Rachelle Schrader

As a Talent Acquisition Manager at Caterpillar, I lead a high-performing team responsible for sourcing and hiring top talent across the United States and Canada. My role emphasizes aligning recruitment strategies with business goals, ensuring that Caterpillar remains competitive in securing top talent in both local and international markets. I leverage data-driven insights to guide strategic decision-making, optimize full-cycle recruitment processes, and enhance team efficiency. My efforts have included managing recruitment for 3 divisions’ pipeline strategies and developing innovative solutions that improve KPI metrics and overall team performance. Key highlights include: - Leading full-cycle recruitment strategies for Caterpillar's U.S. and international manufacturing sites, ensuring a seamless hiring process. - Providing labor market analysis and insights to influence talent acquisition strategies and meet evolving business needs. - Building strong partnerships with community labor influencers and external organizations to drive pipeline development. - Spearheading continuous improvement initiatives that enhance candidate experience, streamline recruitment processes, and contribute to Caterpillar’s long-term growth. With a passion for people and a strategic mindset, I’m focused on driving impactful recruiting solutions that support global talent needs and empower my team to achieve success.

I was selected to lead a critical initiative focused on improving employee retention amidst unprecedented challenges. High levels of part-time employee activations due to the pandemic, increased deployments, and additional responsibilities like border patrol and White House security were causing stress and burnout among the full-time workforce. This environment demanded innovative solutions to retain talent and restore morale. In addition to administering bonus contracts, benefits, and internal career transitions, I led the recruiting team, guiding them in implementing targeted strategies to attract top talent and maintain workforce stability. By developing and executing forward-thinking HR and recruiting strategies, I helped keep the organization’s staffing levels at 103%, ensuring operational readiness during a pivotal time. Key achievements include: - Recruitment Leadership: Led and coached the recruiting team to implement innovative strategies, maintaining staffing at 103% and securing top talent for critical roles. - Retention Revitalization: Designed and launched HR programs that lowered attrition rates by 30% within a year, improving overall workforce stability. - Strategic Workforce Planning: Spearheaded career growth and benefits initiatives that reduced burnout and enhanced employee engagement. - Data-Driven Decision Making: Applied workforce analytics to identify retention risks and proactively addressed challenges, leading to a more motivated and committed workforce. - Leadership in Crisis: Balanced short-term staffing needs with long-term planning during high-pressure periods, maintaining organizational strength and readiness. By integrating strategic recruitment efforts with comprehensive HR initiatives, I was able to drive employee satisfaction, retention, and operational success during a highly challenging time. This experience has strengthened my passion for leading impactful talent strategies that benefit both employees and the organization.

I was entrusted with the critical task of retaining active-duty Air Force personnel while recruiting both prior service and non-prior service members into 90 Wings across the country. This high-volume recruiting role required strategic thinking, relationship building, and a deep understanding of each candidate’s unique needs and challenges. I successfully implemented the I.M.P.A.C.T. Selling technique, a targeted approach designed to identify and address employee concerns, offering tailored employment solutions that not only reinvigorated their resolve but also re-engaged those on the verge of leaving. My efforts helped transform retention numbers and filled key positions across multiple Wings. Key successes include: - Retention & Reengagement: Used I.M.P.A.C.T. Selling to identify the root causes of employee dissatisfaction and offer customized solutions, reinvigorating disgruntled personnel and improving retention rates. - High-Volume Recruiting: Led the recruitment of both prior service and non-prior service members into 90 Wings across the Air National Guard, successfully meeting and exceeding recruiting quotas. - Organizational Ambassador: Elevated the Air National Guard’s visibility through strategic advertising, public events, and presentations, effectively broadening our candidate pipeline and strengthening the brand. - Innovative Recruitment Strategies: Applied data-driven insights and market analysis to refine recruiting efforts, ensuring that recruitment strategies were aligned with both organizational goals and market trends. Through targeted strategies, I was able to engage, attract, and retain high-caliber talent for critical national defense roles, while also creating a stronger organizational brand that attracted future service members. My experience in this role solidified my passion for recruitment and talent management, always striving to find the right people for the right roles while supporting their long-term success.

As a Military Enlisted Recruiter for the 184th Wing, I was responsible for conducting high-volume recruiting of both prior service and non-prior service members. This role demanded strategic marketing, relationship-building, and a deep commitment to meeting and exceeding recruitment goals in a competitive talent landscape. I served as an organizational ambassador, raising awareness of the 184th Wing through impactful advertising campaigns, community events, and targeted presentations. By executing over $200,000 in marketing initiatives, I was able to effectively reach and engage potential recruits, driving interest and building a strong pipeline of talent. My efforts were recognized with a 115% recruiting quota achievement, earning me the title of Rookie Recruiter of the Year. Key achievements include: - High-Volume Recruiting Success: Surpassed recruitment quotas by 115%, attracting top talent for both prior service and non-prior service roles within the 184th Wing. - Organizational Ambassador: Increased visibility of the 184th Wing through strategic advertising, events, and presentations, broadening our outreach and elevating the Wing’s brand. - Marketing Leadership: Managed and executed over $200,000 in marketing funds, implementing initiatives that directly influenced recruitment success and community engagement. - Recognition & Impact: Acknowledged as Rookie Recruiter of the Year for outstanding performance in recruitment and engagement efforts. My time in this role was defined by my ability to blend strategic marketing with recruitment expertise, ensuring that the 184th Wing attracted the right candidates to meet operational needs. This experience solidified my passion for recruitment and helped hone my skills in executing high-impact talent acquisition strategies.

Performed duties as a Technical Reporter (TR), Product Reporter (PR), and Surveillance and Warning Supervisor (S&W) while providing detailed analysis to reveal target network communications nodes, structures, operating procedures, and mediums for additional exploitation. Recovered, correlated, and fused, technical, geographical, and operational intelligence information. Selected as the Analysis and Reporting (A&R) Program Manager and primary signals intelligence training program manager.