Buying - Selling - LeasingReal Estate Investment Strategies

Buying - Selling - LeasingResidential Real EstateReal Estate Investment Strategies

Platinum Solutions, Inc. (www.pshouston.com) is a personalized full-cycle employment service focusing primarily in the Houston area and operates with a company philosophy of “Recruiting Long-Term Relationships”. This philosophy, along with meeting most every client and candidate face-to-face, provides a high level of service and develops long-term relationships that have built not only an extensive database but a large amount of repeat business. The primary service market is Engineering with a secondary emphasis on Information Technology and Accounting. ~ Recognized as the 16th Fastest Growing Staffing Firm in America, “The Talent Economy” ~ Recognized as one of the Fastest Growing Technical Businesses in the Houston area, “Fast Tech 50” ~ Recognized as one of the Largest Houston Area Permanent Placement Firms, “Houston Business Journal” ~ “A+ Rating” for over 10 Consecutive Years, “BBB” (Better Business Bureau) Responsibilities Include: Full-Cycle Recruiting Manage Company’s Day-to-Day Operations Monitor Company’s Profit & Loss Train New & Existing Employees Implement & Lead “Team Building” Programs Conduct Employee Reviews Draft Company Policies & Procedures Manuals Handle Employee Hires & Terminations

Founded by Gary Horn, this consulting firm specializes in accounting, finance, and IT consulting and direct placement. My role is to find solid ERP functional and technical talent, Big Four accounting talent, Business Intelligence pros, and others for our long list of clients in the Houston and Dallas markets.

Platinum Solutions, Inc. (www.pshouston.com) is a personalized full-cycle employment service focusing primarily in the Houston area and operates with a company philosophy of “Recruiting Long-Term Relationships”. This philosophy, along with meeting most every client and candidate face-to-face, provides a high level of service and develops long-term relationships that have built not only an extensive database but a large amount of repeat business. The primary service market is Engineering with a secondary emphasis on Information Technology and Accounting.Responsibilities Include:Full-Cycle RecruitingManage Company’s Day-to-Day OperationsMonitor Company’s Profit & LossTrain New & Existing EmployeesImplement & Lead “Team Building” ProgramsConduct Employee ReviewsDraft Company Policies & Procedures ManualsHandle Employee Hires & Terminations

Traveled throughout South and East Texas to observe construction operations, ensure compliance with safety procedures, and executed corrective measures when necessary. Marketed company services, while collaborating on hiring and firing employees. Obtained $250K in new business.

In charge of recruiting services as 1 of 10 Directors in the southern half of TX and LA. Directed 8 assigned Enlisted Accessions (EA) recruiters. Trained and motivated recruiters in 4 different recruiting programs: EA, Prior Service, Officer Training School, and Reserve Officer Training Corps. Assigned recruiting goals and ensured recruiters met or exceeded them while conducting market and performance analysis. Managed lead generation program. Developed and conducted recruiter training program employing best practices for new recruiting staff. Accountable for unit inspection program to assure compliance with recruiting policies, proper document storage and disposal, vehicle usage and office safety. Managed 9 vehicle fleet and its $150K operating budget. Guided recruiting staff in best practices, efforts resulting in team recruiter ranking #1 out of 64 recruiters due to training, leadership, and guidance, and increased lead generation program leads to 1.2K new leads. Achieved service-term commitment of 63% for 6 year term as opposed to normal contract commitment of 4 years where goal was 40% commitment for 6 years. Cut the typical enlistment cancellation rate from average of 12% to 6%.Boosted overall production of squadron, finishing the year at #2 out of 28 squadrons nationwide.

Accountable as 1 of 4 Liaisons for Houston performing MEPS quality control between field recruiters and MEPS personal on all enlistment documents and preprocessing applicants' case files; this involved medical prescreening requirements as necessary to resolve processing and enlistment conflicts and eligibility problems. Coordinated enlistment processing and document shipment according to recruiting squadron policies. Maintained file of qualified and waiting applicants and request-assignment data for all eligible applicants.Saved $74K+ in processing fees by identifying case file deficiencies prior to applicant processing resulting in returned application drop of 2%.Earned Top MEPS Liaison of the Year award by solidifying applications of more than 400 personnel.Avoided spend of money on hotel "no show" costs by launching a tracking log and briefing staff in correct scheduling procedures; enforced scheduling regulations.Achieved production rate 250% over assigned goal after being selected to take over highly-visible Dental Officer Recruiting Program. Obtained free advertising thus saving more than $2K in fees by negotiating with the Greater Houston Dental Association.

Interviewed, screened, tested, and evaluated applicants from civilian sources to achieve allocated goals. Conducted and maintained current market and production analysis for zone of responsibility. Handled advertising and promotion program with radio and TV stations. Maintained public relations programs with schools, communities, and service organizations. Collaborated with social services programs to create Air Force awareness. Managed lead resources.Exceeded recruiting goals by 113%, 138%, and 122% for 3 consecutive years where goal was 100%.Achieved 88%, 95%, and 97% rate for 3 consecutive years of applicant success rate where goal was 75%.Took over a 2nd zone during manning shortfalls covering 32 high schools and more than 6K square miles and maintained cancellation rate at 0 where 15% is expected.Increased production and helped unit of 8 struggling recruiters obtain 115% of goal cumulatively.