Lindsay Nolan has over 20 years of experience in strategic talent acquisition, client development, and people management. She has worked in recruiting for industries such as IT, finance, manufacturing, and pharmaceuticals. Currently she is the Manager of Talent Acquisition at CertainTeed, where her responsibilities include developing recruiting strategies, managing a team of recruiters, implementing tools and processes to improve time-to-fill, and partnering with business leaders. Previously she held recruiting roles at Manpower Group, PSCI, The Judge Group, and Tower Consultants, gaining experience in both retained and contingency search models.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Rayon HR Solutions is a global human resources outsourcing and consulting firm that provides integrated HR services including recruitment, psychometric profiling, competency mapping, training and development, and organizational development interventions. It aims to help clients manage their total HR functions and costs while enhancing quality of HR services and developing their workforce. Rayon takes a strategic and consultative approach to partner with clients and understand their specific HR needs in order to provide customized solutions.
Talenti provides executive search, recruitment process outsourcing (RPO), and analytics services. It connects clients to top talent through specialized recruiters with expertise in technology, applications, infrastructure, business, and niche skills like big data frameworks. Talenti's structured methodology includes conducting due diligence, developing solutions, finalizing contracts, and ensuring sustainable results through client-focused approaches. It delivers RPO services through an end-to-end recruitment lifecycle management system that sources candidates, screens and processes resumes, conducts interviews, and tracks candidates. Case studies demonstrate Talenti's ability to hire over 1,000 professionals for the Delhi International Airport project by managing the entire recruitment process and meeting key performance indicators.
Welcome to Sawyer Executive Search, we are a private network for Executives. Whether your dream is to:
Land and succeed in a new $100K+ executive job,
Become better at facing the everyday challenges of your business, or
Tackle long-term goals and achieve your full potential as a business leader,
Catenon is an executive search firm operating in over 35 countries with ISO quality certifications. It uses a proprietary Candidate Recruitment System (CRS) methodology to conduct efficient, global searches. CRS involves specifying the job profile, assessing candidates using tools like skills checks and filmed technical interviews, and producing a multimedia report for clients to evaluate candidates objectively. This process helps Catenon find qualified professionals internationally up to 83% faster than competitors.
Pedersen & Partners is a leading international executive search firm with 56 wholly owned offices in 52 countries. They focus on recruiting senior management and executives and pride themselves on their values of trust, relationship, and professionalism. Their approach involves a strict recruitment process of defining needs, identifying and assessing candidates, shortlisting, selecting the executive through interviews and references, and providing follow up support. They aim to find the best possible candidate for each position within the agreed timeframe.
PRO-GROWTH is a human resource consulting company located in Peshawar, Pakistan. It offers a wide range of HR services including recruitment, training, employee relations, and performance management. The company aims to serve both private and public sector organizations in Khyber Pakhtunkhwa. It has three owners who are experienced HR professionals and will provide the startup capital of 3 lakh Pakistani rupees. PRO-GROWTH plans to expand its service offerings and hire additional consultants over time to meet growing demand for outsourced HR solutions.
Executive Search International Presentation Slideshowjlohr
The document outlines the services of a executive search firm called ESI Global, including their recruitment and hiring process, team of experts, financial details, benefits for clients, and contact information for further discussion. ESI Global specializes in placing senior level candidates globally across various industries such as hospitality, and prides itself on its reputation, exclusive search process, and guarantee to replace candidates who do not work out. The presentation provides an overview of ESI Global's services to potential clients.
This document provides information about "Q" Renaissance Quality Consultants, a business management consultancy firm based in Dubai, Abu Dhabi, and Sharjah. The summary is:
"Q" Renaissance Quality Consultants specializes in designing and delivering complex business transformation programs. They help clients bridge the gap between strategic intent and effective operational delivery. Their expertise includes strategy development, organizational design, program setup and delivery, operational improvement, and ensuring technology effectiveness through total business integration and fit-for-purpose solutions.
MINDFREE Consulting is a recruitment and business consulting firm based in Dubai that aims to bridge assets by finding the right candidates and optimizing clients' business operations. They offer services such as executive search, outsourced recruitment, and business consulting to help clients in various industries across the Middle East and Africa. The company prides itself on its experienced leadership, customized solutions, international reach, and track record of building long-term client relationships.
Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters
This document is a resume for Lynn M. Arts, who has over 15 years of experience in recruiting and human resources. She has worked in both in-house recruiting roles and as a consultant for recruitment process outsourcing (RPO) firms. Her experience includes full-cycle recruiting, developing diversity recruiting strategies, and building relationships with hiring managers. She has expertise recruiting for various industries including manufacturing, healthcare, finance, and engineering roles.
Talent mapping involves evaluating employees using simple tools to assess their performance and potential. It allows company leadership to visually map the talent within their organization, calibrate evaluations across teams, and identify employees for development, retention plans, or performance management. Two common talent mapping grids are the 9-box grid which plots performance against potential, and the 4-box grid which categorizes employees as talent risks, cruisers, mavericks, or A players.
Recruitment suitable employees is a complex task. There is a requirement of ideal recruiting processes to ensure that the best candidates are hired by the business. For which a company requires an ideal recruiting plan. We present to you a recruiting agency proposal which you present to different companies and pitch them to collaborate with your recruiting agency. With a professional recruiting proposal you can easily illustrate the needed goals that any organization needs to achieve. Pitch the company managers by ensuring that your agency will look for the target employees that are required to achieve desired results for the business. This proposal slideshow enables recruiting agencies to identify the amount and type of talent required to meet the company’s expectations. This proposal is a great opportunity for staffing agencies to reach out to the business leaders in order to understand their expectations and hire the candidates accordingly. The recruiting agency proposal presentation includes content that can be used to generate new strategic initiatives in order to attract the best talent for the company. Use the professionally designed slides to elaborate on the project context and objectives along with the capabilities of the organization. With the help of this recruitment agency proposal, an agency can compile the information on the current state of the company and devise ideal policies for the future. Explain the business operators your action plan, which may include briefing, talent sourcing, screening, shortlisting and final selection. Also, the staffing PowerPoint slides include spaces where you can provide an overview of your agency to the companies. Use this recruiting proposal to attract the leaders. You can easily clarify how your recruiting process will benefit the organization. Therefore, download the corporate recruiting agency proposal now and hire the best employees for different companies.
What would you offer employers looking for a scalable recruiting solution that’s more cost effective and flexible? Recruitment process outsourcing is a recruiting model that emerged in response to companies’s needs to cut recruiting cost and hire best talent without having the internal resources and expertise in-house. RPO is currently on the rise with growing adoption rates from large and small-to-medium (SMB) businesses alike. In 2016, Credance reported “The recruitment process outsourcing market worldwide accounted for revenue of US$ 3,537.2 Mn in 2014. The market is projected to expand with a CAGR of 14.4% during the forecast period from 2015 to 2022.”
If you’re considering adding RPO services to your recruiting offering, knowledge and experience are likely your greatest barrier to entry. What RPO services should you offer? How do you negotiate and close an RPO contract? What should you include in a service level agreement? What technologies should you use and what does an RPO implementation look like?
Cynthia Cohen and Maru Gonzalez have been in the RPO industry for over ten years and currently provide support and consultation for companies looking to transition into RPO.
SDL Profile Consultants provides staffing, recruitment, and HR services to startups and large organizations globally. It aims to help clients maximize efficiency and profitability through cost-effective HR solutions. SDL Profile offers permanent and contract staffing, executive search, and HR consulting services across all industries. It prides itself on a process-driven approach and building long-term, trusting relationships with its clients.
Diksha Gaikwad seeks a challenging career in human resources where she can help promote an organization's mission and goals. She has 2.7 years of experience in recruitment including sourcing candidates, screening, interviewing, and hiring for technical and non-technical positions. Previously she worked as an HR associate and analyst where her responsibilities included managing the entire recruitment lifecycle from job postings to making offers. She also has skills in communication, coordination, presentations, and Microsoft Office applications.
SiE Brains is an HR solutions firm that helps companies with talent acquisition and retention. They have developed a proprietary recruitment model that identifies a candidate's motivation drivers to match them with the right job. This helps ensure the candidate will be retained. Their services include recruitment, RPO, talent management, and identifying high-potential employees. They work with companies across industries to meet all their human capital needs.
JAB Recruitment is a global recruitment consultancy specializing in the energy industry. They were founded in 2002 in Scotland and have since expanded with offices in Canada and the US. JAB works with major energy companies to support their recruitment needs across the full lifecycle, from candidate generation to fully handling a client's recruitment function. They aim to build strong partnerships with clients and candidates to represent employers expertly and ensure the best talent is attracted. JAB provides bespoke recruitment solutions tailored to each client's specific needs.
Jody Zastrow has over 15 years of experience in recruiting and human resources. She has worked in a variety of industries including photography, real estate, technology, and consulting. Zastrow delivers full-cycle recruiting solutions and has experience with strategic planning, sourcing candidates, and implementing applicant tracking systems. She is skilled in developing recruiting processes, managing budgets, and building client relationships.
Sam C Reddy provides a resume summarizing his experience as a technical recruiter and HR professional over 25 years. He holds two degrees from Osmania University in India and has recruited for various companies in India, Australia, and the United States. Currently, he works as a senior technical recruiter for Computek Solutions, where he manages the full recruitment lifecycle and has increased sales year over year.
Write Research Company - Technology PracticeRachael Watt
The document provides information about Write Research Company, an expert in executive research and talent acquisition. It discusses Write Research's dedicated technology team, which has over 20 years of experience in the sector. The team has carried out over 150 assignments globally across various technology sub-verticals. Write Research transforms clients' talent strategies through three main services: talent search to fill immediate needs, talent pipelining to build pools of talent, and talent insight to provide real-time market intelligence. The company delivers actionable insights and builds bespoke talent pipelines to help clients source the best talent. It provides two case studies as examples of successfully building a cloud talent pipeline and locating a Global Delivery Director.
Cassendra Writes has over 15 years of experience in human resources management. She currently serves as Vice President of Human Resources at J.P. Morgan, where she develops organizational strategies, implements HR strategies, and manages HR operations. Prior to this role, she held positions as a Recruitment Advisor at Adecco Middle East, Specialty Recruiter at Adecco Group UK & Ireland, and Talent Acquisition Specialist at Insight. She also has an MBA in Human Resources Management.
Shilpi Raj Kasodhan has over 4 years of experience in talent acquisition and human resources. She has managed recruitment for large companies such as Sapient Nitro and HCL Services. Currently, she leads a team of recruiters at Sapient Nitro, where she is responsible for developing talent strategies, sourcing candidates, and conducting interviews. She has a strong track record of successfully filling roles across companies in a timely manner.
Seasoned Human Resource Practitioner from XLRI having 17 years of experience in Human Resource and talent management, has worked in global organizations and in global roles that have helped to hone up his relationship and cross-cultural skills. His ability to understand the business has helped him to align the people strategies of the businesses to its ever-evolving needs. He has been able to decode the secret recipe for being a “Great Place to Work” and has helped his organization to be in the league of select few. His ability to attract the right talent has helped him to build organizations that are competitive and agile. His ability to think strategically on current and future talent issues
David Popowich is an experienced professional who has over 30 years of experience in accounting, business consulting, and software services. He founded Second Foundation Consulting Inc. in 1994 and served as its CEO and President, growing it to $3 million in annual sales before selling the practice in 2016. Under his leadership, Second Foundation Consulting acquired three other companies, transitioned offices five times, and supported multiple accounting software products to differentiate its services. Popowich has extensive experience in strategic planning, acquisitions, staff management, product development, and marketing. He holds a CPA designation and has received several awards and honors for his work from Microsoft and Epicor.
CareerNet is an Indian company established in 1999 that provides talent acquisition and management solutions, and offers research services to identify potential candidates for clients globally; it has experience conducting executive searches across industries and cultures and delivering research on time and within budget to satisfied clients.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' founding in 2004 and track record of helping large clients meet their staffing needs. Populus focuses on leadership hiring, lateral recruitment, and developing client workforces to improve retention, productivity and profitability. The company has expertise across various industries and functions such as risk and analytics, IT, consulting, and finance.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' background, facts, services, specializations, portfolio of work, and strengths. Populus has over 100 years of recruitment experience and has helped source talent for large global organizations. Their services include leadership hiring, lateral recruitment, and they partner with clients to assess needs, source talent, and develop workforces.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' background, capabilities, services, and portfolio. Specifically:
- Populus has over 100 years of recruiting experience and serves large organizations across various industries.
- Their services include leadership hiring, lateral recruitment, and workforce development to help clients assess needs, source talent, and increase productivity.
- Their portfolio includes placing professionals in risk analytics, IT, consulting firms, and other senior roles for clients in finance, technology, and other sectors.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' founding in 2004 and track record of helping large clients meet their staffing needs. Populus focuses on leadership hiring, lateral recruitment, and developing client workforces to improve retention, productivity and profitability. The company has a strong team with over 100 years of recruiting experience across various industries.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' background, facts, services, specializations, portfolio of work, and strengths. Populus has over 100 years of recruitment experience and has helped source talent for large global organizations. Their services include leadership hiring, lateral recruitment, and they partner with clients to assess needs, source talent, and develop workforces.
Liberty D. Ilagan has over 22 years of experience in human resources management. She has worked in various industries, including construction, engineering, business process outsourcing, and more. Her areas of expertise include talent acquisition, leadership development, competency-based systems, and exceptional HR service delivery. She currently serves as Senior Manager of Human Resources at First Balfour, Inc., where she supervises over 20 HR project officers.
This summary provides an overview of Bob Fors' qualifications and experience in 3 sentences:
Bob Fors has over 16 years of experience in recruiting, team leadership, and operations management in both the private and public sectors. He has expertise in full-cycle recruiting across multiple industries, as well as experience managing applicant tracking systems and vendor relationships. His background demonstrates a track record of consistently exceeding recruiting goals and metrics through individual contributions and team leadership.
Lisa Kasiman is a recruitment professional with over 15 years of experience in talent acquisition. She has a proven track record of sourcing and hiring exceptional candidates and managing full-cycle recruitment. Currently she is a Recruiter II at Spirit Airlines where she is responsible for recruiting over 100 IT positions annually. Previously she has held talent acquisition roles at various companies where she developed recruitment strategies and processes to meet aggressive hiring goals.
Matthew Jandorf has over 15 years of experience in talent acquisition and management. He has a proven track record of effectively filling positions quickly while maintaining high quality. He is skilled in developing processes, mentoring employees, and using technology to improve recruiting efforts. Jandorf has experience leading teams, developing strategic plans, and delivering results for organizations.
E'Rah Anwer is an experienced recruitment expert and IT recruiter with over 15 years of experience in recruitment, operations management, and business development. She has expertise in full-cycle recruitment including sourcing candidates, interviewing, recruiting, and onboarding. She is skilled at identifying client needs and writing effective job descriptions to attract qualified candidates. Currently she works as a Talent Acquisition Specialist at AT&T where she leads recruitment efforts and interacts with leadership teams.
This document is a resume for M.Kirthy, an HR professional seeking new opportunities. She has over 5 years of experience in talent acquisition and recruitment with companies like Randstad India, Covenant Consultants, and Barclays Shared Services. Her experience includes end-to-end recruitment, sourcing candidates, interviewing, negotiations, and account management. She holds a Bachelor's degree in Commerce and additional qualifications in French language. Key achievements include recognition as a top performer and over-achieving invoice targets.
This document is a resume for Michael Kyle highlighting his experience in human resources, talent management, and operations management. He has over 10 years of experience in these areas, having worked at companies like Range Networks, Wells Fargo, and US Bank. His resume emphasizes his skills in recruiting, employee development, and strategic planning. It also lists his educational background and selected career accomplishments.
Similar to lindsay resume 11 29 final - 1 (2) (20)
1. Lindsay Nolan
Lindsaynolan1@gmail.com | 610-812-0486 | https://www.linkedin.com/in/lindsayjnolan
Summary of Qualifications
Senior strategic talent acquisition professional with 20 plus years of full life-cycle recruiting, client development, and
people management utilizing contingency, retained, RPO and corporate models. Functional and industry experience
includes: Information Technology, Finance/Accounting, Plant Operations, R&D, Supply Chain, Human Resources,
Pharmaceutical, Consumer Products, Manufacturing, and Building Materials. Clients include both start-up and fortune
500 companies. Identify and implement process improvement. Skilled in qualifying candidates for both the technical
and cultural fit. Successful track record of placing candidates who enjoy both promotion and longevity with client
companies.
Professional Experience
CertainTeed Corporation, Malvern, PA
A subsidiary of Saint-Gobain,one of the worlds’ largest and oldestbuilding products companies,CertainTeed and its affiliates have
more than 5,700 employees and more than 60 manufacturing facilities throughoutthe United States and Canada.The group had
total sales of approximately $3.3 billion in 2015. www.certainteed.com
Manager, Talent Acquisition - TAS, CSSR 8/2012 – Present
Develop and implement strategic initiatives for recruiting diverse talent in plant and corporate environments.
Successfully partner with multiple businesses within CertainTeed including: Insulation, Pipe and Foundations,
Ceilings, Shared Services, and Siding Products in support of their recruitment needs.
Develop and maintain strong relationships with stakeholders in order to create partnerships. Present weekly
and quarterly recruiting metrics to senior leadership within each business. Manage full life cycle recruiting
process to meet the multiple staffing goals across all levels within multiple business units. Enforce and
provide behavioral based interview questions to aid the interviewer in talent identification.
Develop, coach, and lead a team of as many as five full life cycle recruiters and one recruiting coordinator.
Hold weekly team and one-on-one meeting with the group. Provide training for the team by collaborating with
business leaders to participate and discuss their unique business challenges and products. Attend offsite
events such as plant visits to further educate the team on the various manufacturing processes.
Research and implement best practice talent acquisition tools such as LinkedIn Recruiter, Skills Survey, Reflik
(crowd sourcing technology) and Interviewstream. Responsible for regular posts to CertainTeed’s LinkedIn
page. Increased CertainTeed followers by 25% over the last two years. Reduced time-to-fill, improved the
candidate experience and increase brand awareness by implementing such tools.
Consistently perform at the lowest time-to-fill days amongst my peers.
Process Improvement: Participated in a 6 month project to customize our current applicant tracking system,
Led brown bag series on LinkedIn for Managers. Authored one of four modules for a project named The
Interview Toolkit. Partnered with procurement on a new contract for our preferred vendor initiative. Presented
to business finance controllers an improved process for hiring Plant Controllers. Strategically created talent
pools in specific geographic and functional areas. Developed base line metrics in order to analyze and
provide process improvement for all business units. This resulted in decreased time-to-fill and streamlined the
interview process. Implemented Talent Acquisition Guidelines (TAG) to insure accurate communication and
continuity between the hiring managers, recruiters, HR business partners and senior leadership within the
business unit.
Led diversity sourcing strategy. Utilized external vendor to build a database of diversity candidates for key
strategic roles. Attend networking organizations such as SWE (Society of Women Engineers).
Led RFP for a military resource for Saint Gobain North America. Maintain relationship with account manager
and review metric monthly.
Successfully centralized a customer service organization with one of CertainTeed’s larger businesses.
Decentralized Controller/Cost Accounting organization from Canada to remote locations in the US.
Led 2016 reboot of CertainTeed’s Employee Referral Program (ERP). Selected external vendor and will
implement in early 2017. Participated in the redesign of the Employee Referral Program in 2012 for Saint
Gobain North America.
Manpower Group – RPO, Valley Forge, PA
Senior Delivery Consultant 6/2007-8/2012
Manpower is the world’s workforce expert, creating innovative workforce solutions for nearly 70 years. As workforce experts, we
connectmore than 600,000 people to meaningful work across a wide range of skills and industries every day. www.manpower.com
Full life cycle recruiting and people management. Client engagements included; Endo Pharmaceutical (10
months) and CertainTeed a division of Saint Gobain (4 years, 4 months). Develop and maintain strong
relationships with stakeholders in order to create partnerships. Present weekly and quarterly recruiting metrics
2. to senior leadership within each business. Manage full life cycle recruiting process to meet the multiple staffing
goals across all levels within multiple business units.
Researched and implemented best practice talent acquisition tools.
Develop, coach, and lead a team of as many as five full life cycle recruiters and one recruiting coordinator.
Identify areas of process improvement and implement solutions.
PSCI (Progressive Software Computing, Inc.) 7/2006-3/2007
Manager, IT, Permanent Placement
PSCI was founded in the early 90s as an IT staffing organization. www.psci.com
Hired to start up an IT permanent placement division for PSCI reporting to the CEO. Responsible for selling
PSCI's permanent placement services and developing new business.
Utilized Harte- Hanks and Hovers to source new business opportunities.
Initiated meetings with hiring authorities to fully understand the clients’ needs for potential candidates.
Negotiated fees, terms and reviewed contracts.
Sourced and solicited potential candidates through a variety of recruiting methods. Screened, interviewed
candidates and presented to clients. Debriefed with both candidates and clients post interview. Negotiated and
presented offers.
The Judge Group 8/2001-5/2006
Associate Vice President
Judge was founded as a staffing firm,and staffing is still a large part of our business.Our 35+ offices place more than 4,5 00
professionals in both temporary and permanentcareer positions every year. www.judge.com
Returned to Judge to support the manufacturing division. Initially focused on regulatory affairs and quality
assurance/control. Responsible for both company development and recruiting for Pharmaceutical, Biotech and
CRO's nationally.
Later maintained the same responsibilities, but focused on placing Food Scientists and Culinary professionals
for food manufacturing and food service organizations to include: Diageo, Ventura foods and Wendy's
International.
Researched and participated with professional associations: such as RAPS, RCA, SQA and, AFT.
Designed a succession plan to incent the sales associates. The plan was implemented company wide and is
still utilized today.
Early in 2005 was asked by the CEO to manage a small but growing IT permanent placement organization.
Promoted to Manager, IT Permanent Placement. Interviewed and qualified candidates for open requirements.
Developed new business regionally. Managed a staff of three.
Tower Consultants
Executive Recruiter 9/1999-6/2001
Tower Consultants,Ltd., Executive Search firm specializing in the placementofHuman Resources talentincluding Consultants to
Executive Leadership. www.towerconsultants.com
Placed senior level Human Resources professionals (nationally and globally) across every function and
industry utilizing both retained and contingency models. Acted as Client Manager for multiple Fortune 500
clients, divisions and subsidiaries.
Conducted candidate interviews via phone, in person and video conference. Reviewed, edited and delivered
written candidate assessments to clients. Visited client sites to ascertain their recruitment needs and staffing
goals.
Conducted client interviews, prepared notes for position specification and edited final job description.
Sold Tower Consultants retained services and acquired new retained search business. Preformed search
management and researched strategy and approach.
Met with candidates for client assessment purposes and prepared candidates for client interviews.
Conducted candidates’ references.
Updated clients on search progress weekly.
Attended industry conferences, including, HRPS, WorldAtWork, Compensation Executive Board and ODN.
Additional Experience
Judge Group - Sr. Associate Vice President
TR2 Technical Recruiting Resources - Technical Recruiter
Suky Rosan - Retail Sales Manager
Education
Rosemont College, Bachelor of Science, Sociology