Pennington Partners mission is to elevate the lives of highly successful entrepreneurial founders and their families with a full suite of modern investment, wealth planning, and personal financial administration solutions - all intentionally designed to support the complex needs of our partners.I handle all the recruiting functions across the organization, building processes, managing hiring, and supporting our growth. Great things to come in the UHNW space for Pennington. Reach out and connect.

Private equity entrepreneurs Eric Becker and Avy Stein founded Cresset Capital Management with a vision to reinvent wealth management and with a firm belief that clients deserve better. Cresset offers individuals and families access to a comprehensive suite of family office services, deeply personalized wealth management, investment advisory, planning, and other services through Cresset Asset Management, an SEC-registered Investment Advisor, which has surpassed $40 billion in assets under management. Cresset Partners, our private investing group, offers clients direct access to real estate, private equity, and other investment opportunities. Since Cresset’s inception in 2017, the firm has grown to over 450 team members in more than 20 offices throughout the United States.I provided critical talent services to Cresset Capital, an Ultra High Net Worth wealth management provider. Delivered full-lifecycle recruiting assistance across multiple offices and markets. Closed key hires within a short timeframe for key departments.• Delivered nationwide hiring across 20 different markets for Operations, Marketing, Technology, and Private Equity• Increased diversity, hiring 87% gender diversity and 31% ethnic diversity to the firm in 2022; 65% gender diversity and 16% ethnic diversity in 2023• Implement technical improvements to the Paycom ATS system for the entire recruiting team, evaluate new ATS systems• Created cultural connections within Cresset by creating the Garden Club and bringing disparate teams together• Hired over 150+ new employees across all levels from Managing Directors to Associates as well as supported M&A as a Recruiting and HR Business Partner

Leading and managing the recruiting function across all of Hightower and 100+ wealth management teams across the country. • Lead a high-performing team that hired over 200 employees across all Corporate and Field teams in 2021 and over 120 employees in 2022 with an overall time to fill of 43 days with a strong adherence to yearly budgets• Part of the Culture Design team working with the Ritz Carlton team to deliver a comprehensive culture makeover that would impact the service delivery standards across all of Hightower• Refined processes for recruiting across corporate and field advisor teams, utilizing Ceridian (ATS) • Part of the pilot program for return to the office testing ensuring a smooth transition for the teams• Partnered with finance and ELT members around current and forecasted hiring plans ensuring budget goals• Advising internal and Advisor teams around hiring strategy and developing hiring plans for difficult positions

Delivering talent strategy projects and recruiting services to multiple clients around the US Market. Providing project-based and contract technical recruiting services to deliver critical business hires.

eXp Realty, The Real Estate Cloud Brokerage™, is one of the largest and fastest-growing residential real estate brokerage by geography in North America with more than 28,000 agents across four Canadian provinces, 50 U.S. states and the District of Columbia. VirBELA offers a modern, cloud-based environment focused on education and team development with clients in various industries from government to retail. Director of Talent Acquisition and Onboarding - Reporting to the SVP of HR - Lead Talent Acquisition team across all areas of eXp Realty and VirBELA including international offices. The team hired over 80 people in at 4 month period. • Guided and mentored the Talent Acquisition team clearing obstacles and setting policies across the operation• Managed a 100% remote team and hiring process• Implemented process changes using the Applicant Tracking System (ATS), Lever to track requisition and offer process • Assisted with audit requests. Managed NPS survey and process for the Talent Acquisition team.

Maestro Health is a leading health and benefits provider as a leader in the self-funded, benefits administration and benefits accounts arena. Sr. Director of Recruiting - Reporting to the CHRO - Managed a team responsible for hiring throughout the entire organization across 4 regions (NC, MI, FL, IL), from customer service to executivepositions.• Standardized job descriptions and hiring process that reduced time to hire to 36 days and increased close rates to 90%+• Hired 300 new people to the team saving the company over $2M in fees.• Performed full life-cycle recruiting: gathered requirements, wrote and posted job descriptions, screening candidates, scheduled, negotiated, closed, and on-boarded staff.• Coached and mentored managers on interviewing techniques and created a standard scoring method to evaluate candidates pre/post-hire across disciplines.• Increased the company’s Glassdoor presence 300% through increased content and employee participation which improved our online reputation.• Established recruiting strategy and process for the organization dependent upon position, location, and group needs. Evaluated and implemented the ATS system (Breezy.hr) to create a robust candidate experience. Delivered presentations on process and procedures to the entire company.

Lextech designs and develops the most advanced enterprise B2B and B2E mobile apps in the world. From a mission-critical rocket launcher control system to transformative mobile apps for the remote workforce, our team has tackled big projects for enterprise and government clients.Director of Talent Acquisition - reporting to the President and CEO - Lead the recruiting team across the entire organization responsible for building a mobile development company by 600% over 4 years. Hiring Agile Product Owners, Scrum Masters, Mobile Engineers (iOS and Android), QA, and Executive candidates. Specifically: • Developing and implementing a college hire program targeting both technical and non-technical candidates across multiple universities.• Incorporated video technology and remote testing options to hire remote talent across the US and Internationally.• Providing recruiting support and advice to our sister company LexRay.• Improving our Glassdoor profile, increasing traffic (200%), and overall company rating (20%) through internal promotion and monitoring. I have helped the organization grow 600% since my time in the organization across 3 different divisions without paying agency fees.

Speed is a tool that has provided me with a competitive edge in my athletic career. My career took me from a three-sport (football, basketball, track) athlete in high school, to a Division I Running Back/Defensive Back at Northwestern University. In high school, I met Gene Noonan, who has coached football and track for 40+ years and is recognized for his speed development. His methods have helped athletes at all levels. Professional and college teams have incorporated these methods into their own training routines. These concepts have shaped my outlook and teaching techniques on speed. I have incorporated the core teachings of Noonan’s system along with my own to create ASAP.

• Increasing the Microsoft BI team by 100% within six months generating a significant increase in revenues for the company. Screening potential contract resources for other projects outside my scope because of my understanding of the particular job requirements.• Leading the process reengineering of Perficient’s local Chicago hiring profile• Creating new recruiting strategies aimed at expanding the Perficient brand across Chicago using social media and networking techniques• Establishing recruiting methods outside of job boards to generate targeted candidates focused on a highly specific technical profile (SharePoint Developers/Architects, Directors Financial Services and Manufacturing, and BI Architects)

Managed the recruiting process for the solutions recruiting team for MPS Partners and assisting with Redpoint Technologies and TAP. Specifically: • Researched, presented to Board members and implemented an RPO solution augmenting our recruiting functions for Redpoint Technologies; increasing the potential candidate pool by 100%. This also highlights areas of bottlenecks in the recruiting process for future improvements• Recruited highly technical resources (SharePoint 2010 Architects, J2EE Architects and developers, BizTalk specialists, Microsoft specialists with SAP expertise, BI (SSAS) Architects.• Grew the size of MPS Partners by over 30% which was 120% of targeted growth. Hired key Director candidates in the BI and BizTalk space for MPS Partners allowing MPS Partners to expand their delivery capabilities.• Increased brand awareness of the technology community through specialty user group meetings and social media recruiting techniques. Set up and ran classes for social media at the SPR office for technology students from UIC.

Roy Talman in one of the leading firms in the recruiting space finding quality talent for the prop trading space for over 25 years. We are also deeply involved with some of the best technical consulting/professional services firms in Chicago. I scout out the best talent in the area and represent my candidates and clients with integrity and professionalism. Call me and let me see what I can do to help. Recruiting for the following: C++ low level developers with multi-threading C# superstars - the people that if they can't figure it out they call Redmond Consulting - need to come with a high degree of pedigree with a background from Accenture, Diamond, KMPG, etc. Sales - $2million quota + Practice leaders - people who have the desire and contacts to build a practice, deliver while making it rain

Responsible for hiring all the local talent in the Midwest branch. Specifically: • Setting up and managing the entire hiring process for the Midwest offices, handling full-life cycle recruiting from sourcing to close and coordinating their orientation.• Initiated recruiting process improvements across all the offices• Recruiting for Microsoft based consulting positions including but not limited to .NET developers (C#/VB.NET), SharePoint (MOSS) developers, BizTalk professionals, and BI architects.• Handled office duties with the building, coordinating relations with the office building including organizing additional storage space for the office.• Led training sessions to educate our staff and recruiting/interviewing best practices

ThoughtWorks is a global consulting company building custom software solutions for a diverse client base utilizing the Agile principles. I was responsible for recruiting experienced hires in the U.S. Specifically: • Solely recruited the majority of experience professional services hires (66%) across the U.S. allowing the company to hit its target growth plan, averaging over five hires a month• Handled immigration questions in relation to hiring foreign workers and working with internal lawyers to ensure a smooth transition from their past employer to ThoughtWorks.• Proposed and executed process change from the previous recruiting method resulting in an improved candidate experience and higher close rate (over 90%). Coordinated with the global recruiting team to determine best practices for recruiting technical talent.

One of the leading private cancer treatment centers treating the whole person not just the cancer. Part of a 20-person team responsible for customer relations to Specialty Cancer Hospitals that have been treating cancer for over 30 years, acting as liaison between the hospital and patients/caregivers prior to a consultation in the hospital. This is one of the most unique experiences in my career. They are truely an organization that seems to care about the patient and treat each person as an individual.

Working for a nationwide 28-year-old recruiting company sourcing computer professionals for a wide variety of clients around the Midwest and establishing new client contacts. Key member of a nationwide recruiting team, building an internal professional service company from 75 people to over 500. Performing cost analysis and metrics for measuring success.Providing recruiting service to various industries including financial, telecommunication, consulting, media, eCommerce, and software. Organizing hiring events to expedite heavy staffing needs of internal business divisions. Working with time deadlines to provide enough quality candidates for a “successful” hiring event. The closing ratio after these events was over 65%. Managing a recruiting team focused on systems and network technologies. Qualifying potential candidates for technical skills such as UNIX administrators, network administrators, developers (Java, J2EE, C++, .Net, C#), DBAs.

Recruiting for this systems administration company.