Ross Telerman

· Founded and lead TOPTLNT Search & Fractional TA, delivering full cycle recruiting from hourly and frontline hires to executive search · Serve as fractional Head of Talent Acquisition for client organizations, auditing existing hiring processes and implementing fixes on a short term basis · Design and execute talent strategy tailored to each client's growth stage, from early hires to scaling teams · Build and manage end to end search processes: sourcing, screening, interview strategy, and offer negotiation ·  Partner directly with founders and hiring leaders to align hiring decisions with business strategy ·  Maintain long term client relationships built on trust, results, and repeat business

• Lead end-to-end talent acquisition strategy for a high-performance advisory organization, building scalable recruiting pipelines aligned to aggressive growth and revenue objectives. • Partner closely with Managing Directors and senior leadership to forecast hiring demand, assess talent gaps, and align recruiting strategy with long-term business planning. • Design and executed structured sourcing, screening, and selection processes to improve candidate quality, increase conversion rates, and ensure consistent hiring outcomes. • Leverage recruiting analytics and pipeline metrics to evaluate candidate quality, time-to-fill, and onboarding effectiveness, driving continuous process improvement. • Build and coach recruiting and development leaders on best-practice hiring methodologies, interview effectiveness, and performance expectations. • Develop onboarding and development frameworks that improved early-stage performance, engagement, and long-term retention of top talent.

• Create and implement a comprehensive talent acquisition strategy aligned with Mendo’s goals and objectives • Collaborate with senior leadership and other departments to understand current and future hiring needs • Oversee the Talent Acquisition Team, providing guidance, mentorship, and performance feedback • Set clear goals and metrics for the team and track progress toward recruitment targets • Develop and promote Mendo’s employer brand to attract top talent • Lead efforts to proactively source and engage potential candidates through a variety of methods, including job boards, social media, networking, and employee referrals • Build and maintain a strong candidate pipeline for current and future hiring needs • Develop and refine the hiring process to ensure it is efficient, effective, and compliant with legal and organizational standards • Implement best practices in interviewing techniques, assessment tools, and candidate evaluation • Partner with directors of operations, hiring managers, and department heads to understand their specific talent needs and priorities • Provide guidance on job descriptions, candidate profiles, and interview processes • Oversee relationships with external recruitment agencies, job boards, and other vendors. • Leverage technology solutions, such as Applicant Tracking Systems (ATS), to streamline and enhance recruitment. • Ensure that all recruitment and hiring practices are compliant with legal requirements and company policies • Promote diversity and inclusion by implementing initiatives to attract and hire candidates from diverse backgrounds • Monitor and analyze recruitment metrics, such as time-to-fill, cost-per-hire, quality of hire, turnover and retention and churn • Provide regular reports and insights to leadership on recruitment performance and trends • Provide training and development opportunities for the talent acquisition team.

• Create the company's employment branding strategy to attract high-quality talent. • Ensured effective and creative sourcing strategies were utilized at the corporate office and our ten branches in 7 states. • Create and maintain the company's social media strategy for talent acquisition, including job posting sites and contracts, LinkedIn, Facebook, and more. • Ensure the recruiting process and all steps in the process and tools used, both pre-and post-offer, effectively targeted hiring top talent while maintaining an excellent candidate experience. • Responsible for implementing and maintaining the applicant tracking system (ATS) strategy, including creating templates for postings, pre and post-offer communication with candidates, integration with other systems, and training others in talent acquisition system best practices. • Build sourcing, interviewing, and hiring capabilities of recruiters and hiring managers at the home and branch offices by providing coaching, training, and other support. • Create and monitor talent acquisition metrics and communicate recruiting updates, metrics, and recommendations to the management team. • Recruit all critical roles for the organization. • Identified, integrated, and manage all recruiting-related agencies, vendors, and tools. • Perform additional duties as assigned.

• Lead the strategy, team, and resources responsible for domestic and international complete cycle recruiting operations. • Coach and develop a results-driven, high-performing Talent Acquisition team. • Design, implement, and maintains scalable processes, tools, metrics, systems, and training necessary to support the recruiting function globally. • Partner with the Environmental, Social, and Governance (ESG) team to assess and improve current DE&I initiatives within the TA team, including management of diversity networking channels/partnership, tracking, and reporting of progress, etc. • Develop and implement tools to improve talent attraction, engagement, and retention. • Personally handles senior-level searches as necessary to include full-cycle recruiting. • • Partners with the Senior HR team to identify the system (process and technology) challenges and collaborates with appropriate key stakeholders to deliver solutions quickly; works cross-functionally to effectively drive projects from root cause analysis through to deployment, effectively and on time. • Design, monitor, and manage the worldwide Recruiting budgeting process. • Problem solves and executes on issues related to background checks, Visas, and ATS system issues and inquiries. • Identify, integrate and manage all recruiting-related agencies, vendors, and tools. • Ensure that social media channels and strategies are developed and maintained. • Monitor effective use of ATS and Onboarding System to ensure compliance with OFCCP regulations and EEO guidelines by the company’s Affirmative Action Plan. • Perform additional duties as assigned.

• Ensure a best in class, scalable recruiting function to support the company’s business objectives. • Integrate QDOBA’s Purpose, Vision and Values to ensure that hiring and selection processes yield talented, high performing candidates. • Provide mentorship, guidance, and career development to the Talent Acquisition team with the focus of being consultative and strategic to the business while raising the bar of recruiting performance. • Responsible for establishing the organization as an employer of choice in the marketplace. • Implement and ensured success of diversity and employee referrals. • Ensure Hiring Managers and interviewers are trained on effective interview techniques and are knowledgeable about what questions are appropriate and compliant with applicable regulations. • Partner with business leaders to determine brand, company career site and candidate experience for QDOBA. • Manage the Talent Acquisition budget, and ensures effective administration of relocation policies and programs. • Approve requisitions and offers in accordance with standard practices and in collaboration with the HR and Finance business partners. • Develops and manages metrics to measure growth and performance of the team. • Lead continuous improvement of the QDOBA recruitment process through recruiting metric collection, analysis and goal setting. • Select and manage staffing agency resources as needed to supplement QDOBA's hiring strategy. • Recruit and place candidates for all QDOBA’s open leadership roles.

• Developed the overall recruitment strategy and led the recruitment process, including understanding business growth projections and workforce plans • Researched, Selected, and Implemented the organizations first ATS system • Forged strong relationships with senior leaders to achieve business-hiring results • Established a comprehensive plan to create a best in class talent acquisition team that fully utilizes recruitment tools and resources (including but not limited to social media, job boards, etc.) as part of a full life cycle recruiting strategy • Provided leadership and support to the organization business units to ensure staffing and recruitment activities are in line with the company's direction and core values • Tracked recruiting metrics and continually evaluated results and costs to assess effectiveness and identify process improvement opportunities • Established and led external outreach recruitment campaigns including (community partners, colleges, etc.)

• Recruited for engineering, IT, business and corporate positions • Led and managed a team of junior recruiters on sourcing techniques, behavioral based interviewing, recruiting processes, employment law and human resources best practices • Utilized emerging technologies for sourcing, including social networks, niche sites search engines and job boards: Google, Indeed, Monster, Exalead, Dice, Clearance Jobs, LinkedIn, Facebook • Developed and maintained a pool of candidates from various sources and tracked for future opportunities • Conducted cold calls, presented job opportunities, performed in-depth interviews with passive and active candidates, negotiated compensation, facilitated the placement of hires and tracked all hiring activities in an applicant tracking system (ATS) • Teamed up with corporate staff on workforce planning, proposal efforts, hiring blitz campaigns and retention initiatives, to identify, source, hire and retain candidates for classified and commercial programs and projects • Identified recruiting deficiencies and strategized with senior management to develop and implement process improvement plans for talent acquisition and human resources departments • Utilized MaxHire applicant tracking system to create requisitions, import active and passive candidate documentation, tracked all recruiting processes, and administer EEO information • Analyzed and developed reports on recruiting metrics and presented findings at daily and weekly meetings

• Performed full life cycle recruiting for the Hosting and Services business units of the organization. • Sourced high quality prospects against niche, hard-to-find profiles or specific requisitions using sophisticated recruiting techniques such as cold-calling, direct sourcing, competitive research, and networking at professional events, and using other recruiting and sourcing techniques. • Developed proactive traditional and out of the box, national sourcing strategies that built relationships with a diverse pool of candidates and results in quality hires. • Extended and negotiated employment offers with candidates by selling both the company and the position and completed pre-employment processes according to staffing guidelines. • Provided regular updates to hiring managers throughout the process, drove recruitment process to ensure candidate decisions are made in a timely manner, solicited feedback on candidates and refined recruiting strategy as needed. • Achieved successful, strong working partnerships with management to provide guidance and support to align human resource goals with business objectives • Mentored, developed and coached staff to provide guidance and leadership • Utilized the complete functionality of the applicant tracking system (SuccessFactors) and maintained data integrity within the system, provided staffing reports in support of business objectives • Ensured that TriZetto was the company of choice in the Colorado market as well as positioned TriZetto to attract, recruit and retain the best talent, both internally and externally

• Leveraged online recruiting resources and in-house applicant tracking system (Virtual Edge) to identify and recruit the very best candidates • Visited with all hiring-manager and departments to develop a thorough understanding of the department culture and used that understanding to help candidates fully understand the opportunity • Reviewed high-volume of online applications/resumes and credentials for appropriateness of skills, experience and knowledge in relation to a variety of position requirements • Prescreened candidates via phone for a variety of high-volume exempt/non exempt positions • Managed and coordinated all communication with candidates including the scheduling and logistics of all interviews between candidates and hiring managers • Performed detailed reference checks and/or reference analysis on selected candidates and reviewed results with hiring managers • Managed the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting • Maintained accurate and well-ordered documentation on all candidates, searches, hiring managers interactions, and other recruiting activities to ensure a compliant and thorough audit, if required • Initiated and maintained excellent working relations within the Bridgepoint Education organization