-Own & run own clothing design and clothing line Online Pop-up Store.-Design logos, & clothing attached to my production company-Conduct social media marketing to find out customers wants and needs.-Perform Cost analysis and profit margins with products offered vs vendors used to help get product out to customers from purchasing of new products, shipping and customer service.

John G. (MüZE), lives in Vancouver WA; He enjoys the art of both Producing & DJing, & also loves curating themed sober raves & dance parties, where he can play his music & give others the chance to experience what raving is supposed to be. MüZE became interested in the electronic dance scene in 2017. Born out of his love of setting up light systems & listening to EDM artists in the early 2000's, he shortly-after started Djing/Producing & has been crafting & mixing multi-genre music ever since, which includes; Pop-EDM, Progressive, Bass House, Deep House, Trance, Tech House, Electro House, Future & many more. He is known for re-mixing many different genres of well known popular music, as well as those that are not typically mixed; such as country music, movie theme songs, children's music, rock, music from other countries, & music that isn't universally known--for fun & just to be different, acquiring a loyal fan base of over 17,000.He has played at many small/medium regional festivals/events & has his sights set on playing the main stage at a large scale festival in the near future for the experience, but is not looking to play clubs/local venues or to be a brand name within the industry; instead he is focused on trying to revitalize the underground/renegade rave scene in Vancouver WA, where he has organized & played underground/renegade raves & silent raves almost every weekend for the past 3 years, at many unique regionally known locations, trying to bring the feeling of community, PLUR, & the pure love of music back to the rave scene with a focus on safety, comfortability, a drug/alcohol free environment & offers educational services on-site at his events regarding the negative impact of substance & alcohol use.

Manage the full life-cycle recruitment process for multiple hard to fill technical positions within the Fire & Life Safety industry, to include Estimators, Inspectors, Fire Sprinkler Fitters, technicians, installers, designers, and a plethora of other roles installing and servicing fire alarms, extinguishers, sprinkler systems & suppression systems.· Developed and facilitated all stages of the high-volume recruitment process and hiring of technical service positions including low-voltage electrical and fire sprinkler service within the Fire and Life Safety industry. · Sourced, prescreened candidates, and coordinated candidate/hiring manager interviews, and facilitated offer process. · Established credibility and integrity through collaborative partnerships with organizational leaders, hiring managers and external recruiters.· Focused consistently on positive brand representation and candidate experience.· Partnered with hiring managers and Human Resources to identify headcount needs and draft detailed and accurate job descriptions. · Sourced, created and maintained a talent pool through LinkedIn Recruiter, Work Source, Indeed, and active networking. Managed job posts through various job boards. · Participated in weekly recruitment strategy meetings with CEO, hiring managers and Director of Human Resources to present up to date recruitment metrics.· Partnered with Marketing to develop a Marketing plan to help recruitment of hard to fill positions.· Maintained ATS (Clear Company)

• Full cycle recruiting for non-exempt & exempt production, manufacturing, logistics, industrial & administrative roles for 5 different locations in a 3 state area within a 5 entity umbrella company.• Created new Recruiting process to be utilized by area hiring managers, shortening time to fill by 60%, and improving the candidate hiring experience.• Negotiated contracts with outside recruiting agencies & created relationships between Worksource, local military bases, Job Corps, Regional Schools & the company in preparation for the businesses plan to utilize an RPO recruiting model. • Got company setup with the DOD Skillbridge program to better hire military veterans, & instituted a veteran hiring initiative. • Fixed & organized companies ATS, so that candidates can be easily be tracked, KPI’s monitored, & aligning company with HR policies on diversity tracking.• Scheduled and attended multiple job Fairs, & hiring events to attract talent, and build companies talent pool.• Researched & consulted with companies HR team regarding all production roles compensation, helping with compensation analysis & improvement to better attract candidates in a bad economic/low unemployment climate.• Partnered with Indeed to create a google extension to automatically pull resumes applied through job postings on their platform to our ATS.

• Rehired/re-enlisted over 240 members by actively participating in relevant onsite & remote events, empathetic approach to managing each service member’s unique situation & securing specific opportunities to enhance personnel’s existing situation. • Mentored & coached military personnel/veterans on various professional skills, providing analysis of industry & occupational profiles & other research-based data to support career & academic goals. • Deliver complete career services to over 900 personnel. Provided industry expertise on career trends, key external resources & custom workforce strategies to optimize personnel’s specific careers• Designed & delivered engaging presentations to individuals & groups, promoting an enthusiastic & positive outlook on “life after the military”.• Ensured operations & employment activities were in compliance with federal laws & regulations• Advisor to leaders on career, safety, & personnel records for 650 employees• Developed, implemented, & managed rewards & recognition programs & initiatives• Conducted conflict resolution, harassment, sexual assault & diversity training • Provided guidance to employees & management regarding workplace concerns• Utilized resource management database to manage & track all employee HR related data• Led orientation of new employees, providing an overview of policies & key administrative points• Maintained human resource records by on-boarding new hires, terminations, job classification changes; merit increases; tracking vacation & personal leave hours• Ensured the adequate & proper monitoring & appraisal of employee work results by managers• Advised management on administrative & corrective actions for employees• Administered employee grievances sessions to develop resolution

• Full cycle recruiting for exempt and non-exempt, Supervisory, Administrative, Management and Executive positions which included creating job descriptions, Posting, interviewing and onboarding new employees.• Created new Onboarding process/Program• Negotiated with multiple vendors on Applicant Tracking systems, SEO's, and other resources.• Created a new hire payscale and evaluation program.• Conducted marketing activities across 2 Business Groups, to include Corporate and Staffing.• Created marketing materials such as, Handbooks, Brochures, Banners, Flyers. and digital media.• Recreated Company Logo to a new design.• Designed and improved the company website, to include creating an easier way for candidates to apply, moving away from paper applications.• Created a multi-social media platform to update clients, Employees and families of the company and updated platforms 3 times a week.

• Managed Talent Acquisition working collaboratively across 2 depts (Training/HR) to fill exempt/nonexempt project based professional mid/executive-level positions to include Project Engineers, Superintendents, Project Managers, Directors, and VP's.• Conducted HR/recruitment effort (Performance management, wage analysis, compensation/benefits, safety, training, associate relations, & talent management.• Analyzed company turnover & improved attrition rates by identifying trends, creating hiring initiatives to keep our top performers. • Assisted in the selection & development of teaching aids such as training handbooks, multimedia visual aids, online training, reference material & continuing education, conducted both online & classroom training in regards to our companies Safety program, & new hire orientation. • Negotiated, integrated and managed a new Onboarding/Recruiting/ATS and HRIS platforms, & rolled it out to the employees with very little communication error and issues.

• Delivered all facets of the recruiting process & the development of human capital throughout the organization using innovative strategies. • Posted positions, sourced & identified candidates via LinkedIn, source boards, cold-calling, databases, referrals, networking & career fairs, Pre-screened candidates, scheduled interviews, & made hiring recommendations. Conducted internal & external assessments, checked references, set up drug testing, negotiated offers, handled rejection letters, completed new-hire paperwork, ensured accuracy of new hire forms & I-9 compliance & maintained candidate databases. • Consulted with other managers, directors, VP’s on recruiting strategies, internal processes, Performance Improvement, best practices, conflict resolution as well as Identify & communicated areas of risk & potential improvement opportunities in safety & training• Averaged 35-40 requisitions, with 32.5 day fill time.• Created SharePoint platform which provided hiring managers with easy access to tools, links, FAQs, etc. that improved hiring communication & knowledge.• Achieved an average of 93% favorable response from hiring managers for service & support received during hiring process.• Ensured effective HR review, developed leadership pipeline with in area, succession planning, & improved workforce diversity. • Delivered training, created training initiatives, & proposed action plans• Responsible for employee relation investigations, fact finding, & administered correction action process in accordance with company policies.• Responsible for employee onboarding & exit interviews & open/new hire benefits enrollment• Nominated for Spirit of Excellence Award in 2015. • Retention increased from 69% to 85% over a three year period.• Awarded Certificate of Recognition for development & implementation of training programs used for the job training of new & incoming staff.

• Instructed 124 recruiters across the United States on recruiting best practices, interviewing guidelines & policy, employment law, and sourcing ideas and techniques.• Trained a team of 6 recruiting specialists as part of a 15 member military recruiting team covering the South east region of the United States.• Oversaw full-cycle high volume recruiting efforts at multiple sites for both skilled-trades, non-exempt & professional, exempt level positions. • Implemented a new staffing model for domestic recruiting to improve time-to-fill, retention, customer service, & other critical recruitment metrics. • Designed & implemented a more pro-active sourcing model to cut staffing costs 30% by reducing dependency on 3rd party agencies & other costly advertising resources.• Lead new-hire processing & onboarding activities for new employees and conducted exit interviews/off boarding when employees left the company.• Participated & facilitated training & development needs in collaboration with management, conducted training gap analysis.• Enforced & supported HR programs & policies including the site’s Affirmative Action, Substance Abuse Prevention Program, HIPAA, & workers’ compensation.• Supported the East Region and raised the percentage of management positions filled by 16%.• Increased new recruit signings by 233% in one year. • Regional Recruiting Supervisor of the Year (8 State Region)