Designed & built a strategic TA Ops/RecOps structure within Talent Acquisition. Keenly focused on team development, technology & AI, data & analytics and process & efficiencies.

Rebuilt the talent acquisition organization to create a candidate-centric recruiting experience. Evolved the TA team of 14 members to lead Celerity in becoming a competitive employer of choice in a challenging candidate market by providing a high touch candidate experience. ● Developed a roadmap to become a strategic, forward-thinking TA organization ● Mentor & develop talent acquisition team of 14, with new KPIs and a competitive compensation model to set the team up for success● ATS & CRM selection, implementation and system administration, including integrations with Salesforce, HRIS and BI vendor● Developed a strategic sourcing function using Gr8 People CRM, talent communities and recruitment marketing campaigns ● Designed reporting/data analytics and visualization, metrics and KPIs using PowerBI ● Significant change management initiatives that shifted the way teams, hiring managers and leadership approached recruitment to become candidate centric● Operational excellence: development and documentation of processes, procedures & policies ● Utilized design thinking and project management to develop new functions and programs ● Strong partnerships with leadership and hiring teams to ensure a high level of customer service● Employer branding, including improved corporate presence on Glassdoor and social media● Designed candidate personas to focus on the right hires for Celerity ● Implemented recruiter and hiring manager trainings for process and ATS adoption ● Candidate-focused initiatives including candidate NPS surveys for continuous improvement● Diversity & equity initiatives, including partnerships with HBCUs, Celerity DEI leadership, to expand and diversify Celerity’s candidate pool ● Defined and managed a $2M talent acquisition budget● Partner to the People Care team to improve onboarding and advise on HRIS selection process

Dynamic and insightful Talent Acquisition Leader with a proven track record of building strategic and innovative talent acquisition organizations in high growth settings. Advanced the talent acquisition team from an underperforming function with low credibility to a widely-respected and successful partner to business development and operational units. Ensuring delivery of staff to meet the contract requirements for the two business sectors mission-critical programs for DOD and DOS, SEC, CONUS and OCONUS.•Lead a technical recruiting team of 6 to recruit high caliber TS/SCI cyber security & software development professionals•Building strong partnerships with leadership to ensure a high level of customer service•Developed a strategic roadmap to become a high-performing talent acquisition team •Designing a strategic proposal/capture recruitment program to prepare for successful award transitions•Developed and implemented a social media campaign (Glassdoor, LinkedIn, and Facebook) to drive traffic to STG website, increased applicant traffic by 65%, and enhanced the company profile. •Improved STG’s rating on Glassdoor 75% through employer brand development and employee and candidate engagement•Lead the requirements and selection process to identify an OFCCP/EEOC compliant recruitment technology stack with ATS, CRM & recruitment marketing solutions•Mentor talent acquisition team for growth and to prepare for organizational changes•Created reporting and metrics dashboards to measure performance•Reduced time to fill by 20% by identifying process improvements and providing Recruiters with new recruitment tools and strategies•Developed a vendor management strategy for strategic partnerships with staffing agencies•Manage a $1.5M talent acquisition budget•Building EVP and employer brand to attract highly cleared cyber and software candidates•Developing and managing policies and procedures to improve efficiencies

Head of Talent Acquisition at Cognosante, a health IT government contractor. Led the Talent Acquisition organization from a tactical team of two to a strategic TA team of 10 within two years. Defined a strategic talent acquisition program from the ground up to support major talent acquisition initiatives, hiring 800+ in three months and a 60% year over year organic growth. Embraced quick change and growth through empowering and guiding the talent acquisition team to achieve great successes for the company. Key achievements include: • Currently leading a Talent Acquisition organization of a team of 13 • Subject matter expertise and program management for high volume, fast paced recruitment campaigns, including critical initiatives for CMS and the Affordable Care Act for multiple large BPO and technical team standups with 600+ hires in 3 months• Championed the talent acquisition team with leadership and development to achieve successes• Planned and managed large scale recruitment events• Designed and executed a metrics & KPI program to effectively analyze data that drives decisions• Developed policies, procedures and tools to improve capabilities and efficiencies to ensure Recruiter success• Implemented and refined an automated, defensible candidate assessment system• Implemented applicant tracking systems, including Workday as an early adopter and Taleo • Identified and negotiated key staffing agency partnerships• Designed TA programs such as referrals, internal recruitment, campus recruitment, social media, veterans recruitment and candidate experience • Implemented and ensured OFCCP and AAP/EEO corporate compliance• Employer branding, including website redesign and recruitment marketing • Partnered with HR Leadership to design various programs including on-boarding, career pathing and employee engagement

Senior Technical Recruiter (2008 – 2012)University Relations Program Lead (2005 – 2008)A key contributor in the development of the corporate recruitment program at Project Performance Corporation. Strategically partnered with executives and hiring managers to strategically meet the business goals with fulfillment of key IT roles for civilian government agencies and commercial contracts. Responsible for full life cycle recruitment for high priority technical positions. Key partner to SVPs, VPs, and hiring managers to successfully fill funded and strategic requirements ranging from associate to director levels.