Siama O'Donnell

Results-driven, dynamic Head/Director of Talent with 25+ years designing and scaling in-house recruitment engines for high-growth and complex organisations across Corporate Services, HealthTech, Life Sciences, Finance, Professional Services and Technology. I excel at forging strategic partnerships with Boards and C-suite leaders, translating commercial goals into people strategy that delivers measurable outcomes 95% reduction in agency reliance, sub-30-day time-to-hire and >90% first-year retention.

I build Talent, HR and L&D frameworks from first principles workforce planning, employer brand, structured assessment, referral programmes, ATS/HRIS selection and metrics dashboards and coach Hiring Managers to hire well at speed. My remit spans corporate and digital functions with clinical expertise to ensure compliant, scalable growth. Equally comfortable in start-ups and complex enterprises.

Known for elevating under-performing teams into data-driven centres of excellence, I bring calm execution, curiosity and a bias for impact. I am calm under pressure, I deliver talent outcomes that move the dial on culture, capability and performance.

• Strategic Talent Leadership: Exceptional ability to align talent acquisition and management strategies with overarching business objectives, driving organisational growth and efficiency.
• Executive Headhunting Expertise: Proven track record as a seasoned head-hunter, specialising in Corporate, Tech & Clinical recruitment across diverse industries and geographies.
• Cross-Functional Collaboration: Skilled in working across teams and departments, fostering collaboration to achieve shared organisational goals and deliver measurable results.
• Change Management: Adept at recognising and implementing necessary course corrections, with strong influencing and engagement skills to lead teams through transformation and change.
• Actionable Strategy Development: Demonstrated ability to create clear, practical, and results-oriented plans to support organisational strategy and long-term objectives.
• Executive Credibility: High credibility with senior leaders, with the ability to communicate the measurable impact of talent initiatives and influence strategic decision-making.
• Organisational Development: Led workforce development initiatives, improving organisational culture, reducing attrition, and enhancing employee engagement through succession planning and leadership development.
• Diversity and Inclusion Champion: Expertise in embedding ED&I principles into recruitment and talent management strategies, expanding talent pools and fostering a more inclusive workplace.
• Data-Driven Decision Making: Experienced in analysing and reporting recruitment metrics, leveraging insights to improve operational efficiency and optimise talent acquisition outcomes.
• Innovative Talent Strategies: Skilled in designing and implementing agile and sustainable approaches to recruitment, assessment, and selection, delivering consistent improvements in quality of hires.
• Stakeholder Engagement: Proven ability to build strong relationships with C-Suite executives and senior leadership, serving as a trusted advisor on talent strategy and organisational transformation.
• Process Optimisation: Experienced in identifying inefficiencies and implementing streamlined processes that enhance team performance, reduce costs, and improve overall recruitment outcomes.
• Talent Managment
• Talent Auditing

Specialist qualification in Recruitment practices by REC