PHILLIP WILHITE

Access TeleCare is the largest national provider of telemedicine technology and solutions to hospitals and health systems. Access TeleCare technology platform, Telemed IQ, enables life-saving patient care through telemedicine and empowers healthcare organizations to build telemedicine programs in any clinical specialty. Access TeleCare provides healthcare teams with industry-leading solutions that drive improved clinical care, patient outcomes, and organizational health.

• Responsible for entire recruiting process within Access TeleCare (manage ATS backend, post jobs, vendor management, build job descriptions, review applicants, source, interview candidates, submit candidates to hiring manager, negotiate compensation, verbal and written offer, assessment, and background process)
• Develop and execute national recruiting plans via traditional sourcing strategies and resources as well as developing new, creative recruiting ideas for all non-clinical and clinical teams (Clinical Operations, Clinical Training, Physician Recruiting, Finance, Revenue Cycle, HR, Sales, IT, Customer Services, Call Center, Analytics, Credentialing, Implementation)
• Led implementation of ADP Workforce Now and Workable.com Application Tracking Systems from beginning to production
• Develop assessment methods and programs via predictive index and third-party technical assessment program
• Collaborate with the hiring manager, clinical leaders, and executives to align candidate expectation and recruiting strategy
• Ensure talent acquisition is compliant with Affirmative Action, and Office of Federal Contract Compliance Programs; created AAA and OFCCP Plans; represented talent acquisition during annual audits, and joint commission surveys.
• Partner with HR, contract, and legal teams for compliance, regulations, contracts, compensation, and benefits.
• Negotiate compensation, contract details with candidates, discuss terms of employment and job specifications with selected applicants
• Establish and analyze recruitment metrics such as source-of-hire, cost-to-hire, and time-to-hire; proactively implement solutions for the team when metrics are not met
• Meet and exceed monthly recruiting goal of 30-38 days’ time-to-hire and recruiting budget
• Manage 25-35 remote and in-person requisitions monthly

Team Health is a physician practice in the U.S. Founded in 1979 and based in Knoxville, Tennessee, with over 20,000 employees. Originally a provider of emergency department services, it is outsourcing physicians in emergency medicine, hospital medicine, anesthesiology, critical care, obstetrics, orthopedic surgery, general surgery, ambulatory care, post-acute care, and medical call center solutions to acute and post-acute facilities nationwide.

• Sourced and recruited qualified emergency medicine and hospital medicine physicians, advanced practice clinicians and medical directors for Team Health's Northeast Region and Midwest Group
• Me with talent acquisition directors and hospital vice presidents to discuss current and future hiring needs, recruiting strategies and results
• Consistently source, recruit and hire physicians for historically hard-to-fill positions
• Screened, qualified candidates and stay connected with candidates throughout the entire hiring process. Ensure candidate experience is excellent
• Negotiate compensation, contract details with candidates, discuss terms of employment and job specifications with selected physicians
• Fielded 75-100 inbound calls and 25-50 emails daily
• Met and exceed monthly hiring and referral goal
• Managed 10-20 requisitions monthly

LaSalle Management is the corporate headquarters to LaSalle Corrections, M&T Properties, BAS Construction, Correct Solutions Group and Correct Commissary. LaSalle is the 4th largest U.S. Private corrections management firm with more than 22 locations in 5 states. Specializes in protecting communities and providing positive solutions within the corrections department.

• Created best in class Talent Acquisition function through innovative and proven recruitment
processes that attract, hires and retains top talent for LaSalle and its business partners.
• Hired, lead and mentor 3 recruiters in Texas locations. Established talent acquisition team from ground level for LaSalle Management and its subsidiaries.
• Sourced and hired multiple senior finance roles for corporate offices in Ruston, LA during the first
2 months (positions were open for 6 months prior). Sourced and hired 10 medical positions
including Physician, Nurse Practitioners, Registered Nurses, Director of Nursing and Health
Service Administrator for 3 new offices in Texas and Louisiana.
• Developed and implement recruitment strategies for LaSalle Management, LaSalle Corrections, M&T
Properties, Correction Commissary, Correct Solutions and BAS Constructions. Subject matter
expert for all thing's talent acquisition.
• Managed and executed the full life cycle recruitment process for positions in Louisiana, Texas, New
Mexico, Arizona and Georgia which included: Executive, Finance, Human Resources, Security,
Information Technology, Administration, and Medical. Support 25 requisitions monthly.
• Influenced, consulted and negotiated with leadership to identify talent needs and what success looks
like. Meet with leadership weekly regarding recruitment issues, progress, strategies, and
execution. Efforts resulted in time to hire 45 days. The previous average was 60-75 days.
• Work closely with hiring managers in multiple locations to assess core job competencies, market
competition, the talent pool for specific locations, employment statistics, economic and average
compensation data to hire the best talent.
• Located new areas and approached to recruit the best talent in the competitive market. Partner with
local and state government agencies to connect with candidates and promote LaSalle's career
opportunities.

CenturyLink is the second-largest U.S. communications provider to global enterprise customers. With
customers in more than 60 countries and an intense focus on the customer experience, CenturyLink
strives to be the world's best networking company by solving customers' increased demand for reliable
and secure connections.

• Responsible for developing and implementing sourcing strategies with a focus on effectively
identifying, engaging, hiring passive and active candidates for open roles. Built robust talent
pipelines for future roles to further enhance CenturyLink's ability to procure and retain top talent
• Performance review- rated 6 (meets and exceeds goals) 2 years and Rated 3 (future leader that
meets and exceeds goals) 1 year.
• Recognized by the manager as a top performer out of 22 sourcing specialists.
• Worked within a competitive and goal-driven sourcing team with monthly sourcing goals and
metrics such as contact to candidate rate, candidate to applicant rate, applicant to hire rate, and
candidate response rates. 100-400 candidates contacted monthly, candidate response rate 32%,
candidate to applicant rate 28% (25% was the monthly goal). Supported 10-15 requisition monthly.
Averaged 17 hires per month (Monthly goal was 10 hires).
• Supported North America and Global positions which included: Sales and Customer Services,
Business Sales, Retail Sales, Finance, Global Network Operation and Fields, and Human
Resources. The roles included professional level roles, individual contributors as well as
represented (Union) and non-represented roles.
• Met with hiring managers to identify each position's requirements and developed a sourcing
strategy.
• Sourcing efforts focused on attracting and hiring top talent for CenturyLink's hard-to-fill roles while
building robust candidate pipelines for future business needs.
• Reviewed online resumes, pre-screened candidates, and forwarded qualified candidates to hiring
managers for interviewing.
• Engaged candidates via job boards such as LinkedIn, Dice, Indeed, Talentbin, Monster, and
CareerBuilder. Obtained qualified resumes through Boolean search techniques (AND, OR, NOT,
etc.)