CHARLES FITZGERALD MURPHY

• Lead a team of up to 16 (Team Leads, Talent Acquisition Partners and Talent Sourcing Professionals) to drive high-performance recruitment efforts in a fast-paced SaaS environment
• Collaborate with executive leaders to align Talent Acquisition strategies with business objectives and foster a data-driven recruitment culture
• Developed and executed data-driven talent acquisition strategies aligned with business objectives, leading to the successful hire of 360 candidates within six months with the organization
• Spearheaded VP and executive-level hiring to ensure leadership talent alignment with company growth goals
• Established and optimized a global Talent Acquisition process tailored to Go-To-Market (GTM) needs, ensuring efficient and effective hiring across multiple regions
• Enhanced Talent Acquisition analytics and ATS utilization, which reduced time-to-hire by 20% and improved candidate satisfaction scores by 15%
• Implemented best practices in talent sourcing, interview techniques, and candidate assessment, resulting in higher quality candidates and a stronger talent pool
• Facilitated strategic global meetings with leadership to align regional hiring initiatives with corporate goals
• Provided thought leadership in adopting emerging recruitment technologies and trends to stay competitive in the SaaS talent market (Findem, GoodTime, & DreamTeam)
• Consistently met or exceeded KPIs, including time-to-fill, cost-per-hire, and candidate quality

• Create a talent acquisition structure for a rapidly growing startup food delivery organization
• Partner with organizational leadership to develop a recruitment strategy and process focused on highest quality talent and market expansion
• As a leader on the Global Talent Acquisition team; built the Global Talent Acquisition Process, created a Store Operations Hiring Workflow guide, Values based interview guides, and led the development of an Interviewer Training program
• In the first 4 months: TA team filled approximately 250 positions comprised of Store Operations, Riders, Tech, and Business specific roles
• Built a talent acquisition team of 5 team focusing on Store Operations, Tech, and Business recruiting verticals

• Influence the direction and evolution of the recruitment strategy to ensure positive candidate experience, consistent execution, and high-quality results
• Built out and led the Engineering recruitment team
• Identify key hiring priorities, expectations, and pain points for senior leaders to establish a baseline for the recruitment process
• Influence and educate stakeholders on the current employer branding and hiring trends that can be utilized to create stronger candidate flow for our organization
• In the first 6 months: Filled 6 business critical positions (13 overall) in by taking a consultative approach when conducting discovery for technical requirements, team fit, and overall expectations
• Redesigned and shaped critical aspects of the Recruitment Process: Internal Talent Acquisition Process guide, Candidate Activity report, Recruitment Strategy Intake structure, and HR meeting agenda

• Lead full-life cycle recruitment process including sourcing, assessing, interviewing via phone and in-person, and referring qualified candidates to hiring managers
• Manage requisition from job description creation through offer negotiations
• Design hiring strategy with executives and lead workforce planning conversations in partnership with senior leadership in sales, marketing, operations, IT, finance, and new product development
• Exceed recruitment KPIs by maintaining highest fill rate within department by average of 20 - 30% annually and time-to-fill average under 50 days
• Led weekly talent acquisition meetings, increasing communication, sharing best practices, encouraging collaboration, and ensuring key projects were progressing to meet deadlines
• Managed 2 direct reports; provided on-going coaching, mentoring, and training to direct reports, driving career development, increasing competencies, and creating high-performing team
• Owned special projects including training programs for interviewing, assessing, and hiring talent, improving candidate experience survey results by 20%
• Contributed to standardized hiring process and increased candidate experience by creating Hiring Manager Process Guide, Recruitment Strategy Session form, Post-Interview Debrief form, and Interview Guides based on position level and company values
• Developed TA activity tracking and reporting tool that included summary of year-to-date position activity, current position status, job codes, budgets, days-to-fill, and other relevant information about active roles, utilizing to provide up-to-date information to senior leadership

Consulted with small business owners and key stakeholders in food and beverage industry to identify top talent nationally for niche roles in sales, marketing, and operations.

● Provided guidance, strategized, and made recommendations to clients, improving methods of recruiting and creating more efficient hiring processes.

● Built effective relationship with hiring managers and business partners to understand needs of business and challenges of operation, allowing more targeted recruitment and reducing time to fill by average of 15 days.

● Engaged in aggressive, creative, and productive sourcing activities including research, cold-calling through LinkedIn, and mining internal database, generating robust and diverse candidate slates and pipelines.

● Investigated, benchmarked, and helped develop outside box proactive recruitment techniques, optimizing all social media and on-line tools, promoting clients’ unique culture and values, increasing candidate pool, and reducing time-to-fill.

• Led day-to-day administration and management of HR programs and processes.
• Focused on development and execution of all recruitment efforts for every department within organization.
• Led recruitment effort for 900+ positions in sales, marketing, operations, logistics, and customer service.
• Managed on-boarding process, conducted new employee orientations, audited new hire paperwork, and initiated / reviewed post offer requirements using PEOPLESOFT HRIS system.
• Maintained applicant tracking through TALEO staffing software, other records, reports, and logs pertaining to EEO / AAP initiatives.
• Processed “status change” notices, updated / maintained HRIS records, and compiled reports as required.
• Conducted ethics and compliance training for 250+ team members in Metro NY division on annual basis.