Manage Chubb's Field Recruiting team which is responsible for full cycle recruitment across Chubb North America's field office locations. Our team delivers top insurance talent to the organization across all business lines and functions from Early Career talent to Experienced Insurance professionals. We do this by collaborating closely with Hiring Managers, local and national HR partners, and business, university and industry leaders. We're passionate about passionate professionals!If you're an insurance professional interested in an opportunity at Chubb, or someone looking for a robust and varied career with a global and diverse organization we would love to hear from you!Positions we recruit for (not limited to): Underwriting (Personal Lines, Commercial Lines Middle Market & Major Accounts), Claims, Operations & Functional, Chubb Associate Program & Interns.Geographical focus: Northeast, New York, Mid-Atlantic, Mid-West, Southeast, Southwest, Pacific (North & South)

Client Services Manager, Chubb North AmericaA&H, Financial Lines, Surety

Sr Recruiter, Chubb North AmericaA&H, Financial Lines, Surety

Full Life-Cycle Recruiting for Chubb North America's New York RegionUnderwriting, Claims, Operations, Functional, Early Career

Available for Independent Talent Acquisition Consulting, RPO, Contract Recruiting and other freelance/consulting work.

Most technology teams struggle to develop a unique internal talent strategy. JPI creates a customized talent acquisition roadmap to help you fill 100% of your positions with a customized Internal Model. At JPI, we truly understand the internal and external struggles with company's talent strategy. We build our solutions to help you move your talent strategy to a pro-active strategic model over time.The following statistics are based on Deloitte, Bersin 2015 workforce studies and show the critical need for a talent acquisition strategy.• 93% of CEO's agree they must implement, change, adapt, or customize their talent strategy. •14% of organizations believe they develop a pro-active relationship with prospective candidates. •Only 26% of companies have a defined workforce planning roadmap with a pipeline strategy to support future needs. •77% of talent acquisition leaders in the USA agree that talent brand has a significant impact on their ability to hire great technical talent.Responsibilities: − Identify qualified business opportunities for RPO, Management Consulting, and technical staffing through networking, market research, cold calling and marketing efforts.− Negotiate contracts (MSA’s, SOW’s) with clients and terms of employment with candidates and niche technical talent.− Training recruiters and sourcers on best technical recruiting practices and to qualify business leads. Conduct sales seminars with small business owners.− Consult funded start-ups on implementing a scalable technical and non-technical hiring process.− Attend Small Business and Minority Business conferences. Attend technical, entrepreneurial and local networking groups to market company and stay current on technical trends and local start-ups. − Maintain existing relationships to grow business organically. Responsible for all new account management. − Qualify or disqualify potential candidates for wide-ranging Information Technology positions.

Populus Group is a nationally certified minority owned company that offers a comprehensive group of talent management solutions, our Integrated Workforce Management Framework, that yield a high quality workforce quickly. We provide guidance and expertise in the mitigation of risks and compliance issues associated with the usage of contingent labor, including safe engagement strategies for independent contractors and immigrants as well as regular consulting.For skilled job seekers who are in high demand, finding a job should be more than just matching abilities listed on a resume with a list of job requirements. On both sides of the equation are people that come together to create meaningful, fulfilling work that moves both the business and candidate in the right direction. My job is to ask the right questions to help find a role that advances you towards your goals, and that makes you happy. Once we've identified a potential fit, I'll provide the right level of support each step of the way. After all, changing jobs is one of the top 3 most stressful life markers, but it doesn't have to be. Ready to get started? Check out our website to see current positions, or contact me to start looking for your dream job.

This position provided me with an opportunity to interact with a wide variety of customers, co-workers, and the management team. My responsibilities surrounded providing high-quality customer service while supporting the goals of the dealership. This was accomplished by properly maintaining a comfortable environment for existing and new clients that also enhanced the marketability of NTW's products and services. I was also responsible for maintaining $2 million of showroom and lot inventory by identifying and correcting potential issues that could adversely impact the quality of the facility. My role provided assistance to a variety of senior managers including the General Manager and Director of Operations. This position ran concurrent with my education at the University of Delaware.

Volunteered to teach a 5th grade class in inner-city Boston in non-violent conflict resolution.

This position provided an excellent opportunity to develop leadership, mentoring and interpersonal skills. Learned decision-making and conflict resolution skills that have directly translated to both my professional and personal life. I was selected to and participated in a Pro Referee Development Program.