Mallory Planck

As the Head of Global Talent Acquisition for Drata, I lead the company's headcount strategy for US, EMEA and APAC, partnering with C-Suite to define hiring strategy across Product, Engineering, GTM, and Corporate functions, reporting into the Head of People and skip-level into the COO/Co-Founder. - Lead high-performing TA team of 6, establishing recruitment operations, frameworks, vendor partnerships, and performance metrics for multi-region growth. - Own full-cycle recruiting across geographies; optimize workflows for speed, quality, and candidate experience. - Implement Ashby dashboards, KPIs (time-to-fill, quality-of-hire, candidate NPS), and continuous process improvements. - Drive employer branding and EVP globally to attract top talent. - Lead DEI initiatives and embed inclusive recruiting practices, building diverse pipelines globally. - Advise business leaders on workforce planning, organizational design, and talent risks

MJP Talent Partners is all about helping growing teams find the right people to thrive together. Whether you’re a scrappy startup or scaling quickly, we focus on creating recruiting approaches that make sense — thoughtful, efficient, and tailored to your unique needs. With experience across GTM, tech, and leadership hiring, we combine data with a personal touch to make the process smooth and respectful for candidates and hiring teams alike.

As the Founding Head of Talent Acquistion, I acted as a player/coach and developed the company's first recruitment process across all departments. I reported directly into the CEO and Head of People Operations, and was responsible for all headcount growth and strategy. - Personally made 49 new hires in 5 months - Doubled the AE team, adding 9 AE's in Q1 alone - Doubled the size of the Engineering department- adding Head of Engineering, 8 SWE's, 1 DevOps Eng, 1 QA Lead. - Hired key leaders to the org- Head of Product, Head of Engineering - Cultivated and managed relationship with recruitment vendors for offshore talent - Managed and led 2 technical recruiters - Improved existing processes for internal referrals, onboarding, req intake

Served as the Head of Talent Acquisition, reporting directly into the CEO and COO until hiring the CPO. -I am responsible for the hiring strategy, process development, and application, making sure to attract and retain top talent. - Led a team of two senior recruiters, one junior recruiter, and two coordinators on all GTM, Product, Tech, and G&A roles. Acted as a player/coach, leading them to their individual goals, while taking ownership of executive-level recruiting. - Served as a leader within People Operations and was responsible for influencing company-wide policies that affect DEI, culture, retention, policy enhancement, and overall employee satisfaction. - Owned & operated the companies' Talent Management function, including training and development. - Created a headcount budget per department and led the recruiting team to hit the headcount goal in 2022, 2023, and pacing in 2024. - In the first 90 days, I hired and onboarded 4 of 5 direct reports while building HQ's hiring process asynchronously. - Acted as interim VP, People from Oct 2022 to April 2023 while leading the external search for Chief People Officer - Promoted junior recruiter to People Generalist, and both coordinators to People + Talent Coordinators - Decreased time to fill from 77 days to 46 days over 2023. - Personally led search for all executive searches with successful fulfillment within 100 days for each. - Fostered a DEI hiring strategy, partnering with vendors and groups to assist in 58% of 2023 and 67% of 2024 hires, representing underrepresented groups. - Negotiated contracts with ATS, HRIS, DEI vendors, and other recruitment platforms. - Brought 100% of hiring internal in 2022, reducing $45,000 in agency spend. - Created and implemented a compensation philosophy. - Implemented ATS (Greenhouse) and HRIS (UKG) systems.

Served as the Director of Recruiting for Townsquare Interactive, Townsquare Media and Townsquare Ignite. I oversee a team of 4 recruiting teams, consisting of 4 recruiting managers and 20+ recruiters working on positions ranging from entry level sales and customer service to senior level executives. I work closely with the executive leadership team to manage the hiring strategy for all three businesses within the Townsquare family.

As the Director of Hiring for Townsquare Interactive my responsibility is to effectively grow our company, specifically the National Account Executive team with top talent. I work closely with the President, Head of Sales, VP of Human Resources and the Recruiting Manager to ensure all strategies align. Working with the Recruiting Manager I provide coaching and training to our team of Corporate Recruiters on recruiting strategies and procedures. I work with Senior Leadership to ensure we are hitting targeted company headcount, as well as working to improve attrition trends and exceed growth needs. I make hiring decisions for the organization based off candidate skill fit, motivational fit, culture fit and career growth goals.

As the Recruiting Training Manager at Townsquare Interactive, I have many different responsibilities. I manage our two Service Recruiters, as well as our Recruiting Coordinator. With that, I also act as the Hiring Manager for our Inside Sales division and work closely with the Recruiting Manager and sales recruiters on training and development to hone in on hiring for our identified profile. I also am responsible for training any individual who touches recruiting within our company on "Hiring for Attitude" and certifying them. Along with this, I head our college recruiting program to build the TSI brand on local college campuses. I work directly with the Director of HR, Head of Sales and Service Directors on hiring needs for the entire organization.

As the Townsquare Interactive Recruiting Manager, I oversee 5 Inside Sales Recruiters, 2 Outside Sales Recruiters and 2 Service Recruiters, as well as a Recruiting Cooridnator. I am responsible for achieving the entire company's monthly and yearly headcount goals by continual training, strategy, motivation and production. I hold weekly 1:1 meetings with each recruiter working with them not only on their production goals, but career goals as well where we set goals and create a plan to achieve those goals. I create daily/weekly/monthly contests to motivate the team and increase production, and hold each recruiter accountable to their goals. I also work directly with the Sales Managers, Director of Sales/Service and Head of Sales on interview training and hiring goals and objectives. I report directly to the Director of Recruiting/HR and work with her to grow the department and company.

Townsquare Interactive is a digital marketing and services organization offering a comprehensive set of products to help local businesses reach more customers, generate leads and grow their online presence across web, mobile and beyond. We combine innovative technology with our industry leading team of experts in design, marketing, search engine optimization, social media, web publishing and reputation management to create tangible results for our clients in local communities all around America. As the Recruiting Team Lead, I source inside and outside sales candidates for our Charlotte headquarters, as well as our radio markets across the country. Additionally, I am the Hiring Manager for all Inside Sales candidates that are brought into the office by the recruiting team- each candidate is prescreened by the recruiters, and then interviewed by myself before moving forward in the interview process. My other job responsibility is to coach and mentor a team of four Corporate Recruiters- responsible for 1:1 weekly meetings, goal setting, driving expectations and success within the department. We are looking to double in size next year so if you are looking for your next career in Sales or Marketing please reach out to me! mallory.planck@townsquareinteractive.com

As an Aerotek Internal Recruiter, I am a member of our Corporate Talent Acquisition Team. I initiate the hiring process for all potential Recruiter candidates by sourcing, conducting phone interviews, testing and presenting qualified candidates to Aerotek’s field offices. By building relationships with six different DBO’s (Director of Business Operations) in Michigan alone, I work as part of their management team to ensure their staffing needs are met. I also am responsible for building Aerotek’s brand on different college campuses (including but not limited to Western Michigan University, Eastern Michigan University and Central Michigan University) as well as networking groups, fraternities/sororities, clubs, and organizations. I attend multiple career fairs, professional association meetings and various networking events. I evaluate resumes received and sourced and select Top Talent candidates and build the relationship with each candidate from the first point of contact, and into their employment with Aerotek. I also conduct trainings and development on Behavioral Interviewing strategies, as well as consultative meetings on hiring needs, projections, attrition and retention. I am held to daily, weekly, monthly and quarterly goals centered around candidate submittal, diversity of candidate pool, attrition/retention and self-development.

Aerotek, Inc. is a leading provider of technical, professional and industrial recruiting and staffing services. We are part of Allegis Group, Inc., the largest staffing company in the United States with annual sales exceeding 8 billion. Aerotek is your direct source to find qualified & skilled employees and locate great career opportunities with industry leading companies. Aerotek operates more than 250 non-franchised offices and employs 3,000 recruiters to identify, screen and select top talent. To learn more about Aerotek and see a complete list of our locations, visit our website at www.aerotek.com. I specialize in industrial staffing through Aerotek Energy Services, a division of Aerotek. We recruit qualified personnel for job opportunities in all sectors of the energy field. Specialties: • Oil & Gas • Power Generation & Delivery • Transmission and Distribution • Power Manufacturing • Power Engineering • Field Services • Renewable Energy • Department of Energy (DOE) • Construction Skill Sets: Engineering/design (substation, transmission line, mechanical, electrical, civil, structural, I&C, cost, estimating, project controls, etc.), project managers, project engineers, designers, drafters, technicians, craft labor such as welders, millwrights, pipefitters, machinists, mechanical and electrical maintenance personnel, planners, plant operators, schedulers, outage/turnaround contractors, construction managers, etc. We are able to partner with our clients through a standard staff augmentation contract, PO or SOW to perform services. We assist in supporting outages/turnarounds, large and small capital projects as well as permanent hires. We also are able to offer full outsourced solutions or managed services through our engineering services company EASi Engineering. Specialties: Hiring, interviewing, job placement, contract negotiations, business development, management, sales, customer relations, project management

As a Recruiter for Aerotek, the largest privately-held recruiting firm in the United States. I specialize in technical staffing, consulting, and networking through Aerotek Architecture & Engineering. I recruit technical professionals in the architecture and engineering industries with the focus on : - Architecture & Interior Design - Mechanical, Electrical & Plumbing (MEP) Design & Engineering - Structural Engineering Aerotek is a firm that will provide staffing services, consulting expertise, and networking in numerous industries. Please feel free to contact with any inquiries or questions. Specialties- CAD Drafters/Operators (AutoCAD, REVIT) - Job Captains - Project Managers - Project Architects/Licensed Architects - Principals/Partners - Mechanical Designers/Engineers - Electrical Designers/Engineers - Plumbing Designers/Engineers - Structural Engineers

Outside Sales Consultant responsible for protecting current customer base as well as growing geographical territory by researching, Teleprospecting and cold-calling companies to set appointments and work MRC 360 Sales Cycles which assesses a company's entire environment in relation to the creation and destruction of documents. Assessed customer's needs by questioning and understanding criteria to determine optimal solution for each individual client. Consistently ranked in Top 10 Sales Consultants from January 2011 to September 2011 and one of five reps over 100% of YTD plan at 120% as of September 2011. Top rep for month of August at 333% of plan. OC office site Software Mentor, as well as Tenured Bootcamp Winner, and member of MRC Leadership Development Program, a program designed to train the future leaders of the organization.

Became full time teacher in October for Honors 9 freshman. Responsible for restructuring the learning environment while following the Honors curriculum. Taught units based on novels, writing, grammar and discussion. Responsible for student comprehension and behavioral management, while meeting state guidelines. For seven weeks I had AP/IB Seniors as well, so for that time I was responsible for two different curriculums and lessons for two of the highest level of classes offered at the school.

Responsible for managing different classrooms throughout the Kettering School system for various subjects and age levels, including 6th-12th grade in English, Math, Science and Social Studies.