• Manage a team of talent acquisition members supporting Finance, Legal, Human Resources, Facilities, Communications, Ambulatory Float Pool, Food & Nutrition, Interpreters, Public Safety, Quality/Patient Safety, Development, Patient Transport, Supply Chain and Support Services departments.• Lead weekly Talent Acquisition meetings to discuss information needed for the week ahead as well as updates on current open job requisitions numbers. • Support vice presidents and hiring managers to develop strategic recruiting plans based on BMC goals and business needs.• Assist talent acquisition team with all HRIS/Workday issues to help resolve before escalating problem to IT.• Worked as a mentor in the BMC Pathways Program designed to identify and develop employees of color that show strong leadership potential to help them advance their careers at BMC. • Work with other managers in Human Resources to reshape or implement new policies.• Assisted with implementation of a new Vendor Management System by testing new software and assistant new users as needed.• Helped operate the BMC command center to address urgent hiring needs and shift coverage during the COVID-19 pandemic.• Led the redesign and implementation of the new BMC Jobs website.• Held weekly one on one meetings with members of my team to assure their needs are being met and weekly/monthly goals are being achieved. • Attend hiring and other events as a representative/ambassador of BMC.

• Recruited for registered nurse and nurse leadership positions throughout Dartmouth-Hitchcock.• Met with hiring managers throughout the hospital to get a full understanding of the department needs.• Worked with Perioperative leadership team to implement a new nine-month PeriOp training program to address an operating room nurse shortage. • Developed recruitment strategies to attract talent for a rural New Hampshire location.• Conducted interviews and hired 100+ new graduate RN’s for the Nurse Registry Program. • Traveled throughout the country to attend various conferences to attract talent and create awareness of Dartmouth-Hitchcock Health Care Center

• Conducted full cycle, senior level Human Resources searches for clients in the greater Boston area as well as nationwide.• Sourced Human Resource candidates through referrals and networking as well as online tools such as Linkedin Recruiter, Monster.com, Bullhorn Reach, Facebook, Twitter, Indeed and other recruiting/social media platforms. • Conduct extensive phone interviews with potential Human Resources candidates to qualify them and ensure that they were a strong fit for the job and the client’s organizations.• Composed extensive candidate profiles outlining their qualifications for the position they were being submitted for by highlighting relevant experience, summarizing their work history, salary history and reasons for leaving their previous positions.• Negotiated salary and benefits with clients and candidates to successfully formulate offers that will be acceptable to both parties.• Performed reference checks on candidates as they approach the offer stage. • Generate new business by calling companies that had not previously been clients and promoting our services.• Conducted on-site meetings with hiring managers to fully understand their requirements for the positions they are hiring for as well as gain a better understanding of the company culture and organization as a whole.• Prepared company profiles of clients I worked with to share with potential candidates so they have a full understanding of the organization we are submitting them to as well as a full understanding of the role they are being presented for.• Achieved the fastest offer and placement in HireAlliance history by placing a candidate thirteen days after starting.• Collected the highest fee of $50,000 in May, 2015 in HireAlliance history by placing a Vice President of Human Capital for a Biopharma client in Boston.• Generated $131,500 in permanent fees and temporary/contract placements in Q1 and Q2 of 2015.

• Promoted to start and lead a new technology division of MAS Medical Staffing.• Cold called potential candidates and clients to generate new business.• Talked to hiring managers and conducted calls regarding their open positions to properly understand the roles that needed to be filled.• Recruited for IT/Technical positions by cold calling, generating referrals and using online sourcing tools such as Linkedin, Monster, Careerbuilde, Dice, Twitter, Facebook, Meetup as well as others.• Negotiated salary and benefits with clients and candidates to successfully formulate offers that will be acceptable to the client and candidate.• Responsible for full-cycle recruiting which consists of targeting prospected candidates, presenting them to clients and negotiating offers.• Created a new division independently that began producing revenue within one month of inception.• Developed a strong client base by cold calling and contacting decision makers and marketing them the value of MAS’s Services.• Successfully recruited and placed multiple candidates on a weekly/monthly while exceeding monthly/yearly quotas.• Top revenue generator of the division from April of 2011 through August, 2014.

• Recruited Allied Medical Professionals for permanent and contract positions for a territory consisting of thirteen states throughout the United States.• Phone screened and pre-qualified candidates based on the job requirements to ensure they are a proper fit for the proposed opportunity.• Sourced and recruited Allied Medical professionals using a preexisting database and referrals as well as job boards such as Monster, Careerbuilder, Absolutelyhealthcare and LinkedIn.• Targeted new clients and generated new business by cold calling into Medical Facilities and identifying the proper decision makers.• Negotiated salary with candidates and hiring managers to help ensure the offer would be agreeable to both parties. • Performed reference checks on all potential hires.• Opened new national and regional accounts.• Developed and generated revenue from territories in the United States that had not been developed or were underdeveloped. • Consistently overachieved and exceeded monthly/yearly quotas

• Recruited technical professionals for clients throughout New England and the country. • Interviewed and phone screened potential candidates to pre-qualify them prior to submitting them to the client. • Negotiated salary and equity with clients and candidates to successfully formulate an offer that will be acceptable to both the clients and candidates. • Opened new accounts by contacting hiring managers and Human Resource departments. • Attended on-site meetings with companies to promote ProStart services to convert them to clients. • Generated new business by getting referrals from applicants as well as hiring managers. • Billed over $170,000 in the first 12 months while learning a new industry.