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Alexander Farrar
Director-level Human Resources leader specializing in talent acquisition and talent management
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About
Talent Acquisition/Recruiting Operations leader who has built and scaled TA/HR infrastructure across Fortune 500, mid-sized, and startup environments, including scaling Seraphim Solar from 5 to 1,000 employees in 3 months. Known for data-driven workflow redesign and ATS analytics—delivering measurable gains like +30% candidate experience, -35% cost-per-hire, 92% offer acceptance, and -40% agency reliance while supporting rapid growth.
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Key Strengths
- Led Talent/Recruiting Ops teams of 4–15 across Fortune 500, mid-sized, and startup environments
- Redesigned internal recruiting workflow improving candidate experience scores by 30% and reducing time-to-fill by 10% (Concorde Career Colleges)
- Reduced agency reliance by 40% through pipeline optimization and passive sourcing (DHL Supply Chain)
- Built recruiting/marketing strategy enabling 200% headcount growth in a startup environment
- Owned end-to-end TA operations including workforce planning and recruiting analytics for a 15-person HR/TA team across the U.S. (Dudley Beauty Corp)
- Reduced cost-per-hire by 35% and increased offer acceptance to 92% via data-driven TA strategy (Dudley Beauty Corp)
- Built HR/TA infrastructure and led ATS/HR systems implementation to scale from 5 to 1,000 employees in 3 months (Seraphim Solar)
- Created standardized workflows, SLAs, and structured interview tooling to improve time-to-fill by 20% while maintaining documented, repeatable processes (DHL Supply Chain)
- Hands-on builder of ATS dashboards and reporting (pipeline velocity, funnel health, recruiter productivity, DEI, offer acceptance)
Reference Highlights
- Excellent leader
- Emotionally intelligent
- Strong HR skills
- Fair and consistent in employee relations
- Active listener who builds trust
- Handled acquisition-related change well
- Balanced alignment with parent company procedures effectively
- Improved consistency and effectiveness across regions via SOPs
- Very data-driven
- Improved reporting to communicate employee relations information to senior leaders
- Used data to target training needs by campus
- Regular cross-functional collaboration through weekly check-ins
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