jacob.madsen@yahoo.co.uk, Mobile:+44 7733264833 Details:http://1drv.ms/1HRmB5G Articles written about Talent Acquisition http://1drv.ms/1BPutp1 PROFILE Senior corporate recruitment manager with extensive experiences. Business savvy with background in highly demanding major global/leading enterprise brand companies. Highly resourceful, with a structured data driven bottom line results focus, built on best practices strategies and execution. Complete talent acquisition cycle coverage (strategic planning to operational execution). Recruitment Process Outsourcing (RPO) Change Management, Team management, all built on a deep personal engagement with subject of all matters relating to recruitment/talent acquisition Multi-lingual English, German and Scandinavian MBA. Human Resources, Knowledge Management, Innovation, Change Management. KEY COMPETENCES •Corporate In-house talent acquisition recruitment management and execution for global leading excellence focused brand companies •Extensive knowledge/insight into latest and best practices in corporate talent acquisition thought leadership/trends (Recruitment 3.0, 4.0, 5.0) processes, structures, systems execution across attraction, EVP, brand, sourcing (direct/indirect), selection/evaluation social media channels, tools and solutions. •Comprehensive stakeholder management experiences with emphasis on ‘high touch interaction’ executing best practice. •Workforce HR planning and management process from audit to strategy execution. •External supplier/vendors PSL evaluation, contract negotiation and execution. •Change management analysis/execution process/structure sourcing, performance metrics reporting and evaluation. •Proven ability in meeting Key Performance Indicator (KPI) objectives and Service Level Agreements (SLA) •People management execution (on-site or remote) •For details and overview of my talent acquisition/recruitment knowledge please see: http://1drv.ms/1HRmB5G

Founder, Chief Recruitment Evolutionary Enthusiast @ - In excess of 400 members globally - counting a substantial number of globally noteworthy leading talent acquisition and recruitment knowledgeable people. How companies, their HR teams and senior management can obtain; ability, insight and knowledge of the channels, tools and solutions enabling impact and relevance in the entire 'people agenda' utilizing data, insight and knowledge leading to ability in building sustainable, competitive and successful businesses and organisations. Whether operational or strategic level, sourcing, engagement, content, Employer Branding, EVP, data, or post hire on-boarding, all topics covered in this group. A forum for like-minded and enthusiastic, passionate and engaged individuals from all over the world. Time for elevation, time for evolution of the entire talent acquisition/recruitment discussion, debate, insight and knowledge, for the benefit of the industry and its members, stakeholders (companies/organisations) and for HR Come and check it out: http://on.fb.me/1Pa0KdB and feel free to join From August 2015 to Present (5 months) Managing Partner @ HOLISTIC RECRUITMENT SERVICES Ltd. Various ad-hoc consultancy assignments for clients relating to best in class talent acquisition strategies and implementation, drawing on my past exposure and subject matter knowledge. 'Perform in the present, prepare for the future'​ -Existing structure/process/channel/tools/solutions audit and analysis -Evaluation and recommendation of most efficient and effective attraction/sourcing/hiring strategies -Implementation of plug&play or custom made solutions -Up-skilling/education of company/organisation employees to be able to execute 'best in class'​ 'Anyone only looking at part of the process/solutions of acquiring the right people for their open roles, not taking into consideration the myriad of elements (among others channels, tools, solutions) will miss the nuances that make a difference and deciding factors of whether getting a hire or not', . Current/latest project: Assisting US$ 3.0 billion value profitable enterprise IT technology (end point security) company Tanium Inc., US$ 200 million t/o, 200 employees, operating in top 10% of global enterprise market with establishment of presence in UK/Europe through hiring in sales, technical, channel and marketing. Achievements: 22 hires in 6 months, counting the most extraordinary people in capability and execution in true top 100 enterprise IT solution sales, engineering and supporting functions. In addition under Non Disclosure Agreement: Ad hoc/special assignments in the IT/Cyber security technology space (technical and non-technical) From October 2014 to Present (1 year 3 months) Head of HR and Global Resourcing Eteach Group Ltd. @ In charge of strategic group HR and Global Resourcing for this 70 employee national and international education sector job board and education recruitment solutions company. Reason for leaving: In brief, we were not the right match for each other, details upon request From February 2014 to July 2014 (6 months) Time taken out @ Time taken out to look after ill family member From January 2013 to January 2014 (1 year 1 month) London, United KingdomHR Recruitment Business Partner/Global Talent Acquisition Manager @ -Mature VC backed start up company (founded 2005) operating in Open Source Enterprise Content Management space with on-site or SaaS solutions. -Global HQ in the UK, office in Atlanta US, 275 employees in 14 countries. In use in 182 countries Tasked with both staffing of any open positions while at the same time changing set up from a 100% agency led solutions to an in-house function encompassing all aspects of talent acquisition Stand alone management of talent acquisition/recruitment from strategy to operational execution globally, reporting to Global HR Director. Responsibility for time to hire, quality per hire, cost per hire. Establishment of strategies and executing on direct sourcing and social media hiring and engagements. Carried out following tasks in relation to changing from 100% agency dependent talent acquisition to a stand alone in-house model: -Re-structure of global recruitment policy and accompanying processes -Evaluation of systems, processes, operational execution with subsequent changes, enhancement recommendation/implementation. -Evaluation and establishment of global Agency Preferred Supplier List with accompanying roll out of Service Level Agreement -Evaluation and recommendation for direct sourcing channels, (identification, negotiation and tests). -Recommendation and implementation of social media messaging/engagement channels and subsequent execution. -Establishment of internal employee referral scheme -Structure of strategy through to execution of graduate/Intern scheme. -Daily operational recruitment activities (sourcing, attracting, interviewing, evaluating, process management) -Headcount management, reporting (status, progress, cost, projections) Reason for leaving: Role being made redundant due to company difficulties (long term recruitment freeze) From May 2012 to November 2012 (7 months) Talent Acquisition Partner eBay Classifieds Group EMEA (contract) @ Responsible for Strategic and operational recruitment activities of a European business unit, providing additional support to other entities of the Global No 1 online classifieds company. Identification and hiring for sales, marketing, IT product and corporate business units. Participation and instrumental driver of: •Implementation of new EMEA talent acquisition structure and processes, including change to shared service model and execution •Supervision/coaching/co-operation of remote support team (CoE model) •Specialist roles talent mapping and engagement •Talent Acquisition ad hoc projects/assignments (across business units and geographies) Achievements: . 50 hires in 9 months, roll-out implementation of new EMEA wide recruitment structure/methodologies Reason for leaving: Contract role (fixed term) From November 2010 to September 2011 (11 months) Senior Sourcing Manager (permanent employment) @ Assigned direct sourcing project of highly complex roles across SAP EMEA region. From April 2010 to October 2010 (7 months) London, United KingdomMicrosoft Denmark Country Staffing Lead, Country Recruitment Manager @ RPO assignment for 420 employee sales, marketing and consulting services subsidiary of Microsoft Corp Objective: Implementation of all staffing/recruitment HR strategies met across 10 business divisions in accordance to RPO service delivery model and corporate HR. Talent attraction and fulfilment of roles. Microsoft DK’s brand and status (DK subsidiary winner of country ‘Great Place To Work’ for 4 consecutive years’ 2007-2010) maintained, enhanced, expressed and honoured in all internal/external activities. Achievements: Singlehandedly completed 40 assignments within 6 months – 85% direct hires, meeting delivery model KPI’s (time/cost and quality per hire) and Service Level Agreements. Participation and instrumental driver of: •EVP branding projects aimed at internal employees and external talent communities. •Establishment of talent pipelining initiatives identify and engage with potential employees (mapping, talent community groups dialogue/engagement) •Graduate recruitment hire campaigns. •Utilisation of shared service model structure •Supervision/management of remote resourcing assistant •Diversity campaign for hiring female talent. •Data monitoring analysis reporting to stakeholder management. Reason for assignment end: Microsoft Denmark exited RPO agreement with Kenexa From April 2009 to April 2010 (1 year 1 month) Copenhagen Area, DenmarkVerizon Business EMEA Staffing Lead Corporate Functions @ Part of 6 man team recruiters heading up new RPO arrangement for 800 employees European HQ business unit of global telecommunications company, Verizon Inc. Responsibility for EMEA wide corporate functions. From February 2009 to April 2009 (3 months) Reading, United KingdomSAP Nordic and Baltic Region, Senior Regional Recruitment Partner @ Regional responsibility across 4 countries, 400 employee business units - recruitment and HR related activities with focus areas: Cost per hire; Time to hire; Quality per hire. Overall objective: Provide management and implement change from 100% outsourced recruitment/talent acquisition model (agency, search & selection) to full in-house methodology, building and retaining talent pool for future use while fulfilling corporate HR / talent acquisition strategies. Participation and instrumental driver of: •Execution of structural and process changes for talent acquisition and HR to EMEA wide shared service model •Identification, selection, negotiation, management of PSL suppliers. •Introduction of new EMEA wide Applicant Tracking System (ATS) – SAP e-recruit as well as EMEA wide shared service model for HR and talent acquisition. •HR/talent acquisition strategy and operational processes audit •Implementation of hiring/line manager talent acquisition process execution •Competitor research/mapping and engagement •Branding and Employer Value Proposition (EVP) initiatives •Remote management of appointed sourcing partners as well as shared service centre staff, ensuring service and quality of delivery Achievements: 40 hires in 8 months. 35% external agency usage reduction in 8 months. Execution of Graduate Sales Academy Program across Nordic region, roll out of Applicant Tracking System and corporate EMEA recruitment structures and procedures. Reason for assignment end: Redundancy as a result of severe SAP share price drop (global economic crisis) all recruitment across SAP globally terminated. From September 2007 to October 2008 (1 year 2 months) Copenhagen Area, DenmarkSenior Recruiter Telecommunications @ Specialist global search & selection firm focusing on mobile telecommunications Permanent retained/contingency recruitment activities at senior and specialist technical levels within cell/mobile telecommunications. Positions up to CEO level for mobile operator groups, singular mobile operators and consultancies across Africa, Middle East and Eastern Europe. Reason for leaving: Market shift to Middle East From April 2006 to April 2007 (1 year 1 month) London, United KingdomFreelance Business Development Manager @ Sailing yacht design and build company. From January 2004 to March 2006 (2 years 3 months) London, United KingdomEuropean Business Development Manager @ Global US based independent OEM and CEM broker/distributor of electronic microchip components Achievements: through in excess of 200 personal client visits across 10 European countries secured business worth £3million. Reason for leaving: Redundancy as a result in European markets decline and shift towards Asia. From May 2002 to September 2003 (1 year 5 months) London, United KingdomSenior Recruitment Consultant Technology and Telecommunications @ Middle to senior management, Search consultant within telecommunications carrier industry. Achievements: Placements/hires in Nordics, Germany, Benelux and UK. Reason for leaving: Redundancy as result of global decline in telecommunication markets following USA 9/11 From September 2000 to September 2001 (1 year 1 month) German Account Manager, Contract Staffing @ Volt Europe subsidiary of Volt Inc USA, Recruitment firm specialising in IT staff working fixed term contracts. Achievements: Securing Preferred Supplier List (PSL) status for 4 major multinational companies, winning major new accounts, exceeded annual targets in 3 consecutive years. From June 1997 to June 2000 (3 years 1 month) London, United Kingdom

MBA, Management in Business Administration (Human Resources, Knowledge Management, Innovation & Change), Pass @ The Open University From 2003 to 2006 Bachelor, Sales and Marketing, Pass @ Copenhagen Business School From 1993 to 1996 Nysproglig Student/A'levels/High School, Studentereksamen (A'level/High School equivalent), Pass @ Herlufsholm Skole From 1977 to 1980 Jacob Madsen is skilled in: Recruitment/Retention, New Business Development, Staffing Services, Talent Acquisition, Graduate Recruitment, Europe, EMEA, Executive Search, Job Search Strategies, Sales Recruitment, Diversity Recruitment, Account Management, search, KPI, Multicultural