Mike Goodyear

• Providing 360 recruitment services in construction and engineering. • Acting as a first point of contact for both candidates and clients during the recruitment and hiring process. • Utilizing a variety of recruitment methods, such as company databases, job boards, industry networking events, and social media platforms (Including LinkedIn Recruiter and Indeed), to attract and engage top talent. • Creating and maintaining job postings, ensuring accuracy with role requirements. • Collaborating closely with hiring managers to understand role and company requirements and deliver candidates who meet technical expertise and cultural fit criteria. • Conducting comprehensive candidate assessments, evaluating technical skills, project experience, and suitability for specific roles. • Coordinating the interview process, including salary negotiations during the offer stage. • Maintaining a candidate pipeline, continuously sourcing and building relationships. • Staying abreast of industry trends and market dynamics to anticipate talent needs and proactively address recruitment challenges. • Demonstrating flexibility and adaptability in responding to changing hiring priorities. • Training, coaching, and mentoring new recruiters and junior team members.

• Leveraged diverse recruitment channels, including company databases, job boards, and social media (including LinkedIn Recruiter, Indeed, and Monster), to attract top talent and place nearly 20 IT professionals across various roles with TELUS Communications. • Collaborated closely with the team to understand technical requirements and deliver high-quality candidate placements. • Managed candidate pipelines and conducted thorough screenings to ensure alignment with TELUS' needs and values. • Championed an exceptional candidate experience, enhancing TELUS’s employer brand. • Utilized market insights and trends to anticipate and address recruitment challenges. • Engaged passive candidates and built a robust talent pipeline. • Demonstrated flexibility and adaptability in prioritizing changing demands.

• Responsible for store sales and operations, including all store level Human Resource duties. • Recruited, interviewed, and hired a team of associates and leaders to open a new store in April 2021. • Partnered with other Store Managers in the district to identify internal talent and promotional opportunities into leadership roles in my store. • Developed and oversaw training plans for new team members, coordinating with other stores in the city to arrange hands-on training prior to opening. • Demonstrated high flexibility, with a strong ability to collaborate with corporate partners, and prioritize changing demands due to various fixture and product delays during store setup. • Currently leading a service culture focused on building trust with our new customers by offering solution based selling strategies. • Analyzing trends of a new store and forecasting to plan for growth and future staffing needs. • Developing action plans to train and develop four new leaders to improve their competencies. • Addressing concerns created by COVID-19, working with all necessary partners to ensure we are compliant with current regulations to keep both the team and our customers safe. • Working with high potential associates and leaders to create a healthy pipeline for future openings within the store or district. • Serving as the district “Voice of the Customer” captain, driving customer satisfaction results.

• Oversaw all aspects of store sales and operations, including Human Resources duties. • Mentored an Assistant Manager, leading to a promotion to Store Manager in 2021. • Led the team through the beginning of the COVID-19 pandemic, addressing the many issues and challenges around safety, staffing, and the overall well-being of my team. • Handled sensitive HR situations created by the pandemic, including LOA’s, layoffs and terminations, while maintaining a high level of associate engagement and customer service. • Led the team to achieve a 17% sales growth in 2020.

• Oversaw all aspects of store sales and operations, including Human Resources duties. • Executed all aspects of the recruitment cycle for approximately 50 associates and managers. • Recruited and hired a new grooming team to re-build a challenged salon. • Developed succession plans with my team, resulting in 6 internal management promotions. • Trained new managers for various stores throughout the district. • Handled confidential and sensitive issues including HR and Loss Prevention investigations. • Performed business walks relating to store standards, Health & Safety, employee and customer engagement, payroll, training compliance, and other key areas of the business. • Identified changing industry trends, anticipating staffing and scheduling needs. • Recognized for strong performance in 2016 with an invitation to the PetSmart National Sales Meetings, attended by select store leaders, corporate executives, and key business partners. • Increased store sales by 50%, and services sales by 300% over a three-year period. • Consistently ranked with top stores in the region for sales and customer satisfaction results.

• Oversaw all operational aspects of the store, including scheduling, payroll, hiring, training and all day-to-day merchandising, store presentation, and sales duties. • Partnered with the Store Manager to oversee the setup and opening of a new store, including the hiring, onboarding, and training of a new team of 30+ associates and managers. • Mentored and coached the Merchandising Manager to prepare her for advancement, ultimately assisting in her promotion to Assistant Store Manager, and then Store Manager. • Oversaw both Loss Prevention and Health & Safety programs, ensuring safety standards and policies were upheld.

• Responsible for store sales and operations, including all store level Human Resource duties. • Developed and executed succession plans with my team, with a particular focus on mentoring a new Assistant Manager. • Trained and coached, and acted as a role model for the team to build a sales and service culture, resulting in higher level of customer service, and overall employee engagement. • Coached the team to improve overall consistency around merchandising standards. • Achieved growth in all key metrics, overtaking my former store to lead the district in sales.

• Responsible for store sales and operations, including all store level Human Resource duties. • Addressed opportunities, including staffing, training, customer service, and overall operations. • Led a group of seasoned staff through a period of significant organizational change. • Led the team to drive store sales, ultimately exceeding sales goals, leading the district in overall sales, and showing significant increases above the previous year in all key metrics. • Championed both local and national charitable initiatives, such as the Indigo Love of Reading program, ranking 2nd nationally in donations received. • Created and executed a successful succession plan for the team, leading to the eventual promotion of the Assistant Manager into the Store Manager role upon my departure.

• Responsible for hiring, training, scheduling, payroll, and performance management. • Partnered with the Store Manager to implement new business strategies, which required us to manage conflict, resistance, and significant employee turnover in the process. • Oversaw the construction and opening of the new Indigo Kids department, and acted as a liaison between the store and head office during this project. • Recruited, hired, trained, and worked with a new team for the department, ultimately exceeding sales plans, often ranking with flagship stores in national sales. • Collaborated with my team, as well as those in other stores, to share best practices and develop new business ideas. • Received special acknowledgment from the CEO for strong sales performance and overall company contributions.

• Partnered with the Store Manager to open a new store. • Recruited, hired and trained a new team, working with them to shape a customer orientated service culture, ultimately outperforming many comparable stores in key measurable areas. • Led cashiers to achieve top credit results in the district, as well as receive numerous incentives during company driven credit card contests.