SUMMARY OF QUALIFICATIONS / SKILLS

• Over (10) years of sourcing and recruiting experience in various industries to include Financial, Healthcare, Operations, Retail and Executive Management.
• Experience utilizing various recruiting sources such as cold calling, resume mining, social media sites (i.e. LinkedIn), blogging, personal networking, organizations/associations and job boards.
• Works well with minimal supervision; self -directed.
• Effectively screen and interview candidates to assess skill and cultural fit.
• Create and post jobs to internet sites, newspapers, and other media
• Build a pipeline of candidates; and maintain relationships with qualified candidates and contacts.
• Manage candidates via various ATS- Taleo, Kenexa/ Brass Ring, Vurv, etc.
• Provide expertise to employer on the employment market to ensure competitiveness in hiring.
• Work closely with hiring managers, human resources manager, and executive leadership to determine hiring needs, trends, and recruiting strategies.
• Serve as primary point of contact for recruits and hiring managers throughout the interviewing process (i.e. status updates, answer questions, extend offers, and schedule start dates).
• Track, analyze, and report candidate pipeline status, recruiting trends, and key performance indicators.
• Contribute to continuous process improvement efforts.
• Represent employer at job fairs and on-site open houses.
• International HR expatriate administration.

EDUCATION: Confidential

EMPLOYMENT

Various Contract Assignments 12/99 current
Confiential, RPO

• Interview and refer candidates for pharmaceutical sales positions across a multi- state region.
• Track and report candidate compliance.

Park Place Motorcars

• Develop candidate pipeline for Sales Consultant positions.
• Utilize internet searches, social media, and direct sourcing methods to fill open positions.

Confiential,

• Recruit candidates for positions outsourced to ACS by clients including Raytheon, Verizon, Texas Instruments, Boeing, and Apple.
• Collaborate with the assigned business group leadership to enable them to achieve tactical and strategic resource requirements.
• Review opportunities for leveraging resumes to other internal clients (cross references)
• Manage all assigned requisitions to ACS guidelines for aging and metrics to fill.
• Demonstrate the ability to articulate both positive and negative feedback to ALL candidates in a professional manner. Demonstrate the ability to calmly address candidate challenges.
• Provide in-depth knowledge of the business segment strategic resource objectives and the talent acquisition functional area. Participates with senior management in developing senior level and executive talent resource objectives.
• Articulate job scope for high volume replacement positions and critical, strategic positions that advance the business group and SBU business goals. Additional outcome to significantly reduce turnover (90-day and long-term metrics).
• Partner with assigned line management to identify diversity strategies, for on-going slate development of candidates. Knowledge of targeted or niche boards leveraged to attract the desired diverse population.
• Collect feedback from hiring managers as pulse measurements of client satisfaction and build quarterly, unified reports on client satisfaction, candidate experience, turnover by group at the group, division, and SBU levels.
• Adhere to 100% compliance, zero tolerance policy for all regulations and laws.

T System

• Sourcing candidates for medical document company.
• Recruit passive candidates through direct sourcing, resume mining, and network referrals.
• Phone screen candidates for administrative, technical, and marketing positions.

Penson Financial Services

• Managed recruiting activities for professional and support staff, including sourcing screening, interviewing, and hiring of candidates.
• Worked with hiring managers and the interviewing team to develop and implement a recruiting strategy for job openings.
• Proactively recruit candidates utilizing a variety of sourcing including, internet postings and search, networking, employee referrals, and other additional cost-effective sources
• Acted as firm’s liaison with placement agencies and managed temporary employee on-boarding.
• Coached hiring managers on employment and interviewing processes.
• Positions included but not limited to Margins Analyst, AML Manager and Specialist, Client Services Specialist, Computer Operator, Dividends Specialist, Enterprise/ Desktop Support Specialist, Corporate Actions Analyst, and ACATS Analyst

Confiential,

• Full cycle recruiting for clinical positions at PPNT’s 29 locations.
• Reduced (21) open requisitions to (4) in 8-weeks by posting internet ads, cold calling, and attending job fairs.
• Sourced, selected, pre-screened and interviewed candidates onsite who met criteria defined by Area Managers.
• Consulted with Area Managers regarding candidate’s skill set to better support clinic needs.
• Performed background checks on viable candidates- extended offers to those candidates successfully clearing background screening.
• Phone screened 10- 20 candidates per day; Interviewed 7-15 candidates per week.
• Positions included but not limited to Medical Assistant, Assistant Clinic Manager, Clinic Manager, Area Manager, Payroll Coordinator, and Pharmacist.
• Coordinated focus groups to determine service offerings.
• Maintain state and county licenses for business and operators.
• Participated in continuing education seminars and classes for current trends and practices.

Confiential,

• Partnered with departmental management to oversee all aspects of strategic staffing activities, including entire life cycle recruiting. Cycle duties included sourcing, interviewing, extending offers, and salary negotiations.
• Negotiated full compensation packages- salary, time off, stock options, etc.
• Responsible for staffing (2) additional Call Center shifts from start up phase including management level, staff level, and support level staff (New shifts increased hours of operation by 50%, adding 32 additional hours of operating time per week).
• Performed efficient and detailed applicant tracking functions with regard to open requisitions, the number of candidates per requisition, and candidate selection.
• Provided feedback and consultation to hiring managers during interview process.
• Analyzed reports to determine trends, effective recruiting strategies, and long- term goals for the Call Center.
• Positions included, but not limited to, Call Center Representatives, Call Center Managers, Staff Accountants, Information Architects, QA Testers, Developers, Application Engineers, Network Admins, Financial Analysts, and Administrative Assistants.

Confiential,

• Heavy phone recruiting and screening for Northwestern and Southeastern regions (minimum 100 stores per region)
• Developed and implemented a recruiting strategy for field positions.
• Sourced and screened candidates for appropriate openings and conferred with hiring managers until a selection had been made. Cold called video rental business in surrounding areas to more quickly identify candidates for consideration.
• Negotiated compensation packages, i.e. sign on bonuses, stock options, relocation assistance, paid time off and yearly salary.
• Utilized internet postings, newspaper, employee referral, and direct sourcing techniques to create applicant pool.
• Created advertisements for the various methods of sourcing.
• Coordinated job fairs and open houses on and off- site in markets with critical openings.
• Managed (2) Recruiting Assistants.
• Positions included but not limited to Store Manager, District Manager (10-15 stores), and Regional Director of Operations (100+ stores)

Confiential,

• Develop, monitor, and implement recruiting procedures to create a staff for the grand opening of the American Airlines Center, a 403M entertainment facility.
• Job posting, interviewing, applicant tracking and selection, to fill approximately 850 open positions.
• Develop working relationship with professional organizations, radio and television contacts.

Confiential,

• Act as primary interface with client HR (Verizon), the expatriate, and perform any other functions within the client’s organization that have an impact on the assignment.
• Address assignment policy and program administration questions and issues
• Prepare initial compensation package including salary, cost of living offsets, and relocation stipends administrated through Cendant.
• Coordinate the transfer to the appropriate international payroll and benefit systems.
• Coordinate compensation/ payroll delivery and calculate appropriate changes to allowances per pay period, considering fluctuations in currency exchange rate.
• Conduct the pre- departure orientation to explain the assignment programs to the expatriate, and arrange for work permits and/ or visas for assignee and family if applicable. Assist with sale of home and secure new living accommodations. Arrange for shipment of household goods to host country if necessary.
• Receive expense reports, and arrange for reimbursement.
• Process wire transfers and check requests for car, living, and educational expenses incurred.
• Track global compensation for tax reporting purposes, as well as calculate hypothetical and theoretical taxes.
• Assist in the coordination of repatriation and relocation back to home country

Confiential,

• Contract recruiting responsibilities at KPMG, LLP, Ernst & Young, and FINA Oil and Chemical Company.