Sysintelli is a diverse group of certified professionals including management, sales, marketing and Software engineers with strategic partnerships providing additional resources to complement and enrich our consultant’s technical expertise.

Established and effectively managed a talent pipeline encompassing a range of positions across the organization.Actively sourced and recruited candidates for specific roles, including Salesforce developers/administrators, datascientists/engineers, and mechanical engineers.Played a key role in expanding critical engineering teams during a pivotal growth phase, leading to an impressive 60%increase in team size and contributing to an overall company growth of 38%.Fostered strong collaborative relationships with hiring managers and senior management, providing valuable insights intomarket trends and devising successful recruitment strategies.Elevated the candidate experience, ensuring a seamless journey from initial contact through the interview process, job offernegotiation, and onboarding for candidates while managing a high volume of 30+ requisitions daily.Made significant contributions to Diversity and Inclusion initiatives, actively shaping progressive sourcing and attractionstrategies and participating in the development of a transparent and actionable plan to enhance the company's culture.

Conducted in-depth analysis of client programs, including job analysis, trend identification (20% improvement), candidatescreening (15% faster), offer development (10% higher acceptance rate), and cost-effective salary negotiations (5% savings).Optimized staffing across diverse roles, enhancing team productivity by 10%.Collaborated and negotiated with top organizations, resulting in a 15% increase in successful hires.Managed high-volume requisitions, reducing time-to-fill positions by 20% and achieving a 95% onboarding success rate.Expanded the client portfolio by 25% through new business development and relationship nurturing.Implemented a successful business development plan, securing a 30% increase in revenue from new opportunities

Established and fostered relationships within the healthcare market, resulting in a 25% increase in new client acquisitions.Demonstrated the capabilities of a substantial FDA-certified Contract Manufacturing Plant, leading to a 15% reduction inproduction costs for clients.Highlighted offsite manufacturing advantages, resulting in a 20% improvement in production efficiency.Collaborated with customers, adapting strategies to market conditions, leading to a 10% increase in product profitabilitythroughout the product life cycle.Conducted multiple guided tours for prospective clients, resulting in a 30% rise in client understanding of the company'smanufacturing capabilities at the Mexico facility.Successfully deployed an ATS across the company to optimize the recruitment process and meet organizational goals.Achieved a 20% reduction in time-to-hire and a 15% increase in the quality of candidates.Conducted thorough requirements analysis to tailor the ATS to align with the company's unique needs.Achieved a 10% increase in system efficiency through customized features.Expertly handled a high weekly volume of requisitions, including overseeing offer negotiations and coordinating backgroundand drug testing.Improved the onboarding process, resulting in a 25% reduction in onboarding time and a 30% decrease in errors.Played a pivotal role in recruiting and establishing the quality engineering team, contributing to the company's remarkable15% growth.Reduced time-to-fill critical positions by 20% and improved team performance by 25%.Collaborated closely with hiring managers to refine job requirements and identify critical skills.Enhanced candidate selection accuracy by 15% through data-driven insights and recommendations

Accomplished the recruitment of candidates for full-time and contract roles in IT, Healthcare IT, and Biotechnology sectors,achieving a 95% placement rate.Utilized a diverse array of sourcing techniques, such as job boards, social media, referrals, and networking events, resultingin a 20% increase in candidate pool diversity.Successfully negotiated competitive salaries and pay rates for candidates, leading to an average salary increase of 12% forplaced candidates.Mentored and supervised a team of 8 recruiters, resulting in a 15% improvement in team productivity and a 10% reduction intime-to-fill positions.Designed and executed a comprehensive training program for the recruiting team, resulting in a 25% improvement in effectivesourcing, negotiation, and screening techniques.Managed and recruited for a high volume of positions weekly, with an average of 30 positions filled per week, whilemaintaining a 95% client satisfaction rate.Prioritized roles strategically, resulting in a 30% decrease in time-to-fill critical positions.Specialized in recruiting for various roles, including software, data engineering, ERP, and Health Information ManagementSystems, achieving recognition as a Top Performer in the organization.

Managed the end-to-end talent acquisition process:Sourced candidates from diverse channels, increasing the candidate pool by 30%.Reviewed resumes to ensure an 80% match with job requirements.Conducted 40+ phone screens and 25+ in-person interviews monthly, evaluating technical abilities.Achieved a 90% reference check completion rate, enhancing candidate quality.• Fostered consistent communication with contract employees:Regularly engaged with contract employees, resulting in a 15% reduction in turnover.Proactively monitored workplace dynamics, anticipating changes, and adapting strategies.Identified future opportunities for 20% of existing clients, increasing contract extensions.• Maintained an up-to-date consultant database:Executed 120+ update calls monthly, ensuring the accuracy of consultant availability and skill sets.Achieved a 95% accuracy rate in the consultant database, improving response time for client inquiries.• Conducted comprehensive local and national candidate searches:Conducted targeted local searches, reducing recruitment time by 20%.Explored national talent pools, expanding the candidate network by 40%.• Recruited top talent for diverse roles, including:Electrical Engineers, Mechanical Engineers, and Test Engineers: Successfully placed 60+ candidates in direct hire roles, surpassing quarterly targets by 15%.Systems Administrators and IT/IS Managers: Consistently filled 20 contract positions per quarter, meeting client demands promptly.Web Developers and Java Programmers: Achieved a 95% candidate placement rate, driving exceptional client satisfaction.SAP Consultants and Peoplesoft Consultants: Recruited elite talent, leading to a 30% increase in project success rates.

Recruiting Supervisor (364 RCS), Santa Rosa, CA (May 1998 – Jul 2000):• Led, guided, coached, and assessed all Air Force Recruiters in various areas:Leads managementCold callingSales techniquesAdvertising and promotionsDocument and file procurement for enlistment• Achieved substantial improvements in performance metrics:Increased recruiter productivity from 57% to 102%, resulting in the company ranking #1 in national sales.Elevated assigned recruiters from #173 to #17 in national sales production.Developed management and tracking tools for telephone prospecting, boosting recruiting productivity by 45%.Military Liaison Supervisor (362 RCS), San Diego, CA (Jun 1993 – Apr 1998):• Managed, scheduled, interviewed, monitored, and provided job counseling to all Air Force applicants.• Ensured the compilation and quality control of files, documents, and contracts required for entry, totaling $144 million annually.• Coordinated applicants' meals, lodging, and transportation.• Designed and implemented a comprehensive training program for recruiters, resulting in an 18% increase in applicant processing and earning the #1 processing station ranking nationally.• Established a Disaster Recovery Program for all systems.Air Force Recruiter (362 RCS), Phoenix, AZ (Jan 1990 – Jun 1993):• Conducted interviews, screenings, tests, and evaluations for non-military applicants to meet targets.• Maintained up-to-date market and production analysis for the assigned zone.• Consistently achieved exceptional results:Received Top Recruiter honors for three consecutive years.Maintained 140% of assigned non-prior service production goal.Achieved 400% of officer candidate production.Exceeded the Reserve Officer Training Corps (ROTC) goal by 193% covering Southern California, Arizona, and Nevada.• Executed advertising and promotional campaigns in collaboration with local radio and television stations.