• Average 95 Hires/year carrying an average of 25 – 35 requisitions at a given time• Average Days Open ≈ 45 • Solely responsible for the Full Recruitment Life Cycle of Entry-Level through Director Level R&D Hygiene and Health vacancies for Reckitt’s Product Development Center in Montvale, NJ • Sources, Identifies, and Screens candidates through utilization of multiple strategies including (but not limited to) LinkedIn Recruiter, job boards, social media, networking, cold calling, direct sourcing and referrals.• Coordinates interview processes and acts as liaison for all persons involved within hiring process.• Builds relationships and partners with hiring managers to successfully understand current and potential open positions.• Develops an effective pipeline of key talent to improve Reckitt’s overall bench strength.

• Full life-cycle of recruitment: sourcing, screening, interviewing by using creative sourcing methods (internal and external)• Source, conduct telephone screenings, in-person interviews, assess and refer qualified applicants to fill vacancies throughout the company and participate in the on-boarding process including 1st day orientations• Assist with various other generalist HR projects as assigned by Human Resource Manager and/or Human Resource Director

• Collaborate with client companies in the, including but not limited to, Automotive, Building Materials, Construction, Consumer Goods, Facilities Services, Franchise, Fundraising, Furniture, Information Technology and Services, Internet, Marketing and Advertising, Mechanical and/or Industrial Engineering, Medical Devices, Music, Packaging and Container, Restaurant, Retail, Staffing and Recruiting, Telecommunications and Utilities, sectors (e.g. Adrenaline Fundraising, Alexander Mann, Gretsch, Jiffy Lube, Mechanix, Radio Shack, Sprint, Wendy’s, etc.) regarding hiring needs and provide subject matter expertise, current market trends to recruitment strategies • Source, identify and screen potential qualified candidates for client orders, averaging approximately 50 Outbound Calls resulting in over 3 hours of Outbound Call time/week • Average greater than 2 Deliveries /Candidate Submissions per client, per week• Leverage internal database as well as additional niche resources (LinkedIn Recruiter, Indeed, The Ladders, craigslist, state Department of Labor sites, etc.) to increase qualified candidate flow• Create, update and maintain applicable client/candidate database files (Avature)

• Averaged over 25 Offers Extended/month with a greater-than 90% Offer Acceptance rate carrying a typical req load in excess of 55/week• Managed recruiting process for field positions in Maryland, New Jersey, New York and Massachusetts. • Screened and qualified potential candidates to ensure local job/cultural fit before requesting reviews and setting up interviews from/with Hiring Managers• Partnered with leadership and worked cross functionally to understand requirements and iterate on current processes• Planned, executed and attended local recruiting events.

• Build and maintain consistently strong candidate pipelines via networking, utilizing job boards including Linkedin, cold calling, etc • Review, assess, and move applicants through ATS• Source and screen appropriate candidates by working closely with various hiring managers across defined regions• Collaborate with the Field Recruiting Team and field Hiring Managers to improve recruiting strategies and processes• Own recruiting in region with direction from Recruiting Manager• Ensure references are positive and initiate background checks• Negotiate offers maintaining high closure ratesOperate as an Ambassador in region with extraordinary customer service skills, both internally and externally

• Managed the recruitment process for various operation roles as directed by the head of Talent Acquisition• Identified and phone screened all potential operations personnel to identify various skill sets• Reported on a weekly basis the total number of interviews set

· Averaged 15 placements/month as exclusive Recruiter supporting Northeast expansion (New York Metro, Long Island, Albany, Hartford, Boston, Trenton & Baltimore)· Achieved 80% retention rate, exceeding departmental average of ~70% by approx. %10· Reviewed résumés and interview applicants to obtain work history, education, training, job skills, and salary requirements; Provided information about positions and organization · Sourced and researched targeted candidates (i.e. competitors) from various resources (Internet; employment websites, social media, etc…)· Functioned as primary point of contact for recruitment strategies, guidance and training to operations management including (but not limited to) site visits, conference calls and E-mail documentation · Established and maintained network of contacts to help identify, attract and source qualified candidates (schools, alumni groups, other public organizations)· Tailored job descriptions for external postings to meet needs of specific regions· Maintained records in applicant tracking systemAssisted with other Talent Acquisition projects as requested by Recruiting Manager/Director of Talent Acquisition

· Filled 410 vacancies within a 24-month time period averaging over 17 placements per month/205 placements per year· Exceeded service level agreements for average days from requisition creation to first candidate submission of 12 days by an average of approximately 4.5 days (achieved approximately 7.5 days from requisition creation to first candidate submission) for 2010· Exceeded service level agreements for number of candidate submissions per requisition of 3 candidates by an average of approximately 2 candidates (achieved approximately 5 candidate submissions per requisition) for 2010· Identified qualified candidates and manage the process from position approval through to successful integration into company · Implemented strategies to source qualified and diverse candidates to meet position requirements from internal, external, and/or referral candidate pools· Managed the recruitment process and ensure compliance with government regulations regarding employment· Served as a primary source of staffing and recruitment strategy advice, consultation, and education to line management on recruitment best practices

· Filled an average of 275 vacancies per year via full-cycle recruitment process for requisitions within assigned business unit of 5 high-volume facilities· Consistently achieved “time-to-fill” goals for all open positions· Increased attendee-to-hire ratio by 20% for summer staffing internal job fairs of approximately 125 annual additions to headcount by enhanced revision of pre-screening and selection process.· Led project team in the design, creation and distribution of business unit-wide Employee Referral Bonus Program poster (including guidelines for use), resulting in standardization and increased effectiveness of business unit-wide process· Collaborated with diverse group of managers utilizing relationship management skills to improve candidate quality and reduce interview-hire ratio resulting in increased hiring manager satisfaction· Increased hire efficiency via analysis of specific hiring needs and application of tailored recruiting strategies

· Sourced, recruited and interviewed finance and accounting professionals & matched said professionals to open job orders.· Assisted Staffing Managers in candidate recruitment· Assisted Client Relations Managers in lead generation· Increased candidate pool and client job leads by implementing Internet based search engines· Managed all office administrative functions