Caroline Colpini

• Leveraged data-driven insights to inform talent management decision- making, leading to more strategic and impactful outcomes for the organization as a whole
• Created customized training programs tailored to each department''s specific needs, elevating skillsets across the board in alignment with organizational growth plans
• Strategically plan interview and selection procedures, conduct screening video calls, send assessments, and maintain candidate communications
• Offer strategic guidance and support along with progress meetings, advising leaders and hiring managers to ensure timeliness, stakeholder alignment and efficient decision-making
• Execute a high-caliber candidate experience, driving candidate communication and progression by maintaining consistent dialogue, feedback, and updates through the full lifecycle of recruiting
• Developed and delivered training sessions centered on strategic hiring, effective interviewing techniques, with an emphasizing DE&I
• Established effective partnerships with external vendors such as job boards or recruitment agencies when necessary, maximizing available resources for successful candidate acquisition efforts.
• Conducted comprehensive compensation analysis for internal equity purposes, ensuring fair pay practices across all departments.
• Enhanced talent pipeline by implementing strategic recruiting methods and sourcing techniques.

• Created and launched a Provider University Program to build meaningful, nationwide relationships with business partners / Universities by collaborating across units to create partnership opportunities that align with Brightside's values and mission.
• Spearheaded initiative to develop Continuing Education courses for Brightside's Providers
• Streamlined recruitment processes for faster turnaround times, resulting in reduced time-to-fill metrics by creating a bench that was ready to hire when needed
• Created and launched Webinar for University students and alumni focused on understanding the unique dynamics of telehealth interviews, how to craft resumes, and practical tips / strategies for interviews
• Analyzed hiring forecast metrics weekly to identify trends and optimize recruiting efforts based on business needs and supply/demand.
• Developed internal training programs for new hires, promoting effective onboarding processes that facilitated smooth integration into the organization.

• Actively source a rich pipeline of talent across a portfolio of online channels (e.g. job boards, social platforms and professional networks)
• Operated and maintained applicant tracking and candidate management systems, while designing job descriptions / interview questions that reflect each position's requirements and that are optimized for candidate engagement and DE&I initiatives
• Take detailed notes on candidate interviews and move the candidate through the hiring funnel in a timely way, assessing the process for urgency and completeness
• Worked directly alongside CTO to build out the Engineering Department from 8 Full Stack Engineers to 25 in less than 5 months (ranging from Junior to Staff and Director Level)
• Worked cross functionally with the CTO and Engineering Managers to develop a standardized hiring process for the Engineering Department, including a Junior Engineering Development Program
• Strong experience sourcing candidates in highly competitive, complex, and high-demand niches (e.g. Advanced Software Development, Machine Learning & AI, Product, Data Science)
• Improved candidate experience through timely communication, providing feedback, and maintaining transparency throughout the hiring process.

• Marketed devices to orthopedic physicians, chiropractors, and fitness facilities across the nation
• Generated and maintained list of potential clients to use as sales lead
• Discussed product fit and communicated the value proposition to meet customers’ goals and objectives
• Attended various trade shows and conferences nationwide
• Demonstrated products to interested / prospective clients using samples and pamphlets
• Pitched strategic sales presentations and overcame objections and rebuttals in order to close sales

• Evaluated prospective clients and made appropriate treatment recommendations
• Acted as the group facilitator for court mandated Drug/Alcohol, Domestic Violence, and Anger Management classes
• Created curriculum for all courses listed above
• Administered random drug screens and psychological surveys
• Documented weekly and monthly updates for patents ensuring they were delivered to the appropriate probation officers, judges, and lawyers
• Appointed as interim Office Manager

• Created announcements for open job positions; posted announcements online on company websites and major job posting websites such as CareerBuilder, Monster, and Indeed to attract interested candidates
• Interviewed prospective candidates to assess qualifications and capabilities; guide candidates through the application process, score written exams, and notify candidates of results
• Conversed with potential candidates about previous employment, skills, and technologies

• Selected to attend Future Nordstrom Leaders training based on excellent customer service and sales
• Recognized as one of twelve associates out of 300+ employees to receive the Customer Service All Star Award for outstanding service
• Executed managerial duties, including setting sales goals and providing updates to the team
• Consulted with customers and provided solutions based on specific needs
• Performed opening and closing duties as required
• Effectively worked in a team environment to maintain an orderly work environment

GPA: 3.9

GPA: 3.5, Dean’s List: Summer 2014, Fall 2014, Spring 2015