Patrick Sherry Email & Phone Number

New York, Ny, Us

• Global Head of Recruiting for all Corporate Functions across the Americas, EMEA and APAC.• Provides leadership and mentoring to a diverse team of recruiting leaders and recruiters within the U.S., Mexico, Poland, Philippines and India• Leads Global Executive Recruiting within the Corporate Function across all job families• Partners with executive leadership to create global recruiting strategies

New York, Ny, Us

Director – Global Talent Acquisition Lead • Led recruiting for two Lines of Business (Corporate and Dow Jones Indices) within the U.S. • Leds the EMEA and Latin America recruiting team across all Lines of Business• Provides leadership to eight recruiters for both the professional level and executive recruiting space. • Provides leadership to the U.S. and EMEA Campus team• Partner with Executive Management & members of the Operating Committee to create and implement recruiting strategies, sourcing plans as well as set realistic timelines and drive results. • Manages a small workbench and recruit for roles at the executive level. Negotiate complex offers to include initial LTI grants, equity buyouts (RSU/PSU), and global relocation. • Led recruiting for Veteran ERG and awarded 2018 ERG Leadership award for creating a veteran recruiting plan and community outreach program that previously did not exist.

New York, Ny, Us

Sr. Talent Mgr. Executive Recruiter Nov 2015- Jan 2017 • Recruited for executive level roles up to 1m across all lines of business• Successfully sourced and negotiated multiple offers/acceptance with candidates whose compensation levels routinely exceed 500k into critical roles across multiple LOB's and multiple job families• Reduce vendor spend by 300k - by successfully sourcing roles that were slotted and approved for agency use.

San Francisco, California, Us

April 2014 - Oct 2015 •Responsible for the recruitment, sourcing and pipelining of senior level Quantitative Analytic and Financial Crimes/Anti Money Laundering candidates within Corporate Risk Management while providing leadership/oversight to two contract recruiters. •A strategic partner within Operational and Credit Risk allowing for business requirements to be communicated. Creates staffing forecasts (both short & long term) within multiple Lines of Business, allowing for proactive pipelining while reducing time to fill.•Successfully sourced & hired over 50 Quantitative Analytics/Credit Risk leaders without contracting with external/3rd party recruiting vendors.•Built from scratch a pipeline of senior military candidates for Risk Mgt & Corporate Staff Groups•Initiated contact with key military bases to meet with senior military officers as they separate/retire from the Armed Forces, while partnering with various Lines of Business to ensure a consistent, singular footprint across Wells Fargo.Oct 2013 - April 2014 (Contractor) Executive Recruiter/Corporate•Lead the recruiting and sourcing strategies for senior and executive level candidates within Corporate Finance/Human Resources/Law/Risk Mgt/Communications and Gov't & Community Relations.•Used social media sites such as LinkedIn to source and ultimately hire three candidates saving over 200k in agency fees•Partner with Senior Leadership to create and implement informal Service Level Agreements (SLA) between senior business leaders and the corporate recruiting function allowing for shared accountability and compliance throughout the recruiting process.•Create and build multiple networks of executive level candidates (Comp level btwn 175k to 700k

Randolph Afb, Tx, Us

• Spearheaded the recruiting efforts for the Prior Service program and hiring towards critical manning positions.•Created and maintained core college and university programs by creating relationships w/facility & career services. • Responsible for the retention of all top performers within Hanscom AFB (Boston) by curtailing their desire to completely separate from Active Duty Air Force, then placing them into world-wide positions within the Air Force Reserve. Achieved multiple worldwide placements into critical manning authorizations• Reduced the timeframe from initial interview to placement by an average of 20%. This allows for a faster, smoother transition of the applicant while keeping them motivated throughout the recruiting process.

San Francisco, California, Us

•Led all executive ($150k to 1mm) searches and recruitment for the Technology Information Group (TIG) in San Francisco, Scottsdale, Des Moines and Minneapolis. •Partnered with Sr. Executives to determine potential candidate skill set, knowledge and experience. Cold called, web searches and networking produced all executive candidates and hires. •Strategized, identified and defined executive staffing needs as well as determine and recruit to bench strength for critical leadership position to include the hiring of the CIO within TIG. •Further sourced/recruited/hired positions to include Sr Project Mgrs, Strategy leaders and e-commerce positions within the Technology Information Group•Assumed the role as an external executive headhunter as an internal employee, which saved approximately 350k in agency fees for (based on 25% fee of salary for multiple hires)April 2005 - April 2008Lead Recruiter/Consumer Lending Group•Responsible for full cycle recruiting for mid-level (100k to 200K) positions within multiple lines of business (Compliance, Risk Management, Marketing Analytics/e-commerce) throughout the United States. Sourcing includes, but is not limited to internet, networking, cold calling and internal/external referrals that significantly reduced cost per hire.•Lead the newly created Fee for Service initiative/team which provides recruiting support for business units across the Enterprise that had not previously contracted for recruiting support. Provided work direction to two recruiters (1 FTE and 1 Contractor) . Was hand selected as point person and recruiting lead for all hard to fill positions with an average time to fill of 49 days.

Consultant/contractor at:•Wells Fargo: Cold called and sourced Account Executives for Home Mortgage Account Executives with turned into an FTE role •Target: Sourced, recruited and hired Distribution Center leaders (100 to 130K salary) for various locations throughout the US.•Metris: Sourced, recruited and hired exempt employees for all lines of business to include Finance, Technologies and Marketing. This was a 3 month assignment supporting all levels of their executive team

New York, Ny, Us

Recruiting Mgr: Dec 2001- Dec 2003•Led the overall recruitment and selection process of all financial advisors within a 13 state region supporting 10 Market Groups. Provided recruiting & selection expertise and training to all Field Vice Presidents, Managers and Recruiting Staff regarding low cost /no cost sourcing options, behavioral based interviewing, selection tools and applicable employment laws. Responsible for minimizing any compliance risk as it relates to screening or selection. Developed and implemented training to improve the readiness to recruit and select high quality advisors to all field leaders. Quality versus quanity of new advisor•Developed and maintained an excellent relationship with senior field leaders and their leadership staff. •Selected as Subject Matter Expert (SME) for all diversity recruiting and sourcing initiatives as well as compiled data to track results. Coordinated and facilitated AIRS training to all field recruiting staff on a quarterly basis. Implemented and delivered all corporate recruiting initiatives to the field organization.Staffing ConsultantAug 1999 – Dec 2001 Location: Greater Minneapolis-St. Paul Area •Responsible for staffing all levels to include Vice Presidents within their Brokerage Dept to quickly ramp up their 24/7 online presence to increase internet financial product sales (e-commerce). Partnered with Brokerage leaders to develop staffing strategies to maximize resources.•Streamlined the interview and offer process by working in tandem with the business unit staffing liaison to reduce timeframe between initial interview and offer. This was accomplished by conducting back-to-back interviews and coaching leaders to provide feedback within a 24 hour period. • Selected to represent AMEX as a member of the Business Leadership network (BLN) steering committee, which is a group of major Twin Cities employers committed to providing competitive employment to individuals with disabilities