Clidner Joseph

About

Recruiting leader in the agency/media space (Omnicom/Hearts & Science and WPP Media) who manages a small recruiter pod and builds operational systems to improve hiring outcomes. Known for process standardization and change management (Greenhouse templates, SLAs, automation) and for measurable stakeholder impact—e.g., cutting hiring manager response lag to 48 hours and partnering with a CFO to prioritize/stagger hiring based on capacity and budget.

Experience

Education

Key Strengths

• Led a pod of 2 recruiters across multiple business units (priority setting, workload distribution, coaching)
• Operationalized recruiting management with weekly prioritization framework and pipeline health checks
• Improved hiring manager response time from 3–5 days to ≤48 hours via internal SLAs
• Reduced offer acceptance blockers by aligning compensation expectations before final round
• Hands-on executive search support for high-impact roles (Business Development, Client Investment Lead) at Omnicom
• Strong HRBP partnership across workforce planning, headcount planning, retention/performance factors, and compliance
• Influenced CFO-level decision-making using capacity/urgency/financial tradeoff data; recommended staggered hiring approach
• Implemented standardized intake/kickoff process with templates, SLAs, and checkpoints; improved time-to-fill and trust with hiring teams
• Drove adoption through change management: pilots, friction removal (Greenhouse templates, scripts, automated reminders), and accountability

Reference Highlights

• effective individual contributor
• navigates difficult hiring managers
• consistent follow-up
• clear communication
• data-driven decision support
• provides market and salary insights to influence hiring decisions
• found and placed a strong candidate for a challenging role (candidate still with company)
• great partner across the organization
• proactive in providing updates to all involved
• seamless management of the recruitment process
• Leadership in a fast-paced recruiting environment
• Strong industry knowledge and understanding of people
• Consistently has strong prospects in mind when roles open
• Effortlessly filters through prospects
• Proactive and intuitive approach to improving hiring outcomes
• Influences executives’ thinking on candidate criteria and team needs
• Takes initiative to understand team workflow and pain points
• Identifies key skill sets quickly in applicants
• Smooths and improves the hiring process
• Acts as a voice for employees
• Strong communication across senior stakeholders, managers, and entry-level talent
• Highly personable and able to relate to diverse audiences
• Goes above and beyond; passion for people
• Critical contributor to team operations
• Provides strong insight on process and procedure
• Strong working habits
• Go-to resource for junior team members
• Confident and articulate communicator
• Influential in strategic meetings (helps sway decisions)
• Highly efficient
• Calming, confident presence
• Strong connector/collaborator
• Extremely reliable
• Trusted judgment and input
• Enjoys complex problems and challenges
• Prompt and on-time delivery
• High potential beyond role requirements