Rolando Zubizarreta

- Be responsible for the entire recruitment lifecycle from intake call/sourcing through offer stages; 15+ reqs assigned. - Source candidates, evaluate applicant qualifications, phone screen, schedule/conduct interviews and check references, build and extend complex, competitive offers - Roles: Client Partner, Managing Client Partner - Maintain and uphold Talent Acquisition process workflow and compliance - Act as a thought partner, advisor, and consultant to Executives, Hiring Leaders, and HRBP’s - Be data driven and use recruitment reporting and analytics to influence decisions - Project manage and lead internal initiatives from a talent perspective - Responsible for utilizing the applicant tracking system (Workday) - cross-posting jobs to various internet sites, disposition candidate status through each step of the process and hiring/closing out candidates within the system - Interact with all levels of Management and demonstrate a consultative approach to sourcing/recruiting

- Talent Acquisition leader turned founder, solving the hiring challenges I've lived firsthand and building a talent firm that operates differently. - Building high-performing teams with strategy, speed, and heart across diverse industries (tech, marketing, retail, corporate, sales, hospitality, facilities, creative, and others). - Expert in the full spectrum: sourcing hard-to-find talent, implementing enterprise systems, coaching hiring teams, and designing scalable processes that reduced time-to-fill while improving quality and cost savings. - At ZTG, we combine white-glove service with operational rigor, specializing in companies who want quality hires that stick and candidates who deserve more than a transactional process.

- Oversee the recruitment process, manage recruitment teams, and develop and execute recruitment strategies that align with the organization's overall goals. This role includes recruitment of corporate roles, field, events/promotions, shared services for other agencies, and leading the internship program. - Manage and lead recruitment teams to achieve recruitment targets. - Develop and maintain relationships with recruitment agencies, job boards, and other recruitment sources. - Screen resumes, conduct interviews, and manage the hiring process as a trusted consultant and advisor. - Develop and maintain recruitment metrics and analytics to measure recruitment effectiveness. - Collaborate with hiring managers (field to Executive) to understand their recruitment needs and provide guidance on best practices, including but not limited to compensation market analysis, talent insights, job descriptions, and behavior-focused interview guides. - Manage recruitment-related budgets and expenditures. - Optimized processes to drive efficiencies, improving metrics like time to fill. - Owned iCIMS configuration and implementation for three agencies (2024 launch, 2026 launch).

- Be responsible for the entire recruitment lifecycle from intake call/sourcing through offer stages - Source candidates, evaluate applicant qualifications, phone screen, schedule/conduct interviews and check references, build and extend complex, competitive offers - Maintain and uphold Talent Acquisition process workflow and compliance - Act as a thought partner, advisor, and consultant to Executives, Hiring Leaders, and HRBP’s - Be data driven and use recruitment reporting and analytics to influence decisions - Project manage and lead internal initiatives from a talent perspective - Embrace technology as we investigate new tools and resources to automate and optimize different stages of the process - Execute on individual assignments and projects, and also work across multifunctional groups on large, complex initiatives, with accountability in every step - Responsible for utilizing the applicant tracking system (Workday) - cross-posting jobs to various internet sites, disposition candidate status through each step of the process and hiring/closing out candidates within the system - Interact with all levels of Management and demonstrate a consultative approach to sourcing/recruiting - Collect and analyze data on recruitment activities, applicant flow, interviews, hires, transfers, promotions, and terminations - Strong analytical skill set along with the ability to create and determine recruitment metrics, forecasting and reporting

• Built robust pipelines for high demand technical roles across LATAM, including Cloud Engineers, Software Development Engineers, and Solutions Architects, focusing on specialized talent at the L4 to L6 levels. • Developed and executed complex Boolean search strings and passive candidate engagement strategies to identify niche technical talent in emerging markets. • Partnered with U.S. and LATAM engineering leadership to share sourcing best practices, streamline technical assessment processes, and improve candidate quality. • Earned a 3-month contract extension based on consistent performance against technical hiring targets and measurable impact.

- Recruited for and scale NextRoll and contributed to the team’s growth and success - Lead the entire search and selection process for business positions - Provided an extraordinary & positive candidate experience while creating an army of external brand ambassadors - An advisor and partner to hiring managers - Worked in partnership with global Talent team to develop a forward-thinking pipeline and sourcing strategies while fostering long-term relationships - Built diverse pipelines and advocated on behalf of candidates - Mastered Greenhouse ATS and tools to ensure a consistently rigorous and inclusive recruiting process with internal and external parties - Developed and built strong relationships with business leaders and People Business Partners to understand and influence decisions - Contributed to projects including employer branding, referrals, events, reporting and other critical programs

- Support talent acquisition employment branding initiatives, strategies, hiring plans current staffing needs and forecasts. - Manage full lifecycle recruiting including, but not limited to, creating requisitions, managing job postings, conducting interviews, extending offers, coordinating pre-employment checks or verifications process to meet the organizational hiring goals. - Conduct recruitment kick-off meetings with hiring managers and interview teams to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria. - Develop the company’s recruiting/employee branding program and work closely with hiring managers to maximize effectiveness of recruiting processes. - Provide regular follow-up to the respective hiring managers and candidates to ensure timeliness of recruitment process. - Assist the Selection and Talent Acquisition manager in all recruitment wrap-up meetings to assess the overall effectiveness of the recruitment and continually improve the experience for the hiring managers or interview teams. - Actively participate in all hiring related activities and engage in cross functional projects. - Utilize knowledge of multiple recruiting sources and maintain a high level of involvement in recruiting outlets throughout the communities in which the company operates by attending networking events, job fairs, and industry events to build and maintain candidate pipeline for all positions. - Generate qualified candidates through traditional and non-traditional recruiting efforts such as alternative sourcing and passive candidate sourcing. - Use metrics to create reports and identify areas of improvement. - Source candidates though HR ATS database. - Conduct on-boarding processes. - Take steps to ensure positive candidate experience. - Assist in employee retention and development. - Supervise Selection & Talent Acquisition team.

- Company's Top 30 Store - Leadership (LDP) program mentor - Employee relations, staffing, training, performance management, compensation administration, management development and execution of the review process. - Evaluate and drive leadership team effectiveness through observation, feedback, and teambuilding. - Act as a resource to managers and employees on a wide variety of human resources topics and guide employees to people, tools and resources. - Monitor employee retention and proactively identify opportunities to enhance employee experience. - Manage execution of full life cycle recruitment and retention strategies to include establishing goals for leaders. - New hire training, payroll management, and new hire orientations. - District Community Leader for the 12 stores and became top district in the region. - Ensure compliance to all company policies, procedures and applicable employment laws and regulations. - Support operational tasks like organization, facilities, supply ordering, and loss prevention.

Promote a productive and positive work environment. Meet hiring goals by recruiting and retaining key talent. Payroll management. Coach and develop team members to ensure all customers' touch points were being executed. Increased CDC scores through coaching and training.

Increased CDC scores. Train and uphold service and selling model. Payroll and labor scheduling. Operations management. LP training and awareness plus audits completion. Supply ordering.