SUMMARY

Strategic Leader driving staffing from sourcing to placement for non-technical and technical positions from entry- to executive-level. Equally adept at right-sizing and expansion, defining direction in stride with changing business needs and building critical relationships. Crafts processes, plans, and programs to capture and retain top talent as well as boost employee performance and engagement. Delivers continuous improvements for time/cost savings and higher efficiency. Excels in agency and corporate environments across diverse industries.

Business Contributions:

• Delivered $2M in cost savings for solution provider within three-year period by instituting formal internal recruiting and staffing procedures to eliminate need for external agencies and executive search firms.
• Rolled out new recruiting processes for $6B, Fortune 500 Company, defining staffing roadmap based on SLAs, developing new hire on-boarding package, and automating requisition approval.
• Averted $10K in SLA non-compliance fees by presenting candidates and filling positions for client contract with quick turnaround while meeting skill set/talent criteria and requirements.
• Devised and executed staffing strategy for 300-person call center, interfacing with hiring managers on defining budget, job description, and salaries, and completing efforts two weeks ahead of schedule.

Talent Identification & Retention ê Finance & Healthcare Recruitment ê Manufacturing, Sales & IT Recruitment
International Recruitment ê Call Center & College / University Recruitment ê Engineering-Aerospace Recruitment
Workforce Planning ê Vendor Management ê Process Development & Improvement ê Leadership Development Regulatory Compliance ê Compensation ê Employee On-Boarding ê Employee Relations

Professional Experience

Senior Technical Recruiter 2011 to Present
Confidential,
Drive full life-cycle, high-level technical recruiting to multiple divisions within the organization. Partner and build relationship with C-level leaders, hiring managers, senior managers, to define strategies and staffing needs.

Recruiting Manager - Manager, Concierge & Career Transition – Talent Acquisition & Staffing 2010
Confidential,
Rejoined ACS to aid in right-sizing needs, partnering with corporate outplacement firm, supporting employees through transition, and overseeing redeployment for select positions; hired and trained two recruiters.

Healthcare Recruiting Project Director – Client Services 2009
Confidential,
Sought out by recruitment process outsourcing (RPO) firm providing solutions to growth-oriented federal contractors to participate in multi-state Healthcare & IT staffing project during bidding process with (TriCare) Blue Cross/Blue Shield. Managed 10-person recruitment team and acted as liaison with client.

• Devised plan to recruit 1,400+ personnel in 12-month period and contributed to ramp-up, facility layout, and build-out.

Healthcare Corporate Recruiting Manager 2003-2008
Confidential,
Directed 22-person recruiting staff in filling ~750 exempt and non-exempt positions per month for BPO and IT outsourcing company; handled team training, reviewed performance/productivity, and ensured compliance. Coordinated recruitment of technical/non-technical positions for Government, Healthcare, Federal, Transportation, Information Technology, and Education Solutions groups, crafting and instituting plans to meet milestones in highly matrixed environment.

Led talent identification, assessment, development, placement, and movement; increased use of online resources including internet data-mining, cold calling, innovative campaigns and social-networking sites such as LinkedIn, Facebook, TheRuthieList, etc. Addressed staffing needs for current and upcoming contracts, contributing to RFPs, preparing job descriptions, participating in budget/forecasting meetings, and advising in decision-making. Launched college recruiting and internship program, planning job fairs and university-based events.

• Revitalized and shortened hiring process for business unit in Oregon, crafting and implementing corrective action plans to empower and engage hiring managers as well as accelerate decision-making.
• Proved vital in corporate-wide roll-out of Vurv 7.1 applicant tracking system and later update to 7.3.
• Cut time-to-fill rate from 60 days to 30-40 days by developing incentive compensation plan for recruiters.
• Lowered high employee turnover and no-show rates by rolling out 30-60-90 day follow-up programs and competency-based interviewing as well as training recruiters in partnering with hiring managers to define candidate characteristics; boosted offer-to-acceptance ratio 60%.
• Received Super Atta-Boy Recognition Award for exceeding SLA expectations.

Manager of Employment Services 1999-2002
Confidential,
Engaged to roll out internal recruitment employment service for base of 1,000 employees spanning four states for $5B solutions provider, partnering with executive leaders to define strategies and staffing needs. Drove full-phase recruiting, including sourcing, interviewing, evaluation, and salary negotiations, for mid-level to executive positions, presenting candidates to hiring decision-makers; formed relationships with C-level leaders, hiring managers, senior managers, candidates, and vendors.

• Instituted and formalized processes/models, such as online requisition approval and project staffing roadmap, and provided training to hiring managers on recruiting and HR service standards.
• Contributed to deploying Resumix applicant tracking system on companywide level.
• Introduced college recruiting programs via events at MIT, Georgia Tech, University of Central Florida, Auburn University, Clemson University, and Spelman College.
• Centralized recruiting model, decreasing agency fees 75% with 45% increase in staffing requirements; efforts cut $1.5M from budget.

Professional Recruiter 1998-1999
Confidential,
Handled professional and college exempt recruiting for 2 regional headquarters and 40 manufacturing sites of US pulp and paper company; monitored activity and generated reports. Sourced and screened candidates as well as ensured compliance with diversity and Affirmative Action. Interfaced with regional and plant hiring managers to devise recruiting strategies.

• Delivered time/cost savings by applying creative sourcing tactics via Internet recruiting, referrals, cold calling, professional associations, ads, external agencies, and direct competitor talent identification.

Prior: Senior Account Executive with Confidential,pursuing, capturing, and managing new accounts for retained executive search firm.

Credentials

Human Resources Generalist Certificate, Society for Human Resource Management (SHRM)

Bachelor of Arts in Industrial Arts