Virtual Recruiter & Talent Sourcer Resume

SUMMARY

Precise, intuitive, and personable recruiting professional with proven success understanding the unique needs of hiring managers and delivering on those needs by finding, qualifying, and presenting candidates who possess the background, skill - set, and cultural fit desired by the organization. Expertise in Web analytics recruiting—niche emerging skill, resulting in Intuit having industry recognized best in class talent (direct measure of delivered candidate quality).

PROFESSIONAL EXPERIENCE

Confidential

Virtual Recruiter & Talent Sourcer

Responsibilities:

Consult with business unit to understand and develop appropriate talent strategies to attract top talent.
Leverage resources effectively using a variety of sourcing tools and programs including job boards, social media, attending job-related events, and networking to build talent pipelines.
Effectively screen potential applicants against the qualifications as outlined by the job requirements and the business.
Meet with management and other key stakeholders on a regular basis to collaborate on optimal approaches to strengthen candidate pool, including annual recruiting strategies and diversity initiatives.
Provide regular reporting and analysis of requisition history, candidate and market labor data, and sourcing effectiveness based on statistics, cost efficiency and hiring manager feedback.
Conduct preliminary interviews of qualified candidates. Utilizes technology to coordinate virtual interviews as appropriate.
Collaborate with hiring managers and HR to effectively forecast talent needs to build proactive talent pipelines in advance of need.
Attract and engage top talent to career opportunities by providing information related to compensation, benefits, policies and procedures, to ensure the candidate experience is positive and informative.
Negotiate and extend offers of employment to selected candidates. Facilitate the offer and pre-employment processes to ensure a smooth onboarding experience.
Maintain compliance with all federal, state and local regulations, including proper dispositioning of candidates and document retention.
Value professional growth and development by participating in educational programs, staying current on recruiting-related topics and trends, and participating in relevant meetings and information exchanges.

Confidential

Sr Talent Acquisition Specialist/Lead Sourcer

Responsibilities:

Lead efforts to build a methodology and pipeline to ensure best in class candidates in all departments and line of business in Finance, Sales and IT.
Build a project plan that will ensure that both the hiring manager and recruiter understand timeline, responsibilities, and ownership.
Delivering the highest quality talent in the market for open positions and pipeline generation for future openings.
Utilize and have available all cutting edge technology as well as support from internal coordinators to assist with scheduling.
Sourcing, recruiting and interviewing to deliver an elite pipeline of candidates.
Client management and interaction with hiring manger to ensure skill set and market penetration.

Confidential

Talent Acquisition Specialist

Responsibilities:

Manage full cycle recruiting for largest division consisting of five regions and an employee base of 14,000. Recruitment of all levels of talent (campus through executive/senior management), spanning multiple disciplines in corporate and field locations.
Conduct effective intake sessions, candidate screening, behavior-based interviews,andtalent assessments.
Conduct feedback sessions that result in hiring decisions, formulation and negotiating of offers, while effectively communicating with business leaders throughout the recruitment process.
Build strong pipeline of passive candidates through targeted research, networking, direct sourcing, cold calling, advanced web-based sourcing, Internet postings, professional associations, referral programs, Boolean searches on Google and LinkedIn. String searches and high-level sourcing.
Compliant hiring practices per federal EEO and OFCCP guidelines.
Recruit for company’s diversity initiatives and outreach programs at colleges and national associations for co-ops, internships and exempt level professional positions.
Led special projects and process improvement efforts, including work force planning and task force for new ATS.

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