Paula E Kilby

Continuing my role as a perm Snr Talent Acquisition professional within AMS, working within the Microsoft client on an RPO arrangement. Hired to ramp up and manage the A&NZ Recruitment for Data Center professionals. I'm currently hiring in NZ, Sydney & Melbourne for Data Center Technicians, Data Center Inventory & Asset Technicians (DIAT), & Snr. & Mid-Level Critical Environment Technicians (Electrician / Mechanical). Interested? Know someone who might be? Click on this link to review all open roles and make an online application: https://jobs.careers.microsoft.com/ Achievements to date: - Shortened time to hire and time to fill - Increased employer brand across social medial for my Data Center roles in A & NZ - Built a significant pipeline of talent via social medial channel engagement and referrals - Exceeded all hiring goals to date for the region - Increased visibility of the use of social medial engagement within the BU and hiring teams I work with - Increased candidate experience - Trained team members in LI Recruiter - Trained team members in the use of new ATS Systems and new business processes

Pivoted my 15+ yrs of IT-focused TA expertise into a different industry and was hired as a Senior TA professional via RPO (AMS) into the life sciences and scientific manufacturing space. Was responsible for PSG and a number of other commercial divisions working towards meeting high growth goals within the Thermo Fisher Scientific Group - a world leader in serving science. Also took on the role of Regional ANZ Talent Acquisition Lead for a new High Volume Hiring (HVH) Program to fast track the hire of lower level professionals into the business. Achievements included: - Shortened time to hire and time to fill and reduced agency engagement to almost zero for the region and business groups - Improved candidate experience by implementing new strategies and business processes - Created & enhance employer brand awareness using social media channels - Introduced greater awareness of social media promotion of roles - Trained other team members with LinkedIn Recruiter - Introduced new business processes for faster hiring - Built a significant portfolio of new candidates and implemented major talent attraction programs - Was part of the Thermo Fisher Graduate Program Team and hiring process - Took a low performing area to a high performing area within 3 months - Hired a range of roles within the Bio/Pharma space covering Field Service Engineers, Sales, Customer Service, Supply Chain, BA, QA, QC and a wide range of Science-based early career and seasoned professionals.

Hired to build and lead the internal TA function for CTRL Cybersecurity with a focus on attracting hiring and retaining the best talent into the team to ensure CTRL met its planned growth and scaling plans. Main achievements included: - Implemented new hiring process improvements across the business and reduced agency engagement to zero - Implemented new TA Programs and social media employer branding strategies with sales and marketing teams. Enhance awareness of the employer brand and implemented new attraction campaigns - Implemented technology tools to automate TA processes, reduce time to hire/fill, reduce agency engagement, increased internal sourcing capabilities and implemented behaviour-based interviewing. - Digitised the Employee Referral Program - Reviewed/enhanced all Policies and employment contracts - Implemented new onboarding and offboarding programs - Implemented employee engagement survey and candidate experience surveys

Hired as the company's first TA Manager to build and lead a global team to attract, hire and retain the best talent into the Australia, Europe, US, NZ and India regions to ensure Cyara met its planned growth plans. My team were based in the UK, USA, India and Australia. Achievements include: - Implementation of significant new hiring process improvements across the business globally - Implemented new TA Programs and social media employer branding strategies with the local and global teams to ensure Cyara maintains its position as the world's leading Customer Experience (CX) Assurance Platform provider, an Employer of Choice and a Great Place to Work. - Implemented technology tools to automate TA processes - Shortened time to hire/fill, reduced agency spend, increased internal sourcing capabilities and implemented behavioural-based interviewing. - Digitised the Employee Referral Program, enhanced and upgraded the Careers site, and introduced Employee Profiles to enhance the employer brand.

Hired as Talent Acquisition Manager to build, lead and add value to the overall strategy of recruitment within the Innovo team, bring in new systems, processes and create employer brand awareness of the company and manage the end to end recruitment process of attracting and retaining talent for our client base. Lead and Implement sourcing strategies for client contract projects and implement an exceptional candidate experience. Partnering with the business and key stakeholders to understand criteria for new roles, as well as plan, pro-actively source, attract and retain IT talent across the business at high volume rates for professional services engagements on client sites. Engaged as an internal TA Manager to reduce time to hire and external agency engagement and increase the quality of candidates for each client engagement. Innovo are part of The Circle Back Initiative - committed to respond to every applicant!

Hired as a full time Regional TA Lead on a fixed term contract to drive the rapid growth of NCS Group (a start-up) in the Australia & NZ Region. Drive and implement a cloud focused talent sourcing strategy, implement employer and talent branding, increase social media engagement, implement employee referral programs, enhance business process improvements, manage the NCS Australia LinkedIn page and redesign the new NCS Australia Web site. NCS are a 2020 Circle Back Initiative Employer – we commit to respond to every applicant. Achievements included: - Raised the profile of NCS as an employer & talent brand in the market - Increased Folllower base by 50% in the region - Directly hired 50+ IT professionals into the business in 9 months - all without the use of agency engagement - Implemented Automated Reference checking - Implemented Enboarder for enhanced Onboarding processes - Improved candidate experience 80% - Implemented the Circle Back Initiative - guaranteeing to respond to every applicant - Developed diversity sourcing campaigns - Developed & maintained strong C-Suite and stakeholder relationships - Developed and managed the local LinkedIn page - Significantly reduced the time to hire and cost to hire

Regional TA Lead for all recruitment activity for a top 5 Global, award winning cyber security MSS solution provider in threat detection and response, Cloud and Data Security and for the Hivint consulting division. As a Regional TA Lead for ANZ, I was responsible for setting up and implementing all TA initiatives within the Australia & NZ region. Achievements: • Filled over 40 roles in 6 months across the Hivint and Trustwave brands and considerably increased stakeholder management and engagement within the region • Developed an employer & talent branding strategy for the A&NZ region • Delivered a single, branded job advertising template for use across all platforms for A&NZ • Increased quality of job applications by 70% • Increased customer/client satisfaction by 80% from where it was before I joined • Decreased the time to hire for all requisitions by 80% and decreased the use of external agencies to zero • Implemented and significantly improved social media sourcing strategies and adoption for the region • Became a recognised TA trusted advisor within the ANZ Region

Short Term Interim Contract to Deloitte Australia as a Senior TA Consultant within the SAP Consulting practice. Worked with major stakeholders to define roles, advertise and source suitable Senior Consulting SAP professionals for roles within the Division.

Employed as an SME and TA business process improvement expert to play an integral part of the A&NZ Capgemini People Team. Unfortunately the role was made redundant after 6 months Deliverables included: - Delivering and implementing a range of employer and talent branding initiatives and TA projects covering social media, digital, business process TA technology enhancements, TA training, Employee Referral Program, onboarding and sourcing strategies. - Increased visibility of Capgemini as an employer of choice, implemented a range of TA business process improvements to attract and retain talent - Designed job advertising templates - Trained TA team to use LinkedIn Recruiter & implemented LI Job Wrapping via the ATS - Considerably increased the ANZ Glassdoor rating and created Corporate LinkedIn and Glassdoor employer and talent brand page visibility - Reduced time to hire by implementing better use of ATS and implementing some business process improvements - Raised the quality of applications and improved the candidate experience - Introduced a more detailed Hiring Briefing process for faster sourcing - Reduced Agency use - Developed an Agency RFP to streamline panel Agency use

Engaged as a Global Talent Acquisition Project Manager for ResMed across all global regions to design and implement a new hiring strategy and systems processes to enhance talent attraction, employer branding, talent retention, improve candidate experience and reduce agency engagement. Deliverables/Achievements included: - Managed and executed 10 senior executive global hiring engagements - Led and trained a team of 10 global recruiters in Europe, US, UK, Singapore and ANZ to reduce time to hire - Developed and implemented a range of innovative global HR, talent acquisition and employer branding practices and programs across APAC, Europe and NAM regions to ensure attraction, engagement and retainment of high potential talent across the region - Enabled, project managed a legacy system integration into the new ATS to deliver a self service, digital end-to-end Hiring Manager TA solution globally including training on the new system - Implemented a range of business process improvement initiatives to assist in the attraction of new talent, using. Job Wrapping, LinkedIn Campaign and Pipeline Builder technology - Implemented a social media strategy across LinkedIn and Glassdoor from executive level down throughout the global offices - Re-designed the internal Employee Referral Program - Implemented a global Enterprise LinkedIn Agreement across all countries. Trained all HR teams and Hiring Managers to utilise LinkedIn to attract and retain Talent - Increased the company's global Glassdoor rating in just 6 months - Implemented best practice, connected, global digital transformation initiatives that consistently added value; as well as focused on the candidate experience ensuring a viral global approach in how the company operated as a high performing team - Reduced time to hire, reduced Agency engagement - Increased efficiency of TA team - Implemented and launched an RFP for agency engagement