Jimmy Goose

About Jimmy Goose

I lead Talent Acquisition at AvidXchange, owning how the company hires across all levels, from high-volume roles to executive leadership.I don’t view TA as a support function. I treat it as a business lever.Hiring decisions directly impact growth, labor cost, and execution risk. My focus is building systems that bring discipline and predictability to those decisions.Over the past few years, I rebuilt the TA function into a model that scales. That included redesigning the operating model, implementing Greenhouse and Workday, and establishing clear governance around how hiring decisions get made.The shift was from reactive execution to proactive talent strategy.From “fill the req” to making the right hire, at the right time, at the right cost.We’ve also integrated AI across sourcing, assessment, and decision support. Not as a trend, but as a practical advantage to remove friction and increase signal quality across the funnel.The results:• Time to hire reduced by 50%, accelerating revenue impact in critical roles• Quality of hire up 50%• Referral hiring up 20%• Agency usage near zero, saving millions annuallyI’ve also built our in-house executive search capability, leading VP and senior leadership hiring without external firms.What differentiates my approach is how I think about the system behind hiring.Capacity models. Workforce mix (FTE vs contractor vs automation). Clear inputs, outputs, and accountability across the process.I build teams that perform, and functions that leaders can rely on when the stakes are high.

Experience

1. Director of Talent Acquisition

   AvidXchange, Inc.

   Nov 2020 — Present · Charlotte, NC, US

   Lead enterprise Talent Acquisition strategy and operating model in a PE-backed environment, aligning hiring with growth, labor cost, and execution priorities across the businessPartner directly with executive leadership and TPG to inform workforce decisions, delivering talent insights, hiring forecasts, and capacity planning at the C-suite levelRebuilt the TA function into a scalable system, shifting from reactive recruiting to a proactive, data-driven talent strategy focused on quality, selectivity, and long-term impactDesigned and operationalized a recruiter capacity model and live dashboards, enabling real-time visibility into workload, forecasting, and resource allocation across functionsLed enterprise TA technology and AI transformation, implementing Greenhouse and Workday and embedding AI across sourcing, assessment, and decision support to increase signal quality and reduce cycle timeBuilt in-house executive search capability, leading VP and senior leadership hiring without external firms and reducing vendor reliance from 10% to <1%(saving $2M+ annually)Drove measurable business outcomes:• Time to hire reduced by 50%• Quality of hire improved by 50%• Referral hiring increased by 20%Built and developed a high-performing TA team with strong engagement and accountability, raising the bar on hiring standards across the organization

Education

• East Carolina University

  BS, Political Science

  2003 — 2007

Skills

• Social Networking
• Permanent Staffing
• Social Recruiting
• Temporary Staffing
• Employer Branding
• Recruiting
• Recruitment Advertising
• Building Relationships
• Interviewing
• Talent Acquisition
• Staff Augmentation
• Screening Resumes
• Search
• Relationship Building
• IT Recruitment
• Cold Calling
• Staffing Services
• Applicant Tracking Systems
• Human Resources
• Temporary Placement
• Internet Recruiting
• Contract Recruitment
• College Recruiting
• Boolean Searching
• Networking
• Management
• Interviews
• Permanent Placement
• Business Intelligence
• Job Fairs
• Leadership
• Screening
• Hiring
• Linkedin
• Technical Recruiting
• Consulting