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Mariana Marini
Director-level HR & Talent Acquisition leader specializing in aviation and employee relations
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About
15-year Talent Acquisition leader in the airline industry who has run large, high-volume recruiting operations (6,000–8,000 hires/year) across airport ops, maintenance, IT, and inflight roles. Known for rebuilding TA workflows and ATS operations (iCIMS) to automate communications and improve compliance transparency—cutting onboarding from 6 to 2 weeks and improving time-to-fill—while also delivering multi-source Power BI KPI dashboards and leading change management for major ATS transitions (Taleo to SAP SuccessFactors).
Experience
Education
Key Strengths
- Led large TA teams (40+ at American Airlines; 15 with 3 managers at Spirit Airlines) across recruiters/coordinators and RPO partners
- Scaled and supported very high-volume hiring (8,000 hires/year at American; 6,000 hires/year at Spirit) across diverse workgroups including unionized roles
- Redesigned end-to-end recruiting/onboarding workflow and reduced onboarding time from 6 weeks to 2 weeks
- Improved time-to-fill to 6 weeks through ATS workflow optimization, automation, and process simplification
- Built KPI dashboards from scratch in Power BI combining multiple data sources (funnel ratios, recruiter load, hiring manager/location/division metrics, recurring roles, NPS)
- Strong change management during ATS transition (Taleo sunset to SAP SuccessFactors), driving recruiter adoption and engagement
- Operational rigor under urgency (secured and documented out-of-process headcount pre-approvals for critical GM hire)
Reference Highlights
- Excellent leader for talent/recruiting operations teams
- Great personality
- Strong recruiting/operations knowledge
- Exceptional work ethic
- Strong relationships with facility leadership and staff
- Well-liked and trusted by employees and stakeholders
- Process-oriented mindset
- Keeps stakeholders informed and aligned
- Seamless, efficient hiring process execution
- Consistently finds the right candidates (quality of hire)
- Strong use of analytics to clarify timelines and process status
- Improved decision-making for hiring managers
- Delivers results under tight timelines
- Significantly reduced time-to-hire (approx. 90 days to ~45 days)
- Best-in-class cross-functional collaborator
- Effective communicator across departments
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