Toni Jones Email & Phone Number

Fairfax, Va, Us

Security Officer: • Responsible for patrolling, monitoring, and safeguarding a facility to prevent theft, vandalism, and illegal activities for private/government real estate. The real estate consists of government SCIFS, data centers, hospitals, and corporate offices.• Responsible for maintaining a secure environment and responding to emergencies.• Conducting mobile patrols based on client needs.• Create daily activity reports to annotate site activities.• Wrote policies and procedures from 2 client sites.• Successfully obtained my VADCJS Certification• Successfully obtained my First Aid/CPR/AED CertificationRegional Recruiter: • Responsible for full-lifecycle recruiting of armed/unarmed security officers; and life, fire, and safety professionals.• Supported private and commercial clients, including The World Bank National Archives, Smithsonian, GAO, and Prime Government contracting companies.• Collaborate with hiring managers in defining hiring needs; plotting deliverables; and establishing and maintaining candidate pipelines.• Extending offers letters for employment.• Coordinating with human resources to schedule new hire orientation.• Reviewed HireVue on-demand virtual interviews.• Performed salary negotiations for candidates• Marketed positions via online/offline venues.• Utilized the CRM, and iCIMS, to manage and track candidates at various stages of the recruitment process.• Generate recruitment reports from iCIMS to track activities such as overtime, billable hours, and worksite management staffing for clients.

Atlanta, Ga, Us

Recruited and hired information technology professionals including DevOps Engineers; Cloud Engineers Data Engineers; Technical Managers; Lead Applications Developer; etc.Successfully managed 15-25 requirements per month.Creating 20 talent communities and building pipelines for niche ITCollaborate with hiring managers to assess hiring needs; Created offer letters and supported other onboarding initiatives. Successfully promoted employment, educational, and career opportunities at UPS to new candidate prospects. Assessed best practices related to initiating new hiring strategies and best practices.Successfully collaborated with hiring managers and executive team members to meet their recruiting needs. Created salary proposals and established comparable salary equity data for new and existing employees.

Memphis, Tennessee, Us

Implemented recruitment strategies and marketing campaigns to attract talent via LinkedIn, Facebook, and other online outlets.Recruited and managed 5 departments of 20 hiring managers for technical, non-technical, biomedical, accounting finance & administration professionals. Utilized iCIMS and HireVue, LinkedIn, and Boolean Search Strings for applicant tracking and interview processing for candidate attraction.Successfully negotiated 3-5 offers per month and provided benefits overview sessions with HR for onboarding.Successfully 30+ talent communities for niche skill sets, to promote diversity inclusion and OFCCP compliance. Successfully hired 45-50 candidates across multiple vertical markets and skill sets. The candidates range from entry-level to C-level.

Reston, Va, Us

Experienced in full lifecycle recruiting including sourcing, screening, interviewing, salary negotiations generating offers, and onboarding.Worked on a collaborative basis with hiring managers and other internal customers to meet hiring needs.Successfully leveraged recruiting tools such as CareerBuilder, Monster, Dice, Clearance Jobs, LinkedIn, Facebook, Google, and other social media venues to attract and find talent. Successfully built talent communities and networks within the DoD, Client, Civilian, and other vertical markets to quickly fulfill open requirements and marketed internal clients and programs to applicants. The requisition workload ranged from 10-40 per month. Collaborating with multiple business units to achieve hiring goals and assessing requisition priority work in support of both currently active requisitions as well as upcoming proposal efforts. Utilizing an applicant tracking system to manage candidate flow, documented notes, and requisition statuses across workloads and report generation. The tracking systems used were Talametry, iCIMS, and Taleo. Established partnerships with extended teams such as internal mobility (resource management), Finance, Contracts, Program /Vendor Management, HR, Marketing, and various other entities in support of recruiting efforts. Successfully strategized recruiting activities to include online/offline sourcing, job fairs, hiring events, marketing materials, and outreach. Successfully established goals and priorities to address billable and contingent hire requests.

Seattle, Wa, Us

Responsible for recruiting passive candidates to meet the requirements of the business unit. Built talent communities for new lines of business by creating recruitment/ marketing strategies utilizing LinkedIn.Implemented more defined sourcing strategies to align with the short/long-term talent acquisition goals. Successfully managed 15 to 25 requisitions across 5 regions in the United States. The positions included Data Scientists, Machine Learning Data Engineers, IBM Big Data Analytics, AWS, Azure, and Data Analysts, Cloud Security Solutions professionals.

Washington, Dc, Us

Responsible for hiring Desktop Engineers, Software, Developers, Network Engineers, Programmer Analysts, Applications Engineers, Business Analysts, and Technical Trainers to support various initiatives for private commercial clientele. The clientele consists of legal, nonprofit, and financial.Performed all the full-lifecycle recruitment processes for external clients. Proactively built qualified talent pipelines to meet growing business demands through internet sourcing and recruitment marketing. Collaborated with the business development team to ascertain new positions for the company. Successfully generated revenue of 150K in a 6-month period.

Responsible for managing the company’s full-lifecycle talent acquisition process and collaborating with hiring managers, Subject Matter Experts (SMEs), and executive management as well as other recruitment partnerships. Responsible for building/managing multiple talent communities of active/ passive candidates. Successfully recruited a team of SMEs for cutting-edge technologies such as Biometrics Engineers, IT Forensic Analysis and Cybersecurity Mobile App Development Systems Administrators, .NET Developers, Business Analyst, Technical Writers, Program Managers, Technical Leads, Cybersecurity Engineers, Dev Ops Engineers, Project /Program Manager(s), Oracle Data Structure Engineers, Data Design Engineers, Data Developer Engineers, Data Security Engineers and Biometrics Engineers supporting DoD / TSA and CBP. Each of the positions ranged from Secret to Top Secret. Provided resume writing assistance for proposal submission. Created standard templates to be advertising via online/offline mediums which included, corporate websites, social media sites, job portal sites as well as others. Collaborates with the business development team to ascertain proposals for the company. Manages ATS as well as marketing open requisitions to prospective candidates. Successfully supported proposal efforts for cleared and non-cleared IT professionals. Created a white paper to establish company recruitment process. Instituted strategies to streamline systems for effectiveness and efficiency in recruitment processes. Provided recommendations for ATS to be utilized company-wide for building talent communities of active/passive candidates. Visited client sites for induction of new hires. Assists with candidate outreach to include job fairs, information sessions, and informational interviews.

Washington, District Of Columbia, Us

Responsible for collaborating with hiring managers to understand strategic business objectives and develop recruitment strategies to meet current and future staffing needs.Responsible for full-life-cycle recruiting supporting 4 government agencies in the Washington, DC and Atlanta, GAConstructed hiring events to support multi-million dollar cost-plus contractsAssist in the development of recruitment guidelines, processes and procedures, as well as establishing innovative endeavors for new sourcing strategies.Provided vendor management service to support CTi’s staffing augmentation process.Manage the full lifecycle recruitment process for all designated hires and partner with various senior/executives shareholders managers through the company lines of businesses to actively recruit talentGenerated and managed recruitment reports for tracking recruiting time-to-fill matrixes OFCCP and EOE compliance.Marketed open requisitions via online/offline office venues.Provided recruitment strategies and support for multiple proposals Consistently managed 20-35 requisitions each with multiple vacancies per month via full-lifecycle recruitingIdentify and participate in networking activities such as industry conferences, and open house events to build relationships and to recruit talent. (Networking events may include hiring events, professional job fairs, college recruiting, etc.)Recruited for (25) Help Desk TS/SCI Level 1-3; (20) Agile Java Developers - Junior to Senior Level; (5) Middleware Engineers; (6) Web Applications Developers Front/Backend; (10) Digital Marketing Analyst; (3) Cyber Security Engineers; (4) SharePoint Developers; (5) Network Architect Engineer; (4) .Net Developers Programmer Analysts; Technical Writers, IT Program Managers

Washington, Dc, Us

Managed talent acquisition strategy that is in line with overall staffing and business goals; partnered with hiring managers and practice groups on recruitment efforts.Managed the full-lifecycle-recruitment process: sourced candidates, conducted first-round phone interviews, maintained relationships with candidates throughout the interview process, made recommendations on hiring decisions, checked candidate references, and delivered/negotiated offers. Sourced passive and active candidates and built a candidate pipeline, maintained an understanding of short- and long-term recruitment needs across several practice areas. Expanded and leveraged external networks; built relationships with professional groups and college career centers to support recruitment efforts and promoted the APCO employer brand.

Courbevoie, Ile De France, Fr

Provided recruitment/ talent management to obtain candidates for requisition requests from management team members. Successfully supported recruitment efforts in multiple locations CA, MA, PA, and VA. Collaborated with talent acquisition to develop/ implement recruitment activities, TA processes, and skill development activities. Maintained a network of passive/active candidates via social media networks, internet research, and employee referral programs. Developed recruitment plans with deliverables, timelines, and a formal tracking process to service internal client needs- i.e., hiring managers/stakeholder(s). Implemented and re-established best hiring practices applicable to Human Resources/Talent Acquisition-related policies, procedures, and processes while utilizing “lean methodology.”

Dulles, Va, Us

Responsible for providing full-life-cycle recruitment services in support of a procurement acquisition for the PRISM project.Provided weekly and daily status reports to the Director of Recruiting in managing Talent Pools.Collaborated with hiring managers in defining and defines and develops requisitions in compliance with OFCCP standards as well as company policies and procedures.Marketed open requisitions to active/passive candidates via social media and other online/offline methodologies.

Falls Church, Va, Us

Provided full-life cycle recruiting in support of federal agencies within the Washington DC regionCollaborate with hiring managers in developing recruiting strategies to fill open requisitionsManaged high-volume requisitions for online advertisement via job posting sites, social networking, SEO marketing, user groups, and “niche” websites. Manage and maintain candidate tracking system for EOE, OFCCP Compliance, and matrix report generation.Maintained a pipeline of active and passive candidates as well as provided recruitment support for proposals.

Arlington, Va, Us

Provide strategic staffing resources to the Potomac Region's Defense and Intelligence programs as a member of the Global Staffing team. Provide staffing leadership and support for attracting strategic skills necessary to the success of business initiatives.Military liaison for Potomac Region installations.Advise potential employees of all experience levels on job qualifications and responsibilities. Represent The Boeing Company at military, professional and diversity professional eventsProvide guidance and input on legal and regulatory issues regarding applicant and employment policies.Work in tandem with business partners and their representatives to provide cohesive Global Staffing process and support.Responsible for providing compensation analyst research to determine the market value of new and existing requisitionsI successfully hired (3) Sr. Software Engineers (Google Apps) for Geo-Spatial Engineering project. There were also two (2) Jr Engineers hired to support the project.

La Hulpe, Wallonia, Be

Successfully hired 60 + IT/Financial new hires into the SWIFT organizationResponsible for all aspects of full-life-cycle recruiting utilizing ATS- Taleo, Social Networking, online/offline sourcing; etc; Career Fairs and College RecruitingCollaborated with internal/external business partners to established departmental recruitment objectivesMaintained HR Service Level Agreements as a part of the recruitment process and redefined the process to include HR Business Partnership which enhanced employee relations/ retention.Maintained Lean Efficiency techniques for the monitoring and tracking HR workflow processes. Established E- repository on Requisition DataComposed white paper on “Social Networking- Recruiting Strategy Plan”Generated weekly/monthly recruitment reports for tracking new hireManaged the recruitment process for SWIFT 2011 College Graduate/ Internship Program which included generating data from college/university vendors to access diversity recruitment practices. I successfully hire (20) Software Engineers (ASP.NET); (1) Digital Marketing Sales Manager- Financial; (30) Web Developers- Backend JavaScript; (1) Jr. e-Channel Developer;

Washington, Dc, Us

Implemented recruitment strategies and marketing venues to increase candidacy poolManaged applicant tracking systems, generated requisitions for hiring managers from historical data.Participated/Contributed in BRP for “recruitment process”; Implemented recruitment strategies to include social networking, job fairs, and professional “networking seminars”Identified qualified candidates for open requisitions – reviewing applications/resumes, and conducting internalAdministered internal/external postings of requisitionsMade recommendations to hiring managers regarding “best hiring practices”Created knowledge warehouse federal employment laws and company policies and proceduresCreated “HR Service Level Agreements for internal clientManaged and maintained online marketing budget for hiring managers.

Provided full-life cycle services for the external and internal customers Provided weekly and monthly reports to track recruiting initiatives and open/closed requisitions Maintained a candidacy pool for immediate hires based on client and/or vendor needsUtilized cost-effective recruiting methodologies to increase candidate network.Maintained applicant documentation in accordance with company policies and procedures.

Emeryville, Ca, Us

Responsible for providing staffing solutions within the Real Estate Industry for real estate professionals to include; Agents, Brokers, Closing Managers and Regional Managers.

Us

Recruited mid to high-level Accounting/ Finance, Business Administration, Office Administration, Legal- and IT professionals utilizing various recruiting techniques, including; networking, search engine optimization, referrals and career fairs. Collaborated with hiring managers, senior professionals and management with federal and commercial clienteleBuilt and maintained a network of active/passive candidates with specific technical expertise across a variety of domains. Coordinated interviews, presented benefits and company information, salary negotiations, extended employment offers and conducted new employee orientations and developed requisitions.Provided weekly recruiting status reports to management

Vienna, Va, Us

Successfully recruited Contracts Administrations and Procurments ProfessionalsDeveloped hiring plans for existing consultants with specialized skill-sets in acquisitions support and contract management for federal and commercial clienteleExtensive utilization in full-life cycle recruiting within various market niches to include: IT, Financial, Legal, Medical, Acquisitions/ Contract Management and Human ResourcesDeveloped recruiting and sales strategies for attracting senior-leveled candidate requisitions across multiple industries within the federal, state and local governments and commercial markets.Established sales and marketing techniques to generate new clientele for existing consultants through skilled marketing, cold calling, recruiting events and the “referral system”Hired executive-level contracts management professionals to include Warranted Contract Officers, Directors of Contracts & Procurement and International Contract/ Licensing Attorneys in Japanese niche market structures.

Falls Church, Va, Us

Successfully hired three Helpdesk Analyst; one Business Processing Engineer, two Oracle DBAs, one Business Requirements Analyst, one Technical Writer and one Unix Systems Engineer Managed 10 requirement monthlyUtilized “all” aspects of full-life cycle recruiting to generate new hires for federal/ private industry.Conducted candidate searches utilizing traditional/ non-traditional methodsReviewed resumes, conducted phone screens/ in-person interviews to establish candidate’s technical ability & made recommendations to hiring managers; Collaborated with hiring manager to establish new requirementsManaged interview process between candidates, hiring managers, project managers and HR department. Utilized internal database for candidate and job requirements management for generating matrixes/ reportsEstablished relationships with multiple external staffing agencies to identify qualified candidates for executive leveled positions. Conducted contract negotiations for all “new hires” to include rates, annual salaries and terms of conditionsFrequently attended professional career expos and networking conferences to attract candidates for open requisitions