Rebecca White

Rebecca White Email and Phone Number

Servant Leader / Talent Acquisition Leader / Passionate for Top Talent / Co-Founder / Strategic @ Meraki People Solutions
Rebecca White's Location
Dallas-Fort Worth Metroplex, United States, United States
Rebecca White's Contact Details
About Rebecca White

Rebecca is a multifaceted Talent Acquisition leader with the passion and energy to take recruiting and talent management to the next level for improved business results. With over 25 years of experience in Talent Acquisition, Rebecca has repeatedly helped companies improve business results by hiring top talent, the best of the best while creating strategies, processes, and implementing best practices allowing recruiting teams to work more efficiently and providing each candidate and hiring manager a great hiring experience.Over the years, Rebecca has worked for companies of all sizes from startups to global Fortune 500 in multiple industries – manufacturing, supply chain, product development, medical, pharmaceutical, cybersecurity, commercial real estate, and hospitality. Rebecca earned her bachelor's Degree in Psychology at the University of North Texas. With her passion for understanding people and their behaviors, Rebecca fell in love with behavioral interviewing and teaching leaders how to uncover someone’s past behavior predicts their future behavior.

Rebecca White's Current Company Details
Meraki People Solutions

Meraki People Solutions

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Servant Leader / Talent Acquisition Leader / Passionate for Top Talent / Co-Founder / Strategic
Rebecca White Work Experience Details
  • Meraki People Solutions
    Co-Chief Executive Officer
    Meraki People Solutions Sep 2022 - Present
    Meraki is more than our company name... it is how we achieve success - with soul, creativity, and passion! We are an HR/Recruiting consulting company focused on helping companies save time and money by implementing the right tools and processes to hire and retain top talent. We understand the unique challenges companies face when it comes to talent and we aim to provide cost-effective solutions that optimize their HR and Recruiting functions. Our team of experienced HR and Recruiting professionals will guide leaders in streamlining their hiring processes, implementing efficient systems, and developing effective talent acquisition strategies.
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  • Brinqa
    Head Of Talent Acquisition
    Brinqa Sep 2021 - Mar 2023
    Austin, Texas, Us
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  • Coca-Cola Southwest Beverages
    Talent Acquisition Leader
    Coca-Cola Southwest Beverages Aug 2020 - Aug 2021
    Dallas, Texas, Us
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  • Pill Club
    Talent Acquisition Leader
    Pill Club Sep 2019 - Jan 2020
    San Mateo, Ca, Us
    Responsible for creating the Talent Acquisition strategy and department for a fast-growing start-up organization. Build and manage a team of recruiters and coordinators to support the full-cycle recruitment and hiring process of all positions across the country. Provide education and training to hiring manager on new processes and policies implemented to ensure compliance, as well as attracting talent, conducting interviews, compliance, candidate experience, etc.
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  • Bar Louie
    Director Of Talent Acquisition & Strategy
    Bar Louie Feb 2018 - Sep 2019
    Addison, Texas, Us
    Head of Talent Acquisition responsible for developing the foundation of talent acquisition for Bar Louie, creating candidate sourcing strategies to fill critical talent pipelines, growing the company's employment brand, and drive operational excellence by transforming the processes, procedures, systems, and team members to meet business needs and compliance requirements. Reporting to the CHRO, I lead the talent acquisition function and team for the Field and Corporate organizations that hire over 350 exempt employees and over 7,000 non-exempt employees annually across the US. Continuously train managers and recruiters on behavioral interviewing, compliance requirements, and a wide variety of recruiting best practices.I manage a team who handles the full life-cycle recruiting, interviewing and hiring process that is efficient, effective and offers a positive candidate and hiring manager experience from the first contact through on-boarding. Work closely with key business stakeholders and partners including business leaders, HR partners, finance, legal, and operations to coordinate on creative strategies, best practices, training and compliance. Independently created the recruitment process and data analytics by implementing a new applicant tracking system (iCIMS) integrated with the HRIS system (Ultimate Software). Managed the change management and training of the new hiring process with over 500 managers. Prior to this system, the organization did not work with requisitions, did not have the ability to proactively recruit, the offer and onboarding process was a paper process with employees hired all over the nation, and key compliance requirements were not met or managed effectively. By implementing this system, I was able to provide the business with consistency, accuracy, metrics, compliance with efficiency and simplicity.
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  • Lennox International
    Manager Talent Acquisition
    Lennox International Mar 2012 - Jun 2017
    Richardson, Tx, Us
    Responsible for developing and successfully executing various talent acquisition strategies for the vast hiring needs of the company. Plan, organize, and manage the various strategies, processes, systems, and metrics necessary to ensure the team is hiring the best possible talent. Hire, manage, coach, & develop a team of 8 full-cycle recruiters who support the two largest business segments in the company. Work closely with business leaders & HR leaders/partners to implement best-in-class hiring processes & candidate experiences. Coach & counsel hiring managers on the full-cycle recruitment and hiring process and develop the recruitment strategies that align with the goals of the business. •Partner with the executive leadership members to provide strategy and support for talent acquisition focus, including: full-cycle recruitment & hiring process, diversity & inclusion initiatives, ATS management/upgrades, behavioral interviewing, sourcing strategies, employment branding, candidate experience, new hire experience/onboarding, employee referral program, workforce planning, immigration, relocation vendor management, background check vendor management, etc.•Focus on proactive recruiting programs & processes that attract, select, & retain a qualified & diverse workforce specific to ongoing/future needs or hard-to-find technical skills.•Evaluate & build the talent acquisition’s overall sourcing strategy & available tools: company website, social media, job boards, employee referrals, recruiting tools & recruitment agencies.•Provide counsel & guidance to hiring managers and HR on the hiring process, compliance & the employment market. Develop & deliver recruiting related training programs to the business, HR, & internal recruiting team.•Manage the applicant tracking system (iCIMS) functionality (CRM, requisition management, and onboarding modules). Super user & system admin role. Create, manage, & maintain process documents and training to end users.
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  • Cbre
    Staffing Manager
    Cbre Aug 2010 - Mar 2012
    Dallas, Tx, Us
    Responsible for managing the policies, processes, reporting, projects, and relationships required to maximize personnel utilization, meet the requirements as a government contractor and provide high-value information to allow executive leadership to make informed and effective hiring and organization decisions. Manage a team of 11 exempt and non-exempt employees.
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  • Cbre
    Senior Recruiter / Team Lead
    Cbre Aug 2009 - Aug 2010
    Dallas, Tx, Us
    Responsible for full cycle recruiting for over 18 accounts, managing an average of 65 open exempt and non-exempt requisitions at any given time while maintaining an average time to fill of 38 days. Utilized traditional and out-of-the-box sourcing strategies and techniques, qualified and assessed candidates using behavioral based interviewing methodologies, relationship management with hiring managers and vendors and ensure compliance was met with detailed documentation. I also had proven success in developing, modifying and enhancing processes and procedures to ensure efficiency and cost-effectiveness while maintaining a full plate of open requisitions.
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  • Dave & Buster'S
    Management Recruiter
    Dave & Buster'S Mar 2007 - Jan 2009
    Coppell, Texas, Us
    • Responsible for the personnel needs, workforce planning strategies & full recruitment life cycle for 15 stores along the East Coast. Recruit for operations mgmt positions, including FOH Mgmt, BOH Mgmt, Special Events & Amusements. • Sourcing strategies include develop & maintain a network of contacts, cold calling, referrals, Internet mining (above & beyond resume databases), agencies, utilizing associations & organizations, advertising, universities, etc. Identifying internal talent for promo ability.• Review resumes for the necessary skills, experience & expertise for the position requirements.• Interview all candidates utilizing behavioral-based interviewing methodologies. • Perform & evaluate background checks, references & assessment results.• Facilitate recruitment cycle for the hiring managers & provide guidance & expertise on candidate selection. • Obtain feedback from the hiring managers to be certain the candidates are meeting the hiring manager’s needs.
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  • Dave & Buster'S
    Corporate Recruiter
    Dave & Buster'S Sep 2006 - Mar 2007
    Coppell, Texas, Us
    • Responsible for the full recruitment cycle for various staff and executive corporate level positions, including but not limited to: Human Resources, Construction and Design (Director level and above), all levels in the Marketing Department, Real Estate Development, Finance, Accounting, Facilities, Purchasing and Training. • Sourcing strategies included cold calling, referrals, Internet mining (above and beyond resume databases), networking, agencies, utilizing associations and organizations, advertising, universities, etc. • Performed and evaluated background checks, references, and Batrus Hollweg assessment results.
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  • Martin-Gilanfar & Associates, Inc.
    Recruiter
    Martin-Gilanfar & Associates, Inc. Mar 2004 - Sep 2006
    • Sourced, interviewed and qualified candidates for clients in the restaurant and retail industry. Recruited for various staff, operations management and executive corporate level positions, including but not limited to: Restaurant Managers, Human Resources (director level and above), Construction and Design (Director level and above), all levels in the Marketing Department, Real Estate Development, Finance, Accounting, Franchise Sales, Facilities, Purchasing and Training. • Sourcing strategies include cold calling, referrals, Internet mining (above and beyond resume databases), networking, utilizing associations and organizations, etc.
  • Colony Rehab & Wellness
    Consultant
    Colony Rehab & Wellness Mar 2002 - Feb 2004
    • Built, organized and oversaw all departments within the clinic. • Managed the interviewing, selection and hiring for all clinic personnel.• Developed office procedures, policies and all related materials to ensure compliance and documentation.• Managed payroll and employee benefits (health insurance, PTO, health product and services plan, etc.).• Address key HR issues with primary focus on retention and employee relations.• Develop action plans and solutions to existing HR issues.• Employee liaison and management consultant on key HR issues.
  • Independent
    Contract Recruiter
    Independent May 2001 - Feb 2002
    • Hired to fill sales, technicians, and upper management positions with several different companies.
  • Convergent Communications
    National Recruiting Manager
    Convergent Communications Mar 2000 - Apr 2001
    Us
    • Hired and managed four individual contributors of the recruiting team, who sourced and interviewed candidates to fill the hiring manager’s sales and technical requisitions.• Developed and trained individual contributors on recruiting life cycle, behavioral interviewing, sourcing techniques, hiring management issues/problems and recruitment processes.• Consulted hiring managers regarding recruitment processes and interviewing techniques.• Utilized technology and outside resources to maximize candidate flow.• Developed, modified and enhanced recruitment processes and forms.• Tracked source flow, hiring, and other key metrics to ensure timely and cost effective recruitment practices.
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  • Convergent Communications
    Lead Technical Recruiter
    Convergent Communications Feb 1999 - Mar 2000
    Us
    • Sourced and interviewed candidates to fill the hiring manager’s sales and technical requisitions.• Developed new sources as well as utilized traditional sources (job fairs, open houses, advertising, Internet posting, Internet searching, cold calling, daisy chaining, employee referrals, college/technical campus, etc.).• Reviewed and determined the manner in which funds should be spent on particular sources to assist in developing the candidate pool.• Utilized a variety of interviewing techniques, specializing in Behavioral Interviewing techniques.
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Rebecca White Skills

Sourcing Interviews College Recruiting Hris Peoplesoft Staffing Analysis Vendor Management Reporting And Analysis Background Checks Recruiting Talent Management Ofccp Staffing Models Full Life Cycle Recruiting Budgets Onboarding Talent Acquisition Sdlc Interview Coaching Interviewing Conducting Interviews Applicant Tracking Systems Hiring Management Full Cycle Recruiting Employee Relations Human Resources Job Coaching Budgeting Employee Benefits Human Resources Information Systems Leadership Technical Recruiting Personnel Management Payroll Training Workforce Planning Team Building Internet Recruiting Icims Behavioral Interviewing Requisition Management

Rebecca White Education Details

  • University Of North Texas
    University Of North Texas
    Psychology With Emphasis In Human Resources

Frequently Asked Questions about Rebecca White

What company does Rebecca White work for?

Rebecca White works for Meraki People Solutions

What is Rebecca White's role at the current company?

Rebecca White's current role is Servant Leader / Talent Acquisition Leader / Passionate for Top Talent / Co-Founder / Strategic.

What is Rebecca White's email address?

Rebecca White's email address is re****@****ers.com

What is Rebecca White's direct phone number?

Rebecca White's direct phone number is +121443*****

What schools did Rebecca White attend?

Rebecca White attended University Of North Texas.

What skills is Rebecca White known for?

Rebecca White has skills like Sourcing, Interviews, College Recruiting, Hris, Peoplesoft, Staffing Analysis, Vendor Management, Reporting And Analysis, Background Checks, Recruiting, Talent Management, Ofccp.

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