Darryl Hood

Providing best-in-class boutique executive search, talent acquisition, and talent management consulting services.

Key offerings:

• Executive Search: Specializing in the recruitment of C-suite executives, and other senior leadership roles.
• Recruitment Strategy & Organizational Assessment: A comprehensive evaluation and enhancement of recruitment strategies, processes, and tools to optimize talent acquisition effectiveness.
• Vendor/Supplier Assessment: Conducting thorough evaluations to ensure cost-efficiency, strategic alignment, and value delivery in vendor and supplier partnerships.
• Talent Assessment & Development: Offering strategic recommendations for talent assessment, leadership development, and succession planning to drive organizational growth and performance.
• Providing best-in-class boutique executive search, talent acquisition, and talent management consulting services.

• Lead the development and execution of a global direct hire and onboarding strategy, focusing on process standardization, best practices implementation, and compliance to drive efficiency
• Spearhead the expansion of structures supporting Talent Management, including Succession Planning and High Value & Critical Talent Programs
• Collaborate with internal and external stakeholders to meet talent requirements and ensure high-quality service delivery across Nabors
• Continuously optimize talent acquisition and management initiatives to enhance performance outcomes
• Assessed and implemented Oracle Cloud Applicant Tracking System (ATS), streamlining recruitment workflows and enhancing the candidate experience

Providing best-in-class boutique executive search, talent acquisition, and talent management consulting services.

Key offerings:

• Executive Search: Specializing in the recruitment of C-suite executives, and other senior leadership roles.
• Recruitment Strategy & Organizational Assessment: A comprehensive evaluation and enhancement of recruitment strategies, processes, and tools to optimize talent acquisition effectiveness.
• Vendor/Supplier Assessment: Conducting thorough evaluations to ensure cost-efficiency, strategic alignment, and value delivery in vendor and supplier partnerships.
• Talent Assessment & Development: Offering strategic recommendations for talent assessment, leadership development, and succession planning to drive organizational growth and performance.
• Providing best-in-class boutique executive search, talent acquisition, and talent management consulting services.

• Led the development and implementation of a comprehensive global direct hire and contingent labor strategy
• Managed key internal and external resources and partnerships to meet talent acquisition needs and ensure the highest level of service delivery to hiring managers
• Focused on continuous improvement in key metrics, including time-to-fill, cost-per-hire, quality-of-hire, and both candidate and hiring manager satisfaction
• Established and tracked global talent acquisition metrics and KPIs to measure effectiveness, leveraging data analytics to generate actionable insights and optimize processes
• Developed and executed a university engagement strategy, encompassing internships, co-ops, and work-study programs, to build a pipeline of early career talent
• Crafted targeted recruitment strategies to attract talent from technical, trades, and military sectors, ensuring alignment with organizational needs
• Collaborated with corporate marketing and communications teams to strengthen and promote a compelling EVP across global channels, enhancing the organization's employment brand
• Worked closely with procurement teams to create and manage a comprehensive PSL, optimizing vendor partnerships and ensuring robust support for talent acquisition and agency recruitment
• Assessed and planned the implementation of the Oracle Cloud Applicant Tracking System (ATS), streamlining recruitment workflows and enhancing the candidate experience
• Promoted the adoption of industry best practices and contemporary recruitment methodologies across the organization to drive efficiency and effectiveness
• Provided senior leadership with data-driven insights and regular reporting on talent acquisition performance, supporting strategic decision-making and continuous improvement

• Led Talent Acquisition Systems Implementation and Change Management
• Spearheaded the integration of talent acquisition systems, sourcing tools, and vendor management processes as part of the transition from GE Oil & Gas (GEOG) and separation from GE
• Oversaw the seamless implementation of key projects to enhance operational efficiency and align with organizational goals
• Led the successful deployment of Workday ATS, streamlining recruitment workflows and improving user experience
• Directed the development and launch of a new global careers site, enhancing employer branding and candidate engagement
• Managed the implementation and training of a global candidate relationship management (CRM) system, ensuring effective candidate engagement and pipeline management
• Developed and formalized the Global PSL, including contract terms and conditions, pricing structures, SLAs, and KPIs, ensuring optimal vendor performance
• Introduced and standardized a global candidate reimbursement tool and processes, improving the efficiency and transparency of candidate-related expenses
• Established streamlined supplier management and invoicing protocols for both GEOG and legacy Baker Hughes, ensuring consistency and compliance across regions

• Developed and Executed Workforce Planning for Experienced Hire Recruitment
• Led the strategic development and execution of a comprehensive workforce plan to drive the recruitment of experienced hires, spanning executive leadership to operations personnel, across 10 product lines and functions, including Sales, Supply Chain, Finance, Legal, and HR
• Managed talent acquisition change management through three business reorganizations, ensuring smooth transitions and continuity in recruitment operations
• Directed all pre-hire and onboarding processes, including drug and alcohol (D&A) testing, ensuring compliance with company policies and a seamless candidate experience
• Oversaw the management of three full life cycle RPOs, encompassing a team of 65+ staff
• Established and tracked key performance indicators (KPIs) and service level agreements (SLAs) to ensure optimal performance and service delivery across recruitment efforts
• Led the change management strategy for the integration and harmonization of four Recruitment Process Outsourcing (RPO) providers, as well as hiring and onboarding processes and policies, during the merger of Baker Hughes and GE Oil & Gas (GEOG)
• Managed vendor relationships, including assessments, negotiations, contract management, and the establishment of KPIs and SLAs for all third-party suppliers and contingent labor managed service providers (MSPs), ensuring alignment with organizational objectives and high service standards

Providing best-in-class boutique executive search, talent acquisition, and talent management consulting services.

Key offerings:

• Executive Search: Specializing in the recruitment of C-suite executives, and other senior leadership roles.
• Recruitment Strategy & Organizational Assessment: A comprehensive evaluation and enhancement of recruitment strategies, processes, and tools to optimize talent acquisition effectiveness.
• Vendor/Supplier Assessment: Conducting thorough evaluations to ensure cost-efficiency, strategic alignment, and value delivery in vendor and supplier partnerships.
• Talent Assessment & Development: Offering strategic recommendations for talent assessment, leadership development, and succession planning to drive organizational growth and performance.
• Providing best-in-class boutique executive search, talent acquisition, and talent management consulting services.

Created a workforce and development plan for the North America HSE function and personnel. Key activities:

• Managed two training centers (1 in the US, 1 in Canada), where I successfully reduced the cost per student by 15% while growing capacity by 30%.
• Averaged a total annual enrollment of 4,000 employees.
• Integrated eight merging companies into training programs, resulting in a 45% increase in course enrollments.
• Effectively updated and maintained all corporate and regulatory training content, programs, and HSE LMS.
• Successfully achieved an 18% overall cost reduction in training activities and vendor contract negotiations.
• Developed and implemented succession planning, promotions, and career moves for 110 NAM HSE employees.

Successfully developed and executed a full life cycle, scalable recruitment solution for direct hire, university, technical college, military, and contingent labor recruitment to support twelve North American product lines and functions to achieve business goals, with 88% first-year retention. During this period, I onboarded approximately 3,000 to 5,000 new employees annually, including engineers, technical and skilled staff, non-exempt personnel, and functional personnel for Sales, Supply Chain, and Finance. Other achievements

• Implementation of seven mini RPOs for a scalable recruitment solution to improve candidate experience and TTH by 15%.
• Evaluation and implementation of a new ATS.
• Partnered with senior leaders, leveraging recruitment and business analytics to address workforce planning, strategic sourcing partnerships, diversity recruitment strategy, onboarding, and competitive compensation and retention strategies.
• Successfully transformed Talent Acquisition to a centralized structure, reducing costs while aligning to one recruitment process.
• Created targeted, comprehensive, function-specific recruitment strategies using innovative, cost-effective sourcing methods, competency-based interview methodologies, and appropriate offer packages to attract appropriate talent in a highly competitive market.
• Developed and implemented a military recruitment program, which included governmental financial incentives for new hires.
• Provided strategic guidance and oversight to the recruitment team in support of business needs and strategic growth objectives, including the development of functional/business-specific sourcing strategy matrices to support the talent pipeline generation.

Successfully co-sponsored rebuilding the university, technical, and military recruiting functions in an upswing market while managing key relations and implementing a recruitment strategy for eight universities, thirty technical colleges, and all U.S. military recruitment, including fifteen primary target bases.

• Team lead in the development of the annual strategy, special initiatives such as diversity targets, the intern program, and Ad-Hoc TA projects.
• Performed as the senior lead in the management of 15 contract recruiting agencies.
• Successfully led a team in the recruitment and hiring of 600 new employees, with a 12% first-year attrition.
• The expanded technical college recruitment program was achieved through corporate and local relations development.
• Senior trainer, coach, and mentor to all new team members.

Managed all QA/QC aspects of three service lines (fracturing, cementing, and coiled tubing) for a $144 million annual revenue facility. Responsibilities included leading all quality investigations, initiatives, optimization activities, and process improvement projects.

• Advisor to local management, and performed as the local quality leader and a key member of the Quality Steering Committee.
• Successfully conducted and completed all quality investigations, assessments, and created effective Remedial Work Plans.
• Ensured compliance with internal and client quality standards, processes, and procedures.
• Prepared, updated, and created necessary quality documentation and procedures; deployed quality initiatives, trained, and prepared for HQ reviews.

Developed and executed succession planning, personnel development, promotions, and career moves of 6,000 global field supervisory personnel.

• Managed special project succession planning, personnel development, promotions, and career moves of 150 HiPo personnel.
• Advisor in development and led the deployment of a revised field supervisory program, including a global roll-out to global business leaders.
• Senior advisor in training, revision of five product line-specific technical and professional training programs.
• Senior advisor in the development and implementation of a new LMS.

Developed and implemented a career development strategy and associated training for 4,000 operations personnel within North and South America.

• Supported succession planning, personnel development, promotions, and career moves of approximately 4,000 supervisory personnel.
• Successfully improved training compliance by 12%, achieved by optimizing the talent management process and employee motivation in a time of extreme growth and intense competition for talent.
• Led the successful implementation and support of a new Learning Management System (LMS).
• Senior advisor in the revision and implementation of field engineer and field supervisor technical and professional training programs.

Developed to recruit multiple profiles, where I increased hiring by 20% year over year, while improving retention by 9%.

• Instrumental partner in the establishment of a centralized technical recruiting unit for North America.
• Planned and hosted annual on-campus recruiting activities, including career fairs, info sessions, and interviews.
• Planned and hosted specialized recruiting events with targeted disciplines and social organizations.
• Led the development of advertising and marketing materials for all targeted schools.

Successfully executed and managed field operational services, including sand control, fracturing, coiled tubing, acidizing, and cementing, while maintaining excellent service quality. Received two formal client recognition awards for exceptional performance.