KIMBERLY ALLISON

Scalable Talent Acquisition Manager for one of the world's fastest growing fintech companies. We are an AI-powered platform for finance automation, with over 1,100 employees across 6 global offices.

• Executing senior niche assignments, also leading a North American team across all recruiting functions within this high-growth start-up.
• Own the largest and most diverse req load, while building and leading multiple special projects for roll-out across the Global Talent Acquisition Team.
• Standardization of Search Intake Process, Recruiter Phone Screen Templates, and Hiring Manager Training have resulted in more efficiency and improved quality of hire.
• Impact highlights: dropped time-to-hire by 23 days (ave 45 days from launch to offer), achieved 90% offer acceptance rate, driving towards 20% sourced closes.

Joined when Salesforce was under 8,000 employees, huge growth and learning curve as company transformed to be a top 5 global software company with over 80,000 employees.

• People Partner to the Business; working proactively to attract, develop, and retain top talent while fostering inclusivity, diversity, and empowerment within multiple business units across Canada and the U.S.
• Creation of position profiles, compensation structure, competency-based interview, assessment and selection process, ensuring equitable and repeatable processes through to offer extension and onboarding.
• Trailhead Ranger, and Trailblazer for various Diversity & Inclusion programs – spearheaded the Pay Equality global roll-out program.
• Lead and/or partner with a matrix of resources (sourcers, internal/external and DEI recruiters, coordinators, FBPs and HRBPs), and hold myself and team accountable to metrics that matter (ratios, pipelines, sourcing, diversity, etc).
• Participation in unique and custom outreach campaigns: Referral Programs, Recruiting Events, Representation Summits, Campus Recruiting.
• Develop onboarding plans for new recruiters. Provide training and on-going mentoring, to TA team (as well as leadership) regarding protocols for pay equity, total rewards, engagement and retention, inclusive hiring, competency-based interviewing, assessment and feedback.
• Piloted a new assessment methodology with the Enterprise Canada team (certified in Predictive Index). Standardized and consistent process with this business group eliminated external search agency expense and decreased turnover by 25%.

IQP is a boutique search firm.

• Member of Senior Leadership Team responsible for operations of a 25 person search firm.
• Development of processes and protocols, while hiring, training and coaching at team of recruiters.
• Personally developed and led executive search practice.

One of Canada’s leading retained executive search firms, with 7 national offices, and 55 offices globally.

• Full desk retained executive search professional, managing a $2.7M book of business with business leaders across Canada.
• Emphasis on C-level placements, as well as LOB VPs (Technology, Sales, Marketing, Operations).
• Responsible for business development, client relationships, direct recruiting and team leadership.

KFI is one of the world’s leading executive search firms. Futurestep is the global outsourcing division.

• Developed experience in a Business Operations role, responsible for managing a fast-paced start-up environment.
• GM for Canadian business, member of the leadership team, reporting to the President, built the Recruitment Process Outsourcing (RPO) division.
• Scaled business from 1 (was solo Canadian employee) to a national practice with 5 offices and 40+ employees.

TCP is a leading national executive search firm with retained relationships with Canada’s business leaders.

• Launched a new division, Caldwell Interim Executives, placing C-level talent (CEO, CFO, CIO) on short and/or defined term engagements requiring expertise (start-ups, launches, turn-arounds, implementations).
• Co-lead business development, process development, team training, creation of industry white paper, media circuit/speaking engagements, as well as development of a roster of C-level talent to deploy against client requirements.