I founded Eagle Executive Search following a 17 year run in Talent Acquisition Agency, In-House Recruiting, and Strategic Talent Leadership. After facilitating internal executive searches with some of the brand names of the industry as a buyer, I saw a gap that I thought I could fill. Taking issue with retained searches performed by junior staff, I created this firm on the stance that partners win clients and fulfill searches, and do so with contingent pricing. Reach out today for a better executive search experience.- Provide Executive Search Services for enterprise clients, specializing in Director level to C-level roles- Advise Executive clients on go to market approach to ensure appropriate engagement- Utilize CSE's (Custom Search Engines) to maximize candidate pool- Partner with clients to review labor market analyses to provide best choice solution

External Labor: Manged VMS (SAP Fieldglass) operations, all approved vendors, and internal hiring manager customers (4,000 hires annually), from a delivery, advisory, and data perspective.Global Mobility: Oversaw and partook in full service global mobility operation within a corporate enterprise with a population of 150 visa holders, including H1b's, OPT/CPTs, F1s, TN, Green Cards, among others.TA Data: Managed 2 analysts that built, managed, and presented on data products and subsequent analysis for the enterprise.TA Tech: Managed all configuration architecture within SAP Fieldglass as Technical Manager. Allowed for sharper process improvements that could flex with business demand.

- Lead all hiring efforts for executive hiring at Navy Federal over an 8 year period. - Supported all levels of leadership, up to and including C level and front office. - Hired 94 executives over an 8 year period, while managing an operational recruiting team. - Proactively sourced nearly all hires, engaged with outside search firm twice out of 94 hires.

Recruiting Delivery: Managed a team of as high as 25 full time staff (2 direct, 23 sub-direct) that sourced, recruited, on-boarded for all disciplines within the enterprise (tech, corporate, customer facing, executive, legal, etc.) - 5,000 hires annually

• Team Leadership: Lead a team of 9 recruiters and their workload to find the best candidates and fill roughly 2,000 positions per year. Coach, lead, and develop direct reports and project teams to ensure execution of Recruiting strategy resulting in a cost to hire of $1,007 and an average of 24 days to fill• Marketing Strategy: Manage vendor relationships with and strategically utilize differing tools to capture specific segmented audiences including Indeed, LinkedIn, among others • Problem Solving: Process mapped entire new hire onboarding system to discover opportunities for optimization. • Project Management: Maintain high level systems knowledge to utilize on projects for Recruiting team including the implementation of a new content management system (BPA action sheet), customer relationship system (Talemetry), vendor management system (Fieldglass), and human capital management system (PeopleSoft), to ensure technical requirements and solutions are appropriate for team needs• Process Improvement: Stay abreast of compliance and legal changes that affect recruiting and enact solutions to combat such changes. Review monthly reports, labor market articles, and industry analytics to understand talent landscape and formulate execution plan accordingly• Relationship Management: Partner with internal leadership, external partners, and internal partners to design and execute recruiting strategy applied to everything from mass pipeline hiring blitzes to executive searches• Team Development: Develop content and direct training for direct reports as well as peers on variable topics from active sourcing strategy to background check compliance

- Managed hiring packages in PeopleSoft and screened out worthy candidates to present to hiring managers.- Balanced workload of as many as 60 openings at one time with as many as 50 managers- Sought out and screened qualified candidates for niche positions through LinkedIn, CareerBuilder, Dice, Job Fairs, and referrals.- Negotiated salaries with potential hires to fit into budgetary constraints. - Coordinated interviews with hiring managers, managing scheduling and room reservations- Interfaced with management of all levels up to and including Executive Vice President- Trained fellow team members on active search techniques - Filled and closed 280 positions through first 12 months of employment- Consulted and involved in recruiting strategy for larger recruiting expenditures- Supported recruiting efforts for various skillsets including Executive, Data Analysis, Accounting, IT, Legal & Compliance, HR, Sales & Design- Promoted to Recruiter III after only 7 months as Recruiter II- Earned Sustained Superior Performance Award (SSP) in June 2013- Acted as Supervisor while current Supervisor was out or unavailable- Worked directly with local universities and its professors to attract talented new graduates- Helped lead project as SME to create paperless workflow for action sheet approval, compensation, and data entry process- Served as recruiting SME for inter-company panels advising both management and candidates how to get the most out of recruiting- Worked directly with staffing vendors to coordinate candidate presentation, negotiate bill rates, and manage contract and statement of work relationships

The Select Group is an award-winning, full-service recruiting partner with a fresh and personal approach. Specializing in the placement of technology (IT) and engineering professionals, The Select Group connects great companies with quality talent. See us for contract, contract-to-permanent and permanent recruiting services. • Developed recruiting strategy based on client requirements, recruiting resources, and potential revenue• Arranged management interviews by coordinating schedules, preparing candidates for questioning, and escorting applicant to interviews• Determined applicant requirements by studying job description and job qualifications.• Trained junior recruiters on technical knowledge, recruiter processes, and situational role-playing• Used various resources to find qualified cleared and non-cleared candidates through job boards, linked in, referral sources, and strategic job postings• Evaluated applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications• Determined applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.• Opened Washington, DC branch and led all office in new contracts and revenue for entire tenure• Voted “Recruiter of the Week” 36 out of 42 weeks based on recruiter metrics by weeks• Was responsible for over 73% of all placements in Washington, DC branch

• Managed over 600 business clients and increased base by 120 clients• Met with Business owners of varying industries to help streamline their business related to tax/HR compliance• Advised new businesses on how to set up federal and state tax numbers as well as certain business entities• Networked with CPAs/ Accountants making their processes regarding payroll more efficient/ profitable• Finished number one in Mid-Atlantic both rookie and pre rookie year in average revenue per client• Received hundreds of hours of training in payroll, tax, HR compliance as well as IRS business requirements• Audited and balanced payroll records of new clients to make sure amounts were accurate• Oversaw Payroll System integrations for both clients and accountants between several different systems• Lead and trained CPAs in CPE Seminars on updated tax laws and business compliance issues including health insurance and hiring practices

• Manage and provide assurance that all deliverables are met beyond development of accounts • Put together and won proposals based on requirements analysis, pricing, and researching client needs• Developed customized business plan, constantly collecting and pursuing leads, identifying key players, and closing business deals with both new and consistent clients• Negotiated bill rates, salaries, contract terms, and master service agreements within the IT arena with Managers, Directors, Vice Presidents, Executive level Officers, and HR Personnel• Managed and mentored 2 recruiters: the initial focus was on the teaching of recruiting tactics and abilities. Once mastered, the focus then shifted to teaching of sales techniques and building of sales tools to be eventually promoted into the account manager role.