Nancy Geery

Identify, attract and hire top talent for CLA using a direct Sourcing Model focusing on Tax, Audit and Consulting. Our CLA team is dedicated to direct sourcing passive candidates for key roles within the Firm. Work with the firm's leading technology in the Talent Acquisition process including Workday and CRM Beamery system. Work closely with leadership to service multiple lines of business (internal clients). Drive National Recruiting and Human Resource initiatives in support of firm business goals through strong relationship building and proven recruiting, management and technical skills. Responsible for full-cycle recruiting and additional workstreams on a national project basis. CLA is a top ten Audit, Tax, and Consulting firm. It has offices in more than 120 locations, and its staff are given a lot of responsibility, and access to extensive training and mentors. The culture is collegial and collaborative, and managers have an open-door policy. CLA really helps its people find careers that fit.

Identify, attract and hire top talent for PwC using a Direct Sourcing Model across industries and service lines focused on Assurance, Tax and Advisory / Management Consulting roles. My team is 100% dedicated to direct sourcing passive candidates for key roles within PwC. Work with the firm's leading technology in the Talent Acquisition process including Workday and Smashfly. PricewaterhouseCoopers is a multinational professional services network. It is the second largest professional services firm in the world, and is one of the Big Four auditors, along with Deloitte, EY and KPMG. Vault Accounting 50 has ranked PwC as the most prestigious accounting firm in the world for seven consecutive years, as well as the top firm to work for in North America for three consecutive years.

Director of Talent Acquisition: Lead all firm Recruiting initiatives and TA team members in support of firm business goals through strong relationship building and proven recruiting, management and technical skills. Partner with leadership to develop and set all recruiting strategy, talent acquisition operations standards and technology, manage all recruiting teams (experienced and campus),set and deliver against established goals and manage Talent Acquisition budget.Tax, Assurance & Advisory. Developed and rolled out a new (start-up) recruiting program including firm recruiting policies, programs and procedures. Establish client relationships and develop organizational buy-in, establish strategies and processes by area, service line and position. Manage, mentor, coach and develop professional and administrative employees.Conduct performance reviews and evaluation sessions. Developed and branded HA&W’s firm Intern program and innovative Summer Leadership Academy partnering with target Universities to facilitate entry-level hiring. Responsible for full-cycle recruiting including direct sourcing of passive candidates. Manage all experienced and campus exempt recruiters, recruiting, recruiting programs and teams. Developed and implemented firm wide Behavioral Interview program. Implementation of firm wide pre-employment assessments (TalentQuest) including vendor/product selection, organizational benchmarking, training and managing ongoing application of the tool. Implemented Firm wide Performance management system including vendor/product selection, roll out, process, procedure and ongoing management of the tool and process. Design & implementation of Employee Referral Program. Research select, negotiate and implement new (ATS) Applicant Tracking System Silkroad / Open Hire. Registered Corporate Coach (RCC). Certified DISC facilitator. Thorough knowledge of principles and procedures for recruitment, selection, training, compensation, benefits and ATS systems.

Directly recruited from this position into Director role. Execution of recruiting and strategies for the Corporate Investment Banking team. Also recruited talent for Marketing and Legal. Crafted innovative and scalable solutions to drive acquisition of approximately 180 permanent positions annually at all levels. Handled recruitment of executive-level positions and negotiated executive compensation packages and relocation up to and exceeding $1M. Develop and maintain relationships with internal clients. Consult and communicate with internal clients on an ongoing basis to identify and meet business needs. Identify candidates through direct sourcing, internet, internal referral, and search firms. Manage full cycle recruiting process from identification of talent through offer including Executive Compensation.

Work closely with national leadership to service multiple lines of business (internal clients) for IT / SAP / Municipal WI-FI teams. Drive National Recruiting and Human Resource initiatives in support of firm business goals through strong relationship building and proven recruiting, management and technical skills. Responsible for full-cycle recruiting. Project Manager for on-site recruiting team (Senior Recruiter, Recruiter and Coordinator/Hudson Group) during extended contract for Municipal Wi-Fi group before taking over full cycle recruiting responsibility for the service line. Position eliminated due to firm wide downsizing impacting the entire Talent Acquisition group.

Leader of KPMG Southeast CSS recruiting team. Implemented new (start-up) recruiting strategy/structure reporting to National Recruiting Director which included area recruiting policies, programs and procedures. Establish client relationships and develop regional buy-in, establish strategies and processes by area, city, service line and position. Managed, mentored and developed regional recruiters, professional and administrative employees. Lead, coach, manage and develop Recruiters in regional office (Washington, D.C.) 2000-2002. Conduct performance reviews and evaluation sessions. Led recruiting initiatives for the Southeast Region from the Carolinas to Miami. Work closely with area and national leadership to service multiple lines of business (internal clients). Drive National Recruiting and Human Resource initiatives in support of firm business goals through strong relationship building and proven recruiting, management and technical skills. Responsible for full-cycle recruiting for high-volume Infrastructure (CSS) service lines which include Operations, Administrative, Marketing, Human Resources, Accounting & Finance, Business Development Management and Recruiting.

Systems Audit & Internal Audit Deloitte East Region Recruiting Leader for ERS (Enterprise Risk Services) Implemented East region recruiting strategy and structure to newly created (merged) service line for the firm’s East Coast offices from Boston to Miami . Handled change management, client relationship development/management, process management/improvement in addition to all service delivery and reporting. Identify and recruit experienced senior professionals in the Computer/Information Systems Audit and Internal Audit arena for Consulting roles (Senior Manager, Manager and Sr. Consultant) on a regional basis utilizing Behavioral Interview model. Function as liaison between Partners, Sr. Managers and Managers, corporate and local Human Resources, outside recruiters (when applicable) and candidates from initial contact to placement (start date). Lead and managed team for the East Region. Selected as a member of Deloitte’s national ATILA special project which focused on recruiting Partners from competing firms in the wake of merger announcements. ATILA = Attracting Talented Individuals and Leaders Aggressively. Advised on direct recruiting process and development of role-playing scripts for ATILA deliverables.