RPM Search Group (formerly Bearing Fruit Consulting) is a boutique retained management consulting firm specializing in the identification, evaluation, and matching of strategic pricing, revenue management/growth, pricing/margin analytics, senior sales/CRO, and commercial strategy talent who stand out among their peers with career opportunities across all industries.Our competitive advantage resides in more than twenty years of extensive cross-industry expertise and experience identifying and placing executive and mid-career talent with some of the best known and well recognized brands, large and middle market companies and the PE firms that back them, and start-up organizations. RPM provides a high touch personalized experience while delivering exceptional results. Our experience servicing companies of all sizes and levels of brand recognition uniquely positions us to deliver “big firm” quality while providing “boutique firm” attention, commitment, and flexibility. We are retained and engaged by some of the most aggressive and fastest growing companies in the United States and globally as well as the private equity and venture capital firms who back them.RPM has a proven history of high performance delivering services in the area of: • Executive and Mid-Career Professional Recruiting• Recruiter Training and Development• Candidate experience and Talent Relationship Management (TRM)• Recruiting Strategy Design and Implementation• Recruitment Process Engineering; ATS and TRM Selection and Implementation• Performance and Competency Based Interview and Selection Strategies• Competency Modeling and Performance/Behavioral Interview Design and Implementation• Selection Interview Training for (recruiters and hiring leaders)

Executive talent acquisition leader, strategist and senior management recruiter for fast growing boutique consulting firm specializing in middle market B2B revenue management and profit improvement through top line pricing strategy initiatives. • Engineered and implemented sourcing, recruiting, and selection strategies for client facing, revenue generating roles to improve speed and efficiency of recruiting and selection where hunting passive talent was key to success (little to no employment brand). • Hired and led University Relations Consultant to design and implement companies first internship, university relations, and college recruiting initiative to build vs. buy talent for strategic growth. • Built behavioral competency model and scored behavioral interview for client facing and revenue generating roles to improve quality of selection. • Engineered and implemented comprehensive candidate score card to blend quantitative and qualitative analysis in selection decision. • Built organizational charts of all key competitor talent and actively pursued the high performers for opportunities in the firm. • Trained and developed Talent Acquisition Consultant in the art and craft of passive candidate sourcing, cold calling, candidate relationship management, and negotiating through the talent acquisition pipeline. • Led the talent acquisition team to acquire the highest number of annual new hires in the history of the firm. • Engineered and implemented metrics and lead performance indicators to measure individual and talent acquisition team performance.

Responsible for all operations, donor development, affiliate development, branding, marketing, supply chain management, vendor relations, product procurement, financial analysis and financial reporting for non-profit mobile ultrasound organization headquartered in Akron, Ohio. Expanded fleet of mobile clinics from 12 in 2010 to 43 by 2013.Developed and implemented an algorithm that identified, by zip code, where the greatest need of a community existed to more accurately deploy mobile clinics. Implemented sales funnel type metrics (9 factors) to measure and track performance in reaching, attracting, scheduling and serving more clients leading to focused coaching and development and greater performance.Developed a for profit financial structure to generate revenue in order to help the non-profit become more self-sufficient. Designed and implemented advanced financial reporting and created more efficient and effective accounting system leading to greater accuracy, trend analysis and better forecasting of financial needs. Created the first ever financial budget for the non-profilt which enabled better expense control, material product and vendor purchase efficiency and better equipped the organization to prepare donor campaigns for key times throughout the fiscal year. Planned and executed the first ever Fleet Conference for all affiliates. Researched, conducted due diligence and then implemented a plan for all mobile clinics to be manufactured new from a preferred service provider which reduced liability, fewer maintenance issues and led to an overall better mobile clinic product. Established, built and maintained relationships with key national organizations, local organizations and people to advance the goals and mission of the organization.

2006 ERE Recruiting Excellence Award Winner – Best Employee Referral ProgramLead talent acquisition strategist for the nation’s largest online lender and Fortune Magazines 13th Best Place to Work.Member of Executive Committee (Z Team) participating in all key strategic planning, decision making and execution. Lead team of 40 including Mortgage Banking Talent Acquisition Consultant Team, Non Sales Talent Acquisition Team, College Talent Acquisition Team, Talent Scouts (team member referral program), Talent Reconnaissance (sourcing team), Talent Acquisition Training and Development and Talent Acquisition Partners (administrative support). Re-engineered recruiting team structure, daily recruiting activity monitoring to hit aggressive hiring goals (150 mortgage bankers every 5 weeks), daily coaching, strategy, tactical execution, commission plan design and implementation, performance evaluations, salary reviews, project assignment, preparing and conducting weekly recruiting team meetings, corrective action, employee relations and budget responsibility. Led team to design world class, recruiter friendly Talent Relationship Management System (commonly referred to as an ATS) to improve Recruiter efficiency, productivity, the candidate experience and consistently meet hiring goals.

Recruiting Leader for 2005 ERE Recruiting Excellence Award Winner. Named the #1 Benchmark Firm in Recruiting and Talent Management in 2005 by Dr. John Sullivan.Promoted from Recruiter to Regional HR Team Leader (HR Generalist Leader) to Recruiting Manager. Senior HR partner for two largest divisions of the bank leading in the areas of employee relations, OFCCP compliance, adverse impact analysis, affirmative action planning, recruiting, on boarding and succession planning. Led recruiting team of 7 responsible for all non-exempt and exempt hiring.Partner with executives and management in all lines of business and regions to meet business and revenue goals through recruiting. Develop recruitment forecasting and workforce planning models and align recruiting initiatives with business initiatives, strategy and culture. Source, recruit, interview and assist in selection of Executives, Senior Management and other key management and revenue producing positions in all lines of business. Defined, designed and implemented the first written corporate wide recruiting strategy. Trained and coached passive candidate sourcing strategies including that reduced exempt time to fill (18 days), cost per hire (51%), recruiter efficiency ratio’s, search firm fee’s (78.3% over 1999 expenses) and improved quality of hire (average performance rating increased by 1.2 points and improved client hiring manager satisfaction).Implemented Service Level Agreements with hiring managers and candidates (Candidate Bill of Rights). Implemented the first applicant tracking system in the history of the bank. Designed and implemented Recruiting Performance Scorecard based on data and metrics such as Actual vs. Contracted Time to Fill, Recruiter Efficiency Ratio, Quality Hire, Direct Sourced/Hired Goal, Service Quality, Candidate Conversion Rates etc. Built and implemented the first behavioral interview and selection process for customer facing and revenue generating positions.

Identify, recruit, screen, and interview candidates for placement with client companies in the fields of Sales, Human Resources, Accounting, IS/IT, Senior and Executive Management. Specialized in IS/IT and Executive placement.Utilized direct sourcing, web peeling, networking, referrals and other creative recruiting strategies to identify passive career seekersRecognized as Rookie Of The Year in 1995