Summary
Overview
Work History
Education
Skills
Timeline
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Kristin Masini

Granby,Connecticut

Summary

Dynamic Talent Acquisition Professional with progressive career across multiple industries. Devises strategy and recruitment process to execute sourcing and recruiting campaigns. Develops and leads strategic initiatives for creating talent pipelines and bench-marking workforce diversity.


Overview

19
19
years of professional experience

Work History

Senior Talent Acquisition Lead

FAVARH
02.2024 - Current
  • Develop and manage all recruiting activities for a non-profit across 10 locations, by implementing innovative company-wide recruiting strategies, processes and procedures.
  • Manage a high volume of clinical & non-clinical requisitions across various departments.
  • Evaluate and provide feedback on talent acquisition processes, identifying areas for improvement and implementing necessary changes.
  • Develop customized recruitment marketing campaigns to attract top talent in highly competitive industries with a focus on diversity.
  • Enhance recruitment processes by implementing innovative sourcing strategies and streamlining candidate assessment techniques.
  • Spearhead campus recruiting efforts by building relationships with university career centers, attending job fairs, and conducting informational sessions for students.
  • Collaborate with cross-functional teams to address workforce planning needs and align talent acquisition initiatives with organizational goals.
  • Partner with HR colleagues to streamline onboarding processes for new hires, ensuring a smooth transition into the organization.
  • Brief executive team on weekly openings report, showing all vacancies within the company and status of each
  • Managed vendor relationships for external business partners and staffing agencies
  • Contract negotiation and execution of Professional Service Agreements for temporary and direct hire needs through partnering with outside recruiting agencies


Senior Talent Acquisition Consultant

Eversource
03.2023 - 06.2023
  • Managed the full life-cycle recruiting process for engineering, transmission, project management & construction across CT, MA & N
  • Responsible for building and maintaining a network of candidate pipelines to identify passive candidates to meet sourcing strategies in rural locations.
  • Coached new managers through the hiring process, insuring a presence on LinkedIn to partner with recruitment within their network.
  • Partner with hiring managers to provide weekly recruitment updates via Microsoft teams
  • Participated in monthly recruiting update to the President of Transmission with my manager and recruiters regarding the progress of recruitment, challenges, new hires etc.
  • Hired 3 Sr. Construction reps within 45 days in New Hampshire, 50% of turnaround time of 90 days.
  • Managed the posting of requisitions to local and state job boards, to include LinkedIn, Indeed and Career Site.
  • Sourced and developed sourcing leads to increase recruiting base.
  • Executed integrated recruiting campaign across multiple media channels.

Senior Corporate Recruiter

Wolters Kluwer Health
04.2022 - 12.2022
  • Created pipeline for our clinical effectiveness inside and outside sales executives using LinkedIn, Indeed and other networking sites for future hiring initiatives
  • Effectively sourced, interviewed and evaluated prospective candidates within healthcare software sales for products such as: “Lippincott”, “UpToDate”, “EMMI” and numerous others that cater to either higher academic learning or hospital and healthcare settings
  • Provided market recruitment trends, partnered with HR business partners and finance to create competitive offers within the marketplace
  • Managed 3rd party agencies engaged for difficult to fill roles ,ensured a positive candidate experience and compliance guidelines were followed
  • Hired first external employee in Mexico for Wolters Kluwer. Collaborated with global departments & key stake holders (compensation, finance, payroll, HR operations, HR Business Partners & Talent Acquisition), globally to identify all the proper hiring protocol.
  • Created & partnered with leadership document the hiring process in Mexico for all future hires
  • Network through industry contacts, association memberships, trade groups and employees.
  • Identify opportunities for creating a diverse candidate pool.


Senior Executive Recruiter

Connecticut Children’s
10.2020 - 11.2022
  • Facilitated delivery of HR services by establishing and maintaining positive relationships with teams and leadership across organization.
  • Negotiated favorable compensation packages for placed candidates, balancing client budgets with candidate expectations.
  • Recruited for Connecticut Children’s Specialty Group (CCSG) Physicians, AP’s, Rn’s, Nursing Manager’s, Nursing Director, and Medical Assistants through sourcing on LinkedIn and other job boards
  • Partnered with Practice Manager’s to create a streamlined interview process across all dept.’s for a virtual interview day monthly, in addition to the daily recruitment of roles in each dept.
  • Represented Talent Acquisition on weekly practice manager meetings reporting all hiring for CCSG
  • Recruited Manager and Director of Dialysis Unit without agency on a National search, saving $65,000 in agency fees
  • Sourced and placed critical roles in non-clinical arena: Director of Compensation for HR, Director for Security & critical finance roles: agency savings of $120,000
  • Established relationships with colleges & local nursing programs for Medical Assistants, Nursing & AP programs within CT creating a pipeline of new graduates and attending local career fairs locally & virtually
  • CHRO requested my leadership in Physician recruiting role(due to a vacancy in July 2021)
  • Collaborated with the President of CCSG, Chief of Physician’s & Surgery, CEO, and all key leaders involved with staffing; including legal, finance and practice management
  • Specialized within pediatric behavioral health arena for psychologists, AP’s, nurses & support staff for CT Children’s & CT Children’s Specialty Group locations for NY, CT & MA
  • Created & implemented recruiting & sourcing strategies to create a CT Children’s brand in the marketplace for physician recruitment
  • Partnered directly with the President of CCSG and CEO regarding the new tower for Mental Health & the recruitment for pediatric mental health initiative
  • Attended meetings regarding the role of Talent Acquisition for staffing projections within the new division of mental health and the transformation & construction of the new towe

Senior Corporate Recruiter

Wolters Kluwer Tax & Accounting
06.2018 - 07.2020
  • Full cycle recruitment for critical sales, marketing, engineering, technical, customer service, professional services, finance & executive level roles
  • Led sales transformation recruitment effort for clinical effectiveness lines of business within Health Division
  • Filled two executive level roles within 45 days sourcing passive candidates, agency savings of $95,000
  • Led recruitment for global role reporting to CEO, filled position within 42 days, sourced from LinkedIn
  • Supported both Tax & Accounting division, continued working in Health division until sales transformation hiring project was completed on 6/1/19
  • Filled 33 roles within 6 months for National Health Sales transformation below KPI “Time to Fill”, with total of 80+ roles filled between both divisions
  • Partner with HR Business Partners, Hiring Leaders & C-Suite to create solutions within the CPM competitive space for Tagetik
  • Supported two top products within Tax & Accounting division for all hiring, TeamMate & Tagetik
  • Requisitions transitioned on my requisition dashboard for complex, high profile & difficult to fill roles
  • Leveraged data-driven insights to inform recruitment decisions, optimizing processes for improved efficiency and effectiveness over time.

Clinical Recruiter

Connecticut Children's Medical Center
04.2017 - 06.2018
  • Developed strong relationships with candidates throughout the recruitment process, creating positive experiences that enhanced employer brand reputation.
  • Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
  • Implemented creative recruiting strategies to attract top talent in a competitive market, including social media campaigns and virtual career fairs
  • Implemented a full cycle recruiting model for nurse recruitment
  • Hired 200+ clinical positions within first year in the full cycle recruiting model, 10% of hospital hires
  • First recruiter to source and hire three Nurse Manager’s in history of hospital, agency savings $90,000
  • Support recruitment for Chief Nursing Officer’s population of 52%
  • Co-lead and presented “Onboard & Hiring” for New Manager Training
  • Captured pipeline of new graduate nurse program for future hires
  • Partnered with team lead of talent acquisition to revamp talent acquisition presentation for “behavioral interviewing & hiring” training for “New Manager Training Program”
  • Supported team members with “hard to fill” roles through sourcing efforts on LinkedIn, Indeed, Career Builder & other job boards within the clinical arena
  • Streamlined interview process for high volume hires (patient care assistants & medical assistants), to have candidates vetted and booked for interviews on same day. Resulting in numerous offers and hires weekly.

Senior Corporate Recruiter

Wolters Kluwer Financial Services
04.2014 - 04.2017
  • Assisted and supported development of sourcing model for the division with Global Director of Recruiting
  • Presented and trained C-Suite executives on LinkedIn profiles as part of branding & referral initiative
  • Agency cost savings of $76,000 within 3 months and increased 59% direct source hires for IT area
  • Participated in global sourcing calls to support sourcing initiative that increased productivity by 270%
  • Recruited Director of Professional Services within 30 days saved agency fee of $60,00
  • Networked with college recruitment heads to promote branding and build IT candidate pipeline
  • Negotiated contract with DICE 90-day agreements resulting in 400% ROI in agency fee savings, time to fill, pipeline IT talent and client satisfaction
  • Average time fill 63 days 30% above time to hire of 90 days for critical, technical, and executive hire
  • Created pipeline of top talent for an executive search & direct report to CEO within 72-hour time frame
  • Supported and created candidate pipeline national sales roles enterprise wide
  • Filled critical IT role within 30 days after 180 days with a local agency, resulted in cost saving of $39,000
  • Managed agencies to maintain effective, steam lined communication which insured client satisfaction
  • Assisted and led projects focused on military & diversity hiring initiatives

Senior Corporate Recruiter

Hartford Insurance Group
05.2011 - 05.2013
  • Lead Professional & Executive recruitment for P&C Actuarial, Group Benefits, Legal, Compliance & IDS
  • Effectively streamlined full life cycle recruiting process for P&C actuarial and increased candidate pipeline
  • Coordinated closely with HR colleagues on diversity and inclusion initiatives, promoting a workplace where individuals from all backgrounds could thrive professionally and personally.
  • Partnered with the actuarial student program manager to share talent
  • Average time to fill 34 days, 66% above company expectation- 90 days
  • Attended CAS and Actuarial events to network and build pipeline, promoting The Hartford brand
  • Ran weekly requisition update report for Legal Chief of Staff, General Counsel, Chief Actuary, and staff
  • Saving the company over $1,000,000 agency fees, no agency used to fill requisitions since date of hire
  • Partnered with HR Generalists to expedite the offer approval process
  • Created and presented class on “Behavioral Interviewing” for Actuarial population
  • Lead, developed and presented training on “Counter Offers & Resignation” for Talent Acquisition
  • Diversity statics above company average at 33%, (company expectation 22%)
  • 59% of placements were internal candidates (50%-60% in line with company objectives)

Senior Executive Recruiter

Mitchell Actuarial Consulting Group
09.2010 - 05.2011
  • Responsible for recruiting top executive talent nationally and internationally
  • First month recruited over 50 candidates at executive level utilizing full cycle recruitment techniques
  • Developed global network of candidates and prospective new clients within insurance & financial industry
  • Created a candidate presentation template for clients resulted in 24-48-hour response time
  • Negotiated favorable compensation packages for placed candidates, balancing client budgets with candidate expectations.
  • Developed comprehensive recruiting strategies to source top talent in competitive industries.
  • Established strong relationships with clients and candidates for a seamless recruitment process.

Talent Acquisition Lead

ING Financial Services
10.2007 - 03.2010
  • Full cycle recruitment for Actuarial all businesses across the U.S. and Globally
  • Developed communication and marketing plan and leveraged talent acquisition tools, resources, and campaigns to source and attract top talent.
  • Incurred savings of over $1 million in agency fees annually through placement in lieu of contingency search firms
  • Successfully lead and implemented a consistent Actuarial Student Program
  • Designed and presented results to C-Suite executive on the actuarial intern program
  • Improved actuarial internship return rate from 20% to 85% in one calendar year
  • Liaison to outside legal immigration counsel and outside background service (ABSO) for staffing in U.S.
  • Successfully recruited international talent including trilingual actuaries for Latin America
  • Recruited the CEO of Variable Annuity business resulting in cost savings of $300,000 retained search fee
  • Supported new CEO to staff critical area within 60 days, included redeployment of international employees to the US and identified internal candidates from other lines of business
  • Created and presented an Actuarial Recruitment Manual for best in practice to staffing team
  • Managed contingent and retained search firms for executive level searches
  • Lead and implemented “Rules of Engagement “project to streamline hiring process
  • Spearheaded employer awards submissions, resulting in increased recognition as an employer of choice within the industry.
  • Managed all aspects of the interview process including scheduling, conducting interviews, providing feedback, and negotiating offers with candidates.
  • Developed communication and marketing plan and leveraged talent acquisition tools, resources, and campaigns to source and attract top talent.
  • Analyzed recruiting metrics to share reports and recommendations with stakeholders.
  • Increased the quality of new hires by refining job descriptions, setting clear expectations, and establishing performance metrics for success.
  • Mentored junior recruiters in best practices for efficient candidate sourcing, interviewing techniques, and relationship building with hiring managers.
  • Negotiated contracts and managed budget for recruiting expenses.

Senior Executive Recruiter

RJS Associates
04.2005 - 10.2007
  • Recruited 400+ candidates nationally Actuarial, Quantitative, IT, Underwriters for nationally
  • Produced $130,000 within first 7 months equated to $230,000 in revenue for 2006
  • First consultant to obtain status on “Preferred Vendor List” for: AIG, Travelers, Nationwide, Liberty Mutual
  • Conducted training for new consultants within first 4-week rotation & daily sales meetings
  • Awarded “New Consultant of the Year 2005”, “Insurance Recruiter of 2006” top sales

Education

Bachelor of Science - Business Administration

Johnson & Wales University
Providence, RI
2028

Skills

  • Global 500 Talent Acquisition Experience
  • Recruiting and Candidate Sourcing
  • Guiding Management on Staffing Strategy
  • Candidate Engagement and Communications
  • Directing Recruitment Projects
  • Vendor Contract Negotiation
  • Domestic and International Corporate Relocation
  • HRIS Systems Integrations and Training (Workday,Taleo,Brass Ring, ADP Recruitment Manager, ADP Workforce Now, ADP Virtual Edge
    PeopleSoft)
  • Recruitment Marketing
  • Team building
  • Referral Generation
  • Recruiter Training
  • AI Recruitment Tools
  • Staffing Agency Coordination
  • Training development
  • Database Maintenance
  • In-Person and Telephone Interviewing
  • Retention Program Development
  • Work authorizations
  • Behavioral Interviewing
  • Executive Search
  • Continuous Improvement
  • Candidate pipeline management
  • Social Media Recruiting
  • Time Management
  • Excellent Communication
  • Team Collaboration
  • Business Intelligence
  • Remote Hiring
  • Cold-calling

Timeline

Senior Talent Acquisition Lead

FAVARH
02.2024 - Current

Senior Talent Acquisition Consultant

Eversource
03.2023 - 06.2023

Senior Corporate Recruiter

Wolters Kluwer Health
04.2022 - 12.2022

Senior Executive Recruiter

Connecticut Children’s
10.2020 - 11.2022

Senior Corporate Recruiter

Wolters Kluwer Tax & Accounting
06.2018 - 07.2020

Clinical Recruiter

Connecticut Children's Medical Center
04.2017 - 06.2018

Senior Corporate Recruiter

Wolters Kluwer Financial Services
04.2014 - 04.2017

Senior Corporate Recruiter

Hartford Insurance Group
05.2011 - 05.2013

Senior Executive Recruiter

Mitchell Actuarial Consulting Group
09.2010 - 05.2011

Talent Acquisition Lead

ING Financial Services
10.2007 - 03.2010

Senior Executive Recruiter

RJS Associates
04.2005 - 10.2007

Bachelor of Science - Business Administration

Johnson & Wales University

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Kristin Masini