Responsible for full life-cycle recruiting; recruits, screens and recommends placement of staff by using creative sourcing methods. Develops and implements diverse recruiting strategies for assigned client groups that attract the best qualified talent. Serves as project manager for recruitment initiatives and programs. Uses traditional and non-traditional resources to identify and attract quality candidates; optimizes the use of trade school/college recruiting, social media technology, technical job boards, professional, community and personal networks to ensure a stream of talent for consideration. Establishes and maintains positive relationships with trade schools and colleges located in the markets of interest. Cultivate talent pools to deliver upon immediate, future and reoccurring needs.Partners with business leaders and HR function to determine staffing needs. Screens resumes, interview candidates, and evaluates applicant job experience, administer appropriate assessments, reference/background checking, makes recommendations for hire (or not hire) and delivers employment offers for position openings for assigned client groups.Creates a welcoming and positive candidate experience. Manages internal transfer process including screening, coordination of interview with hiring manager, transfer offer letter, etc.Follows up with candidates and hiring managers to ensure updated information on the interview process status. Communicates important employment information during delivery of employment offers (i.e. benefits, compensation, non-competition agreements, etc.).Works with hiring managers to ensure compliance with all federal/state laws and regulations.Manages application/resume file and retention according to company policy. Maintains memberships and affiliations with trade/professional organizations related to industry.

Area Recruiter/Trainer is responsible to develop and execute a tactical staffing and training plan aligned with the office goals which encompass all aspects of the staffing/training processes such as sourcing, recruiting, selection, cross training and analyzing turnover to improve production.Formulate a proactive recruiting and training plan by observing staffing, recruiting and training practices in the Field, maintaining a minimum 95% staffing level.Recruit new employees by advertising positions, screening resumes/applications, interviewing applicants, arranging interviews for hiring managers, making hiring recommendations, conducting reference checks and background investigations and extending offers of employment.Develop and maintain professional relationships by networking with colleges and universities, community organizations, governmental/employment agencies and participating in job and career fairs.Comply with EEO and ADA guidelines by ensuring hiring and training recommendations and practices are consistent with WIS’ Affirmative Action goals

• Supervise an Army liaison office consisting of 4 Non Commission Officers and 8 civilians in a military entrance processing station (MEPS); processes applicants from 50 recruiting centers and is the liaison for commanders from 150 Army Reserve units covering all the units in two states; review each applicant’s mental, moral, and physical qualifications to assure they meet recruiting standards; selects optimum MOS for enlistment based on the Army’s need and the applicant’s interests; initiate and processes incentive contracts up to $20,000 per qualified enlistee; responsible for equipment valued at $.300,000.

2011 to 2014, Manage the Dallas District Recruiting area while serving as the senior enlisted advisor to the commander (CEO) of an organization that covers a 854 square mile area in north Dallas, Texas. 2008-2011, served in the same position for the South Eastern Connecticut District Recruiting organization that covers a 2400 square mile area. 2006-2008 served in the same position for the South Jersey District Recruiting organization, New Jersey that covers a 3000 square mile area; in all locations is responsible for the implementation of tactics, techniques, and procedures that focus on the shaping and sustainment of the recruiting force and mission; establishes the tone for all individuals throughout the organization; trains and mentors over 54 recruiters towards successful mission accomplishment; assists in the training of over 7 subordinate leaders; oversees all personnel actions; ensures the sponsorship program is viable; enforces individual and organizational standards. Responsible for an annual budget over $1M, advises CEO and provides oversight on all aspects of operations, training, human resources, marketing, advertising, and logistical support while simultaneously directing daily operations for the organization, consistently ranking in the top 3 of like units in all performance measures. Coordinates direct support, enforces quality control standards, and facilitates constructive conflict resolution for subordinate unit headquarters and all recruiting offices. Utilizes structured self-development programs to lead, manage, train, and evaluate Office Managers to build, maintain, and resource high performing cohesive teams. Oversees enlistment processing of approximately 450 applicants annually, coordinates enlistment waiver processing and special organizational directives; effectively manages operations to enhance capabilities of achieving operational goals and objectives; enforces regulatory compliance in all operational areas.

Responsible for collecting , analyzing and troubleshooting mission and market data for a recruiting company consisting of 7 recruiting stations; assess, plan, resources, conducts and evaluates training for 41 recruiters and 7 office managers; prepares reports for strategic, operational, and tactical planning to increase recruiting mission accomplishment; performs primary training for policy, doctrine, and new technology changes; assist the company district manager on training and evaluating office managers; assist the office managers to train new recruiters.