Manage the overall recruiting program and strategy by working in close partnership with the Sr. Director of Talent Acquisition and VP of Human Resources as well as the various business unit Vice Presidents. Responsible for full lifecycle recruiting activities in support of Government, Commercial and Healthcare verticals. Skill sets supported include, but not limited to; Helpdesk / Service Desk Techs, Engineers / Architects /Pre-Sales Engineers (Security, Network, Wireless, Voice, Datacenter, Cloud, etc), Contracts, Inside Sales Reps, Account Executives, Marketing, Accounting, Project / Program Management, Developers, Business Analysts and Management / Director level roles.Develop and execute talent acquisition strategies that enhance the organization's visibility/reputation in key recruiting marketsLeverage social networking and other cutting edge recruiting technologies and tools to connect with a broad and diverse talent networkProactively lead the talent acquisition strategy for both planned and contingent business needs and programs. Partner closely with HR colleagues and business leaders to understand business priorities, hiring volumes, progress against customer deliverables, new initiatives, and the implications for talent acquisition. Present regular reports to keep management informed of program status and related issues. Manage quality, productivity and compliance with internal policies, EEO/diversity policies, as well as, federal and state employment and labor laws. Consult with a variety of stakeholders to manage projects through the entire life-cycle of strategy planning, execution, measurement and completion.Serve as the organization liaison for all talent acquisition programs.Communicate recruitment policy changes and facilitate adaptation within the hiring manager community. Provide training to this community on talent acquisition and compliance topics when required.Serves as the Ambassador of the Iron Bow Internship program

Responsible for full life cycle recruiting supporting various divisions within PCM / PCM-G to include Field and Inside Sales Reps (Commercial, FED and SLED), Program Management, Contracts, Customer / Account Support Reps, Solution Architects and Marketing.Develop position profiles and sourcing strategies with hiring managers once a new requirement has been created and set clear expectations. Source for candidates by posting jobs, searching resume databases and social networking sites and working with referrals.Schedule and conduct interviews while managing the candidate’s and hiring manager’s expectations throughout the entire process.Maintain workflow in ATS (myStaffingPro), negotiated salaries and closed candidatesUpdate and maintain weekly req reports.Became a trusted advisor to hiring managers when making decisions regarding candidate interviews, compensation recommendations and extending offers.

Led the overall recruiting program and strategy by working in close partnership with the Director of Human Capital as well as the various business unit Vice Presidents. Responsible for full life cycle recruiting activities in support of numerous government proposals and awarded contracts / task orders. Skill sets include, but not limited to: IT infrastructure, software development / engineering, audit, accounting, project / program management, office personnel (administrative, facilities management), capture / proposal management, supply chain / logistics and data analytics.Developed and enhanced several recruiting programs to include; employee referrals, management essentials / training (interviewing techniques, OFCCP), strategic list of targeted schools, branding / social media presence, weekly recruiting reports, on-boarding.Sourced for candidates by posting jobs, searching resume databases and LinkedIn, attending career fairs, working with referrals or utilizing staffing agency partners.Scheduled and conducted interviews while managing the candidate’s and hiring manager’s expectations throughout the entire process.Maintained workflow in ATS (iCIMS), negotiated salaries, closed candidates and produced offer letters. Created the Approved Vendor Program by establishing an MSA, Mutual NDA, Perm Placement agreement, SOW and Vendor Questionnaire; maintain external relationships with approximately 30 staffing agency partners.Managed the corporate relationships with Monster, DCJobs, LinkedIn, Indeed and ClearanceJobs.

Responsible for full life cycle recruiting supporting various divisions within GTSI to include Sales, Professional Services, Accounting/Finance, Legal/Contracts, Bids & Proposals, Human Resources, Marketing, Information Technology, Purchasing, Distribution and Facilities.Plan and integrate the budget for the Talent Acquisition Department.Develop market strategies to attract and retain talent. Consistently have achieved high scores in performance based off of a variety success measures from Hiring Managers and New Hires.Key contributor for numerous Federal RFP’s as it relates to attracting, training and retaining talented professionals.Manage and strengthen diversity and outreach programs through targeted job fairs, schools, job boards as well as taking part in numerous trainings and webinars.Created and manage the company’s internship program.Involved with sourcing for candidates by posting jobs, searching resume databases and social networking sites, attending networking events and career fairs, working with referrals or utilizing third parties such as staffing agencies.Schedule and conduct interviews while managing the candidate’s and hiring manager’s expectations throughout the entire process.Maintain workflow in ATS (PeopleSoft / SuccessFactors), negotiate salaries and close candidates. Produce offer letters, start packages and greet new hires on their first day.Responsible for creating, updating and maintaining reports, new hire packets, requisitions and various Recruiting / HR policies.Mentor other recruiters on best practices, OFCCP Compliance, time management, organizational agility and team cohesiveness.Manage the Vendor Program and external relationships with numerous staffing agencies.Responsible for managing the corporate relationship with various job boards (Monster, CareerBuilder, Dice, DCJobs) and the background company, Justifacts.

Responsible for identifying, qualifying, developing and securing new accounts while maintaining existing accounts and successfully providing qualified Accounting and Financial consultants to clients of AccountPros.Screen potential consultants for personality, technical skill and professionalism by conducting personal interviews while gaining an understanding of the skill sets and technologies associated with the Accounting and Financial fields.Constantly generating new leads resulting in new or expanding business through cold calling, referrals or proactively marketing qualified consultants.Successfully service and facilitate the Accounting and Financial staffing needs of Fortune 1000 companies by identifying specific needs, establishing hiring procedures and negotiating labor rates based on the skill sets desired by individual clients.Managed a staff of internal recruiters while also being held responsible for the screening, hiring and training of new associates.

Account Manager (May 2001-December 2003)Successfully handled all interactions and business dealings associated with over 50 accounts in the DC Metropolitan Area.Serviced and facilitated the Information Technology staffing needs of Fortune 1000 companies as well as local, state and federal government agencies.Negotiated contracts and established hiring protocols, procedures and labor rates based on the skill sets desired by individual clients.Created sales proposals and conducted presentations for potential clients.Managed a staff of internal technical recruiters as well as participated in the selection, training and performance evaluation of new technical recruiters.Operated under the GSA schedule.Familiar with the duties and protocols associated with the Facility Security Officer.Developed strong working relationships with client base through a high level of customer service to ensure and expand future business.Technical Recruiter (December 1999-May 2001)Developed a working knowledge and applied an understanding of technical skill sets while successfully recruiting Information Technology, Information Systems and Telecommunications professionals.Screened potential consultants for personality, technical skill and professionalism by conducting personal interviews and online tests developed specifically for Apex Systems.Performed background, reference and credit checks as well as processed and verified the status and level of an individual’s government clearance.Mediated conflicts arising on job sites to ensure both customer and consultant satisfaction.Developed strong contractor relationships in order to personally and professionally handle all activities associated with recruiting.