UC Santa Barbara

Human Resources Business Partner at SEGULA Technologies

Assess viability for employment based work authorization, process cases with legal to file with USCIS, onboarding, work with internal leaders on immigration related issues, initiate process improvements to immigration cycle

Kroger Digital

Human Resources Specialist

V2Soft

Recruiting Manager

SEGULA Technologies

Human Resources Business Partner

Full Cycle Recruitment for 50 open technical positions 
Selected and Onboarded new staffing vendor to bring on 250 temp team members (non-tech) over < 2 months
Trained technology hiring leaders on Workday processes
Pipelined technical candidates through networking & hiring events, LinkedIn Recruiter, established partnerships with coding schools, and utilized the Workday candidate database
Point of contact for technical staffing vendors 
Presented recommendations to leadership to create workflow and recruiting training throughout the organization, as well as recommendations re: compliant documentation, ATS optimization, and standard operating procedures to improve recruiting processes 
Partnered with Marketing to advertise current openings and create recruiting campaigns for social media or sourcing platforms

Amrock

Talent Strategist

•Designed and implemented recruiting workflow and operating procedures  
•Redesigned recruiting processes to boost engagement, including restructuring in-person interviews, creating stricter pre-screening guidelines, automating menial tasks, strengthening interview questions, conducting cross departmental trainings, and optimizing ATS utilization to increase overall efficiency and enhance the hiring experience 
•Reduced Bottleneck by 50% in first quarter through trainings, presentations, recruiting process redesign, and strategic partnerships with hiring stakeholders 
•Created reporting dashboard using Basecamp, process monthly and quarterly reports to analyze recruiting activity to report to Executive leadership 
•Partner with Marketing to develop digital marketing strategies for recruitment and employer branding, manage Google Ads, create culture and branding content to attract top talent, and compile website and Google search data into recruiting analytics 
•In first quarter, took over aging requisitions and filled them within 4 weeks (positions were open between 6 and 18 months) 
•Work with Jobvite (ATS) to configure system enhancements and customizations to improve productivity 
•Manage social media recruiting calendar to post weekly on Facebook, Instagram, Twitter, and LinkedIn 
•Conduct trainings throughout the organization on processes, interview strategies, ATS optimization, and hiring trends in the market
•Proposed and implemented LinkedIn Recruiter for access to proactive sourcing, LinkedIn search and data analytics, and sponsored job postings 
•Strategically partner, consult and build relationships with hiring managers and leaders in the organization to drive operational excellence and enhance the hiring experience for all parties in order to attract top talent

The Children's Center of Wayne County (Detroit)

HR Specialist III - Recruiter

Manage Full Cycle Recruitment from initial job order requisition to negotiating complex, multifaceted offers
Acquired new key account business through successful placements becoming go-to headhunter for critical middle-senior level management roles
Built quality relationships with hiring managers, HR, candidates, and internal partners (local and national) 
Decreased critical time to fill ratio through very targeted recruiting strategies to attract top talent and passive candidates
Trained and mentored a team of 3 recruiters to increase their industry knowledge and raise their level of productivity 
Consult with Hiring Managers and Human Resources regarding hiring strategies and market trends, shifts, and strategies to obtain the most attractive candidates and execute an efficient and quality hiring process
Manage Social Media accounts, attend networking and industry events to represent the firm, and participate in Human Resources affiliations as a strategic partner 
Schedule hiring managers’ job requisitions and lead calls or in-person meetings to gain the most effective information and objectives that will help search for and match the best-suited candidates
Establish communication processes and standards with clients and candidates that will make the hiring process a timely and effective progression and efficient process to procure the most qualified talent for the position; facilitate post-interview evaluations and provide direction and/or feedback to both Client and Candidate; consult with both sides about final decision of qualified candidates or closing steps 
Create requisition and track all progress and documentation in the ATS; Complete data input into ATS system and process administrative tasks
Develop and creatively write job postings to attract talent; Post positions to job boards, advertise openings on social media, and network for top qualified and passive candidates

Mimi Peggs