University of Nebraska-Lincoln College of Business Administration

Platteview High School

Building one of the fastest growing ecommerce companies in history through employer branding and recruitment marketing - 💻🚚📦🏠

Safelite AutoGlass

Talent Attraction and Employer Brand Manager

• Developed content calendar to execute organic social campaigns to generate sales leads in Hubspot.
• Collaborated with Growth Marketing Manager and Art Director to write copy for a website refresh to increase SEO and the traffic of B2B leads and candidates. 
• Outlined content distribution, platform merge, and organic social metric strategies for nine social channels.

Spreetail

B2B Brand Marketing Manager

• Executed content strategy for @wearespreetail social channels (Twitter, Facebook, Instagram, TikTok) and LinkedIn platform using Hootsuite.
• Produced 52 videos for Spreetail's YouTube Channel as well as published over 350 social posts, resulting in a growth of over 6,000 followers since July 2021. 
• Analyzed metrics for social such as followers, impressions, reach, and engagement rates (both organic and sponsored advertisements) as well as top-of-funnel applicant sources with Google Analytics.
• Built the company's first Talent Community, growing the email marketing audience size to 22,000+, and averaging a 28.36% open rate and 3.7% click rate.
• Created content for over 1000 team members to share open roles on their personal platforms to increase referrals, resulting in the average number of referrals submitted growing from 10/month to 471/month.
• Responsible for full-cycle blog production on www.wearespreetail.com/blog, including ghostwriting and/or editing over 50 blogs since 2020. 
• Launched the company's first-ever virtual recruitment event on LinkedIn Live, collaborating with the Vendor Management and Marketing divisions as well as an external vendor to highlight open roles for over 140 attendees.

Sr. Talent Brand Partner

• Implemented candidate experience initiatives with the recruitment team, including tracking an NPS survey sent twice a week to candidates to achieve the team's NPS goal with a score of 75.
• Analyzed metrics for social such as followers, impressions, reach, and engagement rates (both organic and sponsored advertisements) as well as top-of-funnel applicant sources with Google Analytics.
• Organized focus groups to develop Spreetail's EVP and collaborated with Employee Experience, Talent Development, Community Impact, and Recruitment Teams to share authentic stories of the culture.
• Led discovery and partnership of an external advertising agency to launch a hiring campaign that included paid media, public relations, and digital advertising to meet Covid-19 headcount goals.

Talent Brand Manager

• Collaborate with leaders across the business to fill roles from entry level to executives, providing strategic solutions to their talent needs.
• Built out Recruiter Toolkit - a resource for our hiring team with all relevant talent acquisition content living in one place.
• Leading a Candidate Experience revamp focusing on evaluating candidate readiness, response timeliness, and overall candidate satisfaction throughout Spreetail's hiring process.
• Coaching two recruiters on personal and professional growth initiatives, including the transition from high-volume, transactional recruiting to roles that require heavy sourcing efforts.

Recruitment Lead - Supply Chain, Finance & Accounting, People & Culture

• Perform full life-cycle recruiting including job advertising, sourcing, reviewing applications, conducting initial screenings, sending offers, and handling negotiations - filling over 100 positions. 
• Partner with 25 hiring managers across customer success, sales, marketing and business operations, legal and people operations to advise on talent needs including forecasting for budgeted and unbudgeted headcount as well as backfill due to involuntary or voluntary turnover.
• Restructure interview processes for high volume roles, achieving hiring goal of 86 new sales representatives in two months - impacting the company’s target of $100MM in total revenue. 
• Execute outbound recruiting by using sourcing tools such as Entelo and LinkedIn to build lists of qualified candidates, sending outreach messages to influence passive job-seekers to apply.
• Manage two members of the Talent Squad, conducting bi-weekly performance review meetings and consistently motivating them to achieve metrics including time to fill.

Hudl

Recruiter

• Coordinated the interview pipeline for candidates from application to on-boarding, scheduled on average 250 interviews per month - focusing on a response time of 48 hours or less ensuring consistent communication for a positive applicant experience. 
• Collaborated with the international hiring team to achieve the company mountain goal of doubling the size of the Product Team in 2015 and 2016 by adding 150 new employees (Developers, Quality Analysts, •Designers and Product Managers) across New York, Texas, California and Nebraska.
• Led individualized candidate experience initiatives through on-site tours, personalized gift bags, travel coordination and detailed itineraries for prospective employees. 
• Recruited, forecasted and conducted interview training for Hudl's Coach Support Department, and developed the “bench” system to supply talent to backfill for internal movement.
• Oversaw the expansion of Hudl’s hiring brand through tech meet-ups, community events and campus recruiting - resulted in the growth of the summer internship program from zero to 30 students in year one.

Hiring Project Coordinator

• Travel across the U.S. to coaching clinics to interact with current and potential partners of Hudl, informing coaches of new feature releases and increasing their knowledge of the Hudl software. 
• Cold call at least 45 coaches a day, send a cadence of follow-up emails and use ClearSlide to demonstrate how Hudl can benefit their sports program.
• Member of the Ambassadors Task Force carrying out the role of educating visitors on the awesome culture at Hudl through facility tours to discuss company history and mission to build an employer brand during hyper-growth stage.

Sales Representative

• Answer calls, emails, and chats from coaches (ranging from youth teams to collegiate sports) who have questions about technical support, sales or billing.
• Host weekly webinars with GoToAssist to train coaches on sports specific software for football and basketball.
• Identified additional opportunities that included gathering contact information for NBA basketball executives, training high school football coaches in American Samoa and writing blog posts for company website (www.hudl.com).

Coach Relations Specialist

• Prospected leads by cold-calling website visitors to drive new revenue while also building relationships through up-selling and retaining of existing clients.
• Utilized tools such as Microsoft Dynamics Customer Relationship Management (CRM) system and In-Design to create advertisements to reach sales goals individually and as a team.
• Traveled across the United States to visit distribution locations, attend live auctions, meet with various clients, prospect for possible expansion, while maintaining and improving the company’s image.

Sandhills Publishing

Sales Intern

• Administered visual direction by following corporate instructions and adding creative aspects to mannequins and the floor-set.
• Trained new employees and consistently motivated staff to meet personal and store sales goals including units per transaction and average sale.
• Organized personal shopping parties of up to 30 people, allowing one-on-one interaction to determine the most beneficial products to satisfy the consumer.

Maurices, Lincoln, Nebraska

Manager

• Prepared and coordinated events of over 180 people with a team. 
• Maintained finances nightly by counting registers and recording daily sales.

Dana Nielsen Reardon