Natalie Stringer ストリンガー ナタリー

If you're looking to hire bilingual professionals in the market or simply looking for opportunities to further your career in the HR industry, don't hesitate to contact me at: n-stringer@jac-international.jp

Boutique recruitment agency in Japan connecting bilingual professionals with startups and multinational companies. - Manages end-to-end recruitment for in-house and agency marketing roles: sourcing, interviewing, offer negotiation, and onboarding. - Builds and nurtures client relationships, providing strategic advice on hiring challenges and market insights. - Focuses on improving candidate experience and employer branding while navigating complex offer and negotiation scenarios.

ContactMonkey is Canada's leading Internal Communications SaaS tool that helps companies engage with their employees and boost both growth and productivity across the board. As the first Talent Team hire (and the second People & Culture hire!) I led ContactMonkey's sustainable growth plans as we scaled from from 60 employees to 100+ within 12 months. - Hired 75 employees from entry-level to Director-level across Sales, Marketing, Product, Tech, Finance, and People & Culture, achieving a 97% offer acceptance rate. - Reduced time-to-hire from 50+ to 38 days with structured intake sessions, scorecards, and real-time dashboards. - Designed a 20/40-day Quality-of-Hire framework to boost new hire satisfaction, manager satisfaction, and retention. - Led DEI-focused interviewer training, onboarding programs for new hiring managers, and employer branding initiatives to improve candidate experience. - Maintained internal TA knowledge base and best practices for sustainable scaling.

I was instrumental In StackAdapt's global expansion - from operating solely in Canada to hiring employees across NA, EMEA, APAC and LATAM. My hiring efforts enabled our headcount to grow from 235 employees to 1000 within 2 years. - Led global TA strategy, growing headcount from 235 → 1000+ employees across Revenue functions. - Managed and coached a 3-person Talent team, creating hiring guides, ATS workflows, interview frameworks, and feedback mechanisms. - Partnered closely with the CRO and executive leaders, leading monthly and quarterly meetings to review team progress, align hiring priorities, set expectations, and provide strategic recommendations on workforce planning. - Partnered with leadership to improve quality-of-hire, ramp-up, and retention while embedding bias-aware, structured hiring practices. - Hosted company-wide onboarding and DEI-focused interviewer training sessions. - Co-Chaired Culture Committee, supporting initiatives that strengthened inclusion and employee engagement.

Focused on building and scaling StackAdapt’s Revenue teams across the US, hiring top talent in Account Management, Sales Enablement, and Business Development. - Owned full-cycle recruitment while refining processes to improve interview quality, candidate experience, and time-to-hire. - Partnered with hiring managers to define team needs, provide coaching, and implement best practices for structured, bias-aware interviews. - Supported the development of the growing Talent team by mentoring new Talent Specialists and sharing knowledge on sourcing, outreach, and candidate engagement. - Contributed to projects enhancing employer brand, diversity, and employee experience across the organization.

- Owned the full-cycle recruitment process, including intake meetings, sourcing, scheduling, interviewing, offer negotiation, and onboarding of top talent. - Proactively sourced active and passive candidates through LinkedIn Recruiter to meet hiring goals across multiple teams. - Partnered closely with department heads, managers, and team leads to define hiring needs and deliver tailored recruitment strategies. - Executed hiring strategies to successfully scale teams during a hyper-growth phase, ensuring quality and speed in every hire. - Contributed to recruitment and Talent projects, bringing creativity and initiative to process improvements and team initiatives. - Supported StackAdapt’s culture by embedding diversity, equity, and inclusion practices and enhancing overall employee experience. - Helped grow and strengthen StackAdapt’s employer brand through proactive outreach, engagement, and recruitment marketing initiatives.

OMD is a worldwide media planning and buying company under Omnicom Media Group. In Canada, OMD has offices in Toronto, Montreal and Vancouver and employs approximately 300 staff across the country. As a Talent Acquisition Specialist, I worked closely with the HR Director to execute full-cycle recruitment strategies and implements a variety HR initiatives. • Managed a 360 recruitment desk: hosted intake meetings; developed job postings; advertised vacancies on LinkedIn and local college job boards; conducted thorough phone screens with candidates and scheduled secondary interviews. • Sourced and employed 200 candidates, independently recruited for 50 open positions at one time. • Implemented strategic talent acquisition/HR initiatives to ensure positive employer and candidate relations. • Represented the company for all college internship opportunities.

• Discussed talent needs with HR Director and Hiring Managers to develop job postings for various job boards. • Sourced and screened candidates, scheduled Stage 2 interviews with hiring managers and teams. • Performed reference checks, created offer letters and developed hiring packages for new employees. • Extended verbal and physical offers of employment to candidates. • Coordinated and prepared orientation schedules for new employees and the various support teams (IT, Office Services, Business Systems, Research). • Coordinated internship/co-op program with Colleges and Universities.

Established in 1985, Gilmore Partners is a Human Capital management firm that specializes in recruitment across North America. Gilmore Partners work in a number of different sectors including Financial Services, Legal, Accounting, Consulting, Real Estate, Consumer Packaged Goods, Retail, Digital Media and Information Technology. • Created a training manual for new hires, which highlighted how to use various recruitment software, how to look for candidates and how to effectively screen candidates. • Responsible for creating various HR documents for the company, providing staff with office policies, and designing a talent attraction plan. • Performed monthly health and safety inspections at Gilmore Partners.

Experis-Veritaaq works with top clients in the telecommunications, financial services, and oil and gas sectors and also serves all levels of government. • Worked as a Technical Recruiter for various financial clients in Ontario and Quebec, becoming a recruitment specialist for Scotiabank, CIBC and Morgan Stanley. • Responsible for pre-identifying candidates, building a large internal database, assessing client needs quickly and effectively and arranging interviews with hiring managers.

Managed and coordinated the details of the Business Development department's initiatives and projects whilst actively contributing to the growth and development of all business outlets, ensuring business development towards better performance and more pronounced profit-making. Enabled Pusateri's Fine Foods HR department to attain their high-volume recruitment needs: • Maintained an up-to-date database of prospective candidates through high volume sourcing. • Recruited by resume and phone screening for front of house, CSR, cashier and grocery clerk positions across several locations throughout the Toronto region. • Attracted candidates by creating and posting job postings on a variety of professional recruitment websites such as LinkedIn and Indeed. • Supported the full recruitment cycle by scheduling interviews and preparing interviewing tools. Assisted with the development of Pusateri's Fine Foods growth in the GTA: •Performed outbound cold calling and individually prospected potential clients. •Ensured the integration of Pusateri's values at store, corporate and individual levels. •Coordinated communication between Pusateri's 6 store locations and head office.

Worked as a Reporting Officer for the National Sales team at Scotiabank’s Customer Contact Centre in Scarborough. • Compiled weekly and monthly business reports through IRS Analyser/IBM iSeries and Avaya to allow for business partners to ascertain weekly, quarterly and annual goals. •Highlighted training opportunities and created custom sales reports for call center agents by working alongside sales managers in order to increase outbound sales numbers. • Captured retention and closure rates for Scotiabank’s Customer Care Team; processed customer offers and worked alongside contact centre leaders to solve customer requests and concerns.

Courses Include: - Project Management - Human Resources Management - Recruitment and Selection - Financial and Managerial Accounting - Training and Development - Organisational Effectiveness - Compensation - Human Resources Planning - Labour Relations and the Collective Agreement - Occupational Health and Safety - HR Seminar Series - Employment and Human Rights Laws

Graduated with Upper Class Honours with a focus on post-colonial Indian politics. Published thesis on: Media and Literary Representations of Disunity and Disillusion in India from 1947 - 1981.