SUMMARY:

• A results - driven, Lead Technical Recruiter with 10+ years of dedication and success in filling contract, contract to hire and direct hire opportunities through full life-cycle recruiting.
• Demonstrates a great sense of urgency; delivering fast and effective results while providing top quality talent with extensive Vendor Management and MSP experience.
• Excellent interpersonal skills with a positive attitude, strong work ethic and the desire to learn.
• Skilled at sourcing and placing candidates through social media, networking, direct referrals, cold calling, job boards for direct hire and contract opportunities.
• Proven success in building client and candidate relationships leading to negotiating and closing requisitions.

SOFTWARE/TOOLS EXPERIENCE:

MS Office Suite, Bullhorn, Taleo, Recruitment Edge, Erecruit, JobDiva, iCIMS, Fieldglass, Beeline, Google Suite: Sheets, Google Docs/Drive, Hangouts, Gmail, LinkedIn Recruiter, LinkedIn Groups and niche sites, CareerBuilder, Monster, Dice, Zip Recruiter, Indeed, Social Media Networking, Google Boolean

PROFESSIONAL EXPERIENCE:

Recruiting Lead

Confidential

Responsibilities:

• Lead team for Confidential delivery partnering with our Account Manager and contribute individually in developing recruiting specifications with client-side hiring managers, MSP onsite Account Managers, including facilitating recruiting strategy.
• Work within VMS tool for managing job portal, submitting to client, schedule interviews, confirm candidate placements and sensitive information
• Develop leadership model, monitor and ensure best-in-class candidate care through recruiting lifecycle.
• Lead bi-weekly meetings with the team and Confidential Account Manager to successfully manage, prioritize, allocate and fill technical jobs to team members and balance the workload on a daily basis.
• Manage multiple monitors and technical applications at once, solid multitasking skills, able to thrive in fast-paced and flexible environment
• Create, lead and drive candidate-centric focus across recruiting team.
• Partner with leadership team members to fully understand channel and market challenges, recruiting specifications and develop an appropriate recruiting strategy.
• Manage overall data integrity within applicant tracking system, and vendor management systems ensuring team’s agile activity entry within database to ensure accurate reporting to Business Units.

Senior Technical Recruiter

Confidential

Responsibilities:

• Full life cycle recruiting, specializing in sourcing strategies, qualifying technical and non-technical professionals for a wide variety of skills and talent.
• High-volume VMS and MSP environment for Google’s technical, non-technical, techno-functional and top-secret projects globally.
• Attend daily and weekly team meetings to get details for pending requirements to discuss progress on achieving monthly and quarterly placement targets and understand trends in the market.
• Identify best qualified candidates for clients; review resumes and credentials for technical skills, experience and knowledge in relation to position requirements as well as soft skills and organizational fit.
• Responsible for the Applicant Tracking System (TALEO), and internal/external job postings such as social media, internet searches LinkedIn, LinkedIn Recruiter, LI Groups (i.e. Google, Google +, Facebook, Instagram, Twitter, Indeed, Dice, Monster, CareerBuilder, ZipRecruiter, Craigslist, etc.).

Senior Technical Recruiter

Confidential

Responsibilities:

• Partnering with clients to help solve their IT solutions, services and consulting needs.
• Efficient, accurate provider of information technology services which offers a variety of services including application management, database services, enterprise infrastructure, and IT staffing.
• Managed bench consultants and redeployment when assignments are completed.
• Assisted with the immigration teams to source, screen and onboard bench consultants for clients.

Senior Recruiter

Confidential

Responsibilities:

• Recruit and hire candidates in-state and out-of-state for direct hire, contract, and contract-to-hire placements for all IT positions for multiple client companies.
• Develop, drive and execute comprehensive search strategies to recruit senior and niche candidates in limited candidate spaces.
• Specifically assigned mid to executive level Direct Hire opportunities with high level of difficulty.
• Creative sourcing of passive candidates such as LinkedIn and LinkedIn Recruiter, recruiting from industry competitor companies utilizing similar software and skill sets, cold calls, leads.
• Establishes and maintains professional relationships with candidates and clients on a regular basis.
• Effectively recruits IT Professionals with high urgency, in a time-sensitive environment.

Senior IT Recruiter

Confidential

Responsibilities:

• Direct Hiring Manager relationships Confidential (VMS), BMC, Multiview - calls with managers to make sure to fully engage what they need technically as well as soft skills and fit within the team.
• Placement success of 4 - 6 candidates per month including 35% Direct Hire placements.
• Identify best qualified candidates for clients; review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements and ps.
• Successful recruiting techniques include heavy Linked In and Bullhorn Reach recruiting passive candidates, personal and professional referrals, corporate database, job boards.
• Carefully screen candidates technical skills through thorough skills assessment, technical screening, and best fit for clients’ environment.
• Conduct highly technical screening with my current consultants to properly report those finding directly to the Hiring Manager.

Senior Technical Recruiter

Confidential

Responsibilities:

• Provide full life-cycle recruiting and staffing of IT consulting environment .
• Successful recruiting techniques include traditional sourcing through current candidate relationships, corporate database, job boards and advertisements, social networking sites, referrals, cold-calling and job fairs to ensure the highest quality of candidates.
• Additional recruiting methods included daily Linked In networking and database integrations with tools such as Bullhorn (ATS) and BH Reach to find passive and top tier talent.
• Gather hiring requirement specifications from Account Manager as well as hiring managers from clients to find the best talent to fill their positions.
• Identify best qualified candidates for clients; review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements and ps.
• Carefully screen candidates technical skills through thorough skills assessment, technical screening, and best fit for client’s environment.
• Proven success in preparing candidates for interviewing with specific hiring managers by providing detailed information on the company's business strategy, department background, job description, and expectation setting to ensure they have the most successful interview possible.
• Closing candidates prior to their interview, understanding at all times where candidates were with other interviewing activity and following up frequently.

Senior Technical Recruiter

Confidential

Responsibilities:

• Provide full life-cycle recruiting and staffing of IT positions for direct hire, contract, and contract to hire opportunities.
• Actively recruited about 35 candidates per month; placing around 6 candidates per month.
• Successful recruiting techniques include traditional sourcing through current candidate relationships, corporate database, job boards and advertisements, social networking sites, referrals, cold-calling and job fairs to ensure the highest quality of candidates.
• Identify best qualified candidates for clients; review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements and ps.
• Carefully screen candidates technical skills through thorough skills assessment, technical screening, and best fit for clients’ environment.

Senior Technical Recruiter

Confidential

Responsibilities:

• Responsible for full life-cycle recruiting and staffing of IT and engineering positions for Direct Hire, Contract to Hire and Contract opportunities.
• Initiated the use of new recruiting strategies for Confidential including: traditional sourcing through job boards and advertisements, resume databases, social networking sites, referrals, cold-calling and job fairs to ensure the highest quality of candidates.
• Reviewed resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
• Prepared candidates for interviewing with specific hiring managers by providing detailed information on the company's, business strategy, department background, job description, and expectation setting.
• Manage on-boarding for new hires including pre-employment screening and new hire orientation when needed.

Senior Resource Development Manager

Confidential

Responsibilities:

• Provide stellar resources for custom learning solution projects, staff augmentation and direct placement
• 65% Contract and Contract to Hire
• 35% Direct Hire/Perm Placement
• Source professionals in learning and design, development and delivery, specialized in eLearning Consultants, as well as documentation and IT nationwide.
• Screen and evaluate all candidates through phone interviews, onsite interviews, samples/portfolios, competency assessments, checking, criminal background checks, driving record checks, credit checks, and drug screenings.
• Prepare customized resumes for marketing purposes for each candidate.
• Perform interview prep and interview follow up.
• Advise and counsel active consultants throughout the contract/project duration
• Managed over 100 candidates and consultants.
• Partner closely with Business Development team members to present and place most qualified consultants/candidates.
• Contribute actively to synergy placements with sister companies in the MPS Group.