INFINITalent Partners is Certified Woman Owned Business. We are a conscientious and integrity-minded boutique search firm, offering full-service contingency search services and one-on-one personalized career coaching. Based in Houston, Texas, our principal owner, having worked both as an in-house corporate recruiter and as a third-party agency recruiter, has cultivated diverse insight in the field of talent acquisition and is proud to offer that expertise to companies and professionals alike.

• Hired specifically to help this struggling division of Fortune 500 company, Quanta Services expand their workforce TENFOLD in a short period of time. • Implemented an Applicant Tracking System (iCim’s) and went live, reducing job posting spend by over $200K. • Rewrote offer documents and job descriptions and streamlined some aspects of pre-employment processes.

• Manage full life-cycle of recruitment from sourcing, screening, interviewing, offer strategy and negotiation to on-boarding. • Within first 60 days, 2 executives insisted I be assigned to be their sole recruiter.

• Responsible for all "front of house" HR functions for client groups, including: leadership coaching and counseling, strategic staffing, talent management, employee relations, policy interpretation, compliance, org development and strategic HR initiatives. • Managed full life-cycle of recruitment from sourcing, screening, interviewing, offer strategy and negotiation to on-boarding. - Upon starting with company, was tasked to hire 60 people in 90 days in one of the most challenging markets in the US: Williston Basin, ND. Spent $5K of the $250K budgeted for agency fees. • Created benchmark descriptors and accompanying salary structures for assigned client group. • Developed supervisor training materials around “documentation” for leaders, which was rolled out company wide. • Worked on team to develop new leader orientation for both newly promoted and/or newly hired leaders. • Responsible for annual EEO data compilation, reporting and anomaly analysis. • Responsible for mentoring, development and delegation of work for 2 business partners and a coordinator.

• Responsible for developing new natural gas pipeline projects for TransCanada’s largest and most complex US asset, ANR Pipeline.NOTEWORTHY PROJECT:• Through extensive research and collaboration with strategy department, identified a growth opportunity to exploit a rapidly growing and hugely underserved production area. Working with project management, engineering and capacity planning, spec’ed out a $450M capital expansion project with the ability to generate 1.2Bcf of incremental volume for ANR. Then identified key players (producers, midstream companies, competing pipelines, industrial users), generated contact list and took the project to market to generate interest and commit shippers.

• Served as coach and advisor to leaders across the organization on a variety of human resource matters, such as employee relations, change management, talent management, policy interpretation, performance management, employee relations, compensation, benefits, recruitment & on-boarding, disability management, and HRIS. • Supported a team of approx 60 leaders and 400 employees both field and corporate role in US, Canada & Mexico. • Conducted/ facilitated a number of trainings annually, including (but not limited to): harassment in the workplace, affirmative action, succession planning, and performance management. “Owned” the harassment program for the US. • Worked with outside consultant on EEO reports and performed analysis on all anomalies. • Served as executive recruiter, responsible for sourcing, contacting, interviewing and facilitating hire of executive level staff, both in the US and Canada.• Trained, mentored and indirectly supervised junior recruitment staff.Noteworthy projects: • Identified gap between talent management and talent acquisition that became apparent when tasked with executive recruitment. In order to ensure the right people with the right skills were in the right places at the right times, pitched creation of a more proactive approach in the form of Talent Management department (along with department summaries, goals, job descriptions, and role descriptors), which was later created. • Facilitated succession planning exercises across assigned Business Units. Instead of simply generating a list of high potential employees, created a development action plan for both the employees and leaders, including strategic meetings that would create appropriate visibility.• When company went through business transformation in 2015, (moving from a functional design to matrixed), was key member on cross functional team tasked to design newly created Center of Excellence to align talent strategy with business needs.

• Responsible for staffing all US roles, across all business lines (natural gas, liquids/oil and power)—both trade/technical and professional. Scope includes everything from mechanics and instrumentation technicians to engineers and attorneys to commercial schedulers and marketers. • Also perform executive recruitment function for choice roles, hunting for manager, director and VP level candidates. ****Saved the company upwards of $500K in external agency fees in one year alone.**** NOTEWORTHY PROJECTS: Because very little infrastructure was in place upon arrival, was tasked to align talent strategy with business strategy, so that rapid, strategic growth could happen. Specific goals: - Target highly skilled pipeline specific skillsets to lead $2B mega project - Address looming aging workforce issue by targeting more junior, specific skillsets for field roles - Support diversity hiring initiatives by establishing strategic relationships with targeted groups. - Amass data on current talent inventory for use in succession planning. Result: - Fully staffed up mission critical roles for mega project. **** Single-handedly hired 250 people in the US alone in year 1.**** - Received multiple awards for outreach efforts. • Initiated, created and kicked off formal campus recruiting program: identified target schools, reached out to student groups to garner interest, recruited internal staff to represent company at career fairs, and performed campus interviews. • Trained, mentored and indirectly supervised junior recruitment staff.

Recruiting Manager, Robert Half Finance and Accounting- Responsible for recruitment, interview and placement of accounting and finance professionals on a direct hire basis.- Skilled at strategically recruiting top talent who are not actively seeking new opportunities.- Extensive expertise counseling candidates on positioning strategies, networking skills, interviewing techniques and resume functionality.- Work as a Sales Executive developing and managing new and existing accounts.- Use consultative sales techniques to gain a complete understanding of clients’ needs.- Follow up with clients to ensure complete satisfaction with the performance of newly placedcandidates and promptly address any issues that may arise with a focus on 100% satisfaction.- Skilled at selling to executives of all levels—from clerk to C-level executives.**** Recognized as “Rookie of the Year” for billing $350K in first 9 months.****Staffing Executive, Salaried Professional Program, Promoted Jan 2007- Supervised team of 33 consultants on engagement.**** Broke 52 week high production levels within 3 months.****- Mushroomed several accounts to eliminate presence of competition.- Responsibilities include recruiting, marketing and closing sales deals.Staffing Manager, Accountemps, Oct 2005 - Jan 2007Recruited into the organization based on particularly strong record of client development and increased sales.- Achieved top producer status after only 9 months.- Developed a personal book of business worth in excess of $1.2M/ yearly

- Single-handedly managed the scope of entire volunteer program, engaging approximately 3,000+ volunteers on an annual basis. - Responsibilities include recruitment, retention, training, assignments and recognition. - Primary staff contact for public speaking engagements, with substantial outreach component.- Supervised staff of two and annual budget of approximately $80,000. - Developed comprehensive volunteer plan (with policies and procedures) which streamlined recruitment process and, due to rapid conception and deployment, saved thousands of dollars in staff time. - Recruited & managed 350 ongoing volunteers and 2,000 episodic in calendar year 2004. **** Expanded volunteer talent base from 68% - 92%, enabling organization to achieve expressed goals within one year.****- Maintained 90% volunteer retention rate, turning many into financial or in-kind donors. - Conducted cold calls to corporations, faith community leaders and philanthropic organizations with a 90% success rate of attaining a face-to-face meeting. - Successfully marketed to volunteers from all professional, social, and economic backgrounds.