• Led the organization through growth period while managing the daily operations of recruiting staff. Offered strategy and support for talent acquisition solutions, such as the candidate experience, employee referral program, onboarding, background screening and workforce planning.• Performed day to day recruiting functions to source, qualify and present candidates for all corporate level and senior management positions for Marketing, Accounting, Information Technology, Construction, Audit, Sales, Creative Services, HR, Food and Beverage and Theatre Operations.• Strategic partner with Field Operations team to understand manpower needs and trends for current and future roles. Ensure they had the tools needed and candidate flow to hire high volume positions at the theatre level. • Simplify processes to maximize efficiencies while delivering on our brand promise.• Develop and manage both internal and external relationships/partnerships that serve as resources to the Talent Acquisition team.• Participated in school job fairs and other events as well as managed our positions on job boards to ensure candidate traffic to our positions. • Lead projects related to delivering Talent Acquisition initiatives and creating departmental efficiencies.• Created and facilitated Onboarding process and New Hire Orientation. • Prepare reports as necessary and assure the integrity, timeliness, and maintenance of the data. • Created and executed internal application process and employee referral program. • Oversee request for proposal (RFP) of new background check provider through implementation.• Coordinate with the HR leadership team and Legal to comply with affirmative action requirements.• Managed the integration, pilot and training of Applicant Tracking System, Onboarding, Compensation and Professional Development tools for 2 separate systems (Ulti-Pro and Dayforce Ceridian). • Worked with IT to create Careers page on Harkins Theatres website.

• Hired and supervised a national recruitment team of 12 individuals across 4 locations including, Provo, UT, Phoenix, AZ, Boston, MA and Houston, TX, hiring both high volume call center and corporate positions.• Regularly evaluated, developed and implemented new recruiting standards, to ensure we were current with recruitment processes and have consistency across all brands and locations.• Consulted with Hiring Managers to build relationships and provided education on process, compliance,interviewing, and candidate experience.• Develop metrics and goals for the team of recruiters and empower them to make decisions that drive results. • Advised leadership of recommendations for recruiting strategy based on current market data and metrics.• Worked with the legal department to update recruiting/employment company policies as needed.• Drive team to build and maintain active candidate pipelines for hard-to-fill, high volume or critical positionsthrough regular strategic staffing sessions to determine priority pipeline positions. • Assess advertising needs and select appropriate methods for new opportunities. Utilize job fairs, conferences and other traditional/non-traditional applicant sourcing opportunities to determine which will provide the greatest benefit.• Managed the implementation, pilot and training of Applicant Tracking System and Onboarding tools for 2 separate systems (Silkroad and Greenhouse). • Manage contractor and agency negotiations and contracts.• Train hiring managers on behavioral interview skills techniques.• Actively perform day to day recruiting functions to source, qualify and present candidates for professional and management positions and averaged 4-5 hires each month. • Onboarded and trained recruitment teams with each new business acquisition. Reason for Leaving: Sabbatical – Opportunity to travel to Peru and hike the Inca trail.

• Established recruitment department in terms of tracking, policies/ procedures and NHO.• Manage all aspects of the recruiting and hiring process for all exempt/nonexempt positions within the company, including sourcing, branding, screening, background checks, extending offers and facilitation of NHO. Averaged 30 hires per month. • Responsible for the full life cycle recruitment of call center representatives and corporate employees in a multi-state territory to include non-exempt and professional level positions.• Developed creative sourcing strategies utilizing the internet, job fairs, social networking, cold calling, memberships and affiliations, referrals and other sources.• Developed and delivered training on interviewing to leaders.• Responsible for onboarding new hire orientation; facilitated the program which included a welcome training.• Managed workload for several years without ATS. Ultimately implemented ATS and Onboarding systems and created processes that that worked for our company culture. Reason for Leaving: Company acquired by Endurance International Group.