Hey! I’m Em,
Before we dive into my professional background, let me give you a glimpse into my personal life. I currently reside in Queensland with my husband and two lively Australian Shepherds. Travel, creativity, and self-improvement are all essential aspects of my life.
A decade ago, I made a promise to myself to visit a new destination every year. At the start of 2023, I was fortunate enough to explore Egypt and Jordan, which were both incredible experiences.
Now, let's move on to my professional background. I gained the majority of my experience working at a scaling tech-startup, where I made a significant impact. It was a fantastic opportunity, and I am excited to bring that same level of success to your business!
Professional Experience
Immutable
Talent Acquisition & Talent Intelligence Lead
March 2022 - October 2023
I had the privilege of working with Immutable, Australia's fastest-growing tech startup that is revolutionising the video gaming industry.
As the 2IC to the Global Head of Talent, I spearheaded talent operations and recruitment, supporting the company's rapid growth from 150 to 300 employees. My role included overseeing talent acquisition, intelligence, enablement, and systems management, as well as conducting full-cycle recruitment for various functions, including senior leadership roles worldwide.
Utilising data analysis tools like Tableau and Lever Advanced Analytics, I made recommendations for process enhancements and created data-driven presentations for Executive Leaders and the board. I collaborated with hiring managers to understand role requirements, developed localisation strategies, and managed hiring forecasts, tracking key performance metrics.
Additionally, I ensured ongoing training and enablement for the team and hiring managers to optimise interview practices and tool usage.
manpower group/ experis
senior division manager
August 2020 - february 2022
I had the opportunity to work at ManpowerGroup, a Fortune 500 Global Business listed on the NYSE (MAN). In this role, I served both large and small organizations across various industry sectors through our brands and offerings, including Manpower, Experis, and Talent Solutions.
My responsibilities included managing accounts for State and Federal Government departments through schemes like 0007 (NSW), GGS0060 PSP (QLD), and Digital Health and AFP panel (Federal). I also oversaw surge recruitment efforts, established and led a team of Account Managers, and managed the division's budget. I set goals, drove team activities, and ensured a commitment to our budget.
I fostered an environment of continuous learning and personal development and aimed to inspire and lead a purpose-driven organization and team. This resulted in highly engaged and committed team members dedicated to delivering results. Additionally, I handled resource planning for upcoming work peaks and assisted clients in effectively managing their existing workforce resources.
To facilitate best practices and knowledge sharing, I managed a schedule of communication among team members and kept abreast of industry trends, sharing relevant information where necessary. I also conducted training programs to enhance service delivery to candidates and clients.
robert half
division manager
january 2017 - july 2020
I had the opportunity to work with Robert Half, a specialized recruitment agency listed on the NYSE (RHI), providing professional services for the Australian job market. During my tenure as Division Manager from January 2017 to July 2020, I played a crucial role in various aspects of team management and business development.
My responsibilities encompassed managing a team of five 360 consultants and overseeing talent acquisition for my team. I conducted mid-probation and end-of-probation reviews, along with monthly performance evaluations and weekly one-on-one meetings to set priorities and address any challenges from the previous week. Daily board meetings were held for goal setting and analysis of effectiveness ratios, such as placements and job order generation.
In addition to team management, I served as a coach, emphasizing the importance of client and candidate relationships.
I identified and facilitated training opportunities to promote best practices within the team and hosted quarterly kick-off events to boost team morale, encourage team building, and establish collective goals. I also actively engaged in goal and career planning for team members.
Furthermore, I managed my own portfolio of clients and candidates while actively generating new business opportunities. My role at Robert Half was instrumental in fostering team growth and achieving business success.
other things I’m proud of
immutable
Talent Strategy
Delivered multiple localisation strategies to help inform executives on where talent lives in relation to expansion plans
Employer Brand
Developed materials for candidates to learn more about web3 during the interview process. Also developed a relocation guide for international employees
Graduate Program
Developed the full proposal for the Graduate Program, ready for execution by the Global Head of Talent in 2024
Experis
Talent Enablement
Facilitated company-wide onboarding programs, coaching c. 40 new starters over the course of 2021 on topics such as; systems training, candidate and client control, managing job orders and stakeholder management
0 to 1
In under 18 months, I launched a new line of business, recruited two consultants, and increased the contractor book by 164%. My team also maintained a high submission rate of 96% across 250 client requests.
robert half
A First for Everything
I was the first division manager in Australia to get the division I managed to over $1mil in revenue
Stakeholder Management
72% of my book of business was from repeat clients, which is a testament to my ability to build strong relationships and source top talent
Award-winning
I was crowned #1 in Australia & New Zealand for my billings in 2019
Projects I’ve Delivered
Software Implementation
Metaview
Problem:
Upon reviewing feedback from candidates, we discovered our declining NPS scores were due to slow feedback loops, limited performance insights for candidates, and misalignment between TA and HMs regarding role requirements. Hiring managers faced time constraints in completing interview notes, and there was a need for better communication alignment from kick-off to screening calls.
Process:
I assessed platforms to identify a solution that could streamline the interview process, transcribe notes, integrate with Google Meets and our ATS (Lever), and incorporate Lever's scorecard. After narrowing choices to two platforms, I conducted a one-month trial with 30 hiring managers. Their feedback guided the final platform selection through surveys and discussions.
Solution & Results:
After analysing surveys and usage data, I chose to implement Metaview. This decision resulted in:
- Reduced time-to-hire from 34 to 16 days.
- Increased feedback form submissions, enabling the talent team to provide candidates with feedback within 24 hours.
- Reduced administrative workload for TAs and hiring managers.
Outhire
Problem:
Web3 candidates are highly active in platforms like Discord, Reddit, X, and Slack communities, but advertising live roles is typically a manual process and is too time-consuming.
Process:
After trying a Discord posting tool, it was clear the company was too early-stage for our needs. There were no metrics, reporting tools or Lever integration. I discovered Outhire, an AI tool for targeted job postings across social media. I conducted trial postings, analysing metrics, reach, application tracking, vendor support, and Lever integration. The reach exceeded expectations and I decided to sign an agreement with them based on the impressive results.
Results:
Within the first 60 days of launching the platform, our postings generated:
- +758,552 total impressions on Twitter
- +3107 Total Clicks
- 220% increase in new, unique applications
Boon
Problem:
Our existing referral system wasn't meeting our needs. We sought a platform that could accept external and internal referrals, and connect to Slack for automated updates on referrals, new job postings, and roles with low referral numbers.
Process:
We evaluated three platforms and found Boon to be the most customisable. While Slack integration wasn't available initially, we included it in the vendor agreement that it would be deployed to us within the month post-launch.
I maintained the relationship with the Boon team, provided feedback, made feature requests, and reported bugs.
Results:
In 2023, over 50% of our hires came from referrals.
I introduced a Slack competition via a leaderboard, driving employees to claim the #1 top-referrer spot by year-end. This initiative increased referrals and reduced time to hire in critical areas like Engineering and Product. Boon played a key role in this success.
Talent intelligence
Enhanced Reporting: I strengthened reporting capabilities and introduced automated hiring forecasts, streamlined manual processes and accelerated data accessibility to make more informed talent decisions.
Enhanced Interview Process: I revamped entire interview processes, enhanced candidate assessments, standardised scorecards, and feedback practices to create a more coherent and engaging candidate experience.
Tech Stack Analysis: I conducted thorough analysis of technology stacks to determine what tools and systems are essential and where improvements can be made, ensuring P&C functions maintain a technologically competitive edge.
Salary Benchmarking: I provided analysis on Business Development, Product, and Engineering salaries to guide discussions with executives on benchmarking and salary banding, ensuring compensation practices remain competitive.
Candidate Experience Automation: I implemented new automation processes to ensure PeopleOps teams are informed about visa and employment conditions before candidates reach the final interview stage, significantly improving candidate experience.
Improved Surveys and NPS Score: I upgraded our starred surveys and introduced the Careers Page Survey, resulting in a remarkable +65 Net Promoter Score (NPS) to enhance the candidate experience.
Talent Calculator: I designed and implemented a Talent Calculator, providing insights for our Global Head of Talent. This tool calculates the cost of agency, RPO, and internal resource spending, giving the data-driven insights needed to future-proof the talent function.
Streamlined Approvals: I upgraded Lever approval processes to ensure relevant escalation points for requisitions and offers, leading to improved time-to-offer metrics.
Programmatic Sourcing: I laid the foundations for a programmatic sourcing tool, paving the way for efficient and data-driven talent sourcing.
Identify Key Talent Pools: I have accurately identified and mapped critical talent pools within key industries, providing Immutable with a clear understanding of available talent and potential competitors.
Market Analysis: I've conducted thorough market analyses, assessing the supply and demand for specific skills. These insights helped Immutable make informed decisions about talent acquisition and development.
Competitor Analysis: I've provided valuable insights into competitors' talent strategies, including hiring patterns, compensation practices, and talent retention efforts, giving Immutable a competitive edge in the talent market.
Market Positioning: I've provided insights into an Immutable’s position in the talent market, supporting strategic decisions to attract top talent and maintain a competitive edge.
Candidate Experience Enhancement: By automating various touchpoints in the candidate journey, I created a more efficient and engaging experience for candidates, from application to onboarding.
Talent Enablement
Final Interview (Executive level) Project: I took the lead on the “Top Grade” project, which involved conducting extensive research, gathering data from Starred candidate surveys, and meeting with senior stakeholders to understand their viewpoints. I then transformed this data into actionable insights that drove meaningful change in our talent processes.
Final Interview Training Program: I designed and launched a comprehensive “Top Grade” Training Program for our business. As part of this program, I ensured that our executive teams were not only well-versed in top-grade interview practices but also proficient in the tools we use to streamline the hiring process.
Tool Proficiency Training: In addition to interview best practices, I provided training to ensure that our talent and hiring teams are proficient in the tools they rely on daily. This includes your Applicant Tracking System (ATS), Human Resource Information System (HRIS), Sourcing tools like HireEZ and LinkedIn Recruiter, AI tools such as Metaview and Outhire, and other software crucial for talent acquisition and management.
Attracting Top Talent Training: I delivered training sessions on "Attracting Top Talent" to senior leaders, providing them with the skills and tool proficiency needed to excel in talent acquisition and talent management.
Vendor Relationship Management: I excel in building and maintaining relationships with technology vendors, ensuring that we stay ahead of the competition by accessing the latest features, updates, and educating all stakeholders on these updates through regular training sessions and new feature alerts.
tools I’ve used
The following is a list of tools that I have utilised over the last 6 years
In each role, I have been the systems champion, training colleagues on how to use and get the best out of the platforms.
Applicant tracking systems
- Lever
- Bullhorn
- Beeline
- Sap Fieldglass
- Salesforce
Candidate sourcing, attraction & experience
- Linkedin recruiter
- talent insights
- hireez
- outhire
- boon
- metaview
- starred
offer management & onboarding
- Pave
- xRef
- enboarder
- lattice
Reporting, Data & Analytics
- lever
- tableau
- domo
Kudos
Some of my favourite shout-outs I’ve collected along the way. You can view more recommendations here.
Pea Lord-Doyle, Global Head of Talent
April 2023
“On a weekly basis, Emily displays our value “we take ownership”. She takes charge of problems in the team, comes up with solutions, and creates new processes or documents to help elevate our success. Em, I’m really lucky to have you on the team. I know you will make a perfect Head of in the future, and you have so much potential. I can’t wait to see you keep thriving here. Keep being you!”
Gill Findlay, Chief Operating Officer
March 2023
“After over a year searching, and three external recruitment firms later, Emily has found us our CMO (after only 8 weeks of taking on the role). Emily worked tirelessly on this search - and never once got frustrated or didn’t put in 100%. She was always a delight to work with. She accommodated changes to meeting times and was always on top of next steps. We wouldn't have our CMO without you, Emily. Thank you”
Robbie Ferguson, Co-Founder & President
March 2023
“You are a legend, Emily! Truly fantastic operator - always great working with you. Very well deserved.” (in response to thanking Robbie for a gift for filling CMO).
Chief of Staff Candidate - Feedback shared to COO
June 2023
“I had a great conversation with Emily yesterday. She handled our meeting like a pro. Great structure, plus her knowledge and passion for Immutable shone. She is an asset in opening hiring conversations.”
Looking for a high-performing talent leader to help your business grow?
We should chat!
Mobile: +61 433 031 752
Email: emilyjoyandrews@gmail.com
LinkedIn: https://www.linkedin.com/in/em-collins/