Paula Marie Conkey - Client Engagement / Talent Acquisition Partner, Talent Marketing / Management, Executive Recruiter

Talent Acquisition Partner/Talent Agent (Consultant) at McKinsey via P.M.C. Consulting

Nationality

American

Work category

HR and Recruitment

Education

Bachelor/Degree

Profile Activity

Client Engagement Process:

>Develop and foster key relationships with Human Resources Executives and Business Product owners: drive talent and career management initiatives.
>Manage on-going client engagements while leading strategic efforts to identify the talent who will play a significant role, impacting immediate, local and global business initiatives.
>Scope, propose and deliver strategic cross practice projects (TA/HR) that consistently exceed client expectations with optimum efficiency and profitable cost effectiveness.
>Possess and continually develop client business knowledge to effectively present, qualify and close negotiations with potential talent: execute sustainable and profitable talent growth plans.
>Take intelligent risks to achieve a business advantage and stay competitive in the marketplace: prioritize and manage projects and tasks via self-drive and discipline for exceeding business goals through creative, client focused solutions.

Talent Successes:

>Successfully identified and recruited 1000 professionals with retention of 90% after 3 years.
>Revamped Talent Acquisition strategy; resulting in a 34% increase in targeted interviews.
>Increased national engagement of Twitter, Google+, Facebook & LinkedIn by 35%.
>Developed and launched $1.5MM Talent Referral Program; resulting in 60% increase in attraction and retention.
>Influenced stakeholders and directed large scale HR implementation project totaling over $1.5 million dollars, on time and on budget.
>Led 16 McGraw-Hill Sponsors & 250 Students through diversity leadership program.
>Acquired Vendors focused on delivering diverse talent; 40% increase in goal attainment.
>Identified and implemented integrated marketing process: guidelines for engaging external creative agencies, rate cards and niche skills surveys; 50% more projects within budget.
>Successfully directed RFI/RFP process.
>Drove 3rd party contract negotiations: MSA/SOW development, delivering cost and time efficiencies.

Paula Marie Conkey's Professional Experience

2011 - Present

McKinsey via P.M.C. Consulting - Talent Acquisition Partner/Talent Agent (Consultant)

Develop robust strategy for increasing sales and talent base.

Recruit and hire national Sales and Marketing Professionals - all levels.

Implement social media tools, e.g., LinkedIn, Google+, Facebook and Twitter to identify potential talent.

Train Sales Executives and Account Managers on Program goals and business ‘story’.

Identify and capitalize on organic opportunities: build collaborate bridge leading to new sales.

Key Skills
Marketing strategy
2011 - Present

McKinsey via P.M.C. Consulting - Talent Acquisition Partner/Talent Agent (Consultant)

Develop robust strategy for increasing sales and talent base.

Recruit and hire national Sales and Marketing Professionals - all levels.

Implement social media tools, e.g., LinkedIn, Google+, Facebook and Twitter to identify potential talent.

Train Sales Executives and Account Managers on Program goals and business ‘story’.

Identify and capitalize on organic opportunities: build collaborate bridge leading to new sales.

Key Skills
Marketing strategy
2011 - Present

McKinsey via P.M.C. Consulting - Talent Acquisition Partner/Talent Agent (Consultant)

Develop robust strategy for increasing sales and talent base.

Recruit and hire national Sales and Marketing Professionals - all levels.

Implement social media tools, e.g., LinkedIn, Google+, Facebook and Twitter to identify potential talent.

Train Sales Executives and Account Managers on Program goals and business ‘story’.

Identify and capitalize on organic opportunities: build collaborate bridge leading to new sales.

Key Skills
Marketing strategy
2011 - Present

McKinsey via P.M.C. Consulting - Talent Acquisition Partner/Talent Agent (Consultant)

Develop robust strategy for increasing sales and talent base.

Recruit and hire national Sales and Marketing Professionals - all levels.

Implement social media tools, e.g., LinkedIn, Google+, Facebook and Twitter to identify potential talent.

Train Sales Executives and Account Managers on Program goals and business ‘story’.

Identify and capitalize on organic opportunities: build collaborate bridge leading to new sales.

Key Skills
Marketing strategy
2011 - 2011

NY Magazine - Executive Talent Partner (Consultant)

Drive initiatives for understanding short and long term business goals across magazine.

Build process of attracting talent for digital, interactive, marketing and IT roles.

Via networking and social media tools: source and hire Digital, Marketing, Product and Research Professionals.

Identify areas for quality and process improvements for pre-qualifying media needs.

Create templates, negotiate contracts, and train teams on best talent practices.

Key Skills
Contracts Marketing Networking
2011 - 2011

NY Magazine - Executive Talent Partner (Consultant)

Drive initiatives for understanding short and long term business goals across magazine.

Build process of attracting talent for digital, interactive, marketing and IT roles.

Via networking and social media tools: source and hire Digital, Marketing, Product and Research Professionals.

Identify areas for quality and process improvements for pre-qualifying media needs.

Create templates, negotiate contracts, and train teams on best talent practices.

Key Skills
Contracts Marketing Networking
2011 - 2011

NY Magazine - Executive Talent Partner (Consultant)

Drive initiatives for understanding short and long term business goals across magazine.

Build process of attracting talent for digital, interactive, marketing and IT roles.

Via networking and social media tools: source and hire Digital, Marketing, Product and Research Professionals.

Identify areas for quality and process improvements for pre-qualifying media needs.

Create templates, negotiate contracts, and train teams on best talent practices.

Key Skills
Contracts Marketing Networking
2011 - 2011

NY Magazine - Executive Talent Partner (Consultant)

Drive initiatives for understanding short and long term business goals across magazine.

Build process of attracting talent for digital, interactive, marketing and IT roles.

Via networking and social media tools: source and hire Digital, Marketing, Product and Research Professionals.

Identify areas for quality and process improvements for pre-qualifying media needs.

Create templates, negotiate contracts, and train teams on best talent practices.

Key Skills
Contracts Marketing Networking
2010 - 2011

The College Board - Senior Director, Agency Programs

Direct RFI/RFP Process: identify, interview, retain and manage Creative Agencies.

Manage & approve contracts, proposals, SOWs: ensure appropriateness of project estimates.

Develop Sales, Talent and Marketing strategy: Agency Guide, Internal Acquisition Process and Project Rate Card.

Manage Core Competencies/Niche Skills governance: develop formal agency performance review process.

Key Skills
Contracts Marketing RFP strategy
2010 - 2011

The College Board - Senior Director, Agency Programs

Direct RFI/RFP Process: identify, interview, retain and manage Creative Agencies.

Manage & approve contracts, proposals, SOWs: ensure appropriateness of project estimates.

Develop Sales, Talent and Marketing strategy: Agency Guide, Internal Acquisition Process and Project Rate Card.

Manage Core Competencies/Niche Skills governance: develop formal agency performance review process.

Key Skills
Contracts Marketing RFP strategy
2010 - 2011

The College Board - Senior Director, Agency Programs

Direct RFI/RFP Process: identify, interview, retain and manage Creative Agencies.

Manage & approve contracts, proposals, SOWs: ensure appropriateness of project estimates.

Develop Sales, Talent and Marketing strategy: Agency Guide, Internal Acquisition Process and Project Rate Card.

Manage Core Competencies/Niche Skills governance: develop formal agency performance review process.

Key Skills
Contracts Marketing RFP strategy
2010 - 2011

The College Board - Senior Director, Agency Programs

Direct RFI/RFP Process: identify, interview, retain and manage Creative Agencies.

Manage & approve contracts, proposals, SOWs: ensure appropriateness of project estimates.

Develop Sales, Talent and Marketing strategy: Agency Guide, Internal Acquisition Process and Project Rate Card.

Manage Core Competencies/Niche Skills governance: develop formal agency performance review process.

Key Skills
Contracts Marketing RFP strategy
2007 - 2010

McGraw-Hill - Sr. Talent Acquisition Partner

• Successfully sourced, recruited, hired, and on-boarded over 300 employees; executive level to field sales representatives, across all publishing disciplines for both print and digital.
• Inspired and guided 3 Recruiting Coordinators and 3 Recruiters on how source and close candidates.
• Created Campus Recruiting Program: partnered with Universities and Colleges, assessed students, provided coaching, increasing entry level hires by 30%.
• Developed and launched Talent Referral Program; resulting in 60% of annual hires.
• Drive diversity initiatives; increasing applicant flow by 25% and hires by 30%.
•Conducted Taleo (Applicant Tracking Software) training for clients and applicants.
• Implemented learning sessions; How to Hire, Team Leadership and Mentoring Circles exercises.
• Acquired Niche Agencies to drive diversity initiatives; increasing applicant flow by 25%.
• Cultivated relationships, managed expectations, and marketed to both key stakeholders and candidates.
• Inspired and guided employees on how to brand and market their talents.
• Guided BBBS teens through skill enhancement activities; identified talents and increased readiness for College and the workforce.

Key Skills
Field Sales publishing Sales Representatives
2007 - 2010

McGraw-Hill - Sr. Talent Acquisition Partner

• Successfully sourced, recruited, hired, and on-boarded over 300 employees; executive level to field sales representatives, across all publishing disciplines for both print and digital.
• Inspired and guided 3 Recruiting Coordinators and 3 Recruiters on how source and close candidates.
• Created Campus Recruiting Program: partnered with Universities and Colleges, assessed students, provided coaching, increasing entry level hires by 30%.
• Developed and launched Talent Referral Program; resulting in 60% of annual hires.
• Drive diversity initiatives; increasing applicant flow by 25% and hires by 30%.
•Conducted Taleo (Applicant Tracking Software) training for clients and applicants.
• Implemented learning sessions; How to Hire, Team Leadership and Mentoring Circles exercises.
• Acquired Niche Agencies to drive diversity initiatives; increasing applicant flow by 25%.
• Cultivated relationships, managed expectations, and marketed to both key stakeholders and candidates.
• Inspired and guided employees on how to brand and market their talents.
• Guided BBBS teens through skill enhancement activities; identified talents and increased readiness for College and the workforce.

Key Skills
Field Sales publishing Sales Representatives
2007 - 2010

McGraw-Hill - Sr. Talent Acquisition Partner

• Successfully sourced, recruited, hired, and on-boarded over 300 employees; executive level to field sales representatives, across all publishing disciplines for both print and digital.
• Inspired and guided 3 Recruiting Coordinators and 3 Recruiters on how source and close candidates.
• Created Campus Recruiting Program: partnered with Universities and Colleges, assessed students, provided coaching, increasing entry level hires by 30%.
• Developed and launched Talent Referral Program; resulting in 60% of annual hires.
• Drive diversity initiatives; increasing applicant flow by 25% and hires by 30%.
•Conducted Taleo (Applicant Tracking Software) training for clients and applicants.
• Implemented learning sessions; How to Hire, Team Leadership and Mentoring Circles exercises.
• Acquired Niche Agencies to drive diversity initiatives; increasing applicant flow by 25%.
• Cultivated relationships, managed expectations, and marketed to both key stakeholders and candidates.
• Inspired and guided employees on how to brand and market their talents.
• Guided BBBS teens through skill enhancement activities; identified talents and increased readiness for College and the workforce.

Key Skills
Field Sales publishing Sales Representatives
2007 - 2010

McGraw-Hill - Sr. Talent Acquisition Partner

• Successfully sourced, recruited, hired, and on-boarded over 300 employees; executive level to field sales representatives, across all publishing disciplines for both print and digital.
• Inspired and guided 3 Recruiting Coordinators and 3 Recruiters on how source and close candidates.
• Created Campus Recruiting Program: partnered with Universities and Colleges, assessed students, provided coaching, increasing entry level hires by 30%.
• Developed and launched Talent Referral Program; resulting in 60% of annual hires.
• Drive diversity initiatives; increasing applicant flow by 25% and hires by 30%.
•Conducted Taleo (Applicant Tracking Software) training for clients and applicants.
• Implemented learning sessions; How to Hire, Team Leadership and Mentoring Circles exercises.
• Acquired Niche Agencies to drive diversity initiatives; increasing applicant flow by 25%.
• Cultivated relationships, managed expectations, and marketed to both key stakeholders and candidates.
• Inspired and guided employees on how to brand and market their talents.
• Guided BBBS teens through skill enhancement activities; identified talents and increased readiness for College and the workforce.

Key Skills
Field Sales publishing Sales Representatives
2006 - 2007

Ann Taylor - Talent Resources Manager

• Directed successful change management for IT, HR, Finance and Marketing Talent Management strategies.
• Created strategic plan: acquired talent and filled over 100 positions.
• Identified opportunities/growth areas for internal talent; resulting in 20% increase of internal transfers/hires.
• Managed 2 Recruiters and 2 Recruiting Coordinators; trained, mentored and cultivated careers.
• Garnered client feedback via creation and execution of quarterly surveys; 70% responses, 80% positive response rate.
• Implemented strategic changes for acquiring talent; enhancing client satisfaction.
• Decreased external Vendor list; resulting in increased quality by targeting niche skills supported by metrics.
• Directed relationship with Gallup: analyzed ‘Strengths Finding’ feedback and implemented changes.
• Achieved a 32% decrease in time to fill; an 80% reduction in sales costs.

Key Skills
finance Marketing
2006 - 2007

Ann Taylor - Talent Resources Manager

• Directed successful change management for IT, HR, Finance and Marketing Talent Management strategies.
• Created strategic plan: acquired talent and filled over 100 positions.
• Identified opportunities/growth areas for internal talent; resulting in 20% increase of internal transfers/hires.
• Managed 2 Recruiters and 2 Recruiting Coordinators; trained, mentored and cultivated careers.
• Garnered client feedback via creation and execution of quarterly surveys; 70% responses, 80% positive response rate.
• Implemented strategic changes for acquiring talent; enhancing client satisfaction.
• Decreased external Vendor list; resulting in increased quality by targeting niche skills supported by metrics.
• Directed relationship with Gallup: analyzed ‘Strengths Finding’ feedback and implemented changes.
• Achieved a 32% decrease in time to fill; an 80% reduction in sales costs.

Key Skills
finance Marketing
2006 - 2007

Ann Taylor - Talent Resources Manager

• Directed successful change management for IT, HR, Finance and Marketing Talent Management strategies.
• Created strategic plan: acquired talent and filled over 100 positions.
• Identified opportunities/growth areas for internal talent; resulting in 20% increase of internal transfers/hires.
• Managed 2 Recruiters and 2 Recruiting Coordinators; trained, mentored and cultivated careers.
• Garnered client feedback via creation and execution of quarterly surveys; 70% responses, 80% positive response rate.
• Implemented strategic changes for acquiring talent; enhancing client satisfaction.
• Decreased external Vendor list; resulting in increased quality by targeting niche skills supported by metrics.
• Directed relationship with Gallup: analyzed ‘Strengths Finding’ feedback and implemented changes.
• Achieved a 32% decrease in time to fill; an 80% reduction in sales costs.

Key Skills
finance Marketing
2006 - 2007

Ann Taylor - Talent Resources Manager

• Directed successful change management for IT, HR, Finance and Marketing Talent Management strategies.
• Created strategic plan: acquired talent and filled over 100 positions.
• Identified opportunities/growth areas for internal talent; resulting in 20% increase of internal transfers/hires.
• Managed 2 Recruiters and 2 Recruiting Coordinators; trained, mentored and cultivated careers.
• Garnered client feedback via creation and execution of quarterly surveys; 70% responses, 80% positive response rate.
• Implemented strategic changes for acquiring talent; enhancing client satisfaction.
• Decreased external Vendor list; resulting in increased quality by targeting niche skills supported by metrics.
• Directed relationship with Gallup: analyzed ‘Strengths Finding’ feedback and implemented changes.
• Achieved a 32% decrease in time to fill; an 80% reduction in sales costs.

Key Skills
finance Marketing
2004 - 2006

CGI-AMS - Talent Program Manager

• Implement a $1.2MM TA Program effecting 100 client’s and 1,000 internal consultants.
• Successfully built and led a team of 6: 4 Program Consultants and 2 Consultants.
• Assessed critical hiring needs, qualifying job descriptions, identifying talent; filling over 85 positions.
• Directed transition of de-centralized operations to centralized corporate acquisition team, resulting in 48% increase in client engagement, 20% decrease in turnaround and 56% decrease in voluntary attrition.
• Redesigned collegiate attraction strategy, resulting in 30 graduate hires in ‘05.
• Managed 3rd party vendor relationships, including contract negotiations, fees and reporting.

Key Skills
strategy
2004 - 2006

CGI-AMS - Talent Program Manager

• Implement a $1.2MM TA Program effecting 100 client’s and 1,000 internal consultants.
• Successfully built and led a team of 6: 4 Program Consultants and 2 Consultants.
• Assessed critical hiring needs, qualifying job descriptions, identifying talent; filling over 85 positions.
• Directed transition of de-centralized operations to centralized corporate acquisition team, resulting in 48% increase in client engagement, 20% decrease in turnaround and 56% decrease in voluntary attrition.
• Redesigned collegiate attraction strategy, resulting in 30 graduate hires in ‘05.
• Managed 3rd party vendor relationships, including contract negotiations, fees and reporting.

Key Skills
strategy
2004 - 2006

CGI-AMS - Talent Program Manager

• Implement a $1.2MM TA Program effecting 100 client’s and 1,000 internal consultants.
• Successfully built and led a team of 6: 4 Program Consultants and 2 Consultants.
• Assessed critical hiring needs, qualifying job descriptions, identifying talent; filling over 85 positions.
• Directed transition of de-centralized operations to centralized corporate acquisition team, resulting in 48% increase in client engagement, 20% decrease in turnaround and 56% decrease in voluntary attrition.
• Redesigned collegiate attraction strategy, resulting in 30 graduate hires in ‘05.
• Managed 3rd party vendor relationships, including contract negotiations, fees and reporting.

Key Skills
strategy
2004 - 2006

CGI-AMS - Talent Program Manager

• Implement a $1.2MM TA Program effecting 100 client’s and 1,000 internal consultants.
• Successfully built and led a team of 6: 4 Program Consultants and 2 Consultants.
• Assessed critical hiring needs, qualifying job descriptions, identifying talent; filling over 85 positions.
• Directed transition of de-centralized operations to centralized corporate acquisition team, resulting in 48% increase in client engagement, 20% decrease in turnaround and 56% decrease in voluntary attrition.
• Redesigned collegiate attraction strategy, resulting in 30 graduate hires in ‘05.
• Managed 3rd party vendor relationships, including contract negotiations, fees and reporting.

Key Skills
strategy
2000 - 2004

P.M.C. Consulting - Talent Acquisition & Engagement Partner

• Sold and implemented proprietary Human Resources Management Program to key stakeholders.
• Directed large scale HR project totaling over $1.5 million dollars, on time and on budget.
• Led RFI/RFP Process: identifying, retaining and overseeing Vendors selected to provide services.
• Developed and managed MSA/SOW contracts; tracking and approving invoices.
• Managed and targeted Vendor’s Skills/Competencies; aligning projects to delivery strengths.
• Conducted training on functional usages of HR applications; resulting in increase in process adherence.
• Created talent/staffing strategies identifying opportunities for internal talent vs. engaging external Vendors; resulting in increased retention and 40% decrease in Vendor fees.
• Established employee retention and referral programs: implemented creative solutions; resulting in 30% hires.
• Assessed critical hiring needs, identified impact of each role on overall company goals/ specific business units, and qualified job descriptions; filling over 300 positions with quality talent.

Key Skills
Contracts human resources Human Resources Management invoices RFP
2000 - 2004

P.M.C. Consulting - Talent Acquisition & Engagement Partner

• Sold and implemented proprietary Human Resources Management Program to key stakeholders.
• Directed large scale HR project totaling over $1.5 million dollars, on time and on budget.
• Led RFI/RFP Process: identifying, retaining and overseeing Vendors selected to provide services.
• Developed and managed MSA/SOW contracts; tracking and approving invoices.
• Managed and targeted Vendor’s Skills/Competencies; aligning projects to delivery strengths.
• Conducted training on functional usages of HR applications; resulting in increase in process adherence.
• Created talent/staffing strategies identifying opportunities for internal talent vs. engaging external Vendors; resulting in increased retention and 40% decrease in Vendor fees.
• Established employee retention and referral programs: implemented creative solutions; resulting in 30% hires.
• Assessed critical hiring needs, identified impact of each role on overall company goals/ specific business units, and qualified job descriptions; filling over 300 positions with quality talent.

Key Skills
Contracts human resources Human Resources Management invoices RFP
2000 - 2004

P.M.C. Consulting - Talent Acquisition & Engagement Partner

• Sold and implemented proprietary Human Resources Management Program to key stakeholders.
• Directed large scale HR project totaling over $1.5 million dollars, on time and on budget.
• Led RFI/RFP Process: identifying, retaining and overseeing Vendors selected to provide services.
• Developed and managed MSA/SOW contracts; tracking and approving invoices.
• Managed and targeted Vendor’s Skills/Competencies; aligning projects to delivery strengths.
• Conducted training on functional usages of HR applications; resulting in increase in process adherence.
• Created talent/staffing strategies identifying opportunities for internal talent vs. engaging external Vendors; resulting in increased retention and 40% decrease in Vendor fees.
• Established employee retention and referral programs: implemented creative solutions; resulting in 30% hires.
• Assessed critical hiring needs, identified impact of each role on overall company goals/ specific business units, and qualified job descriptions; filling over 300 positions with quality talent.

Key Skills
Contracts human resources Human Resources Management invoices RFP
2000 - 2004

P.M.C. Consulting - Talent Acquisition & Engagement Partner

• Sold and implemented proprietary Human Resources Management Program to key stakeholders.
• Directed large scale HR project totaling over $1.5 million dollars, on time and on budget.
• Led RFI/RFP Process: identifying, retaining and overseeing Vendors selected to provide services.
• Developed and managed MSA/SOW contracts; tracking and approving invoices.
• Managed and targeted Vendor’s Skills/Competencies; aligning projects to delivery strengths.
• Conducted training on functional usages of HR applications; resulting in increase in process adherence.
• Created talent/staffing strategies identifying opportunities for internal talent vs. engaging external Vendors; resulting in increased retention and 40% decrease in Vendor fees.
• Established employee retention and referral programs: implemented creative solutions; resulting in 30% hires.
• Assessed critical hiring needs, identified impact of each role on overall company goals/ specific business units, and qualified job descriptions; filling over 300 positions with quality talent.

Key Skills
Contracts human resources Human Resources Management invoices RFP
2002 - 2003

Symbol Technology - Talent & Vendor Program Manager

•Directed large scale HR implementation project totaling over $1.5 million dollars; on time and on budget.
•Led training on functional usage of application; resulting in 40% decrease of vendor costs.
•Provided purpose, direction and motivation to the team; clarified objectives and success criteria.
•Successful Vendor Management; delivered 40% savings via contract negotiations.
•Assessed critical hiring needs, qualified job descriptions, identified talent; filled over 85 positions.

Key Skills
Vendor Management
2002 - 2003

Symbol Technology - Talent & Vendor Program Manager

•Directed large scale HR implementation project totaling over $1.5 million dollars; on time and on budget.
•Led training on functional usage of application; resulting in 40% decrease of vendor costs.
•Provided purpose, direction and motivation to the team; clarified objectives and success criteria.
•Successful Vendor Management; delivered 40% savings via contract negotiations.
•Assessed critical hiring needs, qualified job descriptions, identified talent; filled over 85 positions.

Key Skills
Vendor Management
2002 - 2003

Symbol Technology - Talent & Vendor Program Manager

•Directed large scale HR implementation project totaling over $1.5 million dollars; on time and on budget.
•Led training on functional usage of application; resulting in 40% decrease of vendor costs.
•Provided purpose, direction and motivation to the team; clarified objectives and success criteria.
•Successful Vendor Management; delivered 40% savings via contract negotiations.
•Assessed critical hiring needs, qualified job descriptions, identified talent; filled over 85 positions.

Key Skills
Vendor Management
2002 - 2003

Symbol Technology - Talent & Vendor Program Manager

•Directed large scale HR implementation project totaling over $1.5 million dollars; on time and on budget.
•Led training on functional usage of application; resulting in 40% decrease of vendor costs.
•Provided purpose, direction and motivation to the team; clarified objectives and success criteria.
•Successful Vendor Management; delivered 40% savings via contract negotiations.
•Assessed critical hiring needs, qualified job descriptions, identified talent; filled over 85 positions.

Key Skills
Vendor Management
1998 - 2000

State Street Bank - Sr. Recruiter / Vendor Manager

• Developed and directed 3 Recruiters and an Administrative Assistant; filling over 180 positions.
• Implemented and directed Vendor Management Program, decreasing IT Vendor list from 400 to 50.
• On-site Vendor Management of 3rd party relationships and contracts, reducing agency fees by 50%.
• Direct RFI/RFP Process: identify, retain and oversee Technology Agencies selected to provide talent.
• Responsible for ongoing client satisfaction: develop relationships with and ensure appropriate participation of key client stakeholders and client executives.
• Prioritize areas of concern, determine action plans to influence positive change and develop communication strategy. Special focus on providing transparency of information.
• Analyze quantitative and qualitative survey responses; identify key themes and create an executive summary to provide internal clients with a clear synopsis of the results.

Key Skills
Contracts RFP strategy Vendor Management
1998 - 2000

State Street Bank - Sr. Recruiter / Vendor Manager

• Developed and directed 3 Recruiters and an Administrative Assistant; filling over 180 positions.
• Implemented and directed Vendor Management Program, decreasing IT Vendor list from 400 to 50.
• On-site Vendor Management of 3rd party relationships and contracts, reducing agency fees by 50%.
• Direct RFI/RFP Process: identify, retain and oversee Technology Agencies selected to provide talent.
• Responsible for ongoing client satisfaction: develop relationships with and ensure appropriate participation of key client stakeholders and client executives.
• Prioritize areas of concern, determine action plans to influence positive change and develop communication strategy. Special focus on providing transparency of information.
• Analyze quantitative and qualitative survey responses; identify key themes and create an executive summary to provide internal clients with a clear synopsis of the results.

Key Skills
Contracts RFP strategy Vendor Management
1998 - 2000

State Street Bank - Sr. Recruiter / Vendor Manager

• Developed and directed 3 Recruiters and an Administrative Assistant; filling over 180 positions.
• Implemented and directed Vendor Management Program, decreasing IT Vendor list from 400 to 50.
• On-site Vendor Management of 3rd party relationships and contracts, reducing agency fees by 50%.
• Direct RFI/RFP Process: identify, retain and oversee Technology Agencies selected to provide talent.
• Responsible for ongoing client satisfaction: develop relationships with and ensure appropriate participation of key client stakeholders and client executives.
• Prioritize areas of concern, determine action plans to influence positive change and develop communication strategy. Special focus on providing transparency of information.
• Analyze quantitative and qualitative survey responses; identify key themes and create an executive summary to provide internal clients with a clear synopsis of the results.

Key Skills
Contracts RFP strategy Vendor Management
1998 - 2000

State Street Bank - Sr. Recruiter / Vendor Manager

• Developed and directed 3 Recruiters and an Administrative Assistant; filling over 180 positions.
• Implemented and directed Vendor Management Program, decreasing IT Vendor list from 400 to 50.
• On-site Vendor Management of 3rd party relationships and contracts, reducing agency fees by 50%.
• Direct RFI/RFP Process: identify, retain and oversee Technology Agencies selected to provide talent.
• Responsible for ongoing client satisfaction: develop relationships with and ensure appropriate participation of key client stakeholders and client executives.
• Prioritize areas of concern, determine action plans to influence positive change and develop communication strategy. Special focus on providing transparency of information.
• Analyze quantitative and qualitative survey responses; identify key themes and create an executive summary to provide internal clients with a clear synopsis of the results.

Key Skills
Contracts RFP strategy Vendor Management

Paula Marie Conkey's Education and Qualifications

2022

Bachelor/Degree - B.A, Psychology, Sociology, Business

Framingham State University

Bachelor/Degree - B.A, Psychology, Sociology, Business

Framingham State University

Bachelor/Degree - B.A, Psychology, Sociology, Business

Framingham State University

Bachelor/Degree - B.A, Psychology, Sociology, Business

Framingham State University

Paula Marie Conkey's Additional Information

Interests

Mentoring, Career & Strengths Coaching, Branding, Marketing

Photography, Working out, Volunteering, Travel

Memberships

Big Brother Big Sister, ASPCA, American Cancer Society, LinkedIn

Awards

WINS - Women's Initiative Networking Services