Laura Bodnar

Reporting directly to the CEO, I own the full-cycle recruiting process—from sourcing to onboarding—across all executive, tech, corporate, and GTM roles in a fast-paced startup environment. Thriving in ambiguity, I wear multiple hats to drive top-tier hiring with an average time-to-fill of 29 days or less. Talent Strategy & Execution – Manage sourcing, screening, interviewing, offer/negotiations, and onboarding, ensuring a seamless candidate experience. Greenhouse Expert – Implemented best practices to optimize ATS efficiency. Headcount Planning & Talent Ops – Lead weekly talent meetings, collaborate on workforce planning, and provide strategic hiring insights. Industry Best Practices – Beyond hiring, I advise on recruitment strategies, trends, and best-in-class processes to elevate our talent function.

Cerebral's mission is to democratize access to high quality mental health care for all. We believe that everyone everywhere deserves to get the care they need, and are striving to make care convenient and accessible, while tackling the stigmas that surround mental illness. As a Senior Talent Acquisition Partner at Cerebral, I partner with leaders of the organization to attract and hire the best talent to grow their team. Developing deep, meaningful relationships with hiring leaders, I identify talent gaps, and proactively source passive candidates, as well as screen and interview applicants. I provide guidance to the hiring team on things such as job description creation, interview process, offers, negotiation and more. I successfully hire for positions of all levels, from associate through executive, and specialize in all things corporate and tech, such as marketing, business development, legal, customer success, accounting, operations, engineering, product, design, and more. Owning the full cycle recruiting process, I utilize tools such as LinkedIn Recruiter, and Greenhouse ATS to effectively lead the right candidate to an offer, all while focusing on delivering an impeccable candidate experience. Being a valuable player on a smaller team, I wear many hats, and also have spent time on various projects outside of recruiting such as mentoring, training, and SOP creation.

• Lead the full cycle recruitment process including sourcing, interviewing, application, and follow up. • Source, engage and present top talent on role specific basis, or as part of a wider strategic project/pipe-lining exercise. • Connect with hiring managers and the executive team on searches and ensure we are finding the right talent. • Identify potential candidates through use of Boolean searches, professional and social networking, candidate referrals, web sourcing, and the internal ATS. • Provide leadership and is a primary contact for all recruiting vendors. • Proactively research and generate new/creative sourcing ideas. • Keep abreast of trends, developments, and industry activity; know the competitive landscape and provide relevant information feeds to the business. • Project manage job fairs and other recruiting events. • Ensure an excellent candidate experience through prompt follow up and communication with candidates. • Mentor and lead the department team members. • Create, maintain, and track department metrics to ensure recruitment goals are met.

• Facilitate classroom instruction and address questions/concerns of students. • Evaluate student performance. • Respond promptly to grade determination and input final grades. • Develop and manage syllabus materials. • Coordinate courseware and curriculum with academic program chair.

• Responsible for recruiting qualified applicants for admission to South University in accordance with state and federal regulations. • Lead the full cycle recruitment process including sourcing, interviewing, application, and follow up. • Execute policies and regulations, while maintaining consistency with the highest ethical standards. • Consistently meet/exceed start rate goals and start plans of student recruitment. • Consistently run reports and analyze results to maximize output of myself and Admissions Team. • Track progress and deadlines through calculations of run rates, application status, interview, and cancel reports. • Utilize Campus Vue system to outreach potential students and develop and manage pipeline. • Conduct interviews with potential students to gauge interest and provide program recommendation. • Maintain contact and relations with previous interviews and student body to build pipeline and acquire Personally Developed Referrals (PDRS). • Manage time efficiently by creating time for accountabilities with POD. Create training sessions and perform "one on ones" to consistently develop the skills of everyone on the team. • Maintain accurate information regarding company and curriculum changes to maintain compliance.