S. Tighe Einfeldt

• Senior Manager and Executive Search Recruiter responsible for Corporate Function (Audit, Communications, Compliance, Finance, HR, Legal, Risk, Government Affairs, Corporate Events).
• Demonstrated success in identifying, evaluating, and placing high-caliber executive candidates across diverse industries. Proven ability to align recruitment strategies with organizational goals, resulting in the successful placement of top-tier executives.
• Data-Driven Decision Making: Proficient in leveraging data analytics to enhance recruitment processes. Utilized advanced tools and metrics to analyze market trends, identify talent gaps, and optimize sourcing strategies. Implemented data-driven insights to improve time-to-fill and increase overall recruitment efficiency.
• Customized Executive Search: Developed and executed tailored executive search plans, considering the unique needs and culture of client organizations. Employed a consultative approach to understand client objectives, ensuring alignment between candidate profiles and organizational requirements.
• Relationship Management: Established and maintained strong relationships with both clients and executive candidates. Built a network of industry contacts and utilized a consultative approach to understand client needs, fostering long-term partnerships. Proven ability to navigate complex negotiations and ensure successful placements.

Big 4 Consulting Firm supporting the Cloud Risk Mgmt Organization (AWS, Azure, Google, Oracle, SalesForce, SAP, WorkDay:

Strategic Talent Acquisition: Proven ability to strategically identify, attract, and recruit top-tier executive talent leveraging a deep understanding of market trends, company cultures, and client needs.

Relationship Management: Fostered and maintained strong client relationships with the Partners by providing data analytics, insights and delivered tailored recruitment solutions that align with business objectives.

• Held accountability for establishing a strategic partnership with divisional CIOs, contributing to multi-year global workforce strategies in alignment with business and financial objectives.
• Utilized HR analytics to craft a data-driven recruitment strategy, resulting in positive KPIs that directly influenced the division's multi-year aspirational target state.
• Leveraged predictive analytics to establish talent communities within an Avature CRM, efficiently generating robust and diverse candidate slates while ensuring an exceptional candidate experience.
• Provided coaching and direction to the Research & Insights team and the Sourcing Team, focusing on evidence-based strategies, market research, diversity intelligence, and direct sourcing & candidate pipelining.
• Contributed as a member of the North American Diversity Council, advocating for Equality & Inclusion through internal resources, external partnerships, dedicated recruiting events, and comprehensive training initiatives.
• Designed and executed the "Rooney Rule" in collaboration with client leadership, HR, Diversity, and Legal teams, fostering inclusive candidate slates and promoting diversity across all hiring levels.

Promoted to oversee the Talent Acquisition function for Citi's largest and highly matrixed organization. Led a team of 22, including recruiters and coordinators, resulting in 2,000+ annual hires.

• Accountable for strategic partnership with divisional CIOs and their leadership teams, formulating a comprehensive recruiting strategy supporting workforce plans at all levels, including executive search.
• Provided valuable insight and business-critical analytics (talent pool analysis, diversity, compensation arbitrage, market intelligence) for evaluating medium and low-cost markets, supporting the multi-year Resource and Location strategy.
• Co-chaired Talent & Mobility Roundtable meetings with the ICG Operating Committee, driving innovations in external sourcing and internal mobility processes to enhance the caliber of passive talent and enterprise diversity initiatives.
• Introduced and influenced the use of Codility for standardized, unbiased technical candidate assessments. Initiated onboarding processes with cross-functional stakeholders.
• Exceeded Citi’s commitment to operational excellence and compliance for Recruiting KPI metrics, including onboarding and client metrics for diverse slates and interview panels.
• Involved in the divestiture of the Alternative Investor Services business unit to SS&C, impacting 1,500 employees.

Oversaw talent acquisition for the Global Markets Trading Technology division, contributing to the development of a comprehensive workforce plan crucial for location strategy, budgeting, financial forecasting, and project planning. Achieved a significant reduction of $1.5M in annual agency spend in 2006.

• Led and directed a team responsible for 500+ hires, including various executive search engagements.
• Participated in Talent Planning and Talent Mobility sessions to offer growth options for high-potential and promotable associates, facilitating their advancement into stretch goal positions.
• Collaborated with Learning & Development, Campus, and external universities to adapt the CS curriculum to align with market dynamics.
• Recognized by the Leadership Team for developing and executing a diversity strategy that successfully met aggressive staffing metrics for both gender and ethnicity.