing Plan Team.