Sloane Whitaker

• Own full-cycle recruiting for 18–25 open reqs across product, engineering, finance, and GTM for mid-market Front Range clients; sustain average time-to-fill of 28–32 days on priority roles. • Cut offer-decline rate from 22% to 9% by tightening compensation framing, same-week debriefs, and candidate experience SLAs with hiring managers. • Built structured interview kits and scorecards for 12 role families; reduced bar-misalignment reopens about 35% after calibration workshops. • Sourced passive talent via LinkedIn Recruiter, employee referrals, and niche communities; filled 41% of Q3–Q4 engineering seats without agency spend. • Partnered with DEI leads on inclusive pipeline goals; raised underrepresented-candidate interview share from 18% to 31% on tech reqs without extending SLA. • Coached 8 hiring managers on feedback quality and legal-safe notes; peer CSAT for TA partnership rose from 4.1 to 4.6/5. • Maintained Greenhouse/Lever hygiene—stage hygiene, rejection reasons, and weekly funnel reviews used by TA leadership for board staffing updates.

• Recruited clinical and corporate roles (RNs, clinic ops, revenue cycle, IT) across a multi-hospital system; closed 90–110 hires/year while holding vacancy rate under system target. • Reduced nursing time-to-fill from 68 to 47 days by standing up a weekly hiring event, same-day offer templates, and a float-pool talent community. • Partnered with nurse managers and HRBPs on hard-to-fill specialties (OR, ICU, ambulatory); built competitive offer packages within union and market bands. • Implemented structured phone screens and skills checklists that cut no-show interview rates about 25% and improved first-90-day retention for clinic ops hires. • Supported seasonal surge hiring and traveler-to-FTE conversions; documented playbooks reused by night-shift TA coordinators. • Reported weekly pipeline health in Workday Recruiting; flagged bottleneck stages so leaders could reallocate interviewer capacity.

• Supported campus recruiting events, employer info sessions, and job-board curation for business and STEM majors; coordinated about 40 employer visits per academic year. • Screened internship applicants for partner employers and scheduled first-round interviews; maintained clean CRM notes for follow-up cycles. • Facilitated résumé and LinkedIn clinics (8–12 students/session); collected feedback that informed Career Services workshop redesign. • Built simple funnel trackers for career-fair outcomes so employers could see show-rate and conversion into interviews. • Assisted with diversity career programming and alumni networking nights that fed entry-level pipelines for Denver employers.

Relevant coursework: Organizational Behavior, Industrial-Organizational Psychology, Statistics for Behavioral Sciences, Human Resource Management, Negotiation Fundamentals.