Kevin Grunewald

Empower Pharmacy

TA Sourcer

PeopleScout

•Saved over 30% in recruitment costs by sourcing candidates internally, minimizing the need for agency support.
•Maintained a 75% interview-to-offer ratio by implementing effective screening and evaluation techniques.
•Coordinated cross-functional recruitment processes, supporting hiring teams in reducing time-to-fill by 20%.

Talent Acquisition Partner

SunPower Corporation

•Maintain Workday Core HCM data and process onboarding transactions.
•Prepare new hire checklists for managers.
•Assist Talent Acquisition with a variety of onboarding duties including relocation and review of offer letters.
•Serve as coordinator for new hire background checks.
•Assist with the User Management system used for new employees, transfers, promotions, and terminations.
•Ensure the Workday system complies with company policies and regulatory requirements.
•Maintain user access and security settings to protect sensitive.

Recruiter/HRIS Systems Analyst

GE Renewable Energy

•Directed GE Renewables in the Hydro, LM-wind, and Power Grid sectors across North America and Europe, overseeing the project lifecycle and aligning with client service objectives.
•Managed time zone differences, facilitated international teamwork, and enhanced communication to address project challenges, ensuring proactive compliance with OFCCP requirements.
•Managed and developed a comprehensive talent pipeline through networking, sourcing campaigns, and recruitment tools.
•Delivered strategic consulting support, understanding business demands, collaborating with hiring managers and HR partners, and aligning recruitment to company standards.
•Achieved significant milestones in 11 months by coordinating 8-10 daily meetings: filled 125 engineering roles, managed 70 projects with a 98% closure rate, and reduced time to fill by 92%.
•Provided exceptional customer service through global offer generation via Workday, complied with company policies, and collaborated with the people operations team to enhance the offer process.
•Utilized social media, professional networks, and job boards for recruiting, initiated think tanks, and resolved Workday issues, demonstrating comprehensive expertise in talent acquisition.

Sr. TA Partner/LM-Wind lead

Recourse Communications, Inc.

•A highly productive recruitment team of two was managed by me, who consistently hired 28 new employees every month over four months, resulting in positive feedback from the client director and several program managers for outstanding performance and accomplishment.
•Organized a pivotal recruitment campaign for a leading global pharmaceutical firm, assuming a cross-departmental role to enhance the project's success.
•Managed a portfolio of 16 high-priority positions daily, with direct oversight from one recruiter, ensuring optimal productivity and efficient candidate sourcing via multifaceted platforms, including ATS systems (Exelare and Oracle), LinkedIn Recruiter, and Indeed.
•Led a team to expedite 50 new hires monthly over four months, delivering the project ahead of schedule and earning commendations from the client's director and key program management team members.
•Demonstrated exceptional organizational skills and an understanding of talent acquisition nuances by successfully managing 25-60 high-level requisitions simultaneously.
•Effectively utilized advanced applicant tracking systems (Exelare and Oracle) and proactive engagement with LinkedIn Recruiter and Indeed to streamline recruitment processes and improve candidate reach.
•Provided management and clients with daily and weekly progress updates by developing comprehensive system reports and meticulously tracking key performance indicators and production metrics.

Talent Acquisition Manager

•Collaborated closely with project managers to source and deliver top-tier candidates across various industries, such as aerospace, IT, manufacturing, healthcare, renewables, and hospitality.
•Achieved outstanding performance in managing high-volume requisition loads, overseeing 25-60 requisitions simultaneously across a wide geographic area.
•Strategically structured daily schedules to align with fluctuating client demands, ensuring optimal productivity and responsiveness to immediate hiring needs.
•Identified, screened, and hired 75 candidates within six months, exceeding departmental hiring targets by 100%.

Sr. Recruiter

Walgreens

•Increased revenue by 30% and reduced costs by 20% within 14 months, exceeding sales targets through strategic merchandise management.
•Ensured rapid resolution of inquiries and complaints and maintained rigorous planogram integrity by leading a proactive and efficient ASM team.
•Created a highly productive team environment by using Theatro for daily briefings, creating detailed task lists, and nurturing growth through one-to-one sessions.
•Ensured compliance with critical updates, including COVID-19 protocols, while championing a culture of continuous improvement in order to maximize team engagement and performance.

Assistant Store Manager

Loving Arms

•Ensured 98% data integrity in Workday through daily quality checks, enabling reliable workforce planning.
•Streamlined self-service workflows, cutting onboarding time by 30% and enhancing user satisfaction.
•Automated key HR tasks, reducing manual effort by 40% and errors by 25% within six months.
•Facilitated Workday training, reducing support requests by 25% and increasing end-user proficiency.
•Developed dashboards, cutting report generation time by 50% and boosting utilization among leaders.

Workday Consultant

Recruiting | Sales | Marketing | Engineering | Tech | Career Guide

10 years of experience in Talent Acquisition with 3 years of experience in Workday HRIS. 
Strategic thinker and effective communicator with a mix of technical competence and an innate ability to communicate with industry professionals, consistently delivering high-impact results. 

*Accomplishments*
>2021, hired 100 people in Biopharma, Technical Engineering & Tech.
>2022, hired 125 people in Technical Engineering across all sectors of Renewables.
>2023, hired 150 people across the United States in Renewables, Skilled Trades, and Field Operations.
>2024, hired 150 people across the Midwest in Skilled Trades, Engineering, IT, Supply Chain.

Outside of work, I'm passionate about creating impactful, authentic content that connects with real people, whether it's career tips, personal branding insights, or everyday motivation. As a content creator and career strategist, I love partnering with brands that align with my message and audience.

If you’re a brand looking to collaborate on sponsored content, campaigns, or creative partnerships that drive value and visibility, let’s connect. You can reach out to me about potential partnerships or brand deals at kgrunewald22@gmail.com 

Check out the links on my website to learn more!


DISCLAIMER! 
1:1 calls are not to discuss opportunities at my current employer, nor is it a guarantee of employment.

Talent Acquisition Partner II

-Working together with my regional ops managers on projects at our San Jose, Sacramento,
  Arizona & North Hollywood offices for our technical install and service teams.
-Currently working in a multi-functional team across multiple time zones.
-In an unfavorable market, I've been able to hire residential electricians for multiple locations
across the US.
-Working with candidates internally and externally to get referrals.
-Rewriting job descriptions and doing market research with the Sr. leadership team.
-Negotiating compensation on offers to candidates.
-Increased applicant pool by 30% in the last 5 months by sourcing and doing deep dive
Boolean searches, resulting in higher quality hires for our residential Install and service teams.
-Grew a previously stagnant talent pool by 25% in the last 2 months, resulting in a 35%
reduction in time-to-fill for our residential electrician roles.

Hi everyone! I’m seeking a new role and would appreciate your support. If you hear of any opportunities or just want to catch up, please send me a message or comment below. I’d love to reconnect. 

I've met some amazing people and done some great things while at Empower. I'm grateful for the opportunity. 

About me & what I’m looking for:
I’m looking for Talent Acquisition Specialist and Talent Acquisition Recruiter roles. I’m open to on-site roles in the surrounding Houston area.

Looking for Talent Acquisition Specialist and Talent Acquisition Recruiter roles

Recruiting Leader @ Zapier | Former Educator | Advocate for job seekers, humanizing recruiting, and making the workplace more equitable for everyone!!

WARNING: There are scam accounts using my name. The only domains I use are "zapier.com" and "bonniedilber.com". If the email comes from any other domain, it's a fraudulent account, please report to your email provider, and to the FTC. https://reportfraud.ftc.gov/
If you receive comments referencing me on your posts, these are bots as part of a scam, please report and block those accounts! 

A bit about me: I'm a former educator and dog/toddler mom who is passionate about equity in the workplace. I love to be outdoors except when it's super hot, I'm a foodie who hates cheese, and I like cooking, politics, and travel. I have a full time job managing the GTM/Ops recruiting team at Zapier, and also love creating content on recruiting, workplace culture and trends, and career development. There's a lot of misinformation and I try to combat it as much as I can! 

My goal is to educate and bring transparency to recruiting and hiring processes - I hope my content helps you understand why things play out the way they do. That doesn't mean I always like or agree with the realities of being a part of the working world in 2025, but I think we're all better off when we understand the rules of the game we're playing. 

All opinions are my own and do not reflect those of my employer! If you'd like to work at Zapier, please apply directly on our jobs page. 

I do not have the capacity to respond to DMs or answer one-off questions but DO answer reader questions and offer free 1:1 chats via my newsletter on beehiiv - your best bet is to submit it there!
You can access all of my resources here: https://linktr.ee/bonniedilber

Bonnie Dilber

Here's an unpopular reality of this job market: it's not the time for a career pivot or even landing a stretch role in corporate or tech for most of us. 

One of the things I've seen over and over again is that people have a tough time figuring out if they are truly qualified for a role - in the eyes of the employer. 

Most companies aren't looking for, "I can do the job with some training" or "I have transferable skills" or "I've done pieces of this work in my current role". They're looking for people who have pretty much done the exact job they are hiring for. 

I shared this prompt you can put into your favorite AI assistant in a comment and got positive feedback so I wanted to share it with all of you:
⚡ I want you to act as a hyper-selective career advisor who only recommends jobs I’m at least 95% qualified for. I’ll paste a job description and then share my resume. 
Your task: 1. Score my fit (0-100%) based strictly on required qualifications, preferred qualifications, and responsibilities. 
2. List exact gaps between me and the role. Be blunt if I’m missing even one core qualification or years of experience, note it clearly. 
3. If my score is below 95%, tell me not to apply and explain why. 
4. If my score is 95% or higher, tell me yes, apply, and summarize what makes me an exceptional fit in 3–5 bullet points I can use in my cover letter. 
5. Give me a recommendation without any fluff. ⚡ 

Give it a try, and let me know if it gives you any interesting insights!

P.S. Just to be clear, you probably CAN do a lot of the jobs you apply for with some training - I'm not questioning that or looking to be convinced of that. I'm simply stating that many employers in tech/corporate are less flexible right now given the market!

Recruiting Leader @ Zapier | Former Educator | Advocate for job seekers, demystifying recruiting, and making the workplace more equitable for everyone!!

Woohoo! We added 119k jobs!! 

Yet:
- unemployment is on the rise, hitting 4.4% with 7.6M people out of work. 
- the majority of those jobs were in lower paying fields - leisure and hospitality (47k), construction (19k), and retail (14k), and in healthcare (57k). 
- we're continuing to see either stagnation or decreases in the types of jobs that are likely most relevant to the people of LinkedIn - financial services (5k), professional/business services (-20k) and information (which stayed flat). 

It's also worth noting that the highest unemployment rate in the country is under "information" - so those working in software, media, telecommunications, data processing, and other information services. For this group, unemployment is at 7% with 177k people competing for jobs in an industry that added virtually no jobs in September. 

And a whole bunch of people are trying to enter this field either as recent grads, or as career pivots. 

There's a concept called "Occam's Razor" and it suggests that the simplest explanation is usually the best one.

The reason people are struggling in this job market isn't ATS bots, it's not AI rejecting you, it's not ghost jobs, it's not incompetent recruiters who don't recognize your talent, it's not hiring managers being completely unreasonable.  

It's that a lot of people are competing for a very small number of jobs.

I often see a lot of frustration around things on job postings - for example, employers looking for people who went to certain schools, have worked at certain companies, or in specific industries. 

And y'all I get it - I mean I studied sociology and women's studies, and I spent most of my career in education and non-profits - not one recruiter at a tech company in the history of time has done a LinkedIn search for my profile. I am simply not going to stand out on the basis of those experiences.

I very much believe that a lot of skills can be taught, and that people CAN quickly ramp up in new environments.

At the same time, after years of experience hiring, I have also seen why these requirements exist. 
- Back when I was in education, we saw that people who hadn't worked in schools had a harder time transitioning into a school environment even though they had functional expertise - in fact, we saw that teachers with no functional experience could transition into many ops roles more easily than people with functional expertise. That informed a focus on recruiting people with school-based experience. 
- I have seen people with all start-up experience struggle to navigate the complexity and bureaucracy of larger companies, and I've seen people with all big company experience and fancy resumes bomb in more scrappy startup spaces where they don't have the resources that contributed to their success or where the pace of change is much faster. These experiences can lead hiring teams to prioritize people from certain company types. 
- I have seen people switch industries and have a really hard time with nuances of the new industry - for me transitioning into tech, it was the comp structures and equity, and understanding the product and business strategy enough to answer questions. And while yes all of this can be learned, some employers don't have the capacity to build that in a new hire. 

The response I've seen when recruiters or hiring managers communicate these expectations is frustration that they exist in the first place and the argument the the expectation isn't valid. 

A more effective approach would be to:
1. Acknowledge the gap in experience, and what the expectation likely represents for the employer. 
2. Show self-awareness around where you do and don't meet the profile. 
3. Showcase why you're a great match anyway! 
For example, "I don't have an accounting or finance degree, but I did all of our accounting as an operations manager, took three courses in accounting and finance, and led our quarterly budgeting and forecasting process. That experience gave me a strong understanding of financial statements, cost controls, and how financial decisions impact operations."

I don't think these requirements mean a job is a non-starter. But I do think that they require a more nuanced approach than simply critiquing the employer for the hiring profile.

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