University of Missouri- Saint Louis

Talent Acquisition Leader at Perficient

•Work with People Team Leadership to establish the overall strategic direction of Talent Acquisition.
•Accountable for all aspects of the day to day Recruiting and Sourcing functions and teams.
•Partner with our business leaders (VP’s, General Managers and Directors) to understand growth objectives and talent forecasts, and ensure our recruiting outcomes meet business needs
•Responsible for the overall day-to-day results and service levels that are produced by a geographically dispersed team of Recruiting Team Leads, Recruiters and Talent Sourcers for Technical, Corporate, Leadership, and Sales roles
•Ensure that the organizational structure for the recruiting team is adaptable to meet the ever changing needs of Perficient’s operation.
•Coordinate, support, and promote Recruiter training and development
•Act as a thought leader and trusted partner with business leaders and stakeholders to develop and implement effective sourcing strategies and hiring practices across the organization
•Assess Recruiting and Sourcing processes and practices in an effort to continuously improve overall effectiveness
•Enforce comprehensive metrics and benchmarks for recruiting performance at the overall and individual level
•Utilize and analyze Talent Acquisition data to influence decisions and identify opportunities for process improvement and strategy realignment
•Participate in annual budget process
•Collaborate with Shared Services Leadership team to drive a best-in-class on-boarding experience
•Reinforce employment brand by partnering with TA Marketing and external partners to continuously drive brand awareness and on-going enhancements to attract quality candidates 
•Develop and support a strategy for effectively utilizing recruiting partners and serve as the primary liaison from a leadership perspective to those partners.
•Oversee the Employee Referral Program
•Foster an environment of empowerment and collaboration

Perficient

Senior Manager Talent Acquisition

•Work with People Team Leadership to establish the overall strategic direction of Talent Acquisition
•Responsible for the overall day-to-day results and service levels that are produced by a geographically dispersed team of Recruiters and Talent Sourcers for Technical, Corporate, Leadership, and Sales roles
•Oversee the sourcing function - Drive adoption, optimization, and full utilization of all sourcing team members and platforms
•Partner with our business leaders (VP’s, General Managers and Directors) to understand growth objectives and talent forecasts, and ensure our recruiting outcomes meet business needs
•Ensure that the organizational structure for the recruiting team is adaptable to meet the ever changing needs of Perficient’s operation.  
•Establish best practice processes and guidelines for the Talent Acquisition function
•Use qualitative and quantitative data to influence decisions and continuously improve overall effectiveness
•Establish and implement comprehensive metrics and benchmarks for recruiting performance at the overall and individual level 
•Ensure there is collaboration of cross-functional team communications and motivation.
•Coordinate recruiter training and development
•Participate in the annual budget process 
•Research and identify the most appropriate and cost effective/competitive recruiting tools
•Collaborate with the TA Marketing Manager to develop targeted marketing campaigns and the overall TA/recruitment brand and content.
•Develop a strategy for effectively utilizing recruiting partners and serve as the primary liaison from a leadership perspective to those partners.
•Ensure employee referrals are an integral part of the recruiting strategy

Talent Acquisition Manager

•Developed the global Talent Acquisition strategy that aligns with the company’s vision and goals
•Analyzed immediate and future workforce planning needs
•Maintained an understanding of current and future labor markets
•Maintained a thorough understanding of competitors (both domestic and global) including locations, organizational structure, products and services, business strategy, and size  
•Partnered hiring managers to gain a thorough understanding of the skills, competencies, and experiences necessary for candidates to be successful
•Collaborated with marketing to develop and maintain an employment branding strategy which effectively represents the company’s image, organizational culture, key differentiators, reputation, and core business philosophy
•Adapted and leveraged social media to drive Talent Acquisition by developing and enhancing on-line recruiting strategy including use of social media, search engine optimization, and company website to attract candidates. 
•Managed job board procurement process and research and provide strategy and benefits of using Glassdoor, LinkedIn, or other online resources for recruiting purposes
•Sourced, screened, interviewed, assessed, and worked with hiring managers to select candidates to fill key positions 
•Partnered closely with division HR representatives to share best practices, provide assistance on critical needs, and coordinate national and global-level initiatives
•Remained current on recruiting trends and utilize the most effective methods for identifying passive candidates
•Identified and established relationships with vendors in support of Talent Acquisition needs including: outside recruiters

idX Corporation

Director of Talent Acquisition

•Directed, managed and trained recruiting team members
•Developed and execute recruitment plans for all worldwide positions
•Coached hiring leaders throughout the hiring life cycle to ensure the quality of selected talent and the effectiveness and efficiency of the hiring process
•Maintained an awareness and understanding of recruiting best practices and innovative sourcing strategies
•Sourced prospective talent from a variety of sources including social media, job boards, networking, cold-calling, industry contacts and employee referrals primarily for management and executive level positions
•Proactively built an ongoing pipeline of qualified candidates for critical and repeat positions to ensure future talent needs are met
•Oversaw college recruitment function
•Kept all stakeholders apprised of current recruiting efforts and long-term impact of recruiting programs
•Identified and evaluated impacts on recruiting, including market factors, economic conditions and competitor insights and develop strategy in response to these trends
•Responsible for annual budget and cost management for the recruiting function
•Responsible for applicant tracking software and ensure all HR team members and hiring managers are optimally using the software
•Assisted with employer branding
•Managed outside search firms and staffing agencies when engaged as a source for specific requisitions
•Ensured recruiting process is compliant with state, federal and international employment laws

We Are Alexander

Director - Talent Acquisition

•	Responsible for planning, leading, and implementation of hiring initiatives
•	Managed nationwide recruiting team by providing ongoing and hands-on development, coaching and direction.
•	Consulted with senior leadership regarding workforce planning strategies including workforce diversity, forecasted staffing needs, and development plans
•	Provided the recruitment expertise, strategic direction and recommended solutions to senior management and to the corporate and business focused recruitment teams on best practices, policies and trends.
•	Implemented strategic TA initiatives including employment branding, hiring manager interview training, high volume sourcing/recruiting and employee referral program
•    Streamlined processes and techniques using technology resources to maximize the team’s partnering role and 
      to bring greater efficiencies to the process.
•    Ensured the organization complies with laws and regulations as it relates to sourcing, staffing and hiring.
•	Performed as a liaison between Talent Acquisition and Labor and Legal Organizations. 
•	Counseled Senior Managers regarding Employee Relations
•	Oversaw internal movement with union and management employees.
•     Managed external vendor relationships such as agencies, RPO’s, ATS provider and other
       related recruiting partners.
•	Recruited, sourced, screened, interviewed and staffed for highly specialized and difficult-to- attract positions including, but not limited to Sales, Finance, and Customer Service Management roles
•	Partnered with corporate compensation and benefits teams to ensure competitive and equitable compensation plans

YP (formerly AT&T Advertising Solutions)

Talent Acquisition Manager - Associate Director

•Consulted with senior leadership regarding workforce planning strategies including workforce diversity, forecasted staffing needs, and development plans
•Responsible for planning, leading, and implementation of hiring initiatives
•Recruited, sourced, screened, interviewed and staffed for highly specialized and difficult-to- attract positions
•Utilized internet boards, referral networks and industry specific user groups to identify passive candidates not typically found through the standard job posting procedures
•Ensured that recruiting and hiring activities are in compliance with government regulations and organizational policies and procedures
•Provided training or mentoring to less experienced staff
•Partnered with corporate compensation and benefits teams to ensure competitive and equitable compensation plans
•Built and maintained relationships with universities in order to create/continue college recruiting programs based on localized needs and targeted staffing requisitions
• Implemented, and managed the Advertising Solutions’ Leadership Development Program
•Recruited, hired, and managed summer interns
•Provided support to staffing organization during peak staffing periods for both non-management and management positions

Pam Urso