Abie Chong

Capital One is a leading financial services company known for its innovative approach to banking and commitment to delivering exceptional customer experiences.

• Leadership & Strategy: I collaborate with business units to set a clear vision for talent discovery, emphasizing measurable goals and strategic initiatives tailored to business needs and compliance with our Affirmative Action Plan.
• Data Utilization: Employ data and competitive intelligence to inform strategic decisions, driving improved recruitment outcomes.
• Performance Outcomes: Achieved promotions through exceptional performance, leading the team to surpass previous hiring metrics and improve conversion rates.
• Event Impact: Organized 40 events annually, generating 207 hires and increasing the talent pipeline by 16,000, exceeding past performance.
• Recruitment Innovation: Created the first Recruiter's Reference Guide for protected veterans, boosting diversity recruiting and skill translation into corporate roles.
• Operational Excellence: Transitioned to automated systems, reducing manual efforts and standardizing recruitment processes.
• Expanded Role: Manage permanent reassignments and lead award application efforts, enhancing organizational reputation.
• Leadership Excellence: Excel in leading a lean team and matrix-managing resources to deliver high-quality recruitment results.

Hilton Worldwide is a global leader in hospitality, renowned for its exceptional service, innovative guest experiences, and dedication to memorable stays.

• Comprehensive Recruitment Strategy: Our Military Talent Acquisition division was dedicated to hiring top military talent, supporting roles in technical, engineering, corporate functions, hospitality, and call centers. Over eight years, we successfully recruited 37,000 veterans and military personnel using advanced technology and strategic partnerships, significantly enhancing our diverse hospitality services.
• Talent Research and Pipeline Development: Established a Sourcing Center of Excellence (COE) and built diverse talent pipelines, ensuring a sustainable flow of qualified candidates.
• Strategic Alignment with Corporate Goals: Supported Hilton’s objectives for global gender parity and ethnic representation in the U.S., aligning talent acquisition strategies with broader corporate diversity goals.
• Leadership in Talent Pipeline Development: Developed a robust and diverse talent pipeline for Hilton’s North American corporate sectors, ensuring long-term sustainability and growth.
• Inclusive Talent Sourcing: Actively recruited individuals at all career stages, including early career prospects, students, transitioning military personnel, veterans, military spouses, and mid- to senior-level professionals.
• Strategic Partnerships for Broader Reach: Established partnerships with organizations like Prospanica, Ascend, NBMBAA, NSMH, Reaching Out, NAAAP, Hiring Our Heroes, and Corporate Fellowships for Military. These alliances have created a talent pipeline exceeding 60,000 candidates.
• Effective Stakeholder Engagement: Fostered strong relationships with key stakeholders including hiring managers, recruiters, Diversity, Equity & Inclusion teams, Learning & Development, and Recruitment Marketing, through effective communication and streamlined processes.

• Leadership Selection: Appointed by the VP of Global Recruitment to spearhead Hilton's recruiting initiatives across North America, reflecting trust and recognition of my expertise in talent acquisition.
• Military and Veteran Recruitment: Successfully led the recruitment of high-potential military and veteran candidates for diverse roles including engineering, food service, culinary, customer operations, guest services, event planning, sales, and management. This effort was part of Operation: Opportunity—an innovative program aligned with a White House initiative aiming to hire 10,000 veterans, military spouses, and dependents by 2020.
• Exceeding Recruitment Goals: Achieved and surpassed the program's hiring targets ahead of schedule and under budget. Due to these successes, the CHRO expanded our commitment twice, ultimately leading to over 35,000 military hires to date.
• High-Volume Sourcing: Authored a comprehensive playbook and established robust high-volume sourcing capabilities, effectively building and maintaining extensive talent pipelines.
• Cross-Functional Collaboration: Fostered strong collaborative relationships with nine Regional Corporate Talent Acquisition Centers, Sourcing Teams, Corporate and Executive Recruiters, and HR and Business Leaders, ensuring cohesive efforts and streamlined recruitment processes.
• Military Recognition: Under my leadership, Hilton was honored as the GI Jobs #1 Military Friendly® Company in 2017, a testament to our effective recruitment strategies and commitment to supporting military personnel and their families.

Bradley-Morris, Inc. is the leading military recruiting firm committed to connecting transitioning service members, veterans, and military spouses with career opportunities across the civilian workforce.

• Strategic Leadership Recruitment: Handpicked by the leading U.S. military-focused career placement firm to spearhead technical recruitment initiatives, reflecting my recognized expertise in the field.
• Technical Talent Acquisition Mastery: Skilled in identifying, qualifying, preparing, and placing top talent in specialized roles within engineering, mechanical, electrical, and other technical fields across diverse sectors such as energy, manufacturing, construction, logistics, and technology.
• Program Enhancement: Revolutionized an already exemplary recruiting program by utilizing my extensive HR and recruiting knowledge, resulting in the generation of over 12,000 high-quality leads.
• Key Collaborations: Forged and maintained strong partnerships with client-facing associate account representatives to ensure seamless integration and placement of candidates, enhancing overall recruitment success.

• Strategic Contribution to USAF Missions: My team was integral to the USAF's commitment to air and space superiority, focusing on recruiting and onboarding top-tier talent.
• Operating in the Southeast, our AFRS team included 75 elite recruiters across 50 offices, consistently achieving top rankings nationally in talent acquisition.
• Masterful Budget Management: I developed and managed a $1.1M budget that enhanced our operations and supported various aspects such as early career talent pipelines, direct hires, administrative tasks, logistics, travel & expenses, recruiter training, and recruitment marketing.
• Transformational Leadership: I transformed an underperforming unit, driving it from 5th to the top position among 24 competitive national recruiting offices, earning national recognition for the team.
• Strategic Visionary: I implemented a strategic vision and robust recruiting strategies that significantly improved key performance metrics from “unsatisfactory” to “excellent” within just 18 months.
• Unyielding Resilience: Despite significant challenges, including a high turnover of senior recruiters, I ensured continuous operational excellence and sustained high performance, maintaining our leadership position in recruitment.