ABOUT CANDICE
Executive perspective.
Hands-on commitment.
I connect the decisions leaders need to make with the practical work
that makes recruiting more effective.
EXPERIENCE THAT TRANSLATES
Business judgement.
Operational depth.
Personal involvement.
20+ years
Building and leading Talent Acquisition
functions through growth and change.
I work with growing companies that need experienced Talent Acquisition leadership and someone who will stay involved in making improvements happen.
As a fractional executive, I partner with CEOs, founders, COOs, CHROs, and People leaders to connect hiring with business priorities and help their teams work more effectively.
My experience spans organizations hiring fewer than 50 people a year through global operations responsible for more than 21,000 hires annually. That range has shaped my judgment about what fits a company’s goals, resources, and stage of growth.
I’ve built workforce planning models, redesigned hiring processes, configured recruiting systems, and coached teams through new ways of working. I bring the perspective to guide decisions and the experience to work through the details.
MY CAREER INCLUDES TALENT ACQUISITION LEADERSHIP AT
Nexient
Truven Health
Thomson Reuters
NTT DATA
IBM
SELECTED PROJECTS FROM MY CAREER
What that experience looks like in practice.
Three examples of connecting business needs to
practical changes in how recruiting works.
THE BUSINESS CHALLENGE
The organization relied heavily on agencies for sales and executive hiring. Only half of sales candidates reaching the final interview were selected, pointing to misalignment earlier in the process.
WHAT I LED
I led the transition towards an in-house recruiting model, helped the team use existing capacity more effectively, and significantly enhanced the team’s data capabilities which showed clear gaps in expectations throughout the hiring process.
WHAT CHANGED
Agency costs fell by more than $700,000 in the first year. Clearer expectations also improved selection rates and reduced unnecessary interview activity while strengthening internal capability and candidate experience. Read more here –>
THE BUSINESS CHALLENGE
A growing professional services organization had revenue goals but no formal model showing how much hiring would be needed, where, or when.
WHAT I BUILT
I developed the model in Excel and worked with the CEO and HR leadership to validate revenue, headcount, attrition, and regional assumptions. We added actual results and updated assumptions as conditions changed.
WHAT THE WORK ESTABLISHED
Leaders gained a practical way to set hiring targets, monitor whether workforce plans supported the business plan, and identify potential gaps earlier. Read more here –>
THE BUSINESS CHALLENGE
A newly formed organization was preparing for acquisition-led growth. Its planned recruiting system lacked the workflow flexibility and automation the business would need.
WHAT I LED AND IMPLEMENTED
Working alongside the Lead Recruiter, I evaluated alternatives and helped implement the new platform. My work included requisitions, cost centers, departments, approvals workflows, and integrations, plus a careers-site launch with marketing.
WHAT CHANGED
After contracting, a working base system was in place in approximately two weeks. Hiring approvals became automated and visible, and tailored workflows reduced manual recruiter work.
WHAT YOU CAN EXPECT FROM ME
A direct, thoughtful partner who follows through.
Serve the client, not the sale.
Be human.
Do the hard right thing.
I recommend the scope and support your situation actually requires.
I consider the impact of decisions on recruiters, hiring managers, and candidates.
I raise difficult issues respectfully and make the tradeoffs clear.
Find the way.
Substance over theatre.
I work within real constraints and adapt when priorities or conditions change.
I focus on useful improvements and clear evidence of progress.
ADDITIONAL EXPERIENCE
Leadership through complexity and change.
Global go-to-market transformation
Margin discipline and revenue visibility
Consistent, comptency-based interviews
Skills-based recruiter certification
Divestiture, acquisition, and integration
Generative AI workforce strategy
A more disciplined hiring operating model
RECOGNITION & PROFESSIONAL CONNECTIONS
Noon AI Talent 100
2026 Honoree
Worldwide Women’s Association
Member
Monroe County Business Alliance
Partner
Does this sound like the experience your team needs?
Let’s discuss where hiring is getting in the way, what your team needs, and how I could help move the work forward.