Talent Sourcer looking for new and experienced/certified professionals for the following specialties: portable extinguishers, restaurant fire suppression, special hazard systems, fire sprinklers, fire alarms, CCTV, access control and security.

The Mom Project is a digital talent marketplace and community that connects professionally accomplished women with world-class companies for rewarding employment opportunities. The Mom Project is changing the way women work and redefining career structures by providing women with real work opportunities that are in balance with their personal goals. This evolution will keep more talented, professionally accomplished women in the workforce.

As a Remote RPO Recruitment Consultant and Corporate Sourcer, I've had the privilege of working with a diverse range of clients across industries, including a dynamic Real Estate start-up, a top-tier Insurance brokerage firm, and a Silicon Valley start-up.Some of my most rewarding experiences involved working behind the scenes to source top talent for my clients, while on other accounts I was able to work full cycle as a corporate recruiter, helping to build successful teams from the ground up.I originally joined Wilson as part of their Contingent staffing division, where I was payrolled by Nestle Waters. However, I quickly converted over to the RPO side thanks to my skills and experience. Unfortunately, I left Wilson voluntarily after the unexpected loss of my father and so I could focus on supporting my family and settling his estate.

In my role as a remote corporate recruiter for the ReadyRefresh division of Nestlé, I was responsible for sourcing and hiring CDL drivers and warehouse workers across multiple suburban and urban areas, including Central Florida, Long Island, New Jersey, and Wisconsin. Given the high turnover nature of this market, I was tasked with quickly identifying and engaging with top talent in order to fill critical roles.To do this, I used a variety of targeted outreach strategies, including partnering with local charities, churches, and other community organizations to find candidates who were a good fit for the company culture and the specific demands of the job. I also worked closely with hiring managers to understand their needs and preferences, and provided guidance and support throughout the recruitment process.I originally joined Nestlé through a referral from my Verizon manager, who recognized my talent and expertise as a contract recruiter. I quickly adapted to the company culture and built strong relationships with colleagues and stakeholders at all levels of the organization.Unfortunately, my time at Nestlé was cut short when the company underwent a series of reorganizations that resulted in the layoff of all contract recruiters, including myself. Despite this setback, I remain proud of the work I did at Nestlé and the impact I had on the success of the ReadyRefresh division.I was brought on board here by my Verizon manager as a contract recruiter when she moved to Nestle. I left here when Nestle laid off all their contract recruiters in a series of reorganizations.

I had the opportunity to work as a Talent Coordinator for a prominent RPO company, supporting the company's multi-year Finance Transformation project. In this role, I played a key role in bringing over 1200 new hires and transfers to Verizon's new facility in Lake Mary, Florida.As a Talent Coordinator, my responsibilities included overseeing all aspects of the recruitment process, from sourcing and screening candidates to coordinating interviews and managing hiring paperwork. I quickly developed strong relationships with key stakeholders at Verizon and the RPO, ensuring that all parties were aligned on hiring goals and timelines.As the project continued, I was able to transition into a Sourcer role, leveraging a variety of sourcing methods to identify and engage top talent in a competitive and depleted market. I worked closely with hiring managers and HR partners to ensure that all candidates were thoroughly vetted and met the specific needs of the organization.Ultimately, my success in this role led to my recruitment to Nestle Waters by my former manager, where I was able to leverage my expertise as a contract recruiter to make a positive impact on the organization. I continue to take great pride in the work I accomplished there and the valuable relationships I forged with colleagues and stakeholders.

Throughout my 14-year tenure in Corporate Recruiting, I worked for Symantec, a software company with a valuation of $13B at the time. In this role, I was responsible for sourcing, recruiting, and hiring a diverse range of talent, including Software Engineers, Software Quality Engineers, Security Analysts & Engineers, Technical Support Representatives, Business Analysts, Database Administrators, as well as various non-technical administrative and professional positions in the challenging markets of Florida, Canada, and Washington DC.Given the nature of the job market, a large majority of the managers I recruited for were remote, and I successfully built entire teams, including staffing a 24/7 SOC from scratch. To attract top talent, I attended job fairs, created compelling job ads, and developed engaging recruitment marketing content. I was also responsible for complete HR full-cycle processes, including sourcing, recruiting, interviewing, offer letters, and first-day orientation.Throughout my tenure at Symantec, I reported to over 12 different managers and worked in various HR models, including remote, geographic, and skill-based. As the company went through mergers, acquisitions, layoffs, reorganizations, and transformations, I was able to adapt and remain resilient during times of extreme transition.Despite surviving 10+ years of rolling (and many times annual) layoffs and reorganizations, I was ultimately impacted by a large RIF in 2010. I was eliminated as the only recruiter left in the 3,000 employee site due to the centralization of the talent acquisition role. Nonetheless, the experience and skills I gained during my time at Symantec continue to inform my approach to recruitment and talent acquisition today.

During my tenure at Veritas (then VERITAS Software) the company started acquiring other companies, sometimes 2 or more a year and grew from a $36M company to a $13.5B company as Symantec. During that time I supported large and small teams of local and remote recruiters, managers, and directors and was responsible for local and national recruitment activities (fairs, events, networking meetings). During these dot.com heydays I supported some great initiatives. We had recruitment parties, radio sponsored recruitment events with zoo animals, giveaways and job fairs that circled around the block. There were many crazy ideas during this time and I was in charge of making those ideas a reality. Veritas was acquired by Symantec and I eventually became a recruiter.