Tampa, Florida, United States
Talent Acquisition leader with 10+ years of experience owning and scaling full-cycle recruiting functions in healthcare and multi-site environments. Proven track record of leading high-volume hiring (500+ hires/quarter), driving talent strategy aligned to business growth, and building recruiting infrastructure to support rapid expansion. Experienced in workforce planning, M&A integration, and developing high-performing teams that improve hiring efficiency, retention, and organizational scalability.
• Own the Talent Acquisition function end-to-end, leading strategy, operations, and execution for 500+ hires quarterly across clinical and corporate functions • Partner with C-suite and senior leadership on workforce planning, hiring forecasts, and market expansion initiatives • Support organizational growth by leading talent acquisition efforts for organic expansion into 3 new markets, building scalable hiring strategies to meet regional demand • Oversee $1.5M annual recruiting budget, optimizing investments across technology, job boards, and vendor partnerships • Direct post-acquisition talent integration, aligning recruiting processes, systems, and hiring strategies across organizations • Establish cross-functional alignment between recruiting and operations, improving fill rates, speed-to-hire, and overall hiring effectiveness • Improved recruiter productivity by 15% quarter-over-quarter, increasing both candidate presentations and hires • Reduced time-to-fill from an average 60+ days to under 30 days across key roles, improving hiring speed and operational readiness • Drive continuous improvement of recruiting infrastructure, reporting, and processes to support scalability and business growth • Provide leadership oversight to recruiting management team, ensuring performance, accountability, and alignment to company goals
• Managed and developed a team of 9 recruiters (Scaled from 5), overseeing 500+ hires quarterly across multiple markets • Drove recruiter performance through KPI tracking including hires, time-to-fill, and conversion metrics • Conducted regular coaching, 1:1s, and performance reviews to improve productivity and team effectiveness • Implemented structured reporting and collaboration processes between recruiting and operations teams • Supported execution of high-volume hiring strategies during periods of rapid company growth • Played a key role in the implementation of Workday ATS, including testing, training, and rollout support • Led process improvements that enhanced recruiter efficiency and candidate pipeline management
• Oversaw recruiting platforms and sourcing strategy, identifying and implementing new tools to improve candidate flow • Optimized Indeed strategy, increasing monthly applicant volume from ~700 to 1,400+ without increasing spend • Supported day-to-day team operations, helping drive performance against recruiting KPIs • Trained and onboarded new recruiters, improving ramp time and early productivity • Maintained full-cycle recruiting responsibilities for multiple markets
•Responsible for overseeing the day-to-day management of the Talent Acquisition Team •Assisted with creating and implementing new ATS System: Ceridian/Dayforce •Responsible for full cycle recruiting of assistant managers and above •Assisted Senior Director of TA in Any tasks needed •Responsible for full cycle recruiting including; prescreening, scheduling interviews, creating formal offer letters, processing background, and completing onboarding for all staff (Total of 25 Locations). Positions include management, corporate, valets, bellman, doorman, lot attendants, and shuttles for Hotels and Resorts •Travelled to markets to assess the needs, conduct infield canvassing, hiring events, attend college and national job/career fairs. •Responsible for the oversite and decision maker for recruiting department (Strategies, Processes, Account Management, budget management, etc) •Responsible for developing the referral program •Successfully developed and implemented the employee benefits and perks (Entertainment Discount, EAP, Shoes Discount, Childcare Discount, Pet Insurance, Pet Health and Medicine Discount program, Gym Discount, Employee Cell Phone Discount, and referral program). •Successfully represented Evolution in unemployment matters by auditing and responding to all monthly benefit statements and any new claims in FL and PA. •Utilization of Paycom, iCIMs, Indeed/Indeed Resume Database, Handshake, and Linkedin for ad placing and sourcing candidates
• Responsible for recruiting and prescreening all front line and clinical staff for juvenile facilities in Tennessee, Texas, and Miami - FL (Total of 6 facilities). • Travelled to markets to do infield canvassing, hold hiring events, attend college and national job/ career fairs. • Utilization of Paycom, Indeed, Handshake, American Jobs Center, zip recruiter, etc for ad placing and sourcing candidates • HRIS management of Paycom. Identified problems and solutions within the ATS System
• Responsible for overseeing recruiting processes and implementing changes accordingly for both the Tampa and Orlando market • Hold weekly 1 on 1 meetings with recruiters • Work closely with the VP of HR, COO, Sr. Director of HR, and the program managers • Assisted in the creation of recruiting strategies including marketing, ads, college/universities, job fairs, etc. • Developed successful in house hiring events for both Tampa and Orlando • Testing, calculating ROI, and implementing new sources to help with recruiting needs • Utilization and HRIS support for iCIMS. Implementing new features such as iCIMS onboarding, hiring manager dashboards, iCIMS mobile, specific iFORMS, etc. • Assisted in the communication and training on new processes to the recruiting team and field. • Measured metrics (hires v terms, top sources, top disposition reasons, candidates in background, recruiter KPI’s) and creating reporting through information provided by iCIMS and ADP systems. • Utilize and certified in Predictive Index Assessments • Responsible for recruiting all salaried and nursing positions for the company
• Work with all Regional Directors and District Managers to make sure all hiring needs are met • Organize and divide the country fairly among recruiting coordinators • Responsible for interviewing new operations recruiters when needed • Over see the day to day needs of the recruiting department (managing reports, budgets, coaching, issues, sourcing etc.) • Assisted in the transition of the company rebranding • Work closely with HR VP, HR Director, and VP of Talent Aquisitions to ensure all guidelines are met and help with any process changes • Decision maker for any challenges that were brought up to the recruiting department • Responsible for making sure Operation Recruiters meet their goals and KPIs every month • Communicate with District Managers about all policy changes in recruiting • Handled Workday training for New District Managers • Traveled to areas of the country that needed extra assistance in recruiting. • Responsible in assisting the creation of recruiting strategies including marketing, ads, college/universities, job fairs, etc. • Assisted Recruiting Coordinators at Job Fairs and helped canvas the field to find new candidates. • Continue to do the job of Operations Recruiter
• Responsible for recruiting qualified candidates for the company in assigned region of the country. • Worked closely with district managers to make sure properties are properly staffed. • Partnered with agencies, colleges, career centers, and other market-specific resources to develop effective recruiting strategies • Utilized Craigslist, Careerbuilder, Careerbuilder Talent Network, Indeed, Etc. to market and post positions available. • Qualify candidates through targeted screening/interviewing. • Send, receive and verify thoroughness and accuracy of applicant paperwork. • Collaborate with internal HR team on submission and processing of applicant paperwork. • Submit qualified candidates to district manager. • Submit qualified candidates into background • Responsible for extending formal offer letters of employment • Utilization of CRM, Sharepoint and Concur • Utilize Paycom for candidate resourcing as well as entering recruiting activities. • Utilization of Workday HRIS system for applicant tracking. • Successfully recruited, on average, 150 employees a month.