Recruiting Toolbox is a recruitment management consulting and training firm. Our experienced consultants and trainers (all former corporate recruiting leaders) are 100% focused on helping companies recruit better. We're not a search firm or contract recruiters. Instead, we help companies with recruiting and branding strategy, process improvement, systems selection and implementation, tool development and deployment, and custom-built recruiter and hiring manager training. Our work is leveraged by companies in a variety of industries around the world.I work with clients to build and deploy high ROI recruitment strategies & processes, train recruiters and managers on how to optimize for speed & quality, and a bring a practitioner focus to make it real and practical .Areas of Expertise:- Recruiter Training - Process Improvement & Candidate Experience- Interview TrainingClient List:GE, 3M, TripAdvisor, BNY Mellon, GM Financial, Frontpoint Security, Lincoln Financial, IKEA, Alberta Energy Regulator, Avalara, Conde Nast, Watermark Retirement Communities, Canadian Tire, HBK Capital Management, mongoDB, Capital One, The North West Company, Skyworks Solutions, Sunrise Senior Living, Accuray, Aspen Dental, Justworks, OpenView Ventures, PulteGroup, Tennessee Valley Authority, The Canadian Pension Plan Investment Board, Wolters Kluwer, Kellogg Company, Micron Technology, LACERA, JHU Applied Physics Lab, Niagara Bottling, KeyW, The Federal Reserve, Peraton, Autodesk, Princeton Univ., Yale Univ., Altria, Achieve, Houghton Mifflin Harcourt, Paycor, USAA, SAP, Boston Children's Hospital, Element Capital, Gymshark, IGM Financial, Okta, CDW, Youth Villages, Credicorp, American Family Insurance, Legacy Health, Cariad, Catholic Health, Beam Suntory, Community Health, BECU, HEB, US Coast Guard, Aristocrat, NY Presbyterian Hospital, Workday, Walgreens, Ferguson, GDIT, Liberty Mutual, Procter & Gamble, Siemens, Northrop Grumman and Walmart.

I have spoken on a variety of Recruiting topics including Sourcing, Recruiting Technology, Recruiter Learning & Development, Social Media, Mobile Recruiting, Metrics, Candidate Experience and more.Speaking Engagements:- Future of Recruiting Summit - Fall 2021, Virtual- SourceCon - Spring 2020, Virtual- Washington Network Group - Spring 2019, Arlington, VA- SourceCon - Fall 2017, Austin, TX- SRSC - Fall 2017, Austin, TX- Talent42 - 2016, Seattle, WA- Communitech - 2015, Waterloo, ON- Social Recruiting Strategies Conference - 2015 - Boston, MA- Minnesota Recruiters - 2015- Dulles SHRM 2014 - Reston, VA- Recruitstock 2014 - UK- #truCollegeRecruiter NYC 2013 - New York, NY- HR/NY 2013 - New York, NY- Recruiting Trends Conferences 2013 - 2015 - Las Vegas, NV & Orlando, FL- CTRN PowerBoost 2013 Conference - Denver, CO- recruitDC Spring 2013 - Arlington, VA- Sourcing & Recruiting Social 2013 - Arlington, VA- RecruitBaltimore 2012 - Baltimore, MD- mRecruitingCamp 2012 - Atlanta, GA- Socialrecruitingsummit 2009 - New York, NY- 2009 & 2010 ERE Expo - San Diego, CA- SourceCon 2008 - Atlanta, GA- Kennedy Recruiter Conference 2008 - Las Vegas, NV- WTPF Talent ROAR 2006 - McLean, VA- Project SAVE, Project SAME, HRA-NCA, 2005-2010

The Association of Talent Acquisition Professionals (ATAP) represents the interests of talent acquisition professionals at every level worldwide.We’ll do that by building a common body of knowledge, establishing minimum standards and ethics, advocating for our profession with governmental entities, within the business community, and with other related professional societies; and developing community at a local, nationwide and global level to enable talent acquisition professionals to better learn from and network with each other. Find out how at www.atapglobal.org

President - 2009-2015Past-President - 2015 - PresentrecruitDC is a recruiting community developed by DC-Area recruiters for DC-Area recruiters. Producing a series of conference-style events that attract national speakers and highlight local best practices, DC-Area recruiters will have a focal point from which they can learn and grow. Through networking events and a strong social media presence, DC-Area recruiters have a broad community to call their own.

Talent Acquisition Project Lead for the company's Global Taleo ATS Implementation and Mobile Recruiting Initiatives. As the Project Lead for the ATS Implementation, I represented the COE's interests in ensuring that the system was designed and implemented to meet the needs of the organization. This included defining requirements, advising on the design and development of the candidate and recruiter interfaces, participating in testing, drafting communications, delivering training, leading post-implementation follow-up and discussion sessions. In addition, I was responsible for the overall coordination of a variety of key stakeholders including the various global user populations, IT, HR, Legal, EEO, Reporting, College Recruiting, Employment Branding, the Selection Tools Team, Change Management, Testing and the RPO partner.With mobile, I led the development and implementation of a successful SMS/QR Code Pilot Campaign in Europe, and defined the mobile strategy including the initial concept for the company's mobile-enabled career website.

In this role, I was responsible for strategy and program development for our campus and experienced recruiting efforts with the goal of providing our field recruiters the tools and resources that will enable them to be more effective in their talent acquisition efforts.Key accomplishments include;- Participation in the selection, implemention and management of the firm's new Applicant Tracking System;- Establishment of experienced-hire metrics;- Development and launch of two employee referral brands, along with the launch of an employee referral intranet site;- The development, pilot launch and administration of the firm's National Alumni Program;- The development, launch, and administration of a comprehensive social media recruitment marketing strategy (including a blog, Facebook Page, LinkedIn Group, Twitter account, and YouTube page);Other major initiatives included the firm-wide launch of the national alumni program, development of a full life-cycle sourcing and pipeline development methodology, new faculty relations initiatives, and more.

At MITRE, I worked closely with internal customers across the organization in a hands-on and strategic role in the following areas:- Strategy (identifying sourcing tactics at requisition, departmental, and corporate-wide levels that will target great candidates. Training/Coaching hiring managers and other HR staff on effective recruiting techniques)Identification of new/emerging technologies to help enhance MITRE's sourcing efforts.- Marketing (coaching hiring managers and fellow HR professionals on writing more effective job postings, internal/external employment branding)- Research (utilizing multiple sources to identify candidates for current and future needs)- Sales (selling individual candidates on why MITRE is a great place to work and how working at MITRE will satisfy what they are looking for in their career)- Process Improvement (using metrics to identify process improvement opportunities. Identifying and implementing process changes to maximize efficiency)