With more than 20 years experience in Talent Acquisition, Recruitment, Staffing and Human Resources I have worked across the Telecoms, Technology, Networking, Software, Hardware and IT sectors. Holding Director level managerial leadership positions at MCI Worldcom, Siebel Systems and Ericsson I have a wealth of in-house recruitment experience. My specific niche is in building and managing successful in-house recruitment teams focusing on direct candidate generation, employee referrals, social media and non-agency approaches to sourcing the best talent possible. I have always held international roles with responsibility for Europe, Middle East and Africa and have also held recruitment jobs based in Hong Kong, Australia and South Africa. I have several years experience as a head-hunter and agency recruiter in my early career, in Engineering, Aerospace and IT recruitment and have also worked at the pan-European Director of Human Resources for 3 years at Redback, covering Employee Relations, Business Partnering, Recruitment, Compensation, and HR Operations. Specialties: Talent Acquisition, Recruitment, In-House Recruitment, Managing recruitment teams, Candidate Generation, Sourcing, Staffing, Human Resources, HR Business Partner, Corporate Recruiter, Strategy, Social Media, Leadership.

Head of Recruitment, EMEA @ I am currently responsible for a pan-EMEA team covering all verticals of recruitment across countires including UK, France, Germany, Netherlands, Switzerland, Saudi, UAE, Poland, Russia, Sweden, Turkey, Italy, Spain and South Africa. The model I have driven into Brocade is based around quality of hire. The team are hand-picked senior players focusing on full life cycle recruiting, my challenge has been moving away from transactional recruitment and upskilling the team into senior recruiters tasked and targeted on the quality of the employees they bring on board as well as the time to fill. Our costs are very low as we run a non-agency model. The set up includes a three stage candidate generation approach, name gathering/identification, qualification and approach. I have also implemented social media candidate generation strategy. Some key wins during the past 3 years include: • Complete transformation from an under trained low performing recruitment team into a world class team of senior recruiting partners. • Implementation of LITP to run alongside Virtual Edge (our ATS) helping to build and track pipeline activity. • Development of Recruiter Best Practices guide and training and upskilling the recruiters and hiring managers. • Candidate selection and measuring quality of hire. • Reporting by implementing Recruitment Dashboards to share with the Regional VP. • Partnership with the HR Business Partner team and implementation of good solid communication amongst the larger HR population. From October 2010 to Present (5 years 3 months) HR Staffing Director EMEA @ Responsible for Staffing/Talent Acquisition and HR for all European staff. • Part of the EMEA Management Board as a strategic key stake holder. • Recruitment of highly skilled sales engineers and account managers across the region. • Executive recruitment of a new VP Sales EMEA and various Country Managers and Sales Directors. • HR Business Partner to the VP Sales EMEA, advising on organisational change, employee relations, compensation, reward, training and recruitment. • Key achievements included the set-up in emerging markets like Israel, Turkey, Russia, South Africa and UAE. Hired the “first man on the ground” partnering with local Ericsson offices to put infrastructure in place. • Managed the European recruitment partners, reviewed PSL and reduced cost per hire by introducing direct recruitment model. Reviewed Employee Referral scheme and internal recruitment. • Coached senior leaders and junior line managers on Best Recruitment Practice and selection and interview techniques. From October 2006 to October 2009 (3 years 1 month) Recruitment Manager EMEA (Interim) @ 6 month contract. Strategic overhaul of existing recruitment practice. Reviewed PSL and introduced direct recruitment model focusing on job-boards, referrals and internals. Implemented interview training program. From January 2006 to August 2006 (8 months) Recruitment Mgr - EU (Interim) @ 9 month project to overhaul the pan-European recruitment model. Hiring a new 6 person Recruitment team, rolling out a new candidate management system and best recruitment practice model. Set up MBA and Graduate recruitment and hired a full time recruiter to manage the process. From January 2005 to November 2005 (11 months) Exec Talent Aquisition (Interim) @ 6 month project consulting with Yahoo! Europe to hire executives and remodel existing recruitment process. From June 2004 to November 2004 (6 months) Staffing Director @ • Responsible for an open headcount of approx 120 hires per quarter across Europe, Middle East and Africa • Implemented complete overhaul of recruitment process across Europe to move away from agency dependent model and introduce direct channels. • Up-skilled my remote team of 12 direct reports and 10 in-direct reports to assume new staffing model. • Outsourced Sales Recruitment to Capital Consulting, set up and managed the 3 on-site Capital recruiters. • Involved with a sales up-skilling project for 2000 sales employees to evaluate performance. • Re-negotiation of PSL both agency and e-Recruitment suppliers, including web based advertising agreements with most key job boards across Europe. From 2003 to 2004 (1 year) Recruitment Manager - EMEA @ • Responsible for in house recruitment in all verticals and geographies across EMEA. The main areas of activity were UK, Ireland, France, Germany, Spain, Italy, Brazil, India and Australia. • Transitioned the recruitment from a local country based agency model by the implementation of new recruitment procedures and processes to centralise all the recruitment and reduce the cost per hire. • Hands-on day to day recruitment of 30 + new hires per quarter across IT, Engineering, Sales, Marketing, Finance, Product, Administration, Senior Management and Executive. • Set up country based agreements with job boards covering both CV posting and database searching. Specifically looking at alternatives to Monster. Including country based agreements with totaljobs.com, seek.com.au and jobsdb.com. • Providing knowledge and training to the business on current recruitment trends, interview techniques and local country laws and regulations. • Executive recruitment for VP level and above. • European roll out of “Recruitsoft” a global web based candidate management system. • Centralising and implementing an Employee Referral Scheme. • Establishing an e-recruitment advertising PSL for each country and each vertical. Maintaining and tracking customer satisfaction for established agency PSL. • Recruitment, Training and Management of 1 junior Recruiter. From 2002 to 2003 (1 year) EMEA Recruitment Manager @ Recruitment Manager (Acting Director), Europe Middle East & Africa Within the HR function Siebel employed a Corporate Recruitment model consisting of highly trained world class recruiters to drive and develop their high volume staffing requirements. During my time with Siebel I managed various recruitment projects for verticals including Sales, Services/Consulting, Finance, Engineering, Legal, Technical Support, Telesales, Marketing and Graduate/MBA. These requirements ranged from Country Manager to junior call centre staff across UK, Ireland, France, Germany, Holland, Belgium, Nordics, Italy, Spain, Portugal, Switzerland, South Africa, Hong Kong and China. My day to day responsibilities as Recruitment Manager EMEA consisted of:- • Line manager responsibility for a team of 36 recruiters/resourcers across Europe. • Responsible for reducing cost per hire from US$30k to US$9k which included the reduction of our agency hires. • Training the business on better recruiting practices including development and delivery of best recruitment practice documents. • Development and implementation of an e-Recruiting strategy including web based job boards and CV search agents this covered everything from Monster to web based research and name identification. • Implementation of a candidate management database in Europe and training my recruiters to utilize it. • Management of large scale advertising campaigns and career fairs. • Development and management of the Referral scheme. AsiaPacific Recruitment Manager: Siebel seconded me to Hong Kong for a 6 month period to manage a large recruitment drive of sales account managers for their Beijing, Shanghai, South Korea and Honk Kong offices. Based in Hong Kong I sourced, interviewed (face-to-face) and hired sales staff for these 4 offices. After 6 months I recruited a permanent Hong Kong based Recruiter who continued with the work after I had returned to Europe. From 2000 to 2002 (2 years)

B. Eng., Mechanical Engineering @ University of Sussex From 1990 to 1994 Nikki Morcom is skilled in: Talent Acquisition, Talent Management, Sourcing, Employee Relations, Account Management, Recruiting, Human Resources, Leadership, Temporary Placement, Personnel Management, Executive Search, Strategy, Management, Interviews