Daniella Turner

Ground Control are a grounds maintenance company who in the past 5 years have experienced significant growth into other business avenues. I have been hired to directly line manage a team of 5 Talent Acquisition Partners and Resourcer and manage my own stakeholder group which includes IT, Finance, Procurement, Legal and Business Development and all Executive hiring. Collectively we recruit on average 28 roles a months with 65 requisitions open at any time so this is a fast paced recruitment environment. Duties: Support the Talent team in their own personal growth and stabilise the team after a period of upheaval Recruited and trained a new Resourcer to the team Manage my own stakeholder group within Central Services which includes Sales, Finance, People, Procurement, IT Manage the Talent budget including job boards, ATS, recruitment agency spends, talent events and training Monthly reporting to the People Team, Executive Committee and to the board Weekly req approval meeting with the CEO and HR Director Review the current team's capabilities and present a new team structure Meet with Executives on a regular basis to ensure talent has visibility of bids won and new roles to be created Partner closely with the people team to roll out benchmarking and ensure we are recruiting fairly Achievements: Implement contractor hiring process and ensure we are IR35 compliant. Historically there has been no process and there were many unknown contractors. I brought all contractors hiring into the talent team and ensured all compliance documentation is saved on Bob and tracked by myself Created a new Early careers proposal including grad and apprentice scheme which will be owned by the talent team Redefined the weekly req approval process. Previously we were discussing roles but not salaries and therefore there was no control over the budget. Introduced salary approval limit at the 60th percentile before requiring CEO approval again. ATS review - Team Tailor is due for renewal and with the growth plans is not fit for purpose longer term. Currently reviewing new suppliers and negotiating rates Reviewed job board spending and negotiated new lower price for Indeed Reviewed the team structure and presented plan for future state based on the requirements of the business including introducing Video interview toolkits to support the talent team with volume roles Manage the Talent team KPI's which include - 33 days TTO, 95% direct sourcing, 100% contract accuracy, 85% retention rate - to date we are above our KPI's in all areas Investigate and analyse retention data and report to the business any findings and implement change, Recruited Senior Level/ Exec roles including Operations Directors, Sector Director and Procurement Director

I was invited to contract with Mars by my previous manager at Ocado to support the team through a period of change. Mars are an FMCG company with over 160,000 employees globally. I am in the UK, Ireland and Germany recruitment team covering supply chain FMCG roles. Duties: My stakeholder group is vast and varied, roles range from Product and Project Management to Operation Managers, Plant Manager, Procurement, Regulatory Affairs, R&D and Sustainability roles Recruiting across all Mars brands including Petcare, Kind and Mars food Using workday to process roles and advertisement, interview scheduling, candidate feedback and job offer. Working with our Coordinators to schedule interviews and manage offer processing Full lifecycle recruitment including actively sourcing Working with Hiring Managers and advise appropriate interview process Hiring across UK, Ireland, Germany, France, Poland and Netherlands in particular. I have also covered roles in the US, Philippines, Mexico Worked directly with C-suite for their hiring needs including VP of Transformation, VP Commercial EU and VP Science. Utilising HireVue as an assessment tool Achievements: Recruited 42 roles in 8 months Managed 25 open roles at peak Junior to mid level role TTO 23 days (salary band £40k to £80k), Senior Hire TTO (£80k+ 45 days) Part of the project team to trial candidate notes in Workday Supported new managers through a re-org and captured errors in workday as a result of the changes Helped change the perception of the recruitment team across Mars by providing a positive and collaborative hiring experience. This has resulted in managers requesting their roles come to me Mentoring and developing junior members of the team Support the role out of Job Ad's and including salaries in our adverts Provided insights into the benefits of reporting and capturing KPI's accurately Worked with SLT and marketing on inclusive hiring and areas where I felt we were not showing our inclusive environment Identifying problem areas to recruit and worked with Rewards to benchmark the position and with the HRBP and early careers to ensure we grow our own talent in this area.

I now work for myself under the company of Danii Ltd. I set up this company so I could have an extended maternity leave but continue working in recruitment. To date I have been acting as a recruitment agent covering mainly IT and People Team roles. Industries I have specialised in include Al start-up companies and consultancy businesses. I recruit both permanent and contractor roles: Duties: Manage LinkedIn contract Run my payroll Compile tax returns Achievements: Generated £65,000 in fees in my first year working part time. Recruited roles such as Machine Learning Engineers, Embedded Engineers, Business Analysts, Delivery Managers, Product Managers, PLC Engineer and Talent Acquisition Manager on a permanent basis. Recruited Software Engineers, Product Owners, User Researchers on a contract basis.

Working directly for Ocado Technology I managed a team of 2 Recruitment Business Partners and 2 Recruitment Coordinators recruiting for significant growth in the Technology teams. Key Stakeholder Groups: OCTO - this team looked after the future initiatives of Ocado such as creating the robotic picking arm. Roles I recruited for included Machine Learning, Software Engineers, Data Science and Research Engineers. PEC - roles in this team include Infrastructure Engineers, Network Engineers, Database Engineers and Automation Development - this is the team that primarily looked after the robots on the picking grid. Roles would be electrical, mechanical, PLC Software Engineers Each of these teams would also have Product Managers, Product Owners, Software Engineers, Testers etc to complete the project teams. I have a breadth of experience across different roles from my time at Ocado. Duties: Manage my team and support with their development and growth with the company. Strategically addressing recruitment needs including future planning with area hiring managers Candidate profiling using direct approach methods and conducting interviews via telephone and face to face Liaising with agencies and managing agency relationships including reviews of terms and conditions Raising employment contracts and packs for successful candidates Managing internal transfer processes alongside the People team Utilising external market knowledge to provide benchmarking and expertise for our hiring managers Organising, attending and coordinating events such as university careers fairs Worked directly with C-suite for their hiring needs including CEO, IT Director and Engineering Directors Achievements: Reduced my teams individual role count of circa 70 roles each to 40 by either establishing whether roles were still required, or managing business areas myself to free up reports time to be effective recruiters. I managed circa 30 roles myself at any given time. Embedded a new business area into Ocado Technology from Ocado Group Delivered recruitment training to Stakeholders which included effective interview techniques, legalities around recruitment, 'how to' advice for our ATS system Greenhouse, effective use of LinkedIn by managers, how candidates should be treated and unbiased recruitment. Regular review meetings with Head of Departments to discuss success stories and issues. Trained my team to run regular reviews with their key stakeholders and supported them with any problems that arose. Trained the recruitment team on our ATS system (Greenhouse) and effective reporting. Ocado did not fully utilise their ATS before I joined so I created reports and showed the benefits of knowing your data and to use the data in hiring manager meetings. Managed the IR35 project - Obtaining details of all contractors onsite, negotiating for them to convert to permanent or FTC employees, establishing "true" contractors. Part of the Project Team for implementing a new employee referral system (I left for maternity leave before seeing this through to completion) Managed the relationship with the ATS supplier Greenhouse. This involved discussing modifications that would be beneficial to not only Ocado but also other clients to Greenhouse.

My role is client facing, managing the relationship and day to day running of the Valtech account and attending regular service review meetings. I am the key contact for all service related matters associated with the account. Achievements: Overhauled the entire recruitment process including new job descriptions, reduce the interview stages from 4 to 2, educating Valtech on external salary offering verses their benefits, reducing overall time to hire on permanent staff from 40+ days to an average of 28 days. The Valtech business model was moving away from contract hires to permanent hires so recommended Mortimer Spinks offer a monthly managed service fee to reduce the hiring costs for Valtech. Valtech accepted this and the new model went live in March 2019. Introduced monthly ops review between Mortimer Spinks and the Valtech MD and HRD so we are regularly discussing how recruitment is progressing but also raise any issues.

This was a small team of 2 and were targeted to 91% direct sourcing. We sat within the HR team of PayPoint