Independent contractor working for sub and prime contractors in the Government and Intelligence space. Freelance work that is not a full-time role.• Full-life cycle recruiting; Source, screen, interview, and lead offer negotiations • Track and record recruiting activities to prepare reports for talent acquisition meetings. • Source candidates for technical positions also supporting Federal Government Contracts. Requiring government security clearances: Top Secret, TS/SCI, TS/SCI w/CI Poly, Secret• Drive hiring efforts for multiple job openings of various skill types and levels for technical positions including but not limited to: Program Manager, Automation Test Engineer, Systems Architect, DevSecOps Engineer, Configuration Specialist, Machine Learning Engineer

• Support the growth of Google Cloud teams. Positions included Cloud Customer Engineers, Solution Architects, Sales Engineers, Principal Architects, and Cloud Engineering Managers. (DevOps, AI/ML, Networking, Security, Infrastructure, Application Modernization). Provided sourcing support to Enterprise and Corporate divisions across the US.• Built relationships with strong talent in the marketplace, communicate professionally, and leveraged strategic thinking to run a successful search process and help hire exceptional talent.• Partner with recruiters and hiring managers to generate ideas, leverage resources, and share information that facilitates an effective and innovative sourcing strategy according to assigned timelines.• Provide short-term support to Google Data Center hiring. High volume Facilities Technician positions across multiple states.

• Build business partnerships with internal corporate divisions and with external clients, primarily in the utility, telecom, and industrial manufacturing industries ensuring recruiting strategies and operations align with business needs. Collaborate with Hiring Managers to identify current and future needs to create recruiting plans and initiatives for locations in up to 10 states. Perform all recruiting activities, including posting jobs via multiple platforms, sourcing, screening, interviewing, offers, and onboarding. Average requisition load 30-40 hourly and salaried positions (finance, IT/engineering (mechanical, electrical, process, software), OHS, administrative, first-level leaders, technicians, and general labor).• Developed recruiting metrics dashboard and standard staffing reports. Collaborate with team to improve recruitment strategy effectiveness and ROI. Identify new recruiting platform sources to build pipelines. Dashboard data was key in identifying a need for additional headcount within the talent team to support hiring needs across the organization.

Provide full life-cycle recruiting support for all Accounting and Finance positions for US locations. Additionally, responsible for coordinating/supporting the recruitment initiatives for college recruiting program for all disciplines across multiple states.

Lead full life-cycle recruiting efforts for IT, engineering, administrative, customer service, and intern positions company wide.

Drive the performance and productivity of the talent acquisition team by providing strategic and tactical day-to-day leadership, direction, coaching, and accountability. Engaged with customers and leadership to determine the overall strategy which included:• Developed and implemented strategic recruiting plans for professional, technical, OHS, and light industrial positions. Managed team of 5 through the full life cycle of recruiting (sourcing, qualifying, placement process, rate negotiations). • Responsible for branch operational needs: customer reports, invoicing issues, worker’s compensation, weekly timekeeping and payroll, and employee relations for 200 plus employees. • Monitor compliance with customer requirements, process I-9s, process background checks, and drug screens. Applicant Tracking System quality management. Lead employee retention and engagement efforts.

Responsible for providing sourcing, research, and marketing expertise in order to deliver high-quality candidates for client programs. Manage all job postings. Utilize and source from appropriate recruiting platforms, including internal position responses, employee referrals, social media, direct recruiting, and job fairs. Created and managed local Facebook, Twitter and Instagram accounts. Provide sourcing data and monitor candidate traffic.

Implemented and managed the full life-cycle recruiting efforts in multiple locations throughout the US for managerial, engineering, IT, manufacturing, finance/accounting, OHS, and administrative roles. Provided secondary support to the Talent Management department through the maintenance and creation of company organizational charts and job descriptions. Conduct new hire orientation, coordinate new employee onboarding.• Created and maintained the company’s applicant tracking system and providing key recruiting metrics. Acted as the primary contact for The Vincit Group’s university relations initiatives by scheduling campus visits and attending careers fairs. • Works with member company leaders throughout the recruiting process providing guidance in interviewing techniques.

Full life-cycle recruiting in manufacturing for assembly/paint and finance management positions.

Project liaison between Atos and VW for software implementation and upgrades, as well as device changes/maintenance for the production line. Assisted in training development needs. Involved in recruiting efforts and new hire onboarding.

Supported the development and deployment of personnel for the Onshore Operations and Engineering community, including managing the competency assessment process of individuals in operations safety critical roles. Direct report to Director of Organizational Capability.

Project Lead responsible for identifying and categorizing BP’s global technician population in terms of skills, competencies and experience levels. Worked with business units globally to define skills and experience requirements and identify competency gaps.Responsible for identifying and assessing the existing training programs, e.g. internships, technical school programs, internal training plans and courses.

Supported staff development and deployment activities regionally and globally for BP’s US Engineering, Operations and Project staff.

• As the only dedicated recruiter, successfully developed and lead multi-state full cycle recruiting campaign for 4 Gulf of Mexico Deepwater platforms in the design stage to fulfill headcount target within the 2-year staffing plan. Partnered with managers and subject matter experts to create a strategic recruitment plan, job descriptions, and interview process for 200 plus managerial, engineering (mechanical, electrical, process, Instrumentation and automation, controls, chemical), OHS, and technician positions. Visited offshore platforms and fabrication yard. Developed and implemented effective interview methods, guides, and prescreening tools. Responsible for creation, distribution of offer and rejection letters.• Broad support to multiple sub-teams for Development, Communications, and the Graduate Engineering Programs. Planned events designed to enhance the health of the disciplines e.g., information sessions, training classes, and rolling out of development materials. Coordinate graduate engineer develop assessment panels and job rotations throughout the 3-year program.• Coordinated all logistics /travel/expenses related to the interview process local and out of state. Maintained Internal/ External applicant flow tracking and interview assessments.

Responsible for facilitating the staffing needs of small and large companies in the clerical and accounting areas. Included:InterviewsReference checksAdministering of evaluationsCareer counselingNew hire paperworkVendor negotiations