Tina M | MBA, MIS, CIR
Talent Acquisition | Talent Management
Sample of Completed Searches
Sample of Successful Closings
Director, Financial Systems - A leading multinational financial services firm specializing in asset & wealth management
​
VP, Go-To Market - Largest consumer goods company with over $80 billion in revenues
​
VP, Financial Systems - World's most prestigious investment banking firm
​
Director of Security - A leading hospital with world-renowned research facilities and recognized for over 100 years of innovation and commitment to patient care
​
Chief Information Security Officer - Retail consumer finance company whose services include personal credit, consumer lending, refinancing, and loans. Partnered with in-house HR to support the hiring ​process and successfully close the CISO position.
​
Global UCaaS Manager - Largest consumer goods company with over $80 billion in revenues
​
Executive Director (Wealth management technology group and the global banking and operations technology group) - A global financial services firm with more than 60,000 employees across 40 countries
​
Cloud Roles: Cloud Azure Infrastructure Lead, Cloud Engineer (Read Case Study) -An internationally recognized award-winning global insurance company with a distributed workforce exceeding 5000 employees.
​
Mobile Application Architect -A premier property & casualty super-regional insurance carrier with a history going back 100 years
​
Enterprise IAM Manager - Top ranked hospital among the nation’s best and the national best in 10 specialties
​
VP, Information Technology -Top selling luxury skincare brand distributed to over 150 countries around the world
​
Chief Data Officer - Headquartered in New York with 15000 + employees dispersed globally, the storied retailer renowned for its luxury goods and exquisite jewelry, has won several awards for design and craftmanship. Provided report and strategy to in-house HR which encompassed mapping out the talent market, benchmark information of salary, role, & skills and developed a leadership profile to guide search strategy.
​
Global IT Senior Manager, Manufacturing Technology - Leading global consumer hygiene, health and nutrition brands sold in 200 countries with over 40,000 employees
_________________________________________________
“Your genuine concern for the best interest of the candidate you represent aong with deep understanding of technical infrastructure & cultural climate of the company are unlike any other executive search firms I have worked with in the past. You engrossed me with essential information and meticulously explained how the role would be advantageous for my professional and personal growth — reasons that captivated me to consider the postion. The various phases of the hiring process were no surprise. I received and accepted a significantly generous offer which was directly the consequence of comprehensive preparation through the selection process and the relationship you and your team shared with the hiring company. I highly recommend you to my network as I would to anyone serious about advancing their career. Thank you!”
​
SB | Director, Financial Systems, New York, New York
​
Talent Acquisition and Talent Management Lead partnering with clients across various industries to build global tech teams that outperform, inspire and grow. A consultative partner and advocate to both clients and candidates, my role encompasses providing vision, strategies, insights and execution to attract, identity recruit and retain the brightest and best technology talent. Utilizing a range of data-driven, tech-enabled tools and platforms while continuously integrating the human component (EQ) across our executive search and consulting business, I help drive growth strategies, innovation agendas and business transformations. Serving clients and candidates, I am truly passionate about cultivating trusting and productive relationships that translate into tangible results.
I am committed to advancing diversity, equity and inclusion. Actively partnering with our clients to help advance their diversity and inclusion objectives, I focus on equity and equality when presenting candidates, with the goal of increasing representation of historically under-represented and under-resourced groups.
I bring 15+ years of practical and thought leadership, an MBA in management information systems earning the coveted student excellence award, a Master's from Cornell University, School of Industrial and Labor Relations along with industry certifications & training.
​
“Attracting, engaging and hiring top of the funnel talent requires an amalgamation of talent intelligent tools, continuous candidate engagement and emotional intelligence, themes that deeply resonate with me. The ultimate validation of my work is seeing my candidates retain purpose and outperform in their roles, which translates to their professional success and personal satisfaction.”
​
Tina M | Talent Acquisition & Talent Management
Selected Case Studies
Industry: Healthcare
Customer: One of the nation’s leading healthcare learning institutions at the forefront of the medical field. With roots going 200 years, it is recognized nationally and locally for excellent patient care, patient safely and the quality for healthcare experience.
Role: Director of Security Operations
Results: ​
-
Time-to-fill a record 29 days
-
Cost of New Millenium Consulting fee 3x lower than previous agency spend
-
Shifting the dependency from high-cost short-term contractors
-
As a leading threat expert, current director is leveraging his specific security kills, knowledge and credential to teach, mentor and train to build a high-performing cybersecurity team
-
As a respected industry veteran, he has the network to identify and attract new employees and create career roadmaps for employees and cross-functional teams.
Industry: Consumer Goods
Customer: World’s largest consumer goods company exceeding $80 billion in sales with products sold in 180 countries and over 100,000 employees.
Role: Global UCaaS (Unified Communication as a Service) Manager
UCaaS, or unified communication as a service, software serves as a communication and collaboration hub for organizations. With the onset of the pandemic, the shift to hybrid working has put cloud-based solutions in full focus. Teams is the fastest growing business app in Microsoft history. According to Microsoft CEO Satya Nadella, "Microsoft Teams is on its way to becoming a digital platform as significant as the internet browser or a computer operating system."
​
​
​
This individual would be an integral part of a team that would lead the future in developing the company global voice infrastructure and expected to have full command of UCaaS and CCaaS industry and extensive prior experience in designing and implementing UCaaS and CaaS technologies. Since the person in the role would work closely with stakeholders in South America, there was an overarching need for a bilingual candidate with native Spanish proficiency. Early on our research team discovered the highly technical candidates with diverse knowledge of multiple platforms did not satisfy the bachelor’s degree requirement. Educational requirements and target geographical location created unnecessary barriers. Our data revealed skills-based matching and remote flexibility significantly expanded the available talent pool. Although the mandate of a bachelor's degree and in person restriction was relaxed, the budget allocated was lower than the market rate. A daunting task-ahead, the employer brand and culture became the foundation on which we built our search strategy and was a key factor in delivering an accurate recruiting message to prospective candidates, and ultimately, in determining the success of the search. From our vast experience recruiting in the collaboration & voice space, we analyzed our internal data while external search focused on people who exhibited some degree of digital movement. After a thorough search, we identified and presented a slate of six diverse profiles.
​
The hiring process for the candidate who was extended and accepted the offer included performance assessment which assessed cultural fit & leadership, interactive assessment which assessed cognitive ability and reasoning and six rounds of technical, competencies and cultural fit interviews. Our success filling this role was attributed to meticulous understanding of the UCaaS industry, close relationships with qualified pool of candidates and most importantly CCE (continuous candidate engagement). The lead joining our client had expertise across unified communication capabilities: voice/VoIP, audio and video conferencing, instant messaging/chat team collaboration features and Contact Center, a win-win hiring outcome for all the stakeholders
“"Tina is one of the most passionate and dedicated recruiters I've crossed paths with during my entire career. Her superb communication skills, persuasion and reasoning abilities with forward-thinking mentality are like no other. I have the utmost respect for Tina and her ability to bring exceptional talent.”
- Isabella A | Director SME ACBS , FL
Challenges & Success:
The pandemic accelerated the need for digitalization, but as digital ecosystems expand so do risks associated with them. At a time of increasing cyberattacks and with the recent Great Resignation, the threat is not just external but internal — the cybersecurity job market more than any other function is experiencing a critical shortage of talent. According to (ISC)² Cybersecurity Workforce Study 2021, globally, the shortage of cybersecurity professionals is estimated to be 2.72 million.
Our client, a healthcare organization with an ambitious vision of re-imagining higher education and healthcare, has increased its revenue in the last four years to over five times. They’ve expanded their foothold in the healthcare industry growing exponentially through mergers and acquisitions. While this incredible growth is commendable, M&A transactions elevate the risk of cybersecurity incidents and make the need for cybersecurity even more acute. In a recent survey by Forescout, 62 percent participants agreed that their company faces significant cybersecurity risks by acquiring new companies, and expressed that cyber risk is their biggest concern post-acquisition. In 2021, 45 million individuals were affected by healthcare attacks. The number has tripled in just three years according to a report which analyses breach data reported to the U.S. Department of Health and Human Services (HHS) by healthcare organizations. Fortunately, the CISO at our client site is a visionary with innovative, transformational ideas who recognizes the need to continuously enhance security posture of the organization. Furthermore, leadership see cybersecurity as a key to innovation, rapid digital transformation and competitive advantage and agree with the CISO’s sentiments to proactively prepare for security risks and ensure data and critical systems are protected, thereby warranting expansion of the security team a business imperative. To keep up with the organization expansion, creation of a new role Director of Security Operations seemed fitting.
The Director of Security Operations would report to the CISO and would be responsible for the blue team and the red team that support the organization’s capabilities in threat Monitoring, network Forensics, incident response, threat Intelligence, UEBA, SIEM Management, IoT Security, Med Device Security, Digital Forensics, Data Protection and Adversarial Simulation. Experience in a complex enterprise environment leading a large cyber security team was mandatory. Along with a strategic mindset, hands-on capabilities with proficiency in managing/performing vulnerability assessments, penetration testing, red teaming and managing the scoping and assessment of security tests were vital.
In the 3rd quarter of 2021, the recently recruited in-house talent acquisition team embarked on the search for the ideal security leader. With suboptimal results, the leadership approved enlisting the help of an established firm to assist. With another five months into the search, which did not garner well-aligned profiles, New Millenium Consulting was given an opportunity to support this arduous search. Despite our reputation with past successes (offer to acceptance and quality of hire), as we embarked on this challenging assignment, we recognized that capturing the attention of qualified local Philadelphia security leaders required more than intelligent solutions, network and relationships. A customized marketing & sales outreach and CCE were even more vital to compete for highly coveted cybersecurity leadership talent among an increasingly shrinking pool of potential candidates. We needed to identify a security leader whose agenda was purpose driven with a shared vision & value of the organization, ability to manage people from wide-ranging corporate cultures, desire to apply deep knowledge and technical expertise while leading and mentoring a team comprised varying experience levels.
​
​
We entered the engagement with an advantage of a deep understanding of the organizational culture, relevant data points and talent market in the geographical location. An intake meeting followed a thought recruiting strategy where we went beyond the traditional pipelines and networks to ensure a robust and diverse candidate pool. Scouting through myriad talent channels, we identified 15 candidates. After a meticulous screening process which included qualifying hard and soft skills, understanding the candidate’s motivation, discovering their salary expectation, conducting reference checks, we shortlisted and presented four highly qualified profiles to the team. Three candidates were invited for initial interviews. Two candidates moved to the next interview stage. After each interview, we asked for candid feedback from the candidate and the team to understand if both wanted to move forward with the selection process. Through the interview process, there was continued preparation and communication to gauge the candidate’s interest, salary and timeline expectation and CTS (clear next action) which ensured engagement and commitment of both the candidate as well as the organization. After a comprehensive five rounds of individual, panel interviews and meetings with the CTO and CIO, our final candidate was extended an offer. The selected Director of Security Operation is a cybersecurity operations strategic leader with a deep background in offensive security testing, vulnerability assessments, and remediation including strategy development and operational excellence who has created highly efficient teams and delivered significant impacts to the business value chain. Director of Security Operation’s mindset and modus operandi is aligned with the organizations’ unique four-pillar model of academics, clinical, innovation and philanthropy which has helped transform the organization into the innovative, entrepreneurial model.
Challenges & Success: The client’s internal talent acquisition team worked on the Global UCaaS (Unified Communication as a Service) Lead role with limited success. Their fundamental TA strategy "to build from within" was ineffective and internal mobility practice was unproductive due to time constraint of training, learning and bringing the internal tech talent up to speed on innovative collaboration platforms that were still in the selection phase. In addition, the hiring goal encompassed a ambitious vision of creating a global UCaaS team separate from the existing domestic one. The onset of the pandemic escalated the need and urgency to support a distributed workforce. Covid-19 was a catalyst for digital change in 2020, accelerating trends that were already in motion. After a grueling, scrupulous vendor selection process, we were shortlisted and subsequently exclusively retained to work on the UCaaS Lead position.
​
Results: ​
-
Accelerated the process of finding and placing a highly qualified, diverse, well-rounded and culturally fit UCaaS Leader.
-
Provided comprehensive competitive intelligence report & insights for future hiring.
____________________________________________________________
Industry: Insurance
Customer: A well-established, customer-focused property and casualty insurance company rated “A” (Excellent) ranked as one of the largest P&C insurance group in the United States with a history dating back 100 years.
Role: Mobile Architect Lead
Results:
-
Time to fill was a record breaking 35 days.
-
Within 1 week, we were able to start presenting candidates for this role. Within 5 weeks, our client was able to announce the appointment of our chosen candidate, a recognized leader in the industry.
-
High Quality-of-hire rating
Challenges & Success: Despite considerable resources allocated and struggle to manage the recruitment process remotely, the client’s human resources team was unwilling to seek assistance from staffing firms for the Mobile Architect Lead position. A key source of skepticism within the client’s HR was their perception of external firms’ inability to comprehend the company culture and infrastructure. Meanwhile, the hiring team was growing frustrated as this was a critical role that required immediate attention and action. With some trepidation, HR approached us to partner and carry out a very targeted search & gather insights into the local market.
Having filled similar roles in the past, we recognized finding the right talent for a high in demand technology in a limited pool of experienced candidates was a big challenge, especially when most of these candidates are not actively seeking work and are considered ultimate needle-in-a-haystack. After a thorough job analysis, we determined the goals and parameters of the search. The ideal professional for the role would be innovative and able to evaluate and lead the current team intelligently as operations evolve. In this role, they would be acting as a strategic thinker, thought leader, internal consultant, trusted advocate, mentor, and change agent for application architecture within development teams. They would need to have expertise in architecting software solutions for mobile and web applications with emphasis on reuse, scalability, performance, availability, usability and security.
Rather than publicizing and advertising the position, our team conducted discreet recruiting and networking efforts. The outreach recruiting messaging was paramount to attract potential candidates to seeing the true innovation of the company and gaining interest. We rigorously mapped the market for candidates whose attributes were attuned to the needs of our client. With meticulous research and our established network, we identified, interviewed and briefed the proverbial needles in the haystack and introduced a shortlist of the three most suitable candidates within the first week after kicking off.
The selected candidate had an impressive resume of progressive leadership involving design, execution of cutting-edge mobile technologies. He also played an instrumental role in digitalizing and transforming the infrastructure in his most recent role. After a intense six rounds of interviews, an offer was extended.
“I just wanted to thank you for helping me find the architect position. Your help and guidance was crucial to my success from interview preparation to successful job offer and compensation negotiation. I thank you for providing me with your expert opinion on a range of issues throughout the interview process for which I will be forever grateful.”
- Akhtar A | Global Solutions Architect, PA