About Kim Davis
A serial entrepreneur and talent acquisition and outsourcing subject matter expert. Successfully started and sold three (3) talent acquisition firms…4th largest career transition firm, top 10 contingency recruitment business, top 15 retain search firm, recruitment process outsourcing (RPO) firm ranked #5 on the HRO Today RPO Baker’s Dozen list, Inc. 500 company and the first talent acquisition firm to be ISO 9001 registered and Q1 certified. Helped two major corporations (Pontoon/Adecco and Sourceright/Randstad/Spherion) start their RPO practices as industry global leaders. Led Yoh RPO in getting recognized as only 1 of 4 global RPO providers as a “shining star” and “leading contender” on the Everest Group RPO PEAK Matrix report. Also helped Yoh achieve #3 status on the HRO Today Total Talent Management Baker’s Dozen list. Led Spherion’s strategic account and temporary staffing national sales program. Grew the group from 2 to 33 strategic accounts and from $10 million to $750 million in sales in just 2 years. Significant experience in M&A, coaching and leadership consulting. A former Vistage Chair who helped CEOs and senior executives become better leaders, make better decisions, deliver better results and grow both professionally and personally. Acted as a personal advisor and coach to CEOs of several large national/global recruitment firms. Led webcasts, been a featured conference speaker, authored numerous articles & whitepapers, and been published in several trade publications with topics ranging from the future of talent acquisition to most recently, the myths and features of RPO. In addition, served two terms as an HRO Today board member, providing vision and direction for the Recruitment Process Outsourcing (RPO) and Managed Service Provider (MSP) verticals. Acted as personal advisor and coach to CEOs of startups, small, midsize and enterprise national/global recruitment firms.
Summary of Services
RPO advisory services: * Leveraging my talent acquisition thought leadership and RPO expertise. A recognized pioneer in RPO. Started 3 national talent acquisition (RPO) firms who were recognized as industry top performers and then sold them to global recruitment firms * Advisory services for firms thinking about entering into the RPO field * startups * small to midsize RPO practices * enterprise RPOs * MSPs * Services include * Evaluate the delivery model for scalability and effectiveness * Evaluate the organization structure * Complete review of the financials * Assist in the development of a business plan * Develop a sales and marketing strategy to increase visibility, to narrow the focus, and to drive high volume growth * Introduce new sales channels* Introduce new competitive pricing models * Conduct market research for competitiveness * Evaluate the effective use of technology in the delivery model * Review the KPIs, SOWs and reporting capabilities * Review the contractual RPO agreements * Review the implementation/launch process model * Conduct a S.W.O.T. analysis * Act as an advisor to the executive leadership team * Help the team become better leaders, make better decisions and deliver better results * Act as a strategic consultant on both business challenges and opportunities * Help in making difficult decisions * Assist with M&A activities * Provide strategic guidance on the sale of the business
Featured Story / Recent News
The economic market is positioned for a mild recession. There will be some impact on the recruitment of new hires. However, with a 500,000 labor shortage combined with high employment attrition rates, the overall impact on hiring in 2023 will be somewhat limited. As we exit the recession, I anticipate high demand for hybrid RPO services where employers want to invest less fixed expense in their corporate recruiting staff. They will want to augment these smaller internal recruitment teams with RPO services where pieces and parts of the recruitment process will be outsourced. This will also help these employers avoid high traditional agency recruitment fees. I anticipate as we exit the recession it will be similar to 2010 after the 2008/2009 recession. The big RPO challenge will be scaling up their recruitment resources on a real time basis to meet the increased demand for this limited employment pool. There will be an even greater need for recruitment technology to drive efficiency, scalability, predictability, consistency, repeatability, and effectiveness.
Partial Client List
Confidential (only provide names when there is a real opportunity) * Firms thinking about starting a RPO practice * startups *small to midsize RPOs * enterprise RPOs
- North America
Awards & Recognitions
Awarded the Ernst and Young Entrepreneur of the Year award for the Midwest Region, and named a national finalist. Inducted into the Entrepreneurial and Business Excellence (EBE) Hall of Fame as an Honoree. Received HRO Today Superstar award. Holds an MBA from Western Illinois University and a BS in Business from Northern Illinois University. A Certified Personnel Consultant and a Certified Career Management Practitioner
Get in Touch
This company is in the business of talent solutions consulting and is located in the United States.