• Build partnerships with recruiters, hiring managers, executives, HR business partners, and key stakeholders.• As a manager of a team of recruiters, my primary responsibilities included overseeing the recruitment process for both state-side and offshore recruiters. Set clear goals and objectives for the team, as well as monitoring and managing their performance to ensure that they meet key performance indicators (KPIs) related to recruitment metrics.• Some of the KPIs that were tracked include time to fill positions, quality of hires, cost per hire, and candidate satisfaction rates. To effectively monitor and analyze these metrics, I would utilize tools such as SharePoint and Excel to create dashboards and reports that provided insight into the team's performance and areas for improvement.• In addition to monitoring KPIs, I would also provide ongoing support and guidance to the recruiters on sourcing strategies, candidate engagement, interview techniques, and other best practices in recruitment. This would involve regular training sessions, one-on-one coaching, and performance reviews to ensure that the team is equipped to meet their targets and deliver high-quality candidates to our clients in US and Canada.• Overall, lead an efficient and effective recruitment team that consistently meets and exceeds KPIs, while also fostering a positive and collaborative work environment for team members to thrive and grow in their roles.• Drive technology, process, and teamwork efforts to enhance recruitment by leading requisition kick-off/intake meetings and assisting hiring managers with position descriptions, skills, and business needs. • Implement program specifically targeting college graduates for niche, hard-to-fill roles. Monitor their progress, to ensure that the new hires were able to develop their skills and make meaningful contributions to DXC. Offer growth opportunities to retain the new hires after they've grown and become valuable members of the team.

• My key focus surrounded building talent strategy, streamlining processes, and collaborating with the business stakeholders.• Partnered with hiring managers to understand roles and develop effective sourcing strategies.• Utilized LinkedIn Recruiter and Talent Insights to identify and engage diverse candidates.• Developed and maintained pipeline activity and proactively shared data-centric updates with stakeholders, while continuously building a deep and diverse slate of talent and maintaining ATS data integrity.• Delivered consistent results and data-backed progress to continue moving the needle in LinkedIn’s hyper-growth environment.• Elevated the candidate experience by adopting LinkedIn’s “Members First” company value.• Successfully fulfilled key roles against hiring plans, through diverse sourcing methods, including social media platforms, internet searches, ATS Rediscovery, job boards, professional networking, etc. to secure high-performing, top talented individuals.• Hired and managed sales professionals for Verizon and AT&T, including Business Development Managers (BDMs) in the IT sector, with experience in both B2B and B2C sales.

• Provide full life cycle staffing solutions for Healthcare, Telecom, Financial, and Retail industries.• Implemented “Hot Jobs” and “DivaBuzz” to further support the recruiting team in their efforts to connect with potential candidates and know what jobs are open and available.• Establish and develop successful relationships with client companies in various industries.• Work with leadership to gather requirements, publish requirements, source candidates, conduct interviews, and process onboarding.• Define staffing requirements by hiring managers to ensure the successful placement of qualified applicants.

• Provide full life cycle staffing solutions for Healthcare, Telecom, Financial, and Retail industries.• Work with leadership to gather requirements, publish requirements, source candidates, conduct interviews, and process onboarding.• Establish and develop successful relationships with client companies in various industries.• Hired 20 new recruiters to the downtown office and successfully mentored them from Resource Specialist to Technical Recruiters and/or Business Developer Managers.• Develop and implement effective recruiting strategies to attract, screen, recruit, and select high-quality candidates.• Launched a Lead Generation Program companywide to help and suggest improvement plans.• Responsible for bringing in new business through leads and contract negotiating.

• Perform full life-cycle recruiting services to Fortune 500 Companies• Attend on-site client visits to determine current and future open positions and qualify upcoming roles• Screen talent through personal interviews, online technical evaluation and reference checking. • Work directly with the client to facilitate interviews, solicit feedback and simplify the on-boarding process by negotiating and extending offers and closing candidates• Source candidates using LinkedIn, Monster, CareerBuilder, Dice, Indeed, Bullhorn, MaxHire (Applicant Tracking Systems), networking groups, and referrals.• Update and retrieve applicant information in computerized applicant tracking systems• Meet with recruiting teams to discuss requirement updates and status as well as current and future client needs• Negotiate terms of employment for both full-time and hourly consultants

• Responsible for identifying prospects, developing and proposing corporate wellness programs for major corporations• Coordinate activities such as on site health fairs for respective partners• Maintain an effective program of stewardship of corporate partners• Drive productivity and efficiency initiatives to improve operating margins and customer satisfactions• Perform weekly department head meetings to ensure Key Performance Indicators (KPI’s) are measured and graded and all departments are meeting or exceeding budgetary goals• Provide leadership to all aspects of the business to ensure our customers service expectations are met or exceeded