During first 90 days…meet all senior leadership, hiring managers, and peers. Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition. Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process. Educate leadership and hiring managers on recruiting tactics and employment branding. Be a great listener, win respect, build confidence, be proactive, and show reliability. Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future. Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc. Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead). Establish search “kickoff calls” with hiring managers. During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.