Talent Acquisition Manager Resume
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Charles Bloomberg
New York, USA
charlesbloomberg@gmail.com
(621) 799-5548
in/cbloomberg
PROFESSIONAL SUMMARY
Talent Acquisition Manager with over 10 years of experience in recruiting top talent, optimizing recruitment processes, and reducing time-to-hire. Proven track record in leveraging data analytics and fostering candidate engagement to meet organizational goals.
PROFESSIONAL Experience
Talent Acquisition Manager | Company A
January 2020 — Present, Mountain View, CA, USA
• Spearheaded the recruitment strategy for engineering teams, achieving a 25% reduction in time-to-hire using data-driven approaches and ATS optimization.
• Managed a team of 10 recruiters, conducting weekly performance reviews and ensuring a 95% fill rate for all open positions.
• Implemented an employer branding strategy across social media platforms, increasing candidate engagement by 40% over 18 months.
• Collaborated with hiring managers to create job descriptions and interview guides, resulting in a standardized recruitment process and a 20% increase in candidate satisfaction scores.
• Oversaw the development and deployment of a candidate relationship management (CRM) tool, enhancing passive candidate pipeline by 30%.
• Managed a team of 10 recruiters, conducting weekly performance reviews and ensuring a 95% fill rate for all open positions.
• Implemented an employer branding strategy across social media platforms, increasing candidate engagement by 40% over 18 months.
• Collaborated with hiring managers to create job descriptions and interview guides, resulting in a standardized recruitment process and a 20% increase in candidate satisfaction scores.
• Oversaw the development and deployment of a candidate relationship management (CRM) tool, enhancing passive candidate pipeline by 30%.
Senior Talent Acquisition Specialist | Company B
May 2015 — December 2019, Redmond, WA, USA
• Drove recruitment for multiple high-priority roles, successfully filling over 150 positions per year across various technical and non-technical disciplines.
• Launched a new referral program that increased internal referrals by 60%, enhancing quality of hire and reducing recruitment costs.
• Developed and presented quarterly recruitment metrics to senior leadership, identifying trends and making data-backed recommendations for process improvements.
• Initiated partnerships with top universities and coding bootcamps, expanding talent pipeline and reducing offer acceptance time by 15%.
• Launched a new referral program that increased internal referrals by 60%, enhancing quality of hire and reducing recruitment costs.
• Developed and presented quarterly recruitment metrics to senior leadership, identifying trends and making data-backed recommendations for process improvements.
• Initiated partnerships with top universities and coding bootcamps, expanding talent pipeline and reducing offer acceptance time by 15%.
Recruiter | Company C
March 2012 — April 2015, Austin, TX, USA
• Managed end-to-end recruitment for technical roles, achieving a 90% candidate acceptance rate through exceptional candidate experience management.
• Built and maintained a talent pool database of over 3,000 candidates, sourcing 50% of new hires from this pool.
• Conducted over 200 initial candidate screenings and interviews annually, optimizing selection criteria and reducing turnover by 10%.
• Built and maintained a talent pool database of over 3,000 candidates, sourcing 50% of new hires from this pool.
• Conducted over 200 initial candidate screenings and interviews annually, optimizing selection criteria and reducing turnover by 10%.
HR Coordinator | Company D
June 2010 — February 2012, Denver, CO, USA
• Assisted in the recruitment process by coordinating 50+ interviews per month and managing candidate communications.
• Processed onboarding and offboarding paperwork for new hires and exiting employees, ensuring compliance with legal and company policies.
• Conducted employee satisfaction surveys bi-annually, analyzing data and providing actionable insights to improve workplace culture.
• Processed onboarding and offboarding paperwork for new hires and exiting employees, ensuring compliance with legal and company policies.
• Conducted employee satisfaction surveys bi-annually, analyzing data and providing actionable insights to improve workplace culture.
Education
Bachelor of Business Administration, Human Resources Management | University of Michigan
June 2010
Expert-Level Skills
Talent Acquisition, Recruitment Strategy, Data Analytics, Applicant Tracking Systems (ATS), Candidate Relationship Management (CRM), Employer Branding, Performance Reviews, University Partnerships, Candidate Experience, Interview Coordination, Employee Onboarding, Employee Satisfaction Surveys, Communication, Leadership
