Privia Health is a rapidly growing national physician practice management and population health technology company that partners with leading doctors to keep people healthy, better manage disease, and reward providers for delivering high value care. We believe this is the most exciting time in history to be involved in healthcare. Our team is leading transformative change; rapidly evolving the healthcare system from “sick care” to “well care”. We think life’s too short not to do something with passion and here, at Privia, we’re doing something that makes a tangible difference.We look for people with that passion – people who want to experience life to the fullest; people who are curious, resourceful, hard working, and tenacious; people who disdain the status quo. Our culture is made up of people who look at the world and see opportunity and aren’t afraid to dive right in, experience life, and make that opportunity happen.

Amazon Web Services (AWS) is a dynamic, growing business unit within Amazon.com. Since early 2006, Amazon Web Services has provided companies of all sizes with an infrastructure platform in the cloud. Using AWS, companies can requisition compute power, storage, and other services – gaining access to a global computing infrastructure that is the backbone of Amazon.com’s multi-billion dollar retail business. The team at AWS is committed to providing developers and their companies with tools and services to be successful.

Support talent acquisition employment branding initiatives, strategies, hiring plans current staffing needs and forecasts.- Manage full lifecycle recruiting including, but not limited to, creating requisitions, managing job postings, conducting interviews, extending offers, coordinating pre-employment checks or verifications process to meet the organizational hiring goals.- Conduct recruitment kick-off meetings with hiring managers and interview teams to ensure job requirements and expectations are clearly understood and candidates are assessed against appropriate criteria.- Develop the company’s recruiting/employee branding program and work closely with hiring managers to maximize effectiveness of recruiting processes.- Provide regular follow-up to the respective hiring managers and candidates to ensure timeliness of recruitment process.- Assist the Selection and Talent Acquisition manager in all recruitment wrap-up meetings to assess the overall effectiveness of the recruitment and continually improve the experience for the hiring managers or interview teams.- Actively participate in all hiring related activities and engage in cross functional projects.- Utilize knowledge of multiple recruiting sources and maintain a high level of involvement in recruiting outlets throughout the communities in which the company operates by attending networking events, job fairs, and industry events to build and maintain candidate pipeline for all positions.- Generate qualified candidates through traditional and non-traditional recruiting efforts such as alternative sourcing and passive candidate sourcing.- Use metrics to create reports and identify areas of improvement.- Source candidates though HR ATS database.- Conduct on-boarding processes.- Take steps to ensure positive candidate experience.- Assist in employee retention and development.- Supervise Selection & Talent Acquisition team.

As the Talent Acquisition Manager I'm responsible for strategically delivering full-cycle recruiting from talent sourcing and attracting candidates to interviewing and hiring great talent. Managing a team of recruiters and collaborating with all levels of management to identify future hiring needs. Assisting potential candidates with understanding the organization and positions for which they’ve applied. Attract candidates using multiple sources and ensuring the company retains the best teammates, while growing a strong talent pipeline.

As a recruiter, my primary responsibility is to conduct full-cycle recruiting with direct manager contact and VMS systems. I'm also responsible for researching IT candidates on search engines/job boards utilizing Boolean search strings, conduct cold-calls, and fully close candidates on qualifications, experience, and rates over the phone. As a result of my recruiting efforts, I build strong candidate pipelines in order to respond rapidly to short client deadlines.

•Prospect new and old leads to generate business •Qualify prospective travelers for requirements and suitability necessary for travel assignments •Provide prospective travelers with information regarding available positions, the application process and the company’s policies and benefits •Maintain regular contact with traveler during their assignment to ensure satisfaction with all aspects •Encourage and persuade existing travelers to contract for additional assignments with our Network.

-Lead team of nurse recruiters and sourcers.- Focus on diversifying sourcing methods to increase lead flow. - Took on lead project management role for social recruitment for the nursing division. - Create and implement social media recruitment protocols. Generate a 20% growth in team book of business via social recruiting during the first quarter of implementation.-Train and mentor new recruiters on best practices of nurse recruitment.

• Sourcing resumes for various positions using LinkedIn• Making recommendations to Hiring Managers on potential candidates• Interviewing potential candidates via phone and skype• Conducting the onboarding process for new hires (conducting/requesting background checks using Lexis Nexis/First Advantage and Hire Right) and collecting all new hire documents and verifying that everything is valid and complete• Arranging corporate travel for potential candidates coming into the Corporate Office for final interviews for Management and Executive positions using Concur system• Utilizing JD Edwards Enterprise One (E1) to add and maintain employees (former and current) to create People Soft numbers (employee id number) and to update their electronic employee files• Requesting transfers, position realignments, and salary adjustments for rehires ( gone longer than a year) and new hires using a system called SEAForms • Partnering with the scheduling department to create schedules for new hires to see which ship they will go on based on the current business needs• Building relationships with Hiring Managers and Hiring Partners (Staffing Agencies) globally on a daily basis to help fill the most challenging positions• Creating Job Descriptions based on information in SQM for my co-workers and myself, when needed• Assessing potential new hires with Profile XT behavioral assessment