SrTalent Acquisition Recruiter

• Recognized subject-matter expert for flawless execution of strategic staffing initiatives
• Forward-thinking, Senior Talent Acquisition Business Partner with 12 years of professional experience
• Develop, manage and grow an in-house recruitment team for hiring across an organization
• Develop and sustain working relationships with internal stakeholders, candidates and peers
• SrHR Business Partner, advisor and consultant to hiring managers ensuring best practices
• Develop functional and results yielding staffing plans that meet and/or exceed expectations
• Leverage key sourcing strategies and methods that identify key talent for all requirements
• Respected staffing leader who consistently adheres to recruitment best practice principles
• Consistently evaluate and measure KPIs as a benchmark for progress and success
• Ensure regular qualitative and quantitative performance metric reporting for all active roles
• Develop, measure and manage all approved vendor relations and service level agreements
• Experienced negotiating offers through partnership with hiring managers, leadership finance
• Ensure compliance with all employment, labor and immigration rules, laws, standards practices
• Maintain and monitor management of AT systems, processes, administration and reporting
• Very Knowledgeable of various ATS technology Taleo, Kenexa/Brassring, Jobvite, iCIMS, Bullhorn
• Team player, solid analytical abilities and strong acumen and written skills

Core Expertise

CAREER HIGHLIGHTS

Senior Technology Recruiter

Confidential

Client projects:

Confidential

• Manage full-lifecycle recruitment efforts for all Sr Software Engineers back-end , Sr Front-End Developers Java/Javascript , Mobile Developers iOS/Android SDK , UI/UX Designers, Sr Database Architects, Database Warehouse Analyst, SWE Managers
• Core development platform: Core Java, Javascript stack Angular.js , MySql, Cassandra, Oracle Hadoop
• Avg Open Requisitions: 25 Avg Submit-to Hire Ratio: 3-5:1 Avg Time-to-Fill: 30 days

Confidential

• Responsible for acquisition ofexecutive talent at the VP, Director and Manager levels
• Manage full-lifecycle global recruitment efforts in support of Enterprise Architecture Core Platforms, Information Security and Technology Operations for North America
• Development platform: open source technologies Java/Python/PHP SaaS, SOA all guided by Agile software development methodology
• Avg Open Requisitions: 25 Avg Submit-to-Hire Ratio: 3:1 Avg Time-to-Fill: 30 days

Confidential

• Avg Open Requisitions: 10 Avg Submit-to-Hire Ratio: 3:1 Avg Time-to-Fill: 30-45 days
• Development platform: .NET/C , front-end: WPF/Silverlight, back-end: SQL Server
• Application Developers Sr, mid-level, Jr , Tech Leads, Test/QA Analyst, Development Managers and Product Managers
• Manage full-lifecycle recruitment efforts for all Product / Development roles to include
• Confidential
• Recruited Customer Service Managers
• Successfully hired 4 new virtual CSMs for the national CSM team
• Avg Open Requisitions: 10 Avg Submit-to-Hire Ratio: 2:1 Avg Time-to-Fill: 30-45 days

Confidential

• Recruited Tax Editors
• Successfully hired 13 new Tax Editors to the Knowledge and Solutions team
• Avg Open Requisitions: 20 Avg Submit-to-Hire Ratio: 3:1 Avg Time-to-Fill: 15-30 days
• Confidential
• Recruited software and network Engineers
• Successfully hired a total of five 5 new developers and network engineers
• Platform: J2EE/Java/JSP, front-end: HTML/Javascript/CSS, back-end: SQL/Oracle
• Avg Open Requisitions: 10 Avg Submit-to-Hire Ratio: 3:1 Avg Time-to-Fill: 30 - 45 days

Confidential

• Managed full-lifecycle recruitment efforts for software development, networking support, sales director and inside sales associate roles
• Managed 15 requisition load successfully achieved a minimum of 3-5 hires monthly
• Platform: .NET/C , cloud services technology
• Avg Open Requisitions: 20 Avg Submit-to-Hire Ratio: 3:1 Avg Time-to-Fill: 30 - 45 days

Core responsibilities:

• Manage full-lifecycle corporate recruitment and sourcing efforts within IT, public accounting, finance front/middle/back-office roles and digital media industry verticals for various fortune 100/500 client firms on a contracted project basis
• IT staff augmentation: S/W Engineers, Tech Leads, Test/QA, Dev Managers, BAs, Project Managers, Front-End Developers, UI/UX Designers, Mobile Developers iOS/Android
• Accounting/Finance staff augmentation: audit, tax compliance, advisory services financial risk control compliance
• Experienced executive talent search at the C-suite level CEO/CTO/COO/CIO/CFO/EVP/Sr Director
• Execute key sourcing strategies and techniques that yield viable talent pipelines
• Proficient with internet Boolean search techniques x-ray/flipsearch , niche job boards, leverage social/professional media recruitment, networking/referrals and cold-calling
• Collaborate and consult effectively with hiring managers and candidates alike guiding each patiently and cooperatively through the recruitment process
• Coordinate and conduct HR screens and on-site HR interviews with the business
• Manage hiring manager expectations conduct initial intake sessions provide timely feedback
• Act as Strategic Business Partner establishing value, confidence, trust and rapport with internal stakeholders
• Knowledgeable of employment, labor and immigration rules and laws
• Provide weekly/monthly performance metric reporting as required time-to-fill, submit-to-hire, cost-per-hire
• Provide external vendor management and facilitation on candidate referrals, interviews, feedback and offers
• Technologies: Core Java/JavaSE, JavaScript stack, .NET/C , C , HTML, JSP, PHP, LAMP, Ruby, Ruby Rails, MySQL, Cassandra, Hadoop, Oracle, mobile iOS / android , cloud services, SEM, PPC, SEO

Confidential

• Go to leader and subject-matter expert responsible for all global staffing/recruitment initiatives
• Successfully re-engineered and centralized the recruitment function that reduced annual costs by 200K
• Managed full-lifecycle recruitment efforts for the acquisition of auditors, tax accountants, financial analyst, advisory risk and control business professionals at all levels
• Managed workflow, developed and mentored a staff of 3 : HR Generalist, Recruitment Coordinator and Sourcer
• Collaborated and consulted with client service Partners and candidatesensuring a seemlessrecruitment life-cycle and experience
• Developed effective staffing plans and strategies that yielded the appropriate active and passive talent pipelines that filled roles across all functional business lines
• Routinely introducedrecruitment best-practices that improved efficiency and cost-effectiveness garnered leaderships' buy-in
• Designed, developed and implemented a national campus recruitment strategy
• Developed branding, respect, confidence and interfaced with deans of accounting at 8 focal universities
• Partnered with HR Director on annual performance management cycle for all experienced staff
• Responsible for annual mid-year and 360 performance feedback and review for direct staff
• Facilitated monthly new hire orientation for all on-boarding new hires
• Provided weekly metric reporting to HR Director and senior leadership
• Optimized and leveraged various professional and social recruitment resources Linkedin..
• Compensation analysis, vendor management and adhered to fair employment rules and laws
• Successfully able to achieve 4-5 hires monthly total among audit, tax and advisory business groups
• Avg Open Requisitions: 20 Avg Submit-to-Hire Ratio: 4:1 Avg Time-to-Fill: 30 - 45 days

Confidential

• Responsible for full-lifecycle IT recruitment efforts for the acquisition of talented software application development and network support roles at all levels within CUIT Columbia University Information Technology
• Successfully centralized all recruitment efforts and established a unique recruitment model for all internal client development groups within CUIT
• Successfully increased headcount, cumulatively, for all client service groups increasing headcount by 4-5 minimum monthly hires
• Avg Open Requisitions: 20 Avg Submit-to-Hire Ratio: 3:1 Avg Time-to-Fill: 30 - 45 days
• Reducedexternal recruitment costs by 65 from prior 3 years
• Valued-added success with building trust and rapport with client group hiring VPs and directors
• Managed all external recruitment efforts for all external IT recruitment and campus events
• Introduced cost-saving recruitment resources such as ATS proprietary , Linkedin, Spoke, Facebook, Twitter, referrals, headhunting, internet Boolean search methods, 3rd party recruitment firms
• Provided weekly metric reports to HR Director and VP Human Resources

Confidential

• Responsible for full-lifecycle IT recruitment of software development, network engineering and systems administration roles
• During ten 10 month tenure, successfully increased headcount by twenty 20 new IT professionals
• Avg Open Requisitions: 10 Avg Submit-to-Hire Ratio: 3:1 Avg Time-to-Fill: 30 - 45 days
• Through successful, proven recruitment efforts and best practices, recognized as a cost-saving, value added internal asset to external recruitment costs
• Successfully managed and guided hiring manager expectations for all internal development groups
• Prepared offer proposals and successfully transitioned many candidates from initial point of contact to offer acceptance
• Leveraged various recruitment resources that resulted in quality talent pipeline: ATS BrassRing , Boolean search, referrals, social/professional sites Linkedin/Facebook/Twitter/Spoke , headhunting
• Managed external vendor management relationships
• Provided weekly metric reports to Staffing Director
• Attended external IT and campus recruitment events

Confidential

an international IT consulting and staffing firm

• Responsible for full-lifecycle IT staffing and consulting talent to niche financial services and IT firms
• Developed key sourcing techniques that resulted inquality pipelines for software development and networking support talent
• Managed 15 job requisitions for application developers, programmers and network support roles
• Avg Open Requisitions: 15 Avg Submit-to-Hire Ratio: 4:1 Avg Time-to-Fill: 30 - 45 days
• Negotiated and closed offers to lead candidates for various roles within financial services and IT firms
• Successfully achieved monthly/quarterly placement goals and objectives minimum 3 monthly hires
• Fully utilized various sources to build pipeline job boards, referrals, ATS, Boolean search, career fairs

Confidential

• one of the world's leading media, entertainment and communications companies
• Responsible for full-lifecycle recruitment for Design Engineering and Network Ops development groups
• Managed 20 job requisitions for five 5 dedicated client development groups
• Successfully averaged 5-7 hires monthly increased headcount by 50 new professionals
• Avg Open Requisitions: 20 Avg Submit-to-Hire Ratio: 3:1 Avg Time-to-Fill: 30 - 45 days
• Directly managed relationships with internal client group hiring managers established trust and rapport
• Developed unique, creative and resourceful sourcing strategies that resulted in quality pipelines
• Leveraged various recruitment resources to build pipeline: ATS BrassRing , job boards, referrals, Boolean search strings, social and professional sites Linkedin/Spoke/Myspace , job fairs
• Provided weekly metrics on candidate pipeline and offers extended/accepted