Tammy Brown

PPG Aerospace is a well known leader and supplier of transparencies, sealants, coatings, paint removers and cleaners, chemical management, packaging, and offering the most comprehensive range of materials available from a single source to airframe manufacturers, and airline operators. We supply advanced products to all the commercial, regional, general aviation and military customer segments.

• Full-Cycle Recruitment Management: Led end-to-end hiring strategy across six U.S. sites, filling 150+ roles annually in engineering, operations, and corporate functions.
• Process Optimization: Reduced time-to-fill by 30% through workflow redesign, proactive sourcing, and candidate experience enhancements.
• DEI Alignment: Partnered with leadership to integrate diversity goals into workforce planning, increasing underrepresented hires by 25%.
• Stakeholder Reporting: Delivered weekly hiring metrics and insights to improve transparency and decision-making.
• Outreach Strategy: Designed targeted campaigns to attract niche talent pools and enhance employer visibility.
• ATS & CRM Utilization: Leveraged applicant tracking systems and candidate relationship management tools to streamline workflows and improve data accuracy.
• Hiring Manager Enablement: Conducted training sessions for hiring managers on behavioral interviewing, bias mitigation, and selection consistency.
• Offer Negotiation & Closing: Facilitated competitive offer packages and candidate negotiations, increasing acceptance rates by 20%.

Verizon is a telecommunications company that offers communications, information, and entertainment products and services to consumers, businesses, and government agencies around the globe.

• Market Coverage: Managed recruitment for Chattanooga, TN and Georgia, filling 300+ roles across sales, tech, and customer service.
• Interview Streamlining: Reduced time-to-hire by 20% through standardized interview protocols and automated scheduling tools.
• Talent Pipelining: Built proactive pipelines for critical roles, cutting external agency reliance by 40%.
• Branding Collaboration: Partnered with marketing to elevate employer brand and candidate engagement.
• Volume Hiring Execution: Coordinated virtual and in-person hiring events, resulting in 100+ hires per quarter.
• Candidate Experience: Implemented feedback loops and communication templates to improve candidate satisfaction scores.
• Compliance & Documentation: Ensured adherence to OFCCP and EEOC guidelines throughout recruitment lifecycle.
• Internal Mobility: Promoted internal talent movement by identifying transferable skills and facilitating cross-functional interviews.

Red Ventures is an American media company. Red Ventures headquartered in Charlotte, NC. They have a recruitment business unit who is responsible for filling sales, customer service, human resources, and technical roles. Red ventures also own and run websites that provide news, advice, and reviews. The company's goal is to help people make informed decisions by simplifying online experiences, providing premium content, connecting people with consumer marketplaces, and advice, strategic partnerships, AI-driven digital marketing, intelligence, and analytics.

• Regional Hiring Strategy: Directed recruitment for Atlanta market, hiring 200+ professionals in sales, HR, and tech.
• Sourcing Innovation: Increased qualified applicant flow by 35% through strategic sourcing and digital outreach.
• Hiring Manager Partnership: Co-developed job descriptions and interview guides to improve selection consistency.
• Data-Driven Decisions: Analyzed funnel metrics to identify bottlenecks and optimize conversion rates.
• Recruitment Marketing: Collaborated with creative teams to launch targeted campaigns across job boards and social media.
• Onboarding Coordination: Partnered with HR to ensure seamless onboarding and early engagement.
• Diversity Outreach: Built relationships with local organizations and universities to expand candidate reach.
• Contingent Workforce Strategy: Managed vendor relationships and contract staffing needs for seasonal surges.

Army National Guard is a reserve component of the U.S. military that serves the country and community. The Guard responds to domestic emergencies, overseas combat missions, reconstruction missions, and more. They have helped communities recover from natural disasters, pandemics, and civil disturbances for four centuries.

• Team Leadership: Supervised 10 recruiters across U.S. and Puerto Rico, boosting qualified leads by 20%.
• Campaign Execution: Designed sourcing initiatives to diversify candidate pool and improve lead quality.
• Strategic Reporting: Delivered actionable recruitment insights to senior leadership, enhancing operational efficiency.
• Community Engagement: Organized outreach events and career fairs to build brand awareness and trust.
• CRM Optimization: Implemented lead tracking systems to improve follow-up and conversion rates.
• Training & Development: Mentored junior recruiters on sourcing techniques, compliance, and candidate engagement.
• Retention Strategy: Developed onboarding and follow-up protocols to improve enlistment retention.

Verizon Telecommunications is one of the world’s leading telecommunications companies that offers communications, information, and entertainment products and services to consumers, businesses, and government agencies around the globe.

• District Oversight: Filled 400+ roles across Georgia, supporting sales and technical functions.
• Screening Enhancement: Improved candidate evaluation processes, increasing retention by 15%.
• Market Intelligence: Conducted labor market analysis to inform sourcing and forecasting strategies.
• High-Volume Hiring: Managed seasonal ramp-ups and coordinated mass hiring events.
• Hiring Manager Coaching: Provided interview training and feedback sessions to improve selection outcomes.
• ATS Management: Maintained data integrity and reporting accuracy across recruitment platforms.
• Referral Program Expansion: Revamped employee referral program, increasing participation by 50%.
• Exit Feedback Integration: Used exit interview data to refine sourcing and retention strategies.

AT&T Wireless is headquartered in Atlanta, GA. They have approximately 150k employees. AT&T is a provider of telecommunications, media, and technology services. The company offers wireless communications, data/broadband and internet services, local and long-distance telephone services, telecommunications equipment, managed networking, and wholesale services. AT&T also develops, produces, and distributes feature films, television, gaming, and content in physical and digital formats. It provides advertising and entertainment services.

• Market Leadership: Directed recruitment for 34 retail locations, hiring 1,000+ employees across sales and support.
• Strategic Restructuring: Led corporate initiative to revamp Salesforce Business Unit’s recruiting model.
• Documentation Development: Created recruitment guides and forms adopted company-wide.
• Executive Reporting: Presented weekly hiring progress to VP and Directors, driving accountability and improvement.
• Workforce Planning: Collaborated with regional leaders to forecast hiring needs and align with business growth.
• DEI Strategy: Championed inclusive hiring practices and partnered with community organizations.
• Vendor Management: Oversaw third-party staffing relationships and negotiated service-level agreements.
• Talent Development: Identified high-potential hires and coordinated leadership development pathways.

• Design & Deliver Training Programs: Develop and facilitate engaging, role-specific training sessions for sales, technical, and customer service teams across multiple regions, ensuring consistent product knowledge and service excellence.
• Onboarding & Development: Lead comprehensive onboarding programs for new hires, introducing company systems, processes, and compliance requirements to accelerate time-to-productivity.
• Curriculum Customization: Adapt training content to regional market trends, regulatory requirements, and customer needs, ensuring relevance and competitive advantage.
• Performance Coaching: Conduct field visits and one-on-one coaching to assess skill gaps, reinforce best practices, and drive individual and team performance improvements.
• Stakeholder Collaboration: Partner with regional managers and corporate leadership to identify training priorities, align with business objectives, and support strategic initiatives.
• Technology Integration: Utilize e-learning platforms, virtual classrooms, and learning management systems (LMS) to scale training delivery across geographically dispersed teams.
• Quality & Compliance Oversight: Ensure adherence to industry regulations, company policies, and quality assurance standards through continuous monitoring and refresher training.
• Metrics & Reporting: Track training effectiveness using KPIs such as sales conversion rates, customer satisfaction scores, and first-time resolution metrics; present insights to leadership.
• Change Enablement: Support smooth adoption of new products, technologies, and processes by preparing staff with targeted, timely learning interventions.
• Event & Workshop Management: Plan, coordinate, and deliver regional training events, workshops, and skill development sessions, optimizing logistics for maximum participation and engagement.