Joe A

Talent Acquisition Partner

Meriton • Full-time

Jun 2026 - Present • 3 mos

High-volume, strategic Talent Acquisition leader and player-coach driving full-cycle recruitment, workforce planning, talent pipelines, and staffing strategy across skilled trades, industrial, manufacturing, engineering, construction/craft, HVAC, data centers, field service, transportation (CDL/non-CDL), logistics, sales, administrative, corporate, and technical operations. Manage 50–60 active requisitions from intake, sourcing, screening, interviewing, selection, offer negotiation, and onboarding. Execute targeted Boolean search, digital sourcing, talent mapping, passive candidate engagement, labor-market intelligence, competitive research, and industry networking. Build diverse pipelines through trade schools, workforce programs, military transition initiatives, professional networks, and industry associations. Partner with senior leadership, HRBPs, and hiring managers to align recruiting with current and forecasted workforce needs. Leverage ATS, recruitment analytics, funnel metrics, AI-enabled recruiting technology, and market data to improve hiring speed, quality, and conversion. Mentor recruiters while remaining hands-on with complex, specialized, and difficult-to-fill searches, strengthening candidate experience, employer brand, and hiring outcomes.

Senior Talent Partner

Daikin U.S. • Full-time

May 2024 - May 2026 • 2 yrs

High-volume, strategic Talent Acquisition leader and player-coach driving full-cycle recruitment, workforce planning, talent pipelines, and staffing strategy across skilled trades, industrial, manufacturing, engineering, construction/craft, HVAC, data centers, field service, transportation, logistics, sales, administrative, corporate, and technical operations. Manage 50–60 active requisitions from intake through sourcing, screening, interviewing, selection, offer negotiation, and onboarding. Execute Boolean search, digital sourcing, talent mapping, passive candidate engagement, labor-market intelligence, competitive research, and networking. Build diverse pipelines through trade schools, workforce programs, military transition initiatives, and professional networks. Partner with senior leaders, HRBPs, and hiring managers on current and forecasted staffing needs. Leverage ATS, recruitment analytics, funnel metrics, AI-enabled recruiting technology, and market data to improve time-to-hire, quality of hire, and candidate experience while mentoring recruiters and personally managing complex, difficult-to-fill searches.

Corporate Recruiter II

Service Corporation International • Full-time

Mar 2023 - Mar 2024 • 1 yr

Strategic Talent Acquisition professional driving full-cycle recruiting, talent sourcing, candidate assessment, workforce planning, employer branding, ATS optimization, vendor management, and diverse hiring initiatives. Led recruiting for business-critical roles across Accounting & Finance, HR, Marketing, Engineering, IT, Cybersecurity, Legal, C-level Executive, and business operations. Managed 15–20+ hires monthly from sourcing through offer acceptance, maintaining candidate quality and hiring-manager alignment. Employer branding increased applications 35%, while ATS and workflow improvements reduced time-to-hire 20% and achieved 95% hiring-manager satisfaction. Partnered with leaders to define hiring needs, calibrate profiles, and build talent pipelines. Leveraged recruitment analytics, workforce planning, Boolean sourcing, and market insights to improve hiring outcomes. Managed agencies/vendors and ensured OFCCP and employment-law compliance.