TANYA WHITE

EQUITY & INCLUSION ADVOCATE - TALENT ACQUISITION LEADER

My Superpower is my Curiosity. I will always seek to clarify,

to create & improve processes.

https://www.linkedin.com/in/tanyamwhite/

540-***-****

ad0yie@r.postjobfree.com

PROFESSIONAL PROFILE

Data, Curiosity and Strategy are what drive me. I am a Global Talent Acquisition Leader that brings 13+ years demonstrated history of helping build teams utilizing the best Technology tools, my Project Management expertise, and Social Media strategies. To drive change, I expand boundaries to build creative recruiting strategies in a very competitive talent market. I forge consultative relationships and partner with key client stakeholders to help identify and forecast business needs. I believe collaboration is paramount to success and that we all accomplish more together. I am an unapologetic Diversity, Equity & Inclusion advocate that will always champion for and invest my time, talents and funds in those that represent marginalized communities.

SKILLS

HRIS & Business Intelligence Reporting

Cloud Computing

Data Analysis

Project Manager

Excel Expert Certification (MS 365)

Microsoft Office

Google Workspace Administrator

Strategic Sourcing

Global Talent Acquisition

People Manager

AIRS Recruiting

DEI Project Manager

Behavioral Interviewing Training

International Recruiting

Applicant Tracking

Artificial Intelligence

Machine Learning

LinkedIn Recruiter Insights

Avature Talent CRM

Data Analytics

Google Digital Marketing

PeopleSoft

WORK EXPERIENCE

SR. EXECUTIVE RECRUITER – Google Cloud Platform

GOOGLE, LLC 2021 – present

www.google.com

Responsible for developing Executive Recruiting strategies for Google Cloud, partnering with senior stakeholders,

developing processes and hiring the absolute best talent for our leadership roles.

Developed unique and robust search strategies to identify and attract Executive talent with a record of high-performance and impact using our business goals and core competencies as the guide.

Well versed in all aspects of executive search including search/market strategy, market intelligence, creative candidate sourcing, pipeline generation and development, business partnerships and create offer negotiation.

Expert ability to manage projects and implementation and track KPIs, attrition, and ROIs & results using data analysis.

Leverage emerging technologies and tools for candidate tracking as well as team productivity metrics.

Developed proactive, inclusive programs slates of diverse candidates for pipeline building at each leadership level for succession planning.

Executive level written and verbal communication skills – Create candidate profiles, Draft behavioral Interview questions and candidate preparation.

Demonstrated knowledge of OFCCP and AA EEO regulations as well as tracking for US based roles and international projects.

Provide strategic full life cycle recruiting supporting Google Cloud focused on delivering a superior candidate experience throughout the entire recruiting life cycle.

Provide End to End Recruiting consultation covering the talent recruiting lifecycle from initiation of requirements through to offer negotiation and onboarding.

Create recruiting strategies in response to the changing market, business intelligence and individual client needs.

Partner closely with stakeholders as a trusted consultant to identify, assess, and hire the best-in-class talent.

Create Sourcing strategies and methods ensuring candidate management and relationship building to build pipeline of passive talent for both current openings and future need.

Advance our culture of inclusion and equity for all by promoting inclusive & diverse talent strategies and cultivate a sense of belonging in all aspects of the work, team, opportunities.

SR. TECHNICAL RECRUITER – AZURE Security & Artificial Intelligence Engineering Team Lead

MICROSOFT Corporation 2019 – 2021

www.microsoft.com

Full Life Cycle Recruiter Project Manager for Azure Cloud SW Engineer Candidates Hiring Events and Ad hoc confidential business critical assignments.

64 Total Hires - 92% Offer Accept rate for last FY. I have exceeded my individual metrics by 27% for the last 2 fiscal years and reduced time to fill by 30%.

Stretch assignment 6 months as Acting Talent Acquisition Manager for Maternity leave with responsibilities managing 6 FTE Recruiters and 4 Vendors (November 2020 – May 2021) received HR Growth Mindset Recognition Award & mid-year cash bonus (July 2021) + a rating of Exceeded Expectations.

Execute initial screening and assessment of all Azure Security and Artificial Intelligence SW Engineering candidates, identify and gather relevant information including ability to hire, relocation, clearance status, compensation to qualify & build talent pool, creating a highly qualified on bench pool & pipeline to workforce.

Maintains current documentation on candidates’ qualifications and status in applicant tracking system, maintain 97% excellence guidelines for ATS tracking and OFCCP Data Protection & compliance Regulation.

Advocates, educates and influences candidates and business partners to embrace new strategies and compliant processes.

Developed a pipeline that generated niche strategic candidates for following 12 months to help meet the future talent needs of a business line that was then able to be scaled and used across our Engineering Recruiting Team which increased the Diversity Inclusion Interview ratios goals by 10% each of the last 3 quarters.

Use innovative research and sourcing methods to fill hard technical openings for Software Developers including Cloud SW Engineers, Program Managers, and Azure Cloud Security Engineers responsible for monitoring Security and Intrusion for a 24-hour Security Operations Center.

Analyze and interpret key metrics and market research, identify trends, and consult with business & recommend pivots in our recruiting strategies to remain agile and create new hiring plans that align with the business need & shifts in the talent market.

Exceeded (93 % for last FY) candidate experience survey goals at each phase of hiring process while maintaining operational excellence and compliance metrics.

Leverage unique incentives that are targeted to each candidate, keeping them engaged and prepared them for each phase of hiring process to ensure they maintain contact up until they are in New Hire Orientation.

Gather information during each touch point helps me to negotiate creative offer packages that are robust and competitive, and align with each candidates’ individual preferences/needs, based on the info gathered at each step of process.

Streamlined workforce optimization by identifying differentiated and alternative types of talent including (compete, diverse, non-traditional) that may not have been typically considered.

Conducts Quarterly Brown Bag training and updates on Talent Market, Diversity & Inclusion, and recommendations to business to expand concepts of Diverse and Inclusive Hiring.

Stimulated additional interest in active and passive candidates creating 5-minute mini–Ted Talk videos using storytelling that represented unique Microsoft employees, career possibilities, advantages, and rewards that are distinct from those of competitors.

Identify approaches to enhance candidate experience throughout hiring plans, including facilitating and developing strong, long-term company and candidate relationships for ongoing external referrals.

Utilize competitor data, talent markets and profiles of niche candidates to build rich candidate pools for future needs.

Served as Co-Lead for Center of Excellence Task force that was able to create BI reporting tools for candidate assessment frameworks and follow up which increased operational efficiency by 20%+ in 2020.

SR. TALENT ACQUISITION CONSULTANT - Cyber Intelligence & Security

SAIC – Science Applications International Corporation 2018 – 2019

www.saic.com

Full Life Cycle Recruiting Project Management for Cleared Government contracts hiring VPs to lead 5 teams of Cleared Software Engineers, Artificial Intelligence Engineers - Machine Learning/Cognitive, Data Scientists, and Engineering Project Managers.

Identified, assessed, and hire Talent for Cleared Government contracts at the Top Secret (TS), TS SCI and Full Polygraph levels.

Project Managed creating a high-quality cross-functional team collaborating with 40+ hiring managers, 5 Program Teams, and key stakeholders to identify, assess and deliver recruiting needs

Develop and execute unique, strategic sourcing strategies for each position and track the results to measure ROI, maintaining agility to enable adjustments as needed.

Facilitate Monthly Reporting of Market trend data that went to 100+ Sr. stakeholders and provided monthly consultative recommendations to secure talent, reducing employee turnover by 15%+ across 12 months.

Identified qualified candidates in the market through innovative recruiting strategies and full use of a robust recruiting network to present prescreened, qualified candidates for each opening.

Collaborate with cross-functional teams to create an environment to seek team wins along with individual goals, increasing team-wide efficiency by 55%.

Leverage data to provide proactive updates to clients and build strategy for future needs, maintaining 100% data accuracy and integrity.

Participate in Regional Tech User group, Hacker Network events to increase branding, track trends, market conditions, and shifts in candidate pools.

SR. GLOBAL TALENT ACQUISITION RECRUITER TEAM LEAD

Booz Allen Hamilton 2015-2018

www.boozallen.com

Owned and Managed the Full Life Cycle Recruitment in a fast-paced environment including offer, negotiation, closing & administrative components through onboarding in the full life-cycle recruitment of all levels of Highly Skilled Tech candidates with Government Clearances moving to Europe USAFRICOM Contract.

Coordinated with multiple cross functional teams on Travel, Immigration, Relocation, Total Rewards, and Tax Implications for US based employees moving Internationally.

Created proactive sourcing strategies for cleared DoD SW Engineers, Developers and Test Engineers, and Cryptologists, and project teams for work in the DC Market, Germany, and the UK, and Italy

Maintaining 100% fully staffed program with less than 4% attrition.

Developed strategy on pipeline building activities and identification of candidates in the cleared space to support future work in a high volume, quick turnaround environment with a 95% productivity rate.

Advanced industry knowledge to create and execute creative recruiting strategies, resolving 100+ staff development inquiries, requests, and concerns timely and effectively.

Identified and presented a diverse candidate slate to support business diversity and inclusion efforts while corresponding with HR in the planning and executing of HR strategies and priorities across the division.

Oversaw the coordination of Relocation plans, Work Visa applications, Travel, and In-Country Processing for all New Hires relocating from the US to United Kingdom, and Germany, and Italy.

Traveled to Stuttgart Germany every 90 days to be onsite 50% of each year to assist in developing relationships with our US Government counterparts, increasing my knowledge of international relocation and employment on an Army base.

Increased relationships, niche skills, and business acumen with the on-site front-line leadership team lead to an increase in business growth by 30%+ annually.

Decreased relocation costs by creating an innovative branding program to include robust Employee Referral program to hire Cleared Military Service members that were separating from military and already located in Europe, reducing our relocation costs by 35% over previous year.

Managed Stakeholder expectations, using clear communication, being proactive with updates, creating Service Level Agreements with each Hiring Manager and Team.

SR. TALENT ACQUISITION RECRUITER TEAM LEAD

The Boeing Company 2013-2015

www.boeing.com

Drove full cycle recruiting services for Cleared Consulting hires with DoD Clearances - including Intel/NSA - business solutions and consulting services to specific clients in the Technology Space.

Team Leader to 4 other FTEs and 4 Vendor Recruiters and mentored others as needed.

Recruited several high-profile hires at VP level that resulted in a contract win of $100M+.

Managed 25+ active Requisitions and all candidates throughout the recruitment process with 100% accountability.

Collected, analyzed, and disseminated reports summarizing company performance, employee satisfaction, compensation, and company’s compliance to monitor and improve upon processes.

Maximized creative sourcing tools such as LinkedIn Recruiter, Technical User Groups and Chat rooms, Boolean search strings, and Direct Cold Calling to identify passive candidates with clearances.

Managed data with integrity within the ATS and other HRIS, remaining compliant to federal standards as well as Internal Company SOP.

SR. RECRUITER - TEAM LEAD

I-3 - Ideal Innovations Inc. 2007-2013

www.idealinnovations.com

Management of End-to-End Talent Acquisition process for Public Sector niche Biometric Engineering positions for Iraq and Afghanistan for rotating 2-year OCONUS assignments during a critical time in the history of our country.

Managed the Full Life Cycle Recruitment in a small Veteran Owned start up reporting to VP of HR.

Worked efficiently in this fast-paced Entrepreneurial environment. Responsibilities included Sourcing, Screening, Annual Budgeting, Vendor Management, Attending Job Fairs, Assessments, Interview Prep, Offer Negotiation, Closing & administrative components through onboarding in the full life-cycle recruitment of all levels of Highly Skilled Tech candidates with Government Clearances accepting roles to move them to Iraq and Afghanistan for 2-year Government Contracts.

Coordinated with multiple cross functional teams on Travel, Finance, Business Development, Immigration, Relocation, Total Rewards, and Tax Implications for US based employees moving Internationally.

Worked as a trusted advisor closely with Business Development on Proposals and Staffing Plans.

Served as a Team Lead for a team of up to 11 recruiters based in 3 locations.

Partnered with Hiring Managers to build job descriptions that were thorough, innovative, aligned to business strategy as well as OFCCP compliant.

Developed and implemented recruiting solutions to hire talent to achieve staffing objectives and goals, to respond to a fast moving, quick turn environment while recruiting a team from the ground up and developed metrics and SLAs for a team of 8 recruiters.

Educated Stakeholders on process and candidate tracking, assessments, and status, and set expectations with department leads regarding market conditions and trends.

Formulated an effective and engaging Employee Referral program that increased resume volume by more than 25% for 3 years in a row resulting in lowering advertising costs by 25%.

Developed a behavioral based interview training program and facilitated training bi-monthly for new hiring managers and anyone that would be involved in interviews.

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