Analyzed and developed technical and functional specifications for our talent database.Created and implemented complex workflow solutions.Established and deepened partnerships with third-party organizations such as Hubspot (ATS) and Usherpa (CRM) vendors to maintain strong pipeline of high-quality candidates.Analyzed business requirements into technical requirements for reporting and visualizations, data models and databases.Educated users on correct interpretation of statistical and qualitative data.Worked directly with the CEO and Branch Management teams to build self-service reports and establish automated processes for large-scale data analyses.Helped resolve issues with data analytics and visual representation to deliver relevant insights to senior business leaders.Recruited applicants actively nationwide via multiple channels and for wide-ranging positions.Conducted data analysis, profiling and quality assessment to maintain integrity of business data.

As a sourcer with the Decline/Xoogler/Former Intern team, I was responsible for building and maintaining long-term relationships with former Google interns across multiple technical profiles including engineers, program managers, and othersRecognized for top contribution (offers accepted) by staffing groups representing DONA (January 2019), Ads (April 2019), SoCal (April 2019), Geo (May 2019), as well as Adecco-sponsored pipeline push winner (candidates at an onsite interview stage) in October, November, and December 2018.Monitored applicant tracking system actions to support hiring deadlines and streamline candidate experiences.Managed candidate activity within GHire (ATS).

Abbott's acquisition of St. Jude Medical created a medical device leader offering breakthrough inventions and expertise across the areas of cardiovascular, diabetes, and neuromodulationMy role was supporting the marketing department in recruiting professionals; this includes full life cycle recruitment for a range of positions from specialists to directors.Reviewed employment applications, candidate backgrounds, skills, compensation needs and other qualifications.Explained job duties, compensation and benefits to potential candidates.Created and maintained positive relationships with hiring managers and HR business partners.

Corizon Health partners with state and county departments of correction to provide medical services to the incarcerated populationAs an HR analyst, my primary responsibility is to establish and track metrics in participation with HR leadershipBecause of this highly scrutinized and regulated industry, this position requires the need for rapid reprioritization and task management when ad hoc requests are sent from client partners for labor management or litigation discovery purposes.Supported HR operations with knowledgeable technical troubleshooting and support.Created and improved upon customized functions like automated queries and reports to enhance functionality.

In this role, I was responsible for candidate lead generation, pre-screening, interview coordination, credentialing, and contract negotiations for physicians, psychiatrists, and mental health professionalsOur internal clients were across 27 states at more than 400 facilities, so it was my responsibility to track openings, suggest staffing changes, implement a recruitment strategy for passive candidates, and utilize several different recruitment tools to effectively market our openingsRequisition load was, at maximum, 52 physician openings and average time to fill was approximately 110 days (2012 ASPR benchmarking survey averaged 222).

Full life cycle recruitment for the Barnes-Jewish Healthcare System.Conduct phone screens and face-to-face interviews utilizing behavioral-based questions.Coordinate subsequent interviews with various members of the hiring team across many departments and facilities.Gather sensitive background check and employment verification documentation for compliance checks.Interpret reference reporting and recommend selection decisions to departmental hiring managers.

• Full life cycle recruiting for financial advisors• Source extensively through online job boards such as Monster, CareerBuilder, and LinkedIn• Cold call potential candidates, schedule interviews and testing, maintain candidate pipelines for recruiters on an as-needed basis

•Full life cycle recruiting for medical doctors: psychiatry and pediatrics•Meet high call volume metrics to contact physician job seekers and clients•Utilize extensive company database and internet search engines for sourcing new candidates and clients•Direct sourcing from active hospital staff to private practices, networking, referrals, use of residency lists and physician-specific job boards (Doc Café, PracticeLink, etc.)•Performed reference checks and negotiation of contracts as requested

•Solicit, review, classify and respond to resumes•Conduct in-depth telephone interviews with prospective candidates to qualify their experience and determine feasibility of a match to available positions, based on the specific client’s criteria•Full cycle recruiting for salaried professionals: ranging from minimally qualified (1 – 2 years experience in a supervisory capacity) to plant-wide manufacturing operations supervisors, call center supervisors, car rental branch managers, warehouse supervisors (averaging 10 – 20 years experience)