Identify Talent Needs: Using a consultative approach, conduct needs analysis conversations and ask probing questions to align with business expectations. Utilizing market data, identify challenges with pay, job descriptions, hiring manager expectations, and advise as to best approach.Source Talent: Know where to find the talent for each role and how to effectively communicate with passive candidates. Encourage hiring managers to consider internal candidates and to support a diverse pipeline for role. For temporary staffing, monitor supplier submittals against requisition requirements.Recruitment Marketing: Maintain active candidate pipelines and communicate relevant materials. Utilize silver medalists as source for future communications. Send. Utilizes social media to promote roles. Clearly articulate Staples employer value proposition and the opportunity this creates for potential candidates to advance their career at StaplesManage Candidate Experience: Pro-actively communicate with candidates throughout the process. Set expectations with hiring managers and actively drives hiring process. For temporary staffing, monitor performance of participating staffing suppliers. Seek other opportunities for candidates across company if not a fit for current role.Assess & Hire Talent: Use behavioral based interviewing techniques to assess candidates and technology to effectively screen candidates where applicable. Effectively manage counteroffers through strong negotiating skills.

•Source, recruit, and evaluate competitive candidates for current and upcoming searches within Spectrum’s direct sales demographic•Utilize proven sourcing techniques in identifying key talent - Sales and Marketing (Management)•Evaluate for technical skills for each specific opening or job category while evaluating for style fit and overall interpersonal fits for the existing team and structure•Handle high volume searches within a defined search timeframe•Utilize the BrassRing applicant tracking system throughout each search to properly track and pipeline candidates•Present and pitch qualified and recommended candidates to clients throughout each search process and effectively manage each designated search process with professionalism and solid business/position understanding

Responsibilities: 1.) My primary responsibilities are to hire management level and front line operational employees through outside sourcing to in include (and not limited to) - LinkedIn, HireVue, Indeed, Job Fairs, Military functions, diversity organizations and manage internal relationships with education, collaboration and influence. 2. Own the full cycle hiring process, ensuring effective training and execution among hiring managers and interview team members.3. Forecasts, develops and executes comprehensive sourcing plans for assigned market(s) to create candidate pipeline consistent with business trends, reducing time to fill and improving candidate quality. 4. Collaborates with hiring managers to clearly define the core accountabilities of the position and to outline expectations for the recruitment process. 5. Utilizes variety of sourcing methods to create a “ready-now” candidate pipeline to meet hiring needs, including but not limited to database mining, internet/web searches, direct sourcing, community organizations, networks and employee referrals. 6. Presents fully-screened, qualified candidates to hiring managers in a timely manner to maximize candidate experience and reduce time to fill. 7. Presents and negotiates offers with candidates.8. Coaches and trains hiring managers and other stakeholders regarding staffing process to drive consistent candidate selection methods. Sets expectations for all stakeholders in the hiring process, gaining agreement on schedules and responsibilities.9. Manages applicant tracking requirements and related documentation to ensure compliance with OFCCP regulations. 10. Ensures a positive candidate experience. 11. Understands market trends and employment conditions within assigned functions. 12. Productive and efficient in planning and executing work with multiple projects and priorities.

• Opened up the newest recruitment branch and responsible for bringing in all new clients and accounts• Responsible for managing all operations at the Irving Branch to include two internal staffing specialist• Responsible for all training and development of temporary employees: covered 65 percent to perm• Led the creation of recruiting plans for all open positions and executed them with our local hiring partners• Partnered with local organizations and universities for engagement and interests in jobs and hosting hiring events.• **Responsible for bringing in 25,000 in revenue per week and exceeded these goals**• Brought in on average 40-60 applicants per week; hired an average about 10-15 per recruits per week for our clients.• Conducted all background checks, drug screenings, interviews, and site tours• Payroll• Used Avionte (Applicant Tracking System)

•Recruiter promoted to Sales Manager • Responsible for recruiting nationwide sales associates to sell merchant services to local business owners• Responsible for hiring 8-12 associates per week. • Responsible for sourcing, screening, interviewing, background checks, and onboarding. (Full Cycle)• Promoted to Area Sales Manager on my second year employment • Responsible managing a team of 35 sales agents/ assisting with their sales when needed • Sales Manager of the month Sept 2011

-Responsible for recruiting sales representatives to sell merchant services to local business owners. -Interviewed, ran background checks, and scheduled for new hiring orientation. (full cycle recruitment)- Promoted to an Area Sales Manager- Responsible for a team of 35 sales agents nationally- helped closed deals for the sales representatives (82 % closing ratio)- Employee of the Month Sept 2011

Interview and recruit contract employees in the field of customer services, collections, and sales.- Met monthly quotas -Interviews- Background Checks- Applicant tracking systems