ANNETTE CAPRIOTTI
Talent Acquisition & Sourcing Leader
DIRECT HIRE · FRACTIONAL · CONTRACT
Recruiting Delivery · High-Volume Hiring · Recruiting Turnarounds · Sourcing Strategy · RPO & Enterprise Talent Acquisition
PROVEN RECRUITING IMPACT
14
Revenue-generating sales hires
Approximately 2 weeks. Historical hiring cycle: 4–6 months.
Hires per week
125
Hires in 6 weeks
Across 3 states with high-volume urgency.
1,000
Hires supported
7-state hiring initiative requiring scale and execution discipline.
320
Hire project
Stalled · Diagnosed · Rebuilt · Delivered.
35
Global sourcers
Led India + Poland new sourcing team. Producing within week one.
THE STORIES BEHIND THE RESULTS
01
Client leadership estimated each unfilled sales position represented approximately $10,000 per day in missed revenue. Historical recruiting cycles for the roles had reached approximately 4–6 months.
Annette filled 14 revenue-generating sales positions in approximately two weeks, then expanded the engagement from Sales into Marketing and later IT. The organization ultimately hired Annette full-time and awarded an unexpected performance recognition payment based on the business impact.
02
Annette was brought into a 320-hire seasonal recruiting initiative after traditional recruiting efforts failed to generate sufficient candidate volume.
After diagnosing the candidate acquisition barriers, she implemented new recruiting technology and redesigned the candidate engagement strategy, generating registration groups of 30+ people at a time and completing the initiative in approximately four weeks.
03
Annette built and enabled a distributed sourcing organization of 35 professionals across India and Poland supporting an RPO recruiting organization of more than 100 recruiters.
She developed structured sourcing training, search methodology, execution expectations, and productivity disciplines that enabled the team to begin producing meaningful recruiting results by the end of the first week.
04
Annette has repeatedly been selected to enter underperforming RPO and enterprise recruiting engagements when hiring delivery deteriorated, stakeholder confidence declined, or the client relationship was at risk.
She diagnoses sourcing, workflow, recruiter productivity, calibration, communication, and delivery issues, then builds practical corrective strategies designed to restore performance and confidence.
WHERE I CREATE THE MOST VALUE
When recruiting delivery is underperforming
Hiring has stalled. Time-to-fill is climbing. Recruiter production is inconsistent. Stakeholder confidence is deteriorating.
When a critical hiring initiative needs an owner
High-volume ramps. Fixed hiring deadlines. Difficult talent markets. Multi-state hiring. Projects where failure has a measurable business cost.
When the RPO question is on the table
An existing RPO relationship may need to be stabilized — or the organization may need stronger internal recruiting leadership before committing significant resources to an outsourced RPO model.
ENTERPRISE, RPO & MULTI-INDUSTRY EXPERIENCE
Industry coverage
Engineering & Advanced Manufacturing
IT & Enterprise Technology
Sales & Business Development
Healthcare
Energy & Renewables
Financial Services
Corporate & Business Functions
High-Volume & Multi-State Hiring
Representative enterprise and RPO client experience
Honeywell · Cummins · TECT Aerospace · Tecomet · MSC Industrial · HCA Healthcare · University of Massachusetts · Hershey · Smucker’s · Baker Hughes · Weatherford · GE Oil & Gas · GE Renewable Energy · JLL · Stearns Lending · Bank of America · JPMorgan Chase / WaMu Integration · Capital Group
WHAT HIRING LEADERS & CLIENT PARTNERS SAY
“”
“She listened for pain points and was at-the-ready with proposed solutions. The client can’t be anything except confident in her after that call.”
Tanya K. · Director of Recruitment
“”
“Even in this short time you have been one of the best recruiters we’ve worked with!”
Natalie S. · President & Owner
“”
“You continue to be such a pillar of our success on these projects. I can’t begin to tell you how thankful I am to work with you! Can’t wait to give you a call for the next project!”
Jaci L. · Client Delivery Manager
Professional references supporting selected results and engagements are available during the interview and due diligence process.
PROFESSIONAL APPROACH
Sometimes the answer is sourcing. Sometimes it is recruiter productivity, technology, candidate engagement, process, calibration, or stakeholder execution.
Sometimes an RPO engagement needs to be stabilized. And sometimes an organization needs experienced recruiting leadership to build, strengthen, or lead an internal hiring initiative before committing significant resources to an outsourced recruiting model.
My experience is in identifying the problem, building the solution, and staying close enough to execution to make sure the solution produces results.
DIRECT HIRE · FRACTIONAL · CONTRACT
Schedule a conversation
Annette Capriotti
614-593-6335
connect@annettecapriotti.com