In a groundbreaking project within a Community and Home-Based Healthcare affiliate, I orchestrated a pinnacle accomplishment by harnessing the potential of job seekers through the exploitation of the Phenom Candidate Relationship Management system. Spearheading the development of the innovative FastTrack & Chatbot Apply functionalities alongside Phenom developers, I used a strategic approach to achieve remarkable results.

The project's impact was profound, witnessing a staggering 57% surge in career site traffic and an impressive 187.5% increase in hires from Fiscal Year 2022 to Fiscal Year 2023. At the core of the success was the introduction of the "Interview First - Apply After" marketing campaign, a mastermind initiative that acted as the catalyst for the achievements. The campaign revolutionized the recruitment process, optimizing the candidate experience and elevating overall performance. Delivering a "candidate first" philosophy incorporating technologies leveraged for this transformative endeavor included Indeed, Rocket Reach, Bi.tly, Work4, Hunter, CareerArc and notably, Phenom.

Managing a substantial annual budget of $4.5 million, I strategically allocated resources based on cost and performance insights. Over the course of 18 months, this approach resulted in the exponential growth of a talent database from 30,000 to an impressive 3.5 million. Concurrently, the implementation of a strategic passive marketing plan led to a remarkable 40% increase in candidate engagement. The technologies instrumental in this accomplishment included Phenom, Indeed, ZipRecruiter and RocketReach.

This project stands as a testament to the successful fusion of innovative technologies, strategic budget management, and a visionary marketing campaign, ultimately transforming the recruitment landscape and setting new standards for candidate engagement in the healthcare sector.

As a TalentTech visionary and HR technology strategist, I spearheaded a transformative collaborating with Talent Tech Labs. Focused on enhancing talent planning, this initiative aimed to revolutionize the candidate experience by negotiating efficiency through automation tools.

The implementation of cutting-edge technologies, including Automated Interview Scheduling, FastTrack Application, Automated Video Interview, Video Capture, Military Occupation Code Search, Automated SMS Recipes, and Chatbot, showcased a commitment to a high-tech, high-touch approach. Leveraging Talent Acquisition Technology, particularly Phenom and ERIN Employee Referrals, proved to be instrumental in achieving remarkable outcomes.

Through this project, we achieved a substantial 90% reduction in time allocation, streamlining the recruitment process and optimizing performance. Simultaneously, the implementation resulted in a significant 40% increase in leads, underscoring the success of our high-tech approach. Notably, ERIN Employee Referrals emerged as the catalyst for a remarkable 30% boost in referral hires, contributing to an 8% increase in new hire retention.

This project stands as a testament to the dedication to innovation, efficiency, and a superior candidate experience. By successfully integrating state-of-the-art technologies and strategic automation tools, we not only transformed talent planning but also set new benchmarks for performance optimization in the healthcare sector.

In transformative projects I spearheaded significant advancements in HR technology, streamlining processes and enhancing the candidate experiences.

In 2022, I successfully simplified the Ceridian Dayforce job applications, introducing automation through the Applicant Tracking System's "one-click" status selection. The incorporation of "hosted apply" via the Phenom CRM marked a pivotal moment, reducing redundancy and duration by an impressive 60%. This initiative also resulted in a notable 27% reduction in job seeker drop-off, contributing to a more seamless and efficient application process.

In 2016, I earned the distinguished title of "Tech Trailblazer" by revamping outdated Taleo ATS and Oracle BI setups during the Request for Proposal (RFP) lifecycle. My research and implementation of three candidate-specific experiences tailored to entry-level high-volume hiring, Sales & Marketing roles, and Corporate positions led to an 18% increase in application completion rates for a hospitality organization.

Simultaneously, I played a key role in the Request for Proposal (RFP) process for Human Capital Management (HCM) and Applicant Tracking System (ATS) along with a Candidate Relationship Management (CRM) system. This endeavor culminated in the procurement, development, testing, and implementation of Workday (HCM) & (ATS). Furthermore, I facilitated the integration of the ClinchTalent CRM, enhancing programmatic recruitment advertising and optimizing sourcing expenses across four branded career sites. This strategic move, coupled with automated marketing, propelled the growth of the talent community database from 200,000 to an impressive 1.5 million.

This project showcases my commitment to leveraging technology for efficiency, enhancing user experiences, and achieving substantial growth in talent communities. Through strategic implementations and innovative solutions, the projects not only elevated the technological infrastructure but also set new standards for recruitment.

In a series of impactful projects across three diverse organizations, I spearheaded the development and implementation of Human Resources and Talent Acquisition Standard Operating Procedures (SOP) alongside Service Level Agreements (SLA). The primary focus was on creating a seamlessly integrated framework for HR employees, fostering collaboration, and enhancing relationship management with business partners.

To address the challenges of maintaining organizational compliance, I introduced a revolutionary approach. Instead of relying on outdated SOP files, I implemented a real-time intranet website, providing all involved employees with instant access to current information. This not only streamlined processes but also ensured that the workforce was consistently aligned with the latest policies and practices.

As part of the comprehensive talent development strategy, I established a cost-effective partnership with LinkedIn Learning. This initiative aimed at fostering continuous employee education through lesson assignments. By incorporating these innovative learning practices, employees were empowered to continually enhance their skills and knowledge, contributing to a dynamic and forward-thinking organizational culture.

These projects stand as a testament to my commitment to efficiency, compliance, and ongoing employee development. By redefining standard procedures, embracing modern technology, and fostering strategic partnerships, these initiatives not only optimized internal processes but also significantly contributed to a culture of continuous learning and growth within the organizations.

Candidates become employees, employees become leaders in the organization, great leaders produce well for companies - treat them right from the start! In a pivotal project undertaken with a hospitality organization in 2014, I led the charge to redefine the hiring experience, placing a strong emphasis on a "candidate-first" philosophy.

Initiating a comprehensive data analytics strategy using Oracle Business Intelligence, I developed transparent reporting to track Recruiter time to screen, hiring manager time to interview and decide. This approach resulted in a remarkable 70.59% reduction in time to hire for high-volume entry-level roles, plummeting from 17 days to an impressive 5 days. Replicating this philosophy for management positions, we achieved a significant 46.66% decrease in time to hire for leadership roles, dropping from 60 to 32 days.

These transformative changes had a profound impact, manifesting in an 11% increase in candidate satisfaction and subsequently contributing to enhanced retention rates. The positive hiring experience directly translated into a positive employee experience, fostering a work environment characterized by content and satisfied employees. This, in turn, played a pivotal role in creating a memorable guest experience, ultimately leading to a substantial 4% increase in vacation sales.

This project underscored the importance of prioritizing the human experience from the initial stages of recruitment. By streamlining the hiring process and prioritizing candidate satisfaction, the organization not only achieved operational efficiency but also laid the foundation for long-term success by creating a positive and interconnected ecosystem of employee and guest experiences.