Reneé S.

• Partner with executives to align recruitment strategies with business goals to enhance workforce planning and organizational growth •Maintained a 96% offer acceptance rate •Program manage all requisitions for PCIS organization including workforce planning, weekly updates, and all recruitment functions •Created, Defined and owned experiments to improve process performance and measure impact on changes by feedback collection, communicating system enhancements and monitoring effectiveness •Recruit for technical and non-technical positions, collaborating with 10+ hiring managers to govern inclusive interview process • Manage an average of 18-21 requisitions by conducting 15-20 recruiter screens weekly, achieving an average time-to-offer of 32 days •Exceed recruitment KPIs by attaining a 97% candidate progression rate from screening to interviews through enhanced strategies •Train and coach new hires on PayPal’s systems and standard operating procedures to foster an and efficient recruiting team •Oversea the GTA and Amplify ERG program logistics and partnership.

• Accomplished a 95% offer acceptance rate through sourcing and engaging underrepresented talent • Led recruitment workshops that increased awareness of unconscious bias among hiring teams, • Analyzed recruitment funnel data to eliminate barriers faced by diverse candidates • Executed 100+ weekly reach outs and tailored messages through LinkedIn Recruiter and Indeed • Facilitated DEI workshops on unconscious bias and inclusive interviewing techniques • Partnered with senior leadership to create a Diversity & Inclusion roadmap by setting objectives

• Developed recruitment campaigns for specialized roles, reducing time-to-fill by 24% • Managed a recruiting team by elevating sourcing and Interviewing techniques • Spearheaded employee engagement initiatives, yielding a 90% offer acceptance rate • Created metrics for evaluating recruitment strategies to fulfill organizational needs • Instituted a hiring process involving cross-functional teams that aligned on candidate evaluation • Enhanced employer branding by crafting success stories, increasing social media engagement by 29%

• Leveraged Indeed, ZipRecruiter, and LinkedIn Recruiter to source top talent • Facilitated phone, virtual, and in-person interviews to evaluate skillset • Extended 20 job offers each month through executing 60 outbound calls daily • Implemented a structured follow-up process post-interview to improve communication • Organized career fairs and networking sessions to magnify pipeline growth • Conducted skills assessments for candidates to validate their skills met job requirements

• Initiated a recruitment program that increased candidate engagement by 40% • Managed recruitment budget through optimizing resource allocation • Executed a pipeline strategy that increased candidate placements by 25% • Championed the integration of diversity hiring goals into recruitment strategies • Partnered with IT to launch a new HRIS that streamlined recruitment processes • Created and distributed quarterly recruitment performance reports to leadership

• Created employee engagement surveys, integrating feedback to scale retention • Managed full-cycle recruitment, filling 70 positions across business units • Facilitated training programs on HR best practices for managers • Oversaw HR compliance audits, validating processes met organizational policies • Utilized HRIS to centralize employee data, attendance, and performance tracking • Introduced a recognition program to celebrate employee achievements