Laura Golubic

• Sourcing, recruiting and hiring Salesforce professionals across a wide range of roles
• Managing the entire hiring process from sourcing to offer acceptance.
• Build solid relationships with leadership teams and serve as a trusted partner before, during, and after the recruiting process.
• Partnering with other departments (Finance, Legal, etc) to drive the recruiting process through on-boarding.

Assigned to multiple roles within the Tech & Product organization with the special focus on GTM/Strategy & Operations. Searching for skill sets including, but not limited to: Stakeholder management, SQL, Google Suite, Excel, Tableau, Quip, Slack, Power BI, Data analysis, manipulation, building data models and dashboards, Supporting product strategies, performing customized GTM analysis and developing new go-live designs.

• Examples of requisitions supported: Senior Analyst, Cloud GTM Strategy - Salesforce AI, Manager- Cloud GTM Strategy & Operations, Senior Analyst- Mulesoft Product Analytics and GTM Programs, Sr Analyst/ Manager- Cloud GTM Strategy, Senior Manager- Cloud GTM Strategy - Salesforce Platform

• Partnered with Talent Acquisition Recruiters (Sourcers) to identify top talent for Data Engineering &
  Platforms, and Data Design & Management teams within the National Data & Analytics practice.
• Served as a trusted business advisor to the teams' leaders, Talent Acquisition recruiters, and hiring
  managers, while ensuring exceptional candidate experience and improving productivity.
• Gathered job requirements and created job postings based on the teams' current project needs.
• Developed business cases, drafted and extended offers, in addition to discussing compensation and
  benefits packages.
• Advised hiring managers, recruiting leaders and other stakeholders as appropriate on pipeline
  development, progress of candidates, and implementation of hiring plans based on business
  strategy.
• Stayed abreast of talent and labor market insights.
  Managed the internal recruiting process for both domestic and international employees as they
  transferred between business units or service lines.
• Collaborated with EY Law, Mobility and Immigration teams.

• Managed the full-cycle recruiting process- editing/posting job ads, reviewing applications, sourcing candidates through various platforms, scheduling initial screens, candidate submittal, resume editing, and interview prepping sessions.
• Effectively negotiated extended offers with candidates and hiring managers.
• Continuous cross-functional communication with different team members- other recruiters on the
  team, account managers, Kaiser Talent Advisors, hiring managers, and upper management at
  Randstad.
• Sourced and pipelined nationwide for both active and passive pools of candidates.
• Utilized various different recruiting strategies, including Boolean search strings, internal ATS
  databases (Bullhorn, Xplore), Monster, Dice, LinkedIn Recruiter, employee referrals, and
  self-created pipelines.
• Conducted and presented market research data showcasing candidates' skill sets, demographics,
  average hourly rates and/or salaries, education levels, industry background, and current job marketv standards.
• Assisted TalentCare team with initiation of the onboarding process by collecting essential personal information from candidates, as well as sending out background check authorization documents.
• Participated in ongoing technical and nontechnical trainings through in-house online sessions,
  seminars, courses, and mentorship from senior associates.
• Established goals with my VP per quarter to ensure personal growth and improvement throughout the year.
• Exceeded company averages in weekly and quarterly metrics- time to fill, client submissions,
  interviews scheduled, and offers extended/offers accepted.

• Facilitated successful recruitment process in alignment with company s employment goals.
• Sorted job applications, vetted candidates and recommended individuals for key positions.
• Educated job applicants on expected job tasks, compensation and benefits to set clear
  expectations.
• Reached out and cold-called potential employees found within candidate pipelines.
• Prepared and posted job opportunities on online job boards and monitored responses. Conducted
  pre-interviews for the first stage of the hiring process.
• Built a talented pool of quality, skilled candidates, placed individuals in successful positions, and
  gained recognition for sourcing top-quality candidates.