• Lead end-to-end implementation of assigned enterprise clients to help ensure seamless, nearshore and offshore software development talent and strong enrollment of talent for each new client• Inform the evolving approach to account management at the firm, including target account identification and prioritization, strategy and tactic development for account growth, and measurement/monitoring• Provide project management, market research, and content synthesis to support target client visits and account relationship cultivation• Complete competitor analysis and maintain market pulse on competitor services and differentiators• Create comprehensive business plans to drive new client acquisition and revenue growth• Provide vendor's with performance and program metrics on an ongoing basis regarding their nearshore and offshore staffed talent• Core responsibilities include developing and implementing processes that positively influence key client business metrics, uncovering at risk client situations and acting quickly to avoid loss, aligning with cross-functional leaders to drive company-wide culture of client success • Define and Optimize Customer Lifecycle• Measure Effectiveness of Customer Success- Define operational metrics for team- Establish system for tracking metrics- Create cadence for review within team

•Drive focus and prioritization within the IT organization through establishing strategic planning and governance principles and processes.•Manage and scale multiple vendor engagements across multiple programs, whilst driving operational efficiencies and excellent client services.•Own vendor periodic reporting and reviews: WBRs, MBRs, ad-hoc standups, key updates to internal stakeholders and exec teams.•Own review and ensure satisfaction of all key scorecards established for vendors to adhere to in their SOWs, including vendor performance score cards, customer experience targets, and any and all monthly contractually obligated performance metrics.•Prepare Monthly Enterprise Vendor Management Service reporting (leveraging Jira and alike) - focusing on service levels, risks, issues, proactively identified opportunities and ideas for improvements.•Support monthly and quarterly vendor status reporting, key supplier metrics, key risk indicators, performance metrics and periodic updates to key business stakeholders.•Create and implement operational processes that deliver exceptional user experiences, and satisfy requirements from all stakeholders enabling a scalable and systemized operational process, with excellent vendor performance.•Support resolution of vendor activities, inquiries, issues, incidents, service requests, and escalations, etc.•Oversee the development and maintenance of IT policies, methodologies, and governance, as well as performance management frameworks and metrics to ensure the IT organization delivers value to the enterprise.•Structure, negotiate and close strategic partnerships agreements.•Leading and managing a team of partner management professionals to ensure partnerships are executed, set-up for success and managed on an on-going basis.•Establishing key KPIs and success measures for the partnerships team; based on a clear strategy and business model, while tracking progress for hitting critical targets.

• Manage the development and implementation of IT Vendor Management policies and procedures, and governance processes • Responsible for leading cross-functional scoping, alignment, structuring, implementation, and management of key partnerships to achieve aggressive targets• Establish performance metrics, partner success KPIs, reporting, and funnel management with regular internal and external reviews of established goals• Lead day-to-day engagements with our Tech & Software partners, as well as long term strategic projects to improve processes, help us scale, and enhance our overall partner program and customer experience• Ensure vendors conform to and advance IT Development strategic initiatives• Responsible for Engineering department CapEx/OpEx• Develop and maintain an IT vendor portfolio• Teach and help stakeholders requesting software how to identify critical needs, requirements, preferences, expectations, metrics, impacting compliance controls and ROI requirements• Manage the development and implementation of measurement rubrics for vendor performance• Analyze and review ROI assessments from sponsors and stakeholders for vendor renewals• Develop solid rapport and working relationship with respective departments and international offices• Act as a liaison with accounting, finance, and legal to ensure policy and procedures are met such as, information is accurately delivered on time• Develop, implement and maintain vendor risk management program• Establish IT vendor governance and practices for the IT development department• Conduct routine audits of vendor performance and compliance• Participate in IT development methodology key performance indicators and standards to ensure 3rd party equivalent is measured

• Sr. Global Recruiting Manager for $1.5B+ global company, with 3K+ employees (17+ foreign); develop, direct, and oversee global talent management of corporate and international offices (174+ hiring managers).• Responsible for the management of the average annual staffing/hiring budget of $10M. Working cross-functionally with Accounting dept. and Execs to further refine, negotiate, strategize, etc.. • Primary influence and talent staffing for corporate company growth over last 3+ years.• Created & implemented recruiting, budget, and hiring processes internationally for Mexico, Australia, Canada, Malaysia, Singapore, London, and Indonesia.• Building ongoing retention program, already reducing attrition by over 30%; training initiatives, collaborating with key stakeholders, change management, instructional training design, orientation implementation, process standardization, documentation, and employer branding.• Eliminated staffing agency assistance by providing hiring manager education on developing and hiring top talent (interviewing, selection process, etc.); saved company nearly $1M in agency fees in less than two years’ time.• Aided in the current yearly developments of our long-term strategy to aid in stabilizing our growth, in terms of head count, budgets, revenue, & aligning it with overall global business strategy.• Driving and strengthening employee culture through continuous streamlined projects and efforts.• Built Recruiting team; responsible for training, mentoring, and insuring success in hiring of talented candidates.• Recruiting predominately for high level engineer and technology related positions through cold sourcing methods; while managing all recruiting for Marketing, Finance, Accounting, Legal, International, Product, and Events departments.• Responsible for the successful closing of candidates, introduction to company, and more - (negotiations, knowledge of local competitors, utilizing awareness of market salary averages, etc.).

• Responsible for recruiting high level and highly sought-after skill-sets in software development for clientele base located across the United States (mostly in California and Utah). • Place qualified professionals in contract, contract-hire, and permanent positions.• Manage and mentor a team of four Senior Technical Recruiters helping to identify performance needs and set goals for achieving GM increase.• Gather information per stats and feedback from recruiters and sales to participate in influential company meetings. These meetings focused on priority issues of improvement such as communication between teams, process improvement, cultural perception, etc...• Screen candidates for technical skills, background/criminal/credit information, desire for looking outside current employment, and career expectations to assure solid match was being made for client, and any other information that can be utilized in the future to insure successful closure when offer is extended.• Independently gather information about our clientele to successfully engage and solidify the interest of potential employees for clients (spreadsheet created and distributed throughout company to help achieve a sound knowledge of clients and what they offer to candidates).• Placed 30+ (contract, contract-hire, and permanent) highly qualified candidates and earned ConsultNet nearly $500,000 in gross profit before first year. • Became top recruiter and held so year over year; earning company over $650,000 a year, by placing over 30+ highly skilled and “hard to find” engineer candidates each year.

• Awarded individual “Top Rookie” award for 3+ consecutive months for most candidates and spread earned for company in the US Eastern region.• Promoted to Senior recruiter and given full desk (responsible for candidate presentation and relationship with client) before typical one year waiting period.• Responsible for identifying qualified technology professionals for clientele based upon requirements previously specified by client.• Utilize developed expertise to source candidates for position client is looking to fill via company database, user groups, Linkedin.com, numerous job boards, and cold marketing.• Qualify, interview, and prep selected individual for client presentation, while providing follow-up to candidate about interview feedback.• Initiate background and credit check if position/offer is made to presented candidate.• Maintain relationship with candidate during entire hiring process.• Maintain active candidate pool of place able candidates with skills that are predominately sought after by clients.• If term of position is contract or contract-hire (permanent placement was an option as well), maintain relationship during to prevent any issues that would cause contract to end before predetermined date.

· Interacted with department managers and hiring managers to coordinate tactical and strategic planning for the activities of trends, needs, hiring, and recruiting· Successfully recruited quality applicants per corporate requirements for entry-level sales and customer service associates, to full training classes of 22-40 qualified candidates per week· Achieved an overall 94% graduation and fill rate, attributed to a 5% decrease in turnover rate within 3 months