• Directed all sourcing and recruiting efforts for brand new shared talent platform + Daily sourcing and recruiting of nurses across all service lines using social media, associations, job boards, and referrals• Wrote business logic for the platform to enable both healthcare organizations and candidates to be matched in a common portal• Built recruiting strategies to bring new candidates into the network consistently• Developed social media strategy for recruiting both active and passive candidates• Developed recruiting strategy where competing organizations donate their silver medalists into a common network and are compensated when a competing organization hires their donated candidates• Conceptualized the notion that just because a candidate might not be the best fit for one organization that they may be a better fit at another organization and vice versa.• Created recruitment strategy where candidates in the network are all pre-screened or pre-vetted saving time and money in the front-end recruiting process. • Developed the first the first peer to peer recruitment site in the healthcare industry• Managed all sales efforts to healthcare organizations for membership in the networkTop Contender is a pre-vetted and peer-vetted network of top candidates who entered the hiring process at another organization and made it to the final interview stage.For whatever reasons, the hiring manager or talent specialist could only hire one person. However, this does not mean the other top contenders were not great candidates. It simply means that for one particular job opening the hiring manager felt the candidate that got hired was the best fit. The remaining top contenders that did not get hired are endorsed and invited to become part of the network where they will be automatically matched with top organizations with matching job openings that fit their previous backgrounds, both behavioral and hard skills.

OPT-N is working with C-level executives who want to disrupt the "status quo" in order to re-shape and build the future of healthcare.We are on a personal mission to provide more access for "rural healthcare organizations" to have the ability to secure high quality, sustainable talent. As rural hospitals continue to compete against their metropolitan foes, it has become more difficult for them to secure both "specialists" in clinical areas, as well as patients for their specialties.We are providing unique opportunities for individuals and organizations (both metro and rural) to innovate and collaborate by focusing on the challenges with and the opportunities to lead, one problem area at a time, with full operational responsibility and accountability to the business.Problems we solve:* Uncertainty in Future Talent: As healthcare organizations continue to struggle with attracting, securing, sustaining, and scaling future talent combined with growing candidate and employee expectations, the "traditional" approach can no longer stand alone. By transforming talent acquisition from a low touch, reactive model to a high touch, proactive model, we are building "pipelines for a lifetime" before a job is ever posted. Predictability follows.*Reshaping ED Talent Models: In order to improve patient outcomes, patient satisfaction, and nurse satisfaction, new models for attraction or by using simulation to make current staff more effective, hospitals must do something different. *Talent Pipeline Preparation: With most organizations still using the traditional models of talent acquisition and not building quality talent pools in advance of the jobs, the domino effect begins to cross into other problem areas like retention, employee satisfaction, and candidate experience. * Other problems include: Staffing Transformed- moving Staffing Companies from "Stuck to Sustainable", Capacity Strategy in the ED for Talent

• Utilize innovative and creative recruiting/sourcing strategies such as social networking, passive and active candidate searches, and internet sourcing to identify top talent in the Healthcare industry. Partner with all Recruiters and Sourcers in the Human Resources Department to assist in filling our highly visible clinical leadership requisitions• Filled technology, business, and clinical positions for a large health system• Hired to work on "hard to fill" positions mostly in management roles• Met with Senior Leaders to develop job requisitions and hiring strategies for open positions• Sourced and recruited nurses across all service lines• Sourced candidates on social media, job boards, hiring events and referrals• Worked with other Talent Specialists in HR to help them fill positions that were challenging• Screened and pre-qualified candidates to refer to the hiring managers

Responsible for daily sales of Fortune 500 accounts, mid size accounts, and local accounts. Also provided business strategy, strategic alliances, account management and daily recruitment of open positions. Opened and managed large accounts such as Hewlett-Packard, Cox Enterprises, and Hughes Telematics. In conjunction with the recruiters, attended user groups weekly, internet sourcing of both active and passive candidates using a wide variety of creative sourcing techniques.

Sold Consulting, Outsourcing and Staffing Solutions to Information Technology clients within Fortune 1000 organizations. Managed large IT accounts such as Verizon Wireless, AT&T, Gwinnett County, Autotrader and Cox Enterprises to name a few. Also sold IT solutions such as QA, Project Management/PMO, IT Security, and Application Development to both new and current clients. Built and leveraged strategic partnerships to enhance sales and to provide robust solutions to drive success for the end client.

Sold and managed IT Solutions to small,mid-size, and Fortune 500 clients in the Southeast Region for dot-com organizations in the e-marketplace sector. Built strategic partnerships and alliances with technology vendors to provide robust and effective solutions for end clients. Met and exceeded all sales quotas on a quarterly basis.

Built East Region for IT staffing and solutions organization from the ground up. Hired, trained and managed all staff including Branch Managers, Recruiters, Sales Executives, and Administrators. Opened 5 profitable Branches in the Southeast including an independent ERP Branch servicing Peoplesoft and SAP implementations on a national basis. Managed a staff of 15 Sales Executives, 20 Recruiters, and 5 Branch Managers directly reporting to me.

Built the Atlanta Branch from the ground up through relationship based sales and strategic partnerships with Fortune 1000 clients. Managed and trained all staff as well responsibility for the Branch P&L.