Miranda Taylor Email & Phone Number

Cary, Raleigh And Holly Springs

Mid Atlantic Market

Hired, trained, developed, and retained management and 700 hourly staff in five stores with annual revenue of $255M. Partnered with Talent team to maintain a pipeline of quality candidates. Identified and recommended solutions to problems impacting stores’ level of service, efficiency, and productivity. Conducted annual performance reviews and provided continuous feedback for direct reports throughout the year. Mentored store management to encourage the appropriate selling culture and ensure compliance with operations guidelines and brand directives. • Restaffed the market in 2018. Hired and onboarded 4 new store managers in first 7 months, increased employee engagement in overall happiness and likelihood to recommend by 25%, while improving overall market performance in all KPIs to top 25 in the Americas• Spearheaded diversity and inclusion within the region by increasing transparency around interview processes, job opportunities, and career experience. Improved underrepresented minority representation in 7 of 9 locations while leading the Americas in engagement scores in Values and Culture within one year• Selected as Talent Champion for the region from 2018 to 2022. Represented the district manager perspective on this task force comprised of talent managers, recruiters, and other human resources (HR) staff to meet field needs related to DEI, succession planning, candidate experience, and role clarity• Partnered with cross functional team to create a “Decommission Playbook” that was designed to preserve as much talent as possible following an upcoming and very rare store closure. Program was so successful that Apple retained all 88 employees, four of whom were promoted to higher level positions with eight more earning spots on the corporate team

Mid Atlantic Region

Promoted to manage two recruiters and a sourcing manager to build staff in the Mid-Atlantic region. Developed and executed talent management strategies for multiple openings, including planning, sourcing, offer, and onboarding. Maintained partnerships with hiring managers and leadership to influence recruiting strategies, ensure clarity in the recruitment process, eliminate barriers, drive efficiency, and attain results. Ensured a positive experience for both internal and external candidates.• Created and implemented an innovative strategy to attract non-traditional candidates to staff challenging urban recruiting markets. Hosted a series of onsite and LinkedIn “Get to Know Apple” events targeting prospective employees with transferrable skills from military, hospitality, and other service industries• Spearheaded the two-year Associate Store Leader Program that provided a direct channel into management for recent college graduates. Graduated an average of six young managers yearly• Selected for exclusive project to internally recruit for executive level roles across North America as a part of a larger organizational change. Succeeded in hiring business development managers for each of the six US and two Canada regions

Mid Atlantic Region

Performed full cycle recruiting for field positions throughout the region. Worked with hiring managers and HR colleagues to develop staffing plans and search assignments. Sourced, developed, and maintained a pipeline of diverse talent. Leveraged recruiting resources, including Talent Point applicant tracking system, to attract, engage, and recruit candidates. Coordinated college campus recruiting and succession planning programs to ensure a consistent pipeline of quality staff at all levels. • Screened and filled ~250 vacancies within a single effort, including new stores in Virginia Beach and Woodbridge, VA• Introduced a “talent selection model” to build capability among hiring mangers on selection and professional rejection of candidates

Norfolk, Virginia Area

Managed in-store leaders in service, sales, customer training, business development, and logistics. Recruited, coached, and counseled store staff (~120 teammates) to maximize business opportunities and support sales growth. Created a positive work environment to improve employee retention and engagement. Elevated customer satisfaction by soliciting feedback and developed programs to optimize performance. Ensured that all procedures, policies, and shortage awareness programs were implemented. • Supported the recruiting team to relieve bottleneck in candidate flow. The resulting “blitz” filled openings in 45 stores, including a personal replacement

North Carolina (2003-2009): Analyzed potential market opportunities. Assessed talent and staffed stores quickly to improve business results. Facilitated district training seminars focusing on leadership techniques, hiring top talent and team building.• Revitalized district performance, driving business results from bottom five to top ten in one year• Drove dramatic market sales growth to 10% over sales plan and 14% year over year with $26 million in annual salesCalifornia (2003-2006): Coached Store Managers to enhance customer experience, excel in operations and analyze business factors to deliver top line sales growth. • Performed #1 in company in sales plan and comp• Achieved highest level of recognition in company (APEX) in 2004 and 2005• Developed and promoted Store Manager to next level position

In charge of 9 million dollar store with over 120 direct reportsHired and selected top talent to drive top line sales.Coached and developed a legacy of talent, ensured a high level of customer experience, demonstrated flawless visual standards and managed all operations.