Social Media Civil Engineering

Senior Leader of Talent Acquisition

Delivering the business a c u m e n, formative mindset, and adaptability to drive exceptional results

Entrepreneurial minded Talent Leader with experience spanning startups, corporations, and small business consulting. Well-developed ability to respond rapidly to change, with a data-minded orientation towards planning, development, delivery, and continual improvement of talent departments.

Exceptional relationship-building skills within all levels of any organization with internal/external stakeholders. Coupled with the leadership and presentation skills to effectively represent the organization in a range of capacities.

Representative Achievements:

Surpassed Open English’s goal of hiring within SHRM Guidelines (time-to-fill) & (cost per hire)

Saved nearly $200K through astute negotiations with multiple company vendors.

Increased passive candidate engagement over 500% for Metric Engineering, through various effective employer branding strategies and initiatives.

Implemented successful quality of hire metrics/reporting using SHRM findings.

Areas of Expertise:

-Data Analysis and Mapping

-Strategic Planning

-Succession Planning

-Market Insights

-ATS & HRIS Systems

-Change Management

-Diversity & Inclusion

-RPO Models

-Talent Process Improvements

-Facebook Branding

-Competency Models

-Candidate Experience

-Social Media Management

-Employee Value Prop

-Budget Planning

-Team Development

Professional Experience

Head of Talent Acquisition

Metric Engineering Inc. Orlando, FL 08/2016– Present

Medium-sized Civil Engineering firm focused on delivering transportation planning, analysis and technologies.

Key Function: Tasked with building out & operating an extremely scalable Talent Acquisition department including (Employee value prop, ATS implementation & administration, diversity & inclusion, comp modeling & analysis, interview guides, unique JD templates, benchmarking, college recruiting programs, talent mapping, interview score cards, KPIs, acquisition costs, multi-channel marketing strategies, career website content, change management, referral programs and recruitment automation)

Partnered with the other services leaders to provide executive leadership with a team that is fully aligned to support and achieve the organization’s strategic goals

Defined KPIs, metrics and reporting, with a goal of effectively tracking and measuring engagement, especially in areas of diversity metrics, time to fill, cost avoidance, new hire ramping, retention, and quality of hire.

Set performance direction by translating broader business initiatives into clear team objectives and individual goals. Defined and refined priorities and team goals based on evolving needs of the business and stakeholders.

Responsible for leading the implementation of an online pre-hire assessment tool (Predictive Index) and establishing the key metrics/methods to measure success.

Developed and implemented strategic recruiting initiatives including a new proactive and ongoing recruiting strategy for Associate level hiring, standardized interview process for all local sites, conducting interview training for management, pre-hire assessments focused on Associate level hiring, and a candidate engagement tool pilot focused on increasing prospect response rates from 19% to 50%.

Talent Acquisition Manager 03/2011-01/2016

Open English Miami, FL

Late stage startup offering multiple SaaS applications in the technology, linguistic, and education spaces.

Impact: Responsible for transformation of the TA group from a transactional, reactive, and agency dependent organization to an organization that is consultative, proactive, anticipates the needs of the business, and utilizes 3rd parties in a limited and strategic manner

Introduced a Quality of Hire (QoH) measurement by rating each hire after 3-4 months on skills and competencies targeted in the interview process. This provides a QoH measurement relative to our interview ratings and allows us to address areas of opportunity where QoH does not meet interview expectations and analyze results by hiring group, hiring manager, recruiter, skill or competency, interview participant, and candidate source.

Launched new interview and evaluation approach supported by hiring group level training sessions and individual req level coaching. The new 3-step approach was structured to include plan-conduct-debrief and captures interview ratings for each skill or competency targeted.

Created the Talent Acquisition opportunity and vision document, based on feedback from the Executive Team, Hiring Managers in the business, HRBP’s, and the TA team. This became our roadmap and the opportunities identified for improvement included proactive sourcing and 3rd party reliance, TA team resources, interview and evaluation, employee value proposition, reporting/metrics/analytics, quality of hire, campus recruiting, diversity, systems, employee referral program, and training and development for the TA team.

Talent System Administrator (iCIMS)(Full-Suite) V-14.5 08/2008 – 02/2011

Prime Care Health Fort Lauderdale, FL

Medium sized inside sales organization offering a wide range of health care products

Implementation & Ongoing Operations:

Implemented & maintained a full suite iCIMS system, overseeing training project and/or annual roll-outs, enforcing governance and supporting training teams throughout the company as well as the system's end users.

Responsible for all components of the talent systems including vendor management and relations, interfacing with HR analytics concerning employee data, staff training, tier 3 ticket support for effective use of the system, and reports management.

Developed and maintain self-service documentation, procedures, guidelines, and FAQs. Will collaborate with training and operational leaders to ensure that training progress is effectively communicated.

Closely monitor system trends, problem solves, and makes recommendations to vendors to ensure an effective and efficient experience for users.

Assisted with upload/publish and testing of e-Learning sources files in the LMS & established LMS governance and support other Talent System technologies.

Agency Recruiter/Account Manager 09/2005- 07/2008

ACA Talent (RPO) HCM Fort Lauderdale, FL

A dynamic dual model recruiting entity (RPO and Traditional Staffing Agency)

Key Functions:

Proactively sourced and identified qualified candidates; interviews, negotiates and closed selected candidates for job openings, ensuring compliance with company policy, recruiting processes and regulatory requirements

Worked closely with Talent Acquisition Director on ideas for process development and enhancement as well as creative strategies to fill critical roles

Highlighted the clients Employee Value Proposition, High-Performance Culture (HPC) and corporate benefit materials to improve conversation rate of potential candidates

Leveraged external market data, vendors, sourcing channels and the latest technology available to quickly build and maintain external talent pipelines.

Ensured compliance with legal and client regulations during identification and screening process

Education, Certifications, & Professional Engagement

Bachelor of Arts (BA), Business Administration — Florida Atlantic University, Boca Raton, FL

AIRS, an ADP Company – Professional Recruiting Certification (PRC)

AIRS, an ADP Company – Certified Internet Recruiter (CIR)

Social Talent.CO – Black Belt Sourcing Ninja

LinkedIn – LinkedIn Professional Recruiter

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