Sharing insights on tech focused education outreach programs with Forbes Coaches Council, an invitation-only organization for successful senior-level executives in the industry.

Jay Garcia Group LLC was established with a clear mission to offer strategic consulting services to organizations of all sizes. Our primary focus is to assist businesses in enhancing their workforce by attracting, recruiting, and retaining top talent.

The LMU ISBA Advisory Council provides guidance, advice and feedback to the LMU Department of Information Systems and Business Analytics. The board meets to discuss business and employment trends, assess program objectives and advise the department on how to improve the ISBA curriculum to better serve the needs of our students.

I am at the forefront of the Alteryx SparkED data analytics education initiative, overseeing its implementation in the US West and Latin America. Additionally, I initiated the establishment of the Alteryx SparkED social media presence. Furthermore, I am responsible for spearheading the Alteryx SparkED for Military & Veterans program, encompassing the DOD SkillBridge Program and collaborations with non-profit organizations. My role involves actively engaging with the community, as well as cultivating and overseeing strategic partnerships with universities, colleges, non-profits, veteran service organizations, customers, and industry partners.

Boosted marketing and community engagement by launching a LinkedIn page, posting daily to showcase educators' successes, amassing 5K+ followers in the first year and significantly increasing brand visibility in the academic community.

VetCTAP provides FREE ongoing job search workshops and coaching for transitioning military, veterans and spouses.https://www.vetctap.org/

Led the Global Veterans Program/Community Engagement/Education Outreach for the #1 Cybersecurity company in the world and created an award-winning veterans' program.Responsibilities included global community engagement, developing and managing strategic partnerships with universities/colleges, nonprofit organizations, veteran service organizations and industry partners with a 604% growth.Responsible for Fortinet receiving the Military Times Best for Vets: Employer Award for 2019, 2020, and 2021, Vets Indexes Employer Award in 2021, US Veterans Magazine Best of the Best 2021 Award, and the Military Friendly Companies: Bronze Employer Award for 2022.

Launched the Fortinet Veterans Employee Resource Group (V-ERG) in 2018 with the mission to cultivate an inclusive environment that supported and encouraged veterans to advance their skills and leadership potential through connection, mentorship, collaboration and discussion. The group served as a forum for veterans, military spouses, and allies to find their voice and be heard within the Fortinet community. Through networking, socializing, and professional development we attracted and retain veteran talent, supported D&I goals, and engaged in community outreach.

The Security Academy Program works with academic institutions to create a more diverse, equitable and inclusive cybersecurity workforce. It bridges the gap between learning and careers through access to industry-recognized Fortinet NSE training and certification courses. Collaborated with higher education institutions and schools around the world to help learners become part of an elite group of skilled cybersecurity professionals. Provided content and technology to institutions around the world to enable them to facilitate Fortinet NSE cybersecurity training and certifications.Developed systems to track and report KPI's and Fortinet's learning goal attainment.

Led the supplementary development of Fortinet's US Veterans Program and grew it into a leading award winning Global Veterans Program which resulted in receiving the Young AFCEA 40 Under 40 Award for 2018 and the Military Times Best for Vets: Employer Award for 2019.

As a Business Development Lead and Federal Liaison for Fortinet's Managed Security Service Providers (MSSPs) and Service Enablement Team; supported revenue growth, operational efficiency, multi-tenant product management, service automation, fabric adoption, product development and training for our channel partners.

Member of the 2021 George W. Bush Presidential Institute Stand-To Veteran Leadership Program cohort #3.Housed within the George W. Bush Presidential Center, the George W. Bush Institute is an action-oriented, nonpartisan policy organization with the mission of developing leaders, advancing policy, and taking action to solve today’s most pressing challenges. Through three Impact Centers – Domestic Excellence, Global Leadership, and an Engagement Agenda – the Bush Institute delivers measurable results that save and improve lives.

Directed all operations including staffing, personnel administration, performance management, process improvement, employee relations, curriculum development and instruction, safety, security, and facility management for one of the two quality control and assurance offices in the entire country. Serviced 35 Quality Control and 24 Operations Teams spread throughout the Western United States while recruiting, screening, and on boarding roughly 16,000 employees yearly.

Revitalized interview techniques which allowed for the critical analyzation of the Individual’s Personnel File, which resulted in significantly less administrative errors.Conducted Systematic Recruiting Inspections on 75 personnel covering the Western Recruiting Region (West of the Mississippi to Saipan) area of responsibility, which led to the reduction of discrepancies in quality standard areas.Supervised and assisted the quality control interviewing of over 32,000 new Marine candidates; resulting in the Western Recruiting Region being ranked number one in the nation.

Direct oversight of Marine Corps Recruiting Station Sacramento’s Family Readiness Program. Provided Family Readiness support services to over 350 military & civilian personnel and their families. Monitored and maintained Non Appropriated fund allocations. Drafted speeches and other official strategic communications. Delivered training briefs and support service presentations to Active Duty members and their families. Accomplishments:• Turned Marine Corps Recruiting Station Sacramento’s Family Readiness Program into an exemplary model of achievement in the course of 3 months for the 12th Marine Corps District.• Awarded a Certificate of Commendation for the successful completion the Command General’s Inspector Program per UP&FRP guidelines with a result of Mission Capable with no discrepancies and/or findings. • Managed volunteers to meet and maintain the Recruiting Station event goals while also ensuring open communication was present throughout all stages of the Unit, Personal and Family Readiness Program (UP&FRP).• First to develop a functioning budget for all NAF allocations within the Recruiting Station. • Coordinated and executed 10 major events on a fixed budget for over 500 individuals based upon the guidelines of NAF allocations.• Provided direct coordination between the command team, Marines, families and all available resources and organizations, both on the Recruiting Station area of operation and within the civilian community in support of the Marine Corps Recruiting Station goals.

Led, trained, directed, and motivated a 5 person recruiting team to meet and exceed recruting goals. Set the standard for the station in terms of personal appearance, integrity, punctuality, physical fitness, office cleanliness, and vehicle maintenance. Lead members of the Delayed entry program to ensure they were prepared mentally and physically for the rigors of recruit training and this was evident because we had zero percent attrition. Maintained and became an expert in all components of systematic recruiting within the large sub-station, oversaw and improved each individual’s sales skills and product knowledge, maintained quality assurance, program management, and applicant processing. Established liaison with educators and other local agencies. Exceeded all Marine Corps standards in regards to number and quality. Responsible for Managing the largest sub-station in the entire district of recruiting. Took the worst recruiting substation, turned it around in a very short time despite the negativity.

Revitalized, implemented, and lead the equal employment opportunity program for a company of over 120 employees for four successful years, constantly training, conducting surveys, and focusing on the following areas.1. Treating all employees fairly and equitably in work assignments, performance evaluations, transfers and discipline. 2. Providing all employees equal access to training opportunities designed to develop skill needed to improve current job performance. 3. Assisting new and current employees in planning for career development. 4. Ensuring that all programs, activities, and services are made available to all staff without discrimination. 5. Assisting in identifying and developing solutions for problems in the hiring and promotion process. 6. Preventing harassment of any employee on the basis of age, race, sex, religion, national origin, or disability. 7. Taking necessary steps to ensure that recruitment opportunities extend to all segments of the State’s labor force. 8. Correcting inequities discovered in selection, placement, employee development, training, promotion, working conditions, and discipline to name a few.

Assisted in the development, implementation and supervised all aspects of training plan at recruiter and recruiting station levels. Utilize the Military Personnel Procurement Manual (MPPM), and the Enlisted Procurement Manual (EPM) VOL II, Guidebook for Recruiters ( VOL. I), when developing training materials for enlisted and officer recruiter training courses. Conducted annual administrative inspections of 18 recruiting offices, ensuring policies and regulations regarding enlistments and documentation were in compliance. Referenced policy letters, and guidebooks during enlisted training to explain the requirements that must be followed. Schedule personal, and staff travel in the Defense Travel System (DTS). Input and revive data from Marine Corps Recruiting Information System (MCRISS). Created queries to track qualification data for reports and history files. Developed, maintained and organized administrative data and report files for current year and 2 past years. Conducted quarterly formal platform recruiting and sales training. Performed on the spot/on the job lead generation training. Developed and conducted classes at monthly recruiting station meetings. Conducted recruiter and Staff Non-Commissioned Officer in Charge evaluations and systematic recruiting inspections to ensure the proper employment of systematic recruiting components. Demonstrated through personal actions and example; commitment to the use of systematic recruiting. Providing analysis of recruiting operations and activities at the recruiter, sub-station, and station levels. Identify and mentor recruiters with the potential to be career recruiters. Completed required three, six, and nine month recruiter evaluations. Conducted systematic recruiting inspections as required and additional inspections as directed. Conduct monthly remedial training sessions with struggling recruiters. Organized formal recruiter training monthly. Analyzed quarterly and annual Recruiting Station market share data.