Danielle B.

• Sourcing, recruiting, and placing qualified candidates, spanning various roles within the Customer Revenue Organization (CRO), covering 8-15 requisitions at a time. • Fostering partnerships with Senior Leaders in the CRO while being the dedicated full-cycle recruiter for the Marketing organization, acting as a trusted talent advisor and strategic partner. • Leading regular meetings with hiring managers to navigate the recruitment process, from requisition creation to onboarding. Proactively create strategic hiring plans for each requisition, as a problem solver and strategic advisor. • Collaborating closely with hiring managers to identify staffing needs and craft compelling job descriptions. Using tools like LinkedIn and Talent Neuron to create talent maps. • Advising leaders on sourcing strategies, location planning, and equitable hiring practices. • Leveraging a multichannel approach to sourcing utilizing LinkedIn Recruiter, Indeed, job boards, social media, referrals, Talent Programs, and ATS to ensure a comprehensive candidate pipeline. • Craft social media content featuring leadership within corporate functions to generate passive and active candidate interest in the company and open roles. • Managing the candidate journey, from screening and scheduling to extending offers. Maintain transparent communication with candidates throughout the application process and while updating the ATS with the latest updates to ensure clean recruiting data. • Facilitating insightful feedback sessions and debriefings with hiring managers, contributing to informed hiring decisions. • Executed negotiation processes and extended job offers to candidates. • Establishing and nurturing relationships with candidates, ensuring a positive and engaging candidate experience, and fostering potential future placements. • Playing a pivotal role in onboarding new team members through comprehensive training and just-in-time support.

• Source, recruit, and place qualified candidates for over 200 requisitions across various roles in the Data Center industry, managing 10-35 requisitions simultaneously. • Collaborate closely with hiring managers to identify staffing needs and craft compelling job descriptions, using tools like LinkedIn and Talent Neuron to create talent maps and advise on strategic sourcing, location planning, and equitable hiring practices. • Employ a proactive approach to sourcing by utilizing LinkedIn Recruiter, Indeed, job boards social media, referrals, talent programs, and applicant tracking systems (ATS) to ensure a comprehensive candidate pipeline. • Manage the candidate journey from screening and scheduling to extending offers, maintaining transparent communication with candidates throughout the application process and updating the ATS with pertinent information. • Facilitate insightful feedback sessions and debriefings with hiring managers to contribute to informed hiring decisions. • Execute negotiation processes and extend job offers to candidates. • Establish and nurture relationships with candidates to ensure a positive and engaging experience while fostering potential future placements. • Foster relationships with hiring managers by providing feedback, guidance, and training on recruitment best practices. • Actively participate in recruitment events to showcase the company and attract top talent.

• Supported multiple executives, including the Vice President of Talent Acquisition, Talent Management and Mobility, Total Rewards, and the Director of Talent Acquisition Pathways and New to Career. • Executed various administrative tasks, such as planning trips, tracking and managing Purchase Orders, and managing complex calendars. • Actively participated in and contributed to Talent Acquisition leadership team meetings and strategy planning sessions. • Followed project timelines and kept teams on task to complete milestones according to schedule. • Supported Talent Acquisition Pathways as a program coordinator for Athlete Career Transition (ACT). Researched, developed, and launched communications and channel strategy for the ACT program by partnering with cross-functional stakeholders (Wellness, Employee Network Groups, CRO communication team, HR communication team, etc.) to optimize existing channels to increase program awareness and reach target audiences. Designed an onboarding program for candidates from nontraditional backgrounds to improve candidate experience and create a smooth transition. Created a strategic plan for ACT with recommendations on delivering 15 hires by the end of Q1 in FY22.

• Supported off-site logistics for global events, including planning attendees' details, hotel arrangements, dietary needs, and location setup. • Designed and executed a communication plan for an annual off-site event. • Participated in Agile strategy planning sessions to build the FY20-FY22 roadmap with the leadership team. Identified ideal end state, milestones, and stakeholders, interviewed and analyzed the sentiment of the stakeholders, and participated in 2-week, 30-day, 90-day, and 6-month sprints and tasks to ensure delivery.

• Created end-to-end marketing campaigns, as well as executed a plan for fundraising events. • Produced all social media content (Instagram, Twitter, Facebook, and LinkedIn), including writing copy and collecting images to drive event awareness. • Built social media toolkits for other academic departments to reach a larger target audience and drive engagement in fundraising events. • Exceeded fundraising goal of 1 million dollars in 24 hours. • Reached and inspired approximately 8,000 people to donate to the major giving campaigns.

• Provided student workers with pre-event communication to direct activities during games and schedule volunteers. • Created and organized activities during approximately 600 sports games with up to 3,000 fans.