Education
Ball State University - Miller College of Business Bachelor of Science, Management with an emphasis in Human Resources Ball State University - Miller College of Business MBA, Business Master's Business Administration - Human Resource Management and Organizational Development
Skills:
Applicant Tracking Systems Endorsed by 4 colleagues at BraunAbility 69 endorsements Talent Management Endorsed by 13 colleagues at BraunAbility Endorsed by 1 person in the last 6 months 99+ endorsements
Work Experience:
Recruitment Manager BraunAbility Apr 2014 to Present · 10 yrs 7 mos Client Relationship Manager ADP/The RightThing, Inc. Jun 2011 to Dec 2013 · 2 yrs 7 mos Sr. Recruiter Covance Aug 2005 to Apr 2011 · 5 yrs 9 mos Marketing/ Client Services Manager Purdue Research Foundation 2003 to 2005 · 2 yrs Marketed the Purdue Research Park (PRP), West Lafayette and Merrillville, IN Managed team of five staff responsible for all services to park companies. HR Generalist/ Recruiter Purdue University 1995 to 2003 · 8 yrs
Candidate Intelligence Report
AI-powered analysis from the perspective of a US hiring director — evaluating career continuity, growth trajectory, and role fit.
Career Continuity & Risk Assessment
No meaningful employment gaps; resume shows continuous progression with only a brief transition between 2013 and 2014.
Roles are within HR/recruitment across diverse sectors (academia, pharma, outsourcing/tech, and manufacturing). This demonstrates adaptability but varying industry cycles may require differing market knowledge at senior levels.
Demonstrates strong stability, notably a 10+ year tenure at BraunAbility, with solid multi-year stints earlier in career.
Education from Ball State University’s Miller College of Business aligns with business/HR functions; career path consistently leverages this foundation. Degree details are not specified, but the alignment is evident.
Career Growth Curve
Best-Fit Roles (Top 5)
Director of Talent Acquisition95% fit
Extensive leadership in recruitment, strategic planning, and stakeholder management; strong fit for scaling TA functions at an enterprise level.
Head of Talent Acquisition92% fit
Strategic, cross-functional leader with long-term TA oversight; aligns with senior leadership expectations.
Senior Manager, Talent Acquisition89% fit
Proven progression to senior management with team leadership and program delivery capabilities.
Recruiting Operations Director85% fit
Strong process, systems, and operations acumen; suitable for scaling recruiting operations and ATS efficiency.
Talent Acquisition Program Manager80% fit
Experience managing recruitment programs and client relationships; fits program-management oriented TA roles.
Related Sourcing Channels
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