Angela G., MSW, CTR

• Provides surge support for sourcing and full-life cycle recruiting for government contractors, non-profits, research organizations, and private companies. Experience recruiting in biotech, academia, international development, research organizations, and private companies. • Successfully filled over 50 niche-skill positions within a year, demonstrating expertise in global talent sourcing. • Developed strategic talent pipelines, reducing time-to-fill by 30% in fast-paced environments. • Ability to source and quickly find niche-skill set talent using boolean search techniques on Google, LinkedIn Recruiter, and other industry related sites especially for time-sensitive searches.

• Sourced and recruited for USAID, MCC, HUD, DFAT, and DFC government projects, and corporate office positions. Short-listed and conducted screenings for entry through executive level roles. Made recommendations to hiring managers regarding short-listed candidates. Attended virtual industry related career fairs to create pipelines for entry-level candidates and tough-to-fill candidates. Provided updates regarding market trends and made recommendations for salary bands. Successfully conducted tough salary negotiations with senior/executive level candidates. Provided coaching and mentoring to Recruitment Assistant.

• Managed a team by providing situational leadership to a team of 5 Sr. Global Recruiters and 2 Talent Coordinators based in Seattle, Washington, Washington, D.C. and Nairobi, Kenya, responsible for balancing team capacity, ensuring adequate workload allocation, and addressing organization wide recruitment surges. • Met with team members and hiring managers 1:1 and as a group every two weeks and as needed to provide support, to monitor and address internal issues, and to remove roadblocks to recruitment. Escalated issues to senior management as needed. • Hosted quarterly virtual coffee chats which allowed prospects to learn more about PATH, highlighted available roles, and allowed for Q&A. Encouraged talent acquisition team to participate relative to their strengths. • Provided strategic oversight for business development recruitment ensuring the successful and timely onboarding of key personnel for donor funded projects. • Provided thought leadership on inclusive recruiting practices and coached recruiters and hiring managers on ways to further develop a strong recruiting pipeline for underrepresented talent. Successfully trained global recruiters based in the U.S., African, and Asian region on how to understand cultural context and global landscape. • Partnered with regional and global HR colleagues and partnership development team to ensure overall alignment in recruiting strategy, branding, and approach. • Kept leadership abreast of organizational recruitment trends which influences decision making, and policy development and implementation. • Revised standard operating procedures for business development recruitment to clarify roles, responsibilities, and practices.

Was responsible for primary oversight and management of sourcing, recruiting, and onboarding the best possible candidates and matching them to positions for USAID and other US government funded proposals (related to economic growth, poverty reduction, trade facilitation and promotion), projects, and corporate headquarters in a fast-paced environment. Focused on global talent sourcing, recruitment best practices including development and management of IDG recruitment processes, procedures, and systems. Successfully recruited time sensitive positions including executive, technical, and administrative roles while managing competing priorities. Lead implementation of Affirmative Action Plan to comply with OFCCP regulations. Responsible for salary negotiations and ensuring internal salary equity and parity. Instituted and conducted employee engagement and exit surveys to capture useful data which would improve employee on boarding & retention, IDG's internship program, and monitor industry trends for benchmarking.

Managed recruitment, selection, and onboarding of nationals, third-country nationals, and consultants from countries such as: Ghana, Senegal, DRC, Nigeria, Burkina Faso, and Benin for the 5 year Feed the Future USAID project focused on poverty reduction through agriculture and institutional capacity development. Positions included: administrative assistants, finance officers, program officers and managers, procurement officers, monitoring and evaluation officers, communication specialists, and logistics and travel coordinators--technical positions included: capacity development, organizational development, agriculture professionals. Conducted and facilitated 3-day orientation which included key staff-members to successfully onboard new employees. Tailored orientation to adapt to country specific labor laws. Conducted orientation and training via videoconferencing to accommodate employees who were unable to travel to the regional office. Successfully renewed ~45 employee contracts on an annual basis and consultants as needed. Successfully streamlined and overhauled onboarding and recruitment of consultants and facilitation of payments to consultants. Partnered with hiring managers to ensure that consultants met final requirements of assignments. Consulted with the Home Office and assisted Regional Director to implement DAI HR policies and procedures including hiring practices, compensation, performance reviews, new hire set-up, etc. Consulted with external legal partners and global HR team to assist with the adherence to Ghanaian, Senegalese, and Congolese local labor laws.

Recruited, promoted, and successfully streamlined the on-boarding for short-term and long-term technical assignments for Africa Lead, a USAID-funded project administered by DAI, Inc. to reduce poverty in Sub-Saharan Africa through agriculture. Facilitated an internal audit of HR personnel files and created an internal mechanism to collect and maintain HR supporting documents to comply with DAI and USAID requirements.

Recruitment, retention, and employee relations for a biomedical and genomic research center • Served as main point of contact to managers and senior staff and developed collaborative relationships to support the HR needs of assigned Broad programs/platforms resulting in effective staffing and organizational decisions. • Strategically conducted recruitment for all levels of research, management, administrative and support staff positions i.e. computational biologists, software engineers, research scientists, project managers, etc. Successfully managed at least 20-35 requisitions for vacancies and finalized approximately 40 hires in less than a year. • Successfully partnered with and coached managers on promotion, position re-classification and salary equity requests. Participated in compensation administration efforts, making recommendations for salary offers and successfully maintained salary internal equity. • Coordinated and liaised with immigration attorneys and the MIT International Scholars Officer to facilitate and process work authorization, H-1B Visas and permanent residency procedures for foreign nationals to assure compliance with all MIT policies and immigration laws. Ensured visas were always renewed in timely fashion. • Interpreted and implemented HR policies and procedures for managers, teams and employees and recommended new approaches, policies, and procedures to affect continual improvements in efficiency of department and services performed. • Assisted with employee relations issues; identified and resolved employee relations challenges in a positive and proactive manner through listening, data collection, investigations

Recruitment, retention, and employee relations for a biomedical and genomic research center and administrator for diversity program for undergraduate minorities and postdoctoral students funded by NIH. • Developed and implemented recruitment strategies for the minority postdoctoral and undergraduate research programs funded by NIH. • Traveled nationally to recruit top talent. • Successfully increased number of program participants every year, assessed program components and recommended changes resulting in improved course curriculum, application process, and incentives for Broad research scientists to mentor incoming students.

• Managed and oversaw recruitment component of HR, including processing of employment requisitions, maintenance of job descriptions, publishing of weekly recruitment bulletins, advertising in various media sources, maintenance of HR website, billing, including supervision of recruitment assistant. • Attended job fairs, screened resumes, conducted interviews, made recommendations for hire, and conducted new employee orientation. • Decreased advertisement spending by at least 35% and reduced the number of vacancies throughout the agency by over 70% in one year.

• Significantly increased application submissions despite a national decline across graduate programs in America. • Recorded and analyzed data on recruitment efforts and stayed abreast of national trends and developments in the social work industry and used data to develop and implement effective recruiting strategies in compliance with recruitment budget. • Successfully organized and provided logistics for Annual Social Work Symposium including selection of keynote speakers, inviting and securing participation of approximately 300 graduate program applicants as well as facility and staff. • Worked closely with consultants to develop new marketing materials.

• Organized annual professional development seminars. • Proposed and coordinated the implementation of Human Resources phone tracking system to assess needs of staff of HMS and analyzed results. • Attended job fairs and recruited new employees. • Established and maintained relationships with local colleges and universities, as well as the community and increased minority recruitment pool and visibility. • Worked closely with Diversity Committee and organized and developed a new orientation for the medical and dental schools.