Executive Recruiter with strong headhunting skills across various lines of business including, but not limited to Supply Chain, Engineering, Maintenance, Corporate Finance, Investor Relations, Treasury, Sales, Marketing, M&A, Sourcing, Operations, Demand Planning, Transportation, Logistics, Human Resources, Corporate Communications, IT, Compensation, Organizational Development and Learning, Legal, Audit, Sustainability, Product Development, Planning and Allocation, Fabric R&D, Quality Assurance and Product Integrity. Specialties: Executive recruitment, corporate recruiter, headhunting, salary negotiation, cold calling, diversity and inclusion, interviewing skills, training and development, strategic sourcing, succession planning, marketing, brand management, customer relationships, candidate relations

Senior Recruiter, Supply Demand Management, Apple Online & Logistics @ From November 2013 to Present (2 years 2 months) Director of Talent Acquisition @ Responsible for the acquisition of extraordinary talent for Supply Chain, Sourcing, Product Integrity, Product Development, Planning and Allocation at JCPenney. •Partnered with senior executives to bring top-level talent into jcpenney’s Supply Chain, Sourcing, Product Integrity, R&D Fabric, QA, Production Forecasting, Social Responsibility, Product Development, Planning and Allocation organizations •Viewed as an integral business partner - a true marketing team member who anticipated needs & was ahead of the curve in proactively driving headcount via “passive candidate” talent acquisition for the divisions I supported •Worked with EVP of Supply Chain to create a transformation team to redesign supply chain network •Awarded individual achievement award within three months of service •Promoted to Director within six months of service From August 2012 to October 2013 (1 year 3 months) Executive Recruiter @ •Direct recruit Executives across Ryder's three organizations: Fleet Management Solutions, Supply Chain Solutions and Dedicated Contract Carriage •Strategize with internal customers to create a sourcing strategy on hard to fill positions •Saved Ryder System, Inc. over $600,000 YOY in agency fees by headhunting and maintaining a strong pipeline of candidates at an executive level to fill openings in a timely fashion. •Work with recuitment leadership team to set goals and initiatives for the coming year and play a key role in implementing and executing those goals •Confer with senior leadership to identify personnel needs and workforce planning strategies •Leverage online recruiting resources and in-house ATS to identify and recruit the very best candidates •Create and foster relationships with colleges and diverse professionals organization to attract and recruit alumni and diversity candidates •Manages the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting. •Maintain accurate and well-ordered documentation of all recruiting activities to ensure a safe and thorough audit if required •Develop an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate •Stay informed of trends and innovative recruiting techniques in order to be competitive in state-of-art recruiting practices From December 2007 to June 2012 (4 years 7 months) Miami/Fort Lauderdale AreaExecutive Recruiting Manager @ 12/2006 – 12/2008 •Responsible for creating a book of business through cold calling and prospecting new clients and candidates •Book of business created $208,140 in first year •Door to door sales to develop new business •Direct recruit, interview and qualify candidates for various sales positions across the US •Make 140+ calls per week to clients and candidates about 50% new clients and candidates •Set meetings with clients to discuss their needs as well as negotiate terms and conditions. •Interview about 30 new candidates per week and about 5 new client visits per week •Created a referral program called myworm.org, where candidates act as outside recruiters which in turn increased business by 200% due to being referred candidates who are currently employed and weren’t posted on a job board which increased the value of LMR’s services •Placed over 60 people in first year of business •Attend networking meetings to market services as well as recruit quality candidates From December 2006 to December 2008 (2 years 1 month) Executive Recruiting Manager @ •Identified, recruited, interviewed, evaluated and referred internal and external candidates to hiring managers to fill various clerical, administrative, professional, managerial and executive positions. •Promoted to Recruiting Manager within first 8 months of employment •Cold called candidates to recruit them directly out of their current positions and into MHL, •Exceeded quota monthly and yearly goal. Was to hire 205 people for 2005, actually hires 301 •Developed strong networks and individual relationships with potential future candidates •Consulted with hiring managers to prepare appropriate offer packages including compensation. •Extended offers to selected candidates and used appropriate closing techniques to achieve a 99% acceptance tae. •Stayed abreast of competition and competitive recruiting packages •Built a recruiting department of 4 recruiters and was responsible for hiring, firing, training, mentoring, motivating and continuing education for each recruiter From April 2004 to December 2006 (2 years 9 months) Recruiter @ • Recruit and hire professionals in the Mortgage Banking/Title Insurance industries for clients in the Miami/Ft Lauderdale/West Palm Beach areas. • Billed over $600,000 in 2003 • Promoted to Practice Director in 2003 and had 1 Mortgage Banking recruiter reporting directly to me. Responsible for mentoring and training recruiter • Negotiate salaries and fees with clients. • Interview a minimum of 20 candidates per week as well as set a minimum 10 client meetings per week. • Build and maintain strong client relationships via the telephone and in person meetings. • Responsible for developing new business via cold calls and attending networking events in the community. From August 2002 to April 2004 (1 year 9 months) Staffing Manager @ • Billed over $1million a year consistently for 2 years • Consistent top performer for 15 months • Recruited for positions such as Accountants, Controllers, CFO, Accounts Payable, Accounts Receivable, Accounting Clerk, Creative Director, Art Director, Graphic Designers, Production Artists, etc. • Identified key skills in candidates that clients needed in order to make a perfect placement • Developed a structured candidate pipeline so there was always someone on standby if the first candidate didn’t work out. • Made 75+ cold calls per day to market RHI services to new clients in addition to maintaining current book of business • Entertained clients to maintain current relationship or gain new relationship • Provide high level of customer service to potential employees, hiring managers as well as recruiting team members From December 1998 to August 2002 (3 years 9 months) Recruiter @ • Direct recruited front office personnel in investment banks (e.g. Equity Derivative Traders, Asset Managers, Swap Options, Credit Derivatives, etc.) • Made 60 cold calls per day to direct recruit investment bankers • Consistent top producer averaging $65,000 per month in billings • Negotiated terms and conditions of employment with candidates and gain commitment from them • Managed employees once they were placed by following up and sending a quick card “Congrats on your new career” From January 1997 to December 1998 (2 years)

BA, Mass Communications @ University of South Florida - College of Business Administration From 1994 to 1997 Liza Roberts is skilled in: Headhunting, Cold Calling, Recruitment/Retention, Interviewing, Salary Negotiation, Succession Planning, Strategic Sourcing, Customer Relations, Executive Search, Talent Acquisition, Talent Management, New Business Development, Evaluation, Recruiting, Benefits Negotiation