Shirley Kadoch-Ryan

• Writing and revamping clear and inclusive job descriptions that accurately depict the responsibilities, qualifications, and expectations for each operational role. •Employing diverse strategies like job boards, social media platforms, networking, and referrals to draw in a broad pool of candidates. •Collaborating with hiring managers and department heads to understand the specifics of roles needed through job intakes. Consistent partnership and collaboration with the hiring managers through weekly updates on hiring status. •Evaluate candidates' technical skills, problem-solving abilities, and other relevant competencies. •Proactively building and maintaining talent pipelines for Finance and Partner Relationship Managers to ensure a steady pool of qualified candidates for future hiring needs. •Performing initial phone screenings to assess the suitability of candidates. Scheduling and coordinating interviews between candidates and hiring managers or interview panels. •Providing job offers to chosen candidates and engaging in negotiations regarding aspects such as salary, benefits, start date, and other relevant details. •Monitoring and analyzing recruitment metrics like time-to-fill, pipeline analytics, and offer-to-hire conversion rates to assess the efficacy of recruitment methods and pinpoint areas for enhancement.

•Utilizing various methods such as job boards, social media, networking, and referrals to attract a large •pool of candidates. •Managed high-volume recruitment for entry-level B2B tech sales, coordinating 15-30 hires biweekly to optimize staffing levels. •Managed onboarding and transition processes, including assistance with operations for background checks and I-9 documentation.

•Ensuring high levels of customer service by training and supervising staff, resolving customer complaints, and creating a welcoming and engaging shopping environment •Utilizing different sourcing methods such as job boards, social media, networking, and industry events to identify and attract qualified candidates. •Reviewing resumes, conducting phone screenings, and interviewing candidates to assess their skills, qualifications, and fit for retail roles. •Analyzing key performance indicators (KPIs) such as sales per square foot, conversion rate, and average transaction value to evaluate the store's performance and identify opportunities for improvement •Effective retail management involves balancing operational efficiency, sales performance, customer satisfaction, and financial objectives to drive success in the retail business.

•Managed all sales and employee activity; including coaching and developing, client management, and exceeding weekly, monthly, and yearly sales plan. •Designated as the point-person when the district manager was unavailable. •Viewed as a mentor and leader within my management team due to my strong leadership and diligence. •Defined and outlined all phases of recruitment not limited to; Interviewing and onboarding, new hire paperwork, terminations, and performance evaluations. •Provide conflict management and resolution with customer and employee-related matters. •Build effective relationships with mall management and neighboring retailers and network with outside businesses. •Planned, managed, and executed product launches, basic and seasonal training, and new quarter expectations and goals for my store. •Managed a staff of 10 employees, whom I developed and promoted 6 into progressively increasing roles over the last year. I have also been instrumental in creating a district mentor program for struggling stores. •Responsibilities are but are not limited to setting expectations and challenging Boutique Managers on sales behaviors, creating strategies to increase business, interviewing new talent, conducted weekly conference calls that monitor accountability.