Elle Frederiksen

This is a contract role, accepted following full departmental layoff at Inspectify. I am looking for a permanent home at my appropriate skill and professional level.

• Partner with Hiring Leaders to develop recruiting strategies that align with business needs and to fill field positions for our retail business segment
• Manage full-cycle diversity-minded recruiting: sourcing, scheduling and interviewing for multiple positions in retail leadership in the U.S.
• Continuously improve our brand, processes, efficiency, with focus on both the candidate and hiring team experience.
• Leverage a broad pool of talent resources that support company DE&I strategies
• Manage a requisition load that could include a mix of hourly and management level roles
• Source, screen and interview candidates
• Schedule and facilitate interview process, sometimes with multiple managers
• Influence hiring decisions to ensure best fit and long-term success
• Develop and implement diverse sourcing strategies, including referral generation, position postings, direct sourcing, traditional job board sources and internal ATS
• Building a network of contacts and pipeline for future opportunities
• Manage, maintain and support current recruiting processes and tools to ensure best practice and consistency
• Assisting in supporting recruiting projects through active participation as a team member
• Manage a full requisition load with urgency, while also delivering quality service.
• Smooth execution of the recruitment process including sourcing, candidate selection, interviewing, extending an offer and negotiating.
• Continued success in building positive and collaborative relationships with customers and internal business partners

First People Team Member

HR Items:

• Built out full employee handbook including but not limited to: Workplace Policies, Code of Conduct, Compensation and development, Benefits and Perks, PTO and Vacation, Employee Resignation and Termination, Human Rights policies, business Continuity Plan
• Payroll, full benefits administration, State by State registration for licensing and UI
• Built and successfully rolled out company wide Performance Management process
• Worked 1:1 with Head of Finance to build out full compensation philosophy and banding with use of PAVE (Option Impact), partnered with Comprehensive to establish roll out new plan, inclusive of stock admin
• Utilized tools to help individual departments and business units achieve goals in fostering culture of diversity and inclusion, and employee happiness (Bonusly, Officevibe)
• Every day care of our people. This may include virtual "Coffee Chats", random conversation starters to support them as humans with unique needs

Recruitment:

Sourced and hired our : Head of Data, Head of Finance, VP of Engineering, Head of Client Partnerships

• Created end to end recruitment workflow and recruitment strategy from the ground up- Resulting in 60 hires in 3 month span. 99% acceptance rate and 99% retention to date
• Implemented, built out ATS
• Leveraged creative sourcing techniques to find passive candidates in international markets ( Engineering)
• Managed Inspectify's recruitment and headcount business plan, vision statement, and objectives
• Coached and trained management and interview teams to ensure recruitment process was conducted properly
• Lead candidates through the offer process including negotiations, salary expectations, onboarding, new hire orientation and ongoing HR and L&D support
• Strategized, communicated and implemented best recruiting practices to identify and secure top talent
• Monthly research and training with direct reports to stay current on hiring and industry trends
• Maintained ATS, templates for all Job descriptions and built company library
• Complied all recruiting reports and presented them in working weekly 1:1's with hiring managers
• Weekly 1:1's with direct reports, with 50% focus on feedback and learning development
• Built relationships and took initiative to search out applications to garnish brand recognition: Result landed us on Will Reed's top 100 Places to work, and year of free ad push

I have been laid off from this role with 20% of the business, including the full people department.

Sourced and hired VP of People, Director of HR in multiple global markets, assisted in search for new CFO -Female and diverse hire

• Key contributor in Getty’s first strategic recruiting team (Lean Agile)
• Design, development, and implementation of Talent Acquisition communication materials
• Key contributor in business case to upgrade to Lever ATS system
• Helped to implement Lever and complete integration to Workday including build out of new offer verbiage and templates
• Project lead on employee onboarding and welcoming swag for new employees
• Created original mockup and wireframing for new career webpage; Project lead for phase 2 of career page launch
• Assisted in training team recruiting coordinators, Mentor for growing team
• Created individual intake process, buildout of competency-based interviewing, team contributor to full build out of Talent Acquisition SharePoint sites
• Owned entire recruitment lifecycle for AMER (US, CAN, South America), Project recruitment in EMEA and APAC regions in all areas of business, mainly Product (UX, research, copy, PM), HR/ Total Rewards, Legal, Accounting/Finance/FMPA/ C suite
• Partner with diverse set of stakeholders across business, gaining trust and respect of business by consistently demonstrating confidentiality, sound, critical thinking skills and placing highest level of value on internal and external customers
• Managed average of 25-30 requisitions at any give time

I loved having a collaborative team in this role- It is one of the Key Pieces I am searching for, currently. I left this role for growth to help support my growing family at the time- But loved the company.

First People Team member-

Sourced and hired VP of People, Head of Product, CMO, Interim CEO, VP of finance/ controller

• Built recruitment process from the ground up, including intake, fair interviewing & hiring processes and offer generation
• Implemented Greenhouse ATS
• Created interview training; Hosted lunch & Learns quarterly
• Grew Company from 15 employees to over 200 in 8-month period in multiple regions and languages (average 25- 30 hires monthly)
• Owned recruitment for all functions: Engineering, Product, Design, Content, C Suite, Real Estate functions, Customer Service, HR and accounting, Financial Services

HR Items:

• Processed Visa, CPT and OPT needs
• Updated workplace policies to support strategic growth plans
• Full benefits administration, State by State registration for licensing
• Built and successfully rolled out company wide Performance Management process
• Utilized tools to help individual departments and business units achieve goals in fostering culture of diversity and inclusion, and employee happiness (Tiny Pulse- Lunch and Learns)
• Everyday care of our people. I owned all HR items until HR expansion mid 2019
• Also acted as EA to CEO and CFO

I left this role for growth, and to support better mental health, avoiding burnout following our large company growth

• Converted company’s manual, paper resume and tracking system to digital tracking
• Owned recruitment for 20+ locations spread across 10 states
• Conservative firm, which lead to creative sourcing by way of self-set up job fairs, mailers, flyers, movie theater and radio ads
• Built company presence via creating their LinkedIn Page, Glassdoor relationship
• Previous experience includes 2 years blended desk agency recruitment 1 year’s coordination experience
• Additional experience in marketing, art direction, photography, and program management

I left this role for growth, financial and learning wise as there was a low ceiling at ACG- My Director manager in this role is a current reference.

• High performer in a high performing branch, regularly on "top 10" board for national rankings
• Blended desk- I was responsible from bringing in my own clients for orders, sourcing my own candidates to intake, bringing in high profile clients for national accounts team
• Conduct intake meetings with clients to agree on qualification criteria for candidates
• Publish job ads on careers pages, job boards and social media
• Source and contact passive candidates online
• Network with candidates offline during job fairs
• Screen resumes and job applications
• Interview candidates and provide shortlists of qualified potential hires
• Update clients on hiring status (e.g. number of screened candidates)
• Prepare candidates before interviews with clients
• Create talent pipelines with high-potential candidates for future job opportunities
• Keep detailed records of past applicants’ information, including resumes, assignments and interview evaluations
• Managed portfolios of clients and maintain good relationships with them
• This role was largely commission based, AKA "In it to win it", Hustle style culture.

I left this role to move to in house recruitment to feel more direct impact.

Previous experience was my start as a recruiting coordinator in an agency setting. Previous experiences are marketing based.