• Manage entire talent acquisition and onboarding operations including sourcing, recruiting, interviewing, onboarding, and document processing.• Set KPIs for team members according to their specific job roles.• Met 1 on 1 with members to discuss team goals, KPIs being met, what was going well, area to improve on, etc. on a biweekly, quarterly, and yearly basis. • Kept organized documentation of interpreters onboarded that included their language, location, interpreting qualification, and rate on a weekly, monthly, quarterly, and yearly basis. • Shared recruiting information with C-level executives through monthly reports and meetings.• Delegated onboarding tasks to different team members to provide most efficient results.• Utilized LinkedIn, Indeed, and multiple registries to find interpreters nationally and internationally.• Created and posted jobs to attract relevant talent in appropriate locations.• Built the ASL Video Remote Interpreting team, overseeing the build out from inception to fifteen ASL Video Remote Interpreters.• Led onboarding efforts for in-person and remote onboarding operations.• Created the offshore interpreting team, taking it from zero offshore interpreters to over fifty and counting.• Utilized Salesforce and Paycor to maintain and update interpreter documents and credentials.• Developed best practices to ensure the onboarding process was as quick as possible from identification of a target through onboarding.• Participated in workforce planning to identify what languages were top priorities and what hours were needed to meet client needs.• Conducted rate research and negotiations as we expanded recruiting efforts into new countries.• Organized and executed email campaigns to ASL and spoken language interpreters using Microsoft Outlook and Mailchimp.• Recruited and hired for internal positions including (but not limited to) IT, Human Resources, and Customer Service.

• Lead team ranging from five to twelve Recruiters to fill open IT positions brought in by AccountManagers.• Implement recruiting strategies and best practices.• Set and fill internal hiring needs (Recruiters, Account Managers, Accountants, and HumanResources).• Wrote training manual for company recruiting department.• Train recruiters to learn about the staffing industry and company knowledge.• Set KPIs and ensure the team hits necessary numbers.• Implement performance improvement plans (PIPs) to underperforming team members and devisebest plan of action to improve.• Managed relationships with accounts.• Negotiated salary and hourly rates with both clients and candidates.• Attended meetings with clients to sell them on what the team is capable of and gather requirementson open positions.• Run daily standup meetings to address with entire company where we stand on open jobrequirements, interviews, and meetings for the day.• Keep track of all company interviewing and submittal activity through internal CRM (Bullhorn) andGoogle Docs.• Determine what job boards are worth the cost and how many licenses, job postings, and messagesare required for each.• Perform weekly, quarterly, and year-end one-on-ones with internal employees to evaluateperformance and set short-term and long-term goals.• Evaluate open job requirements, prioritize them based on importance, and assign them to membersof the team based on bandwidth and capabilities.• Assist in recruiting efforts as schedule allows.

• Search for candidates that fit with job openings according to skill requirements, salary range, andcompany culture.• Monitor applicant tracking system for candidate applications.• Recruited for positions across internal teams including (but not limited to) IT, Sales, Customer Service, Human Resources, and Interpreting (both W2 and contract employees).• Phone candidates to go over position details and company overview.• Ensure interested candidates complete all necessary prescreens and provide necessary paperwork.• Negotiate salaries with candidates and sell the position to the best of my abilities.• Work with upper management to determine what recruiting efforts need the most attention andfocus.• Assist in the dividing of recruiting responsibilities for maximum team efficiency.• Develop relationships with hiring managers and gather requirements to determine what candidatesneed to be successful within each respective team.• Document and record all interactions with both candidates and hiring managers in CRM (Salesforce).

• Provided commercial IT staffing services for clients. Skillsets included Networking, Security, Infrastructure, Application Development, Mobile, ERP. Desktop Support, BI/Data analytics, Engineering, and technical QA/BA/PM. • Completed contract, contract-to-permanent, and permanent placements. • Gathered requirements from clients and relayed them to recruiting team. • Oversaw and managed team of recruiters.• Drafted service agreements for clients. • Cold called potential clients. • Attended networking events to create and develop relationships. • Continued recruiting efforts for positions.

• Utilized Dice, Monster, Career Builder, LinkedIn Recruiter, Indeed, and internal database (Bullhorn) to find candidates. • Phone screened candidates to see what they were targeting for their next position (pay rate, commute, work environment, etc.). • Assess candidate needs and see if there were any positions available for them. • Managed interview process by scheduling interview times, informing who candidate would be speaking with, create offer letters, process I-9 forms, and setting up background checks/drug screens. • Negotiate rates with candidates and pitch positions on behalf of clients. • Met with candidates to make sure they were presentable and understood the details of each position. • Log candidate information for future reference. • Top producing recruiter in the company, regularly maintaining over $10,000 in weekly spread. • Recruited for companies across a wide variety of industries, primarily based in the Tampa Bay area.