Marcus Perdue

Hi Justin -

My name is Marcus Perdue and I am actively searching for my next role and feel that based on the qualifications along with my extensive, talent acquisition, executive recruitment and TA Management background, I believe that I am a great fit for a dynamic, talent acquisition role.

As a TA Leader, I strive to provide a stellar, candidate experience; utilizing a strategic, yet hands on and executional approach while using data to drive the hiring process with stakeholders. Although I come from financial services, with my thirteen years of talent acquisition experience, I also have seven years of experience hiring executive-level and C-Suite individuals; all of which I find those aforementioned skills to be industry and recruitment agnostic.

I am based in DFW, Texas and am able to commute or travel to the office location based on the needs of the business or in-office policy.

7 years in current role: I own the executive search function for fintech organization of nearly 10,000 employees. Corporate recruitment for various skillsets including: HR, Finance, Accounting, IT, and Operations functions as related to various C-Suite, executive and senior leadership openings. My recruiting performance is well-above the industry standard with an average time-to-fill of: 44 days. (2024 year-end data.)

My Responsibilities Include

· Regular meetings with stakeholders including C-Suite to understand current and future needs, as well as building targeted sourcing strategies and timelines; managing the hiring leader's expectations along the way as their strategic talent advisor.

· Proactively search for, identify, network with and directly contact active and passive job seekers, both internally and externally, for vacancies. Sourcing the best candidates using a variety of channels that are aligned to and effectively communicate the employment brand as part of full-cycle recruitment.

· Meet defined recruiting metrics for quality, cost, cycle time, diversity; all while providing a white-glove experience for candidates and business leaders throughout the hiring process.

· Support plan execution to meet hiring dates by evaluating employment qualifications such as job experience, education and training, skills, and knowledge and abilities for non-exempt positions through resume/profile review and phone screening as appropriate.

· Negotiation and extension of employment offers with candidates and completing the pre-employment process according to the recruiting guidelines.

· Personally selected for several cross functional, project teams to enhance and improve the Talent Acquisition department's functions, learning, training, development and process improvement; as well as technology and platform testing and implementation.

· Participate in University recruitment activities as needed.

· Well versed using Workday applicant tracking system.

· Part of Phenom CRM implementation team.

Dunbar High School, High School Diploma, 2004