Helping companies find great talent, and helping great talent write the next chapter in their career.

Focus on all levels of positions that work hand-in-hand with the Federal and Local Government for the GPS Pursuits and Capture Executive Team, which includes positions that require Top Secret clearance.

The following includes information for both the VP Talent Acquisition and the Director of Talent Acquisition roles.• Successfully built a talent acquisition department from the ground up, which included a focus on Hospital Executives, Corporate, Outpatient Clinics (high-volume), Nurses, and Physicians. • Spearheaded and implemented an ATS and branded career website o ATS (iCims) o Branded career site: www.acadiacareers.com • Overall leadership and responsibility for two Directors and ten Recruiters.• Leadership style:o Empowering each team member to exercise their strength and encourage new ideas that will enhance our business, hiring managers and candidate experience all while being mindful of hitting team and individual goals. o Expectations for each recruiter to be resourceful and function as a “business owner” for their workload, yet also work as a team to draw on each other’s strengths and assist each other when needed.• Personally maintained a full recruitment load with focus on Corporate Leadership and Operations Leadership positions.o December 2019-December 2020 recruited four top corporate leadership positions saving the company over $525,000 in retained search firm fees.• Responsible for a $1.8 million plus budget.• Developed and implemented recruitment strategies to attract top talent. • Delivered weekly and monthly recruitment metrics to all stakeholders. • Total department annual hires: 2,400 plus

(Recruited to Acadia Healthcare in May of 2015)Selected to be on the Talent Acquisition team to recruit for OneHR positions for the transition to a centralized HR company within HCA.

(moved into role due to organizational change that transferred all HCA Physician Services recruitment to report up to corporate recruitment.)• Responsible for recruitment of management and staff level for the Capital Division, Physician Recruiting team, and Clinical Leadership which includes Group AVP Quality and Division Director Quality roles.o Personal Total fills for 2014: 431o Personal Total fills for 2013: 400o Personal Total fills for 2012: 436• Successfully partnered with hiring managers and HR Business Partners to gain thorough understanding of recruiting needs.• Managed and reported the monthly recruitment metrics.• Recruiting survey administrator.

• Lead and managed five direct reports (four recruiters / one recruiting coordinator) in a high-volume recruiting environment.• Spearheaded the initiatives and successfully implemented an ATS (Taleo) into HCA Physician Services as the recruiting team’s applicant tracking system to be in-line with HCA’s business model. o This also enabled HCA Physician Services postings to be included on the HCA website which branded HCA Physician Services more clearly as a part of the HCA enterprise. • Created initial recruitment process to function with the new centralization of recruitment for non-exempt positions.• Sent weekly recruiting reports to leadership.• Successfully partnered with hiring managers to gain thorough understanding of their recruiting needs and forecast future needs.• Responsible for all senior leadership recruitment.• Managed external vendor relationships.

(Recruited to HCA)• Responsible for all corporate recruiting needs which included all the following departments: Physician Services, Revenue Integrity, Human Resources, Accounting, Business Development, Legal, Materials Management, Clinical Operations, Administration, Capital Management, Internal Audit, Information Technology, Business Development, Risk, Reimbursement, and Compliance.• Recruited “C” level positions for facilities.

(Left for an opportunity to work in healthcare)• Responsible for all U.S. recruiting needs for exempt positions with main focus on Accounting, Finance and Human Resources positions that range from administrative roles to senior management roles.• Successfully partnered with hiring managers to gain thorough understanding of their recruiting needs.

(Left for an opportunity to be with larger a corporation)• Responsible for all corporate recruiting needs (entry level to Executive level) including the refinery in Tyler, TX- Delek Refining.

(Left Bank of America to be back home in Franklin, TN)• Lead and managed fourteen direct reports (nine recruiters / five recruiting coordinators) in a high-volume recruiting environment for the North Florida Region.• Partnered successfully with eleven Consumer Market Executives to assure quality service and on-going staffing support is being met for each of their markets.• Daily coaching to encourage each recruiter and recruiting coordinator to tap into their strengths and talents to better themselves and the company.• High-volume recruiting for banking centers. Positions responsible for range from personal banker roles to senior management.

Areas of recruitment: Consumer/ Retail banking• High-volume recruiting for 90+ banking centers across Tennessee. Responsible for a range from Teller roles to upper management.• Maintained successful relationships and work closely with banking center managers, regional managers, and regional executives in recruiting top talent that reflects the Bank of America culture and spirit.• Focused on a team building mentality for each region. This included giving and receiving coaching and push back when needed.• Employee relations responsibilities for the first 90 days of a new associate’s employment.• Supervised one recruiting coordinator.

Areas of recruitment: Sales and corporate needs.

Areas of recruitment: Information Systems, Engineering, and Sales. Recruiting for levels ranging from help desk to executive and VP positions.

Areas of recruitment: Information Systems. Recruiting for levels ranging from help desk to executives.