Megan Butkey

Performed high-volume outreach aligned with sales and recruiting goals. Leveraged job boards, social media, and cold outreach to source qualified candidates. Conducted screening and initial phone interviews to assess skills and cultural fit, maintaining accurate records in CRM systems. Coordinated candidate interviews and collaborated with account managers to align recruitment strategies with client hiring needs.

Recruited nationwide for service roles at Miter, including positions for Service Technicians, Customer Service Representatives, and Inside Sales professionals. Collaborated with Human Resources team members and Operations Leadership to identify best practices and strategize recruitment efforts across all locations Provided an exceptional candidate experience by following up via email, phone call, and/or text message with all applicants. (Based on feedback I was provided from them.) Responsible for weekly recruiting reports and tracking goals.

Developed and implemented a nationally aligned, streamlined hiring process for the Service team, reducing time-to-fill to 1–3 months and time-to-hire to 1–4 days post-on-site interviews. Shortened recruitment cycle time from 3 weeks to 7 days in three months by leading bi-weekly strategy sessions with 10+ hiring managers. Cut time-to-hire by 20% and boosted candidate quality by 15% through daily audits of postings and process improvements.

Development and training of new team recruiters to perform resume searches, use internal and external databases, and recruitment best practices. Successfully meet recruitment startup deadlines by collaborating with hiring managers and clients to achieve organizational goals and ensure alignment with startup objectives. Led high-volume recruitment efforts across six states to source and recruit potential candidates for a Fortune 500 company while mentoring and supporting my team of 20–23 recruiters in the Pacific Northwest and part of the Central region. Communicate recruitment trends and market intelligence and acting as a talent advisor for recruiters and managers. Cultivate and maintain strong relations with Operations and HRBP for multiple locations nationally

Managed recruitment of 50–200 positions across six states for a Fortune 500 company. Oversaw a team of 20–25 recruiters and led weekly 1-on-1 meetings to enhance morale, ATS use, and operational alignment. Improved onboarding efficiency through process improvements and collaboration with recruiters and leadership.

Maintained open communication with various outlets to retain and find effective candidates, including managers, job coaches, job fair/event coordinators, and public relations managers/points of contact. Transfers of employees between sites, branches, and states, while also considering different union contracts, and facilitating layoffs and reassigning employees to different positions based on the terms and conditions of those contracts. Training of new recruiters with full cycle recruitment including i-9 verifications.

Promoted from Senior Recruiter managing 10 recruiters to Regional Lead Recruiter overseeing 20–24 recruiters across seven states. Optimized candidate matching and compliance for multi-state union and non-union roles. Facilitated employee transfers and layoffs in accordance with union contracts.

Processed background check, drug test, motor vehicle reports, and i-9 verification for all new hires through various ABM approved systems. Conducting 2 orientation classes daily ranging from 9-12 new hires daily. Facilitate the scheduling of 2nd and 3rd interview with Managers and Clients if required. Knowledge of ABM job positions to explain confidently and comfortably explain job duties and expectations to applicants during interviewing process. Cultivate and maintain strong relations with employment partners Strategize and coordinate company on-site hiring events, including attending local job fairs within the community.

Reduced time-to-hire from 2 weeks to 1–4 days through efficient candidate assessment and interview coordination. Conducted two daily onboarding classes for 9–12 new hires each, ensuring seamless transitions. Expanded candidate pipeline by 20% within four weeks by leading job fairs and hiring events.

Gather all relevant data surrounding the loss, including timelines, involved parties, financial details, and other pertinent documentation such as invoices, receipts, or reports. Working in a collaborative team environment to handle a large volume of claims and telephone calls. Create a detailed report describing the nature of the loss. This includes a clear summary of what happened, how it happened, who was involved, and the immediate impact.

Develop, motivate, evaluate, and coach staff on work procedures, proper call handling, and teamwork to deliver excellent customer service. Observe and evaluate team members' performance, complete performance reviews, and create individual training, improvement, and development plans. Report on market trends and recommend and implement changes to continually improve work productivity.