• Conducts military veteran candidate sourcing activities; cold calling, utilizing social media, on-line job boards and recruitment databases, regional conferences, and networking events.• Qualifies, presents and recommends candidates to meet the needs of our clients by evaluating candidate fit for a particular location and job based on requirements provided by the client, candidate personality, work experience, references, and other applicable information.• Maintains a well-qualified talent pipeline across military branches, rank, occupational category, and geographies.• Collaborates with Sales as primary partner in matching client needs with qualified candidates.• Negotiates candidate salary and/or rates, logistics tied to interview process and travel as well other items affecting contracting or placement of candidates.• Manages and coaches candidates through various situations during all stages of the recruitment and placement process.

Administered employment program’s interaction with veteran candidates by preparing them for a successful transition into a new career in the civilian workforce. • Promoted employment program to Corporate Partners and those that have an influence in veteran hiring, fostered relationships through communication, commitment and understanding company objectives.• Facilitated and deliver NextOp information sessions, hiring events, and HR training for Corporate Partners• Sourced leads and screened candidates to ensure the most qualified candidates are matched with appropriate positions; delivering against annual metrics and mission goals• Adapted to environment, trends, and hiring needs of corporations; managed realistic expectations with clients, developed career goals, and provided tools/resources to support veteran placement• Analyze program data to understand current business model and insights of client’s needs; implement innovative strategies and processes to increase participant engagement and organizational growth• Articulate the organization's mission and programmatic goals to community partners and stakeholders, continuously seeking out opportunities to expand customer base and generate revenue

Provide staffing and recruitment strategies for the Southwest region while developing a pipeline of qualified candidates to meet hiring needs for multiple requisitions. Ensured policies and procedures are followed in accordance with company standards and criteria as well as Department of Transportation rules and regulations. • Exceeded weekly and monthly performance/hiring metrics• Introduced career opportunities, conducted needs analysis, effectively dealt with objections and closed on quality candidates to hire or lease on with Schneider.• Interviewed prospects, made hiring decisions based upon interview results, and presented job offers to qualified candidates.• Built a network of talent and ongoing candidate pipeline using innovative sourcing strategies: cold calling, online databases, social media, job boards, and employee referrals.• Focused on retention efforts; efficiently followed up and tracked candidates within the first 90 days of hire—reduced turnover by 15%.

Directed and monitored all recruiting personnel and practices throughout the region while assigned to Webster, TX, for a period of 5 years; supervised the processing and tracking of all personnel actions, awards, evaluations, promotions, payroll, leaves and passes, and overall readiness of all assigned personnel• Oversaw recruitment and hiring of 611+ new hires; coached 8 employees on recruiting processes• Developed a targeted marketing strategy; led to 30% increase in referrals• Diagnosed processing pitfalls and streamlined procedures which reduced errors by 40% and eliminated over 200 man-hours; saved organization $10K in processing costs in one year• Led team to exceed goal at 112% for 24 consecutive months • Consulted with senior level management on business development and strategic planning; identified future recruiting needs, invigorated team motivation, and launched new tactical initiatives

Participated in 5 – person team that managed all recruiting operations and ensured qualifications of talent acquisitions across North and South Carolina for a period of 3 years.• Collected and monitored production data for 9 district teams; kept senior leaders informed on areas of opportunity• Conducted market analyses, performed demographic studies, created, enforced goals for all personnel• Directed placement of 100 – 125 new hires monthly, filled vacancies in over 150 specialties • Received Top Operations Award in 2011, #1 of 24 teams

Recruited, processed and hired new employees annually through establishing effective targeted marketing and public relations programs while assigned to Alexandria, VA, for a period of 36 months.• Implemented stronger guidelines for interviewing and screening potential candidates; lowered the turnover rate from 8% to 2%• Used sourcing tools, personal networking and cold-calling to cultivate an average of 50 leads per month; developed and managed recruiting plans for 12 high schools and colleges• Advised and informed all applicants on Human Resources policies such as responsibilities, compensation, benefits, schedules, working conditions, and promotion opportunities• Entered and tracked applicant data in the Applicant Tracking System and Recruiting Information System and Human Resources databases• Increased individual production by 45%, concluded 2008 at 180% of assigned goal