Liz Rathborne Email & Phone Number

Greater Boston

Fairhaven, Massachusetts, United States

Demonstrated track record of success in developing and implementing successful and creative recruitment strategies for various lines of business for all levels ranging from entry level to executive• Knowledge of compliance related to nondiscrimination/affirmative action laws and regulations.• Demonstrated ability to build relationships with candidates and hiring leaders and desire for strong customer serviceExperience in evaluation, selection, Train the trainer activities and implementation of various ATS• Excellent written and oral communication• Highly articulate, able to deliver presentations with conviction and passion• Ability to quickly gain an understanding of the business needs and strategy and articulate the needs of a position• Demonstrated competence in thinking strategically, analytically, conceptually and innovatively. Willing to be hands-on throughout daily activities.• Able to adapt own approach and style to the situation.• Personable, able to develop strong working relationships.• Self-disciplined, taking pride in managing self to deliver agreed objectives.• A confident and inquisitive communicator who actively listens and questions.• Able to operate in a fast-moving and demanding environment.• A progressive, creative change agent with excellent problem solving and analytical skills.• Able to deal with ambiguous and often complex work situations.

Greater Boston Area

Norwest Global Search is a national executive search firm headquartered in Dallas. We focus specifically on placing mid to senior level leadership within Business Process Outsourcing, Management Consulting and IT Strategy firms. Our focus on superb quality customer service comes from our commitment to personalize the search, confidentiality, and maintaining the most ethical standards in the executive search industry.We work with clients to hone,simplify and improve their talent acquisition processes to meet their internal client expectations and demands.

Greater Boston Area

Utilize knowledge of multiple recruiting sources and execute comprehensive recruiting plans Participate in sourcing, interviewing, and selecting candidates for open positions Meet established hiring goals and maintain compliance with our national reporting structureGenerate qualified candidates through cost-effective recruiting efforts such as alternative sourcing, passive candidate sourcing and our Employee Referral ProgramInteract and build successful relationships with stack holdersMaintain a recruiting database for sourcing and tracking

Greater Boston Area

Project Horizon – March 2001 – July 2001. Managed a program to assess the effects of an IPO on experienced and entry level recruiting processes, policies and related programs globally. Lead team of 6 in effort. Created and managed project tracking materials and reports. Worked with global recruiting leads to identify and resolve potential issues. Conducted bi-weekly calls with global recruiting leads to chart progress on IPO compliance. Created and conducted training for leads on compliance issues and required changes. Served on global IPO assessment team representing recruiting. eRecruiting Project - September 2000 – March 2001. Acted as a super user on project to configure and implement Personic recruiting software for US and Canada recruiting programs. Worked specifically representing experienced recruiting processes that cross internal organizational boundaries. Participated in difficult configuration sessions intended on matching Accenture’s complicated internal structure and recruiting requirements to Personic software. Project was shelved due to budgetary constraints.

Greater Chicago Area

Project Shasta March 2000 - June 2001: As a part of an alliance created in March 2000 between Andersen and Microsoft, served on team to create HR and recruiting processes, programs and policies for new alliance company Avanade. Requirements for the experienced recruiting program were challenging, there were minimal qualified interviewers, geographic challenges, highly sought after talent and an extremely short time frame. Developed a program of pre scheduled assessment days around the country using a centralized operations center. Global Relationship Manager for internal groups TBS, MSO and ERP (respectively) 1998 - 2001: Managed global recruiting process improvement programs within various cultural and regional boundaries, Single point of contact (SPOC) to global recruiters for relevant recruiting and marketing materials, SPOC to group Global Managing Partners for process requirements and reporting.Building Best People Project 1998 - 1999: A large project to re-engineer the internal employee facing functions to reduce redundancies, cut costs and improve internal client service. Member of project targeting recruiting practices, programs and structure in the Americas. Helped devise a completely re-engineered recruiting structure affecting all recruiter and recruiting support personnel.Dominate Dallas Project – 1996 – 1998. A massive project to hire 300+ SAP consultants in the Dallas area for multiple client types including traditional consulting, on site ‘Solution Center’ work and large Dallas based outsourcing projects. Engineered a recruiting program to meet particular group interviewing requirements and high recruiting numbers within budget constraint. Managed a team of up to 45 recruiters and operating staff in a centralized recruiting ‘bull pen’ environment. Created functional requirements and acted as testing user for homegrown applicant tracking system designed specifically for this project. Developed a marketing blitz in the Dallas area

Greater Chicago Area

Central Region's SAP recruiter.