• Identify and analyze diversity gaps to develop recruiting strategies that identify qualified candidates and build a diverse pipeline network• Partner with HR Teams, Business Unit Leaders, Talent Acquisition, Workforce Development, and other executives to refine and continue to build effective recruiting strategy for DE&I hiring. Current Projects:• Grow the diversity of underrepresented groups within Engineering across all Business units through attraction, engagement, and development efforts to further diversify pipelines for key skills• Neurodiversity hiring partnership with Mentra (software and systems engineering) • Codepath.org partnership for Software engineering• Female Pilot Initiative within Boeing Test and Evaluation Organization • Increase Women representation within Manufacturing • Targeted informational sessions via Brazen• 2023 Annual Diversity Report (Talent Acquisition distribution and training)• Employee Resource Group engagement opportunities within recruiting events• Sourcing for skilled trades within manufacturing space Sourcing Tools: WorkDay, Ziprecruiter, Monster, WorkSource, LinkedIn Recruiter Outreach managed via Avature• Analyze and research outside organizations/software capabilities to promote diverse pipeline initiatives• External Technical Affiliation partnerships to build talent network community for DEI hiring pipeline• Partner with University recruiting team to increase diverse pipelining efforts through campus relationships and engagement opportunities

• Evaluated resumes and scheduled qualified candidates to hiring managers• Developed and maintained strong working relationships with Business Unit executives, HR team, hiring managers, and recruiters to foster partnerships that produced consistent results.• Sourced and screened candidates for all types of roles within Boeing through multiple platforms (Workday, Ziprecruiter, LinkedIn Recruiter, LinkedIn Talent Insights, ClearanceJobs, WorkSource/Local Workforce agencies)• Acted as brand ambassador• Sourced and helped find locations to hold career events• Managed 100+ requisitions through Workday and event microsites• Helped plan, execute, and troubleshoot 32 hiring events across the US that resulted in 2000+ of candidates engaged. 566+ interviews and 393+offers in 6 months

• Top Recruiter in Southern California from 07/2020 to 5/2022• 20-50 new hires (starts)/ quarter• Hire focus for 3 key positions: Account Manager, Field Trainer, District Manager (high volume recruiting)• Average close from application to position hire is 7 to 10 days• Managed full cycle recruiting process to meet and exceed recruiting goals via talent management/CRM software.• Collaborated with 4 hiring managers to develop, maintain, and execute recruiting initiatives.• Built relationships with and utilized talent sourcing platforms (Indeed, LinkedIn, Monster, Career Builder)• Searched for high caliber candidates through sourcing platforms/resume databases• Created job descriptions and open position ads for sourcing• Created and ran campaigns to identify, qualify, and schedule candidates based on qualifications.• Tracked and reported key metrics designed to measure lead indicators to increase recruiting results.• Job Fairs- evaluated ROI, selected, attended, and executed career presentations• Ran group and one on one interviews in person and virtually via Zoom, WebX, and BlueJeans• Onboarded new hires through custom onboarding process (job offer to start date)

Supported Market Director with developing a comprehensive plan for coordinating training across the market; worked with HQ Training Delivery/Implementation teams and Field leaders to define training modules that work in conjunction with training plansCoordinated training efforts based on organizational deficiencies identified through observation and data analysis Provided consultative coaching on performance and makes recommendations for improvements that will impact performance issues and aligns the overall strategic mission of the Field Force with the company’s business and growth strategiesGathered insight on performance of the organization from data sets; tracks progress, monitors and measures training effectiveness; conducts assessments and business planning for the market operationsMonitored and evaluated training programs, processes, and practices for quality and effectiveness; delivered appropriate content to address deficiencies; implemented training solutions to address deficienciesSupported Training Delivery in the rollout of technology-enabled training; improved training effectiveness by developing new approaches and techniques, making support readily available and integrating support with job functionsLead on-boarding training and development; aligned training programs to provide progressive support; adapted, executed, and sustained the delivery of training content and identified qualified personnel to deliver content as neededPlanned, conducted, coordinated, and implemented a comprehensive training program geared towards new and existing staff; adopted a culture of continuous learning, ensuring the maximum effectiveness of the company’s sales effortsResponsible for connecting with recruits, acting as an advisor and providing guidance as needed; proactively extended support and resources Utilized SABA to track courses and attendance records in order to analyze effectiveness of trainingConducted leadership development

I was promoted to this position for my exceptional ability to train and develop team members, implement creative business strategy, as well as consult with employers and develop meaningful relationships between my staff and clients. My key responsibilities include:-Use KPIs to manage daily performance of team-Meet and exceed personal and team sales quotas-Coach, train, and mentor district team members-Employee relations: conflict resolution -Associate onboarding/exit interviews-Talent acquisition: identify, interview, and qualify candidates to support recruiting efforts and build organization-Pipeline management -Revenue forecasting/reporting weekly, quarterly, and annually-Strengthen existing client relationships and grow sales with existing clients through asset management -Utilize effective prospecting strategy to identify and close new clients-Consult with employers and HR managers to identify business needs and match with product or software solutions (SaaS) -Consult and educate employers and HR staff on benefit trends and government healthcare lawNotable Accomplishments:-Developed on-boarding system and material for 4 regional operations-#1 District Manager for Q4 and #2 District Manager YTD 2015 for Percent of Quota (217.28%)- Territory Honors Award: #3 District Manager in Territory for exceeding New Associate Sales Quota (140.56%) -Territory Honors Award: #5 District Manager in Territory for exceeding Organization Quota (217.28%)-#4 District Manager Sales Production Leader YTD 2016 ($931,416)-#2 District Manager in New Client Acquisition YTD 2016 (75 new clients)-#2 District Manager in New Client Acquisition YTD 2017 (49 new clients)-#1 District Manager in Exceeding Quota YTD 2016 (191.37%)-151% of Q2 Quota 2018- 8 consecutive Quarterly Management Excellence Awards-Recruited to 3 different markets (Michigan, Ohio, Utah/Nevada-South) to help build successful district team

I was promoted to a Field Management Position for my exceptional business development skills and aptitude for training others. As a Field Trainer, my key responsibilities were to partner with the District Sales Manager in training and developing the sales team in addition to maintaining and growing personal book of business.

As an Account Manager/Sales Executive, my key responsibilities were to identify and close prospective business clients by utilizing consultative sales to match business needs with product or software solutions, and maintain and build client relationships.In addition, I focused on:-Pipeline and sales cycle management/growth-Relentless prospecting and follow up-Running meetings, consulting, closing, and presenting business solutions (product/software) with business owners and C level executives-Presenting product and using software solutions to enroll business employees in benefit programs based on employee need and budget-Building new and developing current broker relationships-Generating new business opportunities through leads, networking, referrals and calls-Conducting meetings with employers to customize programs that help meet their benefits needs.-Engaging and enrolling interested employees in benefits plans.-Having ongoing conversations with business owners about new benefits options, benefits trends, changes to the government’s health care laws

-Support Regional Director in recruiting efforts-Identify and schedule candidate interviews-Enroll candidates into health and life insurance licensing training programs -Manage full cycle recruiting process to meet recruiting goals-Track and report key metrics designed to measure lead indicators to increase recruiting results-Work with and build relationships with talent acquiring sources to maximize effectiveness of recruiting process-Daily communication with regional team in regards to office operation, events, reports,etc.-Actively participate and help organize all staffing related activities-Regional calendar management-Claims assistance/customer service