Managing Director at Oleeo
Jeanette Leeds Maister is the Managing Director and Head of Americas at Oleeo, a pioneer and innovator in global recruiting technology solutions that is leading the way in the application of artificial intelligence. A front-line global HR practitioner who made the jump to HR technology, Jeanette currently leads the Americas region for Oleeoas a member of the global leadership team. Prior to Oleeo, Jeanette held senior Global Talent Acquisition roles at Lehman Brothers and Credit Suisse, where she was a customer of Oleeo. In 2019 Jeanette received the Stevies silver Female Executive of the Year award. She was recognized as an IT Women of the Year finalist in 2018 and won a SmartCEO Brava Award in 2017. Jeanette regularly speaks about Talent Acquisition at national HR events including the HR Tech Conference, Disrupt HR, SHRM’s Talent Management Conference, Recruiting Trends & Talent Tech Conference and the NACE conference. During her spare time, Jeanette serves as a board member for a non-profit focused on needs-based college scholarships. A graduate of Washington University in St. Louis, Jeanette also holds an MBA in Management from Columbia Business School.
Nearly 90% of HR leaders said they feel their organization has been ineffective or flat at increasing diversity representation, a Gartner report found. The same April survey of heads of Diversity, Equity and Inclusion (DEI) found that 69% are prioritizing advancing underrepresented talent. The report found that HR and DEI leaders must address the systemic bias embedded in their systems, processes, and stakeholders to truly increase the diversity of workforces. In this webinar, Oleeo explores how this can be done right from the beginning of the hiring process. Key themes explored will include: ● The importance of using brand content at every stage in the journey to be inclusive, engaging, and relevant to the unique questions diverse candidates have ● How to understand where your message is resonating and configure workflows that deliver inclusive, role-specific content at any stage in the candidate journey ● Pointers on how to ensure debiased job postings using technology ● Harnessing events to attract more diverse candidates ● Applying blind recruiting and AI-driven scoring to rank candidates based on their skills and competences alone ● Learning from data insights to know where DEI candidates are dropping out historically and planning improvements to help improve your next hiring cycle.