Bret Feig

• Hired pre-acquisition to lead Talent Acquisition strategy and oversee execution for GoBankingRates
• Introduced metrics-driven approach to evaluate recruitment success, driving continuous improvement in processes and outcomes.
• Collaborated with senior leaders, business leads, and hiring managers to develop and execute targeted hiring strategies, addressing critical talent shortages and strengthening succession planning.
• Redesigned core recruitment processes, policies, and technology infrastructure to enhance operational efficiency and elevate candidate quality.
• Led a high-performing GTM and Tech Talent teams, cultivating a culture of excellence, bias for action, and proactive business partnership.
• Advised the COO & founders on critical Employee Relations issues, strategic talent market mapping, and comprehensive compensation benchmarking
• Reduced time-to-hire by 40%: Executed a talent acquisition transformation within 90 days, introducing structured assessment frameworks and streamlined processes.
• Generated $500K in cost savings: Optimized recruitment channels and built internal sourcing capabilities, eliminating reliance on external agencies within five months.

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• Established and scaled the Talent Acquisition function from the ground up by developing global and regional policies, processes, technologies, and team structures.
• Launched a cohesive global talent strategy that seamlessly aligned with Zip's business objectives, driving cross-functional collaboration to integrate talent initiatives with long-term growth goals
• Led, developed, and rapidly expanded a high-performing global talent team, including Tech and GTM) from 2 to 17+ members, including Senior Managers, Principals, Talent Partners, and Talent Sourcers, while managing a $3.7M regional and global budget.
• Successfully oversaw the launch of operations in Canada, the UK, Poland, Mexico, and the UAE within aggressive timelines of under four months.
• Implemented a streamlined recruitment process, including structured interviews, job competency models with corresponding interview rubrics, assessment scorecards, and structured debrief guides, achieving a 92% reduction in hiring time for critical technology positions.
• Built and maintained dynamic dashboards and recruitment metrics for real-time performance tracking and reporting.
• Developed and executed a stakeholder engagement strategy, driving increased collaboration, securing buy-in from key decision-makers, and achieving a 54% year-over-year improvement in Talent NPS.
• Hired 612 globally: within the first 18 months: including talent for four newly launched markets.
• Scaled the US from 30 to over 300+: in the first 12 months: with 70% of the hiring in Technology & Data
• Reduced Time-to-Fill 92% for critical technology positions

• Promoted to lead UM's Talent Acquisition department, managing a team of 20+ recruiting leaders, recruiters, sourcers, and coordinators.
• Designed and executed a comprehensive talent recruitment strategy, roadmap, and implementation plan, resulting in over 900 hires annually and a 53% reduction in time-to-hire.
• Partnered closely with C-suite executives, senior leadership, department heads, and key HR stakeholders to align the talent strategy with business needs and growth objectives.
• Standardized recruiting processes by defining workflows, establishing standard operating procedures (SOPs), and implementing service level agreements (SLAs) to ensure consistency and efficiency across business units.
• Developed and maintained dashboards and recruitment metrics using Microsoft BI to track trends and provide real-time insights to leadership, enabling data-driven decision-making at all organizational levels.
• Achieved significant improvements in time-to-fill metrics across departments, including a 15.2% reduction for Corporate, 13% for Data/Analytics, and 57% for Executive/Leadership roles, by implementing enhanced sourcing strategies, streamlining processes, and improving stakeholder engagement.

• Recruited by the Chief Talent Officer to establish and launch a centralized Executive Recruitment function, supporting 22 executives across 9 key brands; built and expanded the team to include 5 Executive Talent Partners managing strategic hiring initiatives for Director-level roles and above.
• Partnered with functional leadership to influence critical workforce planning decisions, talent initiatives, labor market trend analysis, reorganization strategies, and staffing metrics.
• Aligned talent strategies with business objectives, optimizing recruitment processes to achieve $1.68M in annual cost savings while driving sustainable growth and profitability.
• Facilitated Quarterly Business Reviews with leadership to improve proactive talent planning, forecasting, succession planning, and pipeline development across all brands and business units.

• Successfully led the recruitment of entry-to-executive-level candidates for teams in New York, Washington, DC, Miami, Atlanta, Dallas, and Boston, spanning various functions, including media, branding, strategic planning, digital/mobile operations, and research/analytics.
• Recruited high-caliber talent across diverse industries, such as consumer, technology, healthcare, financial services, energy, digital, social media, planning, analytics, and public affairs, contributing to a well-rounded and diverse workforce.
• Built strong partnerships with hiring managers and provided strategic counsel to the firm's practice leaders on staffing issues, employee relations, and talent development, fostering a collaborative culture and supporting the organization's growth objectives.

• Built, and managed their first interagency, shared service recruitment model
• Drastically reduced recruitment spend, saving 1.2MM over 2 years.
• Provided talent acquisition data and metrics, developed regular reporting that informed decisions
• Collaborated with People Leads on the development, designs, and execution of enterprise-wide, recruiting policies, programs, guidelines, frameworks, toolkits, and trainings
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• Reduced operational costs through comprehensive process improvement initiatives and resource management.