Dawn Talent Acquisition Manger at PDC Machines Goar

Private Household | March 2025 – November 2025 • Provided full-time caregiving and end-of-life support for my father • Coordinated medical appointments, treatment schedules, and communication with healthcare providers • Managed medications, documentation, and daily care plans with a high degree of discretion and compliance • Balanced emotional intelligence, confidentiality, and decision-making in a high-stress environment • Demonstrated reliability, accountability, and commitment during a critical family medical transition

• Developed targeted recruitment marketing campaigns that supported market expansion into emerging tech sectors, increasing applicant flow by 40%. • Leveraged AI tools and analytics to raise quality-of-hire by 15%. • Partnered with leadership on workforce planning to improve retention by 12%.

• Delivered tailored full-cycle recruiting solutions for 8+ industries, maintaining a 95% client satisfaction rate. • Applied advanced sourcing techniques (social media, networking, referrals), reducing time-to-fill by 30%. • Built proactive talent pipelines, lowering vacancy rates by 20%. • Conducted competency-based interviews and candidate assessments, improving quality-of-hire by 18%. • Drove repeat business from 80% of clients through consultative recruitment partnerships.

• Drove strategic hiring initiatives to position the company for growth in competitive automotive markets, cutting cost-per-hire from $300K to $100K. • Designed structured onboarding and 30/60/90-day GTM-aligned performance plans that improved retention by 15%. • Reduced employee disputes by 25% through HR compliance coaching.

• Scaled workforce from 55 to 300 in 5 months, enabling rapid global market entry and product commercialization efforts. • Partnered with executives to design and execute a GTM recruiting strategy, securing mission-critical hires that enabled market expansion into Germany, China, Australia, and Korea. • Implemented ATS and recruiter training, boosting efficiency by 25%. • Developed DE&I strategy, increasing diverse hires by 15%.

• Reduced time-to-fill for exempt roles by 75% and non-exempt by 70%. • Designed onboarding programs that cut turnover by 15%. • Transitioned recruiting in-house, lowering cost-per-hire by 97%. • Implemented Predictive Index assessments, improving hire quality by 18%. • Conduct market analyses to ensure salaries and benefits remain attractive and competitive.

• Developed strong, collaborative partnerships with internal stakeholders and external clients, fostering trust and driving successful recruitment outcomes. • Led initiatives to increase veteran new hires by 10%, including developing a translation guide to help veterans transition from military to civilian careers. • Created and implemented a National Accredited Apprenticeship Program for veterans, gaining national attention and being featured on the Military Makeover show, significantly enhancing Inframark's brand presence. • Achieved substantial hiring growth, with over 500 new hires in the first year and 600 in the second year, maintaining an average time-to-fill of 29 days for non-exempt roles and 39 days for exempt roles. • Effectively managed high-volume recruiting efforts for both union and non-union positions, consistently meeting and exceeding hiring targets. • Managed 110 requisitions concurrently and managed the 3rd Party Visa process. • Led the integration, implementation, and training for Applicant Tracking Systems (ATS), including ICIMS, Workday, and Dayforce, optimizing recruitment.

Amtrak connects businesses and communities nationwide and moves America’s workforce toward the future. We employ more than 21,000 diverse, energetic professionals in various career fields throughout the United States. The safety of our passengers, our employees, the public, and our operating environment is our priority, and the success of our railroad is the result of our employees. •Built strong partnerships with department heads, system-wide, to identify candidates to meet departmental needs. •Managed high-volume / full-cycle recruiting activities; developed and negotiated compensation packages and closed/onboarded candidates. •Recruited within very niche and specialized business verticals •Social media sourcing: LinkedIn, Facebook, Twitter, YouTube, and Google+ to source candidates. •Union and non–union roles •ATS (RMS) and SAP Success Factor to manage and service employment data. •Developed social media sourcing and recruiting training to educate the Talent Acquisition team on its resources. •Targeted diverse groups to build a diversified workforce, including increasing the veteran population by 25% monthly. •Utilized proactive recruiting and pipeline strategies to staff 80 Mechanical Engineers, 150 Trackmen, and 150 Linemen for quarterly training classes.

•Managed full cycle recruiting process for both direct hires and contractors. •This involved negotiating master service agreements with Fortune 500 clients on behalf of Numeric, LLC. •Implemented social media marketing and branding tools for junior recruiters to enhance their productivity in the recruiting process. •Managed candidate verification, conducted background checks, and connected with references.