- Build strategic sourcing strategies to facilitate future growth - Manage full lifecycle recruiting from needs assessment through new employee onboarding- Partner closely with hiring managers and stakeholders to understand unique business needs and ideal candidate profiles. You will immerse yourself in our business, our product, and our culture.- Create a specialized talent acquisition strategy for each role, including sourcing, recruiting, and interviewing, designed to attract top candidates in a variety of functional areas- Creatively utilize appropriate sourcing tools to build long-term candidate relationships and pipelines- Serve as brand ambassador for Iodine, creating online content and other collateral to share our success story and strengthen our employment brand- Track and report success metrics and use them to inform strategic talent planning

Build, Lead and Advise on HR hiring strategies •Maintain and grow programmatic intern hiring through Skillbridge and HOH (Hiring Our Heroes) for Dell Technologies•Collaborate with Executive Leadership to build internal Veteran success program to attract, develop and retain Veteran talent•Position Dell Technologies as a leader Veteran hiring and differentiate from competitors•Enable better visibility and provide resources for Veteran applicants to translate their skills into industry terms•Proactive sourcing efforts to identify Veteran talent across business function needs develop and deliver Veteran hiring strategy for Dell Technologies

Built and Managed North America Sourcing 22-person team supporting Infrastructure Solutions and Client Solutions business functions (Cyber, Security Resiliency, Cloud and Storage)•Aligned sourcing team into strategic focusses (Diversity, Early-in-Career, Professional, and core functions) •Created sourcing strategy to identify strategic highly technical and high-volume roles to build robust pipelines utilizing Avature and Workday•Strong partnerships with in person and Virtual career fairs focusing on strategic needs both Early in Career and Professional •Identified strategies to reduce time to fill and build model to enable sourcers greater agility to shifty strategic focus•Analyzed AI tools to eliminate repetitive tasks, automate service and enable stronger value-added human engagement •Built sourcing tool to enable clear engagement for Sourcers/Recruiters/Business Functions across North America (received Game Changer Award)

• Managed 12-person recruiter delivery team for the Services business function for North America• Partnered and planned with senior leadership to develop strategic hiring plans, operational excellence and candidate experience • Quarterly reporting on hiring data to Sr. VP’s (Workday and Avature)• Drove talent acquisition initiatives (Diversity, Veteran, Candidate Experience, and People Development)

•Sr. Recruiter for Dell Services volume and strategic roles and Tech Support function for Texas, Oklahoma and Tennessee •Mentor and train new TA recruiters to enable quick ramp to effectively support the business functions•Strong military recruiting involvement both virtual and on base strategically in Texas and Oklahoma•Build and maintained strong business and HRBP relations to effectively align recruiting effortsActively pursue opportunities to grow career through volunteering to participate and lead projects and initiatives

• Supported Services, Marketing and Digital recruiting efforts• Managed full cycle for Client Tech Support hiring ramps in Texas and Oklahoma (300+ external hires annually)• Developed extensive sourcing plans to support high volume needs• Led recruiting projects at multiple military bases, career fairs and ERG groups• Utilized Taleo, Avature and LinkedIn

• Managed full cycle recruitment for Austin inside sales organization, Sr. Manager and Director hiring averaging 180+ hires annually • Recruited nationwide for field sales• Built relationships with strategic Universities, Veteran Groups and community organizations to strengthen talent pipelines and build brand awareness• Partnered with VP, Directors and Sr. Leaders to forecast hiring needs and implement talent programs• Implemented behavioral interviewing using core competencies and reduced interview to hire ration from 4/1 to 2/1• Built Military recruiting strategy and develop proactive recruiting processes the reduced hiring ramp times by 3weeks

• Manage full cycle recruitment for multiple lines of business (Sales, Technology, Engineering, Healthcare)• Partner with leaders to define business needs and develop recruiting plans including compensation, grade level, strategies, and compliance requirements• Member of multiple project teams assigned to assess future hiring needs and develop pipeline strategies to source strategic professionals • Helped build a new sales organization within Dell (Apps/BPO), United States and International• Manage both high volume and strategic recruiting efforts• Wyse acquisition team member, recruited Outside Sales Specialists, Sales Engineers, Product Specialists• Partnered with Wyse managers to build teams in California, Texas, and Illinois • Member of the Quest Software acquisition team (built technology and sales teams)

• Responsible for the business development activities in Austin, San Antonio, and surrounding areas• Manage top clients while growing our client base and diversifying our business• Work closely with executives in the Healthcare, Manufacturing, Service, Finance, and High Tech Industries to define needs, set goals and increase business efficiency• Manage, train and develop recruiters • Manage cross functional recruiting teams and develop large multi-discipline recruiting networks (B2B Sales, Sales Managers, and entry level Sales Professionals)• Grew year over year profitability over 800% from 2008 to 2009 and helped establish new Kelly Service business line in existing clientsDirect Hire Recruiter (Promoted to Business Development Manager in April 2008)• Developed relationships with business managers to assess needs and place mid to upper level Accounting and Finance professionals (Accounting Managers, Controllers, Managers, and Directors)• Managed current clients and developed new clients• Developed recruiting procedures, established candidate networks, and partnered with many of Austin’s top companies

• Develop job responsibilities, requirements, pay rates, and other required aspects of positions by working with managers on a day-to-day basis and acting as the first point of contact for managers when needs or concerns arise• Work with company’s managers and human resources to identify employment needs • Recruit and conduct interviews for engineering, manufacturing, and technical positions • Manage and maintain several key accounts that contribute a large percentage of the office’s total revenue by meeting with managers to discuss projected needs, employees (contract and permanent), and providing solutions• Identify and network with current and potential contractors through phone conversations, lunches, and networking events to help successfully place persons into positions and establish proactive relationships for future needs• Establish relationships with new companies and assess how to best offer Aerotek’s services to fit their needs • Work with sales managers by providing leads into companies, setting meetings, and identifying niche markets in the Austin and surrounding areas• Training and Managerial Responsibilities • Develop new Aerotek recruiters by conducting training sessions, establishing development goals, and identifying strengths and weaknesses • Conduct weekly and monthly continuous training programs aimed to benefit both new and experienced recruiters that has resulted in increased productivity and office communication • Coordinate and facilitate job fairs to attract both internal and external employees

• Identified internal communication gaps within departments, suggested and implemented new policies that resulted in decreased employee absentee and streamlined departmental channels of communication.• Ensure the needs of every member are taken care of by anticipating their requirements, providing solutions, and promoting a 100% customer satisfaction rate.• Responsible for maintaining and executing maintenance schedules which maximizes the total number of golf carts available for members and guests. As a result, the course has been able to maximize usage and revenues to 100%, increasing customer satisfaction and decreasing repair cost.• Assist in managing overall course play. Coordinate Collegiate, Member, and Charity tournaments; in addition to overseeing all practice facilities exceed customer’s expectations.

• Analyzed, supported, and assisted over 30,000 students, faculty, and staff in the resolution of computer problems.• Assisted in monitoring the University’s systems for potential server outages, viruses, and system overloads in order to maximize the University’s technology.• Orchestrated cross-functional teams to resolve any identified problems minimizing departmental down time.• Trained and mentored new employees by demonstrating how the technology systems worked while giving them an opportunity to observe and listen in on customer phone calls, and provided them test calls to ensure trainee’s assistance exceeded customer’s expectations.