Responsible for hiring and leading team of 11+ IT recruiters. Lead, monitor and assist the team daily while providing a positive environment for the team to flourish. Regular interaction with senior level account and organization personnel to consult on recruiting strategies for their account/region, ensure targets are being met and address & solve challenges that may arise. Initiated a ‘capacity’ hiring effort to move DnA from an account focused hiring model to a volume hiring environment. Started the initiative two quarters ago and achieved 50 hires last quarter with target of 90+ this quarter. Working with DnA leaders on two initiatives currently:o Creating a skill based pool of interview panelists that can evaluate and recommend hiring for all DnA skills. This is will improve turnaround time and will be critical to achieve 200+ hiring numbers. o Refactoring: drive to hire more basic IT skills such as Java/.NET and then train in order to deploy these candidates in Big Data/Cloud/MDM or Data Science roles.Accountable for quarterly hiring targets. Targets have climbed in the last two years from 70 full time hires a quarter to over 200 a quarter presently. Lead daily team operations to ensure that the talent pipeline is being moved forward timely resulting in achievement of on boarding targets within the quarter. Keep team focused on a strong candidate experience, timely communications and system hygiene. Average quarterly candidate pipeline is 1800 – 2100.Create and manage training (team & new hires) to achieve recruiting targets quarterly while maintaining audit and process compliance.Daily review and analysis of candidate flow by volume, skill, account, etc. to keep focus on job priorities while being able to pivot with the market ebb and flow.Talent Branding: Create Infosys’ first Talent Community (US & EMEA). Current engagement includes a monthly newsletter and hot jobs list (by skill group).

Responsible for recruiting all levels of talent for roles such as: Developers (Junior, Mid-Level and Senior), Architects (application, enterprise, database, data warehouse), Analysts (business, systems, technical), Engineers/Administrators (systems, database, network), Project Managers and Data Center. First point of contact for all new clients to understand their needs, environment, challenges and negotiate rates and best delivery model that fits their situation (contract, contract to hire, direct hire). Handle full recruiting life cycle for both local and national candidates (contract, contract to hire, direct hire). Sourcing/identifying candidates, screening against job requirements, interviewing, client submission, interviews (coordination, candidate/client coaching), pre-employment screening to final placement/closing (salary negotiation, relocation).Expand customer base and quality by acquiring new accounts in the contract and direct hire arenas. Added new accounts: Accenture, Aramark, Frontier Communications, Parexel, WatchGuard Video, Geospace Technologies, Federal Reserve, Semasys and The Soccer Corner resulting in direct hire and contract placement opportunities.Research, prepare and submit national account bids for VMS clients. Awarded of national contracts for Aramark & Frontier Communications for positions in IT, Accounting/Finance, Professional and Customer Service.Operations: Create and implement SOP’s and on-boarding procedures for each client as defined by their specific needs and requirements. Train staff on how to utilize these resources. Create marketing materials and strategies to generate new clients and market candidates to possible clients. Candidate marketing efforts directly resulted in new contracts with Accenture and Parexel..

Provided overall leadership Texas based staffing agency with five (5) branch locations in Texas. Directed sales and operations by improving employee skills, containing costs, reducing turnover and client retention. Hired branch leadership team and rebuilt service teams for each branch. Led to increased existing account usage, improved service delivery and customer satisfaction. Regained key account ($1MM) initially lost in 2008 due to performance & quality issues. Reduced operational costs by re-aligning office service boundaries saving approximately $40,000 by reducing the need for an office location.Oversaw onsite staffing operations ($3.5MM annual revenue) for Apex Tool Group. Apex manufactures Craftsman and Kobalt tool lines. Directed staffing strategies to support up to 325 contract employees (recruiting, safety, service offerings). Expanded services into areas of Accounting, Engineering and Human Resources for both contract and direct hire. Team’s performance resulted in a 3 year contract extension. Initiated effort to expand service offerings into higher margin business. Created staffing partnership with IT firm that resulted in higher margin placements for Trend and increased market exposure for partner. Successful award of government contracts – DFW Airport & HGAC.

Responsible for leading and orchestrating successful onsite implementations for accounts nationally. Operational success was achieved through workforce planning, customizing recruiting strategies, process development and implementation, cost containment, system integration, training and audit compliance. Led simultaneous onsite rollouts ($1MM - $5MM) throughout the U.S. Accounts ranged in size from 50-400 temporaries on assignment daily. Partnered with Fortune 500 clients such as M&M Mars, CEVA Logistics, Energizer, PPG, Ingram Micro, NEX Transport and Amazon.com.Achieved cost savings by completing rollout on schedule (3-6 weeks), limiting recruiting spend (cost per hire target of $10-20 per hire), training internal teams on best hiring practices, accurate process set up and creating/executing safety programsCreated annual forecast and rollout budgets; achieved 1.8% rollout cost vs. the corporate goal of 2.2% of revenues by reducing travel and office set up expenses and creating recruiting strategies to lower candidate cost per hire. Saved one client approximately $200,000 annually by reducing the hourly wage paid for forklift drivers without an increase in cost due to safety incidents or product loss. Led SDG initiative to improve training and create a mentoring program. Implemented monthly mentoring/team building meetings and new training programs for SDG which improved team competency in areas of: system efficiency, overall job knowledge/execution.