• Implementation of Avature's full suite of talent software including ATS, CRM, Events, Career Site, Onboarding, and Talent Management. • Focused on defense & government sector support Fortune 500 clients including Boeing, Northrop Grumman, Raytheon, KPMG, and Mantech• Partner with client TA & HR leadership to design candidate centric talent acquisition & management solutions driven by Avature workflows, automation, and AI to drive highly effective hiring at scale.• Develop and execute strategies for talent community engagement supporting a team of 20 sourcers and enterprise wide recruiters focused on diverse and cleared professionals in IT & Engineering fields. • Optimize and leverage Avature CRM for "hyper-personalized" talent engagement at scale: high touch with high tech. • Rediscover talent from historical engagement while utilizing workflows and campaigns to convert to active candidates engaged with client's brand and energized for career advancing opportunities.

Through two decades of talent acquisition experience I have recognized a few consistencies which inspired me to launch Talent Elevated: 1) Organizations seek to hire veterans for the combination of soft and hard skills they bring, but often lack an effective strategy to reach the veteran communities2) Everyone knows networking is the key to finding the best talent/job, and LinkedIn changed the networking game. Are you effectively leveraging LinkedIn??? 3) Nonprofit or Not-for-profit organizations serve a valuable mission in our communities and the stronger the NFP the stronger our community. At the same time they focus dollars on their mission-centric programs rather than recruitment fees and a talent acquisition team. Leadership means giving our talents back to our communities and for me that manifest itself in 501(c)careers.org and assisting NFP leaders in hiring the best staff to ensure they are successful in their mission. Talent Elevated guides organizations, talent teams, and individuals to reaches their highest potential.Our services focus on three core specialties: • Veteran Hiring Program Development• LinkedIn Workshops and Training for corporations, non-profits, educational institutions, and professionals.• Talent Acquisition Services for nonprofit organizations through 501(c)areers.org

• Drive talent sourcing innovation across the Jacobs enterprise supporting diversity hiring and gender balance goals.• Leverage TA technology to source veteran, diverse, and cleared talent; at scale, while engaging prospects to create consumable talent pipelines. • Inspire my team to harmonize the CRM and ATS with a hyper-personalized engagement strategy focused on "What's In It For Them" content to build our employer brand. • Reimagine the traditional approach to referral programs and diversity events with a lens of employee engagement and technology scaled solutions that eliminate the talent "black hole."

• Develop & execute the enterprise wide diversity & military outreach strategy including talent pipeline development, engagement cadence, conversion to hire methodology, and virtual event structure. • Partner with Veteran Service Organizations, Transition Assistance Program offices, and mentoring organizations to engage the military community (military, veterans, and spouses) with resources to support their successful career transition• Leverage relationships with Lockheed Martin's Veteran ERG/BRG and Business Area Military Relations Managers to foster enterprise wide collaboration for effective engagement of the military community to drive increased hiring

• Inspire sourcing innovation across the enterprise by continuously improving the sourcing process in the spirit of TA digital transformation.• Direct the strategy of enterprise wide sourcing teams by coordinating best in class engagement campaigns leveraging CRM system & generation after next sourcing tools.• Curate diverse talent pools to meet the future hiring needs of critical skills, people of color, women, and the military/veteran community.• Visualize and implement innovative best practices for talent identification & engagement using full technology stack and custom developed metrics.

𝙃𝙖𝙣𝙙𝙨𝙝𝙖𝙠𝙚 2 𝙃𝙞𝙧𝙚As the Sourcing Leader for the Military Relations Team my mission is to connect transitioning military and veterans to career opportunities within Lockheed Martin as well as promote Lockheed Martin as an employer of choice. • "Handshake to Hire" is Lockheed Martin's digital transformation of veteran and military engagement & recruitment. Focused on early introduction to the separating veteran, active engagement throughout the transition process, skill segmentation, and proactive marketing of military talent pipelines to hiring leaders.• My role requires in depth knowledge of the military, it's branches, mission, and the challenges veterans face to a successful transition. • Additional duties includes recruiting, sourcing, workshop facilitation, and community relations. • My philosophy: By understanding your professional passion we can engage in a meaningful way. When the time is right for you to make a career move, and I have the right opportunity propel your career, we will activate our relationship and connect you to the key hiring manager.

• Lead all talent acquisition functions for the CCDS Service Line including requirement management, pipeline planning and workforce redeployment through partnership with the business leaders as well as Sourcing Team and Resource Management office. • Develop talent acquisition strategy for next generation recruitment in a low unemployment recruitment environment. This strategy focused on building data driven demand segmentations for critical skill areas including Cybersecurity, Cloud, Virtualization and Data Analytics / Big Data. Demand segmentation is then used to design and implement recruitment actions to increase candidate pipeline, enhance our "Employer of Choice" reputation within targeted candidate community, and drive higher application/interview/hire measurements.• Focus on active recruitment of Sr. IT professionals experienced in Security, Virtualization, Cloud Engineer, Big Data, and ERP implementation.• Manage the full recruitment life-cycle from requirement qualification through sourcing strategy, interviews, selection and on boarding for a service line with 650+ employees.

• Responsible for recruiting and screening all candidates for Resident Engineer roles supporting WWT’s largest clients’ need for long term consulting engagements. • Lead the recruitment of Sales Engineers, Sr. IT Sales and Business Development professionals.• Develop sourcing and staffing strategies focused on organizational goals of a high volume of candidates, thorough screening/selection process and rapid organizational growth. • Full life cycle recruiting and HR responsibilities include skills pipe-lining, requirement qualification, sourcing, screening, interviewing, offer letter preparation and on-boarding. • Manage relationships and utilization of partner suppliers as well as metrics to measure partners.

• Lead a recruiting team with 200+ consultants at more than 40 clients.• Produced gross profits averaging $1,054,000/year for 6 years. Each year exceeded production goals by no less than 72%.• Responsible for qualification of technical requirements prior to recruiter allocation as well as review of candidate technical capabilities prior to client submission.• Participate in quarterly strategy meetings along with Director of Operations and Delivery manager. • Develop recruitment process improvements and performance metrics in support of corporate strategic plan and mission. • Coordinate training for new recruiters with no prior IT recruiting experience.• Utilize several Vendor Management tools to maximize placement effectiveness as well as support client process and adhere to HR regulations. These systems include Chimes, IQNavagator, and several custom management tools.• Regional representative to the corporate “Cynerteam” for the redesign of the national recruiter training program.• Skills recruited include: Java, Visual Studio.NET, Data Analysis, PeopleSoft, SAP, Project Managers, Business Analysts, Technical Writers, Network Engineering and Systems Administration

I was elected and served as the Alderman for the 6th Ward in O'Fallon, IL. My accomplishements included writting the ordinance to standardize residential speed limits at 25 mph, development of Thoman Park and the O'Fallon Family Sports Complex; and lowering the city's property tax rate in each of the 4 years.

• Operate and maintain M-915, 5 ton, and 2 ½ ton trucks• Assist with load and mission planning• Obtained rank of Specialist E4 before assuming the role of Cadet E5 in conjunction with enrollment in Army ROTC.