Ryan C

Lead recruiting efforts in North America for Tesla's Residential Solar business.

Responsible for developing and supporting strategic business line initiatives, creating implementation plans and driving those across Workforce Staffing Track hiring exceptions across the business line and ensure corrective actions/escalations are followed through · Independently identify down-stream problems (i.e. system incompatibility, resource unavailability, established process gap, etc.) and escalate them to Business Analyst, before they become large-scale risk. Participate in collaboration for short term solve, until process improvement is implemented. · Deep dive operational health metrics to improve performance, trouble-shoot defects, and create remedial actions to meet these metrics’ goals. · Participate in cross-functional operational health reviews with Business Analysts in order to share best practices and/or lessons learned within the business line. · Interact directly with Business Analysts involved in operational health and engage in seek to understand discussions related to metric methodology and validation · Perform customer/partner needs and task analysis, scope projects, and evaluate existing processes to propose solutions · Develop and manage project governance plans, project schedules, success criteria, and project milestones

Direct and lead all phases of vendor relationship/partnership for RPO/Contingent Labor in Central United States, leading to a 92% capped fill rate for Fulfillment Centers and 35k+ yearly hires.

Served on MSP leadership team responsible for all aspects of client portfolio management for large scale MSP programs in North America.

Director of Installer Workforce Development's core responsibility is building an installer workforce superior to any other team in the industry, with the capacity and capability to meet customer demands for installing kitchens in large multi-family developments nationwide. Responsibilities include: ➢ Manage Installer Supply/ Demand analysis ensuring understanding of organizational needs and gaps in supply. ➢ Develop reliable installer supply pipeline through recruiting, installer development, technical school pipelines and other sources as identified. ➢ Manage the Training Programs including initial certifications, policy and procedure changes and retraining performance failures as identified in performance reviews. ➢ Coordinate and schedule recruited installer prequalification testing, training, field certification and retraining. ➢ Prepare corrective action plans for installers with sub-par or failing ratings; driving installers back into the qualified supply pool through issue resolution and retraining. Ensure retraining is carried out by development team or Field Management team as appropriate. ➢ Develop and execute enhanced career paths for installers with exceptional performance rating and demonstrated higher capability. ➢ Create and administer an Installer Performance rating system ensuring the installer base is segmented into qualified and not-qualified categories, and execute against need. ➢ Develop systems to capture installer organization structures and develop creative ways to support our installer's businesses.

Responsible for the profitability and growth of RHI’s Accountemps division in the Houston market along with overseeing growth and development of team

Overaw marketing and sales segments for the Houston market, which included 4 branches and 2 on-sites. ➢ Effectively managed P&L, budgeting process and full fiscal responsibility of Area ➢ Area responsible for over $20,000,000 million dollars in top line revenue for 2010 and 22% year over year sales growth ➢ Promoted in 17 months due to outstanding performance in the area of sales development and business acumen ➢ Managed a direct staff of 6 with responsibility for an additional 18 in-direct reports

Responsible for 11 business units in Houston and Austin markets ➢ Effectively manage P&L, budgeting process and full fiscal responsibility of district. ➢ Successful implementation of cross selling between Labor Ready brand and newly acquired CLP Resources (Skilled Crafts). ➢ Achieved 35% sales growth over the last two years in area. ➢ Area responsible for over 30 million in yearly revenue and in top 5% of entire company. ➢ Increased District’s Gross Margin percentage from 26% in 2005 to 28.5% in 2007

Responsible for all sales segments of branch operations, training staff members in all associated policies and procedures. Participate in hiring, guidance and promotion of employees. Administer profit/loss report and purchasing transactions. ➢ Effectively manage P&L, budget and other variables that contribute to branch loss. ➢ Participate in revenue development by establishing new accounts and maintaining relationships with existing clients. ➢ Received District Branch of the Quarter in 2004 for Quarters One and Two. Received Area Branch of the Quarter in 2004 for Quarter Two. ➢ Increased top line revenue 115% inside of 12 months.