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Click here or scroll down to respond to this candidateCandidate's Name
8 Garry DriveMedfield, MA Street Address
EMAIL AVAILABLEPHONE NUMBER AVAILABLEExperience:Starry September 2022 October 2022Manager, GTM Talent Acquisition, Boston, MA(Starry reduced their workforce by over 50%)Hired as the 1st dedicated TA resource to the sales and marketing teams.Player/coach role responsible for hiring and developing the GTM US Talent Acquisition Team.Fostered strong relationships with the Sales and Marketing Leaders.Streamlined the interview process across the US.Conducted weekly one-on-one meetings with sales managers.CybelAngel June 2022 August 2022Lead Talent Acquisition Partner, Boston, MA(CybelAngel was unable to secure funding and the TA function in the US was eliminated)Hired as the 1st TA Leader in the US.Responsible for all aspects of hiring for Go-to-Market for the US.Worked closely with the new CRO to identify opportunities for growth within the US.Conducted weekly one-on-one meetings with the CRO and VP of Sales.ZoomInfo November 2021 - March 2022Principal Talent Acquisition Partner, Waltham, MATasked with recruiting and hiring for Sales and Account Management for the Emerging Markets Teams (ZoomInfos fastest growing part of the organization).Designed a weekly reporting system for the Executive Team regarding, pipeline, number of hires and requisitions.Conducted Weekly one-on-one meeting with my Stakeholders to discuss open headcount, process, and results.Utilized LinkedIn, Hired, Hireright, networking and other sourcing techniques.Implemented a standardized interview format for the team in order to reduce time to fill.Intralinks March 2020 - June 2021 Senior Talent Acquisition Partner, Waltham, MAOversaw all recruiting and hiring for Sales and Marketing for the Americas, including VPs, Directors, Managers, Enterprise Sales, Senior Account Executive and Junior Account Executives.Designed weekly reporting to the Executive Team regarding: pipeline, hires, and headcount.Worked closely with the VP of Talent Management Executive Team to identify gaps within the hiring process, implemented a standardized interview format and developed a weekly reporting cadence for stakeholders. Utilized LinkedIn, Hired, Hireright, networking and other sourcing techniques to hire over 105 employees in LATAM, North America and Canada.Consistently carried 25 - 30 open requisitions across the Sales and Marketing organizations.Selected to represent Intralinks for all Virtual Campus recruiting events.Rapid7 January 2016 - November 2019 Manager, GTM Talent Acquisition, Boston, MAPlayer/coach role responsible for hiring and developing the GTM North America Talent Acquisition Team.Hired and managed three full-cycle Talent Acquisition Partners while carrying an 8-10 monthly requisition load.Continue to play an integral role in helping the company grow headcount from 700 employees to over 1500 in 2.5 years.Utilize LinkedIn, networking and other sourcing techniques to hire over 100 employees in North America.Developed and designed the first ever weekly Account Executive pipeline report to present to weekly leadership and forecasting meetings.Assisted in the development of the interview training/hiring guide which was rolled out to the GTM leadership.Helped build out a robust referral program in order to cut costs on third party vendors.Provide guidance and mentorship to new hiring managers within the GTM teams.Personally built the Canadian sales team which included 3 Account Executives, 1 Sr. Enterprise Account Executive and 1 Sr. Enterprise Solutions Engineer.EnerNOC December 2012 - November 2016 Manager, Talent Acquisition, Boston, MA(2015) Lead Recruiter - Global Sales, Boston, MA(2012 2015) Senior Corporate Recruiter, Boston, MAResponsible for all aspects of hiring for Global Sales.Manage a team of full-cycle recruiters as well as contractors.Worked closely with the SVP of Global Sales to design, implement, and train new interview processes for hiring managers across the world.Created core competencies for hiring managers which enable my stakeholders to have a consistent model for the onboarding of successful sales people.Work interdepartmentally with hiring managers to communicate daily updates and pipeline changes.Ensure processes are being followed to create a positive interview/hiring experience for the candidate as well as for the hiring team.Utilize LinkedIn, networking and other sourcing techniques to hire over 250 employees worldwide within Sales, Marketing, Sales Operations and Professional Services.Managed, trained and developed two recruiters by establishing and implementing weekly, monthly and quarterly goals.Conducted weekly one-on-one meetings and trainings to mentor and coach the sales recruitment team. Selected to help integrate the Talent Acquisitions new ATS (Greenhouse).Point person to train sales leaders on Greenhouse and to ensure the hiring team is utilizing all its capabilities.Lead trainings for the Talent Acquisition team during weekly staff meetings; topics have included: engaging hiring managers, candidate control, and offer presentation.Yodle, Inc December 2010 - December 2012 Senior Corporate Recruiter, Boston, MAOversaw all aspects of the recruiting process for Eastern Region and Southern Region of Yodle offices including Boston, New York City, Philadelphia, and Austin.Worked closely with the Vice President of Sales and the Director of Sales creating and designing the interview process.Functioned as the lead for hiring and onboarding for all Sales Representatives and Account Managers.Performed additional hiring for all Yodle offices for positions including: Marketing Associates, Client Service Specialists, National Account Executives, Human Resource Generalist, Human Resource Coordinator, Director of National Marketing, Senior Project Marketing Manager, and Senior Manager of Product MarketingHonored as the Team Player of the Year 2011.Worked closely with the CEO and CMO on high-level searches.Chosen as top recruiter to head up training and development of a new office.Personally recruited and hired 100+ employees within two years through direct sourcing, networking, and creating ads for the job boards.Spearheaded the Yodle University program which fostered relationships with local colleges and universities career centers.Organized and managed numerous job fairs, open houses, and college recruitment events.Sat on multiple panels for graduating seniors and spoke on topics including resume building, keys to interviewing and networking.Utilized and educated team members on the use of social media, search engines, and job boards including: LinkedIn, Craigslist, CareerBuilder, Indeed.com, etcVenturi Career Partners/Staffmark, Boston, MA October 2003 - October 2010 Assistant Vice President Interviewed 8+ candidates face to face per week and placed over 300 candidates in new positions. Each year placed more candidates in permanent positions than any other recruiter. Recipient of the Jonathan Train Team Player of the Year award in 2009 and 2010, both years the award was given. Consistently surpassed weekly and quarterly goals. Billed over $1.1 million for the company since October 2003. Qualified leads through making over 80 cold calls per day. Amassed a book of business with over 1500 Boston-based professional contacts. Selected as the point person for training new hires.Education:(2003) Seton Hall University, South Orange, NJMasters Corporate and Public Communications(1998) Marist College, Poughkeepsie, NYBachelor of Arts degree in Public Relations Four years Marist College Varsity Football Four years Marist College Varsity Track (senior co-captain) |
