-Engage with management and work staff to identify opportunities, potential concerns, and areas of improvement. -Analyze data, and ask relevant open and close-ended questions to explore concepts that will deliver tangible results.-Demonstrate sound listening skills, strengthen unit cohesion, move projects forward faster, and accomplish the project's end state. -Create a positive work environment that ensures the employees meet the company's vision and mission statements.-Explore where stoppage or bottlenecking is present and find the root cause of the problem. Deliver pragmatic solutions while striking a balance between business strategy and tactics. -Created a company comprehensive standard operating procedure, enabling each team member to be trained and supervised using one standard. -Developed an evaluation program to enhance motivation, encourage excellence in job performance, and hold team members accountable for their job description.

-Developed and executed strategic plans that were easily understood and achieved sales missions.-Analyzed and understood industry-specific trends and roadblocks.-Created a comprehensive sales scheme based on the sales teams' needs and individuals' specific needs and executed the training.-Developed sales reports based on results and applied remedies as needed to address shortfalls.-Effectively communicated value proposals through experience and presentation.

-Ensured that the recruiting functions maintained their capabilities and maintained alignment with the company's vision and mission statement.-Developed, implemented, and managed a full-cycle recruitment process.-Established recruiting requirements based on the organization's trends and needs.-Made recommendations to the CEO based on needs and internal talent when hiring within or promotions were a benefit to the overall company.-Developed innovative hiring methodologies to maximize finding candidates. -Created a training syllabus that addressed the sales needs of the recruiting team.

• Delivered high-level presentations, situational briefs and formal responses to inquiries related to the career recruiter occupation and recruiting, policy execution, database management, and talent management.• Used succession planning and a talent pool of over 550 Marines, to fill key billet gaps as needed.• Co-wrote a campaign resulting in growing the career recruiter occupation strength to 100% for the first time in the occupation's 25-year history.• Requested to be the Guest of Honor, for Marine Corps Birthday celebrations for multiple commands throughout the continental United States.• Maximized the strengths of subordinates through communication and engaged leadership.• Briefed personnel quotas and goal requirements to general officers and developed a plan of action, which is delegated and accomplished by subordinates. • Represented Marine Corps Recruiting Command (MCRC) during multiple Department of Defense (DoD) lead initiatives, developing sourcing solutions to meet the DoD and MCRC's needs.• Maintained organized personnel files with respect to record retention and filing guidelines established by DoD doctrine.

• Advisor to the District Commanding Officer (District CEO) for all matters related to recruiting and sales.• Planned, prioritized, delegates and reviews work of assigned personnel.• Managed an annual travel budget of $120,000.• Developed, monitored and executed an annual training and quota plan, responsible for the success of a sales force of over 800 recruiting support professionals and recruiter specialist, covering 181,000 square miles.• Advised and counseled the district manager, operations officer, and 9 recruiting office and their staff, contributing to each 9 stations meeting their annual quotas, resulting in each being awarded the Annual Commandant's Superior Achievement award for fiscal year 13. The first and only time in the history of the First Marine Corps district.• Developed and utilized social media networking activities to source for new candidates.

• Advised the Regional Commanding General on all recruiting and personnel matters.• Oversaw every aspect of the recruiting effort for a team of 2,000 recruiters, covering 23 states, Europe, Puerto Rico, and the Virgin Islands, which was spread out over 800 recruiting facilities. • Served as Training Manger for Eastern Recruiting Region (ERR), 1,500 production talent recruiters and 3,000 total supporting personnel.• Serve as a board member to select executive level employees to serve in high visibility and highly technical billets across the nation.• Analyzed recruiting programs data, identified trends, generated reports and made programmatic improvement and resource alignment recommendations to senior leadership.• Develop curriculum, coordinated funding, and conducted formal training for all ERR Quality Control Officers and Operation Officers.• Communicated and demonstrated the region's culture and fostered positive employee relationships.• Lead change initiatives with a positive approach.• Identified and optimized technology solutions to improve individual's performance. • Trusted to maintain confidentiality on sensitive issues.

• Served as the local recruiting manager's chief tactical advisor for all matters connected with the generation of new candidates and training the sales force.• Developed aggressive and comprehensive training program that focused on the basics of systematic recruiting in accordance with recruiting doctrine.• Used a propriety tracking system to track candidates throughout their application process.• Identified business requirements, opportunities for improvements, recommended and implemented new or improved processes and provided innovative solutions in support of organizational goals.• Remained approachable and visible to recruiters at all times and assisted as needed.• Advised the local recruiting manager and his assistant in matters connected to the operational impact of personnel assignments and career progression of the professional sales force.• feedback and training to recruiting experts after completing candidate interviews. • Led a team of 39 recruiters and 11 entry level office managers.• Frequent travel was required because training was conducted over 36,000 square miles of New York State.• Assisted with external and internal hiring efforts. Internal recruitment means assessing employees for different or more senior roles.• Identified future talent needs and proactively recruited qualified employees; developed a talent pool.

• Primary responsibility was to select and train entry-level talent acquisition managers.• Frequent travel was required because training was conducted over 9 states in the Northeast, United States. Area included: New York, Pennsylvania, New Jersey, Connecticut, Rhode Island, Massachusetts, Vermont, New Hampshire and Maine.• Administered formal training and instruction on changes in leadership roles, performance management, sales, succession planning and enhancing the decision-making process.• Amplified training seminars by teaching new recruiting concepts and advanced sales techniques.• Diagnosed sales skills for entry-level acquisition managers. Developed a performance plan designed to improve in acquisition and talent management.

• Sourced potential candidates and built a candidate pool using a proprietary tracking system.• Conducted candidate screening using comprehensive screening techniques.• Achieved every assigned quota with quality for a period of 36 month. Was recognized as the sales office of the year for two consecutive years.• Balanced the strengths and weaknesses of 6 recruiters using leadership, development and mentorship, which resulted in maximizing their production.• Ensured talent acquisition team continuously supported the business strategy, goals, culture and philosophy of the organization, resulting in two recruiter specialists being promoted to talent acquisition mangers.• Manage and lead 6 canvassing recruiters in a competitive environment, which covered four rural counties in upstate New York.• Developed ongoing external relationships with high school staffs, media outlets (TV, Radio, and Newspaper), and community leaders, in an effort to sell the Marine Corps brand.

• Completed government background checks utilizing the standard form SF-86 National Security Questionnaire.• Multi-tasked client appointments, media visits, high school career days, and key influencers meetings by utilizing time management and recruiting planning tools.• Performed database searches to source qualified candidates for specific quotas.• Interviewed and assessed candidates to qualify against quota needs.• Applied full cycle recruiting procedures to a diverse culture resulting in meeting all assigned quotas by specific category.• Achieved every assigned quota doing so with quality. Was recognized with numerous recruiting awards including two meritorious promotions.