• Designated Lead Recruiter on team• Mentor, guide and train other Recruiters on varies topics• Develop and execute diverse recruiting strategies to attract and retain candidates according to federal compliance regulations• Consult, influence and partner with business executives, leadership, human resources partners and peers in order to appropriately develop business strategies and manage the hiring process from initial requirement definition through offer negotiation process• Establish a recruiting strategy to group analogous technologies assigned to recruiting team in order to maximize organizational efficiency and reduce requisition ‘time to fill’• Ensure a positive candidate experience by providing status updates and information on the company• Plan the selection process including competencies to assess and interviewers• Partner with various internal groups to find talent, including the Diversity Sourcing team• Provide training on “How to Open Confidential Requisitions” to multiple groups within Wells Fargo• Complete all process requirements, including dispositioning candidates and ensuring compliance with all policy and regulatory requirements• Lead Beamery training sessions with Recruiters to show them how to build a networking and registration page (created a playbook)• Evaluate metrics and present findings that track effectiveness and delivery towards human capital and business strategies• Participate and provide input to numerous task and focus groups, including RCSA, HR Strategic Initiatives, Global Delivery 2.0, Sourcing COP, Beamery Advocacy Group, HR Mentoring Program etc..• Successfully led conversions for 3 groups of interns who participated in our YearUp early careers program (worked closely with Don Wilson and Angel Farley)o Trained new group to take over these conversions• Led a technology networking event focused on diversity, equity and inclusion (DEI) initiatives

• Independent Recruiter consulting with clients in a variety of industries, specializing in IT and Accounting/Finance roles.• Identify, source and engage candidates through creative and innovative sourcing approaches.• Partner with hiring managers to develop, implement and manage sourcing and recruitment strategies.• Manage the full recruitment cycle: source qualified candidates, promote roles internally to generate referrals, review resumes, pre-screen candidates, manage the interview process, organize and facilitate debrief sessions, extend offers, negotiations and close candidates.• Assess candidate's technical abilities, behavioral traits, and experience to the role as well as make recommendations to hiring team on best practices, trends, or other material impacts.• Proactive in networking, cold-calling, and “deep diving” into passive candidate networks throughout various markets.• Provide a high-quality experience for all candidates and hiring managers.

• Manage end-to-end talent acquisition process, create and implement talent acquisition strategies• Provide guidance to hiring managers on talent acquisition processes, controls and policies• Source and pipeline qualified candidates through a wide variety of channels• Evaluate, interview and present qualified candidates to hiring managers and solicit feedback on candidates to refine talent acquisition strategy as applicable• Partner with senior management, HR colleagues, and finance to anticipate upcoming needs and strategize pipelines• Proactively share innovative solutions to add value, anticipate needs, and streamline the process for the client• Demonstrate expert level of understanding of talent acquisition needs by participating in client meetings, being aware of changes within the business, acting as a subject matter expert for areas of talent acquisition responsibility as well as managing hiring manager/candidate expectations• Provide a positive candidate experience with frequent and timely communication throughout the talent acquisition process; share manager feedback and appropriately disposition all candidates• Educate candidates on the career growth potential, benefits, compensation philosophy and many advantages of employment, selling both the firm and the opportunity• Conduct appropriate compensation expectation conversations with both hiring managers and candidates to ensure closure of offers• Take ownership of the Affirmative Action Plan; understand diversity goals and provide education to hiring managers in order to ensure and present a diverse candidate slate• Provide meaningful market data in support of client needs• Utilize the complete functionality of the applicant tracking system and maintain data integrity and controls• Participate in virtual networking events to promote Diversity and Inclusive

• Sourced, screened and identified highly qualified candidates that aligned closely with client and candidates’ motives.• Interviewed candidates for qualifications, interest level, compensation, relocation needs for current job openings and established pipeline for future openings.• Formatted resumes to properly sell candidate to the client.• Scheduled and prepped candidates for client interviews.• Made offers and helped with onboarding. • Utilized Bullhorn applicant tracking system to navigate 200+ job openings and managed active and passive candidates.• Reviewed and understood technical job requirements through meetings with Account Managers or conference calls with hiring managers.• Attended and hosted local User Groups to leverage IT network for current or future openings.

-Performed full cycle recruiting for Fortune 100 & 500 clients in major cities nationwide, many headquartered in St. Louis.-Some Account maintenance duties. -Sourced and recruited top quality candidates for contract, contract-to-hire and direct hire opportunities in the areas of IT, Finance & Accounting, HR and Administration. 90% focus on IT.-Average 15 candidates submitted to client per week, with 2-3 hires monthly.-Talk with candidates directly to assess their soft-skills as well as make sure they are comfortable with the position before submitting.-If interview was requested, I fully prepared the candidate via in person, Skype or phone-Positions hired include (but not limited to): Project Managers, Business Analyst, SQL Developer, BO Administrator, SQL DBA, Oracle DBA, Systems Analyst, Business Systems Analyst, Web developer, Java Developer, C# Developer, Help desk etc....-Trained new staff-Leveraged various platforms, including career boards/databases, social media and professional/ personal contacts, to proactively engage both active and non-active job seekers.-Develop strong professional relationships with key recruiting contacts in several industries, including telecommunications, financial services, consumer products, government administration and software development.-Negotiated pricing and services, including developing all RFIs and RFPs for potential clients

• Used Paychex to prepare and process payroll for nearly 500 employees; including salary, hourly and commission employees. Pulled time clock hours and adjusted employees time as needed as well as managed PTO/PVT and bonuses.• Supervised a staff of 3.• Maintained all invoices, AR/AP and purchase orders.• Performed account reconciliations, journal entries and posting to G/L as well as collected payments, issued refunds and processed chargebacks.• Reconciled all health insurance bills and set up premium deductions for payroll.• Set up all garnishments and levies. Conducted all internal audits.• Saved the company over $34,000 in 4 months.