Talent Acquisition Program Manager

850-***-****/************@*****.***

DELAINA MORSE www.linkedin.com/in/delainamorse

SUMMARY

Results-driven Talent Acquisition and Skillbridge Program Manager with 10 years’ experience within Full- Lifecycle recruiting, Sourcing, Workforce Development, and 8 years in Retention, and Succession Planning. I am looking to combine my experience in Recruiting, Training & Development, and HR to improve revenue savings by providing a quality over quantity leadership model through mediation and negotiant.

Executive Communication

Recruiting

Improve Revenue Cycle

Prime and Sub Account Management

Full-Life Cycle Recruiting

Program Managed Veteran Hiring Initiatives

Brand Marketing

Microsoft Office Suite

EXPERIENCE

Talent Acquisition Manager: 12/2022 – 04/2025

(Amentum)

Filled over 200 clearance required niche positions as the sole recruiter, supporting a 700+ person program that also included remote areas

Types of roles included Lead Infrastructure Platform Engineer, Senior Kubernetes, Test Engineers, Systems Engineers, Network Engineer, and special projects like Defense Red Switch Network

Provided a savings of 2.5 million to the operational budget by breaking down “subscription fees” spending and providing operational analysis on teammate and agency fees to the Program Management

Presented financial and data analytics to Senior Program Management demonstrating short falls within the operational budget and provided corrective action on inefficiencies.

Compiled and extracted data from ATS systems and market trends to present to 5 different departments all with their own specialties to create a faster and more organized TA process.

Built relationships with Program Directors to ensure proper utilization of their workforce and how to expand it with a focus on building and retaining their current employees.

Recognized 2 times with a Spot Award by Program Directors for operational savings and for creating pipelines of free candidates. This gave them the ability hire more where they wouldn’t have

Created lines of Succession within the organizational chart in multiple departments to help with retention and provide an internal space for the contract to develop its own talent.

Successfully provided full-life cycle recruiting, filling 200+ niche requisitions and within 4 months by utilizing non-profits, using advanced Boolean search techniques, and virtual events

Developed PowerPoint training classes for the contract to train hiring managers on Fair and Equitable hiring, Interview Do’s and Don’ts, Labor Costs, and Writing a Requisition Executive Recruiter: 01/2022-12/2022

(WilsonHCG)

Recruited 32 within 4 months Sr. Manager, Associate Director, Director, and VP level roles for Johnson and Johnson supporting their Virtualization departments and Pharmaceutical Manufacturing sector

Ranked in the top 20% in the North America Region 4 times, including both my first and second month with the company

Increased client candidate retention by 20% to retain top talent and keep them engaged to start date

Coached Program Managers on best practices to retain their talent which brought back an average of 120k per department assigned to me. Created and presented weekly reports highlighting recruitment strategies, financial analysis, and marketing strategies.

Handled, organized, and fulfilled 7 weekly data analysis and report development requests from senior leadership, including Associate Directors.

Talent acquisition Specialist: 04/2016-02/2022

(Troops2Logistics/CASY)

Project managed bringing on brand new accounts like with partners McKesson, FedEx, and Penske

Filled 25 employment vacancies with Veteran talent per month

Presented data analysis to Program/Account managers of sourcing efforts, financial budget, and other key deliverables

Sourced roughly 300 candidates a month using LinkedIn and Facebook

Taught Veterans how to read job announcements and translate their military skills into the civilian sector

Advised on the emotional change they will experience while they transition from the time they drop papers to the time they start their first civilian job

Located jobs that fit their needs (desired location/job type/pay) and the expectations that come with it Operations Manager, Dedicated Accounts: 10/2020-08/2021

(Covenant Transport)

Built and Managed 6 Customer Accounts that included Target and Toyota including the full work up building the account and managing the account with a total of 250 drivers and 9 fleet managers

Presented daily reports to Customer Account Managers on loads delivered, driver issues, load discrepancies and the fix that was provided, and current labor costs for the assigned drivers

Presented weekly reports to Senior Program Managers both customer and my management team on Labor Costs, Turnover (# of people), Equipment Costs, and market trends

Led a team from a 486% turnover to 256% turnover within a 3-month period by providing an inclusive environment and leadership versus management style

Process Improvement Lead that led to the creation of better policies for drivers which helped reduce turnover both in onboarding and after

Influenced others in how to be more understanding of driver’s backgrounds by investing time in the driver by opening the door of conversation outside of just customer needs

Trained drivers on policy and procedures of hauling refer and high value freight which saw a reduction in risks by 30%

Provided on-board for both students coming out of training and experienced drivers

Problem solved teaming issues with drivers to prevent them from needing to reteam Risk Management Specialist: 02/2019-10/2020

(Crete Carrier Corp.)

Recruited drivers to run dedicated routes including JBS, Tyson, and Nestle with only a 30% turnover rate that led to a retention savings of $250k annual

Managed Production, Protein, and Produce freight which was their highest valued freight

Performed 174 relays to ensure on-time delivery of both high value freight and the freight they were swapping with

Mastered route planning by knowing weather conditions and traffic patterns within the entire lower 48 at any given time of the year

Trained 18 off hours staff how to efficiently perform relays within their own fleets

Program manager for the recruitment of drivers to run specific accounts during the COVID pandemic

Maintained a 40% turnover rate which was the lowest in the company

Balanced 50+ drivers that included planning their loads home, freight, and lumper requests EDUCATION

Associate degree/Business – Florida State College at Jacksonville - in process. Graduation date 01/2026 TECHNICAL SYSTEMS

ATS Systems: Workday, Taleo, HireEZ, Salesforce, Avature

Sourcing Platforms: LinkedIn Recruiter, ClearanceJobs, Boolean Strings

Proficient at Glassdoor and market analysis trends within Excel PARTNERSHIPS

AllegiantVets

University Of Maryland – Global Campus

RapidAscent

aciLearning

7 Eagle Group

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