Play a crucial role in discovery calls with potential clients, providing insights into our business and identifying suitable roles based on specific candidate demographics and experience level of populationEnsure successful launch of return-to-work programs, with team working to maintain target fill rate of 85%+, filling roles with talent that have been away from full-time work for a period of 2 years or greater Led the development and launch of direct hire service offering to clientsAssess recruiter performance, establish, and review OKRs on a regular basis, and monitor progress through performance evaluationsAct as primary escalation point for client-related concerns

• Own the end-to-end recruitment process and delegation of tasks to recruitment team ensuring successful delivery of pipeline of candidates for our return-to-work programs • Assisted with the development of competency matrices and performance management review process for Talent Acquisition roles internally at the organization • Brought on board as first talent acquisition employee to oversee the scaling of the return-to-work side of the business • Deliver webinars to our partner organizations to continue to advance our commitment to diversifying our candidate base for our programs• Work with marketing to ensure content is relevant to our candidate base, identify areas for improvement in candidate experience to ensure recruitment team has a consistent pipeline of candidates available • Oversee all internal hiring at the organization

Pioneered the talent acquisition function as the inaugural hire, responsible for expanding the return-to-work segment of the businessManaged recruitment efforts for 6-month returnship programs for clients including Fidelity Investments, Wayfair, and T-MobileFacilitated internal hiring processes within the company

Supported Argosight's largest client, South Bay Community Services as a full life cycle recruiter and Project Lead. Client had very high volume hiring needs of 600+ hires over the course of a year across 15 different sites located in Massachusetts. Hiring was focused around roles including mental health clinicians, family therapists, family support providers, behavioral technicians, clinic supervisors and clinic directors. Owned recruitment for 3-5 locations at a time, averaging 12 hires per month for roles listed above.Also acted as POC when client was transitioning recruitment back in house from working with Argosight in 2019 including their transition of ATS systems, reporting, job posting management and training of their recruitment team. Met regularly with South Bay's President and Director of Talent Acquisition to ensure a seamless transition.

Oversaw team of six recruiters and their day to day performance. Often sought after as SME for scoping potential roles with sales team to determine potential for successful delivery of candidates and timeline needed for successful delivery. Acted as POC for any escalations around client satisfaction issues. In conjunction with rest of the management team, determined topics around trainings for recruiters, direction for the division, employee development plans, etc.

Oversaw success of the Talent CRM product at Monster. This product was owned by the Talent Fusion division and provided clients with an alternative option to generate top of funnel talent. Our team oversaw the launch of successful email campaign outreach to potential candidates who met criteria for a role. Talent Fusion recruiters worked with me to determine appropriate message content, scoped roles, and generated reporting on campaign performance to share with the client post campaign. Handled all escalations for this product, worked with the sales team to determine pricing based on need, partnered with Monster's development team to troubleshoot technical issues, and trained Monster's sales teams on how to best position the product. Held this role simultaneously with the Delivery Supervisor position.

Oversaw two recruiters and their day to day performance. Acted as SME in a number of areas including high volume retail and customer service roles, engineering, sales, banking, HR, operations and manufacturing positions. Served as lead on client kick off calls, working with client to assess must have requirements, level set on expectations and explain our process. Provided market data through utilization of Talent Neuron tool to set expectations with sales representative and client on likelihood of a successful search given parameters being sought.

- Conducted new business development calls for the temporary administrative division to grow and develop suburban territory while simultaneously maintaining existing client base- Took client job orders, screened and sourced candidates over the phone and in person for potential positions, conducted reference checks- Assisted candidates with health insurance and payroll related questions- Negotiated starting salaries for candidates with clients during temporary to hire transition periods- Prepped candidates for interviews and conducted full debriefs with candidates and clients - Acted as training partner for new staffing specialists, trained on conducting successful interviews, how to take an effective job order and presenting job opportunities to candidates - Conducted an average of ten face to face behavioral interviews weekly - Utilized Sandler training and selling techniques during client meetings