As a skilled recruiter at Rubrikn, I played a crucial role in developing and executing innovative recruitment strategies to attract top talent and meet the company's current and future business needs. My expertise lies in identifying, assessing, and selecting the best candidates, and I collaborated closely with business leaders to create comprehensive and creative sourcing strategies that built a diverse talent pipeline to drive business success.My primary responsibilities included end-to-end recruitment process management, sourcing candidates, and partnering with hiring managers and applicants across various disciplines. I demonstrated a deep understanding of technical and functional hiring needs, translating them into effective recruiting strategies. This involved proactively searching external resume databases and social media sites using advanced search methods, creating and editing job requirements, skills, and compensation packages for different markets, and maintaining relationships with hard-to-find skilled candidates to keep them engaged for future opportunities. I ensured consistent communication with business partners on the status of requisitions and candidates and managed third-party agencies.I also worked on management and development, stakeholder engagement, and creating talent strategy plans and SLAs. I utilized deep web search, advanced Boolean, and alternative sourcing methodologies to identify top candidates and managed candidate interactions, engagement, retention, and pipeline development. I also provided coaching and support to candidates throughout the hiring process, including offer considerations and post-placement relationship managementAdvance knowledge of Greenhouse ATS

Built a new, far more effective Talent Acquisition process to identify, screen, and recruit an average of over 100 talented new hires annually for the company’s different departments and multiple locations. Handled additional responsibilities in HR Generalist capacity• Achieved tremendous results, enabling the company to eliminate 12 hiring agencies, going down to 1MSP provider, saving over $1.1MM YoY.• Introduced key changes that reduced time to fill roles from 72 to 26 days and dramatically increased quality of talent. The marked improvement in the quality of hires boosted retention.• Created and established a comprehensive training program for organizational managers and leaders• Served HR Generalist at various times during the growth and mergers within the company • HR Generalist duties included: Compensation and Benefits (Total Rewards), Policy and Procedure development, Record Keeping of Employee file online and hard copy, Compliance, Onboarding and Orientation, and Exit Interviews• Recruited all levels in the organization including the entire C suite, twice. Also recruited Sr Directors and Vice Presidents throughout C Suite . multiple times. Usually once every 18 months based on leadership changes, mergers, and change in company structure and focus.• Crafted Talent Acquisition metrics and reporting processes and reported to Executive Leadership Monthly and Quarterly. • Launched an ADP Recruiting Portal integrated with ADP HRIS.• Directly responsible for filling an average of 75+ roles per year across the United States, Canada, United Kingdom, Japan, and Australia.• GTM (Sales, Marketing, Customer Success), Product, and G&A (Finance, Legal, Operations), IT, and Engineering.

Led talent acquisition efforts for Sales, IT, & Network Operations at EarthLink, resulting in a diverse pipeline of top talent to meet business needs.Spearheaded recruiting focused on executive leadership to eliminate agency use. Additionally responsible for IT, Network Operations, Salesforce Administrators, and Sales positions, onboarding 104 new hires annually, including hiring 128 candidates in the first year while Implementing iCIMS ATS• Succeeded in reducing time to fill from 64 days to under 28 on average.• Designed and instructed Sourcing/Search courses each quarter for recruiters and sales representatives.• GTM (Sales, Marketing, Customer Success), Product, and G&A (Finance, Legal, Operations), IT, and Engineering. • Assumed full ownership of employer branding across social media and other touchpoints, improving Glass Door ratings from 2.8 to 3.6.• Developed and maintained contact with skilled candidates to keep them interested in future opportunities.• Managed client relationships, engaged stakeholders, and developed talent strategy plans for business success.

In my role as Sr Talent Acquisition Manager at Novo Nordisk, I leveraged my expertise in technical and executive recruiting to enhance talent acquisition processes. By implementing advanced sourcing strategies and executing strategic plans, I significantly reduced time-to-fill for critical roles and improved employee retention rates.Focus on Climical Research Associates roles

Leveraged my extensive experience in technical and executive recruiting to significantly enhance the company's talent acquisition processes. I implemented advanced sourcing strategies, including automated approaches, which reduced time-to-fill for critical roles from 60 days to 26 days. Executing strategic talent acquisition plans, I improved the quality of hires, leading to a 15% increase in employee retention rates. Focus was on Clinical Research Asscocitates and Pharmaceutical Sales

12 direct reports.Full End-to-End Recruiter & Talent Acquisition Management Providing a scalable recruiting solution to higher-quality talent, reduced time-to-fill, enhanced business performance and substantial bottom-line savings. Sourcing and recruitment experience across a broad range of skills, including administrative, contact center, engineering, legal, risk & compliance, finance and accounting, healthcare, pharmaceutical, IT, and sales and marketing. • Develop and conduct testing and verification's for background certifications, employment verification's, degree certifications, as well as any further requirements needed by client hiring manager.• Responsible for administrating and reviewing job related test for competency and skill sets.• Voted Best Placement Service by 3 customers for speed, accuracy, and follow through on placement.• Sourced and Implemented and train ATS for MSP/RPO Clients as well as general clients. Proficient in different ATS programs. • Strong project management skills. • Strong knowledge of sourcing methodology and candidate process management. • Strong people management experience while managing a geographically dispersed team. • Excellent electronic and traditional prospecting and networking skills.• Hands-on experience in high-volume, complex talent sourcing. External vendor management experience.

Leader in Recruitment Management, RPO and MSP. Providing recruiters and recruiting services to various organizations through out the US & Europe.Conduct and oversee training, recruiting, implementation, and productivity improvement. Service multiple practice areas including: Recruitment Process Outsourcing, Business Process Outsourcing, Contingent Workforce Outsourcing, Career Transition & Organizational Development, and retained Executive Search. Responsible for client operations and service aspects as well as for the implementation, direction, quality and compliance program adherence, and management of a (MSP) on Regional, National, and Global Scale.Determination of ATS and CRM's that best fit company needs. Develop process and improvements in talent Acquisition.Develop and implement Recruiting TQM programs Develop Recruiting Platforms in HR Departments and/or outsourced services such as HRO or RPO.Work within client companies to streamline staff and create a more efficient operation.Onsite services at the client we deliver any of the following services based on their contract: competency development, context setting and curriculum design, facilitation and training services, user engagement planning, interface and content customization recommendations, establishing learning impact metrics and setting up of communities of practice for specific areas or divisions. Responsible for Independent Contractor Compliance. On the MSP's - handle QBR's, Client Surveys, Development and Implementation of Business/Program plans.Clients:MozidoHarley DavidsonHome CreditResource ConceptsUPS Mail InnovationsTotal Training NetworkJostensSewell GraphicsAmerican Financial Serviceswww.recruiter-ondemand.com