Currently managing a team of 15 Recruiters. Collaborate with 15 Client Leads Partners with ongoing Hiring Events, Top Priority Reqs, and new releases—improved Response Rates with all three Touchpoints.Increased US/CAD Offers; reduced TAT for our 48-hour window; increased Shortlisted rate while reducing Rejections; Improved the ratio to Interview Completed; Doubled Interview Requests. Created weekly/monthly SLAs/KPIs: Submissions/Offers/Starts for our account. Supply QBR and weekly decks as needed to monitor these trends with/ Performance Reviews, GP p/ Recruiter, Offers, Starts, etc. ● Partnered with crucial stakeholders.● Oversee 50+ Reqs, including new releases and Hiring Events.● Formulated accountable metrics; daily/weekly/monthly goals. ● Increased volume for calls and Reachouts p/ day and Candidate reach p/week to a consistent average of 1500. ● Spearheaded our Performance Improvement Plan (30/60/90) for 250+ Recruiters evaluations.● ATS/CRMS Tools included, but are not limited to, ERecruit, CareerBuilder, Dice, ZipRecruiter, Monster, CallCabinet, and LinkedIn.US: NYC/Tampa/Jacksonville/Irving CAD: Mississauga/London/Ottawa

Secured SDE II L5+ candidates to 6-7 interview sessions by using several CRMS tools, including but not limited to Beamery, HireEZ, Seekout, and LinkedIn. Reached out to at least 400-500 candidates per/ week and secured up to 700 reachouts through campaigns on different job boards. Maintained a consistent delivery for SDE III L5 or L6 candidate's p/ month to reach quarterly metrics. Achieved monthly goal of 2 offers accepted, with one accepted offer at minimum. Managed a pipeline more extensive than anyone on the team to collect more ratio goals in preparation for One-on-One meetings. Consistently delivered 20 diversity candidates per session for the new and upcoming Diversity Team. Second place out of 50 Recruiters in productivity after ramp-up for the Network Services/Quantum Leap Team across the Productivity Chart. Top 2 out of 50 Recruiters in our Diversity Division. Supported 50 HMs across eight departments. Specialized in Full Stack Developers w/ cutting edge technologies, but not limited to APIs, Kubernetes, Microservices. ● Technology familiarities include APIs, Open-Source Software, Java, Python, and C+. C++, Microservices, and System Design/Architecture.● Mentored new Onboard Amazonians with strategies to succeed in their everyday role.● Streamlined Full Cycle through our internal CRM Tool(s): Amazon Hire and iCIMS.● Attended every optional meeting for resume reviews, revisiting tools, and developer conferences and was proactive in staying ahead of the cutting-edge technologies relevant to the role assigned.Full-stack Developers that helped support teams across US and CAD markets.

Oversee recruitment functions such as conducting interviews by leveraging varied recruiting and selection tools and deploying reliable methods to fulfill assigned projects. Manage and support accountability of candidate volume metrics; 50-60 submitted per week internally, 20-30 candidates presented to customers, and scheduled customer-facing interviews 5-10 p/ week on average. Administer overall facets of onboarding and training for newly hired. Maintained notated candidate records, including active and passive prospects, managed the talent pool for future opportunities, and supervised 60 open positions. Manage weekly customer-meeting deadlines to deliver talent pools, 12-15 job IDs per week supporting 4-5 different accounts.● Devised and implemented effective recruitment strategies through source-out, internet, referrals, and job boards.● Supported AMs with new Reqs for both US, CAD, and Europe.● Assigned territories to Recruiting and Sourcing team. ● Adopted the Job ID to our Recruiter Calls to increase call volume.● Clients included, but not limited to, Integrators, MSP, MSSP, SLED, VARs, and IT Solution Providers.● Streamlined complete cycle through departments to AMs.● CRMS Tools included, but were not limited to, Greenhouse, Texas Workforce Commission, Bullhorn, Breezy, Indeed, ZipRecruiter, and LinkedIn.●Built and managed an Offshore team.Met w/ HR Managers in the Mid-West and West regions for several accounts. Developed our Business Development outreach sales strategy.

Fostered local Houston relationships in Texas and charter bus agencies across the United States, targeted the successful acquisition of personnel from two of the largest charter bus agencies: BusBank and Shofur, now known as CharterUp. Directly responsible for all HR-related recruitment, interviewing, and hiring qualified candidates. Monitored all onboarding and contract workers, ensuring compliance with regulatory requirements. Organized functions ranging from 50/150/300/500/1200+ people, partnered with other US Charter Bus Agencies across the US Market.● We developed a go-to-market strategy for negotiating pricing, acquisitions, and contracts, generating accelerated growth. ● I created training materials, compensation strategies, and employee performance management programs. ● Pinpointed revenue opportunities within all assigned accounts through communications, programs, and marketing.● Negotiated subcontracts/contract agreements with agencies and clients and assessed existing and new relationships.● Charter services require up to 15 employees, coaching them in line with best practices and company procedures. ● Managed 15-20 large customer accounts, totaling revenue streams of $250,000 / quarter. ● Industry customers include, but are not limited to, Healthcare, Government, Universities and Campuses, Teams, Corporate Shuttles, Airports, Religious Groups, Family/Private group Shuttles, and On-Demand.