Veteran Hiring Solutions takes pride in bridging the gap between employers and military job seekers. We facilitate meaningful connections that not only benefit businesses but also honor the invaluable skills and experiences of veterans. We understand the unique strengths that military personnel bring to the workforce –discipline, leadership, adaptability, and a commitment to excellence.

Shape and build a department from the ground up. Responsible for developing and executing a comprehensive talent acquisition strategy, establishing best practices, and fostering a culture of excellence in hiring. Develop relationships with our key stakeholders across the businesses and be a true business partner in the attraction, selection, and experience of top talent for the company. • Creates a roadmap for building and scaling the Talent Acquisition department• Recruits, hires, and mentors a team of Talent Acquisition professionals, ensuring they have the skills and resources needed to succeed• Fosters a collaborative and results-driven culture within the department• Continuously refines and optimizes these processes for efficiency and effectiveness• Collaborates with Marketing and HR to develop and promote the company's employer brand• Ensures a compelling and consistent employer value proposition is communicated to potential candidates• Implements strategies to enhance the candidate experience, from initial contact through to onboarding, ensuring that candidates have a positive and engaging experience with the organization• Defines and tracks key talent acquisition metrics and provides regular reports to senior leadership• Evaluates, selects, and implements recruitment technology and tools that support the department's objectives, including applicant tracking systems and AI-driven sourcing tools• Ensures that all talent acquisition activities comply with relevant laws and regulations, including diversity and inclusion initiatives• Builds and maintains relationships with external partners, including recruitment agencies, job boards, and educational institutions, to expand the talent pipeline• Demonstrate an ability to analyze the performance of the department’s existent recruiting strategies and procedures, identifying areas for improvement, availing solutions, and further developing new and improved strategies

-Develop and manage the creation of all exempt and non-exempt recruiting strategy-Coordinate interviewing plans for each open position.-Collaborate with HRM to assist with non-exempt local hiring needs; specifically day of game positions-Strategize recruitment through multiple channels - internet prospecting, networking, employee referrals, job fairs, college recruiting, internet ads, industry contacts, association memberships, trade groups, database searches and other means to drive appropriate applicant flow for timely placement of diverse, top talent profiles. Develop a pool of qualified candidates in advance of the need.-Influence and guide internal managers and HR managers during recruitment process for timely and appropriate placements. Facilitate competency discussions and or administer pre-employment screening for talent selection. Execute Offer Letters, New Hire & Benefits Paperwork, Complete HRIS entry and work collaboratively with payroll and HR regarding all pre-employment needs (e.g., assessments, e-verify, background checks and when applicable adverse action), schedule orientation-Manage Affirmative Action Plan with compensation department; take the lead role in facilitating specific recruitment commitments, recordkeeping and all program administration.-Key Stakeholder & functional expert of the ATS platform, work with HRM' s to drive consistency of utilization-Manage all recruiting service contracts (e.g., LinkedIn, Indeed, Circa) including negotiating agreements and analyzing return on investment-Provide monthly reporting of recruitment performance across all divisions and HRMs-Special projects and assignments as business dictates.Responsible for the maintenance, creation and control of all personally identifiable information or any other information protected by any Confidentiality or Privacy Standards or Company Policies that you have access or knowledge of, including but not limited to any state or federal regulations including HIPPA.

Lead and develop a passionate Recruiting Team that strives for "best in class" staffing services.Responsible for establishing and managing the full cycle recruiting process for GSO/International Security Division. o Lead and ensure recruiting efforts are in alignment with International Security's needs and arecost effective.o Develop, drive, and execute high growth staffing strategies to support growth in theGovernment security space supporting many of the Government agencies, mainly DOS andDOD - then work closely with the leadership team to identify staffing needs and timelines.o Develop and maintain Staffing Plans, identify recruiting needs (Headcount Requests), andapply "predictive" analysis, that are based on strong working relationships with programmanagers, hiring managers, contractors, search firms, and other HR team members to createa partnership that yields success.o Fuel our growth and company brand by sourcing, identifying, screening/interviewing technicaland professional candidates.o Continuously apply creative recruiting approaches and best practices to meet hiring objectives.o Have the mindset to offer/apply alternate solutions/approach when those used are not yieldingdesired results.o Ensure recruiters are trained properly in applicant tracking system procedures, reviewingapplicant resumes, determining qualifications on applicants -- then develop KPI's and Production reports to assess results.o Develop and implement cost effective sourcing strategies to deliver recruiting results across allprograms that are cultivated through a combination of external search, direct sourcing, onlinepostings, referrals, social media, internal talent development and other relevant methods.o Develop and maintain networking relationships with military installations' Transition AssistancePrograms (TAPS), alumni organizations, industry organizations, and business contacts to helpidentify and source qualified talent.

Constellis provides opportunities across every major continent for individuals who want to build successful careers in a fast-paced, growing industry. Legal, moral and ethical business practices remain at the cornerstone of our culture and Constellis continues to be recognized for our emphasis on quality and compliance. This strong track-record of performance is supported by our deep relationships with our government and commercial customers. Our employees worldwide, the majority of whom are military or law enforcement veterans, have ambition and passion for creating a safer world. Join us to Secure Success!RESPONSIBILITIESLead and develop a passionate Recruiting Team that strives for "best in class" staffing services. Responsible for managing the full-cycle recruiting process for military and veteran employees. Work closely with Directors and Managers in order to coordinate, provide, and meet staffing needs.Lead and ensure recruiting efforts are in alignment with company needs and are cost effective.Develop/adhere to an effective recruiting strategy.Continuously apply creative recruiting approaches and best practices to meet hiring objectives.Fuel our growth and company brand by sourcing, identifying, screening/interviewing technical and professional candidates.Build effective relationships with hiring managers.Have the mindset to offer/apply alternate solutions/approach when those used are not yielding desired results.Consult and regularly communicate staffing needs, status, and sourcing results.Maintain and provide key metrics to and leadership.Determine best resources/sourcing tools for talent and market competitive salary offers.Attend networking and recruiting events as appropriate.

Merito Group is a consulting firm providing excellence in outsourced solutions, talent acquisition and consulting services. By creating relationships built on trust, knowledge and integrity, we will exceed the expectations of our client companies; understand the needs of our employee stakeholders and seamlessly integrate the two while adapting to ever changing economic conditions and trends.• Consult directly with executives at companies to maximize human capital investments with a strong talent acquisition strategy that includes tapping into the expertise of The Merito Group.

Lead and directed the successful operations within multiple branches making it a priority to develop staff members to exceed client expectations. In addition, performed recruiting, business development and customer service activities to existing and prospective clients. Developed and maintained brand awareness through the use of advertising, networking, and delivering unbelievable service. ● Started Veteran Mentor Group, identifying veterans currently working for the company and built an onboarding program for new veterans hired nationwide. ● Assisted in growing Veteran Recruiting Initiative nationwide.● Supervised a team of recruiters, operational support, and sales/account executives. ● Recruiting, training, managing, and retaining the best talent in the market, supervising over 200 associates at any point in time. ● 1600% growth of the overall revenue of the branch year over year from 2015 to 2016 in only 6 months. ● Reviewed financial statements, sales and activity reports, and other performance data to ensure productivity and goal achievement. ● Conducted daily branch meetings, both in person and remotely, to ensure branch and staff are adhering to key indicators that directly impact the revenue and forecasts of the branch. ● Identified opportunities for further expansion of services among current client base, increasing billing by 400% year over year. ● As I-9 Program Administrator, turned non-compliant offices into programs with zero deficiencies in only 2 weeks.

Assisted with all aspects of Wounded Warrior Project Warriors to Work (WtoW) program and developed employment opportunities for Alumni (veterans) enrolled in the program. Connected post 9/11 wounded warriors with the support and resources they need to build a career in the civilian workforce through individual counseling, warrior’s skills and experience are matched to hiring employer’s needs. ● Directly responsible for the highly successful development, oversight, and delivery of a high touch, individualized career coaching and employment program for a 5 state region that includes MD, DC, VA, DE, and WV. ● Single handedly built successful intern and on the job training programs for veterans with significant barriers to employment at companies such as Department of Homeland Security, Price Waterhouse Coopers, Cisco, Masters Security, Helmets 2 Hardhats, and YMCA, resulting in over 100 recurring positions available annually. ● Cultivated and developed relationships with senior military leaders and transition staff at military bases and installations nationwide. ● Provided staffing and recruiting support on the candidate and client end in industries such as Information Technology, Federal Government; Government Contracting; Administrative; Human Resources; Security ● Evaluates needs of veterans to ensure success in civilian careers. ● Recognized as a subject matter expert invited to speak at Congress on issues such as employment and workplace accommodations for individuals with disabilities (Traumatic Brain Injury Awareness Day 2013 keynote panelist) as well as Veteran transition issues and benefits of hiring Veterans (Office of Compliance Speaker Series 2014). ● Developed training courses on Resume Writing, Networking, Linked In, Job Search Techniques, and Dress for Success that are personally delivered to over 300 veterans nationwide per year. ● Developed and delivered courses to 200 companies on topics such as Why Hire a Veteran and OFCCP Compliance.

Organized, evaluated, and implemented an aggressive enlisted recruiting and career information program; supervised and coordinated marketing, prospecting, interviewing, processing, classification, and counseling efforts; counseled individuals; gave presentations to civic groups, possible Navy applicants or recruits, and naval personnel and their family members on career opportunities in the Navy; trained officer and enlisted sailors assigned to recruiting duty; liaised with local media; and interacted with local educators, civil officials, and community leaders in order to foster a pro-military/Navy environment. ● Supervised up to 15 recruiters to determine individual goal achievement, providing appropriate feedback regarding performance and training requirements. ● Number 3 of 56 recruiter in the 5 state District. ● Increased goal achievement by 275% from fiscal year 2008 to fiscal year 2010. ● Achieved Recruiter of the Month twice. ● Awarded Navy Achievement Medal for achieving 400% of assigned goal for quarter. ● Awarded Navy Achievement Medal for achieving 200% of assigned goal for the fiscal year. ● Awarded "Six Shooter" Award for achieving 600% of assigned goal for the month twice. ● Expertly demonstrated the “needs satisfaction” selling process, enlisting over 400 individuals in the United States Navy ● Managed day-to-day business and recruitment operations of the recruiting station. ● Sourced for potentially qualified applicants; interview and process pre-enlistment applications, full life cycle from interview through graduation of initial training. ● Maintained public relations with high schools, colleges and civic organizations. ● Mentored an average of 3 recruiters and 85 future sailors. ● Provide marketing data for marketing plans, analysis, and goals.