Lead and motivate a team of 5 remote recruiters through servant leadership.Oversee recruitment for Corporate, Sales, Manufacturing, and Truck Drivers.Actively manage up to ten (10) requisitions regularly as a full cycle recruiter.

• Talent Acquisition manager for both GAF Sales and Standard Logistics • Product Owner and Scrum Master for Employee Value Proposition HR Priority Project. • Stakeholder on Requisition Process HR Priority Project. • Interim manager for University, Co-Op and Rotational Recruiting. Interim manager for Recruiting Coordination. Mentor associates to maximize their potential.• Work with Gartner and LinkedIn to provide leadership with market and talent insights.• Lead implementation and vendor selection for HR Technologies.• Manage a team of recruiters while managing a handful of requisitions across sales, innovation, and transportation.

• Oversee recruitment for IT, Finance, Sales, Support, Marketing, Strategy, Legal & Communications - GAF & Siplast. Lead HR Recruitment. • Hire, train and mentor 5 corporate recruiters and 6 coordinators.• Build relationships and earn the trust of Associates, Managers, Directors and VPs; strive to gain a comprehensive understanding of each unique perspective. Craft customized recruiting strategies that marry hiring wishlists to GAF's Talent Acquisition Best Practices in action. Continuously follow up and keep process in motion until we have a successful start date. Recruit a winning team. • Concoct creative searches on Linked In Recruiter, using Target the Top methodologies. Stir curiosity with a small pool of highly qualified, passive recruits. Phone screen to introduce potential employees to GAF, as well as qualify. • Take full advantage of available technology by transforming my talent pipeline into an organized library, aligning potential candidates with their target position for future consideration.• Proactively identify opportunities for continuous improvement. Collaboratively streamline cross-departmental processes as they impact my customers directly.• Assist with Workday implementation, comply with OFCCP, administer behavioral personality assessments and translate results to management, manage preferred agency relationships, college recruitment, partner with compensation to generate fair equitable offers, extend offers, and track recruitment KPIs. Serve as the primary source of care for candidates; as well as managers with vacancies. I pride myself on my ability to uncover niche targeted talent, while offering genuine customer care and an expeditious turn around.Accomplishments: * Save $1M+ in agency fees by sourcing passive candidates * Recognized by LinkedIn as standing in the top 4% of recruiters * Led Background Check Vendor RFP

Lead corporate and operations recruitment for Supply Chain and Field Sales. Manage Sales Support recruiter and coordinator.

• Manage ADP Workforce Now Talent Applicants and Talent Requisitions as an admin. This includes creating, opening and closing requisitions in ATS, oversight of career website, reviewing incoming applications, interviewing qualified candidates and sharing top resumes with management. Lead recruitment for all departments to include sales, supply chain, marketing, legal, compliance, regulatory, clinical, quality, administrative, accounting, finance and IT. • Manage LinkedIn Recruiter account to advertise requisitions, create projects, collect applications and creatively recruit passive talent from competitors. • Consult with various members of management to understand critical talent voids and introduce specialized staffing solutions. • Provide guidance, education and support to the field regional sales directors in a way that ensures continuous process flow. Consistently follow up with management to gain the understanding and knowledge necessary to recruit efficiently and close openings with top talent as quickly as possible. • Manage candidate relations. • Partner with America's Job Exchange to ensure a diverse pool of qualified candidates for OFCCP and EEO.• Accomplishments in 2015 include 1) recruiting for the build out of a brand new corporate office staff during HQ relocation from SC to NJ 2) creating and defining recruiting practices and 3) sourcing and filling 90+ national field sales representative vacancies.

• Gained valuable market intelligence across industries including CPG (Food & Beverage, Luxury Goods, Electronics), Retail, Fashion, Transportation, Manufacturing, Pharmaceuticals, Insurance, E-Commerce, Technology, Marketing, Healthcare, Real Estate, Medical Device, Hospitality and Dotcoms. • Introduced top tier recruits to new job opportunities in a way that generated interest, focusing on the unique needs of the hiring manager as well as the true motivators of the available talent.• Gained valuable experience in extracting important qualifying information based on various interviewing styles. • Conducted deep-dive conversations with individuals to confirm their skill set and career goals.• Determined and assessed various qualifications: technical aptitude, relevant experience, job movement explanations, presentation skills, job gap reasoning, and communication abilities. • Developed a unique ability to uncover “red flags” built upon 10 years of fact-finding informative conversations with managers, employers, and applicants. • Searched Monster, LinkedIn, Bullhorn ATS, The Ladders, SmartRecruiters, Indeed and CareerBuilder resume databases for qualified talent using deep data mining and advanced Boolean searches.• Cultivated a network of relationships with local talented professionals in NJ market by attending various networking events.• Promoted efficiency by identifying emerging tools, actively researching economic market trends, industry competition and local business activities (M&A, restructures, project implementations).• Acquired in depth understanding of business operations including accounting & finance, technology, marketing, sales, purchasing, supply chain, inventory, HR, R&D and project management.

• Recruited by my Manager at Ajilon Finance to continue to progress my career alongside her.• Expanded a start-up branch from zero to 50 interim employees within 6 months by recruiting and placing an average of 16 professionals weekly.

• Located top talent through referrals, direct recruiting, networking, and internet sourcing.• Prepared applicants for successful job searches by demonstrating effective resume building, research techniques, rules of presentation and practice.• Coached candidates on offer negotiations, including salary and benefit discussions, and handling counter offer decisions. • Educated professionals on current market trends and key economic factors.• Screened resumes and qualified applicants based on experience, job progression, educational requirements, salary history, software skills and location commutability.• Partnered with hiring managers to fully understand their unique hiring profile, company culture and job specifications.