CareSource is nationally recognized for leading the industry in providing member-centric health care coverage. The company’s managed care business model was founded in 1989 and today CareSource is one of the nation’s largest Medicaid managed care plans. Headquartered in Dayton, Ohio, the company has built a legacy of providing quality health care coverage for Medicaid consumers. In addition to Medicaid coverage, CareSource has a diverse offering of insurance plans on the Health Insurance Marketplace. The company also offers Medicare Advantage plans that help consumers close the gap of coverage as they age. CareSource serves 2 million members across five states supported by a growing workforce of 4,500.The CareSource mission of making a lasting difference in members’ lives by improving their health and well-being was the catalyst for developing several programs that target the social determinants of health. The Life Services program is designed to enhance the economic outcome of Medicaid members by addressing their unique needs through life coaching, access to resources and job opportunities. Life Services is widely recognized in the managed care industry for partnering with community agencies on behalf of members in order to reduce dependency on governmental services.In the battle against the opioid epidemic, CareSource has launched a multifaceted approach to decrease opioids and increase access to treatment. This effort includes an award-winning prescriber outreach program in addition to pharmacy edits and pharmacy lock-in which have resulted in a significant reduction in opioid prescriptions. CareSource supports members seeking treatment with an integrated Medication Assisted Treatment (MAT) program that is grounded in a strong and expanding provider network and committed to providing access to quality care.

• Worked with Talent Acquisition Director to develop Executive Recruiter team/process from scratch at Ensemble Health Partners. Hired additional Executive Recruiter and Recruiting Coordinator/Scheduler. • Helped create reporting metrics for Executive Recruiting including, retention, open requisitions, fill rates, and quality of hire.• Coordinated with talent management in developing hiring manager and candidate experience surveys.• Worked with Talent Acquisition leaders on new agency contract and reviewed existing agencies for renewal and interviewed new agencies for future help. • Responsible for all aspects of sourcing, locating, interviewing and placing executive leadership revenue cycle operators. This includes Directors, Senior Directors, Assistant Vice President, Vice President, Senior Vice President and Chief Operating Officers. Also responsible for all corporate recruiting. • Full lifecycle recruiting with workloads of 25-50 requisitions at a time.• Built strong relationships with HRBP’s, CEO, President, Directors, Senior Directors, Assistant Vice Presidents, Vice Presidents and Chief Operating Officers.• Sourced candidates through name generation, cold calling, referrals and search tools (Workday, LinkedIn).• Placed 165 candidates in 2019 and generated over $1,200,000 in agency savings.• Placed 125 candidates in 2020 and generated over $750,000 in agency savings.

• Responsible for company-wide recruitment strategy, staffing technology, vendor management and hiring of Talent Acquisition Team. • Delivered over $250k + savings in search firm fee ovoidance in 2017-2018 by fully leveraging internal resources. • Led selection and implementation of Cognitive/Behavioral Assessments to improve quality of hire. • Lead Recruiting office expansion efforts for 60 offices in 8 states.• Led remote team of 4 Recruiters and 1 Recruiting Coordinator to support office expansion needs while positioning Talent Acquisition as a strategic business partner.• Built recruiting team from scratch and hired over 300 employees for expansion offices.• Led selection and configuration of iCIMS (Applicant Tracking System).• Designed and conducted “voice of candidate” survey to assess current state recruiting process and improving quality of hire.• Built credibility and strong business partnerships with field and corporate leaders.• Utilize “best in class” sourcing strategies to recruit passive talent: including LinkedIn, Indeed, database searches and cold calling competition.

Lead Recruiting efforts for new 1 million square foot Manufacturing/Distribution facility in Atlanta.• Built and maintained proactive partnerships with all internal client groups (leadership focus) in order to understand the business needs, staffing needs and issues, and offer solutions through creative and effective sourcing resources and tools.• Partner with HR & Business Leaders to own the recruitment program for the Atlanta facility.• Partner with HR to identify and manage internal key talent to increase internal mobility company-wide.• Helped create Recruiting Process Flow and Screening Guides for the Atlanta Service Center.• Developed weekly reporting metrics for Atlanta Service Center to go over the open requisitions, fill rates, and candidates in process.• Lead a team of 6 Recruiters and 2 Coordinators that filled over 1000 positions for Luxottica in 2016/2017.• Conducted multiple Career Fairs with business leaders to help build key talent for future growth in Atlanta.• Built strong partnerships with Georgia Department of Labor (GDOL), Recruit Military and local Technical Colleges to help build pipelines for high volume recruiting.• Worked closely with our compliance partners on OFCCP & data integrity to help change behaviors in the use of our ATS.• Determine Sourcing strategies and channels to ensure highest caliber talent is hired; simple and fast. • Develop and execute recruitment strategies to proactively search for a diverse pool of candidates using various recruiting methods to include cold-calling, networking/relationship building, social networking sites, and internet.

• Hired 5 Recruiters to lead Luxottica Brands in 2015-Pearle Vision, Sunglass Hut, Oliver Peoples, Sears Optical, Target Optical , LensCrafters and LC@Macys.• Led a team that filled 45 Target Optical Managers for new expansion stores in 6-months.• Helped create Recruiting Process Flow and Screening Guides for the Luxottica Brands.• Developed weekly reporting metrics for each brand to go over the open requisitions, fill rates, and candidates in process. • Led a team that filled over 400 positions for Luxottica Retail North America in 2015.• Attended Summits and Quarterly meetings to build strong relationships with Hiring Managers and Human Resources Business Partners.• Worked with Field Recruiting Team to create LinkedIn Training Webinars to help field managers build their profiles so they can create a good talent pipeline for their regions. • Implemented a process for interviewing our brands internal future leaders/ top talent in the field. • Worked closely with our compliance partners on OFCCP & data integrity to help change behaviors in the field.• Implemented a Recruiting Deck for LensCrafters to give General Managers and Regional Managers tools & resources to help staff their stores. • Attended Michigan Ross School of Business and Indiana Kellogg School of Business to help recruit MBA students for our Luxottica Brands.• Attended Candidate Symposium to help create a better candidate experience and survey results/feedback.

Senior Manager responsible for Corporate recruiting team and Executive level placements.• Carried a workload of 5-8 requisitions at a time. Placed 10 candidates and saved Omnicare over $150,000 in agency fees in 1 year. •Consolidated Billing function from 3 recruiters to 1 recruiter. Centralized function and built strong partnerships with the Billing leadership team across 46 states.•Hired new IT recruiter and saved Omnicare $1,200,000 in agency fees.•Built strong relationships with HRBP’s, Sr. Directors and Executive level team.•Looked at Agency usage and lowered number of agencies used for contractors and corporate recruiting.

Responsible for all aspects of sourcing, locating, interviewing and placing finance, marketing, accounting and executive professionals. • Full lifecycle recruiting with workloads of 15-20 requisitions at a time.• Experience with Careerbuilder, Monster, LinkedIn Recruiter and Boolian search tools.• Built strong relationships with HRBP’s and Vice Presidents with brands like Sunglass Hut, Pearle Vision, Lenscrafters, Target and Sears. • Sourced candidates through name generation, cold calling, referrals and search tools.• Placed 25 candidates in 6 months and generated over $500,000 in agency savings.

Manager responsible for leading a team and sourcing Assistant Branch Managers, Branch Managers, Business Bankers and Regional Managers. •Promoted to Manager after only 3-months in position, responsible for covering a 13 state footprint, placed 23 candidates, generated $356,300 in agency savings and ranked in top 10% in placements out of 40 recruiters in 2010 for PNC Bank.•Placed 20 candidates, ranked in top 10% out of 60 recruiters, generated $300,000 in agency savings, interviewed and hired 2 direct reports for PNC’s footprint, developed 3 employees that were promoted to other parts of Talent Acquisition and managed 7 direct reports for 2011 that had over $750,000 in agency savings.•Led a team of 6 direct reports that generated $733,740 in agency savings, developed 3 employees that were promoted to other parts of Talent Acquisition and chosen to be a part of Leading with Confidence Program for 2012.•AIRS Certified Diversity Recruiter, CIR & CDR Certified.

National Enterprise Sales, Engineering and IT Recruiter. Responsible for all aspects of locating, interviewing and placing sales and technical professionals. •Full lifecycle recruiting with workloads of 35-40 requisitions at a time.•Experience with Careerbuilder, Monster, LinkedIn Recruiter and Boolian search tools.•Built strong relationships with HRBP’s and Vice Presidents.•Sourced candidates through name generation, cold calling, referrals and search tools.•Placed 143 candidates in 2006, 98 candidates in 2007 and 153 candidates in 2008.

National Enterprise Sales, Engineering and IT Recruiter. Responsible for all aspects of locating, interviewing and placing sales and technical professionals. •Full lifecycle recruiting with workloads of 25-30 requisitions at a time.•Experience with Careerbuilder, Monster, LinkedIn Recruiter and Boolian search tools.•Built strong relationships with HRBP’s and Vice Presidents.•Sourced candidates through name generation, cold calling, referrals and search tools.•Placed 35 candidates in 7 months in 2000, 71 in 2001, 67 in 2002, 84 in 2003, 120 in 2004 and 208 in 2005.

Managed inside sales for 3 distribution sites.Developed all direct material for customers.Increased revenue goals by 110%.Designed monthly campaigns for all customers.Implemented quarterly bonus program.Designed outbound calling program.Conducted yearly reviews and interviewed and hired as needed.

Developed and implemented promotional material and product lines specific to direct marketing.Coordinated and implemented mailers targeted to all customers.Opened up new business and grew existing business from $550,000 to $1,200,000.Traveled extensively and worked all trade shows across the U.S.Ensured program objectives of retention, account coverage and acquisition remain the focus of the program.Arranged training and identified future training needs of the team.Designed outbound calling program for Cleveland division.

Helped design and maintain new program.Instructed a six-week training session for new employees on various product lines.Managed 20-25 on campaign program.Designed campaigns and helped write scripts for program.Set up forecasting goals, revenue goals and incentives specific to the program.Complete monthly calibration sessions with employees.Very interactive with client on marketing strategies for upcoming months.