● Drove cross-functional projects based on defined priorities; ensured scope of deliverables, timelines and budget are met; identified risks and issues and mitigated and / or escalated as needed.● Leveraged problem solving skills to ensure project plans deliver on intent and maintain key project documentation. Documented progress and report to stakeholders on project status.● Partnered with project customers to provide strategic and tactical thought partnership to effectively drive project delivery. Forged relationships with key stakeholders to ensure delivery of commitments.● Oversight of multiple processes: monitor, report, and plan process improvement or redesign initiatives; defined, established, and managed process controls; identify process improvement opportunities and implement them through collaboration with other groups; make final recommendations for approval on changes.● Coordinated alignment between cross-functional teams such as finance, labor strategy, enterprise teams.● Created an organization-wide (1000+ associates) culture program during a pandemic environment.● Led the enterprise-wide communications and change management strategy (key messages, logo development, content editing, channel strategy, presentation development) for our many initiatives.● Owned communications initiatives, working with the chief of staff, colleagues and stakeholders to deliver timely, targeted, creative, and effective communications to keep associates and stakeholders informed and engaged.● Created strategy and materials for MBRs and monthly All Hands (760+ associates).● Created and implemented org-wide Onboarding Experience for New Associates and Hiring Teams on intranet.

● Created CRM recruiting workflow process and rules of engagement for all Shared Tech, Commercial, Executive and Financial Recruiting teams.● Built out CRM tool for multiple LOBs recruiting teams by partnering with vendor's engineers.● Training facilitator for CRM utilized by multiple LOBs.● Led weekly Office Hours and bi-monthly training for CRM.● Behavioral Interviewer and OnBoarding Ambassador for tech recruiting.

• Served as a member of the DHS Business Development team by working with Vice President to manage, schedule and oversee the entire proposal development process- from solicitation release to post-submission- in accordance with industry best practices. • Managed multiple proposals with tight deadlines and complex requirements for DHS (focused on IT, financial management, program support services, and project management). • Communicated and coordinated with executive leadership, teaming partners, proposal writer, and SMEs to compile accurate and high-quality proposals in compliance with solicitation requirements. • Researched, wrote, and edited staffing and management proposal components. Created staffing budget for each proposal.• Worked directly with COO to advise a departmental team on staffing adjustments for team’s proposal rebid. • Acted as Proposal Manager to work directly with new partner to coordinate MIL teams' tasks and recruiting efforts for key staff resources on a State proposals.• Prime contact for new partnership to build onsite team and manage the new resources. • Reviewed current recruiting team with VP of HR to discuss improvements for future recruiting success as company begins restructuring. • Evaluated New Hire process, created a smoother workflow and implemented process for New Hires and Orientation.• Identified the need for Asset Management Plan to comply with government contracts.• Implemented company’s Social Media and Internet policies. • Sourced and recruited from LinkedIn to staff each requirement for RFPs.• Gathered and created business requirements for recruiting team.• Understand customers’ business processes and practices and serve as a Subject Matter Expert (SME) in specifically assigned areas, and document appropriately.

• Managed the daily operations of the recruiting function of the office to include hiring, overseeing, coaching, training and leadership Recruiters, and support staff (when needed). • Provided recruiting direction and leadership insights to the Operations Director on setting recruiting metrics, monitoring performance against goals and overseeing the recruiting staff to meet expectations.• Discussed each recruiters' metrics on a weekly to monthly basis to meet goals while coaching recruiters on improvements to ensure metrics are met. • Sourced and hired 4 Recruiters, entry and mid-level resources.• Trained Account Managers on networking, cold calling, strategically finding new accounts, gathering the most accurate information to fill client’s job requirements, and negotiating contract fees.• Worked with Hiring Managers to build out job requirements, when needed. • Adapted strategies to adjust to changing market and clients’ requests. • Created presentations to train Recruiters and Account Managers on optimization of LinkedIn, Twitter, Boolean search strings, and searching for "purple squirrels".• Updated internal Recruiter’s Handbook to include Recruiting Life Cycle, creating guidelines to prep candidates for interviews, find “red flags” on candidates, negotiations with candidates, and close offers for candidates.• Accompanied Account Managers to new client meetings to introduce Morton Consulting and gather any requirements clients’ seek additional/backfill staff resources.• Negotiated with hiring managers, vendors and candidates on bill rates, salary and pay rates.• Researched bill rates per positions for each RFP.• Negotiated competitive consultant rates with regional market knowledge. • Used social media to maintain relationships and continually build personal brand.• Performed full Recruiting Life Cycle with use of job boards, social media, ATS, and search engines.• Provided one-on-one interview coaching.

• Internal training resource for newly implemented ATS, Bullhorn.• Sourced and cold-called into new accounts, and met with new clients to introduce TEG business. • Gathered new requirements from clients through in person and video meetings.• Negotiated with hiring managers, vendors and candidates on perm fees and salary pay rates.• Attended networking events while creating long term relationships to continuously build upon book of business. • Worked with Senior and Executive level management to identify requirements and compensation rates of skill sets through phone and in-person meetings. • Created, updated and maintained Twitter and Facebook social outreach for the company. • Created motivating ads to post on job boards and social media networks, emails and voicemails to get best return of action for passive candidates. • Contributed to internal education and guide development for candidate interviewing, negotiating and closing offers.• Performed full lifecycle of Recruiting. -Split time as Contract Recruiter to E3 Federal Solutions.• As an in-house corporate resource for E3 Federal Solutions, collaborated with Program Managers, Business Analysts, and Proposal Writers to identify and recruit candidates that fit within the federal customer profile for each RFP.

• Trained junior Recruiters and mentored mid-level Recruiters.• Created training presentations to present to Recruiters company-wide to train each Recruiter on resources to source candidates, and on lines of social media for personal brand building.• Negotiated with vendors and candidates on bill rates, salary and pay rates.• Researched bill rates per positions for each RFP.• Managed sub-vendor relationships to ensure fast turnaround of identifying the correct candidates for client requirements. • Consistently updated social media networks (i.e. Twitter, Facebook, LinkedIn, RecruitingBlogs) to maintain relationships, build new relationships and create an online presence to help identify the new DC branch. • Worked with hiring managers on gathering requirements and analysis of compensation for critical needs. • Created relationships and lines of communication throughout the full Recruiting Life Cycle.• Maintained and exceeded monthly goals.

• Led team of 2 Senior Recruiters and 1 Recruiter Associate. • Stepped down as Lead due to relocation.• Assigned new requirements to evenly distribute positions among recruiters.• Trained recruiters on social network recruiting and ideas to recruit on Boolean Search Strings.• Hired new Recruiter to build a stronger team.• Trained and mentored 3 Recruiters and 1 Business Development Manager.• Negotiated with vendors and candidates on bill rates, salary and pay rates.• Researched bill rates per positions for each RFP.• Presented branch’s weekly information, and client information through gathered data and analysis on bi-weekly Regional calls.• Performed data analysis on new openings, hires and recruiter’s monthly performance.• Managed sub-vendor relationships to ensure fast turnaround of identifying the correct candidates for client requirements. • Created PowerPoint presentations to train Recruiters and Business Development Managers on using Twitter, LinkedIn, Facebook and Boolean search strings.• Assigned client requirements to recruiters, researched bill rates for proposals, and resolved internal conflicts. • Negotiated fair market compensation with consultants and clients that also ensure competitive margins. • Partnered with national recruiters to improve the success of the team on a local and national level. • Worked directly with hiring managers up to Executive level to discuss and identify open job requirements for critical needs. • Rewrote client job requirements for placement on job boards.• Continued education on a social networking and presentation skills.• Developed and maintained competitive knowledge through industry relationships, local market, and continued development of relationships. • Handled on-boarding the consultant through proper paperwork and new hire orientation, and explanation of company or client benefits. • Partnered with Business Development Managers to support client relationships.