PlayerCoach360 is a world-first 24/7 behavioral profiling, mental resilience, education and support platform that never sleeps and gives players, coaches and parents the performance edge. Our unique platform builds your own personal profile to deliver data driven insights and coaching that improves performance in and out of sports thus enhancing the entire youth sports experience for all stakeholders.PlayerCoach360 is already working with amateur, semi-pro and professional sports clubs in the UK and have recently been endorsed by the EFL. We are concurrently working with schools and soon colleges/universities, military sports and large associations and governing bodies. Our mission is to democratize access to mental resilience, education and support and our passion to serve and business model allows us to put a 24/7 sports performance and mental resilience support team in the pockets of all of our users for as little as $14.99 per user per year and coaches and parents get their own version for free. High volume deals are also negotiable.Indeed, many of our users and partners become white labelled on-sellers of our offering and not only satisfy their membership but make PlayerCoach360 a new profit center through our community revenue share model.

Recruited for a rapidly expanding Blockchain Ventures, fintech,edtech and media company to build the global people/talent acquisition function from scratch and to recruit, hire and grow a global team of people specialists. EMURGO is a Fintech company headquartered in Singapore specializing in blockchain, payments, education and media. Key Responsibilities:Strategic advisor to COO/CEODeveloped and implemented global people/recruitment strategies and processes from scratch to attract and retain top talent.Recruited all roles and levels from software engineers to business managers.Created Talent intelligence/research arm.Built an excellent database to provide recruitment insights, trends, and recommendations.Rapidly scaled the company fulfilling all of its diverse talent needs.Partnered with senior business leaders to understand their hiring needs and develop hiring plans.Managed a global team of Talent Acquisition leads and provided coaching to ensure they could deliver on recruitment goals.Defined and measured recruitment KPIs, metrics, and analytics to monitor recruitment performance and identify areas of improvement.Utilized data and analytics to measure and improve recruitment effectiveness and efficiency.Worked collaboratively with HR and Marketing to drive Employer Branding and Talent Attraction initiatives.Managed all of our external partnerships with partner companies, colleges, job boards and HR software vendors.Implemented online and offline employer branding activities.Passionately created and oversaw all stages of the candidate experience (including application, interviews and communication)Forecasted hiring needs based on business growth plans.Participated in and hosted recruitment events to drive awareness of our company around the world.Developed a network of potential future hires (e.g. past applicants and referred candidates)August 2022- March 2023Senior Technical Recruiter:Responsible for all technical recruitment hires.

Took over the underperforming salaried professionals consulting arm of Robert Half and turned it around before being furloughed due to Covid.

Family time and travel

Responsibilities Hidden Resources Market became a world first market mapping company to the International Mining/Engineering Industry. Clients were fed up of highly reactive recruiters only placing job adverts and making a few proactive calls to try and fill their roles and their high fees. Moreover they were fed up of recruiters wanting every company as a client meaning that many talent pools were now off limits given inherent conflicts of interests. To solve this problem we commissioned a team of researchers to map and build a database of all C-suite/key person risk roles across every international mining/engineering company. This database was hand built through powerful search algorithms that made large scale recruitment systems like ADAPT look clunky and outdated. This game was all about intelligence and speed. This unique database mapped entire organizations and held detailed maps and information meaning that we could access and headhunt them quickly for our clients. Once the database was built we would offer our services to some 10 companies only who would employ us and pay us monthly on a 3 year contract to be their outsourced talent acquisition team and bring to them the org charts and candidates from their competitors at an affordable price within a record turnaround time. We believed in an ideal fusion of research, mapping, headhunting and the emerging use of social media to source,acquire and retain the best talent for our clients. HRM drew a line in the sand and was a gun for hire for select companies in the "war for talent". Accomplishments We managed to create a world first recruitment platform and model for select clients to massively improve not only their talent acquisition goals but to ensure post-placement fall out rarely happened thanks to our investment and meticulous psychological profiling and needs analysis work done at the front, middle and back end of assignments.

Responsibilities Hidden Market Consulting was an innovative talent acquisition and HR consulting company focused on financial and technology staffing. Through research, organizational mapping, neuroscience, behavioral mechanics and superior service HMC quickly became a trusted advisor to top level candidates and then multiple loyal clients. We employed cutting edge sourcing skills using online methodologies, social media, and psychology based headhunting skills. I built the company from the ground up and was responsible for global talent acquisition for a diverse range of global clients from PE/VC’s, Mining/Engineering,Technology, Healthcare. Some key responsibilities included: The design and implementation of global talent acquisition strategies for my clients to support explosive growth for C Suite down to lower level roles in new and high growth businesses.End to end talent acquisition and innovative sourcing methodologies. Implementation of new methods to attract passive as well as active candidates. Training an elite team of talent acquisition experts. Training client business managers to best represent the company whilst interviewing key hires. Building an innovative recruitment database and CRM from scratch taking best practice from existing systems whilst bringing our own ideas/innovation. Conducting regular reviews with department directors on employee and management satisfaction as well as delivering reports on satisfaction and retention along with other key metrics. Extensive consulting with management to understand their priorities and needs and to establish short term and long-range talent acquisition and succession planning. Advising clients on the best in house recruitment systems and databases to run and manage to ensure high service levels for all concerned in this end to end process. Managing in house recruitment projects for key clients as well as helping them deal with other recruitment agencies in different verticals.

Responsibilities In my time at RHI, I spent 15 months in London before launching the Brisbane Australia office with Richard Dunks in late 2005. I recruited and placed staff to executive level accounting and finance professionals. I built the permanent staffing division from scratch and built a highly successful team of consultants whilst achieving my personal placement/billing goals to lead from the front. In my first full year in 2006 I became the number 1 producer in Australasia from a cold desk and then achieved my ultimate individual goal in 2007 of becoming the Worldwide No 1 recruiter for RHI. This was a feat never achieved outside of the USA nor with responsibility for a divisional team in a cold market. This was the goal I had set myself before moving on to launch my own companies shortly after in 2008. During my tenure I became a trusted advisor to many candidates and clients and seeded my ideals for success around targeting a "hidden market" of highly sought after passive job seekers. My future companies were successful as they were built around this ethos and other innovative differentiating ideas built around the application of neuroscience, NLP and behavioral/motivational psychology and it's application in the career space. Accomplishments Became the number 1 producer in Australasia with a cold desk billing $875,000 and in a start up in 2006. Became the number 1 producer in the WORLD the following year in 2007 billing $1,250,000 whilst also building a top performing team of 5 with total billings of $3,100,000