• Spearheaded the ‘Find Your Ohio’ Talent Attraction initiative, focusing on high-impactsectors including Military Veterans, Healthcare (Nursing, Clinicians, Pharmacists,Scientists, Admin, Radiology, Imaging, Hospital Leadership, etc.), DoD with TS/SCI secret clearances, Government Contractors,Finance, Insurance, IT and Software Engineering, successfully managing over 40 clientsand 130+ roles.• Collaborated with FYO Director on client management, talent attraction initiatives, datacollection and management. Met with creative/digital marketing weekly to evaluate andadjust out-of-state areas of focus including skillsets, regions, and industry hotspots.• Directly supported the Wright Patterson AFB in Engineering, Logistics, Supply Chain, Information Protection, Contracting, Finance, Aerospace, and Computer Science or Engineering on GS12 –GS13 level. Worked with Hiring Our Heroes and Recruit Military to drive veteranengagement. Obtained CMVR (Certified Military Veteran Recruiter)• Developed and presented key dashboards and reports that showcased program success,influencing strategic decisions at the executive level. Onboarded clients to Tracker RMSgiving them a detailed walkthrough of the program’s effective candidate matchingmethods.

--| Laid off |--• Drove source-to-placement recruitment, collaborating with stakeholders, directors, and managers to streamline candidate evaluation and coordination through an optimized 4-step process. Successfully filling 30+ roles.• Single-handedly hiring for Software and Data Engineering side of the business. Areas of focus include React Native, React Frontend, DevOps, QA Mobile Testing, Security Engineering, Software Support. Director-level / Manager roles in Data, Design, and SWE. Leveraged Jobvite and Paycor ATS.

--| Laid off |--• Executed end-to-end recruitment for critical DevOps, Frontend, and iOS/Android mobile roles. Recruited skillsets like Swift, Kotlin, Laravel, PHP, Amazon Web Services (AWS), and Azure to meet strategic hiring goals.• Built documented hiring process from scratch. Developed metrics, rules of engagement, KPI, and SLA documents. Presented data regularly to C-Suite to oversee progress. Developed Boolean staples for effective management of candidate pipelines in Greenhouse ATS.

• Source-to-placement recruitment Focused on Software Development, iOS Engineering, and Cloud Infrastructure, DevOps. Kept a DE&I filled pipeline with POC, Women in Engineering, Women in Computing, Asian-Pacific Islanders, and other diverse groups. Continuing to be an advocate for fair and equal opportunity• Reported and presented weekly to Executive Team and Director of TA supporting DMED (Disney Media and Entertainment Division). Directly supported ESPN frontend web engineering and iOS development. Hired at the Senior to Principal level for individuals and Manager/Sr Manager. • Utilized Kenexa/BrassRing ATS.

• Proactively sourced candidates, averaging 400 outreach efforts per week, achieving a high engagement rate, increasing interviews scheduled by 20% in the Recruit Engine. Trained and focused on equal and fair opportunity via DEI methods of screening and evaluating candidates. • Adhering to a tight technical screen for high level Software Development Engineers. Engaged in technical conversation in the entire tech stack from backend API to UX/UI. Boolean searches included C#, Java, Python. • Utilized ICIMs, Hired, and Amazon’s Proprietary ATS.Reason for leaving - contract end.

• Account Manager / Sr. Technical Recruiter 2017 – 2021Full desk account management and recruitment. Started in 2017 as a Technical Recruiter, promoted to Sr. Technical Recruiter/Account Manager in 2018. Managed clients in various industries including Mechanical, Electrical, Chemical, and Industrial Engineering, Software Engineering (Full stack, Frontend, UX/UI, Backend, etc.), Desktop Support/Help Desk, Portfolio Analysts, CPA, Public Accounting, Corporate positions, QA Testing, DevOps, Software Quality Assurance, and more.• Leveraged Bullhorn ATS (Applicant Tracking System) and CRM. Weekly 1:1 meeting with client contacts to ensure our services were being used as widely and effectively as possible.• OH Office DevelopmentDeveloped policies and KPI’s for work-from-home program. Ohio-based recruiters trialed the program and proved over a period of 9mo that WFH was as effective as in person, earning a hybrid schedule.

Recruiting focused on IT and Engineering. Candidates are sourced manually through job boards, calls, and emails. Some of the software and job boards included are Indeed, Linkedin Recruiter, Monster, CareerBuilder, and DiscoverOrg. Candidates are thoroughly screened and evaluated adhering to a tight internal process to ensure the candidate is a legitimate fit in all functions of the role. Pre-pandemic meetings with clients and candidates proved incredibly useful for relationship building. These meetings ranged from early morning coffee to after-hours dinner. Relationship building continued in the way of checkup calls, updates via email or otherwise, and continuing touchpoints with managers. Candidates and hiring managers were tracked in Bullhorn ATS via notes, contact info, and other various methods of intercompany communication.

SaaS SalesAdhered to daily, weekly, and monthly metrics for activity. Produced qualified leads from prospecting 100+ accounts/contacts daily. Followed numerous guidelines and procedures for ROE, overcoming objections, and client management. Organized email and phone outreach to prospects to ensure they were both a good fit for the BrightEdge S3 platform and understood the technology. Continually met or exceeded expectation for monthly performance.

Created social media content from interviews, recent shows and events, and curated content from around the web. Traveled around the US to different EDM shows.