Experienced Talent Acquisition Manager with a demonstrated history of working in multiple industries. Strong Talent Acquisition People Leader with experience working with local and remote teams. I have more than 22 years of experience, and am now actively looking for my next role as a Recruiter or a Leader.
Formulate appropriate recruitment strategies and plans for the North America business areas which has a very strong sales focus.
Provide tactical/operational support and appropriate recruitment plans based on a thorough
understanding of recruitment methods and concepts assessment methods.
Understand key business drivers and the role of recruitment within the context of the overall
Monitor the recruiters' KPIs to ensure recruiters are managing to milestones and metrics.
Directly manage team to ensure that they receive the support necessary to reach recruitment
Team performance management.
Create innovative sourcing strategies and ensure a high-touch candidate experience.
Compile, analyze and capture insights from data to inform business decisions.
● Source, screen, interview, and recommend talent for Grainger's Sales Center.
○ Inside Sales Associates
○ Managers, Inside Sales
● Set sourcing strategy and continually adjust the strategy to identify top talent.
● Utilize Linkedin Recruiter as the main source of candidates
● Participate in feedback meetings and initial strategy sessions with all levels of leadership.
Source and recruit nationwide for multiple positions across multiple verticals in Sales and IT.
Utilize Linkedin Recruiter and other Networking methods to identify, screen, interview and recommend talent.
Provides strategic direction and management of business aligned recruiting resources. Sets
service level expectations and analyze daily team activity; quality and performance to ensure
hiring goals for the organization are met or exceeded. Ensures policies and procedures are
Partners with key business leaders and HR Business Partners to forecast and determine talent
requirements. Assists team with determining "buy, build or borrow" recruitment strategy, including
vendor selection and relationship management.
Coordinates delivery of daily, weekly and monthly team status reports for business leaders
including Talent Acquisition. Accountable for team performance on quality, timeliness and cost of hire.
Resolves escalated customer service issues related to assigned Recruiters.
Helped to open a brand new facility working with Executive team to shape culture and strategy in the Satellite office.
Drove a 34% increase (600+ jobs) in filled reqs from 2010 to 2011.
Hired, trained, and developing a brand new team since moving to San Antonio in June 2011 while meeting all expectations on all key hiring metrics.
Build strong relationships and work collaboratively with HR colleagues, Hiring Managers and company leaders to design and execute cohesive talent acquisition strategies.
Ensure consistent and proactive communication strategies to enable the Corporate and field
talent acquisition team to inform client managers and HR colleagues on the status of job
searches and outcomes of candidate interviews.
Work with talent acquisition leadership, communications and marketing teams to execute
strategies around recruitment advertising, job boards, research firms, internal sourcing and recruitment programs and compliance initiatives.
1/04 - 10/07
Initiate and conduct business meetings with CIO's, Directors, and IT Managers designed to uncover key IT initiatives in the coming months.
Successfully managed our 2nd largest Customer setting up informal SLA's, working with Line Managers and Directors to ensure a good, working partnership.
Screened potential applications, reviewed resumes, verified background investigations/technical
references, and interviewed candidates.
Managed up to 18 Recruiters, and driving the Delivery Team to perform for our Customers.
On-boarding new recruiters and administering the 13 week recruiter training program.
Running a twice daily meeting, allocating recruiting resources and interfacing between the delivery team and the sales team.
Conduct weekly pipeline meetings with Recruiters to review their previous week, identify any
potential improvement points and/or positive points to their week; identify any downward trends and put plans in place to correct them.