At CIBR Warriors, we are a leading cyber security and Networking staffing company that provides workforce solutions to businesses nationwide, matching their hiring needs with our vast network of highly skilled cyber security and networking professionals.

Genuent believes in straightforward principles and approaches. Our beliefs help us define our customer’s problems and create clear, effective solutions. We stay focused on the Information Technology space to ensure that our efforts are relevant to you and your mission.A part of our core values come from learning about our client, asking questions, understanding the client needs and determining the best solution to exceed expectations. We take pride in having long-term client relationships, allowing our team to join the conversation and provide fresh views to achieve new goals.In conjunction with working side by side with our clients, Genuent continues to seek knowledge and invest in developing our own staff and Consultants. As a team, we value growing our efforts and streamlining our processes to provide effective solutions to our clients.

AgileThought is a full service custom software development and implementation firm staffed by passionate, experienced software professionals. It is our goal to deliver exceptional service by combining many years of practical experience with extremely high standards of professionalism and quality. Collectively, our staff has "seen it all"​ and distilled the most valuable practices, techniques, tools, and methodologies into a set of world class service offerings that benefit a diverse set of clients and industries. http://agilethought.comMy responsibilities include recruiting over 30 Senior .Net Developers, Technical Architects, Agile Coaches, DevOps Engineers, UI/UX consultants, Front End Developers and a variety of internal roles for the company. In addition to this I lead, organize and maintain our sponsorship of the Azure in the ATL, DAMA & Scaling Agile Meet-Ups to increase the AgileThought presence in our new Atlanta market. Other recruiting activities include Speaking at the Atlanta Code Camp and attending various industry events.

Worked as a business Adviser for a new retail establishment in the Buford, GA area. This included helping to finalize plans for go to market strategy, marketing campaign creation and store design/construction.

Kelly IT Resources is a division of Kelly Services that specializes in Information Technology. Placing thousands of IT professionals every year. We service 97% of the Fortune 100. Kelly's annual revenues exceed $5 billion.• Part of the original CORE (Center Of Recruiting Excellence) team to implement sweeping changes to the traditional Kelly staffing model. Working together with other team members, I helped the CORE IT division to record 17% revenue growth, YOY from 2014.• Championed the use of third party vendors (a first for Kelly Services) and established and manage the process flows for working with our preferred vendor, Simply the Best. This partnership has given Kelly IT access to the visa related H1-b, TN-1 candidate pool for the first time. This has produced an annualized run rate of over a $1,000,000 in gross profit.• Manage the southeast region (9 states) which includes 7 IT recruiters spread out geographically, targeting small to mid-market sized clients in accordance with the Kelly organizational structure.• Partner with the sales and leadership teams to present Kelly IT to prospects and clients in order to build and increase our brand awareness in each market.• Oversee and manage the IT recruiting team’s activities. This includes holding weekly 1:1’s, “All Hands on Deck” meetings as well as active participation in each offices weekly huddle meetings to ensure proper resource allocation is maintained. • Members of my team frequently receive production related awards, such as the Recruiter Top 5, weekly Recruiter Top Ten Rankings, as well as Top Margin producers. • Frequently travel to each area’s office to maintain a productive relationship with each team’s staff, as well as to conduct continuing education and training with the Recruiters.• Take a very “hands on” approach to the daily recruiting efforts with my team. • Selected to attend Kelly’s bi-annual Global Leadership Conference, Converge in Orlando, FL.

Proven PerformanceAt Synergis, we know there is a difference between saying and doing. Instead of simply claiming to be a high return, low risk service provider, we measure our results and share them with you. Some of the metrics that demonstrate our capabilities include:Client list of more than 300 client companies throughout the United States — and growingSuccessful deployment of more than 1,100 IT professionals on a contract or full-time basis96% customer satisfaction rate, with nearly half of engagements resulting in direct hire conversionsFinancial security backed by more than twelve consecutive years of profitability and year-over-year growth averaging 46% since our inception in 1997.• Managed of the Strategic (mid-market) recruiting teams. These include five direct reports in the main Atlanta office, 1 in the Birmingham location and 1 in our San Francisco office. • Redesigned the Recruiting process and teams into technology specific “buckets” to help achieve better technology expertise as well as a faster speed to submit metrics to be more competitive in the local markets. Also redesigned the job prioritization process to focus on better margin business with stronger chances of fulfilment.• Evaluated and managed the daily activities for all Strategic Recruiting efforts. This included prioritization and assignment of existing job orders as well as individual game planning with each recruiter to develop the best fulfillment plan per requirement. • Conducted monthly 1:1’s with each team member to monitor and track budgeted to actual performance metrics.• Held monthly lunch ‘n learns and “Coffee Breaks” devoted to continuing education for both Recruiters and Account Executives.• Hired for internal production positions across all offices, having hired three Recruiters to date. This included all new hire education and process & systems training.• Evaluated competing ATS’s systems to replace our current tool, Sendouts, with Bullhorn.

3P Technology Staffing is a privately held and funded IT staffing company located in Atlanta, GA. The target market for 3P is in the mid-market client space. My responsibilities were to evaluate the existing staffing model with the intention of rebuilding a more scalable version. While at 3P my main focus included:• Evaluate all aspects of the sales and recruiting model and make a complete best practices review, with specific recommendations to bring the model into a more functional and scalable version which could then be growth to other markets. This included a SWOT analysis of all existing Recruiting and Sourcing personnel along with the associated recommendations for their career growth.• Changed a full desk model staffed by very junior Recruiter/AE’s to a split desk model with a mix of more experienced personnel. This included replacing 80% of the initial staff and replacing with more seasoned professionals. Hired two AE’s and two Recruiters and was responsible for all on-boarding and training.• Changed the compensation package for both teams designed to focus on gross margin goals. This resulted in the average net spread increase to over 32% per deal.• Implemented daily meetings, visual performance metrics boards, WOW/MOM performance reviews, monthly productivity contests. This also included weekly lunch ‘n learns to help teach better candidate search practices, MPC techniques, Boolean search, various technologies and general Recruiter/AE best practices. • Introduced weekly company performance metrics reviews for the Partners. This included a true cost of hire model per employee and WOW forecasting.• Evaluated existing client/sub-vendor MSA’s and redesigned to better manage company risk.• Changed the existing ATS from Salesforce.com to Bullhorn. • Successfully championed the company sponsored Best Places to Work award with the A.B.C, resulting in 3P being recognized as the #1 Best Places to work in Atlanta for 2013.

My responsibilities upon hire was to evaluate the existing staffing model and then to help design a more scalable & profitable version. My main responsibilities:• Evaluated all aspects of the sales and recruiting model and to make a complete best practices review, with specific recommendations to increase profitability and efficiencies. This included a SWOT analysis of all existing Recruiting and Sourcing personnel along with the associated recommendations for their career growth.• Completely overhauled the day to day recruiting and sales processes, with an eye on enabling better collaboration.• Managed the daily recruiting activities of each team, including six recruiters in Atlanta, three in Boston and two in Houston. This included conducting monthly reviews, performance evaluations and hiring/termination responsibilities. • Engineered a complete redesign of the compensation programs for Recruiters, Account Managers and Managing Directors, with the goal to drive behavior towards more profitable business and increased employee retention. One main result has been an increase in average per placement Gross Margin from 21% to over 30%.• Conducted constant training and evaluation of the existing resources. • Managed all personnel and associated expenses to ensure all P&L expectations were in line with corporate guidelines.• Held an ongoing evaluation of recruiter resources, including job boards, online resources, career fairs, etc. This included revising the job board indexing and posting processes, in order to more effectively utilize the existing resources.• Travelled to each office and conducting both sales and recruiter training and evaluations.• Directly recruited for and hired the Atlanta Office Manager, Atlanta Director of Marketing/Proposals, as well as multiple Recruiters and Account Managers for each office. Additionally, actively recruited for IT specific skill-sets, including PM’s, developers, engineers on a contract or direct hire basis.

Modis is a member of the Adecco corporate family with combined worldwide revenues of over $24 billion dollars. A division of Modis, the Strategic Delivery Center (SDC) manages the largest nationwide clients in the Modis portfolio. The SDC is responsible for candidate identification and presentation to the various offices that support these national accounts. As one the original members of the SDC, my responsibilities included:• Traveling to various client sites to introduce the SDC model to the respective MSP’s and to help determine the best way to support these VMS type accounts. Additional duties include quarterly reporting of SLA’s to the clients.• The creation and evaluation of the overall Recruiting process & methodology for the SDC’s. This included establishing performance metrics (KPI’s) the submittal process - from candidate identification to placement, training and continuing education of SDC personnel. • Managing day to day recruiting efforts of the 18 person Atlanta team comprised of Recruiters and junior Sourcers. These were formed into skill-set specific teams, where Recruiters are supported by Sourcers. • Also managed the Denver Delivery Center, which was created after the Atlanta office was established, including nineteen sourcers and recruiters.• Interviewing, hiring and management of SDC personnel. This includes daily metrics monitoring as well as conducting monthly performance reviews.• Actively involved in recruiting for a variety of I.T. skill-sets.

TrueBridge Resources, an I.T. Staffing company which is affiliated with The North Highland Company, was created to capture more traditional staff augmentation related opportunities that the North Highland Company typically does not approach.• Created, managed and fine-tuned the Recruiting process & team(s) that help to drive revenues each year since our inception. This was broken down as:o 2008 - $5,000,000 total company revenueo 2009 - $13,000,000 total company revenueo 2010 – $36,000,000 total company revenueo 2011 – Project revenue of $56,000,000 total company revenue• Managed eight recruiting teams spread across eight offices, nationally. This included performing monthly reviews, managing the daily interaction between Account Managers and Recruiters, allocating resources according to bandwidth versus needs, etc. Additionally performs coaching and mentoring to ensure that the recruiting team continues to grow and mature.• Also responsible for evaluation and implementation of a new candidate tracking system (BullHorn) to replace an existing system which had proven to be inadequate for the companies needs.• Have sourced, interviewed and helped hire nearly all current TrueBridge employees.• Actively involved in recruiting for a variety of I.T. related skill-sets. This includes using job boards, internet networking, attending user group meetings, as well as direct sourcing.• Was part of the core team of four initial hires that opened offices nationally and saw the company grow to over fifty individuals.• Responsible for job board evaluation, negotiation, selection and management.• Implemented the NAPS certification program within TBR to ensure all Recruiters were CTS/CPC certified.• Created and currently manage the sub-vendor program designed to provide additional candidate resources from off shore and near shore vendors.• Wrote and update all Recruiting related verbiage for the TBR company website.

• Recognized as the #2 (out of 40+) Recruiting Director for Comsys nationally for 2006. This ranking is based upon recruiting team performance, exceeding Gross Profit, Contribution Margin as well as branch headcount. The final number for ’06 was 108.2% of mandated budget. This was particularly significant due to the Atlanta branches underperformance in 2005, post merger. • The Atlanta branch was recognized as the Branch of the Quarter (Q2) for large branches nationally.• Built a recruiting team with one of the highest monthly placement averages for Comsys nationally. Two earned the Chairman’s Club award and two of the new hires finished ranked in the top 5 (out of 100+) among all new hires, nationally. Responsible for day to day management of a seven person I.T. recruiting team for the Atlanta branch of Comsys. Part of a three person management team that supports the #3 ranked branch in the nation (out of 45), which generates $55 million in revenue and includes a headcount of 250+ consultants. Daily activities include: • Generating daily reports designed to prioritize job coverage and/or jobs that need additional attention.• Interfacing with the Director of Sales to maintain an efficient and positive working relationship between the Account Management team and the Recruiting team.

• 2004 results: produced over $1,467,642 in gross revenue.• 2003 results: produced over $1,043,113 in gross revenue.• 2002 results: produced over $418,684 in gross revenue• 2001 results: produced over $674,104 in gross revenue. • Generated over $300,000 dollars in revenue in 2000(GAPS).• Generated over $290,000 dollars in revenue in 1999(GAPS).• Member of the “Elite Eight”, MDI.• Recruiter of the Month - January, April, June, August 2000.• Recruiter of the Month - February, June 1999.• Obtained Certified Temporary Staffing Specialist certification (CTS): 1999.• Attended “Sales and Recruitment Workshop”, Glenhurst Consulting Group, 2002.