-Executed 30 strategic hires (17 internal, 13 external), demonstrating exceptional sourcing and recruitment skills-Developed comprehensive sourcing strategies to attract active and passive candidates using: * Employee referral programs * Recruitment boards * Social media platforms * Industry and community networking-Implemented data-driven recruitment metrics to optimize hiring processes-Identified, created, and implemented 10 Recruitment process maps from Creating Job Descriptions to Accepting Offer Letters by Candidate. Each has an identifiable KPI.-Shortened the recruiting cycle from 120 days to 45 days using established process maps and accountability checklists.-Created and implemented a Manager Intake PDF Fillable Form to track the position’s profile, candidate profile, culture/business/department profiles, as well as base information during the Pre-Hiring activities.-Created and implemented a Live Interview Checklist outlining the Interview Options, Interview Agenda, Questions Database and Responsibilities bound to an agreeable timeline so the interview is comprehensive as well as timely.-Conducted mock training interviews with hiring managers using checklists, leading questions, and pacing guidelines so upcoming interviews stayed within scope of the topics and time allotted.-Increased the Process Maturity (using CMMI standards) of my Recruitment area from Level Zero (0) to an average Level of 2.5 Disciplined/Defined over an 18-month period.-Decreased company-wide turnover rate by 67% by using internal sourcing methods, referrals, less outside recruitment, & manager intake sessions to improve job description accuracy.

-Responsible for efficiently and effectively filling 295+ roles with the University of Pennsylvania Health System, with an average time to fill of 49 days.-Manage 70-100 open requisitions at a time including Nursing, Nursing Support, Middle Level Management, Nurse Management, Regulatory affairs, Allied Health and Nursing Education.-Review resumes, complete phone screenings, create candidate summaries, schedule interviews with hiring managers, check references and collaborate with managers on hiring decisions.-Source passive candidates for hard-to-fill positions within the health system.-Develop recruitment and marketing plans, actively source candidates for hard-to-fill positions.-Actively participate in meetings and complete projects related to process improvement, recruitment strategy and market tactics, including membership on the Optimization Committee and Standards Committee.-Panelist for hiring committee for internal talent acquisition positions.-Managing student programs such as Flynn Oncology fellowship, Student Geriatric Associate program and Drexel Co-Op programs on a bi-annual basis. -Hiring 20-30 Drexel Co-Ops within the health system bi-annually.

Responsible for supporting the HR Manager in the area of recruiting objectives and policies and guiding candidates through the recruitment process. Act as a liaison between candidates, recruiters, hiring managers and Human Resource. Continuously sourcing, prequalifying and phone screening candidates to build a strong candidate pipeline; documenting all correspondence with candidates; and tracking and reporting recruitment status with a high level of integrity and accuracy.• Receive all the job applications, sort and classify based on each profession and store in database for retrieval as and when required• Assist in creating job descriptions• Conduct regular follow-up with hiring managers to determine the effectiveness of recruiting plans and implementation • Seek out and manage recruitment suppliers and headhunters; and ensure they deliver a consistent quality & cost efficient service to the business• Post openings in newspaper advertisements, with professional organizations, job boards and in other position appropriate venues• Coordinate and implement college recruiting initiatives by developing work relationships within colleges and universities to aid in recruiting• Efficiently and effectively fill open positions • Conduct prescreening interviews and cultural fit • Assist in performing reference and background checks for potential employees;• Assist in writing and forwarding rejection letters

• Work with Financial Aid Officers to ensure each applicant receives all available opportunities and options to ensure tuition and costs are well planned and clearly communicated• Review applications for admission to the following programs: Culinary, Fashion, Media Arts and Design• Manage time and inquiry resources to achieve monthly application, quarterly and annual enrollment plans• Solicit a high volume of prospect phone contacts to secure established weekly standard appointments and interview activity• Actively follow-up with unresolved interviewees and future class applicants• Conduct all recruitment activities in accordance with state and federal accreditation and institute policies and regulations, consistent with the highest ethical standards• Training / mentoring new staff to standards and culture of the organization

Robert Half Technology IT Search (Perm Placement Division)Launched in 1994, Robert Half Technology – IT Search is a leading specialized permanent placement service providing information technology professionals on a full-time basis. Our full-service approach, extensive knowledge of the technology marketplace and experienced staff, many of whom are IT professionals, allows us to respond to your special needs and requirements promptly. • Recruited, interviewed, and placed highly skilled information technology professionals• Marketed Robert Half services and proven business development skills and/or technical background to develop and grow own client base for full-time staffing solutions • Conducted in-person meetings with key managers to senior-level executives to promote services to prospective clients and build on existing client relationships • Solidified Robert Half Technology's presence in the local marketplace through consistent participation in networking organizations and events • Contacted supervisors to determine candidates' suitability to support and resolve specific client needs • Strategized with teammates to accomplish weekly business growth goals • Developed interpersonal skills to accomplish goals, working with businesses, candidates and as a member of a larger team

RemX IT Staffing has developed a systematic approach to delivering technologically advanced consultants who outthink, outwork, and outperform the rest of the field. Our recruiters possess strong technical backgrounds, in-depth knowledge of information technologies, and an unmatched ability to match the right consultant to the right job. • Sourced, interviewed and placed technical consultant and contractor candidates with clients• Managed client needs from needs identification through interview process and contract period• Developed and maintained client opportunities and technical candidates through prospecting and relationship management• Prepared and communicated the job offer to selected consultants and contractors• Consulted with recruiting managers to identify a candidates technical skill needs and implement effective strategies to successfully place candidates• Utilized a willingness and ability to work, communicate and form relationships with all departments in the mutual achievement of goals

Service individuals from products ranging from Life Insurance to comprehensive financial planning; including estate planning and business succession planning. Extensive business and sales training for introduction of new products; innovative ways to properly sell products offered by Mass Mutual.• Trained and demonstrated mastery of the Sandler Selling System• Studied and passed licensing for Life, Health and Fixed Annuities within first 3 months• Prospected for clients through cold calling, businesses, family, and friends • Learned scripting techniques on prospecting with cold leads to gain new clientele• One-on-one meetings with potential clients• Attended Mass Mutual training conferences – techniques on phone prospecting

Networked with other industries to represent Whipple and Associates for life and health insurance opportunities. Met once a week for meetings and was able to network and make connections with other professionals for their services along with the services of Whipple and Associates.

Produced $450,000 in sales within first nine months by maintaining a diverse clientele and bringing in new business. Number three salesmen in first year; number two in sales for current year. Promoted to Key Holder management team in first year. • Sold a wide array of men’s clothing and furnishings• Opened and closed store in absence of manager and assistant manager• Handled customer service related issues ranging from ordering various garments to damaged goods • Ensured all registers balanced at the close of business• Addressed customer related issues if manager or assistant manager were not available• Created various merchandising opportunities within the store• Mentored new sales associates