Taylor Sullivan Email & Phone Number

Midvale, Ut, Us

Transitioned to the Internal Mobility Recruiting team through comprehensive work contributing to elevated employee experience.Partner and collaborate with the business on open positions, qualify internal candidates and effectively transition employees to new full time roles.Assist in a mobility program to allow employees to work cross-functionally on another team during a quarter to build skills and align career interestsResponsible for employee engagement and marketing initiatives to build mobility within the company and guide employees to career opportunities.Built complete project plan that encompasses a robust communication plan to engage employees and support career growth and developmentCurated Employee spotlight blogs that are showcased on SoFi's internal intranet as well as our external company blog to highlight compelling employee and leadership stories involving Internal Mobility.Created an internal marketing email campaign, targeting employees seeking tools and resources that promote career agility and growthSpearhead events, ongoing communications and initiatives for Internal Mobility that are visible to valuable stakeholders and employees company wide.Launched a company wide resource that assists employees with navigating viable pathways through their organization to build their career.Contribute to the program management and team OKRs.

In charge of hiring for high volume classes and openings for the Operations business unitHired 60% of my first high volume class upon hire. Since have spearheaded hires for multiple classes and ensure hiring, backgrounds, and onboarding necessities are met.Focus on improving high volume hiring processes; analyzing hiring data, probe for information that can be used to create successful and sustainable hiring.Created a pilot referral program within 2 months of starting the role. Participating in a referral improvement program to increase operations referral from 30% to 40%.Involved in Culture Carriers to unite Talent Acquisition groups from all sites to connect and bond teams in remote and office settings.Responsible for 2022 Q2 KPI competencies for operations hiring. Partnered with the team to hone in on optimal job descriptions, bettering interview processes, and concise hiring decisions.

Ogden, Utah, United States

Oversaw High Volume recruiting efforts for entry level B2B tech sales15-30 hires every two weeks, maximizing headcounts through a Q4 expansion.Part of a 300 headcount increase within a quarter. Hiring efforts extended into Q1-Q3 to add additional 70 headcount.Managed over onboarding and transition processes and assisted with Operations for background checks and I-9 documentationStretch projects included creating a referral incentive program through the highest hiring volume period and ensure incentives were metCreated a new Recruiter Onboarding program to ensure recruiters were amply trained and onboarded for high volume settings and ensured streamlined processes.

South Jordan

Managed over 5 professional recruiters.Analyzed and assessed recruiter performance and developed performance plans.Partnered with Business Development and Branch Managers to assign new open requisitions to recruiters.Managed over job opening and coordinated with hiring managerExceeded recruiting benchmarks every month

South Jordan

Acting team lead for the South Jordan team; ensuring recruiters are on task and workflow is productive.Partner with the Inside Sales/Account Manager on job assignmentOn track for YTD goal of $200K.Manage multiple clients at once, caring for 10-15 orders with sometimes multiple requisitions at a time all over the western United StatesSpecialize in Executive, IT, Engineering and Accounting positions. Very knowledgeable with entry-level roles as well such as maintenance, agriculture, and administrativeFollow proper employment hiring procedures according to the law Advocate for candidates and guide them through the onboarding process -temp to hire, temp, and direct hirePartner with branches to ensure orders are complete and filled

I was part of a +$900k volume store, Ranked 18 our of 170 Boutiques. Promoted twice with within a year. While in my position, my store has received three awards from a national conference in Quarter 2 2017; the most out of any boutiques in the company. Other notable metrics included ADS is +17.4% where company is +1.7%, number 1 in skincare sales penetration, and +.6% to Comp where the company is -15.69%. I was part of the only boutique that had a positive leverage of +15.7% on traffic out of 15 locations in the district, where the company average is only +2% with our conversion being at 42.5% and the company is sitting at 37.5%. Responsible for 10 employees, successfully acclimated 4 with one being in a management position. Accountable for Weekly Touch Bases and Weekly Business Overviews. Have a clear understanding of the KPI . I was responsible to drive business through smart scheduling, talent development, and managing operations within the boutique.Once promoted to Boutique Manager, I was transferred to a store that at the time was struggling in key metrics. I increased our rank from 134th to 91st, productivity in the store was increased and onboarding a new hire that showed excellent progress and intend on promoting. I Established a new strategy to lift store to holiday season and intend on increasing rank to 60th in company as an attainable goal.

Assist clients on finding the right fragrance and ancillaries that meets there preferences and wants while providing advice. Also help them find the best deals with gift sets and provide gift with purchases when available. Suggested in store credit for more savings in the department. invited clients to events and assisted in setting up for those events.