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*** Recently relocated from Washington to Texas! ***Talent Acquisition | Employee Experience | Employment Branding | Recruiting OperationsSenior Talent Acquisition and People Team professional with over a dozen years of experience building best-in-class teams, cultures, and companies across the Seattle tech industry. From Series A startups to the World's Largest Retailer, I've helped companies scale their tech and non-tech teams during times of significant hypergrowth, through the phases of change management, through M&A activity, and more. Beyond your basic Talent leader, I'm extremely passionate about the critical functions that enable strong, strategic growth - such as employment branding, recruitment marketing, total rewards strategy, hiring manager enablement, new hire onboarding, and employee experience. I've hired...--> TECH! Helpdesk Support, Data Analytics, Data Operations, UX/UI Design, UX/UI Development, Front-End Engineering, Back End Engineering, Full Stack Engineering, Software Development, Cybersecurity, DevOps Engineering, Product Management, Electrical Engineering, Sustaining Mechanical Engineering, Human Factors Engineering, Systems Engineering +--> BIOTECH! Medical Device Research & Development (R&D), Clinical Research, Clinical Marketing, Product Development, Validation & Verification, Regulatory Affairs, Test Engineering +--> SALES! Account Executive, Sales Development, Business Development, Sales Operations, Salesforce Administration, Sales Engineering, Presales, Sales Enablement, Sales Training, Sales Leadership +--> CUSTOMER SUCCESS! Customer Success Management, Account Management, Account Development, Customer Portfolio, Book of Business, Professional Services, Customer Support, Customer Training, Customer Enablement, Product Support, Implementation, Customer Onboarding, Services Consultant, Services Analysts, Customer Success Leadership, Customer Success Executives +--> MARKETING! Product Marketing, Customer Marketing, Segment Marketing, Revenue Marketing, Content Marketing, Content Management, Content Strategy, Editorial Calendar, Digital Marketing, Social Media Marketing, Marketing Analytics, SEO Marketing, Marketing Leadership, Head of Marketing +--> G&A! Human Resources, Benefits Administration, People Operations, Business Operations, Office Operations, Employee Experience, Employee Engagement, Compensation Analysis, Culture Operations, Learning & Development, Talent Acquisition, Employment Branding, Recruitment Marketing, Recruiting Operations, Recruiting Coordination, Payroll, Finance, Accounting, Legal +
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Talent Acquisition ManagerAspiraUnited States -
Recruiting ConsultantParaform 2024 - PresentSan Francisco, California, Us -
Recruiting ConsultantSkilljar Mar 2024 - Jul 2024Seattle, Washington, Us***We are aware that some job seekers - who have not applied for Skilljar roles - have been contacted by individuals posing as Skilljar recruiters. Please note that all official communications from our team will come via an @skilljar.com email address. All interviews are conducted via phone, Zoom, or GoogleMeets (audio or video)***Skilljar is the leading, purpose-built customer training platform for external education. Our enterprise-grade platform gives you all the tools you need to onboard, engage, and retain customers at scale. -
RelocationCareer Break Jul 2023 - Mar 2024After I was laid off from Verathon, my better half received a job offer in Texas that we just couldn't refuse. We uprooted our lives in Seattle, WA and made our way South to Texas! I took a few months to manage the cross-country relocation, but now that we're settled - I'm on the hunt for my next adventure.
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Senior Recruiter | Medical Devices | R&D, Enterprise Programs, Product Marketing, MarcommVerathon Jan 2023 - Jul 2023Bothell, Washington, UsVerathon is a global biotechnology leader, specializing in Medical Device Manufacturing. We own the full product lifecycle - from the initial research, design, and development stages, to regulatory affairs and compliance, to in-house manufacturing, and through the marketing, selling, and fulfillment of our medical devices. As a Senior Recruiter, I work directly with the Heads of Business (VP, GM, SVP) and their Hiring Managers on their full-cycle recruiting needs. Operating as a true talent acquisition partner/talent acquisition advisor, I coach my hiring teams through each phase of the requisition creation, sourcing, screening, interviewing, assessing, and hiring processes. I own technical and non-technical searches, and drive both inbound (active candidates) and outbound (passive candidates) candidate pipelines through strategic sourcing, employment branding, and recruitment marketing activities. My focus at Verathon…• Visualization Business Unit (VBU) -- Including Research & Development, Product Planning (Upstream Marketing), Product Management (Downstream Marketing), Electrical Engineering, Mechanical Engineering, Sustaining Mechanical Engineering, Verification & Validation, Test Engineering +• Global Corporate Marketing (MarComm) – Including Senior Management, Tradeshows & Event Marketing, Content Marketing, Multimedia Content +• Enterprise Program Management – Including Senior Program Management (Chief of Staff, Business Process Analysts, Continuous Improvement Consulting) +• IT/Helpdesk – Including Service Desk Technicians, Business Systems Analysts + -
Senior Manager, Talent AcquisitionEdge Delta Oct 2021 - May 2022Seattle, Washington, UsFirst in-house recruiting hire, and all-in-one Talent department! Built, launched, and ultimately ran Recruiting, Recruiting Operations, Employment Branding, Recruitment Marketing, and more for this high-tech startup. Took them from Series A to Series B! From 24 to 105 employees, a 333% headcount growth in 8 months!• Implemented company's first Applicant Tracking System (ATS) Greenhouse; Created standardized recruiting workflow, rolled out across the company; Designed associated visual assets and written enablement materials, and conducted company-wide hiring leader training.• Operationalized the req request, req approval, offer processes; Leveraged Greenhouse ATS, GoogleForms, and associated automation features focused on scalability, sustainability, and SOC2 compliance.• Responsible for up to 52 active searches at a time, entry-level through executive, across 16 unique hiring leaders. Own Talent Acquisition for entire global organization; Engineering, Product Management, Product Design, Marketing, Sales Engineering, Sales, People, Business Operations, Recruiting, etc.• Facilitated agency vendor relationships and associated pipeline; Up to 10 different agencies at a time, both domestic and international.• Worked directly with CEO to design company copy for employment branding and recruitment marketing purposes, i.e. - standardized job descriptions, candidate engagement templates, social profiles, etc.• Partnered with Marketing RE: employment branding; Created branding assets such as LinkedIn cover images, performance reporting visuals, internal communications templates and corresponding visuals, etc; Design and execution of employee swag and promotional materials.• Drove the interior design of new HQ offices; Gathered requirements from business leaders, sourcing furniture, décor, storage, organization, and lighting solutions to meet those needs. Presented layout and design options to Leadership, and executed on their selections. -
Senior RecruiterOutreach Apr 2020 - Jun 2021Seattle, Washington, UsOwn the FLC recruiting process for this unicorn SaaS company in true hypergrowth mode (headcount has nearly doubled in past ~12 mo). Drive high-volume recruiting efforts for both the Professional Services and PreSales organizations within Customer Success, from entry-level through Executive, while formally mentoring more junior member(s) of the team and partnering with org Executives to redesign recruiting workflow in order to increase throughput. • Own all non-tech hiring for the Professional Services and technical PreSales organizations, from entry-level through Executive. • Thus far, have produced an average of 3.6 hires per month and have earned an 88% Offer Acceptance ratio. • Within my first ~10 months in role, successfully made 36 hires across 3 Distinct Orgs (Professional Services, Enterprise Sales, and technical PreSales); 15 different Hiring Managers (first time, front-line Managers up through experienced, SVP Executive Leaders); and 20 unique roles/functions spread across 8 various levels (early career, ~3-5 YOE up through Executive VP, ~25+ YOE).• Was asked to take on, and turn around, one of the most difficult departments to hire for in the entire company. Prior to my arrival, this team hadn’t successfully made a hire in roughly a year. Through education and enablement activities, was able to increase hiring within said team by roughly 900% from the previous year. • Created and launched a series of enablement assets/collateral materials for both internal use (hiring managers) and external use (candidates), resulting in increased clarity for the candidate as well as a `20% decrease in Recruiter Screen time.• Drive all operational activity associated with supporting the hiring needs of my business leaders - including activities such as securing requisition approvals, gathering the compensable benchmark for the role, ensuring the budget is accurate against said benchmark, creating job descriptions, managing job postings/ job ads, etc. -
Senior Talent Acquisition PartnerPayscale, Inc. 2018 - 2020Seattle, Washington, UsOwn the FLC recruiting and hiring process for this rapidly growing HCM SaaS company while driving Employment Branding efforts, and leading an Internal Communications task team. Was hired as the company’s second full-time Recruiter and partnered with the Director of Talent Acquisition to build and optimize PayScale’s hiring process while doubling the company’s headcount across all four U.S. offices. • Own FLC recruiting for the company’s highest volume orgs through multiple years of hyper-growth, successfully hiring 338 PayScalers, over half of the company’s employee population. • Have earned a 96.95% offer acceptance rate by cultivating an honest and personable rapport with candidates and providing them with consistent communication throughout each stage of the hiring process. • Provide career coaching to internal employees, helping them to identify, define, and progress on their professional development pathway within PayScale. • Craft the content for the majority of PayScale’s candidate-facing materials, such as: org overview collateral, the job description template, candidate email nurture campaign(s), and the company’s digital profiles (Glassdoor, LinkedIn, Indeed, Built In Seattle, etc). • Own many of the company’s Employment Branding efforts, including: creation of the company’s Employer Value Proposition (EVP), company swag design, print ad design, banner/signage design, event coordination, best company contest submission and management, & more. • Contribute content to the Consumer and B2B Marketing teams to help further establish our employer brand and propagate our thought leadership within the industry. -
Talent Acquisition PartnerPayscale, Inc. 2015 - 2018Seattle, Washington, Us• Created and implemented an “interview blitz” model for the Sales, Client Success Management, and Professional Services teams; highly scalable for high-volume hiring during rapid growth.• In 2017, led a task team responsible for reimagining all-company internal communications. Garnered buy-in from the executive team to launch the resulting internal product, assembled a ‘build team’, and ultimately crafted and implemented the company’s first ever Intranet tool.
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Recruiter | North American Retail | HardlinesAmazon 2014 - 2015Seattle, Wa, UsOwn full life-cycle (FLC) recruiting for non-tech positions within Home, Furniture, Kitchen, Pets, Sports, Outdoor, Toys & Games, and Retail Operations & Initiatives, consistently exceeding monthly hire quota and building strong relationships with business leaders. • Redesigned the hiring process for all Brand Specialist roles across the Hardlines organization, focused on streamlining and scalability for this high-volume job family. Served as the single, centralized FLC recruiter for of these openings, resulting in an approximate 36% savings in input/resources, a 7% increase in our offer rate, and a 24% increase in our offer-acceptance rate.• In addition to owning the entire Hardlines-wide Brand Specialist program, also owned as many as 30+ requisitions at a time across 9 business units and 5 different job functions; averaging 3.86 hires per month (compared to peer average of 2.5). • Beyond basic recruiting responsibilities, established myself as a true talent acquisition advisor by educating hiring managers on recruiting “best practices”, hiring funnel data, and how to attract internal talent. Earned the business’s trust by setting appropriate expectations and consistently delivering on said expectations. • Built a training curriculum and associated materials for new Recruiting Coordinators focused on providing a more thorough, consistent, and measurable onboarding experience.• Created several customized collateral pieces that provide an overview of the greater organization, describe the specific business segment (Media, Consumables, Hardlines or Softlines), and detail the core job functions within those teams. These are used to streamline recruiter calls with candidates, resulting in a significant savings in time (approximately 33%). -
Recruiting Coordinator | North American Retail | Amazon FashionAmazon 2012 - 2014Seattle, Wa, UsOwn recruiting process for this high-growth business, managing candidate experience from start to finish. Additional sourcing responsibilities delivered successful hires for both the recruiting and business orgs, all while managing a full RC workload.• Create and drive planning roadmap for recruiting events, owning the scheduling, travel, and event management.• Serve as SME on candidate experience for Retail Recruiting. Developed best practices presentation to train new hires on a monthly cadence.• Continuously leverage data from candidate surveys to drive change in the coordination process; for example, created and implemented new communication templates and other tools to drive efficiency and improve candidate experience.• Help train new Hiring Managers, teaching them the tools and best practices for excellence in recruiting, provide ongoing feedback and coaching.• Mentor and onboard new Recruiting Coordinators through weekly one-on-one meetings, providing feedback to managers in order to identify and address areas of opportunity.• Partnered with Human Resources to reformat and update org charts, enabling improved visibility into areas of vulnerability for recruiting prioritization.• Sourced and screened candidates for both the recruiting and business teams, resulting in five hires in two months. Job titles include Content Associate, Copywriter, and Recruiting Coordinator, with time to hire as low as 27 days.
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RecruiterAerotek, Inc Feb 2011 - Feb 2012Hanover, Maryland, UsAs a full-cycle recruiter I sourced, screened, and placed candidates in a wide variety of positions across multiple industries.• Leveraged proprietary database, job postings, social networking sites and more to develop robust candidate pipelines. • Administered skills testing and behavioral interview techniques to identify top-ranked candidates for submission. -
Commission Sales AssociateDewaard And Bode, Inc 2009 - 2011Provide superior customer service and exhibit thorough product knowledge while selling major appliances, televisions, furniture, and mattresses.Check inventory database for stock, submit requests to purchasing for additional product from manufacturer.Enter customer orders by SKU number, arrange with warehouse department for delivery, and manage order until product is paid in full and installed on site.
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Sales And Consignment ClerkLittle Bugz Children'S Consignment 2007 - 2009Sort, price, and enter consigned items into the computer database. Tag and hang consigned items.Open and close store independently, field all incoming phone calls, maintain store, and cashier.Provide excellent customer service, answer all questions, and sell merchandise.
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Caitlin Williams Education Details
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Western Washington UniversityPhilosophy
Frequently Asked Questions about Caitlin Williams
What company does Caitlin Williams work for?
Caitlin Williams works for Aspira
What is Caitlin Williams's role at the current company?
Caitlin Williams's current role is Talent Acquisition Manager.
What is Caitlin Williams's email address?
Caitlin Williams's email address is wi****@****ail.com
What is Caitlin Williams's direct phone number?
Caitlin Williams's direct phone number is +120622*****
What schools did Caitlin Williams attend?
Caitlin Williams attended Western Washington University.
What are some of Caitlin Williams's interests?
Caitlin Williams has interest in Social Services, Children, Civil Rights And Social Action, Education, Human Rights, Arts And Culture.
What skills is Caitlin Williams known for?
Caitlin Williams has skills like Applicant Tracking Systems, Recruiting, Interviews, Human Resources, Sourcing, Hiring, Talent Acquisition, Onboarding, Taleo, Internet Recruiting, Employee Relations, Screening.
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