1. Christi O’Brien
10739 Wi ll fl eet Dri ve
Ci nci nnat i , OH, 45241
513.899.0112 Landl i ne
513.236.3116 Mobi l e
m hckobri en@ yah oo. com
Professional Experience
Santa Rosa Consulting - Health Care Technology Solutions, Inc (HCTSi), January 27 2007 to
present (aka Noesis Health and purchased in whole by Santa Rosa Consulting
June 10, 2009)
Talent Acquisition Manager, June, 2014 to Present
 Promoted to run a new recruiting division with the company. Responsible
for:
o Creating, defining, and managing our internal services
o Mapping and documenting all processes
o Managing a team of up to 5 recruiters – full hiring, firing, and
mentoring
 Significant Accomplishments
o Led the team for a huge recruitment effort of the largest go live
support project in healthcare history. MD Anderson Cancer Center
went live March 4, 2016, with 1,113 positions rostered from Santa
Rosa. More than 2/3 of that workforce came from my team’s
recruiting efforts. We spoke to more than 2,500 candidates,
referring the best for further SME screening. I organized the
processes, sourcing, and communications, and assured my team
hit our target numbers for the 6 months leading up to this
successful project. We had all we needed for staffing plus 400
backups.
 Monitor recruiting delivery through running reports and working closely with
our executives
 Leverage technology and define workflows for peak efficiency
 Constantly balance and re-balance the recruiting workload in line with the
overall corporate objectives and priorities
 Project Manage recruiting portions of RFP responses
 Oversee and define use of our Candidate Tracking System, Bullhorn
 Calculate Recruiter Commissions
 Continually improve and develop templates for communications, resume
formatting, submissions, etc
 My team recruits for everything outside of Meditech and the Santa Rosa
Holdings corporate needs including: Epic, Integration, Management
Consulting, Cerner, Soarian, McKesson, Go Live Support, Credentialed
Trainers, and more
 Senior Recruiting activities as per below
Senior Recruiter, 2008 to 2014:

2.  Full life cycle recruitment including understanding requirements from sales,
sourcing, interviewing, coordinating additional interviews, checking
references, prepping for client interviews, debriefing from interviews,
initiating paperwork, pre-closing, closing, and on-boarding of candidates.
 Established recruiting process to ensure quality in the recruiting process
 Developed forms for tracking candidates and interviewing
 Super user of our Candidate Tracking Systems (CTS’s) which have included
Gorrie Reagan, Gopher Black Dog Recruiting Software, and Bullhorn
 Assisted with Resource Management duties
 Have reverted to sales cold calling to help keep people from hitting the bench
 Ramped up candidate pools quickly and coordinated efforts for RFP
responses
 Pipelined candidates for Core Practices including Epic, Cerner, Meditech,
Siemens, GE/IDX, Eclipsys, McKesson, Interfaces and Integration
(HealthVision, Lawson, Cloverleaf, SeeBeyond, eGate, ICAN, JCAPS, Orion
Rhapsody, InterSystems Ensemble, Epic Bridges, Patient Care Device
Integration, PCDI, Bedside Medical Device Integration, BMDI, Sybase,
Neon, Mirth, and more), Management Consulting (Strategic Advisory
Services), Kronos, Lawson, NextGen, Allscripts, and more.
 Formatted resumes for standardized presentation
 Assisted candidates with resume revisions and enhancements
 Described corporate culture and benefits to show candidates company
highlights of why they should work for us
Sales Executive, 2007:
 Hired to cold call and generate new business for the company
 Number 1 salesperson in 2007 at just over $1.3M out of $3.3M in services
sales company wide
 Target clients were healthcare providers and health IT software vendors with
project work that exceeds their full time staff’s capabilities. I name sourced
for the CIO, Director of IS, Director of IT, Manager of Integration, or other
key Information Systems Department staff. Upon listening to their existing
efforts, I presented solutions as appropriate in the form of contracting our
consultants.
Jonathan Scott International (JSI), an MRI franchise, June 2005 to January 2007
Account Executive:
 Achieved annual sales quota by October 2006, earning all expenses paid trip
to Hawaii (have to be over $300,000 in revenues for the calendar year)
 Put together plan and formalized vision for marketing the firm as a key player
in the health IT executive search industry
 Took over a failing health IT desk saving existing accounts by providing
fulfillment of requested resources
 Developed new accounts through cold calling campaigns
 Garnered engaged (money down) and exclusive business from clients
 Provided account management deepening client relationships and bringing in
additional job orders
Christi O’Brien, Page 2

3.  Directed team of recruiters and research assistant on surfacing and
interviewing A Player talent
 Recruited and created/maintained pipeline of candidates
 Recruitment and job orders handled included:
• Implementation and support analysts for build and design or
maintenance of health systems with specialties in Cerner
(Millennium), IDX (CareCast, FlowCast, ImageCast), Allscripts
(TouchWorks), NextGen (EPM and EMR), McKesson, Eclipsys,
Siemens, Meditech, Epic, GE Centricity EMR (formerly GE
Logician), Kronos, PeopleSoft, Lawson, Geac, and a variety of PACS
and RIS systems (GE, Kodak, AGFA, IDX, Siemens, Fuji and more)
• Health Systems Integration Developers and Architects – HL7
interface experts with expertise in Cloverleaf (Quovadx), SeeBeyond
(e*Gate and ICAN), Sybase (CAI NEON), and vendor-specific tools
including NAI (IDX), Open Engine (Cerner), and more.
• Project managers for application and enterprise implementations and
integration projects
• Executive level IS and IT professionals including Directors,
Managers, and CIO’s
 Clients included:
• Health provider organizations like health systems, hospitals, and
physician practices
• Health IT consulting firms
CTG HealthCare Solutions, Cincinnati, OH, December 2003-June 2005
Significant Accomplishments:
 Achieved 135% of goals in 2004 with 27 hires in 10 months (goal of 20
hires)
 Eleven hires in first 5 months of 2005
 Recruited by new Recruiting Manager to help set up processes and establish
methodologies for the department including:
• Developed tracking model for requisitions and coverage
• Super-user, trainer, liaison and administrator for new applicant
tracking system, TalentPool
• Outlined the job duties and process flow for the newly created
Resource Recruiter role
• Documented processes and methodologies for the Recruiting Manager
 Promoted to full recruiter within 3 months
 Training of new resource recruiters
 Successfully worked with UK partners to staff international opportunities
 Took over recruiting for a failing practice area (IDX) and built it back up
 Recruited for IDX (CareCast, LastWord, FlowCast, ImageCast), Meditech
(Client Server and Magic), SeeBeyond (e*Gate, DataGate, ICAN),
Christi O’Brien, Page 3

4. Cloverleaf (Quovadx), Sybase, Siemens, Epic, Cerner, McKesson, Eclipsys,
PeopleSoft, Lawson, Kronos, Allscripts, NextGen, Picis, Res-Q and more
 Recruited senior level candidates for our Solutions Practice including Clinical
Transformation candidates
Resource Recruiter duties:
 Source candidates through job postings, internet, referrals, cold calling,
internal database and networking
 Conduct initial phone screen
 Pass qualified candidates to recruiters and keep others warm for potential
future opportunities
 Work with sub firms and agencies for third party candidates
 Enter and track candidate progress through applicant tracking systems,
TalentPool and most recently RecruitMax
Recruiter duties include Resource Recruiter duties above in addition to:
 Develop recruiting plan which aligns with CTG’s business plans
 Receive and qualify candidate silhouettes and resource requisitions
 Develop a plan to target qualified candidates
 Work in conjunction with Resource Recruiters to source candidates
 Conduct interviews to determine candidate’s general skill base, current
employment status and what they are looking for in general
 Share CTG’s vision and determine if candidate’s vision aligns with CTG’s
 Start the process of pre-closing candidates early and often throughout process
 Schedule, gather feedback and debrief all relevant parties for technical and
managerial internal interviews
 Gather employment applications and other forms
 Conduct reference checks
 Have background checks and drug screenings done where required
 Submit fully qualified and processed candidates to Account Executive for
client presentation
 Assist in scheduling client interviews
 Maintain relationship or close the loop with candidates rejected by clients
 Conduct final salary negotiations to close the candidate
 Ensure offers are sent and returned fully completed
 Transition the new employee to their immediate CTG supervisor
 Maintain relationship, keeping employee in my network for referrals and
industry/client information
 Analyze metrics and use results towards continuous improvement
Education
Bachelor of General Studies, Ball State University, Muncie, IN, 1996
Major: General Studies Minors: Mathematical Sciences and Astronomy
• Honors College Graduate – required a thesis project
• Summa Cum Laude (GPA 3.9/4.0)
Christi O’Brien, Page 4

5. Completed “Automotive Finance & Insurance Management” course in June 2002 by Resources
Training, Inc., An Aon Company
Americorps Experience
L’Arche Tahoma Hope, Tacoma, WA, April 1997–May 1998
House Assistant duties:
 Shared my life with people with developmental disabilities in a community-
living environment
 Coordinated scheduling of staff and volunteers
 Assisted residents with their daily living routines
 Built upon my existing knowledge of American Sign Language conversing
with a Deaf core person
 This counted towards a year of AmeriCorps Service
Christi O’Brien, Page 5

6. Completed “Automotive Finance & Insurance Management” course in June 2002 by Resources
Training, Inc., An Aon Company
Americorps Experience
L’Arche Tahoma Hope, Tacoma, WA, April 1997–May 1998
House Assistant duties:
 Shared my life with people with developmental disabilities in a community-
living environment
 Coordinated scheduling of staff and volunteers
 Assisted residents with their daily living routines
 Built upon my existing knowledge of American Sign Language conversing
with a Deaf core person
 This counted towards a year of AmeriCorps Service
Christi O’Brien, Page 5