Alicia Chaney

About

Talent/Recruiting Operations leader who has managed teams up to 6 and specializes in fixing broken interview pipelines through workflow standardization, scheduling automation, and ATS analytics. Built real-time dashboards in Lever/ATS to track aging, time-in-stage, and req health, and drove a 20% reduction in time to interview while improving candidate experience and hiring manager visibility. Experienced leading cross-functional tool/workflow implementations with HRIS and IT for high-volume early-career hiring.

Key Strengths

• Managed Talent/Recruiting Ops teams up to 6 people
• Redesigned recruiter–hiring manager–candidate interview pipeline with standardized handoffs and automation
• Reduced time to interview by 20% through scheduling/process improvements
• Built real-time ATS dashboards (aging, pipeline status, req health) to improve visibility for recruiters and hiring managers
• Improved data quality by standardizing tags/stages and cleaning legacy data in Lever
• Led cross-functional implementation of scheduling + assessment workflow for early-career high-volume hiring (process mapping, testing, training, integration)
• Maintained operational rigor under urgent hiring timelines via documentation, quick reference guides, and tight feedback loops

Reference Highlights

• Strategic thinker who balances big picture with smaller functions
• Adaptable and navigates challenges effectively
• Keeps team motivated and engaged
• Creates a welcoming, inclusive environment
• Maintains high efficiency and productivity
• Strong leadership during uncertainty (COVID)
• Innovative approach to launching a remote intern program
• Advocates for interns (secured full-summer pay and return offers after cuts)
• Built a durable program framework that remains in place years later
• Launched a mentor program with lasting impact and company-wide influence
• Grew intern program year over year and increased leadership buy-in
• Uses feedback loops (surveys) to improve programs
• Strong external relationship-building with universities and community orgs
• Effective cross-functional partner (TA, compensation, marketing, DEI)
• emotionally intelligent
• self-governed / strong self-management
• excellent at building and maintaining relationships with supported business units
• strong listener (hears what is said and not said)
• reads the room well
• quickly identifies improvement and efficiency opportunities
• makes viable recommendations
• drives adoption of better ATS note-taking practices
• improves team continuity when recruiters are out of office
• knowledgeable about job market and market rates
• effective at negotiating offers within budget
• very effective at closing positions
• higher time-to-close performance than peers (per candidate report to mentor)
• fills more positions than peers (per candidate report to mentor)
• handled more requisitions than peers (per candidate report to mentor)
• Natural leader
• Positive
• Confident
• Accountable
• Leads with empathy
• Deep knowledge from having done the work as an individual contributor
• Strong big-picture understanding
• Core strength in improving processes
• Ownership mindset; owns the work
• Focuses on creating positive and efficient experiences for team and candidates
• Brings people together effectively
• Doubled internship program size at TruStage
• Built partnerships with 15 higher-education institutions
• Grew internship program exponentially at Avis
• Created and delivered multiple talent development learning sessions
• Significantly reduced time-to-hire at VISA

Experience

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