Senior Talent Acquisition Leader

MICHELE KRETZER

**************@*******.*** 206-***-**** https://www.linkedin.com/in/michelekretzer/

TALENT ACQUISITION LEADER

Dynamic Talent Acquisition Leader with over 25 years of experience driving recruiting transformations, implementing innovative hiring technologies, and optimizing candidate experiences. Proven ability to build and lead high-performing teams, manage high-volume and seasonal hiring cycles, and enhance recruitment efficiency through data-driven strategies. Adept at partnering with business leaders to develop and execute comprehensive hiring strategies aligned with workforce planning needs.

PROFESSIONAL EXPERIENCE

Insight Global June 2025 – Present

Insight Global is an international professional services and staffing company specializing in delivering talent and technical solutions to Fortune 1000 companies across the IT, Non-IT, Healthcare, and Engineering industries. Fueled by staffing and talent experts, Evergreen, our professional services brand, brings technical advisors and culture consultants to help customers tackle their biggest challenges. With over 70 locations across North America, Europe, and Asia, and global staffing capabilities in 50+ countries.

CONTRACT RECRUITER AND HR SUPPORT

High Volume Recruiter responsible for managing the full cycle recruiting process to attract, evaluate, and hire large numbers of candidates within tight deadlines. Supports the organization’s workforce needs by building strong talent pipelines, ensuring exceptional candidate experience, and partnering closely with hiring managers to meet staffing goals.

Working for a Beverage Distribution company supporting seasonal hiring needs; warehouse, CDL Truck Drivers and Merchandisers.

Trident Seafoods December 2022 – February 2025

Largest vertically integrated seafood harvesting and processing company in North America. Trident is a privately held, 100 percent USA-owned company with primary seafood processing operations and fleet support in twelve Alaska communities. Trident’s global operations produce finished wild Alaska seafood products in 6 countries, and its sales teams serve customers in over 50 countries. Trident employs approximately 9,000 people worldwide each year and partners with over 5,400 independent fishermen and crewmembers.

DIRECTOR OF TALENT ACQUISITION AND HR OPERATIONS

Lead a team of 42 high performing team members, driving process improvements, and shaping the employee experience in the areas of Talent Acquisition, HRIS, Payroll and The Employee Service Center. Committed to contributing to Trident’s unique story, hiring 6,000 + employees in manufacturing, skilled trades and corporate roles a year while supporting their experience to meet the company’s operation’s needs.

Designed and executed a comprehensive talent acquisition strategy to recruit high-performing leaders for corporate, vessels, manufacturing and skilled-trades hourly and salaried employees across multiple locations and business units.

Led end-to-end recruitment processes for seasonal hiring cycles, ensuring operational readiness during peak business demands.

Spearheaded the implementation of new talent acquisition technology and Dayforce HRIS Modules, seamlessly integrating Cadient ATS workflows, onboarding and automation to enhance efficiency and candidate experience.

Championed change management initiatives, engaging stakeholders to drive adoption of technological and process improvements.

Built and mentored a high-performing talent acquisition team, fostering a culture of innovation, collaboration, and continuous improvement.

Developed strategic partnerships with HR leadership and business stakeholders to align hiring initiatives with workforce planning goals.

Drove partnership with procurement to implement a MSP model for Value Added Plant temporary usage of over $15 mil in annual spend

Realigned Plant Manufacturing recruiting, processes and support saving the company $10.2 mil in temporary agency spend in 2024

Leveraged PowerBI, SharePoint and Cadent to monitor and analyze recruitment metrics, applying data-driven insights to improve hiring effectiveness, efficiency, and compliance. Created business specific reports to drive workforce planning and decision making.

Led ATS compliance efforts to align hiring processes with OFCCP and federal regulations, successfully removing Trident from conciliation within 18 months.

Stayed ahead of industry trends, introducing innovative recruiting strategies and best practices to enhance talent acquisition outcomes.

dentsu International January 2018 - October 2022

Champions for meaningful progress, helping our clients to win, keep and grow their best customers. With best-in-class services and solutions in media, CXM, and creative, operating in over 145 markets worldwide with more than 66,000 dedicated specialists.

Vice President of Talent Acquisition, Media Service Line

Develop and execute a strategic approach to achieve the Media Service Line goals in attracting and hiring external diverse talent. Lead a virtual team delivering Talent Acquisition full lifecycle external recruitment comprised of 4 Leaders, 19 Recruiters, 5 Sourcers and a Program Manager leading the Contingent Worker and Temporary Program.

Filter Digital, Seattle, WA purchased by dentsu International.

Professional Services Company that helps companies achieve their in-house ambitions, working with global market leaders and aspiring brands alike to develop internal agencies and embedded teams. Working together to build breakthrough

products, meaningful engagements, impassioned loyalty, and compelling experiences for audiences around the world.

DIRECTOR OF TALENT DELIVERY AND ENGAGEMENT

Set long term vision, strategic goals and lead 3 functions that deliver Talent Acquisition full lifecycle and Employee Engagement services; 3 Sourcers, 4 Recruiters and 5 Engagement/Account level roles that are virtual and non-virtual team members.

Redesigned 3 functions to deliver optimized processes, SLAs, and results in the disciplines of: full lifecycle Talent Acquisition, Consultant Assessment, Onboarding and Employee Engagement.

Partnered with cross functional business leaders and clients to define shared goals, develop recruitment strategies to meet business goals and budget.

Launched multiple technologies including Dribble, Sense and LinkedIn to increase awareness of the company brand to targeted talent pools.

Developed talent pipelines using market analytics and talent landscaping to ensure that the right talent was available at the right time to support Filter achieving monthly, quarterly, and annual revenue and gross profit targets.

Built tools, audited processes, and ensured capabilities to meet all internal reporting requirements as well as data accuracy needs across all functions.

Fostered a collaborative and aligned team culture across all locations sharing best practices, high standards, productivity, and continuous improvement methods.

Established candidate experience experiences that provided insight into the company culture and values.

Providence St. Joseph Health August 2013 – October 2017

A faith-based not-for-profit health and social services system with 50 hospitals and 829 clinics across Alaska, California, Montana, New Mexico, Oregon, Texas, and Washington.

Senior Talent Acquisition Manager

Created a strategic organization and business model that provided a unique menu of talent services bringing together three new functions including 3 managers and 32 virtual and non-virtual team members: program managers, senior sourcing recruiters and employment brand consultants.

Created an integrated operating model allowing for enhanced “next practice” talent acquisition solutions in the areas of employer branding, awareness, recruitment marketing and candidate sourcing strategies to create pipeline development of clinical, non-clinical and corporate talent.

Brought together and delivered market analytics and talent landscaping to launch talent attraction and candidate sourcing strategies to enable the most effective and innovative ways to find the best talent.

Delivered annual goal setting, performance management and meeting department/team SLA’s and key metrics.

Built long term (earned, owned, and paid) employment branding, social media, career website and content strategies integrating multiple channels and platforms showcasing the culture and growth opportunities that set the company apart from the competition.

Partnered with marketing agencies and internal marketing teams to deliver creative solutions, social media, career websites, messaging, and collateral.

Launched multiple technologies including Sprinklr, SocialChorus and Avature to increase awareness of the company brand to targeted talent pools.

Led a large, complex, cross-functional project to improve the TTF, hiring manager and internal candidate recruitment process by improving process design, developing system-wide guidelines and tools. Enabled Talent Acquisition to provide more value to organization and decreased offer cycle time by 20 days.

Starbucks Coffee Company 2001 – 2013

Manager Global Staffing, October 2008 – August 2013

Provided the strategic direction and program delivery of services leading 4 program managers supporting Talent Acquisition programs across the Starbucks portfolio of brands that included Non-Partner Workforce (centralized domestic contingent workforce program), global relocation, background, reference and drug screening, global recruiting processes, outplacement and on-boarding processes with a collective program spend of $130M+.

Identified, lead and optimized core global recruiting processes and tools throughout talent acquisition life cycle to meet current and future hiring needs.

Supplier management: designed RFPs, selected vendors partnering with Procurement and Legal to negotiate vendor agreements.

Developed a business case and received senior leadership alignment to implement a vendor neutral centralized solution to outsource the U.S. contingent workforce program to a VMP and an MSP supplier with $50M+ in spend.

Global Staffing Program Manager, August 2004 – October 2008

Developed, communicated, and maintained a transparent internal mobility philosophy and process experience to internal employees through the recruitment process.

Provided consultation to business units to develop career services transition models based on business needs and impact on employees.

Managed day-to-day operations, supplier performance and budget for Background Check, Outplacement and Contingent Workforce programs.

Centralized Background Check program for Canada and drug screen program for US Roasting Plants.

Developed reporting on contingent workers spend for business units to create program visibility.

Contract development and new supplier deployment for background check program across US Domestic and Canada users.

Supervisor, Staffing, March 2003 – August 2004

Provided leadership and direction to a team of 11 recruiting coordinators supporting 30 recruiters accountable for corporate and non-retail business units, 3000+ employees with 600 requisitions.

Established a streamlined, consistent, and documented process to drive an optimal candidate experience through the interviewing and offer process in partnerships with the recruiters.

Set goals with a team through weekly 1:1's, team meeting and mid- year and annual performance reviews.

Sr. Recruiter, January 2001 – March 2003

Managed the recruitment lifecycle of 40-60 open requisitions in Accounting, Legal and Administrative Services.

Worked with hiring managers and human resource managers to define and maintain hiring needs while understanding the technical requirements of the roles, business strategy and how the role fit into the organization.

Delivered “green apron” experiences throughout the life cycle of the recruitment process to hiring managers, candidates, and peers.

PREVIOUS PROFESSIONAL EXPERIENCE

Nordstrom.com, Seattle, WA 2000 - 2001

Human Resources Representative/Recruiter

Randstad, Renton, WA 1995 - 2000

Branch Manager

EDUCATION

General Studies, Highline Community College, Des Moines, WA

TECHNICAL PROFICIENCIES

Applicant Tracking Systems (ATS), HRIS Platforms, Data Analytics Tools, Microsoft Office Suite, Google Suite, Recruitment Marketing Platforms

INDUSTRY EXPERIENCE

Retail Supply Chain Manufacturing Corporate Hiring I Healthcare I Media Services

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