professional Summary

A detailed oriented professional with 10+ years of on-site, virtual and RPO recruitment experience within corporate and staffing settings. Utilize no cost or low cost recruiting methods (Internet posting and mining, strategic job fairs, print advertisement, associate referrals, college recruiting, direct sourcing and third party vendors) to manage expense controls within budget. Familiar with recruitment tactics in a variety of industries to include; pharma sales, light industrial, healthcare, medical, hospitality, retail, banking, trade (licensed and unlicensed), executive, administrative, IT, logistics, property management, construction and allied health. Responsible for leading Talent Acquisition teams, providing effective and timely coaching, the development of Talent Acquisition Managers and expanding direct sourcing capability to drive pipeline/passive/referral recruiting efforts. Highly knowledgeable with behavioral interviewing and full cycle recruitment experience within professional, technical, occupational, consultants, exempt and non-exempt positions.

Education & Certifications

Master of Business Administration (MBA)

Bachelor of Science (BS)

Recruitment Skills

? Social Media / Indirect Methods of Recruitment Expert (YOU TUBE, LINKEDIN, FACEBOOK, TWITTER & GOOGLE BOOLEAN SEARCHES)

? Training & Development on Recruitment Techniques

? Proficient with numerous Applicant Tracking Systems (ADP, Taleo, People Soft, Bull Horn, iApplicant and other proprietary systems)

? Experience in client engagement/client management from either a retained executive search or contingency search firm Vendor Management / RPO

? Recruitment professionalism that allows independent work in-house or virtually

? College campus recruiting experience

Professional Experience

Confidential,

(Virtual / RPO) Recruiter, 08/2011 -Current

Key Results:

Comfortable in a quota-driven environment, able to work well independently, candidate submissions around quickly resulting in hires / permanent placements, work independently / virtually, demonstrate good judgment in determining candidate matches to open positions and flexible in terms of work schedule as territory includes business across U.S. time zones. Responsible for the fulfillment of high level / medical positions including, but not limited to; Pharma Sales, Engineers, Financial Support, Senior HC Consultant (EPIC< MEDITECH & GE), OT?s, PT?s, Rehab Program Coordinator, Software Developer, Nurse Practitioner, ER Manager, Financial Planning Analyst and Systems Analyst.

Professional Experience (continued)

Confidential,

(PROPERTY MANAGEMENT COMPANY) ? Atlanta, GA

(Virtual Consultant) Talent Acquisition Manager, 01/ 2009 ? 10/2011

Key Results:

Personal efforts were cited as the driving force behind branch?s employee-retention rate of 89% within an industry where high turnover is the norm. Played a key role in ensuring the successful recruitment / staffing within 5 regional offices (exempted and non-exempted)-recruitment team 5 employees. Recruited to help staffing within all offices, sites and corporate, guiding the startup and management of a full spectrum of HR operations, systems and programs. Worked with senior management to create HR policies and procedures; recruited employees; create group benefits databases; and develop orientation, training and incentive programs. Managed leave-of-absence programs and personnel records; administer benefits enrollment and programs; administered HR budget; and handled HR generalist workplace issues.

Confidential,

(PROPERTY MANAGEMENT COMPANY) Phila., PA

(Regional) Manager of Talent Acquisition, 03/2006 ? 11/2008 (Downsized)

Key Results:

Virtually assisted with the management of recruitment team (7 employees) while being directly responsible for the overall administration, coordination and evaluation of the recruitment staffing function which included all functions related to sourcing, recruitment, selection, evaluation, certification and assignment of personnel in multiple types of positions. Provided strategic and tactical direction for the staffing of exempt and non-exempt level positions, partnered with leadership to determine present and future staffing needs, was responsible for full life-cycle recruitment strategies including candidate sourcing, selection, and development of processes and materials.

Confidential,

? Philadelphia, PA

(On-Site) SR Talent Acquisition, 12/2004 ? 03/2006 (Contract Assignment)

Key Results:

Provided superior coaching, training and mentorship to team of 6 on and off site. Previous ownership / facilitation of the 7 Steps of Recruiting (Requirements, Sourcing, Screening, Interviewing, Feedback/Decision, Offer, and Post-Offer). Handle placement options including exempt, non-exempt, contract, direct hire and contract-to-hire. Was successful with managing 41 viable job orders from 16 different MRL hiring managers. Was responsible for the full-cycle recruitment of; Clinical Staff (RN?s, Drivers (CDL), Clinical Research Associates, Pharmaceutical Sales Reps., Clinical Research Assistants & Senior Clinical Research Associates), Scientific Staff (Staff Chemists, Research Biologists & Biochemists), IT professionals (Analysts, Process Engineers & SQL Programmers), support teams (Executive Assistants & Administrative Assistants), marketing staff and Call Center representatives.

Confidential,

Philadelphia, PA

SR Talent Acquisition, 08/2000 ? 12/2004

Key Results:

Full cycle recruiting experience that included cold calling, job fairs (internal and external), networking, developing referrals and relationship building, maintaining accurate recruiting records, reference checks, drug testing, employment offer letters / rejections, employment verifications, and setting start dates. Was responsible for the fulfillment of entry level positions including, but not limited to; Healthcare Professionals, Call Center Reps, Customer Service Reps, Maintenance staff, Hospitality workers, Bank Tellers, Retail Store Associates, Office Support. Security and Skilled Trade Professionals (CDL Drivers. Electricians and Carpenters) with McDonald?s, Bank of America, Bayada Nursing, Sunoco, Walmart, Burger King, Aramark, The School District of Philadelphia and WaWa Food Markets.

SUPPLEMENTAL RECRUITMENT EXPERIENCE

Confidential,

Alpharetta, GA

(Temporary Virtual Consultant) Sr. Sales Sourcer, 10/ 2010 ? 03/2011

Key Results:

Researched, sourced, screened and qualified candidates for corporate positions utilizing effective and complex search methods such as on-line job boards and internet sources, niche boards, database searches, industry contacts, cold calling, Boolean logic, etc. Partnered and supported internal recruiters to develop and track sourcing strategies and networks to build a robust pipeline of active and passive candidates; coached hiring managers on the use of recruiting sourcing tools. Managed and maintained talent management tracking systems; generating and ensuring data integrity of metrics and staffing reports.

Produced technical enhancements to talent management tracking and the overall recruitment and hiring process.

Confidential,

Atlanta, GA

(PT Virtual Consultant) Talent Acquisition, 11/ 2008 ? 10/2010

Key Results:

Developed and implemented talent acquisition strategies (internal & external) for the Business & Industry Group to achieve the most appropriate sourcing, evaluation, and selection of the most qualified and diverse talent.Partnered with HR Director to support talent management strategies that ensures future talent needs were being met and a continuous flow of candidates is established via relational recruitment tactics, proactively recruiting sourcing, establishing companies as \'talent targets\', and utilization of search firm partners.Supported company?s succession planning processesincluding partnering with regional HR teams to develop better linkages to facilitate the movement of internal talent.

Partnered with Business Leaders and HR Partners to understand talent gaps, leverage succession planning, performance plans, to identify hi-potential internal employees for key roles. Lead the Talent Acquisition team, providing effective and timely coaching, and development of Talent Acquisition Managers and expanding direct sourcing capability to drive pipeline/passive/referral recruiting efforts. Worked with HR Leadership and Cross Line of Business Talent Acquisition function to ensure processes with enterprise-wide metrics, Line of Business metrics, and data integrity to deliver accurate and effective measures and trends as well as identifying additional areas of measurement to improve talent acquisition performance.