Trevor Liddle

Interim consulting work within technology and financial services. EMEA and global roles working with TA functions going through rapid growth or change.

As Global Head of Talent Acquisition I was responsible for recruitment and workforce and budget planning for FY22 and 23 (US, Europe, China, India) • Built sourcing funnel using blended direct and 3rd party support initially, moving to predominantly in house model with cost reduction of $1.8m over FY23. • Hit or exceeded all all FY23 OKRs. • Hands on with Exec and Senior level searches as TA team scaled. • Introduced Greenhouse, Coderpad and Veremark alongside overhaul of assessment and data driven hiring.

• Delivered on all key headcount metrics and OKRs whilst Sprinklr grew from 800 to nearly 4000 Sprinklrites globally. • Built and led a phenomenal TA team of 15 delivering Sprinklr's hyper-growth across 12 countries and multiple functions in EMEA and APAC, pre and post IPO. • Built sourcing funnel using blended direct and 3rd party support initially, moving to predominantly in house model. • Hands on with Exec and senior level searches across EMEA and APAC. • Championed and implemented Mercer Mettl Sales Profiler to improve hiring decisions and provide data driven insights. • Trusted advisor and partner for SLT. • Presidents Club 2021 (1 of 4 non revenue employees globally).

Having initially joined as an interim consultant to support EMEA GTM hiring I moved to an FTE role as a TA Director.

Interim consulting work within technology and financial services. EMEA and global roles working with TA functions going through rapid growth or change. Customers include: Travelport (acquired by Siris and Evergreen), Just Group, Capita, Logicalis, Aspen Technology, Graze (acquired by Unilever), antidote.me, CX Loyalty (formerly Affinion)

Developed from scratch and led the 2nd largest HR outsource in BT. Building, rolling out and managing a mixed BT/RPO delivery team for Global Services in Europe, Middle East and Latin America to deliver 1400+ technical, consulting and senior hires per annum. Key focus on quality of hire (and associated benefits), time to hire to support revenue growth and of course ROI for recruitment spend. Projects included: • Clear quality of hire measures • Assessment tools in line with core organisational values • Social media ROI and associated metrics • Regional employer branding and the EVP • Developing flow through from Grad, MBA, Fasttrack and BT Advise academy into the organisation. • Resource Management tie in, talent and succession planning. • External referral program • Retention and cost of attrition

Managing the delivery of technology and professional services recruitment into GS UK and supporting AsiaPac on an ad-hoc basis.

UK/I and Northern European talent management/recruitment for Cisco and Microsoft EMEA