● Responsible for overseeing all aspects of talent acquisition, talent management, talent development, diversity and inclusion, and daily operations of corporation.● Work with managers to ensure corporate policy on advancement and compensation determination is communicated properly throughout corporation.● Provided guidance to Chief Executive Officer and Chief Operating Officer on compensation and incentives to drive recruitment efforts.● Manage and respond to Request for Quotes, Request for Proposal and Request for Information with formal responses. ● Manage multimillion-dollar budget for small procurements and inventory maintenance.● Work with perspective clients on determining their needs and our ability to fulfill their requirements● Manage a worldwide team of 18 remote recruiters.● Responsible for classifying positions into business verticals and management of positions within business verticals.● Responsible for full life-cycle recruitment of the hardest to fill positions.● Design and implement talent engagement program.● Implement succession planning program.● Design, develop, implement and manage career development and growth plans.● Develop and implement succession plans using best practices.● Train business unit directors, hiring managers, and technical leads in establishing resource requirements and communicating efficiently with People and Culture to find suitable candidates.● Establish diversity and inclusion policies.● Train recruiters how to perform in-depth technical screenings of candidates to gauge suitability for selection and proper submission procedures to forward candidates to hiring managers.● Track recruiting performance metrics● Support all business development efforts and growth of existing business, including full lifecycle business development efforts, including RFI responses, opportunity identification and tracking, and organizational support during proposal process and production.

● Served as primary technical director overseeing all aspects of Recruitment and Talent managemento Designed and implemented talent engagement program.o Implemented succession planning program.o Enhanced Diversity and Inclusion program.o Reduced time-to-hire by 15% year 1 and 35% overall.o Implemented Diversity and Inclusion program.o Worked with existing employees on career planning and growth (decreased turnover from 26% to 19%).o Maintained constant communications with new hires to ensure smooth on-boarding experience. This communication transitioned directly to employee engagement program.o Performed in-depth technical screenings of candidates to gauge suitability for selection and submission to hiring managers.o Tracked recruiting performance metrics including number of candidates screened, submitted, interviewed, and hired and maintained EEO reporting statistics.● Budgetary responsibilityo Managed budget for employee engagement program & college recruitment program.● Designed, developed, implemented and managed career and trade show programs.● Designed, developed, implemented and managed college internship program.● Reduced time-to-hire by 15% year 1 and 35% overall.● Collaborated with Human Resources in Human Capital management efforts including, but not limited to; employee engagement, employee relations, employee retention, career planning and succession planning.o Worked with existing employees on career planning and growth (decreased turnover from 26% to 19%).o Continually corresponded with new hires to keep initial rapport and relationship strong and keep lines of communication open.● Worked with technical leads to establish resource requirements and find suitable candidates.● Performed in-depth technical screenings of candidates to gauge suitability for selection and submission to hiring managers.● Tracked recruiting performance metrics

● Performed full life cycle recruiting duties and administered division wide training programs for junior recruiters and coordinators. ● Responsible for managing budget for recruiting division. Reduced overall recruiting costs 10%.o Managed budget for various recruitment activities including; ▪ University talent acquisition profiles and career fairs▪ Career fair program for very experienced engineers with significant security clearance● Performed strategic sourcing of highly skilled and qualified candidates utilizing multiple sources and networks.● Conducted in-depth technical interviews candidates.● Conducted negotiations with perspective employees in addition to extension of offers of employment.● Designed and executed a mentoring and leadership program to develop managers’ coaching skills and knowledge. ● Developed a system to manage daily operations costs for approximately 300 associates.

Novel Applications May 2011 – Aug 2012Director Human Capital and Senior Technical Recruiter • Established a company-wide performance management system based on corporate culture, vision, and values resulting in measurably increased employee productivity. • Selected, stood up, and maintained applicant tracking system.• Designed and executed a mentoring and leadership program to develop managers’ coaching skills and knowledge. • Provided coaching/mentoring to managers in key areas including career planning and performance management for employees. Successfully implemented a rigorous recruitment and selection process that reduced employee turnover from an average of 35% to 15% annually. • Developed and implemented a career progression program that provided employees with multiple career paths, training maps and career development opportunities. • Provided significant due diligence, communication, change leadership and employee counseling support throughout all levels of the company.• Selected and implemented applicant tracking system including development and implementation of document parsing capability.

● Served as Subject Matter Expert to multiple companies.o Executed companywide talent acquisition & retention strategies by developing partnerships with all functions/managers. o Developed best practices on sourcing candidates and conducting technical interviews to ensure an exceptional technical fit for the role ● Performed all life cycle recruiting duties● Managed and trained junior recruiters and coordinators. ● Sourced highly skilled and qualified candidates.● Developed and maintained pipeline of qualified candidates for upcoming needs.● Conducted initial technical interviews candidates.● Conducted negotiations with perspective employees in addition to extension of offers of employment.● Ensured that all federal laws and regulations including OFCCP regulations and EEOC polices were upheld during the recruiting process. ● Integrated a more efficient recruiting processes and trained existing HR representatives on recruiting techniques (sourcing, networking, etc.) which resulted in a reduction of time-to-hire of 35%.

OPNET Technologies, Inc. Jan 2006 – May 2009Senior Technical Recruiter, Human Capital Management Analyst• Developed best practices on sourcing candidates. • Administered division wide training programs for junior recruiters and coordinators. • Created active pipeline for continuous generation of skilled candidates.• Conducted initial technical interviews with the best candidates.• Conducted negotiations with perspective employees in addition to extension of offers of employment.• Calculated and maintained recruiting & retention related metrics, such as, candidate activity, recruiting expenses, cost per hire, time to fill, etc. • Maintained recruiting databases to comply with OFCCP and EEOC policies & regulations. • Initiated performance based compensation process for recruiters by monitoring, reporting, and calculating recruiting & retention related HR metrics on an individual as well as overall basis. • Managed all aspects of employee relations within company domestically and internationally.• Decreased annual employee turnover from near 35% in 2006 to approximately 13% by 2009

Principal ConsultantMultiple short term consulting contracts delivering Senior Technical Recruitment best practices, Human Capital Management analysis and best practices, Business Development and sales as well as serving as an IT Consultant. Examples of responsibilities;• Sourced highly cleared IT candidates with clearance up to (TS/SCI/TK/G with SSBI and Full scope/Lifestyle Polygraphs, primarily Intelligence Analysts of all disciplines). • Developed and maintained pipeline of qualified candidates.• Conducted initial technical interviews with the best candidates.• Conducted negotiations with perspective employees in addition to extension of offers of employment.• Responsible for screening, qualification and initial stages of interview process with qualified IT candidates. • Responsible for creation of a recruiting plan including job descriptions and postings via internal intranet as well as various outside locations to receive maximum candidate response, as well as job fairs and print media.• Provide full life cycle support for a variety of positions within the organization. Work in a high volume, fast-paced technical environment where I provide requisition and candidate management, develop competitive offers and provide internet sourcing. • Sourced for highly cleared technical/support positions utilizing cost effective methodologies such as internet research, industry networking, data mining and referrals. Interface with hiring managers. Recruit for positions CONUS and OCONUS.

Intercom Federal System Corporation (Formerly CRIUS) operates as a network services firm which performs both prime and subcontracting roles on multi-thousand node networks. It also offer staffing services, which entails providing certified Crius experts to fill specific short and long-term needs within the client's network staffing schedule. It provides services to public and private clients, including the U.S. Dept. of State, the FAA, the U.S. Coast Guard, and the Executive Office of the President. The company was formerly known as Crius, Inc.Technical Recruiter• Responsible for recruiting IT candidates for government positions as well as for projects located throughout the world. • Recruited candidates through cold calling, job fairs, referrals and internet sources. • Pre-screened, qualified, interviewed, and prepped candidates for interviews with end client. • Worked on government timetables allowing for 48 hours to several months to complete hiring process. • Negotiated salaries, benefits packages, 401 k options, job locations and travel requirements.Research and Development/Technical Writer • Responsible for writing of proposals for government contract bids. • Researching and writing of white paper drafts for government projects. • Policies and procedures writing and verification. • Research of various technologies for implementation for government use.Network EngineerResponsible for;• Performing code upgrades.• Performing hardware upgrades/installs.• Updating MS Visio diagrams.• Creating and review Method of Procedure (MOP documentation).• Creating and updating change tickets.• Providing highest tier network support and serve as a technical escalation point.• Defining networking environment designs and security standards.• Developing, implement and maintain high quality documentation.• Participating in and follow industry organizations keeping up with emerging security research.