MedRisk · Indiana University of Pennsylvania
I build talent acquisition teams that run like a business: clear data, predictable delivery, and a hiring experience that works for candidates and hiring managers alike. Today I lead global talent acquisition at MedRisk, a managed-care company serving the workers' compensation and auto casualty markets. My focus is bringing recruiting across four countries and several legacy companies into one consistent hiring process, and giving leaders real-time visibility into hiring progress. Before MedRisk, I was Head of Talent Acquisition – North America at Conduent, where I led a 20-person team across four countries and six business units. Together we reduced time-to-hire by 29% and time-to-fill by 12%, and expanded our use of AI-driven sourcing and data-based hiring decisions. My team there also supported hiring for the Casualty Claims Solutions business that is now part of MedRisk as StrataCare. What I bring: • Global and multi-country recruiting leadership, including offshore and nearshore delivery centers • High-volume and professional hiring at scale • TA operating models, process design and executive reporting • Agency, MSP/VMS and RPO partner management • Recruiting technology, from ATS/HCM platforms to AI-enabled sourcing I also write "People. Talent. Purpose.," a LinkedIn series on talent, leadership and the future of recruiting.
Lead global talent acquisition for MedRisk across the United States, the Philippines, India and Guatemala, reporting to the SVP, Human Resources. Building one consistent hiring process across four countries and multiple legacy companies Moving from an agency-reliant model to an integrated, cross-trained in-house recruiting team Delivering weekly hiring visibility to the CEO and executive leadership team Owning the full requisition lifecycle, from approval through offer and onboarding Introducing structured interviewing and a consistent candidate experience Hiring for professional, clinical, operations and high-volume roles, including medical bill review
Following a workforce reduction in March 2025, I have remained actively engaged in Talent Acquisition leadership, workforce planning, recruiting technology, and emerging labor market trends while preparing for my next leadership opportunity. Most recently served as Head of Talent Acquisition for North America within a $3B global organization of approximately 50,000 employees, leading a 20-person Talent Acquisition organization supporting hiring across the United States, Canada, Mexico, and Guatemala. During this time I have focused on: Publishing my People. Talent. Purpose. LinkedIn series, sharing perspectives on Talent Acquisition, hiring strategy, AI, workforce trends, and organizational effectiveness Advising HR and Talent Acquisition leaders building consulting practices, providing guidance on talent strategy, market positioning, and go-to-market planning Staying current on recruiting technology, ATS optimization, AI-enabled recruiting, talent intelligence, and evolving sourcing strategies Researching labor market trends, including the rapid growth of data center, infrastructure, and technology hiring, to better understand where talent demand is heading Expanding my professional network through conversations with executives, HR leaders, Talent Acquisition professionals, and industry peers This period has allowed me to broaden my perspective while staying connected to the evolving Talent Acquisition landscape. I'm now looking forward to bringing that experience back into a full-time leadership role where I can lead a team, strengthen Talent Acquisition operations, and help organizations achieve their workforce goals. Open to full-time, interim, fractional, and advisory Talent Acquisition leadership opportunities.
Led North American Talent Acquisition within a $3B global organization of approximately 50,000 employees across the United States, Canada, Mexico, and Guatemala. Led and developed a 20-person Talent Acquisition organization supporting recruiting, sourcing, onboarding, and Talent Acquisition operations Improved Time-to-Hire by 29% and Time-to-Fill by 12% Served as primary Talent Acquisition partner to executive leadership on workforce planning, hiring strategy, recruiting performance, and organizational priorities Led ATS optimization initiatives across Oracle Recruiting Cloud (ORC), iCIMS, and Taleo Reduced agency dependency through stronger internal sourcing, talent pipeline development, and recruiting process improvements
Led recruiting delivery across Healthcare, Telecommunications, and Contact Center organizations Managed recruiter performance while supporting professional, leadership, and business-critical hiring Improved sourcing effectiveness, pipeline quality, and recruiting execution
Led enterprise recruiting across Human Resources, Finance, Operations, Legal, Technology, and shared services functions Partnered with executive leadership on workforce planning, hiring strategy, and recruiting execution Built and scaled a college recruiting program aligned to long-term workforce needs
Conduent Incorporated (role began under Xerox Business Services / ACS / Buck Consultants prior to the January 2017 spin-off) Managed full-cycle recruiting across corporate and shared services organizations Built talent pipelines through direct sourcing, referrals, networking, and internal mobility
Foundational experience in full-cycle recruiting, staffing operations, and HR generalist functions across corporate, technical, unionized, agency, and client-facing environments — including recruiting leadership, HR management, and staffing operations roles.