Alina Karle

Lead strategic sourcing and talent pipeline development for DVM hiring across for critical DVM roles assisting in the reduction of Time to Fill by more than 100 days.

Created and implemented Claude AI sourcing solutions to automate the discovery of veterinary residents across academic institutions & finding DVMs from non-traditional sources, increasing candidate identification efficiency and expanding talent pools.

Developed and implemented a custom Google CSE (Custom Search Engine) to identify and engage veterinarian (DVM) candidates beyond traditional LinkedIn sourcing channels.

Leverage AI-driven sourcing, talent intelligence, and analytics to build veterinarian talent pipelines and support hiring.

Coach and mentor recruiters on advanced sourcing strategies, sharing market insights and data-driven best practices to improve recruiting effectiveness and ROI.

Drive innovative sourcing strategies through data, talent intelligence, and technology adoption to expand talent pipelines and improve hiring results.

Delivered strategic sourcing and recruiting support for technical and business roles within a high-growth SaaS environment.
Utilized talent analytics, market intelligence, and reporting to drive data-informed hiring decisions and diversity initiatives.
Advised hiring leaders on talent market conditions, sourcing strategies, and workforce planning.
Built and nurtured diverse talent pipelines across multiple business functions through proactive sourcing and engagement.
Managed candidate selection processes from sourcing through offer, ensuring a positive stakeholder and candidate experience.
Championed recruiting innovation through sourcing strategy development, training, and adoption of new talent acquisition tools.

Developed workforce analytics and reporting to drive hiring, retention, and workforce planning decisions.
Launched employee referral and relocation programs that enhanced talent attraction and retention.
Managed contingent workforce strategy, vendor partnerships, and compliance.
Partnered with leadership to optimize recruiting processes and technical hiring strategies.
Leveraged talent market intelligence and industry networks to identify and engage top aviation talent.

Reduced time to fill from 151 days to 48 days.

Acted as a consultant to hiring managers, business partners, and customers to create job descriptions and realistic hiring requirements for new or changing positions.

Researched, screened and negotiated contract agreements with temp agencies, headhunters, to reduce agency costs.

Processed all documentation to stay in compliance with Sarbanes-Oxley (SOX) Act.

Led strategic talent acquisition, workforce planning, and full-cycle recruiting across the Americas.
Reduced time-to-fill by 52% and cost-per-hire by 42% through process optimization and data-driven hiring strategies.
Partnered with Finance and leadership on headcount forecasting and annual recruiting plans.
Enhanced employer brand, talent attraction, and sourcing strategies through market intelligence and analytics.
Expanded international hiring capabilities, including launching operations in Costa Rica and Puerto Rico.
Optimized recruiting technology, vendor partnerships, and agency spend, delivering a 22% reduction in external recruiting costs.

Managed full-cycle recruiting and offer negotiations for corporate and operational roles.
Reduced recruiting costs by $200K and lowered cost-per-hire by 38% through strategic sourcing initiatives.
Increased local hiring and optimized workforce planning to minimize relocation expenses.
Launched diversity-focused social recruiting and university talent pipeline programs.
Enhanced employer brand, onboarding, and community outreach initiatives to improve talent attraction and retention.