Responsible for both TA Delivery and Operations. Building Talent Acquisition program, positioning team as a strategic partner providing full service. Leading team of five.● Overhaul of vendor program, focused on streamlining and measuring results, including KPIs and reporting. Saved money through reduced reliance on third party support.● Led team through project planning and roadmap session. Identifying project priorities, assigning ownership, and tracking progress and results. ● Workday Administrator for recruiting module. Built BP workflows, custom notifications, and conditionalized offer letters for a complex, multi-company environment.● Oversee campus recruiting program, delivering results through coaching and development of team. Hired in 80 co-ops in summer 2024. Implementing strategic plan to improve relationships with campus career centers through more thoughtful partnerships.● Managed immigration process for company, including H-1B and Green Card sponsorship.● Player/coach role, with a heavy req load up to 45 at a time.

Stepped in to take over a high volume of highly specialized technical roles. Focused on software & data engineering, leadership development program, and cheminformatics.● Filled multiple aged requisitions within first month, saving the company $70k in placement fees.● Led recruiting process for immigration sponsorship while partnering with inside and outside counsel.● Utilized SuccessFactors and UKG for ATS and HRIS

CoverMyMeds, a McKesson company, began as a SaaS startup solving medication access challenges for patients. A darling of the Columbus startup scene, the company was acquired by McKesson in 2017 for $1.3B• Built high performing team, focused on supporting broad client group encompassing business operations, managing 8 total reports in a distributed work environment• Own talent partnerships with business unit leaders, guiding teams through recruiting and sourcing strategies, workforce planning, career framework, and performance management efforts• Coached and mentored a team of direct and indirect reports through a corporate integration and multiple leadership changes• Led workforce planning project, partnering with Finance, HR, and business unit leaders, resulting in 3 day reduction in approval process• Partnered with New Hire Orientation group as voice for Talent Acquisition, streamlining a critical process and helping to increase hiring capacity by 50%• Responsible for quarterly reporting on KPIs and team results utilizing Workday reporting and Tableau• Own, define and track SLAs for RPO partners, resulting in less errors and faster time to fill

• Initial member talent team, responsible for building out process and helping Healthcare IT startup double year over year, growing from 150 to 1500 employees and a successful $1.3B exit
• Supported diverse client group, including Executive, Sales and Account Management, Product and Project Management, Analytics, Marketing, Finance, Operations, and 3PL• Responsible for executive hiring, including Director and VP level roles• Responsible for staffing multiple business critical teams from the ground up
• Member of Senior Talent Leadership team, prioritizing workload and strategy• Created KPI dashboard to track recruiting metrics and share with hiring partners • Serve as HR and talent business partner to multiple verticals, leading strategic efforts around hiring budget, succession planning, and development of high performing staff• Established and maintained Hiring Manager survey, responding to results by implementing new processes to ensure client satisfaction
• Developed relationships with professors and career centers, to establish better brand recognition and reach top students earlier in their search

• Full-cycle recruiting in a specialized accounting environment, focused on passive, experienced candidate sourcing for highly competitive public accounting positions 
• Responsible for monthly hiring metrics such as recruiting expenditures, monthly
hires, and candidate pipeline 
• Created staffing dashboard to assist with workforce planning 
• Tracked open and projected needs versus filled, staff utilization, and historical and projected turnover • Participated in college recruiting events such as Meet the Firms, mock interviews, and career fairs• Trained hiring managers on interviewing best practices and HR law

• High volume corporate environment, supporting all levels of roles up to Director and Executive level across Accounting, Finance, HRIS, business operations and Revenue Cycle teams• Established Talent Acquisition COE, building team processes from scratch, including process mapping, process improvement, and KPI creation• Developed and implemented recruiting strategy for hard to fill medical coder positions, leveraging remote talent to broaden candidate pool, deeper university relations, and improved retention plans. Increased hiring results 21% and saved $500k in contracting fees. • Responsible for recruitment marketing on LinkedIn and Glassdoor, increasing followers by 14% and 20% respectively• Created and implemented manager training on interview process, best practices and HR law• Supported employees during workforce optimization; redeploying and offering career coaching

Scottrade, Inc is a leader in the online discount brokerage industry and a branch-supported investment firm. A recipient of numerous awards, including #12 on FORTUNE Magazine’s “100 Best Companies to Work For." • High volume corporate environment, averaging 10 hires per month across all areas of business operations including marketing, accounting, finance, compliance, and more 
• Led global recruiting efforts to build out Asia Pacific department, staffing up Hong Kong office • Strong track record of client & candidate management; gathering requirements,
setting expectations, and salary negotiations• Managed vendor relationships and led project to overhaul testing
process throughout the company, including vendor research and evaluation, contract negotiation, and presentation to leadership • Created new behavioral interview questions to better align with company’s updated
core competencies 
• Trained new hiring managers on interview best practices and HR law 
• Responsible for recruiting analytics and KPIs; tracking candidate source data and recruiting metrics

• Sourced experienced technical candidates using internet sourcing and postings,
internal database searches, cold calling, and networking 
• Utilized social networking sites and Google search strings to reach passive
candidates 
• Specialized in filling contract positions in a high volume, fast paced environment 
• Regularly exceeded metrics and production goals 
• Generated $37,000 in net profit in one month 
• Achieved 181% of production plan