Sarah Raresheid

•Responsible for meeting hiring goals by filling open positions with talented and qualified individuals •Full cycle recruiting for retail field employees; sourcing and screening candidates, coordinating the interview process, facilitating offers and onboarding, all while ensuring candidates have a positive experience •Taking ownership of the candidate experience by creating and maintaining job postings •Conducting interviews via phone, video, and in person •Manage candidate information and flow in UKG •Collaborate with hiring managers to identify each position’s requirements •Identify future hiring needs and proactively source potential hires in order to create a strong bench

•Lead recruitment strategy across technical and corporate verticals with a focus on complex and business critical hires. •Partner with senior leadership to define hiring needs and role competencies for cross functional teams. •Build customized recruiting strategies for each department, ensuring clarity in role expectations and interview process flow. •Achieved 95% offer acceptance rate for strategic roles by calibrating early and maintaining strong candidate engagement. •Created targeted pipelines for hard to fill positions including IT Cyber Security Engineers, Compliance Analysts, ERP Analysts, eCommerce Product Managers, and FP&A Leads.

-Networked with local professionals in the technology and business fields understand their career goals and identify potential opportunities. -Built and maintained a pipeline of talented professionals using a home grown Applicant Tracking System, LinkedIn, and other job boards. -Streamlined the recruiting process by developing precise job descriptions and coordinating with multiple clients and vendor managers.

-Oversaw full life cycle recruitment for roles in IT, Leadership, HR, and Sales. -Assisted in the sourcing and implementation of Breezy (ATS). -Managed vendors and vendor candidate submissions to maintain an active stream of qualified candidates for open role. -Developed key recruiting metrics, enhancing candidate tracking and streamlining hiring manager communication. -Collaborated with C-Level Executives on budgetary needs, reporting metrics, and participated in daily stand-ups. -Led the Culture Group to establish core company values, enhancing employee engagement during onboarding.

•Managed a wide slate of complex corporate and IT requisitions across headquarters. •Worked directly with senior leaders to map job architecture and create compelling candidate profiles. •Launched internship pipelines in IT and merchandising tied to long-term workforce planning. •Advised on compensation modeling and helped align offers with budget and internal parity. •Full life-cycle recruiting for corporate eCommerce, Information Technology, finance, and Marketing at all levels. •Worked with other members of the Talent Acquisition and Management team to create Roles & Responsibilities guidelines to establish and communicate the company’s hiring best practices. •Partnered with HR and Finance on determining Job Grading and Compensation. Additionally, determined salary for external hires. •Successfully held 6 Networking events to help support our local job seekers with an interest in working at EXPRESS.

● Source, interview (personal & phone) and identify technical consultants for clients and guide them through the interview process. ● Proactively source top talent from active channels to meet current hiring needs and build relationships with passive talent to create pipelines for future needs. ● Seek referrals from internal and external sources. ● Work closely with all stakeholders in the hiring chain including hiring managers, human resources representatives, and recruiting coordinators.

• Source, interview (phone & personal) and identify technical consultants for clients, and guide them through the interview process • Provide qualified candidates to fulfill clients hiring needs using recruiting strategies and best practices • Responsible for conducting office interviews, technical screens, reference and background checks, presenting job offrs • Develop a pool of candidates through networking, and using company’s database • Maintain consultant relationships through luncheons, networking events and quarterly reviews • Gain client and industry knowledge through onsite meetings and relationship building events