SUMMARY:

• Experienced full life cycle IT/Operations/Engineering Recruiter working with large Professional Services organizations, RPO’s, ERP niche agencies, and agency recruiting environments for permanent, contract/perm, strategic staffing, fixed contract, and solutions projects.
• Comfortable in client or non - client facing recruiting environments. Prefer full-life cycle IT recruiting, but also comfortable in a task oriented IT recruiting/staffing environment.
• Excellent knowledge of EEOC/OFCCP regulations from a corporate and agency point of view.
• High level knowledge of immigration practices, policies, and the many different Visa’s and work permits seen in today’s work-force. Knowledge of the immediate impacts to hiring policy and potential litigation issues.
• Both virtual and on-site recruiting experience.
• In addition to a strong 18-year IT recruiting background, experienced in very recent and some early career Engineering and Operations recruiting. Recently have focused on niche and difficult to find passive candidates inclusive of DevOps, “local” Java/.Net developers and architects, Data resources (modelers, Architects, Analysts, etc.), STACK developer resources such as the traditional front-end, back-end, and full-stack Java and .Net developers, and solution styled stacks such as LAMP, WINS, AMPP, and MEAN stacks.
• Excellent knowledge of ERP/CRM industry skill sets such as SAP, Oracle (Oracle Fusion/EMS), JD Edwards (E1 and World), Peoplesoft, MS Dynamics (NAV and AX), Manhattan, BAAN, and a few more obscure packages.
• Strong ability to proactively recruit and float candidates to clients based more on overall client needs.
• Strengths lie in speed and quality of work, strong customer service skills, closing and delivery abilities, transparency and ethics, knowledge of the business from many angles and communication skills to influence.
• Professional manner, appearance, business process flow knowledge and adherence to policy.
• Ability to quickly evaluate client requirements hopefully with a thorough intake with the hiring manager(s) has been done, and to either formulate a sourcing/recruiting strategy that ends in a hire, or without any intake with the client to still have the ability to fill in the blanks and get the job done. Not afraid to push back with documented data in a gentle professional manner w/ a client or internal leadership if needed to achieve the expected results.

TECHNICAL SKILLS:

Applications: MS Office Suite 2000/2003/2004/2007/2010 (Macintosh and Windows versions) inclusive of MS Word, MS Excel, and MS Entourage/Outlook; in general, extensive experience using both web-based and client based Windows and Macintosh applications, Platinum Recruiter, Infogist, Google applications (Gmail, Drive, Hangouts, Docs, Sheets, Slides, etc.).

Sourcing/ATS: Taleo, ATAS, gr8 People, ICIMS, Bullhorn (full version), EZ Access, FOX, ACT, Adapt, Lotus Notes (proprietary ATS), Salesforce, multiple web based recruiting/sourcing boards including Monster, Dice, Bullhorn Reach, Ladders, Glassdoor, Indeed, TechFetch, Craigslist, CareerBuilder, and multiple social networking sites such as LinkedIn, Twitter, Facebook, Stack Overflow, Prophet, Hiretual, and Google.

OS: Windows 95/98/2000/XP/Vista/7/10, MAC OSX

PROFESSIONAL EXPERIENCE:

Confidential,Charlotte, NC

Remote IT/Operations Recruiter

Responsibilities:

• Supported both Travelers Insurance and Facebook on large IT and Operations projects for US Agility Services (new division under Accenture).
• 20-25 hires were made cumulative to both projects with Accenture Agility Services.
• Agility Services processes and recruiting plans were very much built around the team succeeding. Individual involvement and hard work within the recruiting plans/process was noted, but was not as important as being agile and able to shift gears on any given day or hour as necessary to insure the recruiting life cycle was operating as efficiently as possible.
• Extremely high paced environment that I thrived in and was considered a “go to recruiter” to our leader when the heat was on, and things just needed to get done.
• Used Taleo, LI, and other resources (social media and standard) to source candidates both passive and active, but more success was attained from working referrals in the # of solid hires made.

Confidential, Charlotte, NC

Remote RPO Recruiter

Responsibilities:

• Tasked with helping Amazon pull together 175 full-time permanent hires from 2 different divisions with an agreed upon and contracted part of the full life cycle hiring process.
• Supported the Seattle, WA and the Cambridge, MA campuses at Amazon with a recruiting process that started with the identification and fleshing out of the skill sets and rates needed for the devices team through communication with the on-site Amazon recruiters, internal Randstad Sourceright leadership, and the Amazon hiring managers.
• Extensive sourcing for Object Oriented, full SDLC, and full-stack software engineers and system designers using a mix of traditional recruiting (cold-calling, referrals), some use of paid job board recruiting/posting, and the use of less mainstream sites and social media sites, so that the truly passive candidates, and usually the only ones that could make it through to the end with an offer and hire, could be found and convinced Amazon could be the best place for career advancement for them….or maybe not.
• Responsibilities shifted towards behavior assessment evaluations, preparation for some very difficult online testing via HackerRank, and culminated in most cases if successful for the preparation of onsite interviews with Amazon onsite managers.
• Was considered a top tier recruiter in terms of total hires on the Amazon team. Moved to the Honeywell team and recruited for Engineering skill sets prior to my contract ending.

Confidential, Charlotte, NC

Sr. ERP Technical Recruiter

Responsibilities:

• Niche ERP recruiting and sourcing for local and southeastern mid-sized client base working with predominantly manufacturing and distribution industries looking for our help locating primarily ERP and some CRM permanent and contract resources.
• Leaned to recruit many types of ERP contract and permanent active and passive candidates with skill sets in SAP, Peoplesoft, Oracle Fusion/EMS, JDE (World and E1), Baan, MS Dynamics (AX/NAV), Manhattan, SAGE, Infor, etc.
• Rose to the top 20% in all KPI’s that were tracked company-wide including hires/month, submittals, interviews, etc.
• Recruiting/sourcing through normal channels such as Dice and Career Builder, but finding the company’s internal database, LinkedIn (via connections, Groups postings, and “old school” cold calling into candidates’ employers), networking for referrals, and working with some free recruiting sites to be a much more rewarding.

Confidential, Charlotte, NC

Sr. Regional IT Recruiter

Responsibilities:

• Full life cycle IT Recruiter tasked to initially support the local Charlotte branch clients’ contract and permanent requirements
• Within a month DISYS moved into a regional recruiting model role, and my responsibilities shifting to support 4 geographical areas (Charlotte, RTP, Tampa, and Atlanta) working within the IT Infrastructure Group, and as a back up to the IT Development team and Data team. Also supporting as needed other team technical verticals.

Confidential, Charlotte, NC

Sr. CORE Technical Recruiter

Responsibilities:

• Initial 11 months on the HP team netted 55 hires (cradle to grave hires), full quarterly bonus earned each quarter, and full year-end bonus. Also had the highest annualized accumulated GM spread in the Eastern CORE, and a top 5% ranking of annualized accumulated GM across the entire CORE organization in the US.
• Helped take the Financial Services team from the last place JPMC vendor (and in danger of getting kicked off the JPMC list), to a strong and respected 2nd place vendor with JPMC in a 1.5-year time span.
• Became deeply imbedded in the process of creating a brand for the newly named Experis, which was created to differentiate from Manpower. Experis was now under ManpowerGroup. In addition, was on the continual path of creating my own personal brand using primarily social media and exceptional customer service for my candidates.
• Supported the Application Development and PM/BA verticals for the Financial Services/Banking sectors in the metro NY/NJ markets, backing up other IT verticals as needed.
• Mentored Jr. and entry level recruiters, and created a very beneficial relationship between our overseas sourcers and myself by taking the time through knowledge transfer on both sides and in many areas over a period of time, inclusive of technical knowledge, process, correct business behaviors, insights into each other’s cultures/success drivers, and recruiting and sales techniques expected at Experis. Turned a very spotty at best sourcing machine into one that fit my needs.
• Successful on both the HP and the Financial Services team, and became adept at creating talent communities via Social Media to help move away as much from a reactive to a proactive recruiting and sourcing model in a limiting VMS system.

Confidential, Orlando, FL

Senior Technical Recruiter

Responsibilities:

• Responsible for the daily full life cycle recruitment of IT professionals for project based and strategic staffing requirements. Clientele was primarily Fortune 50 and Fortune 500 corporations, and included CIBER’s internal and local based J2EE, SharePoint, and .NET practices.
• After an initial 6-month period with CIBER, attained a top 15% or better ranking in the north and south-eastern recruiting team in areas such as total spread, retention, # of hires, and gross margin/deal.
• Adhered to ISO 9000 policies and procedures throughout CIBER’s entire recruiting cycle, while being held responsible for obtaining positive auditing results.

Confidential, Orlando FL

Senior Technical/Engineering Recruiter

Responsibilities:

• Full life cycle project and staffing based IT (some Engineering) recruiter with both client and non-client facing responsibilities. Coverage included staffing and permanent requirements for Orlando, Jacksonville, and Tampa Bay markets (financial services, insurance, and telecom industries).
• Performance was consistently in the top 20% or higher across the company in retention, # of hires, and GM.

Confidential, Longwood, FL

Sr. Technical Recruiter

Responsibilities:

• Full life-cycle regional recruiter focused on branches in the NE US that needed attention. Broke into and almost exclusively staffed with primarily passive and difficult to land consultants establishing a highly profitable Document Management Practice.