Bianca TAYLOR

Company Overview: Culture Amp is a market leading SaaS, HR Tech product, specialising in employee experience with a focus on engagement, performance and analytics

• 360 Recruitment from intake to offer negotiation for our global product teams - with a focus on senior hires across, engineering, product design and product management
• Promoted from a Senior Talent Partner to a Lead Talent Partner within 18 months
• Leading the strategic planning and delivery for Intern and Graduate hiring across engineering in Q4 2024, achieving timeline
• Creating strategic talent attraction plans, using data driven insights ensuring a focus on diversity
• Coaching and mentoring Talent Partners and Senior Talent Partners
• Leading hiring initiatives, projects and interview training for leaders
• A trusted advisor to senior leaders at VP and C level
• Hiring process redesign for our engineering teams
• Providing high level consultation and coaching to hiring managers on best practice hiring techniques and recruitment market insights

• Leading the Culture Amp's APAC Talent Acquisition team x 4 Direct Reports (3 x Talent Partners, 1 x Talent Coordinator)
• Managed 1:1 conversations with APAC, Talent Acquisition team
• Managed workload across the team and the allocation of requisitions to Talent Partners
• Leading all APAC Senior VP hires (rebuilt CPO's leadership team, hiring 3 VP's of Product & Design within Q2 of 2024)
• Delivered reporting on Talent Acquisition metrics to our C level executive team, CTO and CPO
• Delivered a new Engineering hiring process re-design including training and enablement to the business, resulting to a reduction in time to hire from 60+ days to 40 days

• 360 recruitment from intake to offer negotiation across mid to senior levels
• My role was to hire for the technology teams within Head Office, including engineering, IT and customer experience
• Note: I left this role after 10 months as I was approached about the role at Culture Amp which felt like a more challenging and aligned opportunity with more career growth

• Company Overview: Telstra Health is a fully owned subsidiary of Telstra Corporation, and is the largest Australian-based provider of health software products
• These solutions are for care providers in the hospital, health service, pharmacy, and aged and disability care sectors
• 360 recruitment from intake to offer negotiation across mid to senior levels
• My role was to partner closely with the business units I supported on all hiring and talent attraction strategies - the 2 key units I supported were the National Cancer Screening Register and the TeleHealth business, with a mix of technology, corporate and health related roles
• Ensuring the delivery of innovative high-quality and cost-effective sourcing strategies
• Designed and implemented an Employee Referral Program for Telstra Health
• Contributed to and led team-based projects to implement new digital recruitment tools and systems
• Telstra Health is a fully owned subsidiary of Telstra Corporation, and is the largest Australian-based provider of health software products
• These solutions are for care providers in the hospital, health service, pharmacy, and aged and disability care sectors

• 360 recruitment from intake to offer negotiation across all levels from entry to senior
• My role was to partner closely with the business units I supported on hiring and talent attraction, including: Human Resources, Retail (Telstra Retail Stores & Head Office), Telstra Enterprise incorporating Global Sales, Global Products and Strategy
• Selected to be a BEI (Behavioural Event Interviewing) coach for new hiring leaders
• Took on Rem and Ben responsibilities, making sure all salaries offered were inline with Telstra's rem framework and were relative to peers, creating rem proposals showing compa ratio
• Selected to be a BEI (Behavioural Event Interviewing) coach for new hiring leaders

• 360 recruitment from intake to offer negotiation across all levels from entry to mid level
• My role was responsible for developing the strategic approach and design of volume recruitment campaigns, and project manage the hiring for new store openings
• Reports: 3 indirect reports, responsible for directing and delegating workload for 3 trainee recruiters
• Delivering and facilitating fortnightly recruitment assessment centres
• Driving our in-store employee referral program - achieving the highest number of referrals in region
• Establishment of a talent pipeline in each store in allocated markets - this had never been achieved previously
• Developing and maintaining influential relationships across customer groups, in line with driving long-term business needs, providing regular reporting to senior leaders