July 2014-December 2015: Senior Recruiter- Prosperity Human Resource Systems, Inc.• Responsible for full cycle recruiting efforts for exempt level candidates for positions in Engineering, Business Development, Upper Sales Management, Accounting and Supply Chain, Executives.• Develop relationships with hiring managers to partner in hiring mid-career to executive level candidates for exempt level positions.• Source passive and candidates for all exempt positions through cold calling, internet sourcing through traditional job boards, social media sourcing, and Boolean searches.• Reports on sourcing metrics and results to summarize weekly and daily activities.• High performance results on finding best talent for chemical process engineers and plant/project engineers working on high end capital equipment projects. • Account management and recruiting in industries of manufacturing, industrial, chemical, automotive, aerospace, and energy.

• KPI concentration on emphasis with protection percentage rate, core products, MSO, PDPD (per door per day).• Responsible for scheduling, payroll budget, inventory, acquiring facilities trouble tickets, monthly audits, marketing, weekly meetings, action plans, hiring and termination.• Received the TVP (total value performance) award ranked number one store in company’s region of one hundred plus store volume, eleven times for (four consecutive months).• Awarded nine times monthly EPORT overall store performance, which emphasizes primarily in strategic growth.• Ranked #1 sales manager amongst 1000+ management employees.

Specialize in recruiting engineers in the following: Chemical, Manufacturing, Electrical, Reliability, Electronic, Software, Mechanical, Sales, Controls, Executives, and More... 2006-2009: Technical Recruiter- Prosperity Human Resource Systems, Inc.• Analyzed applicant needs by preparing and studying job description and job qualifications.• Researched job descriptions and qualifications for matching with appropriate candidates.• Conducted interviews and evaluated employment factors such as experience, education and future goals with clients. • Researched applicants in communications with internet sites, social networks and job sites.

October 2004 - November 2005: Internship, Technical Recruiter-Technical Employment Services, Inc.• Cold calling to potential candidates for hiring account management.• Maintained contact network for qualified candidate’s recognition and sourcing.• Contacted and interviewed qualified candidates for client’s positions.• Implemented best talent acquisition networking through social media sites.