Monique Stevens

People-first Talent Acquisition and HR Analyst with 3+ years of experience in full-cycle recruitment, onboarding, and people data reporting across tech and corporate teams. Skilled in process optimization, cross-functional collaboration, and recruitment analytics. Known for delivering a smooth, inclusive candidate experience and data-driven hiring insights.

Talent Acquisition Analyst/Human Resources Analyst 

Windstream (Remote) | Sep 2024 – Present

• Lead global onboarding initiatives, including requisition setup, background check coordination, and 90-day check-ins, ensuring a seamless candidate-to-employee transition
• Host engaging orientation sessions for 50–80 new hires globally, using virtual platforms to deliver consistent messaging and promote company culture
• Compile and analyze reports on onboarding status, requisitions, and organizational changes to help leadership make data-informed hiring decisions
• Partner with cross-functional teams (HR, IT, managers) to troubleshoot onboarding issues, streamline equipment logistics, and improve communication touchpoints
• Achieved a 25% reduction in time-to-fill by optimizing the interview scheduling process and improving pipeline communication

Motorola Solutions (Remote) | May 2022 – Nov 2023

• Managed 20–40 requisitions across multiple departments, sourcing candidates through job boards and LinkedIn, and driving hiring from screening to offer
• Developed and hosted remote training and onboarding sessions to maintain engagement and consistency for dispersed new hires
• Monitored recruitment funnel metrics and presented actionable insights to HR leadership to improve time-to-hire and candidate quality
• Negotiated competitive offers, ensuring alignment with internal compensation structures and candidate expectations while maintaining compliance

STS Technical Services (Remote) | Feb 2021 – May 2022

• Handled full-cycle recruitment for technical and corporate roles, including sourcing, interviews, offer letters, and onboarding setup.
• Ensured compliance in drug screening and background check processes for all candidates and contractors before start dates.
• Streamlined candidate relationship management by leveraging ATS (Lever/Dayforce), improving speed of communication and pipeline health.
• Supported offer negotiations and ensured a smooth candidate experience through consistent follow-up and onboarding readiness

BBA – Human Resources Management

University of Wisconsin – Milwaukee | 2014 – 2021