ProFocus Technology has provided me an opportunity to get back to my roots in more ways than one. Starting in January of 2022, with the support of 20 fellow recruiters, I will be leading ProFocus' expansion into the greater Utah marketplace! For the past 15 years I have been on the in-house side of recruiting and now hope to bring a different perspective to the world of agency recruiting. As the talent acquisition leader for several large Utah-based and global organizations, the number of unqualified submittals we received was tiresome. The quality ProFocus provides is the reason I joined and can be seen in their numbers: company-wide average of 2.3 candidate submittals to obtain an interview, contract, contract-to-hire, direct hire, and near and off shore recruiting services, the Best of Staffing for Client Satisfaction Award (less than 2% of Staffing companies), and a Client Net Promoter Score of 94.3% (compared to the industry average of 28%)! Saving our partners - hiring managers, technology leaders and internal HR teams valuable time and resources. I started my recruiting career in Portland several years ago with many of these ideals in mind. Combined with my years of experience and knowing what it means to provide honest and exceptional service, I want to build teams that hold these same values. If you are an IT leader looking for a recruiting partner that you can trust and that listens to your needs and provides quality the first time then give me a call. If you are a tech recruiter looking to make a difference for your clients and build your skill level, give me a call.

Built Talent Acquisition function globally for amazingly fast growing ecommerce intelligence leader, Pattern. Identified metrics, strengthened hiring process, and create partnerships with key stakeholders. Created campus recruiting relationships and build world-class internship program.

Led, trained and mentored a team of contract and full-time recruiters, HR Generalists, and hiring managers on talent lifecycle management, policy development, and organizational planning. United and provided common vision for team of local and remote recruiters. Created reporting metrics, scorecards and a culture of accountability. Built strong relationships of trust, value and partnership with hiring managers and leaders across the organization. Improved upon hiring process, and allocation of resources. Improved candidate experience, and college recruiting and internship programs by adding universities, automating selection and interview processes, and building excitement around the program. Collaborated to improve new hire orientation and created opportunities for senior leaders to participate. Recruited for executive level positions. Project management. Managed the contingent workforce process, built social media recruiting presence and brand, and managed the recruiting budget. Built external agency/vendor process (including all rules of engagement), contracts and relationships. New Hire Orientation Speaker. Problem solver. In my six years I saved the Church over $31Million, and have significantly increased the hiring of women into the technology workforce.

• Named Top Leader by InsideSales.com's Voice of Accelerator Gallup Poll - May of 2016• Ranked #1 of 30 leaders (VoA Gallup) in Each of the following areas: Providing Opportunity for Employees to do their Best Work Daily, Recognition, Developing People, Listening, Providing Opportunities to Learn and Grow, Commitment to Quality and Providing a Clear Mission and Purpose. • Aided in company's talent and leadership development strategy• Provided strategic and operational support to leaders throughout the company• Built and maintained strong partnerships with global business leaders, HR business partners and key stakeholders • In depth knowledge of HR policies, procedures, change management, and employment laws• Drove key HR strategic processes and initiatives• Built Recruiting (interviewing, hiring and on-boarding) process and playbook• Built a college recruiting program from scratch (15 schools; 5 in-state, 10 out-of-state)• Built and developed internship program from scratch• Selected and implemented new ATS• Completed all company final interviews (400+ hires)• Created company careers website, LinkedIn and Glassdoor websites• Opened new offices in Boston, London, Salt Lake and San Mateo• Girls Code; Coding for Kids (16 week program), and Hour of Code presentations• Partnered with and created an RFP for all external vendors• Increased glassdoor rating from 2.4 to 3.6• Build world-class recruiting team servicing all departments in the company• Headcount planning and budgeting• Created employee referral program from scratch and administered accordingly• Created weekly training program for recruiting department• Trained internal employees on ATS, and LinkedIn and recruiting process• Fully staffed Enterprise Field teams across country• Created brand recognition by creating swag, backdrops, and marketing materials• Social media recruiting• Increased headcount numbers from 145 to 720 in 2 years• Improved candidate experience

Built Nationwide Recruiting Infrastructure in 12 months, hiring over 3000 people in under 2 years.Opened/Staffed 2 New Remote Field Location Call Centers while reducing Call Center Recruiting Attrition from 42% (Sept '12) to 12% (July '14). Built team from 4 recruiters Utah to 20 recruiters in three states. Promoted four from rank of recruiter to Recruiting Manager, and two to Director over specific disciplines. Completed Crucial Accountability Training Course in December of 2013Held Technology RFP and reduced vendor list from 21 to 8 Resulting in $1.5 Million in savings (Agency Fees) in 2013Created and Developed University Partnerships (BYU, Utah, UVU, Utah State, Carnegie Mellon, Harvard, MIT & Stanford). Revamped Classified Advertising PartnersImproved Social Media Recruiting StrategiesCreated Best Practices (Policies & Procedures)Completed 2013 Goals and Accomplishments while remaining Under Budget

Audacy ( formerly Entercom) is one of the three largest radio broadcasting companies in the United States, with a nationwide portfolio of 235 stations in 48 markets, including San Francisco, Boston, Seattle, Denver, Portland, Sacramento and Kansas City to name a few. I worked with market leaders (General Managers, Market Managers, Directors of Sales, VP of Sales and General Sales Managers) of 23 locations nationwide to develop hiring strategies based on strengths and weaknesses of their teams, goals and budgets, and then partnered to execute on those plans. In just over 4 years I broadened the talent pool by attracting passive candidates and assisted in the hiring of 360 employess (sales and sales leadership mostly) while possessing an 82% retention rate.I strategized with market leaders and created an Onboarding Program and Welcome Presentation to help improve retention, and then rolled out the program to all department heads and company leaders nationwide.I establish a multifaceted social media presence for Entercom through Facebook and LinkedIn using audio, video and experiential platforms. Audacy has a long-standing commitment to responsible corporate citizenship and environmental stewardship, and plays a vital, hands-on role in improving our communities, providing over $100 million in annual support for local charitable organizations.

As a National Champion for Kforce I was responsible for opening direct hire business lines throughout the midwest and eastern regions where only contract services existed before. I hired, trained and developed and coached full desk recruiters in each market. I taught all new hire orientation quarterly at the Tampa corporate headquarters. I partnered with and trained leadership on how to best integrate and lead this new line of business and the new employees they had inherited.

Worked with a great coaching staff and an even greater group of kids from a tiny division 1A private K-12 school in Provo, Utah. Together we achieved our goal and made it to the state tournament in Cedar City for the only time in the school's history.