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We work with software companies in a wide range of industries to locate, identify and recruit the top sales candidates in the marketplace.Warm Lead IntroductionsWe provide you a group of ten candidates whom are fully vetted and interested in your job opening.Monthly Contract Sourcing or RecruitingWe can provide you with a dedicated Sourcer and/or Recruiter for an hourly rate. This model works well for companies who do not want to invest in a long term Recruiter or Sourcer.After thousands of successful campaigns we know a thing or two about driving candidates traffic. From content calendars, to webinars to building out entire end to end recruitment marketing funnels we've done it all; SMS Text, Email, VM Drops & Social Ads.Video Career WebinarsVideo sells and tells the opportunity better. We host webinars with customers for specific job openings. Fully branded way to engage top candidates at scale.Video Job DescriptionsTake boring job descriptions and turn them into engaging video content, at scale. Using our exclusive AI technology we can take any text based job description and convert it into a video job description that it far more engaging.Video VoicemailIf your recruiters are sick and tired of leaving hundreds of voicemails only to get a 2-3% call back rate. then they need to try Video Voicemail. Video Voicemail has been proven to increase call back rates up to 60%. Make sure your recruiters spend their time speaking with candidate not just leaving voicemails.Recruitment Marketing AutomationWe are automation experts. We will help you build a candidate funnel or recruitment marketing campaign to drive more traffic, engage top candidates and make hires more efficiently.

Provided executive leadership, influence, and insight to C-suite, key stakeholders, and product teams on next-generation opportunities and technologies for the global product roadmap. Leveraged trends, usage metrics, qualitative end-user feedback, and customer/sales input. Assisted with go-to-market strategy, marketing, and product education. Tracked market trends and deviations to ensure the company remains competitive in an evolving market landscape.  Propelled Monster to become the first global job board to offer video job ads by conceptualizing and bringing an mobile app, Monster Studios, to market that allowed clients to record, edit, and publish video to their Monster job ad. Led RFP and evaluation for global Learning Management System (LMS) generated $800K in cost savings. Spearheaded new product concepts/ideas that accounted for 40%+ of the company’s future product roadmap.

Started with Kenexa which was acquired by IBM. Provided strategic leadership to the Recruitment Process Outsourcing (RPO) division with direct oversight of $7M annual budget and a shared service team of ~30 direct/indirect reports. Identified talent and technology solutions for Baker Hughes, Bosch, Biogen, BP, Eli Lilly, Elliott Turbo, Flowserve, FMC, Ford, General Motors, Honeywell, Intel, KeyBank, Toshiba, United Health Group, UTC/Goodrich Aerospace, Microsoft, Otsuka Pharmaceuticals, Pall Corp, Parexel, Regeneron, US Steel, Syngenta, and Whirlpool. Spearheaded deployed global digital recruitment marketing and employer branding strategies for 50 RPO client recruiting teams worldwide. Advised teams on technical and high-volume recruitment best practices, platforms technology and processes.  Led rollout of all KPI dashboards and presented weekly, monthly and in QBR’s to executives. Added 2M candidates to pipeline with minimal costs, less than $1 per resume. Negotiated and administrated all media plans, social media, and job board contracts for Monster, CareerBuilder, LinkedIn, AvatureCRM, Facebook, SocialTalent, Glassdoor, YouTube, Twitter, SMS, mobile, diversity and military channels.  Created and deployed diversity, inclusion and military recruiting and sourcing strategies for global organizations such as General Motors, Baker Hughes, Lowes, Whirlpool, BMW in USA and various European countries such as France, Germany, UK etc.

Oversaw recruitment sourcing engine for RPO clients including Dupont, Comcast, and McNeil Pharmaceuticals. Grew candidate pipeline by proactively creating profiles of key hires and driving overall digital recruiting strategy. Led AvatureCRM/ATS implementation as subject matter expert on recruiting technologies. Integral in the integration of Tapfin with Manpower Business Solutions (MBS) by developing employment branding, SEO/SEM, and content for the new Manpower Business Solutions RPO website.

Led 15 direct reports and devised talent sourcing strategies encompassing social networking and passive candidate sourcing pools to achieve required staffing levels. Provided updates to senior leadership on recruitment statistics.  Increased candidate pool by 15K in less than 5 months through custom, company-specific research strategies. Motivated, trained, and coached the team on leveraging social recruiting techniques on LinkedIn and Twitter.

Recruited positions include; Software Engineers for web technologies, Wildlife Biologist, Semiconductor Manufacturing Assemblers, Missile Engineers, CNC Machinists, Infrared Electro-Optical Anti-Submarine Warfare SME, Aircraft Cabin Development, RF Communications Engineer for ATG Communications, Structural Engineers, Network Engineers for WiMax and 4G, Secret and Top Secret Security Clearance positions for DARPA, USAF, DoD, DoHS, ARMY and US Mint.

HTC Research is a premier provider of active and passive candidate research and staffing strategy implementation. For over 13 years, HTC Research has specialized in providing targeted candidates, directly sourced from the active and passive job market for a broad spectrum of clients: multi-national corporations, mid-cap, start-up companies, contingency and retained search firms. Developing Social Media marketing strategies.Hired and trained over 180 staff, providing coaching, mentorship, and leadership to ensure proficient knowledge of tools and resources needed to execute tactical staffing plans. Promote and market HTC Candidate Pipeline Development™ strategies and services to company client base by cultivating key business relationships with industry leading executives and staffing representatives. Defined and executed staffing initiatives with corporate clients such as BD Biosciences, BearingPoint, Dolby Labs, Google, IBM, Kaiser Permanente, Medtronic Cardiovascular, Motorola, Northrop Grumman Palm, Plantronics, SAP, Tyco Healthcare, Visa, Yahoo!, and other multi-national corporations, mid-cap, start-up companies, contingency and retained search firms. .  Instrumental in the development of sourcing strategies and initiatives for recruiting a diverse candidate pool to meet client business goals and values by identifying upwards of 50,000 candidates per year across 400 client requisitions.Integrated a Social Media Staffing strategy and developed candidate identification tactics on the Social Networking sites to reduce dependency on more costly forms of canddiate identification.

Directed the administration of financial operations including budget preparations and projections, payroll, reconciliation of accounts payables and receivables, and overall financial position of the Corporation. Provided analysis of business trends and operating costs. Projected financial models and statistics based upon hiring schedules, salaries, positions, reporting structures, cost of sale analysis, and regression modeling as part of a five year business plan.  Generated a cost savings of $45K+ through influential negotiations with suppliers for vendor loyalty programs. Instrumental in the expansion and relocation of the New Jersey office. Expansion was completed $60K under budget projections and two weeks ahead of schedule. Collaboratively increased gross revenues by approximately $710K in the first stage and $1.19M in the second stage, as part of an eight stage growth and business expansion plan.

Provided direction for strategic sourcing, competitive target lists, and creating innovative new recruiting methodologies and techniques for attaining talent. Managed 40 professional staff members across multiple offices. Researched and performed root cause analysis on projects and strategies related to recruitment patterns and actions to obtain desired solutions. Instrumental in ATS vendor selection and streamlining the transfer of over 200,000+ resume files from Filepro to RecruitMax, which allowed more efficient access and decreased duplication of candidates by more than 20% over previous database replication methods. Championed the creation of a performance based model, benchmark metrics and bonus structure designed to track how many candidates a researcher could pre-qualify in a day, thus rewarding high performance employees and increasing retention from five months to approximately six years.

Managed a team of 10 researchers accountable for an average 50 projects per month. Coordinated staffing requirements with hiring managers, business leaders, and partners for assigned client groups to ensure timely and effective hiring practices. Conducted meetings to discuss job descriptions, position qualifications and core competencies, professional and industry associations, and networking contacts to develop appropriate recruitment strategies. Drove internal recruiting and hiring processes including sourcing, scheduling, interviewing, selecting, negotiating and extending offers, and coordinating the pre-employment and relocation processes. Researched a diverse range of resources to stay abreast of business and industry trends, as well as developed candidate pipelines for critical positions.  Increased candidate pipeline by 300% by training and directing a research staff to identify top industry specific talent.

Determined appropriate sourcing methodology to best identify candidates with specific skill sets to meet job requirements. Subject Matter Expert in candidate identification techniques utilizing on-line searches, professional associations and publications, and phone name generation. Interviewed candidates for further qualification against eligibility requirements. Partnered with hiring managers to effectively recruit talented leaders while maintaining cost initiatives. Consistently averaged a qualified pipeline of 200 candidates per week and four qualified profiles per day for three years by initiating and executing creative sourcing strategies to identify top talent. Gained recognition as the #1 producer by exceeding all revenue and candidate production goals.