Hire Tomorrow was started to help bridge the gap between great companies and great talent. We focus on helping clients fill their hard-to-fill full-time and contract positions. We specialize in working with clients across multiple industries that range in size from Start-Up to Fortune 500.If we can be of any assistance, please don't hesitate to reach out for a free consultation - Recruiting@HireTomorrow.comwww.hiretomorrow.com #HireTomorrow

Hire Tomorrow, LLC is partnering with Elsewhere Partners and its Portfolio Companies to provide recruitment services across C-level and non-C-level hiring.

A Real Estate Investment Firm that focuses (1) on the acquisition of 100+ unit multifamily apartment complexes and (2) on helping accredited and non-accredited investors gain access to these deals through passive investments. Our goal is to help our investors generate passive income while also growing their net worth.

Philadelphia SHRM Board Member - 1/2016 to PresentChairman of Entrepreneurial Engagement Committee - 2017 to Present- Bridging the gap between the small business/entrepreneurial and HR communities. Co-Chairman of Talent Management (Thought Leadership Committee) - 2010 to 2018The HR Thought Leadership Committee provides online content featuring best practices on a range of HR disciplines. The Committee supports and shares the strategic objectives of National SHRM, but has specific objectives at the local level. These objectives include, 1) provide comprehensive information to HR Professionals in the Greater Philadelphia Area, 2) enable HR Professionals to develop their knowledge, skills, and careers by exposing them to e-resources and a sharing environment, and 3) encourage the Philly SHRM membership to have an interactive forum to voice their opinions, challenges, and concerns. The Community discussions are lead by local HR thought leaders and subject matter experts, who are using appropriate and web-enabled technologies, such as WordPress, Twitter, and YouTube.

Hired to lead Talent Acquisition and Talent Management- Managed a team of 2 (Recruiter and Coordinator)- Partnered with department leaders to budget for future hiring needs to align this with the overall organizational hiring budget (partnered with Head of Finance).- Continued the staffing spend cost reduction program- Project Lead for developing an internal talent market place (Glenmede Gig program)

- Lead a team of up to 6 recruiters (onsite and offsite)- Partner with HR and Finance leadership to align hiring forecasting and budgeting- Conducted quarterly performance management conversations with each direct report. Helped them develop an IDP (Individual Development Plan) to achieve their career goals, both short and long-term.- Co-Lead on developing rolling out an Internal Talent Marketplace - Gig. Built a pilot program within a 1,500 employee department, which was successful and is being launched across Comcast Cable.

Now Senior Recruiter for Human Resources openings across Comcast (HRBP, Talent Management, Talent Acquisition, Employee Relations, HR Communications, Compensation, Benefits, etc.)Responsible for full-cycle recruitment of Technology/Product Development and Deployment and Marketing positions across both Consumer and Business Services groups. - Lead a sourcing/recruiting team, for different projects, which assists with pre-screening of candidates.- Project manager for recruiting initiatives within Business Services – own entire recruitment process (resource planning, weekly update meetings, status reports to senior leadership).- Work collaboratively with hiring managers to establish SLAs and develop recruiting strategies to hire candidates within established timeframe and budget.- Conduct weekly meetings with HR to maintain a dialog around any changes or new positions opening on their group. - Manage an active requisition load between 10 and 30 – Provide status and candidate updates to Hiring Managers on a consistent basis.- Conceptualized and produced a recruitment video for an Interview Day to fill 5 open Analyst positions.- Project Team Member: Talent Slate/Employee Mobility Project; CTA Solutions Diversity Project; CTA CredoSpeak Action Committee.- Responsible for coaching new recruiters that join the Technology/Product Deployment team.- Mentor to an Intern in our Empowering Future Leaders Program (EFLP).- Participant in Comcast’s ERG (Employee Resource Group) Mentorship Program – only 30, out of 160 applications, were accepted. - Filled positions within Product Management, Systems Development, Digital Marketing, Operations, HR Project/Program Management, Finance and Strategy & Operations.

- Manage full-life cycle recruiting for all positions including Marketing, Design, Analytics, Finance, Operations, IT, Fulfillment, and Customer Service. - Work collaboratively with hiring managers across all departments to develop recruiting strategies to hire candidates within established time frame and budget.- Worked with the HR Manager to re-establish an Employee Referral Program.- Utilize internet recruiting strategies (Boolean PowerSearch, X-Ray, FlipSearch).- Created recruiting analytics dashboard to drive better, faster results and uncover any inefficiencies. - Researched, selected and implemented a new applicant tracking system (iCIMS).- Manage relationships with 3rd party staffing firms for direct hires and contractors. - Manage and started Stroll’s first Twitter handle to promote jobs and interact with current and prospective candidates (@StrollJobs).- Developed a scalable staffing model for our call center to enable us to hire between 3-5 call center representatives each week to keep up with demand and maintain our service levels.

Worked as an executive recruiting and project manager for the retained recruiting and staffing division.- Recruited Accounting, Finance and IT professionals on a contract, contract to hire and direct hire basis. Also, recruited Interim/Full-time Controller and CFO professionals on a retained basis.- Managed retained recruitment and staffing projects (weekly steering committee calls, document preparation, client interaction, candidate feedback).- Clients include (PWC, Keane Organization)- Upgraded our internal applicant tracking software (Bullhorn) and reorganized our internal recruitment process.- Research, selected and implemented a reporting/management tool to interface with Bullhorn.- Worked with Director of Business Development on formulating marketing plan to ensure we reach our target market.

Consulted with small businesses with regards to their Human Resource issues and make suggestions based on the different ADP platforms available.Consulted on staffing issues, HR administration processes, employee relations, overall HR compliance, training and development.- Responsible for managing internal relationships to ensure goals are attained.- Manage my given territory by meeting current and prospective clients.- Work with third party business partners to offer additional services to clients and to better work my territory.- Develop detailed presentations to explain how ADP’s different platforms will allow my clients to streamline their HR administration, reduce their employer liability and achieve their specific short and long term goals.

As an Account Manager within a staffing company I am responsible for not only the development of new business and the maintenance of my current clients, I am also responsible for the development of my recruiting team.- Constantly meeting and interacting with current and prospective clients, making sure we are living up to their high level of expectations and also explaining how our services will help with their current and future staffing needs.- Consultative Selling approach. Deliver presentations with clients to discover their struggles and explain how our different divisions and services will best fit their needs.- Work with my clients to solve their staffing and retention problems.- Develop lasting partnerships with my current and prospective clients by not only satisfying their staffing needs but also acting as a consultant when they are embarking on new projects to make sure all options are covered.- Evaluate customer analysis and Labor Market Analysis (LMA) to find the best strategy to assist each client. - Handle client contract and rate negotiations with local and national clients. - Business development and client maintenance is the other part of my job. I am held accountable for the number of calls I make each day, the number of meetings I have each week and the different client interaction I have on a quarterly basis.- Recruiter development is another aspect of my position as an account manager. I am responsible for the hiring, direct supervision, development and performance evaluation my team of recruiters. - Promoted into an Account Manager role in March 08 and in less than 4 months went from $0 to over $8,000 in Point-In-Time weekly spread.- Ranked 3rd in productivity among Commercial Account Managers in the Northeast.

My Account Manager and I started the Aerotek Professional Services (APS) division in the York, Pa office and took it from $0 to over $13,000 in Point-In-Time weekly spread. I was the only APS recruiter in the York office and I was responsible for recruiting on positions ranging from general Data Entry and Administrative Assistants to high level Accounting/Finance Managers, on a Contract-to-Hire and Direct Hire basis. - I used all the major online job search engines (Monster, Careerbuilder, etc.) to recruit skilled candidates to find out their current availability and interest in the position that I had available.- I had to manage my current contractors while they were at our clients’ worksite. This management ranged from setting up interviews to performance evaluations and making sure they were working up to our client’s expectations.- Ranked in the top 3 in the Northeast Region for APS Recruiters.- Ranked in the top 10 in the entire company for APS Recruiters.