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# Hunter Richardson, 🅶🆂🅳

**Headline:** Hands\-On People & Talent Professional \| Member of LinkedIn Hiring Advisors \| Ex\-Goldman Sachs \| Ex\-L3 Harris \| Ex\-ADP \| Start\-up Builder \| AI Master
**Profession:** Hands\-On People & Talent Professional \| Member of LinkedIn Hiring Advisors \| Ex\-Goldman Sachs \| Ex\-L3 Harris \| Ex\-ADP \| Start\-up Builder \| AI Master
**Location:** Salt Lake City, Utah, United States

## About

Hunter Richardson is Head of Talent at Palladyne AI and a hands\-on people and talent professional with experience building, leading, and improving talent acquisition and people operations functions\. A member of LinkedIn Hiring Advisors, Hunter has worked across technology, AI, staffing, finance, healthcare, consumer products, real estate, and international operations, including roles with Goldman Sachs, L3Harris Technologies, ADP, D\-Wave Systems, LiveView Technologies, Homie, ZAGG, and Nav\. Hunter’s strengths include recruiting strategy, technical and executive recruiting, talent advisory, HR business partnership, onboarding, HRIS and ATS operations, workforce reporting, process design, employer branding, and hiring\-manager enablement\. At LiveView Technologies, Hunter led a senior recruiting team averaging more than 150 hires annually, reduced external\-agency reliance by more than $500,000 year over year, and led selection and implementation of JobVite through an RFP involving more than 10 ATS vendors\. At ZAGG, Hunter hired 95% of strategic 2019 headcount in the first quarter and later hired more than 50 strategic 2021 hires in the first half of the year\. Hunter has also built a physician talent pool of more than 500 professionals, increased that pool by more than 25%, and supported contingent\-staffing programs for major Fortune 500 clients\.

## Services

- Recruiting
- Human Resources
- Onboarding
- Sourcing
- Management
- Strategic Negotiations
- Planning Consultancy
- Client Liason
- Customer Liason
- Marketing
- Client Representation
- Talent Acquisition
- Coordination
- Screening
- HRIS
- Internet Recruiting
- IT Recruitment
- Sales Management
- Training
- Benefits Negotiation
- Technical Recruiting
- Negotiation
- Leadership
- Sales
- Consulting
- Temporary Placement
- Staffing Services
- Program Management
- Screening Resumes
- Interviews

## Highlights

- Leads talent as Head of Talent at Palladyne AI\.
- Led talent acquisition at LiveView Technologies before its Series B funding round, with the record citing a 2022 valuation of $1 billion and a potential 2023 valuation of approximately $3 billion\.
- Led a senior recruiting team at LiveView Technologies averaging more than 150 hires per year\.
- Reduced LiveView Technologies’ external\-agency reliance by more than $500,000 annually year over year against the cost of the full TA team\.
- Led an RFP involving more than 10 ATS vendors and coordinated purchasing, legal, and IT to select and implement JobVite at LiveView Technologies\.
- Built a real\-time headcount dashboard against annual hiring expenditures and developed SOX\-compliant hiring processes at LiveView Technologies\.
- Hired 95% of ZAGG’s strategic 2019 headcount within the first quarter\.
- Hired more than 50 strategic ZAGG 2021 hires in the first half of the year following the pandemic\.
- Managed HRBP responsibilities for a 200\-plus\-employee U\.S\. operations business unit at ZAGG\.
- Implemented an ATS, recruiting SOPs, processes, procedures, policies, and auto\-recruiting for ZAGG call\-center and warehouse recruiting\.
- Managed more than 80 job requirements per month with positive scorecard standing for Q Analysts’ Fortune 500 MSP/VMS staffing programs\.
- Supported contingent staffing programs at Q Analysts for Nike, Johnson & Johnson, Genentech, Akamai, McKesson, Ventana Medical Supplies, and LSI Logic\.
- Built a physician talent pool of roughly 500\-plus physicians at VISTA Staffing Solutions\.
- Increased VISTA Staffing Solutions’ physician pool by more than 25% through a nationwide sourcing search\.
- Managed physician and national\-hospital relationships at VISTA Staffing Solutions that brought in millions in revenue\.
- Managed end\-to\-end recruiting, payroll, onboarding, training, benefits and payroll migration from a PEO, and employment compliance at GreenSmartLiving\.
- Managed resume\-mining and sourcing operations, reporting, metrics, process improvement, and nationwide employee development for Goldman Sachs through ADP RPO\.
- Recruited experienced hires for Goldman Sachs Finance, Risk, and Technology through ADP and was promoted to manage recruiting for several Engineering/Technology business units in the Americas\.
- Managed talent acquisition across 11 business units at L3Harris Technologies and administered affirmative\-action, EEO\-1, onboarding, FLSA classification, compliance, turnover reporting, and career\-path activities\.
- Conducted more than 100 phone\-based candidate prescreens weekly while leading site recruiting and Utah expansion support at Vivo Inc\.
- Served as Principal, Talent Advisor at D\-Wave Systems Inc\. concurrently with Head of People and Talent at Pedego Electric Bikes\.
- Directed Iraqi recruiting operations for local and third\-country nationals and supported staffing for six large water\-purification, manufacturing, and bottling plants in Iraq\.
- Supported corporate events and marketing at Pacha Group in a 30,000\-square\-foot New York City venue, serving clients including MTV, Pepsi, J\.P\. Morgan, Deloitte & Touche, GQ Magazine, DKNY, Capital Records Group, the American Cancer Association, Goldman Sachs, and Columbia Law School\.

## Experience

- **Head of Talent at Palladyne AI** (2025\-01\-01–2026\-01\-01)
- **Head of People & Talent at Pedego Electric Bikes** (2024\-01\-01–2025\-01\-01) — \-Concurrent with role @ D\-Wave
- **Principal, Talent Advisor at D\-Wave Systems Inc\.** (2024\-01\-01–2025\-01\-01) — \-Concurrent with role @ Pedego
- **Head of Talent at LiveView Technologies** (2022\-01\-01–2024\-01\-01) — \-Hired to build out the TA functions and own the leadership oversight pertaining to all matters talent advisory & acquisition at LVT right before acquiring their Series B funding round \(2022 valuation: $1B  \| 2023 potential valuation: ~$3B\) \-Responsible for the design and application of talent acquisition strategies \-Assisted in the development of a robust talent dashboard for headcount management against the annual budgeted/hiring expenditures in real\-time \-Lead & managed a team of Senior Recruiters averaging ~150\+ hires/year \-Upleveled and trained existing recruiting talent, optimizing for improvements or managing\-out if necessary \-Reduced dependency on external agencies, saving &gt; $500k annually Y/Y against cost of the entire TA team \-Streamlined operations, developed SOX compliant hiring processes, improved offer letters and onboarding as well as ongoing enablement \-Owned communication of metrics and reporting to ensure consistent accountability across all stakeholders \-Oversaw rel
- **Director, Talent Acquisition at Homie** (2021\-01\-01–2022\-01\-01) — \-Responsible for refining the talent acquisition practices and ensured and curated a delightful candidate experience, diversifying Homie and being equitable and inclusive\. \-Set the vision strategy to help Homie achieve aggressive growth goals for the next 5 \+years and rally all divisions across the organization around that vision and strategy\. \-Recruited and engaged great problem solvers and collaborators\. \-Built diverse, inclusive teams where everyone can be their authentic, best selves at work\. \-Defined and executed on an employment branding strategy that positions Homie to be continued as an employer of choice, and drive candidates to find their passion, drive change and build people\. 𝐁𝐮𝐢𝐥𝐭: Executive P&L Dashboard, TA Reports, DEI/Affinity Networks, TA Team, KPIs 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐞𝐝: Competency Based Interview Structure, SOPs 𝐂𝐫𝐞𝐚𝐭𝐞𝐝: Comp\. Structure/Philosophy, Talent Team as Advisors
- **Manager, Talent & HR Business Partner at ZAGG** (2021\-01\-01–2021\-01\-01) — \-Managed all recruitment operations for the United States\. Hired 50\+ of strategic 2021 headcount within first half of a year coming out of pandemic\. \-Responsible for the development and execution of corporate recruiting strategies and best practices\. \-Developed efficient warehouse structure and reorganization\. \-Instrumental in evaluation of talent according to business units \(3\), brands \(7\) and industry categories \(2\)\. \-Implemented an auto\-recruiting system with empowering people managers regarding call center and warehouse recruiting\. \-Managed Leave Administration, ER, investigations, talent advisory duties to Executive team\. \-Maintained Operations Division HR Business Partner responsibilities of a 200\+ employee business unit across United States\. 𝐁𝐮𝐢𝐥𝐭: Affinity Networks, TA Dashboards, TA Reports, KPIs, positive TA reputation 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐞𝐝: New ATS, TA SOPs/processes/procedures/policies 𝐂𝐫𝐞𝐚𝐭𝐞𝐝: Comp\./JD alignment, Streamlined Onboarding, Trust in the Talent Org
- **Manager, Talent Strategy at Nav Inc\.** (2019\-01\-01–2021\-01\-01) — \-Managed the recruitment process and was a trusted advisor on all things talent acquisition to Executives and all levels of management\. \-Managed and point\-of\-contact for various SMB funding products\. \-Developed and maintained successful external/internal recruiting programs that build brand awareness and consistently provide a pipeline of top technical talent\. \-Generated regular recruiting reports showcasing key recruiting metrics define, track and analyze talent metrics to develop practical tracking and reporting methods to monitor and improve hiring performance\. \-Optimized and evolved our hiring processes and practices as we continue to scale\.
- **RPO Recruiting Operations Manager, onsite at Goldman Sachs at ADP** (2019\-01\-01–2019\-01\-01) — \-Responsible for the day to day operations of the resume mining and sourcing department for Goldman Sachs\. \-Responsible for reporting, metrics, and continuous process improvements\. \-Responsible to mentor, coach and develop employees across the United States\.
- **Recruiting Manager at ZAGG** (2019\-01\-01–2019\-01\-01) — \-Managed all recruitment operations for the United States\. Hired 95% of strategic 2019 headcount within first quarter\. \-Was responsible for the development and execution of corporate recruiting strategies and best practices\. \-Developed job posting in partnership with HR and hiring managers\. \-Built strong relationships with stakeholders as a consultant and SME\. \-Utilized recruiting data to drive decisions and make talent recommendations\. \-Had ownership of all recruiting and employment branding initiatives\. \-Developed diversity and inclusion initiatives to make the organization an employer of choice\.
- **Engineering/Technology Recruiter at Goldman Sachs** (2018\-01\-01–2019\-01\-01) — \-Converted/Promoted to managing the recruiting process for several business units within the Engineering/Technology Division for the Americas
- **Risk/Finance/Technology Recruiter, ADP RPO, onsite at Goldman Sachs at Goldman Sachs** (2016\-01\-01–2018\-01\-01) — \-Via ADP, responsible for Experienced Hire Sourcing/Recruiting for the Finance, Risk and Technology Division in our Salt Lake City office \(the 4th largest Goldman Sachs location globally\)\.
- **Talent Acquisition at L3Harris Technologies** (2015\-03\-01–2016\-10\-01) — \-Managed the recruitment process over 11 business units \(Finance, Legal, Ops Proposals, IT, Business Development, Product/Program Management, Shared Services, Government Property, Quality, Stores and Facilities\)\. \-Sourced, recruited, interviewed, tested and worked with Managers/Directors/Executives in specific departments to select top performing candidates\. \-Worked closely with managers to determine hiring needs, provide suggestions/ideas regarding how best to meet their recruiting efforts then implement those actions to meet hiring goals\. \-Identify sources of candidates and initiate/maintain relationships with outside sources such as employment agencies, recruiters, job boards, networking sites, and job fair sponsors\. \-Assisted with the evaluation, selection criteria, and testing techniques to ensure compliance to standards develop and implement revisions as necessary\. \-Actively involved with the recruiting software, training employees on its use, and interfacing with the vendor\(s\)
- **Manager, People Operations & Talent at GreenSmartLiving** (2014\-04\-01–2015\-03\-01) — \-Managed the entire recruiting process\. \-Managed payroll process and implement ADP from G&A payroll processing\. Distribute and manage commissions and bonuses across the organization\. \-Ensured accurate maintenance of all employee records and files\. \-Managed on\-boarding of new employees & continuous support/education\. \-Managed and administer training for all new hires\. \-Oversaw employee recognition program\. \-Executed garnishments and obtain state licensure with regards to unemployment and taxes\. \-Monitored all hiring and recruitment processes for compliance with all local, state, federal laws \(EEO, FMLA, ADA, Affordable Care Act, etc\.\) and company policies & standards\. \-Assisted with the smooth transition of all GSL employees from a PEO \(Professional Employment Organization\) to direct employment by GSL including migrating all benefits and payroll\. \-Military liaison for marketing department\. \-Managed all trade shows and act as marketing coordinator\. \-Managed all POS materials and sales in
- **Lead Talent Acquisition at Vivo Inc\.** (2013\-07\-01–2014\-04\-01) — \-Managed site recruitment efforts in addition to building out Utah expansion efforts from California\. \-Processed daily/weekly reports of recruitment efforts, identify recruitment needs and meet with the Senior Management and client representatives to formulate recruitment forecast\. \-Responsible for the sourcing of talent through existing/external databases \(Dice, CareerBuilder, Monster, local sourcing sites\), contacts and direct recruiting\. \-Managed the recruitment process based on changing priorities and client needs\. Proactively source candidates in assigned focus areas\. Follow internal process for submitting candidates to jobs and coordinate with the Account Servicing team\. \-Managed ATS/HRIS system and proactively engaged with VMS/MSP clients for successful candidature submittals through to offers extended\. \-Sup
- **Manager, Talent Acquisition & Enterprise Client Services at Q Analysts** (2012\-04\-01–2013\-07\-01) — \-Responsible for managing and supporting the process fulfillment of job requisitions over our MSP/VMS Fortune 500 clients' contingent staffing programs \(specifically Nike, Johnson & Johnson, Genentech, Akamai, McKesson, Ventana Medical Supplies and LSI Logic\)\. \-Supported all operational aspects of the program from HRIS requisition entry to placing talent and supporting their project progress\. \-Responsible for being the direct liaison between our clients and the company\. \-Maintained 80\+ job requirements per month while maintaining positive scorecard standing\. \-Educated, influenced and built managers’ competency for assessing talent provide coaching, guidance and steer as needed to all levels of the organization\. \-Supported introduction, development & promotion of targeted talent pipelines to deliver quality and quantity of desired candidates\. \-Managed recruiting consultative duties over the Business Intelligence Division nationally for Fortune 500 companies\. \-Worked closely with manag
- **Iraq HR/Recruiting Manager at Al Morrell Development / Oasis International Waters** (2011\-03\-01–2012\-04\-01) — \-Contracted to provide expertise to the United States Military and one of its primary contractors, \(Al Morrell Development\) in its drawn down and commercialization process from the operational theater in Iraq\. \-Responsible for the day\-to\-day operations and managerial duties over the entire international Iraqi recruiting division by means of employing local nationals and third country nationals\. \-Organized, implemented and directed cross\-functional teams of recruiting experts to analyze markets and processes and implement infrastructure improvements\. \-Integrated Human Resources \(HR\) and Recruiting into one cohesive division\. \-Arranged employee travel internationally and leave time cycles\. \-Evaluated staff performance and recommended opportunities for professional development\. \-Oversaw the sourcing, recruiting, hiring, and on\-boarding of local/international emplo
- **National Medical Recruiting Consultant at VISTA Staffing Solutions, Inc\.** (2009\-05\-01–2011\-03\-01) — \-Created and oversaw the execution of medical recruiting and consulting of physicians as well as medical establishments\. \-Responsible for building professional talent pool of roughly 500\+ physicians\. Source, qualify, recruit, screen, and place physicians in short\-term, long\-term, and permanent practice opportunities in the US and abroad\. \-Ensured all elements of assignments/contracts were completed on time, within scope, and within allocated budget\. \-Managed relationships with medical physicians and national hospitals for long\-term employment bringing in millions worth of revenue\. \-Planned and executed a nationwide sourcing search, resulting in a 25\+% increase in total physician pool\. \-Developed improvement strategies with special emphasis on scope, budget, and effectiveness\. \-Ensured all data was accurate in our custom HRIS/ATS system and provided sales support to each territory regarding data management, sales goals, and coordinated sales activities from conceptualization, to planni
- **Corporate Events & Marketing Intern at Pacha Group** (2008\-06\-01–2008\-08\-01) — \-Intense NYC internship strategically aligned with the Event Planning / Marketing Departments in hosting / marketing / negotiating outstanding corporate events in a 30,000 square foot multi\-level space\. \-Arranged event schedules and managed events to start on time, within allotted budget and to client’s specifications \- clients such as: MTV, Pepsi, J\.P\. Morgan, Deloitte & Touche, GQ Magazine, DKNY, Capital Records Group, American Cancer Association, Goldman Sachs, and Columbia Law School\. \-Assisted with the marketing of events as well as the overall venue by means of guerrilla marketing, SEO, and various campaigns throughout New York City, NY generating new clients and customers\. \-Developed the market research strategy and direction of that strategy into operating procedures\. \-Recruited and assisted with hiring candidates for our Marketing Representative Program\.

## Education

- Bachelor's degree, Business \(Marketing, Management, Finance\) — Westminster College

## FAQ

### What does Hunter do?

Hunter is Head of Talent at Palladyne AI\. Hunter is a hands\-on people and talent professional focused on talent acquisition, recruiting operations, people operations, talent strategy, and talent advisory\.

### What are Hunter’s professional strengths?

Hunter’s capabilities include recruiting, talent acquisition, sourcing, screening, interviewing, technical recruiting, IT recruitment, executive search, talent management, onboarding, human resources, employee relations, HRIS, ATS administration, benefits negotiation, training, leadership, team management, program management, vendor management, strategic negotiation, consulting, client representation, staffing services, temporary and permanent placement, staff augmentation, college recruiting, sales management, market research, cross\-functional leadership, and business intelligence\.

### What did Hunter accomplish at LiveView Technologies?

Hunter was hired to build the talent acquisition function and provide leadership oversight for talent advisory and acquisition at LiveView Technologies before its Series B funding round\. Hunter designed talent\-acquisition strategies, built a real\-time headcount dashboard against annual hiring expenditures, led a team of senior recruiters averaging more than 150 hires per year, and reduced external\-agency dependence by more than $500,000 annually year over year against the cost of the full TA team\. Hunter also developed SOX\-compliant hiring processes, improved offer letters, onboarding, and enablement, led an RFP of more than 10 ATS vendors to select and implement JobVite, and strengthened manager interviewing through formal scorecards and decision plans\. LVT was described in the record as having a 2022 valuation of $1 billion and a potential 2023 valuation of approximately $3 billion\.

### What did Hunter do as Director of Talent Acquisition at Homie?

At Homie, Hunter refined talent\-acquisition practices, emphasized candidate experience, equity, inclusion, and diversification, and set a vision and strategy to support aggressive growth over the following five\-plus years\. Hunter built an executive P&L dashboard, TA reports, DEI and affinity networks, a TA team, and KPIs implemented competency\-based interviews and SOPs

### What did Hunter accomplish at ZAGG?

Hunter held two roles at ZAGG\. As Recruiting Manager, Hunter managed U\.S\. recruitment operations and hired 95% of strategic 2019 headcount in the first quarter, while leading recruiting strategy, employment branding, data\-driven recommendations, and diversity and inclusion initiatives\. As Manager, Talent and HR Business Partner, Hunter hired more than 50 strategic 2021 hires in the first half of the year after the pandemic, supported three business units, seven brands, and two industry categories, managed HRBP responsibilities for a 200\-plus\-employee U\.S\. operations division, and handled leave administration, employee relations, investigations, and executive talent advisory\. Hunter also implemented an ATS and recruiting SOPs, processes, procedures, and policies introduced auto\-recruiting for call\-center and warehouse hiring

### What did Hunter do at Q Analysts?

At Q Analysts, Hunter managed and supported fulfillment of job requisitions for MSP/VMS contingent\-staffing programs serving Nike, Johnson & Johnson, Genentech, Akamai, McKesson, Ventana Medical Supplies, and LSI Logic\. Hunter maintained more than 80 job requirements monthly while maintaining positive scorecard standing, supported operations from HRIS requisition entry through placement and project progress, served as a client liaison, consulted nationally to the Business Intelligence division, and helped grow consultant headcount, gross margins, and client scorecard performance\. Hunter also developed talent pipelines, coached managers on talent assessment, supported recruiting events, and maintained compliant, standardized recruiting practices\.

### What did Hunter do at Nav?

As Manager of Talent Strategy at Nav, Hunter managed recruitment and served as a talent\-acquisition advisor to executives and managers\. Hunter was the point of contact for various SMB funding products, built internal and external recruiting programs and technical\-talent pipelines, reported and analyzed recruiting metrics, and optimized hiring processes and practices to support scaling\.

### What did Hunter accomplish at VISTA Staffing Solutions?

At VISTA Staffing Solutions, Hunter created and directed physician recruiting and consulting for physicians and medical establishments\. Hunter built a talent pool of roughly 500\-plus physicians, sourced, qualified, screened, recruited, and placed physicians in short\-term, long\-term, and permanent U\.S\. and international opportunities, and managed physician and national\-hospital relationships that generated millions in revenue\. A nationwide sourcing effort increased the physician pool by more than 25%\. Hunter also managed assignment scope, budget, and timing maintained accurate HRIS/ATS data and supported territory sales activities and data management\.

### What did Hunter do at GreenSmartLiving?

At GreenSmartLiving, Hunter managed end\-to\-end recruiting, payroll, onboarding, new\-hire training, employee recognition, employee records, commissions, bonuses, garnishments, unemployment and tax licensure, and hiring compliance across EEO, FMLA, ADA, Affordable Care Act, and other requirements\. Hunter helped transition employees from a PEO to direct employment, including payroll and benefits migration\. Hunter also served as military liaison for marketing and managed trade shows, marketing coordination, point\-of\-sale materials, and in\-house product inventory\.

### What was Hunter’s work with Goldman Sachs and ADP?

Hunter served in multiple Goldman Sachs recruiting operations roles, including through ADP RPO\. As a Risk, Finance, and Technology Recruiter via ADP, Hunter handled experienced\-hire sourcing and recruiting for the Finance, Risk, and Technology Division in Goldman Sachs’ Salt Lake City office, described in the record as its fourth\-largest global location\. Hunter was promoted into an Engineering/Technology Recruiter role managing recruiting for several Engineering/Technology business units in the Americas\. As RPO Recruiting Operations Manager onsite at Goldman Sachs through ADP, Hunter led day\-to\-day resume\-mining and sourcing operations, reporting, metrics, continuous process improvement, and employee mentoring, coaching, and development across the United States\.

### What did Hunter do at L3Harris Technologies?

At L3Harris Technologies, Hunter managed recruiting across 11 business units: Finance, Legal, Operations Proposals, IT, Business Development, Product/Program Management, Shared Services, Government Property, Quality, Stores, and Facilities\. Hunter sourced, interviewed, tested, and selected candidates with managers, directors, and executives managed job descriptions, postings, position approvals, background and reference checks, onboarding, and orientations trained employees on recruiting software and determined FLSA exempt and nonexempt classifications\. Hunter also developed affirmative\-action programs, filed EEO\-1 reports, maintained employment\-regulation compliance, produced attrition and turnover reporting, and supported career\-path programs\.

### What did Hunter do at Vivo Inc\.?

At Vivo Inc\., Hunter managed site recruiting and supported Utah expansion from California\. Hunter produced daily and weekly recruiting reports and forecasts, sourced through databases including Dice, CareerBuilder, Monster, local sourcing sites, contacts, and direct recruiting, and conducted more than 100 phone prescreens per week\. Hunter also administered ATS/HRIS processes, engaged VMS/MSP clients through offer stages, and introduced and cultivated innovative talent\-acquisition practices\.

### What were Hunter’s roles at D\-Wave Systems and Pedego Electric Bikes?

Hunter served as Principal, Talent Advisor at D\-Wave Systems Inc\. concurrently with the role as Head of People and Talent at Pedego Electric Bikes\.

### What did Hunter do at Al Morrell Development and Oasis International Waters in Iraq?

Hunter was contracted to support the United States Military and primary contractor Al Morrell Development during drawdown and commercialization activities in Iraq\. Hunter managed the Iraqi recruiting division for local and third\-country nationals organized cross\-functional recruiting teams integrated HR and recruiting coordinated international travel and leave cycles Hunter also oversaw recruiting, hiring, and onboarding for local and international employees supporting the construction and operation of six large water\-purification, manufacturing, and bottling plants in Iraq\.

### What did Hunter do at Pacha Group?

At Pacha Group in New York City, Hunter completed a corporate events and marketing internship supporting event planning, marketing, negotiation, and execution in a 30,000\-square\-foot multilevel venue\. Hunter arranged schedules and helped deliver events on time, within budget, and to client specifications for organizations including MTV, Pepsi, J\.P\. Morgan, Deloitte & Touche, GQ Magazine, DKNY, Capital Records Group, the American Cancer Association, Goldman Sachs, and Columbia Law School\. Hunter also supported guerrilla marketing, SEO, New York City campaigns, market\-research operating procedures, and recruiting for the Marketing Representative Program\.

### What is Hunter’s education?

Hunter earned a bachelor’s degree in Business, with study in Marketing, Management, and Finance, from Westminster College\.

## Links

- LinkedIn: https://www\.linkedin\.com/in/hjrichardson

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