Entrepreneurial, global talent acquisition and executive recruiting professional with 20 year track of exceeding performance. Builder of high-performance recruiting teams in the technology and bio/pharma industries.

Founder & Managing Partner @ SL8Z is an innovative crowdsourced recruiting service that provides employers with a risk-free online recruiting solution, and independent recruiters, boutiques and researchers with a new way to place more of the candidates they already recruit. From October 2012 to Present (3 years 1 month) Sterling, VAExecutive Recruiting & Talent Acquisition Services @ Providing aggressive, performance-based executive recruiting and creative talent acquisition services. From July 2012 to Present (3 years 4 months) Washington D.C. Metro AreaVice President, Global Talent Acquisition @ Recruited to this Blackstone Group, $1.7B global pharmaceutical solutions company by former AOL boss to transform the talent acquisition function from a disjointed, US-centric, site based recruiting group comprised of contractors, to a dedicated global talent acquisition team supporting 1,100+ hires at over 20 locations on 5 continents. A member of the HR Leadership team, direct report to the SVP HR and member of the company's Senior Leadership Team, I formulated the global recruiting strategy, obtained ELT buy-in and support and personally recruiting an exceptional talent acquisition leadership team comprised of 4 directors within 45 days. Other key accomplishments include: • Realigned the US team to a function model supporting all manufacturing sites • Assisted in the hiring of all full-time recruiters • Deployed a hybrid org structure for the UK and EU • Developed 1-unified recruiting process • Implemented the global roll-out of new ATS (Taleo X) within 3 months • Established baseline recruiting metrics • Implemented recruiting CRM system (Avature) • Evangelized internal executive recruiting function saving the company over $1M • Designed and rolled out global employee referral program using Taleo and Avature From April 2011 to August 2012 (1 year 5 months) Somerset, NJSenior Director Talent Acquisition @ I lead the Talent Acquisition function for Knowledge Universe: Knowledge Universe is the nation’s leading early childhood and school-age education company, serving more than 300,000 children in 39 states and the District of Columbia. We employ more than 41,000 employees through more than 3,000 physical locations. You may know us better through our brands: • KinderCare® :: Knowledge Beginnings® :: Cambridge Schools® :: The Grove School®:: CCLC® Combined, these brands operate in 39 states and have more than 1,700 community-based early learning centers and employer partnerships. Centers provide care and education for infants, toddlers, preschoolers, kindergartners, and school-age children. • Champions® A nationwide brand, Champions provides educational solutions to children five to twelve years old via supplemental and enrichment programs. More than 600 programs across the nation meet learners’ needs through educational offerings that include summer science camps, before- and after-school learning experiences, and academic tutoring. From September 2010 to April 2011 (8 months) Founder & CEO @ BusinessElite was the first fully automated, social recruiting platform targeting the manager, director and VP-plus levels. The platform optimized traditional recruiting processes for the web and integrated social media sourcing, leadership assessment and sophisticated algorithmic matching to connect recruiters to the most qualified leadership candidates. Key Accomplishments: • Conceptualized the BusinessElite concept and defined the core business and product requirements. • Developed core matching and assessment algorithms. • Provided initial seed funding and continued funding by conducting retained executive search assignments. • Secured private, angel round of funding. • Recruited co-founder (former AOL Chief Learning officer) and Chief Marketing Officer (former AOL VP Online Marketing). • Selected onshore and offshore development resources. • Presented to venture capital firms and strategic partners. • Successfully launched private site “beta” – validating matching and assessment functionality. • Successfully launched public site in 2/2010. From January 2008 to September 2010 (2 years 9 months) Ashburn, VAVP Executive Recruitment and Talent Acquisition @ Took on additional responsibilities for managing the entire Talent Acquisition function for AOL. Key Accomplishments: Talent Acquisition • Led a transformation of the Director level and below Talent Acquisition model from requisition based to role based. Reduced staffing life-cycle by 50% and reduced staffing labor costs by 150%. Re-oriented talent acquisition mindset from requisition based “gatherers” to proactive talent “hunters”. • Talent Acquisition Performance Metrics 2007: 1,570 hires (below VP level); 41 days – average time to fill; $2460 average cost per hire 2006: 1,690 hires (below VP level); 47 days – average time to fill; $2,595 average cost per hire Zero voluntary team attrition for 2006, 2007 and until departure from AOL in December, 2007. • Implemented Web 2.0 hiring programs to enhance diversity, college and internal recruiting processes. • Key architect of the company’s “near-shore” sourcing model designed for high-volume staffing across North America, Europe and Latin America. • HR Executive lead on India talent program – supporting AOL India Research Center. From August 2006 to December 2007 (1 year 5 months) VP Executive Recruitment @ Recruited to AOL by the CEO, Vice Chairman and CTO with the mandate to build the executive recruitment function and raise the talent bar on all executive hires. Direct report to the EVP of Human Resources and member of the HR Leadership team. Original responsibility to recruit SVP+ positions quickly grew to all VP level roles and above – eventually taking over entire global Talent Acquisition function in 2006 – leading a team of 20 full time employees and 15 contractors with budgetary responsibility in excess of $10M. Key Accomplishments: Executive Recruiting • Developed streamlined recruiting process that reduced both time to fill and overall cost per hire. Created a candidate centric interview process that enhanced the AOL recruitment “brand” leading to better/faster hiring decisions with 90% offer acceptance rates. Put in place the first executive recruiting database system. Created and rolled-out a standardized interview process including interview score cards for interviewing executives. Developed distributed network of independent researchers to enhance AOL’s reach of industry talent while reducing executive recruiting costs. Reduced the dependence on executive search firms saving the company in excess of $750K in 2004, $1.2M in 2005, $1.5M in 2006 and $1.8M in 2007. • Designed the company’s first proactive executive pipeline program a key result of which was the hiring of the EVP Platforms within 20 days. Established the first executive diversity pipeline program yielding 33% diverse executive hiring for 2004 & 2005 and 40% diverse executive hiring in 2006. • Key Executive Hires include: CTO, CIO, Chief Legal Counsel, EVP Platform Technologies, EVP Development, Deputy Chief Legal Counsel, VP/Country Manager AOL China, SVP Market Research, SVP Voice Services, VP International Business Development. From March 2004 to August 2006 (2 years 6 months) Dulles, VAExecutive Recruiter @ Founding member of Microsoft’s Executive Recruiting team. Responsible for all executive level positions world-wide spanning all functional, technical, operational and staff groups. Directly supported the company’s CEO, CFO and GVP Platforms. Key Accomplishments: • Developed company’s search partner model: Forged key relationships with top search firms. Implemented flat-fee pricing structure. Re-vamped external search partner agreements with superior contract terms. Saved the company in excess of $1M dollars in first year. • Exceeded individual diversity hiring goal by 15%. 40% of hires were female and/or under represented minorities. • Key architect of the executive recruiting model, strategy and search execution process. • Drove the development of the company’s international executive search model. • Created the company executive offer presentation template. • Built the company’s executive level talent pipeline. • Coached senior executives on external executive recruiting strategies, tactics and best practices. • Worked with HR Generalists in the creation of recruiting specifications and requirements. • Received Outstanding Achievement Award during first year of employment. • Earned a 2-level promotion during first year. • Key Executive Hires include: CEO Microsoft China, President Microsoft India, Member of Board of Directors, Corp VP HR (chief HR position), Corp VP Marketing – Mobility Group, Corp VP & Controller, Corp VP MSN Operations, Corp VP Communication Sector & Solutions, Corp VP Strategy Planning & Performance. From March 2002 to March 2004 (2 years 1 month) Redmond, WAPrincipal @ Recruited to assist in opening of a new, Bay area office and lead recruiting efforts throughout San Francisco and Silicon Valley. Key Accomplishments: • Member of the firm’s Technology and Private Equity Practices. • Led search engagements for CEO, CMO, CFO and CIO assignments in the software, network infrastructure and hardware sectors. • Completed public company CFO search in 22 days. • Created the East Bay Executive Forum for technology CEOs and developed the firm’s Venture Partner Recruiting Program. From February 2001 to February 2002 (1 year 1 month) San Francisco, CA

Bachelor of Science (B.S.) @ University of Massachusetts, Amherst From 1978 to 1982 Glenn Fox is skilled in: Talent Acquisition, Executive Search, Applicant Tracking..., Talent Management, College Recruiting, Technical Recruiting, Strategic Planning, Internet Recruiting, Recruiting, Sourcing, CRM, Personnel Management, Deferred Compensation, Interviews, Marketing, Human Resources, Management, Taleo, Search, Strategy, Networking, Crowdsourcing, Leadership, Onboarding, Program Management, Temporary Placement, Market Research