Press Releases and Events at HireGenics
by admin | Apr 27, 2022 | Events | 0 comments
Extended Workforce Management (MSP)
Get in Touch with HireGenics
2400 Meadowbrook Parkway,Duluth, GA 30096
Phone: +1 770-493-5588Email: firstname.lastname@example.org
Chief Revenue Officer of HireGenics
Prior to HireGenics, Brian worked at Chimes Inc. and Bartech, where he executed multiple business development programs to include driving Managed Service Provider (MSP) sales of more than $4B in contract labor spend to more than sixty of the largest organizations in the world. Brian holds Bachelor of Arts degrees in Business Administration and Computer Science from the University of Wisconsin. As a recognized solution sales leader in the staffing industry, Brian brings a unique understanding to the sales process that is dictated by selling solutions that focus on the success of the client.
Vice President, Program Operations
Vice President, Payrolling
Senior Vice President, Workforce Advisory Services
Now, as Practice Leader/Senior Vice President of Workforce Advisory Services at HireGenics, Whitney is focused on driving transformation advisory services to the marketplace. Her expertise in providing customized solutions that align with each client’s level of maturity allows organizations to adopt and deploy workforce models that drive their businesses forward. Whitney’s leadership further solidifies the company’s commitment to a holistic approach to talent management, emphasizing the transformational potential of HireGenics’ services. Her innovative vision and approach are set to enhance clients’ competitive edge and redefine the landscape of the talent marketplace.
A key strength of Whitney’s is her ability to navigate the complexities of designing and managing outsourced models to support companies of all sizes and industries. Her experience, coupled with her focus on workforce innovation and outsourcing excellence, positions Whitney Cox as a driving force for HireGenics and its clients through the current and future challenges facing businesses in the labor sector.
In her downtime, Whitney is in perpetual motion, juggling the joys of twin parenthood and cheering from the sidelines at their sports games. Off the clock, she hits the pavement, finding rhythm and balance in long-distance running.
Senior Vice President, Total Talent Acquisition
Valerie has a passion for emerging technologies, especially AI/ML, Autonomous Vehicles, and big data solutions. She believes that the employees who make up the workforces she is responsible for are a source of constant inspiration and she values the opportunities she and her clients can create for them. Her enthusiasm and commitment to creating opportunities for others has resulted in innovative sourcing, recruiting, hiring, and training programs designed to meet clients’ needs for sustainable growth while also encouraging individuals and teams to achieve their dreams.
Valerie earned her undergraduate degree in Technical Education from The University of Akron and her MS, Ed. at The University of Wisconsin, Milwaukee. She resides in Mustang, Oklahoma with her family and a menagerie of dogs, cats, and racing pigeons.
Senior Vice President, Workforce Acquisition Solutions
Prior to joining the HireGenics, Tiffany held senior leadership positions where she was successful in selling and leading Fortune 500 client based MSPs, technology projects, direct sourcing solutions, and mid-market RPOs. In her past roles at GRI, LevelUP, and Kforce, she drove client strategy and focused on healthcare and technology verticals. Tiffany is a member of the prestigious CHIEF leadership organization, a private membership network focused on connecting and supporting women executive leaders.
Tiffany is graduate of FIDM and Regent’s University London and lives in Southern California with her son and husband. Outside of work, she has a love for visual arts, particularly painting and photography, and enjoys watching her son play MLS NEXT soccer on the weekends.
Senior Vice President and Direct Sourcing Practice Leader
Over the past three years, Katie embarked on a transformative journey to create a holistic contingent talent strategy, a.k.a. a Direct Sourcing solution aimed to complement existing MSP programs or function independently as the primary workforce solution at an organization. The solution focuses on providing organizations new access points and channels to talent not found through staffing suppliers. Throughout this journey, Katie recognized that many organizations are 100% dependent on filling their contingent roles with third-party suppliers, which is no longer a sustainable talent strategy. In today’s technological age, candidates engage differently to find work. How organizations collect, utilize, and leverage talent is the difference between a good and a transformative talent strategy.
Katie and her team recently successfully launched TalentFusion by HireGenics, a groundbreaking Direct Sourcing solution in the market. TalentFusion represents the convergence of cutting-edge technology and a dedicated white-glove services team. With a focus on talent attraction, engagement, and fulfillment, TalentFusion establishes a private, branded Talent Community for each enterprise, serving as the core foundation and primary repository of candidates.
Already implemented as an enterprise-wide talent strategy by two global, publicly traded organizations, this innovative solution has delivered impressive early results, effectively solving the original challenges it set out to address.
Katie continues to drive transformation and success for HireGenics, providing forward-thinking, innovative solutions that revolutionize how organizations approach talent acquisition and workforce management.
Senior Vice President, Client Engagement
Prior to joining the company, she had a 25-year career at Robert Half. During her tenure Emily had the opportunity to launch many initiatives, lines of business, offices, and special projects. Emily was part of Robert Half’s Strategic Accounts group for 15 years. Most recently she oversaw the management of channel partnerships portfolio as Managing Director of Channel Relationships for the firm.
Emily attended American College in Atlanta where she graduated with a degree in fine arts and business administration. She served three terms as a board member for the Golden Key International Honour Society and volunteers at her church. Emily is the mother of three boys and loves spending time with family and friends and traveling.
SVP, HireGenics Client Success and MSP Practice Leader
Kristen McArdle is a senior leader with over 20 years of experience helping enterprises design, implement, and mature their extended workforce management solutions. Kristen’s strengths are in building scalable teams and frameworks focused on delivering effective, quality solutions that delight customers.
Prior to joining HireGenics, Kristen helped build an industry-changing workforce analytics product and Customer Success organization that delivered intelligence on pricing, performance, and risk to large enterprises. She leverages deep industry expertise, defined customer objectives, and data-driven intelligence to create solutions for enterprises looking to better understand and strategically manage their non-employee workforce.
Chief Executive Officer in the UK, EMEA, & APAC
As CEO, Andrew guides international operations with a focus on expanding the organization’s presence and building region-specific solutions to serve the needs of mid-market and enterprise clients.
Andrew began his career in a role with the NHS, and over the past twenty plus years, he has gained extensive experience in the successful growth and development of FTSE 100 companies, PLCs, private equity backed groups, and private organizations. He is a renowned industry expert and leader in the managed services industry with experience working in managed service, outsourcing, and technology-enabled people businesses.
Prior to joining HireGenics, Andrew served as Chief Executive Officer of Geometric Results, Inc., and over the last decade, transformed the business into a market leader.
Having received a myriad of awards throughout his career, Andrew has been recognized by Staffing Industry Analysts (SIA) as one of the “Top 100 Most Influential Leaders in Europe” and by the Global 100 as both “European CEO of the Year” and “Game Changer of the Year.” His thought leadership has been published by Bloomsbury Professional as part of Doing Business After Brexit: A Practical Guide to the Legal Changes.
Andrew resides in the UK and splits his time between Dubai and the South of France. He has three children and is an avid F1 and football fan.
Chief Executive Officer of HireGenics and Volt
With more than 30 years of experience in the Human Resources industry, Art has been responsible for over 250 clients and was the first person to develop a shared services off-site model to support on-site teams. He was also the first to establish an innovation and solutions organization within an MSP organization.
After earning a BA degree in Economics from Lafayette College, Art began his career in a sales capacity with Procter & Gamble. He spent 15 years with The Bedford Group, a company he co-founded, which was focused on executive search and human resource consulting. In 2007, Art served as EVP of Global Services for IQNavigator, with his range of responsibilities including oversight of the entire Client Services organization’s Operations, Training, Functional Analysts, and Contracts Administration. Under his leadership, IQNavigator experienced historical growth—tripling its revenue in just 5 years.
Prior to joining IQNavigator, Art worked for Chimes, Inc. in various positions, culminating with his appointment as Chief Operating Officer. Chimes grew to be an acknowledged industry leader, and its revenue expanded by more than 500% during Art’s tenure. His active involvement in the sale of the company in 2006 set a benchmark for valuations in the industry.
A self-described “wine enthusiast,” Art resides in Florida with his wife, Rosemary; they have two sons—Steven and David
Direct Sourcing solutions are an excellent way for organizations to raise their talent game in a short time. However, further explanation about the solution is needed to help stakeholders of all levels understand the features, benefits, and problems this solution solves to gain alignment across all levels before moving forward.
This guide will provide a high-level understanding of the solution and things to think about to build a compelling Direct Sourcing Business Case within your organization.
[contact-form-7 id=”270922″ title=”Building a Direct Sourcing Business Case for Your Organization”]
Most people submit a resume or fill out a job application with basic information about skills, education, and work experience. What you may not realize is that your resume and application becomes a living document that is used to verify specific data through a background check – and if you make an error on your resume that results in a discrepancy on your background check your resume will be flagged and someone must decide whether or not that error constitutes pulling you as a candidate.
To avoid this problem, use the Background Check worksheet to submit a fully accurate picture of yourself, your work history, your employment history, and your education history every time you apply for a job. Now you’ve created a competitive advantage for yourself in what can be a very large field of candidates.
[contact-form-7 id=”270711″ title=”Background Check Basics”]
Sr. Director of Implementation
Vice President of Operations
As an early innovator, our length of experience in the Direct Sourcing space, and the depth of experience of our operations team are clear, competitive differentiators. This includes our extensive experience with automation and direct sourcing technology platforms and using them to create better candidate engagement and adoption. Having the lengthiest tenure of Direct Sourcing platforms, we have been able to operate in these technologies longer than any other partner and have also been able to work closely with our partner’s product development teams to provide recommendations and feedback on features and functionality. This level of partnership has allowed us to influence the platforms and product roadmaps to continue to automate manual recruitment curation activities creating more efficiency and reducing our cost to serve for our clients.
HG Direct allows you to retain known talent and attract unknown talent through your brand. Sources of known talent typically include:
Our ability to understand our clients’ cultures and the uniqueness of their business to build and integrate our service teams is a significant distinction of a HireGenics program. Our reputation is built on our ability to foster long-term value and relationships with our clients. We become an extension of our clients and their culture. Our understanding and alignment with each client’s culture begins during implementation, continues through solution design, and is ingrained throughout our service and operations teams. HireGenics is also a certified MBE supplier and recognized by the National Minority Supplier Development Council as a National Corporate Plus® member.
As the leader and continuous innovator in the Direct Sourcing space, HireGenics has incorporated a program readiness assessment prior to implementation. The program readiness assessment ensures buy-in from all key stakeholders, specifically Talent Acquisition and HR. By having full alignment with the client Talent Acquisition team and with the client brand, candidates have a better overall experience, candidate response rates are higher, and the overall program performance is accelerated.
HireGenics HGComply™ is a proprietary, web based, Compliance and Life Cycle Management technology solution that automates the entire process from creation of requirement to payment of workers and subcontract firms.
HireGenics’ IC Compliance technology solution is built on our proprietary database which tracks court decisions, employment law, and other statutory requirements to help automate the determination process and to assess the impact on applicable state and federal law.
The IC compliance process is directed by an in-house senior labor and employment attorney. Our IC Compliance Team consists of contingent labor and employment experts in the area of contractor misclassification. Our IC compliance process is led and directed by an in-house labor and employment attorney. Our in-house team is comprised of leading practitioners in the contingent labor industry with significant prior experience litigating and negotiating independent contractor misclassification cases.
HireGenics fully indemnifies our end customers from any liability arising because of a misclassification determination. Because of our proprietary compliance and classification process, HireGenics has been recognized at the state and federal level as the gold standard for IC Compliance.
Other MSP solutions commonly deploy low to mid-level individuals with recruiting backgrounds into their program office. In addition to common procurement and/or recruiting roles, HireGenics deploys subject matter experts that will align you’re your predominant labor categories. As an example, in a heavy IT contingent labor environment, HireGenics deploys former CTO/CIO level individuals who are capable of understanding various scenarios in the world of Information Technology. These individuals partner with various leaders within IT to better understand their needs and then translate those needs to procurement teams and the supplier community.
Unlike most other MSP solutions, HireGenics is a part of a portfolio of specialized companies (ACS Group) with capabilities and experience to perform value-add services such as Business Process Consulting, IT Solution Based Services, SOW, BOT, IOT, Enhanced Staffing, and Off-Shore Application Development. Clients benefit by leveraging our collective experience and knowledge to develop highly customizable labor solutions tailored to our clients’ specific needs.
Most MSP solutions are driven by tactical functions and rely on bill rate management to drive optimization. HireGenics takes a strategic approach like no other in the industry. In addition to bill rate management, HireGenics seeks opportunities to incorporate multi-sourcing strategies and consults on cost benefit analysis in areas like direct sourcing, managed teams of contractors, and on-shore/near shore outsourcing. By truly partnering with business unit stakeholders, HireGenics has the capability to perform true workforce planning.