Tina (Witzke) May Email & Phone Number

Alpharetta, GA, US

Atlanta, Georgia, US

As Sr. Director of Talent Acquisition, I lead and manage the recruitment function for centralized talent cross divisionally for Cox, ensuring consistent and effective delivery of our services. Leading an organization of 20+ (4 Directors + Recruiters), we are responsible for talent delivery across 1) Engineering, Product, Design, Data, Security, and IT 2).

Atlanta, Georgia, US

• Sr. Director, Talent Acquisition - Executive and CEI Talent and member of the Cox Talent Acquisition Senior Leadership Team. Lead an organization of 2 Directors, 1 Team Lead and ~15 Executive and Non-Executive.
• Shape and activate the recruiting strategy around executive and non-executive level hiring – understanding the business strategies and ensuring all hiring is aligned to support critical growth areas looking across a.
• Partner with the VP, Inclusion & Diversity, acting as a strategic partner to the Center for Inclusion Office, assisting in the design, development and implementation of goals, strategies and actions plans aimed at.
• Serves as a strategic advisor to business leaders, helping to position Cox as the destination of choice, influencing the culture to help recruiters and leaders become talent magnets and developing longer-term.
• Build strong, lasting, and trusting relationships with business Leadership to understand their short, mid, and long-term executive requirements to effectively pipelining the best executive talent in their internal and.

San Mateo, California, US

SemperVirens is an early stage venture capital fund with over $150 million under management, investing in technology transforming healthcare, work, and financial wellness. The fund has a portfolio of more than 50 industry-defining technology companies and an invite-only Venture Advisor group of 125+ senior HR leaders. SemperVirens is committed to making.

Atlanta, GA, US

Roseland, New Jersey, US

• Responsible for leading the Global Executive Talent Acquisition and Corporate Talent Acquisition functions. The Executive Talent Acquisition team partners with hiring executives to recruit all executive-level roles.
• Partner with the Chief Diversity Officer, acting as a strategic partner to the D&I Office, assisting in the design, development and implementation of strategies, programs and policies aimed at improving talent.
• Engage heavily in succession planning across the executive population, bringing both internal and external perspective to the planning process
• Key contributor to numerous initiatives to attract talent; DE&I strategy, Social Networking, development of Talent Communities and other marketing projects
• Defined the diverse candidate slate initiative; requiring all people leader roles across the organization see a diverse slate before hire. Defined the tools used to measure the progress and success of this initiative
• Continuously aligned to various business strategies; directing the build of talent pipelines and sourcing strategies to meet future business needs, ensuring the recruitment process remains proactive and deliberate

Roseland, New Jersey, US

Serve as member of ADP’s in-house Executive Search team, responsible for leading both internal and external executive searches (Sr. Director to C-level) across all Business Units and Divisions. Core focus on leadership roles with functional expertise in Global Strategy, Operations, Client Service and Finance.

US

• A privately held executive consulting firm catering to the Fortune 500 and smaller companies. Specializing in talent acquisition and retention strategies of top-line revenue driving individuals.
• Identify, recruit, develop, and close candidates for client companies
• Market analysis and research in order to implement targeted recruiting into companies for potential candidates out of similar organizations, products, processes and industries of the client
• Initiate all recruiting tactics such as; cold call-true direct/passive recruiting, Internet sourcing, advertising and networking to identify viable candidates for open searches
• Conduct preliminary interviews with candidates over the phone and subsequently face-to-face to ascertain and ensure the candidate’s level of qualifications.