-Leadership & Development: Manage and develop Talent Acquisition team (1 TA Specialist). Oversee hiring, performance management, and coaching.-Strategic Partnership: Act as a player-coach, building and maintaining strong relationships with Hiring Managers. Partner with them to understand their needs and guide them through the recruitment process.-Full-Cycle Recruitment: Handle the end-to-end recruitment process across multiple functional areas and various role levels.-Proactive Sourcing: True candidate sourcer, proactively identifying potential talent for Paradigm. -Talent Branding: Own and enhance the Paradigm Talent Brand, managing our presence on social media platforms like Glassdoor, LinkedIn, and our Career page.-Training & Development: Create and deliver internal trainings focused on recruitment and hiring best practices.-Offer Management: Review and align offer recommendations with budget constraints and HR compensation approvals.-Metrics & Reporting: Track and report on weekly, monthly, and yearly recruitment metrics.-HR Support: Provide backup and assistance for other HR needs as they arise.

-Proven success in developing and driving end-to-end recruiting processes, from attraction to close, while maintaining a high level of recruiting pipeline and strategic vision for the future of my business partners-Demonstrated passion for attracting diverse talent, and experience in conducting independent sourcing via social recruiting, networking, job postings and career events to develop pipeline of candidates in niche areas as determined by market needs and business strategies-Strong collaboration skills to work closely with Hiring Managers to understand their needs, identify the right talent and prioritize multiple job requisitions simultaneously, while maintaining a high sense of urgency and ability to work in a fast-paced, ever-changing environment-Excellent communication and networking skills to confidently present and challenge those around me in a constructive wayTools: Workday, Asana, Google Workspace, Slack, Hailo, Textio, Evernote, Atlassian Confluence, GoodTime, TalentNeuron, PeopleInsights, Phenom, LinkedIn Recruiter, HIRED, Google Custom Search Engines, ChatGPT

Achievements: -Successfully hired and onboarded 56 new employees in 2022, resulting in a 95% acceptance rate-Helped the Zendesk Legal team achieve Mansfield Rule: Legal Department Edition (MRLD) 2.0 Certification. To gain certification, presented at least two underrepresented persons for 70% of open roles and achieved 100 percent compliance in 2022 (which helped achieve Mansfield rule certification). Sourced candidates from a variety of platforms and embraced our company-wide Inclusion in Action goal. -Plan for and execute recruiting and pipelining goals - short, medium and long term-Partner closely with Hiring Manager community - always keeping one step ahead-Work closely with Managers to understand their needs in order to identify the right talent-Prioritize multiple job requisitions simultaneously -Conduct independent sourcing via social recruiting, networking, job postings and career events -Develop pipeline of candidates in niche areas by market needs and business strategies

-Owned and managed the full life cycle of recruiting for positions across the organization (IT, Accounting/Finance, Customer Service, Claims, Underwriting, Sales, Marketing, Legal, HR, Healthcare Informatics), including sourcing, screening, interviewing, assessing, and onboarding -Developed, managed, and promoted the employment experience to candidates and external service providers-Created, implemented, and managed onboarding experience for employees, contractors, and temporary staff-Collaborated with the business stakeholders to continuously improve onboarding experience for all new hires-Created and implemented reliable and valid screening tools-Developed and negotiated offers with candidates -Developed and maintained the sourcing strategy and talent pipeline programs to support business needs, including engaging with outside partners, community, education, and diversity agencies -Managed recruitment strategy, including determining appropriate recruiting sources for advertising and posting positions, networking, and online data mining/social networks -Recommended and implemented innovative talent acquisition programs, processes, and procedures that are in accordance with relevant collective bargaining provisions, employment legislation, and aligned to business objectives-Provided consultation and guidance to hiring managers on employment regulations and company guidelines, appropriate interviewing and screening, and effective selection processes and criteriaResponsible for the design, development, and implementation of NeuGen’s referral bonus program-Served as the applicant tracking system administrator by aligning the system with the company’s processes and procedures and responding to internal and external customers about technical issues-Collaborated with Marketing to continually improve career site branding and content

-Designed and implemented overall recruiting strategy and provided full-cycle recruiting services-Effectively recruited on multiple positions (3+ positions a week) with multiple different clients at a time-Successfully sourced and screened prospective IT candidates for contract, contract-to-hire and permanent openings with our clients-Analyzed candidate information to determine matches between candidates and job openings; submits qualified candidates to open job requirements-Interviewed prospective candidates and educates candidates on each specific companies’ hiring process-Responsible for processing and pipelining qualified candidates who responded to Randstad Technologies via phone, email or web in our Applicant Tracking System (ATS) -Sourced ‘Most Place-able Candidates’ in both Madison and Milwaukee markets, via Social Media posts, online Job Postings and Career Fairs-Tracked/communicated new technology trends to candidates and prospective clients -Responsible for increasing number of qualified applicants in our database by driving referrals and servicing current contractors in a professional manner on a daily basis

-Successfully managed and developed recruitment team-Used sales practices, including cold calling and meeting with hiring managers, to create more opportunity for the further success of Aerotek-Effectively communicated with hiring managers to ensure hiring needs were met and worked with a high sense of urgency to fill openings, with the right candidates, as soon as possible-Designed, developed and maintained the recruitment process to make it client specific -Built quality relationships with the client and contractors -Developed the most effective, economical and appropriate recruiting channels and methods-Worked with the client to troubleshoot current HR and retention issues-Provided client with solutions to their contractor issues-Recruited, screened and on-boarded new contractors -Effectively managed contractor hours report and sent to client on a daily/weekly basis -Provided performance feedback to contractors and terminate contractor's when performance expectations are not met