As part of Charles Schwab's Talent Attraction and Programs Team (a team within talent acquisition), Andrea’s role includes both community relations and project management responsibilities.A large part of Andrea’s time is focused on building fruitful relationships with local non-profits, college campuses, diversity, veteran and professional groups, workforce connections and other community partners. Her primary function at Schwab is to feed the talent pipeline at the "large end of the funnel", delivering high quality talent to Schwab Talent Advisors by creating awareness of Schwab's openings, brand and culture in not only the Austin, Texas market where she resides, but remote markets including Orlando, Florida and Raleigh, North Carolina.

• Recruited, screened and sourced top MBA graduate candidates, supporting Sales, Corporate Strategy, Finance and Accounting in meeting each rotation programs’ hiring goals for both full time and intern employees as well as moving 30% of professional hiring to University Relations within a 3-year period • Identified and analyzed business issues where recruiting programs and services leveraged maximum efficiency; developed and drove strategies that implemented appropriate recruiting cycles • Managed relationships with UW–Madison, UT McCombs School of Business, BYU and UNC; forecasted recruiting budgets for on-campus events for each business segment • Delivered impressive presentations to prospective graduate students, outlining Dell as a whole, positions available, direction of the company, compensation plans as well as featuring Dell as not just a technology company • Sourced candidates through LinkedIn connections, and campus and online job board placement ads, predominately recruiting through Enterprise LinkedIn while utilizing Taleo and Avature • Attended NACE, NABA, NSHMBA and NBMBAA to recruit and further Dell’s brand as a top employer of diverse graduates • Collaborated with senior-level management to develop and maintain talent acquisition strategies that resulted in improvement of business productivity, efficiencies, retention and/or ROI • Designed, developed and executed large-scale events involving key leadership traveling to colleges/university for campus interviews, career fairs and tailgates • Supported Global Mergers & Acquisition as the University Relations Lead

• Provided full-cycle recruiting, sourcing, retention and pipelining of Information Technology Healthcare candidates for 26 hospitals under Ascension Health information Systems and for the ‘Reapply Program’ at Boeing when Dell was awarded the contract for hiring and rehiring of all IT personnel • Led business development and marketing efforts, which expanded the client base and introduced Dell services to both companies • Outlined a customer-centric approach that instilled confidence about Dell once assuming the service, enabling to quickly fill job requisitions while staying in touch with passive candidates • Utilized Bullhorn, Internet job boards, user groups, town hall meetings in small remote cities as well as networking groups and referrals; conducted in-depth background and employee reference checks • Improved recruitment/employment processes by creating additional recruiting strategies that provided a better quality of candidate • Ensured smooth exchange of paperwork, including pre-interview agreements, contracts and offer letters; managed recruiting efforts and prepped clients on frequency of drug testing in a healthcare environment

Supplemental Healthcare, Dallas, TX October 2007 – February 2010Senior Recruiting Manager January 2008 – February 2010• Develop and implement recruiting strategies to secure new therapists and meet quarterly revenue goals.• Manage the working relationship between 20-25 full time therapists and healthcare facilities across Texas.• Recruit allied health professionals using various sales techniques such as cold calling, database mining and organization of recruiting events.• Formulate staffing requirements with healthcare facility directors and managers, including pay scale, benefits, work schedule and location.• Manage and train an internal team of recruiters to build group moral and target organizational goals.• Speak publicly at conferences and schools to promote and educate potential therapists and clients.• Grew weekly revenue to $40,000 in first six months of employment while consistently exceeding monthly revenue goals by 10% or higher. • Completed compliance and credentialing process for each employee to meet Joint Commission standards. Recruiter October 2007 – January 2008• Built new client relationships within existing territory.• Maintained anchor accounts through consistent communication and in-person sales calls.• Attended corporate sales and client effectiveness training.