Charlene Dubois

-Spearheaded end-to-end talent strategies for global teams, -Aligning recruitment initiatives with organisational goals -Partnered with C-suite stakeholders to forecast hiring needs, -Optimize workforce planning, and drive digital transformation through top-tier talent -Built scalable recruitment frameworks for Luxurious Hospitality roles but also niche IT roles (cloud architects, cybersecurity experts, AI/ML engineers), -Reducing time-to-hire by 35% -Championed employer branding via tech-focused campaigns -Boosting candidate pipeline diversity by 40% -Led cross-functional teams to deliver 90%+ hiring manager satisfaction across 15+ countries

Recruitment & Employer Branding Professional End-to-End Recruitment: Managing sourcing, pre-screening, and hiring processes to secure top talent. Employer Branding: Enhancing company reputation through strategic branding and engaging social media presence. Partnership Development: Building relationships with key stakeholders to strengthen talent pipelines. Social Media Strategy: Leveraging platforms to attract candidates and promote company culture. Process Optimization: Streamlining recruitment for efficiency and better candidate experience.

Develop long-term talent acquisition strategies aligned with healthcare organizational goals (e.g., hospital expansions, specialty service launches, telehealth growth). Forecast critical staffing needs for clinical (nurses, physicians, specialists) Ensure adherence to healthcare regulations (HIPAA, Joint Commission standards, state licensing) throughout the hiring process. Oversee credentialing workflows to verify licenses, certifications, and malpractice history for clinical hires. Mitigate risk by auditing recruitment processes for compliance with initiatives and federal/state healthcare employment laws Highlight mission-driven opportunities in job campaigns Create targeted sourcing strategies for niche roles: Clinical: Recruit physicians, RNs, NPs, and allied health professionals through partnerships with medical schools, residency programs, and professional associations Host healthcare-specific recruitment events (career fairs) Optimize healthcare-specific ATS systems to track time-to-fill metrics for critical positions Collaborate with HR and clinical leaders to reduce turnover Track KPIs: Time-to-hire for urgent roles (e.g., travel nurses during flu season). Quality of hire (e.g., retention rates at 6/12 months). Candidate satisfaction scores (goal: 4.5+/5 for clinician candidates). Lead rapid-response recruitment during public health emergencies Build an on-call talent pool of per-diem and temporary staff for surge capacity needs.

-Orchestrated talent acquisition for IT departments. -Pioneered a hybrid recruitment model blending in-house teams, RPOs, and freelance recruiters to meet fluctuating demands. -Elevated employer brand visibility via TEDx-style tech talks and hackathon sponsorships, attracting 3x passive candidates. Advised CHROs on DEI integration, achieving 30% gender parity in leadership hires. -Mentored 4+ recruiters, fostering a culture of data-driven decision-making and candidate-centric engagement.

-Drove C-level and technical executive searches for multinational IT consultancies and Fortune 1000 clients. -Delivered 85% placement success for roles requiring niche expertise (quantum computing, ERP systems). -Redesigned compensation benchmarking tools to align with market trends, reducing offer declines by 20%. -Partnered with HR analytics teams to predict skill gaps and upskilling needs, informing L&D investments. -Recognized as a LinkedIn Top Voice for thought leadership on the future of tech recruitment. -Canadian Tech Market

Company's name was Job International Online before changing to Job Expat -Transformed talent acquisition into a competitive advantage for high-growth tech enterprises. -Collaborated with engineering and product leadership to design hiring roadmaps for emerging technologies (IoT, blockchain, DevOps). -Launched a proprietary AI-driven candidate matching system, improving hiring efficiency by 50%. -Negotiated partnerships with coding bootcamps and universities to secure early-stage talent pipelines. -Drove retention strategies, reducing attrition rates by 25% through predictive analytics and tailored onboarding programs.

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BtoB BtoC Conference room