Providing full cycle recruiting services to the compnay on a non-exclusive basis including but not limited to:*Sourcing*Screening*Job Description updates*Presenting qualified candidates to Hiring Team for multiple positions

I have recently decided to take on Contract positions for Talent Acquisitions roles. I can help you fill your open roles across multiple industries. If you are looking for someone to find that hard-to-fill need, then look no further. I am the "One For All" solution.

Seeking a new opportunity in the Talent Acquisitions arena that allows me to leverage my 20+ years of experience in the field to quickly determine top talent to meet your organizational goals.I am looking for a position that is available for fully remote or only occasional "in-office" work.I offer a positive attitude, a willingness to learn new methods and procedures, the ability to adapt to an ever-changing, fast-paced environment, and a proven track record of successes. I am a relationship builder who excels at finding the right talent to meet your needs.

Promoted to Recruiting Specialist in Oct 2021.Completing full-life cycle recruiting activities for assigned positions.Selected as trainer for former Military recruiters transitioning to non-military recruiting. Successfully trained initial cadre on current practices and procedures and helped them navigate the differences and similarities between the two arenas.Quickly became SME during transition from ADP ATS to iCIMS ATS, provided weekly trainings on various portions of the new systems using a show. tell, do model. Trained over 20 recruiters in two countries on multiple methods and processes to streamline their recruiting procedures, increasing productivity by up to 30% in some instances.Established partnerships with Hiring Managers and business line Senior Leadership to develop an understanding of business needs and practices, resulting in quicker and more effective hires.Educated Hiring Managers on ATS best practices and procedures.Partnered with VP, Advanced Energy to develop and implement Workforce Development (Apprentice) Program. Hired 10 apprentices within three months during initial program implementation, retaining seven as full-time employees. Hired seven during second iteration, retaining all seven hires. Third go-around was in process as of May 2024.Developed candidate pipelines across multiple lines of business with diverse backgrounds and experiences for all different levels of business needs.Created positive candidate experience, ensured candidates had best possible view of the company, to include those candidates who were not qualified for the role they desired.Sourced and filled hard-to-fill roles through collaboration with all stakeholders.Suggested other roles to qualified candidates, resulting in a least 10 additional hires for the organization.Successfully helped people realize their goals and dreams by providing them with first-class service and experience.

Groundbreaker. Game changer. Pioneer.TRC is a leader in delivering professional services for public, private and government clients. We take an integrated approach to your problem, harnessing unparalleled environmental, consultative, engineering and applied technology experience.Leading by ExampleTRC's leadership fosters an entrepreneurial culture and an unwavering commitment to client success.As a Sourcing Specialist for TRC, I used the provided job descriptions to locate talent for my organization. I searched various outlets, such as LinkedIn, Indeed, etc., to find individuals who possess the right skills and background to fit the role.When my outreach attempt was successful, the individual became a candidate for the role and the assigned recruiter worked to move them forward in the process.

Released from contract recruiting position due to Covid-19.

As a Talent Acquisitions Recruiter for Collins Aerospace, I was one of a team of recruiters working within Mechanical Systems, a sub-business unit of Collins Aerospace. I had specific responsibility for Operations and Finance recruiting. I worked with hiring managers and Human Resources business partners to understand the needs of the organization and recruit the highest level of talent possible for each assigned position.Key Accomplishments• Streamlined Operations recruiting for all production/maintenance positionso Implemented pre-interview assessment testing, reduced non-qualified interviews by over 80%o Developed fully qualified candidate pipeline, reduced requisition time-to-fill by eight weeks• Developed dependable working relationships with more than 20 hiring managers by understanding their individual needs and desires related to appropriate candidate selection.• Reduced Finance time-to-fill from 120+ days to less than 60 days on average• Assisted recruiting team members; helped fill their requisitions and provided guidance on military recruiting activities to aid in creating a strategic military recruiting plan.• Began to develop tactical and strategic recruiting plan for local area

I was the sole point of contact for all recruiting activities within the organization, including partner organization, Regional Sheetmetal Manufacturing, LLC. The company initially lacked clearly defined processes and procedures. During my tenure, I researched and wrote more than 15 distinct policies and procedures for recruiting activities that provide alignment with local, state, and federal guidelines.Key Accomplishments• Researched recruiting guidelines for federal contractors• Wrote and implemented procedures and policies aligning organizational requirements to Federal contractor requirements and specifications and organizational directives, vision, and goals• Drafted and implemented tactical and strategic recruiting activity plans• Created new ADA compliant job descriptions for more than 30 distinct positions• Increased Requisition fill rate to 60% in first 4 months (Sep-Dec 2015) of employment, up from 27% fill rate- Achieved 88% (37/42) fill rate during CY 2016- Closed CY 2017 with an 91% (39/43) fill rate- Finished CY 2018 at 90% (38/42).- Ended employment with fill rate of 67% for CY 2019• Posted all available positions in accordance with local, state, and federal guidelines• Conducted research for and Implemented new assessment tools for multiple low-level positions• Single point of contact for all hiring activities.• Developed, maintained, and published up-to-date job descriptions for all positions within the organization.• Established relationships with partner organizations to create a continuous flow of qualified personnel.• Fully developed previously underutilized ATS to facilitate candidate recruiting pipeline activities• Streamlined recruiting processes to ensure only qualified individuals meet with hiring managers• Met organizational timelines for recruiting new personnel.• Developed comprehensive recruiting program to meet organizational manning objectives at or ahead of schedule

I ran day-to-day operations for this location. Opened/Closed store, managed productivity and world-class customer service delivery of the team of 4 employees, monitored cost control and expenses, and provided weekly and monthly reports to the franchise owner. Primary accountability for profit/loss, continuous improvement, service delivery levels, personnel management, and business development. Typical Duties Included but were not limited to: -- Personnel management to include recruiting, training, scheduling, and coaching associates -- Scheduled work assignments and facilitated staff meetings -- Monitored, evaluated, and maximized customer service delivery and customer satisfaction. -- Developed and implemented store marketing program. -- Managed Center financials and prepared reports in accordance with established procedures -- Monitored inventory; including ordering, stocking and receiving -- Reviewed daily employee time sheets and submited for payroll processing -- Managed Center maintenance including cleanliness, safety, and organization

Completed a Bachelor of Science in Business Management with a concentration in Marketing

Implement all aspects of operating a store from opening to closingIncrease profits by developing, initiating and managing all sales programsEnsure price accuracy, organize and execute display and maintenance of off-shelf merchandise; stock shelves, reset departments; organize and execute weekly promotional and seasonal merchandiseExceeded company objectives in customer satisfaction, sales and inventory shrinkageManage schedules of employees and other personnel issuesPrepare store for physical inventory; analyze operation reports

Leadership and Management

Supervised a department tasked with developing recruiters into highly productive team members.• Improved new recruiter onboarding process, reduced processing time by 15%.• Designed database for five functional areas, increased efficiency by 30%.• Led recruiting financial planning group, reduced excess annual funds by 8%.• Shipped 5200 basic airmen to Basic Training, achieving enlistment accession goals for 44 consecutive months.• Air Force Commendation Medal for Meritorious ServiceJob descriptionSupervised five military/civilian personnel that manage $1.2M annual budget with logistics, personnel administration, financial management, and information technology systems. Managed support/financial services to 101 personnel over 69K SQ miles and government leased facilities. Focal point for execution of annual spending plan and monitored financial systems for valid and accurate expenses. Coordinated base support agreement and liaised with Government Service Agency (GSA) and Army Corps of Engineers (USACE)

Directed the on-boarding activities and strategies for the department, helping to build a comprehensive on-boarding briefing program, with the highest entry level training program success rate in the nation.• Identified key qualifications errors, reduced invalid contracts by 15% nationwide.• Conducted on-boarding procedures for 1500+ applicants with zero errors.• Taught 28 new recruiters administrative procedures, reduced errors by 25%.• Designed/implemented applicant tracking system, increased efficiency by 10%.• Developed and facilitated training for 367 recruiters at an annual workshop.• Instrumental in processing 4000+ applicants and enlisting 1300+ airmen.• Streamlined applicant record reviews, reducing liaison workload by 50%.• Sold six-year enlistments, leading to 20% improvement over previous year.• Recruiter of the Year award, 2005Job Description Responsible for submitting and tracking requests for Enlisted Accession (EA) and Officer Accession (OA) applicant physicals. Ensured proper scheduling of medical and administrative processing in accordance with Air Force (AF) and Military Entrance Processing Station (MEPS) directives. Performed quality control checks on all AF enlistments documents and pre-processes applicant case files for Basic Military Training School (BMTS) Coordinated enlistment and shipment of applicants as specified by Recruiting Service policies. Prepared daily processing reports and monitors the status and results of background investigations. Served as communication liaison between field recruiters, squadron headquarters managements and MEPS personnel to resolve applicant processing, enlistment conflicts, and eligibility problems. Conducted job counseling with qualified candidates to maximize potential of each and to meet critical AF needs.

Supervised an average of 15 – 20 recruits a month. Responsible for equipment and annual budget of $20.8k+.• Designed new national strategy for single-point executive-level recruiting.• Improved diversity candidate recruiting program, realizing a 5% annual improvement.• Exceeded all annual program requirements by at least 10%Job DescriptionRecruited qualified applicants to ensure attainment of all recruiting objectives. Administered the advertisement and promotion strategic plan for the Health Professions (HP) and Officer Training School (OTS) programs within zone of responsibility. Screened applicants for eligibility and appointment criteria. Briefed applicants on duty requirements and responsibilities, commissioning procedures, active duty entitlements and facilitated a professional transition from the civilian sector in to the Air Force. Conducted direct-mail campaigns to present Air Force programs. Prepared and maintained a market and production analysis for the HP and OTS programs. Managed lead sources. Ensured proper scheduling of applicant messing, lodging, and transportation. Prepared and reviewed commissioning case files.

Key Accomplishments• Conducted over 1000 initial recruiting interviews, 15% qualified for next phase o Met or exceeded all program requirements• Results orientated work ethic, 51% increase in filling hard-to-fill requirements• Focus on customer service resulted in zero cancellations in three years• Office made all recruiting program targets FY2001, first time in 15 years• Creative approach procured sole military marketing at local college, saved >$700Job DescriptionResponsible for meeting annual USAF manpower requirements by accessing highly qualified civilian candidates from a 642 SQ mile area. Conducted and maintained market and production analyses for recruiting zone and initiated advertising, promotions and public relations for eight (8) high schools, one college, and various organizations to include meeting with local politicians and educations officials. Conducted vocational qualifications testing for entrance into the Air Force and prepared enlistment and commissioning case files for new recruits. Managed a Delayed Entry Program (DEP) and supervised an average of 15 to 20 recruits monthly. Authenticated transportation requests and meal tickets for qualified applicants sent to the Military Entrance Processing Station (MEPS) for enlistment. Responsible for equipment and annual budget in excess of $20.8K