Timothy Dixon-Traylor Email & Phone Number

Chicago, Illinois, United States

Mclean, Virginia, Us

-Develop Mars’s first DEI Partnerships, Events, and Conferences Program, including partner selection, vendor management, managing $800k yearly budget, employee engagement & communication strategy, presenting insights to cross-functional leadership teams, event management, logistics, and managing six partnerships: AfroTech, Prospanica, NSBE, Disability:IN, SWE, NSN-Coordinate and manage all in-person and virtual conference booths and event teams while teaching them how to use inclusive and equitable language while acting as Mars Ambassadors -Institute and train Recruiting teams on new candidate management, engagement, and email campaign processes in Phenom CRM to track and engage with Underrepresented Talent collected at conferences-Train global TA Teams and Hiring Leaders on Inclusive Hiring Best Practices, including unconscious biases, diverse interview paneling, inclusive job descriptions, inclusive language, and cultural competencies -Deliver Executive updates to senior leaders to address gaps and barriers in DEI talent attraction and engagement processes-Partner with ERGs and their respective DEI Sr Directors to integrate their OKRs and goals into DEI -Partnerships strategy and enablement-Constructed Partnerships Scorecard to measure the effectiveness and value of partnership-Engage with over 1800+ Underrepresented candidates from conferences (2024 YTD)-Partner with Global Strategy Deployment Team on DEI Talent Training and Inclusive Candidate Pool program- Build Talent Maps for Hiring Leaders using LinkedIn Insights, Workday DEI Analytics Dashboard, and SeekOut Analytics to showcase diversity pipelines, competitor insights, and Employer Brand attraction rates

Mclean, Virginia, Us

- Implement Diversity Sourcing and Recruitment strategies for assigned role- Increase URP (Underrepresented People) from top of funnel to panel interview by utilizing SeekOut, LinkedIn Recruiter, X-Ray searches, and coaching Recruiters and Hiring Leaders in mitigating and removing biases- Co-lead the global reimplementation of Phenom CRM with PMO team to increase adoption and utilization rates while increasing efficiencies for TA Teams globally- Institute a new Tagging SOP for Phenom CRM to track and engage with Underrepresented talent globally- Source and pipeline URG candidates utilizing SeekOut, Phenom CRM, Solo Star, ERGs, and LinkedIn Recruiter

Cambridge, Massachusetts, Us

Role Ended due to Global Reduction in Force-Developed an “E2E Inclusive Hiring” toolkit to equip Recruiters with real-time tools, Best Practices, scripts, and DEI Recruiting techniques across NAM, LATAM, and EMEA; trained Recruiters and Recruiting Leaders in live and recorded sessions-Coached 11 Hiring Managers on Inclusive and Equitable hiring practices that increased diverse hiring across teams by 8%-Created Project Plans (workstreams, timeline, deliverables, milestones, scope, metrics) in Asana and -Google for 3 large-scale DEI Recruitment projects-Revamped Global Sourcing Strategy Form to ask specific DEI-based questions to increase equity in the Candidate Selection process-Increased Cultural Competency of the TA Team by facilitating monthly DEI roundtables across NAM and EMEA-Partnered with ERGs to increase representation in top-of-the-funnel recruitment activities by advertising roles through Slack channels, increasing diverse applications by 10%-Exceeded 85% URG Hiring Goal by curating a diverse candidate pool containing 225+ candidates using SoloStar, LinkedIn, Referrals, & Google X-ray searches

New York, Ny, Us

-Led virtual booth for a Global ERG Fair that showcased the Black ERG’s Mission Statement and goals to over 250 global participants-Increased diversity pipeline with 130+ new profiles through a partnership with "Out in Tech"- Educated global TA team about DEI topics, thus increasing cultural competencies and reducing interviewing biases- Co-led the BLACK ERG in event planning, revitalizing ERG Mission Statement, and presenting ERG goals and needs to senior leadership and Executive sponsor- Partnered with “Out in Tech” to increase diversity across the organization; panelist for “Ask a Recruiter” session

New York, Ny, Us

- Devised Global DEI Interview Training for 40+ Hiring Leaders and Interviewers that established equitable recruitment practices while leading change management efforts across C-Suite and their teams- Increased gender and ethnic/racial diversity by an average of 35% across Corporate GTM and G&A teams across NAM and EMEA- Measured Global DEI Interview Training NPS Score using Google Forms; increased score from 4.0 to 4.5 in 8 weeks- Drove bi-weekly Leadership strategy meetings with C-Suite to analyze quarterly hiring needs and made data-driven recommendations- Promoted internal mobility by advertising roles across ERGs to increase URM representation in the talent pipeline- Established new TA Operational SOPs to simplify and streamline the interview process in Greenhouse

Chicago, Illinois, Us

- Implemented the new E2E Recruitment process for all Corporate hires as Farmer Fridge’s first internal TA hire- Instituted the first DEI Recruitment Process and Interview Training across Corporate and Manufacturing offices- Increased gender and ethnic/racial diversity across corporate teams by an average of 40%- Coordinated new partnerships with BuiltIn and LinkedIn and RFP process of new Greenhouse ATS- Created their first Employee Referral Program and internal Internship application process- Built inclusive and higher touch “Candidate Experience” process to increase Candidate NPS by 1.5 points- Planned and managed Campus Hiring Events at the University of Chicago and the Illinois Institute of Technology

Toronto, Ontario, Ca

Laid off due to Company Reorg - Increased diversity of Sales, Operations, and Customer Care team by ~40%- Created Candidate Interview Survey and increased Candidate Feedback rating from 3.8 to 4.3 by implementing interview processes and educating interviewers on candidate experience protocols- Headed ATS cleaning project post-implementation of Lever ATS- Led the first hiring event in the Chicago office (US HQ), which led to 8 key Senior Level hires for the US office

Chicago, Il, Us

Reason for Departure: Transition back into in-house Recruiting- Tracked diversity of candidate pool while ensuring to exceed the goal of 10 submittals per week- Sourced candidates for high-volume and niche roles for SMB and ENT clients (CVS, Square, MassMutual, etc)- Coached and advocated for candidates from the interview process throughout their contract

New York, Us

Contract moved to PT- Onboard and train 14 Summer Interns in partnership with HR Coordinator - Drafted and delivered over ~12 offer letters per week, ensuring accuracy and timeliness for new hires- Scheduled 25+ in-person and virtual interviews per week across the US for Associate through VP-level roles

Diversity And Inclusion For Hr Certification, Diversity And Inclusion

Bachelor'S Degree, Theatre/Theater