Christopher Redmond

Strategic Talent Acquisition executive with 20+ years of progressive leadership experience building high-performing recruiting organizations and developing talent strategies that drive business growth. Proven success leading enterprise recruiting across Corporate Functions, Finance, Technology, Operations, and high-volume environments. Experienced in recruiting transformation, diversity strategy, employer branding, workforce analytics, AI, and HR technology.

Recognized for building scalable recruiting programs, improving hiring outcomes, strengthening talent pipelines, and partnering with senior leaders to solve complex talent challenges. A people-focused leader with a consistent track record of delivering measurable results and advancing organizational effectiveness.

Sr. Manager, Talent Acquisition - Lineage

(2023-06)

Lead a 10-person team (3 Lead Recruiters, 7 Onsite & Regional Recruiters) delivering full cycle recruiting for all Corporate, G&A, Finance, and Technology functions plus West Region operations — warehouse direct/indirect, maintenance, and engineering. This team was responsible for 2500 hires annually. Selected to lead enterprise-wide TA initiatives for the function: dashboard reporting, AI adoption, and the current CRM implementation.

• Won the company "X-Factor" award (one recipient per department, quarterly) for consolidating fragmented reporting into Excel-based dashboards later rolled out to all TA teams, returning recruiter hours from reporting to sourcing.
• Built AI-supported QBR reporting on hiring trends and labor market conditions across all operating markets, giving leadership market-level visibility into pipeline risk.
• Launched a Maintenance & Engineering Co-op program, piloting in 5 markets with new technical-school partnerships to build an early-career pipeline for hard-to-fill skilled trades roles.

Recruiting Manager III — Technical Sourcing - Amazon

(2022-05 - 2022-12)

Led a 17-person team of full-time and contract Sourcing Recruiters within Amazon's centralized technical sourcing function, targeting senior-level Software Development Engineers for business units company-wide.

• Delivered 43 accepted senior SDE offers while standing up and ramping a newly formed team.
• Improved InMail response rate from 1% to 12% through consistent customized outreach messaging, lifting average interviews per week from 5 to 15.
• Implemented LinkedIn Recruiter and delivered team training on advanced sourcing and outreach, increasing weekly quality candidate contacts by 50%.

Director, Talent Acquisition - Blucora, Inc.

(2018-05 - 2022-05)

Scaled the team to support 400 corporate hires in 2021 — a 65% YOY increase — while leading a 6-person high-volume RPO team that hired 384 seasonal tax experts (250 in 2021, a 75% YOY increase). Reduced time-to-fill from 103 days to 45 days and cut average requisition aging to 25 days; achieved a 97% hiring manager satisfaction score against an 85% goal. Led a team of 4 Principal-level Corporate and Technology Recruiters sourcing hard-to-fill tax, wealth management, and technology talent, including targeted technical recruiting for specialized roles.

Partnered weekly with business-unit senior leadership on hiring strategy and execution, and managed external agency and RPO relationships to flex capacity against seasonal demand. Overhauled recruiting strategy toward diverse pipelines and competitive talent mapping; built new association and university partnerships and defined the diversity and recruitment metrics used to measure them.

• Added a TA Program Manager in 2021 to run candidate experience projects, including a CRM for candidate communications and the Preppio messaging tool to drive engagement through onboarding.
• Created a Recruiter Scorecard and analytics suite tracking time-to-fill, interview-to-hire ratio, and related KPIs; assessed and continuously improved recruiting processes, systems, and SOPs.

Director of Recruiting - The LaSalle Group / Autumn Leaves

(2016-02 - 2018-05)

Recruited by the SVP of HR to rebuild the recruiting function and resolve critical staffing gaps across Operations, Nursing, and Sales leadership.

• Reduced agency spend 75% and cut time-to-fill from 123 days to 74 days, while achieving an 88% hiring manager satisfaction score and a 100% new hire satisfaction score against 85% goals.
• Implemented a pre-hire assessment tool for all hourly and exempt positions and launched a rebranded career site to strengthen employer brand.
• Nominated by peers to lead the company Diversity Council in 2017.

Director, Talent Acquisition - Trinity Industries, Inc.

(2012-12 - 2015-07)

Advised senior executives across sourcing, assessment, recruiting operations, metrics, social media recruitment, and executive search for a Fortune 500 industrial manufacturer. Grew team to 7 Recruiting Managers, 3 Program Managers and 50 Recruiters and Coordinators responsible for 6500 hires in 2014 at an annual budget of $8.6 million.

Bachelor of Science - Rehabilitation Studies - University of North Texas