Robert Kiehl Email and Phone Number

• Effectively source utilizing 7 employment sites, including zip recruiter, clearancejobs, Linkedin Recruiter, Careerbuilder, Monster, and Indeed. • Interview and recruit 8-10 candidates daily via zoom and phone with active security clearances ranging from NACI – TS/SCI• Place 5-10 qualified candidates monthly, coordinating onboarding, coordinate OCONUS and CONUS relocation, start date and first day instruction• Communicate with clients for better understanding of PWS statements, position description, and contracts • Create technical candidate resumes, aligning candidates experience with position requirements, providing specific examples from candidate’s career, demonstrating knowledge, skills, and abilities with quantifiable data • Use Excel and company Applicant Tracking System (ATS) to create spreadsheets for analyzing applicant data • Negotiate candidate salary and relocation assistance • Verify candidate qualifications and cross reference against position relevant experience• Placed Candidates for positions such as electronic warfare SME, mechanical engineers, civil engineers, MILCON construction managers, intelligence professionals, senior military fighter pilots, IT professionals, enterprise architects, software developers, and ect.

• Identify Applicants through multiple recruiting channels including networking, job boards, social media, and Internet Boolean search recruiting • Contact applicants to determine position interest and candidate availability • Qualify applicants using relevant experience, minimum qualifications, and qualifying questions• Track applicants’ activity and communications using EMS Applicant Management Module • Respond to applicant email and phone Inquiries• Input applicant data with 100% accuracy • Conduct applicant phone screen interviews • Generate applicant activity reports after each applicant interaction

• Conducted interviews with prospective employees and reviewed student application materials to assist with department recruitment efforts • Mentored, trained, and monitored upwards of 15 new and returning employees for quality assurance and to sustain a 5% yearly increase in call efficiency • Created and routinely updated call-scripts and maintained student database, SalesForce, for employees to utilize in university-outreach efforts to support university student-enrollment goals•Advised and recruited prospective high school students for admission into ASU by phone and email•Taught students how to apply for the University using asu.edu •Taught students about minimum requirements for the University and how to qualify for scholarships