•Implement recruiting and recruiting process services on a consultative basis to multiple staffing agencies and internal talent acquisition teams nationwide – including direct hire and contract placement services.•Spearheaded technology delivery efforts for for a large staffing organization in six technology markets – Indianapolis, Nashville, Columbus, Fort Lauderdale, Louisville, and Cincinnati. Brought in to establish the Cincinnati market from the ground up.•Delivered on recruitment and business development efforts for startup logistics recruitment firm and its portfolio of clients. across a spectrum of industries - Technology, Big Data, Supply Chain Automation, and Logistics.o Directly responsible for more than $270,000 in direct hire fees and the onboarding of seven new clients in a six-month span, post ramp up, while maintaining management duties.•Provided consulting services to Chicago-based nursing home organizations to repair their internal recruiting processes and implement new standards. Directly resulted in six figure savings and a 50% increase in placement productivity.•Performed recruiting and coaching services for a boutique firm based out of South Florida, including the placement of IT and Engineering professionals, and overhauling their recruiting team to align with company targets.•Recruitment oversight for a managed services organization specializing in infrastructure and datacenter support. Oversaw recruitment operations for their in-house needs, as well as staffing support for their MSP clientele.•Leverage the ATS in each role to streamline processes, effectively manage candidate pipelines, enhance data accuracy, and improve overall efficiency, leading to a 25% reduction in administrative workload and faster candidate placements.

• Oversaw and spearheaded delivery operations for all of Modis’ tech and engineering markets in the State of Florida.• Led all recruiting operations and talent acquisition strategy for Modis Florida, managing a team of 24 and a revenue budget of $5 million.• Leveraged recruiting resources including online tools, networking, and social channels to help identify and source qualified candidates and get them excited about our agency.• Averaged $25,000 per week in Average Weekly Gross Profit. Achieved over $500K in Direct Hire fees. Total gross profit exceeded $1.3 million during the 2021 year. • Maintained a 30% margin by strategically negotiating with both clients and candidates alike. Re-negotiated Direct Hire fee agreements with previously existing customers, raising our DH averages by 15%.• Led hiring, performance management and career development for a recruiting team of smart, highly ambitious employees in a variety of recruiting and recruiting support roles.

• Promoted to Senior Recruiter in September of 2020, leading the Jacksonville branch recruitment division.• Built lasting relationships with each of our business partners including Hiring Managers, Directors, and VPs.• Created a hiring process with each individual manager that meets both their needs as well as best practices for recruitment and hiring top technology and engineering talent.• Worked closely with recruiting colleagues to come up with proper alignment, coverage, and sourcing strategies to ensure all positions had a pipeline of qualified candidates.• Increased weekly revenue by applying strong recruiting techniques and building meaningful relationships with our clients.• Used Bullhorn ATS, LinkedIn, Indeed, and other online tools to recruit top talent to many organizations’ technical teams.• Coordinated and scheduled interviews with the hiring managers over the phone, video, or in-person.• Wrote and published job descriptions to our internal and external website and job boards.• Negotiated salary, bonus, commissions, stock, PTO with senior level employees.

• Sourced and recruited technology and engineering candidates to fill temporary and/or permanent information technology, engineering and/or other professional job orders for 50+ complex and specialized tech clients.• Screened and located potential candidates for current and future positions, as well as maintained and increased a pipeline of candidates using sources including databases, internet search, LinkedIn, documentation, and follow-up communication.• Arranged interviews, references checks, background checks, and compliance for all candidates throughout the recruitments process.• Maintained a 28% margin overall by strategic negotiation on pay rates and precise placements.• Trained new recruiters and achieved goals in productivity by teaching proficient and operational recruiting strategy, scheduling process, and negotiating techniques which resulted in increasing candidates in the division.• Developed relationships with clients, candidates, and referral sources to identify current staffing needs and requirements, projected openings, and potential new business opportunities.