Specialties: Sales, IT, Marketing, Finance & Accounting, OperationsTalent acquisition strategies, employment branding, competency and behavioral interviewing, manager developmental training, sales-based competency modeling, talent assessment, and candidate management. Family owned since 1972 and backed by industry-leading customer service, LPi builds relationships with local businesses to support its parish partners with advertising. LPi is the national leader in ad-supported church bulletins and senior newsletters, and community engagement tools designed to help parishes and senior centers build long term relationships in their communities. Thus, our print and digital advertising solutions help connect over 100,000 businesses with customers in their local communities. Our mission is to provide our customers with solutions to increase engagement so they can focus on their mission. Our employees drive our vision and our mission; changing the world for our customers and we in turn want to change the world for our employees. • Provide sourcing expertise for technical and niche profiles. Design creative and innovative ways of finding passive external talent across disciplines.• Train hiring managers on best interviewing practices. • Consult with hiring managers to develop a strategic sourcing plan and ensure successful recruitment of quality candidates. • Build and maintain talent pools of qualified candidates based on business demands • Direct and proactive outreach to passive talent, including cold calling and headhunting • Proactively use recruitment tools and social media to source qualified candidates.• Engage with the candidates thought out the full recruitment lifecycle.• Manage the company’s online employment brand image by revitalizing social media outlets.• Develop and maintain effective networks to maximize visibility and attract quality candidates.

Specialties: Sales, marketing, IT, implementation, customer service, research, designers, finance, accounting, and administrative.Full life cycle recruitment across all cross-functional groups in the organization. Talent acquisition strategies, employment branding, talent pipelining, developmental & internship programs, college recruitment, manager & executive level partnerships. •Successfully hire over 165 new top talent, high performing professionals in 3 ½ years with a time to fill ratio of average of 45 days.•Develop and execute recruitment and social media strategy from the ground up which serve as means of targeting top potential new and passive talent in employment marketplace. •Craft recruiting playbooks for all critical roles in organization which consist success profiles, career maps, talent workbooks, employment market snapshot and employment market overview.•Manage the selection process of candidates by coordinating feedback from all parties of the hiring process and act as the facilitator and driver of the formal recruitment process. •Partner with executives, business leaders and hiring managers to review, analyze and clarify hiring needs and develop appropriate full-lifecycle recruiting strategies conducive to successful recruitment for top talent.•Create sourcing and recruitment strategies to attract high performing top talent for critical roles to continually build a diverse pool of top talent across all functions and levels within organization. •Actively network and develop professional relationships with universities, technical schools, and associations to position organization as an employer of choice. •Craft success profiles for critical roles in the organization to guide managers in identifying best hiring practices and talent development strategies. •Implement new developmental and internship program to increase talent pipeline and employee workforce effectiveness.

Specialties:Managed recruitment outsourcing, corporate recruiting, RPO, outsourcing, consulting, search, recruiting, research, talent pipelining, outplacement, executive search•Broad based experience across diverse industries/functional areas: Information Technology, Healthcare, Sales, Marketing, Management Consulting, Engineering, Operations, Supply Chain, and Customer Service. •Support and manage multiple searches for a multitude of clients in several practice areas both onsite and remote. •Oversee the selection process including identifying and assessing candidates, conducting pre-screens, facilitating interviews, and gathering candidate and client •Collaborate with client and internal team to define project or recruitment scope and objectives for client Manage on and off site, full life-cycle recruitment including metrics, market analysis, and consultative reporting. •Act as a transparent extension of client’s Human Resource department to fulfill recruitment strategies and hire qualified candidates. •Utilize innovative techniques to research and source qualified passive and active candidates. •Build custom strategies and project plans to support client ROI while ensuring integrity and value add.

Contract recruiter @ Generac (thru C&C Recruiting & Consulting) October 2008 - December 2009; hired on full time by Generac in January 2009Specialties: Senior level manager, director and staff level positions in IT, Engineering, Customer Support, Sales and Marketing, Operations, Finance and Accounting, Research and Development, and Training and Development. Full life-cycle recruitment across three facilities for staff level, manager and director level roles. •Manage entire recruitment process across three facilities in a high volume rapidly changing environment•Responsible for the full-cycle or recruiting from job description definition and posting, sourcing candidates utilizing non-traditional recruiting methods and job boards, pre-screening, setting up interviews, salary negotiation/closing candidates, extending offer letters, and on-boarding.•Work with company leaders to drive hiring efforts, improve interview processes, and build successful hiring practices. •Ensure recruitment goals and objectives are in alignment with company practices and budgetary constraints to maintain consistency and strategic plans for the organization. •Partner and strategize with Managers, Directors, Vice Presidents, and Senior Vice Presidents to understand functional departmental requirements, processes, needs, and position requirements in order to choose strong candidates and new hires. •Train and coach managers in effective interviewing and selection techniques to help ensure the strength of the process and performance improvement of employees. •Screen, interview and assess candidates in line with company standards to ensure a thorough understanding of their job and career requirements

Specialties: Full life-cycle recruiting, account management, client consultation, sourcing, and networking strategies,passive recruitment strategies, offer negotiations.•Perform full life-cycle recruiting sourcing for Information Technology, Human Resources, Sales, Marketing, and Engineering talent from a variety of sources including the internet, cold calling, referral generation, professional associations and networking. •Leverage online recruiting resources including social networking sites, job boards and deep internet searches. •Responsible for client development, devising sourcing and networking strategies, candidate screening, background checks, submittal to clients and candidate closing and final offer. •Participate in developing plans for communication rollouts of new strategies, evaluation of existing policies on recruitment and retention and expansion of recruiting methodologies. •Cultivate business process improvement opportunities by managing project scope which include company recruiting process and initiatives, policies and procedures, proposals, marketing campaigns, website and optimization, and overall marketability in the recruiting arena.

Specialties:Full lifecycle recruiting, territory development, account development, passive recruitment, client and candidate networking strategies, successful closing and negotiation techniques •Develop and pre-screen a qualified pool of candidates from a broad range of sources which include an applicant database, job fairs, the internet, cold calling, referral generation, professional associations and networking. •Develop strategic partnerships with clients and discussed long and short term staffing needs meeting client recruitment requirements. •Strategically develop territory, new client development, create recruiting methodologies procedures and manage recruiting activities. •Cross train and mentor junior recruiters in recruiting and industry best practices. •Close and successfully negotiate service agreements and compensation packages. •Coach candidates on interview techniques, resume writing and career development.

Specialties:Developed and implemented regional internal communications to entire customer operations division, managed coordination and evaluation of new products and services, developed new hire resource training program and implemented across the central region.•Develop and implement regional intranet reference site from cradle to grave designed to promote and enhance internal communications. •Craft, maintain and distribute internal communications through company intranet and other communication channels to entire Customer Operations division.•Manage the coordination, implementation and evaluation of new products and services. •Team with Corporate Communications to ensure that communications channels and messaging strategies were consistent across the organization. •Coordinate activities, trainings and raise awareness of products that promote the organization’s strategic direction. •Identify opportunity areas with respect to product integration and communicate and provide solution recommendations.•Develop resource training program which include customer service training modules for new associates which was implemented across the region. •Realign and revamp training modules to create a more comprehensive training environment.