1. SOCIAL MEDIA
EMPLOYEE
BRANDING
Many companies have a presence on social media
for their retail side of business, but few have taken
the leap into social media for recruiting and
employee branding purposes. For two and a half
years, I helped manage and grow our social
channels (Facebook, Twitter, LinkedIn) for Sports
Authority’s employee brand.
By focusing on engaging our current fan base,
advertising to their friends, remarketing our
website visitors and through email marketing, we
grew brand followers by over 300%.
Leveraging current and new fans, we would
successfully push advertisements to increase job
application count across the country (geographic
targeting depending on our store or corporate
need.)

2. CAREER SITE
REFRESH
The project started in September 2014 with Career
Builder, our website manager and main designer.
Initial designs and revisions began in September
2014. Working with the Career Builder team, I
helped redesign the site and update a majority of
the content.
Outside of design changes, the job search
functionality was revamped to better the candidate
experience. A better selection of information was
taken from our applicant tracking system to better
refine what candidates were looking for.
We also added a blog to change our marketing
tactic from outbound job advertising and job
posting to take an inbound, content-based
approach.

3. CAREER FAIR
CREATIVE
UPDATES
In an attempt to increase our presence in colleges
across country, we planned on attending career
fairs across the state and needed new collateral.
Banners were designed in conjunction with out
marketing team. We created 2 versions to show
both store team members and corporate team
members. This way, the recruiters could decide
which was more appropriate for the fair.
Application Checklists were created by me for
potential applicants to follow up post-career fair.
Although a simple idea, many companies aren’t
providing follow up information for candidates.
The photography was from a recent shoot led by
me for more realistic team members.

4. IN-STORE
REFERRAL
PROGRAM
When our normal recruiting practices did not meet
the needs of stores across the Boston area, we
were forced to think outside our normal
advertising. Partnering with our HR Business
Partner and reviewing our hiring data, we decided
that a referral program was a good option for the
area.
Partnering with our internal marketing team, we
designed, printed and sent hundreds of referral
cards to selected stores.

5. NATIONAL
COLLATERAL
REFRESH
Every 2 years, our recruiting team refreshes in-
store hiring materials for all 460+ stores. These
materials include bag stuffers (4”x6”), business
cards (2”x3”), and posters (22”x28”). Creative and
design was done in conjunction with our internal
marketing team.
Bag stuffers followed our survey-based,
employment brand key benefits and provide a call
to action for candidates.
Business cards are perforated so the manager
could take down top candidates’ information on the
bottom half, and the candidate can take the top
part.
Posters had 2 options for store managers to place
in-store depending on their hiring need; Now Hiring
for an immediate need, Join Our Team for more
passive needs.

6. INTERNSHIP
VIDEO
After helping manage our 2015 summer internship
program, I wanted to create a recap video that
allows current interns to review their summer
projects and create an information piece for next
year’s applicants.
Working with our Training and Development video
team, we shot, edited and published the video for
external use.