As a Senior IT Recruiter, I am responsible for sourcing, evaluating, and retaining top IT talent. I leverage a variety of methods, including cold calls, job boards, social networking, and our proprietary database, to identify and assess candidates. I conduct interviews to evaluate their skill sets, work history, and salary expectations while building and maintaining a strong pipeline of qualified professionals to meet the needs of both current and future clients.In addition to recruitment, I focus on selecting well-matched candidates to fulfill client job orders and ensure consistent communication with professionals on assignment to deliver exceptional service. I also address and resolve customer service issues promptly to maintain high client satisfaction. Generating leads and market intelligence is a key part of my role, as is building relationships with candidates to gain industry insights, secure referrals, and identify new business opportunities.

Recruiting Strategies / Full-cycle Recruitment- Utilize Boolean Searches, LinkedIn Recruiter, and various ATS- Post jobs on Indeed, conduct outbound sourcing, and use saved searches on platforms like Monster and ZipRecruiter- Source and qualify candidates through client and candidate referrals and professional networking. This process has become my most successful and well rounded skill. As a result I have cultuvated a large and intentional network of professionals across diversified industries and skillsets.- Full-cycle recruitment of healthcare professionals. Contract, Travel, Per Diem, and Direct Placement across numerous skillsets. Clients have included: Providence, Kaiser, UofW, CommonSpirit, UCLA, Stanford, Tribal Communities in Alaska and dozens more. - Source 4-5 technical positions weekly - skillsets include but not limited to software developers, scientists, engineers, IT managers, Infrastructure, AI & AR PhDs, cloud and cybersecurity experts- Sourcing IT/Technical, financial, legal, and healthcare professionals - including C-Level searches Metrics / Measurable's- 300+ candidate outreach efforts and 8+ submissions weeklyProcess and Relationships- Implement high-volume screening to identify top talent- Collaborate with hiring managers and interdepartmental leadership to meet hiring/staffing needs and foster relationships

-Facilitated training for all new employees to ensure they were ready to participate on the sales floor-Evaluated performance on a quarterly basis by tracking specific metrics of success-Coached and developing employees to ensure they met store standards-Maintained a high level of knowledge for all systems and products -Managed flow of customers coming in to store and facilitated introductions to proper departments-Constantly check in with both sales and technical staff over the course of 9-12 hour shifts-Provided industry leading white glove customer experience

-Oversaw the quality of guest experience in my location-Interviewed and hired new employees-Managed and motivated 15-20 direct reports-Trained a highly efficient sales staff-Acted as an ambassador for all community programs running through my location-Sought out and partnered with programs and individuals that were congruent with our brand partnerships-Careful daily planning of staff sales targets-Lead the planning of events and giveaways as they related to brand partnerships