Darrell Robinson Email and Phone Number

Partners with leaders to determine staffing needs and produce forecasts and reporting. Incorporates metrics to define success/failure, and shares with key stakeholders. Completes and/or facilitates Direct Recruitment of all positions within the assigned business unit. Manages third party recruitment agencies and staffing firms to ensure delivery in accordance with agreement. Manages collegiate recruiting programs in assigned markets. Identify and drive continuous improvement to ensure deadlines are met, while maintaining quality. Maintaining knowledge with the current trends in talent landscape, recruiting methodologies and tactics in various markets. Support and assist with implementation of Human Resources and Talent Acquisition initiatives to enhance successful rollout and acceptance throughout the organization. Support the T.A. reporting needs of the team, using knowledge of T.A. Tools and in systems to supplement and communicate with the HR Reporting area, ensuring the HR team has the data and reports they need on both a routine and ad hoc or project basis.

Full Life Cycle Recruiting: Manage the entire recruitment lifecycle from job requisition to onboarding for technical and non-technical roles across various departments.Sourcing & Talent Pipeline: Develop and implement effective sourcing strategies to attract high-caliber candidates using a variety of platforms, including LinkedIn, job boards, social media, and networking events.Candidate Screening: Conduct thorough candidate assessments through resume reviews, phone screens, and in-depth interviews to ensure a strong match with job requirements and organizational culture.Stakeholder Collaboration: Partner with hiring managers and department heads to understand specific hiring needs, create job descriptions, and develop tailored recruitment strategies.Offer Negotiation: Facilitate the offer process, including negotiating terms and conditions, and extending job offers to selected candidatesApplicant Tracking System (ATS): Utilize the ATS to track applicant progress, maintain accurate candidate records, and generate recruitment reports.Employment Branding: Enhance KBR's employer brand by promoting the company culture, values, and career opportunities through various channels.Metrics & Reporting: Monitor recruitment metrics to evaluate the effectiveness of recruitment strategies and make data-driven improvements.Compliance: Ensure all recruitment activities comply with company policies, industry regulations, and employment laws.Talent Pool Development: Build and maintain a talent pool of qualified candidates for future job openings.Market Research: Stay updated on industry trends, labor market conditions, and competitor practices to provide insights and recommendations for improving talent acquisition strategies.Training & Mentorship: Provide guidance and mentorship to junior recruiters, sharing best practices and helping them develop their skills.

Technical Recruitment Strategy: Design and implement comprehensive recruitment strategies to source, attract, and hire top-tier technical talent, including software developers, engineers, cybersecurity professionals, and IT specialists.Proactive Sourcing: Utilize advanced sourcing techniques to identify and engage passive candidates through professional networks, GitHub, Stack Overflow, and other technical communities.Candidate Evaluation: Conduct rigorous technical screenings, coding assessments, and competency-based interviews to ensure candidates meet the high standards required for technical roles.Stakeholder Engagement: Collaborate closely with hiring managers and technical leads to understand specific team needs, project requirements, and desired candidate profiles.Pipeline Development: Build and sustain a proactive pipeline of qualified technical candidates for current and future hiring needs, maintaining a focus on niche skill sets.Technology Utilization: Leverage recruitment technology and tools, including AI-driven sourcing platforms and applicant tracking systems, to streamline the recruitment process and enhance candidate experience.Data-Driven Recruitment: Analyze recruitment data and metrics to measure the effectiveness of sourcing strategies and recruitment campaigns, making continuous improvements based on insights.Industry Trends: Keep abreast of the latest trends in technology and recruitment, ensuring General Dynamics remains competitive in attracting top technical talent.Networking and Outreach: Establish and maintain relationships with industry professionals, educational institutions, and technical organizations to build a network of potential candidates.Compliance and Best Practices: Ensure all recruitment activities comply with legal requirements and best practices, maintaining the highest standards of professionalism and ethics.

Core Recruiting/Pipeline Building – Build and manage a candidate profile, develop a sourcing strategy, properly assess candidate qualifications, and present and close opportunities effectively.Strong relationship builder; in addition easily ability to adjust in a dynamic environment and posses passion for the company and your craft. Understand business strategy and priorities, and able to build and grow talent networks. Solid understanding of the product development life cycle and conversational-level knowledge of Microsoft technologies and industry knowledge.

•Full life cycle Global recruiting for a req-load of 30-60 active requisitions at any given time, ranging from entry level to senior director level roles•Consults with hiring managers, conducts research, crafts detailed job descriptions, determines effective screening questions, and posts requisitions•Consults with candidates from the very first phone call to develop rapport and facilitate onboarding; screens candidates to ensure they are:◦Technically qualified, cultural fits•Vetted for their interest in the role (location, compensation, etc.)•Able and prepared to deploy on the required timeline and take information requirements seriously•Submits applicants to hiring manager and schedules interviews, helps facilitate the decision process•Attends/conducts meetings with or on behalf of the Sr. Recruiting Manager•Recruits for proposal efforts, or funded requisitions to surge support for business areas, jumps into business units as needed to help with surge recruiting activities

Maintenance and Administration of Applicant Tracking System and other Recruiting tools including Linkedin and job boardsSourcing candidates through our Applicant Tracking System and pro-active recruitment of passive candidates through online databases and social media.Perform and facilitate all phases of the interviewing process up to and including the onsite interview. This includes pre-screening resumes, phone interviews, coordinating and scheduling onsite interviews for hiring managers, conducting onsite interviews with candidates, and relationship management throughout the entire process both internally and externally.Working with Hiring Managers to verify and improve job descriptions based on evolving needs. While doing so, also providing insight into current market availability.Facilitating reference checks and conducting background checks for candidates before hire.Working with Hiring Managers to complete New Hire Authorization packets and provide insight into appropriate salaries and levels with guidance from Director.Create offer letters and extend and negotiate verbal offers when needed (if Director is unavailable).Occasional collaboration with third party recruitment agencies for certain roles if neededCreation and maintenance of global reports including internal recruiting metrics (i.e. current headcount versus projected headcount, openings per department, time to fill, sources, etc.) and general candidate tracking metrics.

Full life cycle recruitment coordination for student, staff and full time employee positions. Contract assignment focused on hiring for the schools departments and full time faculty need during the summer.

The Chief Administrative Office (CAO) is a non-partisan, non-legislative office that provides support services and business solutions to the community of 10,000 House Membersin the following areas : professional, technical administrative staff, finance, information technology, cyber security, procurement, logistics, and human resource services. Duties as follows :Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.Determines applicant requirements by studying job description and job qualifications. Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals; escorting applicant to interviews; arranging community tours. Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training. Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.Accomplishes human resources and organization mission by completing related results as needed

ICF International (NASDAQ:ICFI) partners with government and commercial clients to deliver professional services and technology solutions in the energy, environment, and transportation; health, education, and social programs; and homeland security and defense markets. The firm combines passion for its work with industry expertise and innovative analytics to produce compelling results throughout the entire program life cycle, from research and analysis through implementation and improvement.ICF has a passionate commitment to our work and to helping our clients achieve their objectives. We combine technical expertise with world-class analytics. We provide room for entrepreneurial thinking and grass-roots innovation to achieve compelling results for both our clients’ projects and our own company. All our work is done in a professional, collegial, and intellectual environment that allows individuals the latitude they need to perform work that parallels their passions. Since 1969, ICF has been serving government at all levels, major corporations, and multilateral institutions. More than 4,500 employees serve these clients worldwide. ICF's website is http://www.icfi.com.

Full Life-cycle recruiting, assisted with C-Level executives and independent consultants to restructure the Recruiting Department.

When success is the only option, Sapient Government Services is the solution. We work with government agencies, non-profits and non-governmental organizations to bring new thinking and a focus on lasting solutions that deliver immediate value.Sapient Government Services is a leading provider of consulting, technology, and marketing services to a wide array of governmental agencies. We are focused on driving long-term change and transforming the citizen experience, using technology and user experience expertise to help agencies become more accessible and transparent. Sapient Government Services is a unique firm because we are an integrated part of a global customer experience company see (www.sapientnitro.com) with deep expertise in developing the most effective solutions for some of the world's most innovative and valued companies. Together, Sapient’s business units are changing the way our clients interact with their constituents at organizations including The FBI, Coca-Cola, Chrysler, National Institutes of Health, Footlocker, Vail Resorts, Library of Congress, United States Department of Health and Human Services, and United States Department of Homeland Security.

Responsible for full life cycle technical and non-technical recruiting activities for Fortune 500 companies, which included screening, interviewing and submitting qualified candidates to job openings.Entrusted to work closely with hiring managers to schedule and facilitate interviews, as well as provide feedback to candidates.Maintained strong relationships with candidates by frequently following up throughout the recruiting process, including offer, negotiations, contract signing and continued to maintain a rapport throughout the length of their employment.Interfaced with hiring managers to assess their needs and collaborated with them to develop job descriptions and potential candidate profiles. Compiled and maintained detailed information on current and prospective clients

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