Greg Mallory Email & Phone Number

Seattle, Washington, Us

HR & Recruiting for two divisions.● Collaborate with hiring managers to define job requirements, conduct fair and unbiased selection processes, and provide guidance on effective interview techniques.● Lead recruitment efforts by designing and executing targeted sourcing strategies to attract diverse, qualified candidates, while ensuring compliance with relevant laws and regulations.● Drive continuous improvement initiatives by identifying inefficiencies and implementing process enhancements to streamline recruitment and selection processes.● HR point of contact for two divisions, providing guidance and support to employees, supervisors, and divisional leadership on various HR issues, including job classification, compensation, policy interpretation, performance management, and employee relations.

San Jose, California, Us

Just one of the thousands of Technical Recruiters laid off during the Tech downturn.

San Jose, California, Us

Responsible for full-cycle recruiting of all Technical roles within the Spot by NetApp organization. Collaborate directly with Hiring Managers, HR Business Partners, and Finance to better understand their unique hiring needs and goalsGather and use data to create and implement effective recruiting and sourcing strategies Review all applicants and conduct a recruiter screen with all qualified candidatesProactively source and screen passive prospects, converting passive prospects into active candidates.Lead weekly Hiring Team Sync meetings to debrief on interviews, share market intelligence gathered, review the current pipeline, and discuss any tweaks needed to the searchDeliver verbal and written offers to candidates, track offers, and manage all candidate preparation for new hire processes including but not limited to; offer management, relocation, background screening, immigration, and placement.Train and mentor two Jr. Sourcers. I meet them weekly to provide training, share sourcing tools and best practices, and discuss sourcing-related issues they have recently encountered.

San Francisco, California, Us

Design and execute talent engagement strategies for Director and VP-level roles across Technical (Engineering, Product Management, and Design) and Business (i.e., Sales, Marketing, Finance, and Legal) organizations.Partner with Executive Recruiters to conduct launch meetings, create robust job and candidate specifications, and qualify and present leadership candidates.Research, identify, and develop relationships with prospective leadership candidates for active searches through targeted company research, passive outreach, industry networking, and internal sources.Strategically build and maintain a network of passive potential future candidates.Deliver qualified diverse pipelines for active roles, as well as actively network and establish strong relationships with diverse candidates and organizations.Analyze effectiveness of efforts through data analysis and reporting including search progress reports, status reports, and market trend/feedback reports for presentation to Senior Executives.Cross-functional collaboration to create relevant, compelling, personalized and high-touch candidate experiences.

Renton, Wa, Us

Team lead a centralized team comprised of 9 Sr. Sourcing Recruiters focused on proactive sourcing/recruitment of acute care nurses for all regions and locations of Providence St. Joseph Health (PSJH). PSJH is consistently expanding it's reach with over 111K caregivers across 7 states. Team Leadership - Conduct weekly 1:1's with each team member to discuss metrics, sourcer activity and development - Resolve team issues ( e.g. conflicts regarding rules of engagement & prospect ownership) - System issues that require escalation and collaboration across internal departments - Escalations regarding recruiter partnership concerns/issues (partnership issues)Training - Conduct bi-weekly organization-wide sourcing skills training conference call. Training topics have included: using OSINT tools, tool-related best practices, Google Custom Search engines, various AIRS search techniques and more - Ad hoc training (team/individual); as needed, train and coach team in the following areas: systems & tools, process & documentation, rules of engagement & prospect ownership, prospect assessment & engagement skills. Reporting & Data - Manage integrity of data generated by sourcing team in CRM & ATS, reduction of data errors and reduction of TTO (time to offer). Continuous improvement of processes, tools, systems, and programs - Optimization of Avature CRM workflow to increase clarity, sourcer efficiency and improve ability to report sourcing metrics - Design and implementation of CRM email automation - Design and implementation of automated recruiter submittal feedback request based on SLAs. - Development and documentation of Sourcing team rules of engagement, prospect ownership guidelines and partnership SLAs Projects in progress: - Competitive Intelligence: Multi-stage project focused on the development of systems, tools. - Sourcer Training Program: Development of a formal training program designed for "new to sourcing team" and "new to sourcing skill"

Seattle, Wa, Us

Proactively source and screen passive technical and leadership\executive talent for all of the Expedia Inc. brands (Expedia.com, Hotwire.com, Hotels.com, Egencia.com, Trivago and more). Sourcing\recruiting model comprised of both “Internal Agency” project-based sourcing and Talent Pipeline development. Creating a robust pipeline of qualified and interested “passive” candidates.•Sourcing methods: Advanced Boolean & Internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Networking (attending networking and relevant association meetings/events, meet-ups), Virtual networking (Forums and LinkedIn Groups), Social recruiting (Talent Bin, Gild, Facebook, Twitter, Google+)

Seattle, Wa, Us

Sourced and screened Software Development Engineers, Software Development Managers, Technical Program Managers for multiple verticals within Amazon's retail group.Sourcing methods: Advanced Boolean & AIRS internet search techniques, blog & forum search, Google Custom Search Engine, LinkedIn Recruiter, and networking.

Recruit for all Information Technology, Health Informatics, and Data Quality related roles within the organization. Full-cycle recruiting: Source potential candidates, set up introductory interview with hiring manager if qualified, facilitate formal interview process, Negotiate salary based on HR guidelinesSourcing methods: LinkedIn Recruiter, leveraging internal referrals, job postings, professional associations - Full-cycle recruiting- Strategic HR Consulting- Vendor Management- ATS: Taleo, Cats One

Seattle, Us

In this role, I sourced and screened for the “hard to fill” technical roles within the organization • Sourcing methods: Advanced Boolean searches & AIRS internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Monster.com, cold calls, and networking. • ATS: Virtual Edge (ADP)

Design, development and implementation of Member Engagement programs, designed to improve the member experience of CFC’s 10,000 members. Programs included elements designed to increase member satisfaction, reduce turnover, and simplify integration into the organization’s member community.Core Responsibilities: • Strategic planning and leadership, Budget management, Program management• Marketing\branding: Created marketing & re-branding campaign utilizing print, video, and Social media• Training (creation to delivery): Created all new training materials and training systems for 10k Member organization• People management: 4 department heads with over 300 volunteers, Conducted extensive Volunteer recruitment and Volunteer retention\motivation. • Infrastructure and Process Improvement - Created new back-end & customer\member facing Processes, developed online and offline tools\resources, and administrative systemsAchievements: Recruited 300 Volunteer leaders (75% increase), Increased member involvement in program (80% increase), Effectively increased use of technology to dramatically decrease labor needs and resource costs

Weston, Ma, Us

In this role, I was responsible to penetrate current enterprise accounts, as well as, develop new opportunities for Diversity, Military, Campus, and “core” Online Recruitment media solutions.• Primary sales activities include: cold calling, public speaking, WebEx presentations, networking, and extensive Internal evangelism • Solutions include: Various Internet advertising elements (targeted banners, buttons, and text links), Career Ad Network, Targeted Email blasts, Social Media solutions (Twitter, Facebook), Affinity Circle (competitor of LinkedIn) Achievements: Increased Diversity targeted media solutions by 120% in NW region major enterprise accounts

Redmond, Washington, Us

As a vendor to Microsoft, I recruited\sourced throughout the US for mid to senior level candidates (levels 62- 66) for a technical sales and marketing org within MS. • Talent sourcing: Source resumes of potential candidates and forward to Staffing Consultant, Follow up with candidate for resume and completed candidate e-screen, forward to Staffing Consultant • Primary sourcing methods: Advanced Boolean searches & AIRS internet search techniques, Cold calls, networking, XpTen (Microsoft ATS), Monster.com, ZoomInfo, Hoovers, Craigslist resumes, LinkedIn, and other niche websites • ATS: XpTenAchievements: Averaged 20 - 25 leads submitted daily

New York, Ny, Us

In this role, I recruited VP level Commercial Real Estate lenders through targeted head hunting. We targeted the best commercial loan officers across the country.• Full-cycle recruiting: Source potential candidates, set up introductory interview with hiring manager if qualified, facilitate formal interview process, Negotiate salary based on HR guidelines • Primary sourcing methods: Extensive Cold calling, networking, Hoovers, LinkedIn, LoopNet• ATS: TaleoAchievements: 130% of annual quota. I successfully staffed 8 new markets for WaMu Commercial Lending.Position titles recruited on include (but not limited to): VP Commercial lender, VP Multi-family lender, Commercial Underwriter

Orange, Ca, Us

In this role, I recruited a-dash contractors for Microsoft contract PM positions. The Program Manager job category included positions from entry level project management to very Senior level Technical PMs. • Full cycle recruiting: Source qualified candidates; provide information about job duties, pay, and other job related data. Submit resume and cover letter with pertinent details to Hiring manager. Prepare candidate for the interview. Coordinate extensive interview loop for candidate. Negotiate bill rate with Microsoft Manager. Formally offer position to candidate. Overcome any objections. Process appropriate paperwork. • Sourcing methods: Utilize primary sourcing tools such as internet resume databases, Internal referrals, job postings, professional associations, direct cold-calling Achievements: Filled 88 positions based on an annual quota of 60 = 147% of Quota, Average req. load – 24 active orders, Technologies and Skills recruited on include: SQL Server, DBAs, Architects, Warehouses, Windows (NT, 2000, 9x), Apache, IIS, SDLC, C/C++/C#, Visual Basic, Visual Studio, ASP, ASP.NET, ColdFusion, Flash, HTML, DHTML, XML, Java, Graphic Design, Instructional Design, Localization, Project Management, Program Management, Product Management, Technical Marketing, QA/QC/Test, Tech. Writing / Editing, Training, Functional Specifications, Business Processes, Business System Analysts

Menlo Park, Ca, Us

Responsible for new business development, recruiting, interviewing, qualifying and placing candidates into temporary and temp-to-hire positions within client business units.• Staffing: Recruited new candidates (telephone inquiries, internet searches, local networking, and referrals), Developed additional candidate pipelines through community outreach (speaking to groups about jobs and career possibilities and vocational college campus visits); screen and interview applicants; test and score test results.• New Business Development: Expanded clients to use multiple temporaries across 6 lines of business including Accountemps, Office Team, Robert Half Technology, RHI Management Resources, RHI Consulting, The Affiliates and The Creative Group • Employee Relations: Increased candidate commitment to the assignment by developing Ongoing relationships through weekly quality control calls to all candidates on assignment. Achievements: Recognized for skill in recruiting

Del Mar, California, Us

Responsible for aggressive recruitment of sales professionals for both Enterprise & Mid-Size organizations. • Full cycle recruiting: Source qualified candidates; provide information about job duties, pay, and other job related data. Submit resume and cover letter with pertinent details to Account Manager. Coordinate extensive interview loop for candidate. Formally offer position to candidate. Overcome any objections. • Primary sourcing methods: CareerBuilder, Monster, local and national networking, headhunting, referrals, and leveraging reference checks• ATS: Excel Achievements: Performed at 112% of Quota, Completed 50 cold calls daily, Recruiter of the month (Nov. 2003, Feb. 2004), Live Referral Award (Dec. 2003), Earned “Quota Buster” Plaque (Feb. 2004)

Ba, Psych

Diploma, High School Diploma