Blixt Graphene batteries are tomorrow's technology today! Blixt Graphene produces Graphene Supercapacitors that are able to replace Li-ion and associated battery products. Our partnership with Blixt gives us the opportunity to offer this incredible technology to others today. These don't catch fire, last 20-30 years, discharge at a constant rate and charge as fast as you can push energy into them. Contact us today to see how this amazing new tech can meet your battery storage needs. www.blixtgraphene.com

E-Powersport.com offers E-bikes, E-Scooters, E-Motorcycles manufacturers a platform to engage and analyze the US market for its products. We focus on products that are fun, realistic transportation at a reasonable price. We've engaged a collaborative business model, where we can leverage the strengths of the companies we work with, to create new and exciting products. We've assisted in assessment of regulatory and market landscape for startups and mid-sized companies within and new to the industry. We've completed electrical system redesign to achieve required market performance targets. We've become an engineering and design validation resource to the companies we work with, which is leading to some amazing new product developments. Adding to our products, platform and knowledge base daily and with great passion.

Focused on the F5, Volterra team's needs. Mainly focused on high level developers and architects. Providing Talent Acquisition assessment and consultation to hiring managers.Working with a team of highly skilled and professional Talent Acquisition Specialist to collaboratively address the needs of the company.

Consult and advise Engineering Execs into a Self Service program of Talent Acquisition. The team now owns, manages and executes the process from job opening through offer negotiation. I act as a Advisor on the market, process, approach and psychology. Team is successfully hiring under this program.Carried a full department of requisitions on my own, equal to the workload of 4 of my peersFull Desk recruiting of positions from VP down. Focusing on Engineering, Product Management and Project Management roles, saving the company ~$100K a month over my loaded desk cost, on agency fees. Providing guidance and insight into the value of recruiting, workload management, personnel assessments. Working with hiring managers to provide guidance on Candidate Experience, Behavioral Considerations, and Personnel Potentials. Providing hiring managers assistance with the tedious tasks in the staffing process. Providing Interview guidance as well as interviewing and assessments of potential peers.Negotiate and process offers for new hires.

Urgenci employs a Recruiting as a Service (RaaS) model of recruiting. We assist companies to hire the best possible people to help them reach their goals. Our flexibility and agility allow us to quickly generate candidates and get hiring managers interviewing more and review resumes less.I was brought on for a short term project to assist in the candidate generation for some new needs from their client base. Obtained my first hire in 3 weeks. Worked in a small highly collaborative team to source, qualify and maintain engagement with top talent available on today's market.

Working with our Digital, Data and Analytics team to staffIoT Architecture Sr. ConsultantsSr. Graph Database Application ConsultantsManager - Graph DatabaseSr. Advanced Analytics ConsultantSr. Big Data EngineerManager - Big Data EngineeringBig Data Engineer Get in touch if you're interested in working with EY!

Currently tinkering with setting up a job board and services site. Coding, planning, marketing, etc.We are a Think Tank services company. This includes Business Process Outsourcing, Proto-typing, Manufacturing, Global Logistics, Business Development and coming up with new and innovative ideas for developmentConsulting with individuals on starting their own businesses. Providing support, information gathering and business development. We work on fees and/or equity basis depending on the Project. What do you want to make today?Projects in process:Recruiting Reviews website, www.recruiterscroes.com. This is a personal pet project and will be developed to assist the community and prep them for the third project in our quiver.Previous Consulting Project:Approached by the VP of HR of Caliber Collision with regards to an article I wrote on corporate recruiting structure. Signed on to advise, support and review implementation of recruiting systems, processes and general practices.

• Worked directly with the SVP of Phytel to identify and hire Assistant VP of Analytics and Outcomes, Data Analytic focused role. Recommendations on candidates provided throughout the process. One of two recommended candidates selected for hire.• Assist in the generation, qualification, facilitation and negotiation of technical candidates for Phytel, an IBM company, as they face a strong growth period for their analytical software and services.• Focus on technical roles for Phytel including SDE, Implementation Managers, Software Engineering Managers, QA Engineers, QA Managers, etc. • Work in tandem with my Lead to maintain a smooth flow of process for all parties involved.• Learn and share knowledge about changes in process, policy and systems with peers, managers and fellow IBMers.• Advise managers on hiring process, policies and potential liabilities.• Quickly train in required systems such as Brass Ring/Talent Suite, CRM, Notes/Verse, internal wiki, VPN provisioning tool, and others.• Candidate sourcing nationally and internationally as needed• Target 100% candidate communication and 48 hour response time to applicants.

• Due to my breadth of experience I am working as a Floater filling in candidate pipelines for other Sourcing Recruiters who need assistance in AWS.• Focused on various roles for AWS including Network Engineers, Network Design Engineers, NDE Managers, Director level positions for heads of cloud, network and cabling, etc. • Filled multiple aged roles with an average of 9 months open within 2 months of assignment to me.• Reduced management total time spent reviewing unqualified resumes by prior qualifying before submittal. • Reduced submittal to hire ratio averages on assigned roles to lowest in Amazon Web Services.• Candidate sourcing national and internationally.

Focus on the Test Service Line for Capgemini. Including but not limited to:• Test Leads• Manual Testers• Automation Testers• Test Coordinators Previous to that role I supported the Custom Software Development Team focused on Microsoft Technologies:• Sharepoint Developers and Architects• Configuration and Release Engineers• Dynamics AX Developers and Architects• Dynamics CRM Developers and Architects• Business Intelligence Developers• Technical Program Managers• C#, .NET Developers• Program Managers• Project Managers• ETL Developers Communicate with VPs, Directors and Senior Managers to obtain understanding of group dynamics. Interviewed with groups to learn of current and upcoming needs. Maintain processing of active channel candidates. Source passive candidates for open positions using Boolean search, Social Networks and direct networking.

Contract ended.Reporting directly to the CIO, working with Individual Contributors through C-Level. Saved the company over $120,000 in potential agency fees for a net value add of $90,000 after my associated cost.• Quickly obtained the trust of hiring managers at Sr. level through Vice Presidents using knowledge and organization removing their stress and creating consensus.• Implementing basic tracking systems to allow for more active management of the process and candidate flow.• Sourcing passive candidates for open positions using Boolean search, Social Networks and direct networking.• Creating adhoc reports as requested by management. These include retrieval of data from disparate HRIS system. Cleaning the data for pivot table manipulations. Creation of Pivot Table view of data to allow HR VP easy view of the current position requests in disparate HRIS.• Leverage body of knowledge in both Recruiting and HR to provide insight and advise hiring managers accordingly.

• Recently stopped recruiting business to focus on other possibilities for the site.• Create a direct placement staffing company from scratch.• Review, assess and select systems and tools for use. Each considered for aspect of time savings and ease of use through the recruiting process. • Recruit candidates for Open-Source and Closed-Source technology roles such as Ingestion Support, Sr. JAVA Engineer, JAVA Developer levels 1 - 3, C++ SDE levels 1 - 3, Sr. Manager Software Development and Technical Program Managers levels 2-3. Maintain high bar for candidate quality of submittals.• Establish processes for relationships with clients and candidates.• Create online presence through creation of BoredBrains.net website, job board, posting positions online and social network recruiting methods.• Maintenance of company blog and cross posting for marketing purposes.• Created website using Joomla customized for our purposes.

• Provide candidate generation support to Avanade Technology Service Center (ATS) team. • Communicate with Senior Managers to obtain understanding of group dynamics. Interviewed with groups to learn of current and upcoming needs. • Recruit candidates for Microsoft technology based requirements including, Sharepoint, MS Dynamics, SQL. Maintain high bar for candidate quality of submittals.• Assist with development of processes to help ensure candidate movement through the recruiting process. • Maintain processing of active channel candidates.•Source passive candidates for open positions using Boolean search, Social Networks and direct networking.

• Provide candidate generation support to Avanade Global Service Center (GSC) team.• Communicate with Senior Managers to obtain understanding of group dynamics. Interviewed with groups to learn of current and upcoming needs. • Recruit candidates for Microsoft technology based requirements including, Sharepoint, MS Dynamics, Program Management and Director levels. Maintain high bar for candidate quality of submittals.• Cleared months of candidate backlog. Worked with team to address missed opportunities. • Assist with development of processes to help ensure candidate movement through the recruiting process.• Maintain processing of active channel candidates. Average 20+ open positions under me.• Provide suggestions on technology and systems to address inefficiencies in overall process and Time to Fill.• Source passive candidates for open positions using Boolean search, Social Networks and direct networking.

• Provide candidate generation support to Amazon subsidiary companies such as A2Z development in OC, Reflexive Gaming, ShopBop, Audible, BrillianceAudio, WOOT, as well as other Amazon groups across the country.• Communicate with Senior Managers and C-level to obtain understanding of group dynamics. Interviewed groups to learn of current and upcoming needs. • Recruit candidates for Open-Source and Closed-Source technology roles such as Ingestion Support, Sr. JAVA Developer, JAVA Developer levels 1 - 3, C++ SDE levels 1 - 3, Sr. Manager Software Development and Technical Program Managers levels 2-3. Maintain high bar for candidate quality of submittals.• Cleared 4 months of Applicant backlog in disparate ATS system in 2 days. This combined with active sourcing efforts resulted in a high number of hires in a short period. Reducing hiring manager stress over hiring process.• Obtained candidate offer within my first 2 weeks in position. Filled oldest hard to fill role, within one month of having it assigned.• Maintain 48 hour or less processing time on applicants and vendor submittals. Average 20+ open positions under me.

Coordinate all activities related to staffing personnel for Microsoft requisitions. Manage full life cycle of recruiting i.e. position qualification, candidate generation, resume submittal, phone screen scheduling, interview scheduling (both in person and online sessions), disposition to candidate, offer/negotiate/close as required. Process Visas as required. Manage financial and contractual issues, negotiate bill rates to maintain our desired margin. Manage Microsoft and candidate accounts and relationships nationally.Communicate with Microsoft management, Program Managers to VP level, to obtain or develop full job descriptions for newly opened requisitions. Interview with individual group to understand group dynamic for candidate fit for each team. Create a trusting relationship with management by active listening and honest interest in their concerns.Utilize Internet recruiting techniques and networking to target new candidates. Correspond with potential candidates to gather further information for immediate business need and long term fit with company goals. Coordinate and schedule technical screens for positions as required.Screen and assess candidate resumes to determine skills and experience match with Microsoft positions. Council with candidates and managers to guide them to appropriate positions, groups and hiring decisions within Microsoft. Roles include, but are not limited to, Software Design Engineer levels 1 through 4, Application Developers levels 1 through 3, Builders levels 1 and 2, Support Engineers levels 1 through 3, Program Managers levels 1 through 3, Web Developers levels 1 through 3, Localization Engineers levels 1 and 2, Software Design Engineers in Test levels 1 through 4, and Support Analysts levels 1 through 3.Track staffing metrics, including open roles, filled roles, submittal to interview and interview to hire ratios. Averaged 50 to 100 open requisitions under me.

Assist management in process improvement initiatives.Develop technical training documentation for new hires.Assist in Quality Assurance initiatives and audits for the support floor.Identify training opportunities for current employees.Design, develop and implement Trainee Assessment System.Design, develop and implement Training System.Approve, edit and verify internal knowledge-base articles.Meet with department heads to identify employee knowledge and training requirements.Assist with design and development of product awareness training.Train groups of new hires for all departments.Report new hire performance metrics.Create new hire assessment reports.

Assist management in process improvement initiatives.Sign off on technical training documentation for new hires, as required.Assist in Quality Assurance initiatives and audits for the support floor.Handle 3rd level internal escalations with vendors.Answer incoming phone calls from customers.Provide DSL, Dialup, and mail configuration support for Speakeasy customers.Educate customer about DSL and related technologies.Deliver Tier 1& 2 level support.Follow up on additional customer service issues for customers.Process credit card transactions.Create and edit records in network database system.Demonstrate competent use of company related tools.Assist others in their understanding of tools and processes. Up-sell products and services to customers.Keep current on industry and market trends.Teach myself the skills needed per necessity.

Answer incoming phone calls from customers.Provide DSL, Dialup, and mail configuration support for Speakeasy customers.Educate customer about DSL and related technologies.Deliver Tier 1level support.Follow up on additional customer service issues for customers.Process credit card transactions.Create and edit records in network database system.Demonstrate competent use of company related tools.Assist others in their understanding of tools and processes. Up-sell new products and services to customers, when applicable.Keep current on industry and market trends.

Answer incoming phone calls from customers.Provide support information for Microsoft products.Educate customer about support options and alternatives.Deliver required support when applicable.Process credit card transactions.Create and edit records in network database system.Demonstrate competent use of company related tools.Up-sell new products and services to customers, when applicable.

Responsible for the assessment of new and existing requisitions with our client companies. Responsible for creating candidate search profiles to include skill set, specific experience type and possible personal interests. Responsible for qualifying sourced candidates as to availability and interest in specific positions. Responsible for technical pre-screening as required.Responsible for formatting of submittal documentation prior to forwarding to respective hiring managers.Responsible for all communication and scheduling of phone screens and interviews between candidates and respective managers.Responsible for negotiation of compensation for candidates.

Responsible for qualification of position requirements with respective hiring authorities.Provided consultation to set expectations of requirements versus current market trends and respective compensation.Meet with hiring authorities to better understand their projects, concerns and group culture.Source out new client companies for our staffing servicesBusiness DevelopmentAssisted with the development of business documentation.Assisted with the development of compensation outlines for new recruiters.Assisted with strategy development for sourcing candidates, client companies and business direction.

As the company's first addition to the team I held various roles and responsibilities. The owner, Michael Sullivan, hired me on for my technical knowledge while training me classic and current recruiting methods. We had over 23 companies and 100s of open requisitions.