University of Illinois Urbana-Champaign

Morgan Park Academy

Difference making leader building high performing recruiting teams, advising business leaders and strategizing resources in the areas of AI, software, technology, marketing, finance and operations. Responsible for recruitment and selection of talent providing services including software development, AI, marketing, sales public relations, accounting, and legal counsel. Researched and implemented techniques for improving recruiting and performance management using tools and creative sourcing techniques.

Opportunity Engine, Inc.

Director Talent Acquisition

• Recruited and hired a team of six recruiters supported by one recruiting coordinator
• Providing strategic and tactical direction to a team of recruiters responsible for recruiting bar raising talent into production facilities
• Team provides a high touch candidate experience and consultative advice to hiring managers
• Using data and metrics to determine team capacity, target sourcing and workforce planning
• Responsible for recruiting exempt and non-exempt talent such as General Managers, Operations Managers, Production Supervisors, Controls Engineers, Lab Supervisors, Maintenance Managers and the individual contributors for their teams.
• Helped roll out and implement reliable recruiting workflow processes
• Created and rolled out interview training; trained recruiters to train staff
• Provide advice on recruiting for technology roles
• Member of our Social Impact team to help develop an inclusive environment where employees have a sense of belonging
• Total team hires: since May 2021- 101 exempt hires, 300 non-exempt hires; 2022- 120 exempt hires, 844 non-exempt hires
• Raised Production group referral rate from 10% to 22%
• Raised sourced hire rate from 5% to 15%
• Collaborated to develop an apprentice program to feed talent into key roles
• Developing relationships with HBCUs and local community groups to create pipelines for diverse talent

Green Thumb Industries (GTI)

• Provided strategic and tactical direction for a global team of 18 recruiters, sourcers and brand team members responsible for a high touch candidate experience and consultative advisement to business teams
• Responsible for overseeing experienced hire, campus recruiting, brand development and diversity recruiting; Promoted 8 team members to senior levels including 3 managers
• Used data and metrics to determine team capacity and performance, target sourcing, quality of hire and workforce planning
• Recruited big data, AI & machine learning talent such as software engineers, architects, QA, DevOps, software security in a CI/CD release environment
• Recruited teams work in on-prem and cloud-based environment in a .NET/C# stack; also recruited talent with Java, Scala & AWS exp.
• Recruited talent for product management, software sales, customer success, marketing, finance and HR
• Key contributor in company growth from 190 US employees to over 1300 employees across Chicago, London, Krakow, Hong Kong, Sydney and Melbourne
• Total hires per year: 2016: 192, 2017: 298, 2018: 207, 2019: 384, 2020: 299
• Drive awareness and accountability among business teams for efforts to achieve diversity recruiting goals
• Established and promoted employee referral program which consistently delivered 35% to 42% of all hires
• Created team culture and cohesiveness which consistently produces a quarterly Culture Amp Pulse Survey score of 80 or higher each of the last 4 years
• Helped roll out and implement reliable recruiting workflow processes
• Created and rolled out interview training; trained recruiters to train staff, including interview shadowing and audits
• Company was sold to Silver Lake in 2021 for $3.6 billion

Relativity

Sr. Manager, Global Talent Acquisition & Diversity Recruiting

Full life cycle recruiting for software engineer, sales engineer and sales management positions. Defined position requirements and sourced passive candidates through cold-calling direct competitors, internal referrals, networking

Zenprise, Inc. c/o AC Protocol Consulting

Sr. Recruiter

• Full life cycle recruiting for technology and telecommunications positions in Chicago, Detroit, Dallas and Houston. Responsible for working directly with hiring managers to define requirements for full time consulting positions.
• Recruited Technical Architects and Technical Specialists with experience in SCCM, SharePoint, Exchange 2010, Active Directory, Lync 2010, Polycom, Avaya, Nortel software and equipment.

Project Leadership Associates

• Full life cycle recruiting for technology, strategy, finance and marketing positions in the U.S., Canada, U.K., China and Singapore. Responsible for narrowing and defining requirements for full-time, temporary and secondment positions working with hiring managers.
• Sourcing candidates through cold-calling direct competitors, web postings, internal referrals, industry and social networking. Using Taleo for tracking candidates through the hiring process. Involved in visa processing and candidate relocation process.
• Full life cycle recruiting for Desktop Support, SharePoint Developer and Architecture, SAP Architecture and Development, e-Learning/Deployment, Knowledge Management, Marketing, Business Development, Communications, Risk, Strategy and Human Resources positions.
• Filled 55 positions from Director to Associate level

Deloitte

• Full life cycle recruiting for risk management and technical positions in the Credit Card services area for three locations across Illinois, California & Oregon. Also involved in visa processing and candidate relocation process.
• Sourcing candidates to fill financial risk, marketing, auditing and technical positions such as Analysts, Sr. Analysts, Managers, Sr. Managers and Directors for Technology (Internet, Business Objects and SharePoint), Prime, Sub-Prime, Fraud, Loss Forecasting, Portfolio Management and Risk Originations areas.
• Filled 93 positions in total

HSBC

Recruiting Manager

• Responsible for full life cycle recruiting candidates for Director Budget/Treasury, Director of Safety & Security, Director of Procurement, Controller, Payroll Clerk, various support staff and operational personnel.

Metropolitan Pier & Exposition Authority

• Full life cycle recruiting including assisting to define and establish requirements for positions in one-on-one sessions with hiring managers and HR Director.
• Recruited for and filled positions: Project Coordinator, Director I.T., Financial Analyst, Associate Director, Web Developer, PC Tech, UM Nurse Manager, Case Manager, Referral Coordinator, Report Analyst and Business Development Manager.

North American Medical Management- Illinois

• Sourcing, interviewing and recommending candidates for Human Resources, Talent Management, Manager of Archiving, Legal Administrator and Diabetes Care Specialist sales positions in AL, TN, TX, FL, OK and IL.

Novo Nordisk

• As part of a RPO team, was responsible for full life cycle recruiting for administrative, manufacturing, maintenance, production and management positions for Catalent’s sterile liquid fill/finish and blow/fill/seal manufacturing facility with onsite packaging services.
• Sourced candidates to fill positions such as Blow/Fill/Seal Techs, Manufacturing Techs, Production Testing Associates, CAPA Specialists, EM Tech, Formulator, Microbiologists, QA Specialists, QA Testers, QA Compliance Specialists, QA Supervisors, QAPS, Regulatory Affairs Specialists, Chemists, Sanitizers, Maintenance Techs, Material Handlers, Receptionist, Project Managers, Buyers, Six Sigma Black Belt, Validation Specialist, Quality Assurance Manager, Quality Assurance Director, Human Resources Director, Director of Operations, Director of Packaging, Human Resources Generalist and Security Officer.
• 192 candidates recruited and hired between 7/07 and 9/08

Catalent Pharma Solutions

• As part of a RPO team, was responsible for sourcing initially then full life cycle recruiting for Risk Management positions in the Credit Card services area for five locations (Illinois, Minnesota, California, Oregon & Nevada).
• Sourced candidates to fill financial risk positions such as Analysts, Sr. Analysts, Managers, Sr. Managers and Directors for Prime, Sub- Prime, Fraud, Loss Forecasting, Portfolio Management and Risk Originations areas.
• Led team of 5 recruiters sourcing and screening candidates for Risk positions. Reviewed candidates and presented qualified candidates to a panel of 5 to 20 managers via conference call from which multiple interviews were scheduled.
• 55 candidates submitted by team were hired between 1/07 and 5/07.

• Full-life cycle recruiting from defining and establishing requirements for positions through one-on-one meetings with hiring managers.
• Sourced candidates to fill positions such as Medicaid and Medicare sales reps./Managers, inside sales reps., Nurse Case Manager, Review Nurse, Financial Analyst, Customer Service Rep., Sr. Provider Relations Rep., Clerk and Receptionist.

WellCare Health Plans

• As part of a RPO team, was responsible for full life cycle recruiting including assisting to define and establish requirements for positions in one-on-one sessions with hiring managers and HR Director.
• Sourced candidates to fill positions in the areas of I.T. (Help Desk, PC Support, Database Programmer, DBA, Business Analyst, Database Support, EDI Analyst), upper-level executives (CFO, General Manager, V.P. of Compliance, V.P. of PBM, Dir. Of Investor Relations, Dir. of Operations Serv. Center, Chief Medical Officer), health administration (Nurse Case Manager, Nurse Quality Management, Nurse CarePartner, Referral Coordinator, Claims Adjudicator, Provider Relations) and executive administration (Marketing Specialist, Dir. of Sales and Marketing, Healthcare Sales, Financial Analyst).
• Built entire sales team including the Dir. of Sales and Marketing from scratch

Aveta, Inc/NAMM

• Full life cycle recruiting including assisting to define and establish requirements for positions in one-on-one sessions with hiring managers, cold-calling candidates, sourcing, networking, created and promoted an internal referral program quality candidate pipeline.
• Handled position requisition submission and approval process, posting positions internally and externally, tracking time to fill positions, AAP tracking and background checks
• Responsible for reviewing incoming resumes, recommending candidates to be interviewed, initial phone screens, scheduling interviews, in-person interview evaluations, making recommendations, reference checking, extending offers and closing candidates
•Sourced candidates and filled positions without the assistance of agency recruiters in the areas of software engineering, technicalsupport, database development, marketing, enterprise sales, channel sales, pre-sales engineering, sales development, professionalservices, consulting and administration. Levels of positions ranged from high level Practice Director and V.P. of Software Engineeringpositions to low and mid-level support, administrative and development positions
•Involved in SOX audit review process for human resources ensuring consistency of procedures related to requisition submission andapproval, screening, interviewing, offer extension and acceptance processes.

Macrovision Corporation

•Full life cycle recruiting including capturing client requirements, researching target companies, cold-calling, e-sourcing, networking, andother lead generation techniques to ensure candidate pipeline.
•Recruit information technology, accounting, and engineering professionals across industry verticals on local and national levels:Technology, Telecommunications, Healthcare and Pharmaceuticals, Public Sector, Automotive, Financial Services, Insurance, Energy,Consumer Packaged Goods, Retail, Non-Profit and Utilities

Novo Recruiting

•Built executive relationships with internal client teams to ensure strategic hires at varying levels; mid-level professionals to VP levelcandidates locally, regionally and nationwide.
•Responsible for quarterly/yearly staffing plan/metrics and staffing budgets
•Proficient with full life cycle recruiting including capturing client requirements, researching target companies, cold-calling, e-sourcing,networking, and other lead generation techniques to ensure candidate pipeline.
•Evaluating candidates that are “best fit” prior to presenting to internal client team, reference checking, designing compensation package,closing and integrating new hires.
•Recruit information technology, accounting, and engineering professionals across industry verticals on local and national levels:Technology, Telecommunications, Healthcare and Pharmaceuticals, Public Sector, Automotive, Financial Services, Insurance, Energy,Consumer Packaged Goods, Retail, Non-Profit and Utilities
•Responsible for all aspects of office operations including hiring, training, management and motivation of 8 recruiters and 1 administrativeassistant. Taught all processes and techniques to recruiting staff. Handling profit/loss responsibility, advertising, providing marketing leadsand recruiting of office staff.
•Promoted to this position after 2 years and 2 months with the company. Started brand new branch office with no personnel in place andminimal resources. Office was profitable within 6 months and produced revenues of over $500,000 in fiscal years 2000 and 2001.Ranked #11 office out of 37 offices nationwide in fiscal year 2002

Mark McFarland