• Identify, source and pursue qualified engineering and environmental professional talent. Focusing on Manufacturing, Chemical, Polymer, Biotech, Pharmaceutical, Reliability, and Energy.• Continuously source to achieve and grow candidate pipeline.• Maintain up-to-date employee data and Bullhorn staffing database.• Utilize social networking platforms to build and maintain a candidate pipeline including LinkedIn, Recruiter, iHire, and CareerBuilder.• Cold call and network into client competitor organizations.• Review position requirements/needs/profiles to ensure that all staffing issues have been properly addressed.

• Hired to support Staffworks diversification initiative to support customer needs on more technical positions.• Work with Account Managers to develop strategies to reach more engineering contacts with current customers as well as new customer targets.• Assist all our branches with recruiting processes.• Currently overseeing one designated sales rep and recruiter.

• Develop recruiting strategies to support branches and clients throughout the entire footprint of the organization for engineering, design/drafting, technician, maintenance and IT positions.• Work with hiring managers to determine a precise list of qualifying skills and the true needs of the role.• Responsible for identifying qualified candidate pool for current openings, as well as maintaining a pipeline of candidates for future openings and marketing purposes.• Present and review candidates with hiring managers to pinpoint qualified candidates.• Utilize multiple sources to develop and recruit talent (Job Boards, LinkedIn, Networking events, etc.)• Coordinate interview schedules, present offers and coordinate on boarding with customers.• Create training and support programs for recruiters.• Developed recruiting work flows as well as performance quotas for recruiters.• Work directly with Account Executives on selling more technically oriented opportunities and understanding the positions.• Assist customers with reviewing their current talent and developing a succession strategy for their most vital internal positions.

Summit Technical Services ( a division of The Reserves Network) specializes in the placement of Technical employees on a contract, contract to hire and direct placement basis. We will offer customized staffing alternatives to our customers specific to their needs. With over thirty years of combined experience, Summit Technicals staff has the breadth of knowledge that allows us to understand where our clients are currently and then assist them in where they are looking to go.

• New business development for contingent staffing start up. • Develop customer relationships through cold calling, client visits. • Introduce and stimulate usage of temporary staffing to help lower labor costs and increase productivity. • Negotiate pricing and contractual agreements. • Increased sales from $1.01 million in 2006 to $2.1 million in 2008.• Opened 19 new accounts through 2008.• Started 54 contractors in 2007 and 58 in 2008.• Increased division Gross Profit from 22% in 2006 to 31% in 2008.• Increased Net Profit from 12% in 2006 to 18% in 2008.

— Complete P&L responsibilities for $3+ million dollar branch.— Account development and maintenance via cold calling and client visits. — Present Project Solutions to customers for all staffing needs. — Negotiate pricing and fee structures for contingent labor. — Engaged consultative selling to determine precise needs of customer, enabling the alignment with the most appropriate solution offered by Kelly Engineering. — Responsible for direction of recruiting and administrative staff, recruiter coaching as needed. — Gross Sales 2005: $3,060,373— Manage expenses to below budget requirements.— Contractors on assignment: 55-70.— Clients included: Diebold, American Greetings, Mittal (ISG) Steel, ABB, Crane Aerospace, Invacare and GE Energy.— Established 16 new Accounts in 2005— Increased sales in 35% of existing customers year over year.— Office started 104 contractors on assignments in 2005Placement disciplines (primarily contractors): Engineering, Lab Technicians, Graphic Illustrators, CAD Designers, Maintenance, Elec/Mech Technicians, Program Managers and Software Engineers, Help Desk, Network Administrators and Database Administrators.

— Develop new prospects and provide contingent labor solutions to new and current customers. — Identify, qualify, pursue and close new business through a variety of methods including cold calling. — Developed and enhanced client relationships with phone communication and on-site visit, help present and manage technical solutions. — Ensure customer and employee satisfaction by contributing to the recruiting process with precise job and work place descriptions. — Manage customer satisfaction through verbal feedback, and performance reviews.— Negotiate bill rates, salary ranges and pay increases. — Resolution of any customer or employee concerns, ranging from payroll questions to benefits. — Metrics held to included Contacts (80/wk), Client Visits (10/wk), Client Lunches (2/wk), Orders (10/wk)— February 2000 field office closed, 5 of 6 staff members laid off, I was retained and moved into a home office.— Achieved all budget goals from 2000 – 2003 while only employee locally.— Sales achieved in 2003 - $2.7 million. Contribution of $335,000 Technical Recruiter (1988 - 1991)— Solicit perspective candidates to fill open job requisitions. — Match candidates job skills with current needs. — Verify skills by running reference checks, negotiate pay rates. — Acquire market information from candidates regarding other clients using contingent labor, or other clients interviewing technical talent.