Emily Baines

Currently contracting for Hilco Global as a Talent Acquisition Partner. Responsibilities include but not limited to: • Full cycle recruitment including finance analysts in Real Estate and Lease Advisory, Diligence, Investment, Accounting, Legal, Deal and Digital marketing, CRM/data roles, Machinery and Equipment Appraisers, Shared Services, Tax, Business Development, Underwriting, Asset Management, Transfer Specialists, and Technical and Intellectual Property roles • Successfully filled 15 roles independently through the full recruitment lifecycle and supported an additional 26 roles through the offer stage, contributing to a total of 41 hires • Implemented a formal job requisition approval process, improving consistency, transparency, and alignment across hiring teams. • Integrated an offer approval workflow within Workday to streamline approvals, improve efficiency, and ensure alignment before extending offers. • Developed expertise recruiting for highly specialized and niche positions across finance, consulting, appraisal, marketing, and technical business functions

• Full cycle recruitment; sourced and headhunted for multiple positions within the Valuation Advisory, Transaction Advisory, Disputes, Claims & Investigations (DCI), Accounting & Reporting and Human Resource Services • Supported the Valuation service line (500 colleagues) and recruited roles that included Machinery & Equipment, Life Sciences, ESOP, Litigation, Commercial Real Estate, Compensation Valuation etc. • Assisted recruiting in the DCI service line which included niche roles; Data Transformative Change, Claims and Commercial Litigation • Managed high volume requisitions of 15 plus in a variety of teams/service lines • Maintained recruiter hit rate of 85%; decreased time to fill by 15%; maintained offer acceptance rate of 90% • Assisted Talent Acquisition team with creating and implementing companywide DEI recruiting metrics • Spearheaded Women In Finance Program for undergraduate college students in the Business Valuation sector • Created a requisition and offer approval process and collaborated with HRIS team to automate through Workday • Assisted Talent Development team with delivering interview trainings to Hiring Managers and Executives • Continuous 30/60/90-day check-ins with acquired colleagues to increase and maintain engagement • Assisted Talent Development team with integrating Workvivo as a Stout social media platform to enhance company engagement and recognition • Created ChatGPT recruiting templates regarding Stout affinity groups • Developed and managed HR cultural events for parties, holiday events and colleague celebrations • Developed, and executed on innovative staffing strategies that supported Client Services & Operations • Partnered with Stout’s C-Suite and hiring managers to develop a detailed profile of target candidates with data-driven advice on the range of logical possibilities

• Built and managed Talent Acquisition team (2 direct reports) and internal HR team (5 colleagues) • Internally sourced, recruited, screened for positions including IT, Finance & Accounting, Human Resources, Benefits, Brokerage, Payroll, Risk, Implementation, Integration, Business Applications, Business Development, Shared Services, VP and C-Level • Created, built, and implemented a Talent Acquisition Interview process for all Business Unit Leaders • Implemented a 30/60/90 day training and development policy for TA department • Decreased time to fill from 55 days to 35 days less than 6 months • Decreased vacancy rate from 20% to 10% in five months • Developed a non-paid spring/summer internship program with colleges and universities • Built partnerships with local colleges and universities and attended multiple career fair, network, and branding events • Mapped out hiring, onboarding and new hire orientation processes • Integral member of Employee Engagement committee, planned multiple holiday events • Implemented weekly staffing check ins with leadership to stay aligned with needs, wants, colleague performance and forecast vision for each department • Multi-state, multi-site recruitment in the Midwest (onsite, hybrid and remote roles) • Manage, differentiate, and continuously improve the overall candidate experience • Attract passive candidates utilizing various resources (direct sourcing, cold/warm calls, referrals) • Coordinate virtual interviewing schedules via Teams platform • Make offer recommendations to executive leadership • Extend and negotiate offers to select candidates • Assist Internal HR with implementing new Application Tracking System and streamline the process • Ability to work smarter not harder, build a strong pipeline of quality not quantity