Michael Rudnicki

Holland, OH

advsg7@r.postjobfree.com

419-***-****

Professional Overview

Dynamic and innovative recruiting professional with a high customer-service orientation and experience in sourcing and hiring exceptional talent into a variety of industries. Ability to quickly partner with all levels within an organization to determine hiring needs and develop strategic sourcing solutions. Recognized as an outstanding and focused contributor with the ability to develop and implement comprehensive recruiting/program strategies with a demonstrated aptitude of building strong pools of external passive talent, providing career coaching to internal talent, and improving processes. Hands-on recruitment leader, proactive client manager, process improvement advocate and creative problem solver with strong business acumen leading functional groups through change and strategic growth. Career Overview

GetGo Transportation

Director, Recruiting & Retention

September 2022—current

Developed current recruiting, sourcing, and retention strategy.

Partner with department hiring managers, Human Resources, and ownership to promptly assess current and future staffing needs (recruiting and talent acquisition)

Streamlined hiring process to ensure a more positive candidate experience.

Create and publish the company’s job postings to leading job boards (LinkedIn Recruiter, Monster, CareerBuilder, Indeed, etc)

Full-life cycle recruiting: creation of open company opportunities, posting of employment ads, pre-qualify resumes, connect with qualified candidates, present qualified candidates to hiring managers, make employment offers, negotiate terms of offer and start date, and ensure all departments are prepared for incoming new employees

Proactively source and cultivate passive candidates utilizing current database, social media, and referral program to build the pipeline of potential candidates.

Constant collaboration and communication with hiring managers to ensure a positive candidate experience.

Developed and administered behavioral assessment for all qualified candidates.

Conduct weekly update/status meetings with department leaders.

Developed company retention program that has resulted in turnover rate decreasing from 124% to less than 10%

Created survey process for both internal and external employees; feedback from surveys is presented to department leaders for training and retention purposes.

Heavy outbound and inbound call traffic to assess candidate talent, culture fit, and compensation expectations.

Maintained a retention rate of 94%

Manage the ATS for all contacts, with constant updating of files. Grammer Logistics

Director of Recruiting and Employee Integration

November 2021-September 2022

Developed partnerships with internal recruiting team and hiring managers.

Supported sourcing and recruiting efforts as needed to build the pipeline of talent for active and passive candidates.

Collaborated with hiring managers and other leadership individuals to ensure candidates were processed quickly through the interview and hiring process.

Full-life cycle recruiting on positions that included Safety, Accounting, Marketing & Sales, Business Development, CDL Drivers, Administrative, and Mechanics

Partnered with third-party vendors to develop an inventory flow of parts needed for the fleet of trucks.

Streamlined orientation/onboarding process for a more efficient and effective delivery to new hires.

Directed, planned, and implemented expansion for onboarding and orientation into two new territories.

Manage the ATS for all contacts, with constant updating of files. Expeditus Transport

Director of Recruiting/Talent Acquisition

November 2017-November 2021

Restructured company’s recruiting process that resulted in 300% growth within the first 90 days of employment.

Partnered with hiring managers on positions that included Accounting, Business Development, Safety, Administrative, CDL and non-CDL drivers.

Directed team of recruiters and sourcing experts

End to end recruiting including: creation and publicizing external and internal employment opportunities, phone screens, interviews, negotiating compensation packages, making offers for employment, weekly strategy sessions and update meetings

Manage the ATS for all contacts, with constant updating of files.

Training and development of recruiting team and sourcing experts

Performed orientation for new hires.

Trilogy Health Services

Director of Midwest Recruiting

November 2016-May 2017 (contract)

Directly responsible for Corporate Recruiters in 14 long-term health care facilities

Identified, recruited, and negotiated salaries/hourly pay for RN's, LPN's, facility directors, kitchen staff, house-cleaning staff, and STNA’s.

Developed and implemented regional recruiting plan.

Maintained a company-best 22 percent turnover rate while the company standard was 40 percent.

Visited each long-term care facility bi-weekly and worked with the Director of Nursing and other decision makers to assist with hiring needs.

Maintained less than five percent open requisitions monthly when the company standard was 25 percent.

Guided decision makers with best hiring practices at each location

Assisted Human Resources with corrective action, hiring, and training & onboarding of new employees.

Developed & implemented succession plan for each facility.

Advised Area Manager on new location possibilities and added four new long-term care facilities in my tenure

Crossfire Marketing Group

Director of Operations/Talent Acquisition

August 2001-September 2016

Developed and implemented the company's recruiting strategies throughout its eight locations

(began with a single, 32-seat location

Responsible for full life-cycle recruitment program among all locations

Partnered with company General Managers to identify hiring needs per location and created recruiting & retention plan for each location.

Maintained retention rate of 72 percent which allowed the company to invest into new locations

Instituted company hiring, on-boarding, retention, and Human Resource policies that allowed for fluid succession planning.

Ran all social media and print advertising company-wide.

Assigned General Managers to new locations as needed.

Coached and trained new managers, all hourly employees on daily, weekly, and monthly duties.

Developed human capital KPI's and metrics.

Strategically created policies that elevated operational efficiencies that optimized costs, productivity, and quality

Formulated sales, recruiting, and developmental programs that guided the organization in maintaining and improving its status within the call center market, specifically the deregulation of utilities with each client.

Provided leadership in sales operations, recruiting and retention, and Human Resources to ensure we were the go-to company in each market.

Began my career as the Sr. Recruiter and ended as the Director Of Operations SKILLS

ATS (Workday, iCIMS, Bullhorn, BambooHR)

Full-Life Cycle Recruiting

Negotiation

Human Resources

Talent Acquisition

Social Media

MS Office

Interviewing

Cold Calling

Succession Planning

Onboarding

Orientation

Management

Team Building

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