Pamela Z.

• Delivered customer support aligned with service standards, confidentiality requirements, and compliance protocols. • Maintained accurate documentation to support reporting and issue resolution. • Investigated and resolved escalated concerns using structured problem‑solving and stakeholder communication. • Collaborated cross‑functionally to ensure timely escalation and resolution of service‑related issues. • Upheld brand values through professional communication across phone, app, and in‑person channels. • Demonstrated adaptability and urgency while managing multiple concurrent customer cases.

• Filled 100+ roles annually across corporate, field, and specialized functions with strong hiring manager satisfaction. • Reduced time‑to‑fill by 20–30% through workforce planning and targeted sourcing strategies. • Developed and executed market‑specific sourcing strategies using LinkedIn, job boards, Boolean search, trade schools, community partnerships, and passive outreach. • Consulted hiring managers on staffing strategies, hiring timelines, interview design, and market conditions. • Analyzed labor market trends and community demographics to align hiring plans with diversity and business goals. • Ensured ATS accuracy, compliance with employment regulations, and adherence to recruiting policies. • Led employer branding initiatives that increased candidate engagement and application volume by 20%. • Maintained job requisition data and candidate records in the ATS, ensuring audit-ready accuracy and compliance. • Partnered with HR and hiring managers to prepare interview materials, coordinate panel availability, and streamline communication across departments. • Led onboarding logistics, including orientation scheduling, completion tracking, and first-week coordination for new hires. • Supported continuous improvement projects that optimized scheduling efficiency and candidate communication practices.

• Managed hiring for multiple client accounts with 25-35 active requisitions continuously. • Implemented process improvements that increased recruiter productivity by 15% and reduced candidate drop‑off. • Strengthened client relationships, contributing to repeat business and expanded service agreements. • Served as primary consultant to client stakeholders on staffing needs and workforce challenges. • Monitored turnover, absenteeism, and performance trends to support retention initiatives. • Identified and supported business development opportunities through strong client partnerships.

• Filled 300+ technical, skilled trade and administrative roles over three years in high‑demand markets. • Increased candidate quality by 20% through refined screening criteria and targeted sourcing. • Maintained a 90%+ offer acceptance rate through strong candidate relationships and expectation alignment. • Led full‑cycle recruitment for technical, engineering, and skilled labor roles. • Partnered with hiring managers to establish sourcing strategies and competitive candidate slates. • Sourced candidates through ATS searches, Boolean strings, referrals, job boards, and professional networks. • Facilitated verbal offers and coordinated handoff to onboarding and shared services teams.

• Managed hiring for multiple client accounts with 30–40 active requisitions. • Implemented process improvements that increased recruiter productivity by 15% and reduced candidate drop‑off. • Strengthened client relationships, contributing to repeat business and expanded service agreements. • Served as primary consultant to client stakeholders on staffing needs and workforce challenges. • Monitored turnover, absenteeism, and performance trends to support retention initiatives. • Identified and supported business development opportunities through strong client partnerships.

• Improved employee retention by 70% through engagement initiatives, attendance programs, and proactive issue resolution. • Managed onsite workforce operations for 100–125 employees, ensuring compliance and performance standards. • Reduced time‑to‑hire by 30% through streamlined screening and onboarding processes. • Delivered training programs that increased associate job readiness and reduced early turnover. • Screened, interviewed, and placed candidates while ensuring compliance with client and regulatory requirements. • Managed employee relations matters including performance issues, complaints, and corrective action. • Oversaw administrative HR processes including unemployment claims, workers’ compensation, and compliance documentation. • Supported branch leadership with operational reporting, audits, and people‑related initiatives.