-Directly managed customer facing service team. - Interviewed and provided hiring recommendations on candidates, documents performance with annual evaluations; manages the overall performance of a service team. - Provided leadership by fostering a safe working environment; facilitates team building and development; trains the team on effective sales techniques and interpersonal skills.- Successfully resolved customer related issues and builds solid working relationships with them.- Performed goodwill visits with customers at their location while maintaining a high level of customer satisfaction by partnering with them in order to manage their first aid and safety program.- Developed monthly and annual plans to achieve sales, profit, inventory and payroll goals.- Managed a budget and dealing with operational issues that affect service. - Provided hands-on support of direct reports through professional development, leadership coaching, goal setting as well as daily, weekly and monthly plan development; accompanies employee-partners in visiting customers.- Held team accountable for achievements and provides direction for performance improvement.

- Managed regional recruiting initiatives for 13 locations within the northeastern part of the United States including territories in Canada. - Developed, implements and manages recruitment strategies tailored for each location by partnering with leadership to ensure effectiveness, consistency and compliance.- Established and built relationships with colleges, universities and other organizations to identify talent sources for the region.- Grew and maintained internal and external networks.- Attended job fairs, conferences and other recruiting events; creates and manages job postings; takes charge of the screening and hiring process of active candidates in the staffing system; conducts interviews.

- Worked directly with the Director of Recruitment, the organization’s Vice-Presidents and Department Directors, in order to provide calculated recommendations to recruiting strategies.- Managed the daily operations of the recruitment department covering prospecting events, sourcing, new hire on-boarding, data analysis, training, review and approval of job offers, and personnel management.- Developed the organization’s Veterans hiring initiative utilizing an already established external network of Veteran business and community leaders as well as local military organizations.- Managed the department’s training and professional development program based upon root causes in recruiting shortfalls, observed training needs and anticipated business goals.- Recommended and instituted improvements to the operational processes governing the sourcing, hiring and on-boarding of new employees.

- Supervised mobile corporate recruiting training teams tasked to provide on-site or video training of 1,700 Army recruiters based upon the results of production data analysis comprised of market share, work ethic, and the achievement of monthly prospecting and hiring goals.- Project Manager of senior leader training seminar which focused on growing the potential of employees and mid level leaders, developed hiring program of Soldiers who were career recruiting candidates which included skill evaluation, leadership potential, and historical performance.- Provided training recommendations to recruiting district managers of 52 recruiting organizations within the Northeastern United States based upon doctrine, organizational performance data and the root causes of production shortfalls. - Conducted leadership instruction to CEO and COO recruiting district management with an emphasis on team development, maintaining accountability and enforcement of organizational standards, as well as managing annual evaluations and training of recruiters.- Developed and facilitates recruiting training workshops covering Interpersonal Skills, Forming a Sales Network, Professional Relationship Building, Prospecting Strategies, Social Media Prospecting, On Boarding, Market Analysis and Targeting Principles, Interviewing Skills and Recruiting Sociology.- Developed a systematic approach to training recruiters focused on: * Market Analysis * Telephone Prospecting * Face to Face Prospecting * Social Media Prospecting * Standards Adherence * Customer Service * Candidate Application Processes * On Boarding Processes * Time Management * Internal and External Network Development * Community Outreach / Grassroots

Director of Talent Acquisition and Recruiting, U.S. Army Recruiting Company, Fairmont, West Virginia - Supervised U.S. Army Recruiting activities in Northcentral West Virginia consisting of five local recruiting offices staffed by 22 recruiters located over a dispersed 11,700 square-mile area, encompassing rural and metropolitan populations of 728,000. Served as the recruiting subject matter expert and senior advisor on daily recruiting operations to the district's Commander (CEO).- Set recruiter work ethic goals consisting of weekly requirements of appointment makes, candidate interviews, new hires; increased on boarding efficiency by 83%- Developed an organizational training program focused on increasing individual goal achievement and productivity based upon analysis of recruiters’ performance and lessons learned. Coached and developed recruiters ensuring they had the proper skill sets on telephone, face-to-face, social media prospecting, and candidate interviewing.- Ensured resources were provided so that recruiters had the ability to execute their tasks independently; this achieved the highest market share percentage of all U.S. Armed Forces Recruiting Organizations in the region over a two-year period totaling 442 new Soldiers pursuing a career in the Army.- Created external netwotks; establishing partnerships with local community, government and education leaders; served as ambassador for the Army volunteering to assist in projects which benefited the community. - Applied comprehensive management techniques with a focus on personnel concerns, handling problems at the lowest level. Developed, trained and sustained an effective recruiting team. A 2014 workplace Climate Survey reported morale increased 15%, job satisfaction 18% and 80% of employees would remain with the organization.

- Department Manager of the Advanced Leadership Department; with 20 instructors charged with facilitating mid-level and upper level recruiting management as well as operational courses.- Developed training publications, lesson plans, support products, and test materials which provided relevant and comprehensive learning environments with a 90% graduation rate encompassing six advanced level courses.- Functioned as primary instructor and manager for the Healthcare Recruiter Course. Trained over 250 healthcare recruiters on the nuances of Full Cycle Recruiting associated with the medical community. Shared extensive knowledge of prospecting for and interviewing potential applicants seeing them through the entire hiring process.- Served as primary instructor for the Recruiter Trainer Course certifying experienced recruiters on becoming recruiter trainers. Provided instruction on applying techniques of analyzing organizations in order to identify root causes of training needs. Validated their ability to facilitate training at the organizational level.

- Conducted medical recruiting efforts in the Greater Philadelphia area encompassing three states and 8,300 square miles; this required a thorough understanding of a very exact target market of pre-medical, and medical students; residents, attending physicians, and private practitioners in order to exercise time management and an efficient work ethic.- The uniqueness of healthcare recruiting required bridging the gap between civilian and military providers and enabling prospects and candidates considering applying for entry into the Army Medical Department to shadow and spend time with Army physicians. Because of this, on average, three out of four candidates entered into the Army Medical Department over a four year period.- Built professional networks and relationships with 20 colleges and 16 Residency programs with local hospitals in order to procure qualified healthcare professionals with a Doctorate in either Allopathic or Osteopathic Medicine. Quickly mastered an understanding of the intricate educational and professional process of becoming a physician. Created the ability to connect on an emotional and professional level with Army Medical Department healthcare prospects.- In 2010 achieved 132% of assigned recruiting goals of Surgeon General's critical healthcare mission resulted in being ranked 1 out of 103 Healthcare Recruiters in the Mid-Atlantic region for the entire year. Recognized as a subject matter expert by all members of the organization and often called upon for the most complicated recruiting issues.

- Managed a U.S. Army Recruiting Office with seven recruiters in full cycle recruiting operations; coordinated strategic lead generating activities, to recruit the best qualified candidates in a diverse market.- Created a network of business, community and education leaders raising awareness of 200 Army career fields, which presented new sourcing opportunities within the community.- Precision prospecting led to an 18% increase in market share during a period when other U.S. ArmedForces Recruiting Organizations experienced a combined 43% decline.- Trained recruiters on telephone, face-to-face, social media prospecting methods, as well as interviewing skills, which effectively created a team with one common focus of achieving their hiring goals.

336th Military Police Battalion

Co. C 854th Engineer Battalion (C)(H) Carpentry Masonry Specialist, Heavy Construction Equipment Operator