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Click here or scroll down to respond to this candidatePROFESSIONAL EXPERIENCE:Candidate's Name Street Address - PresentSr. Principal Talent Acquisition Specialist (Virtual)Perform full life cycle recruiting of professional engineering positions and provide support for other functional areasManange a high volume of requisitions at all levels of the organizationDevelop recruitment plans for assigned program areasUtilize sourcing tools and techniques to identify candididates such as online social networking, traditional networking, booleen searches and referralsDrive the hiring process ;actively engage with managers, provide ongoing status of requisitions, advise and influence managers throughout the hiring process, and close requisitions in a timely mannerUtilize candidate manangement relationship skills to identify, assess and maintain candidiatesProvide training to hiring managers on recruiting tools and processesCollaborate with hiring managers to evaluate position criteria, determine candidate, determine candidate requirements and review advertising and sourcing optionsConduct behavioral interviews, contribute to candidate selection process, and onbiard new employees as necessaryEnsure consisitent application of Talent Acquisition processes and policies, and maintain accurate auditable employment recordsAttend local/national career events and conferencesLionheart Legacy Consulting Group(Amazon) Dec 2018- June 2022Senior Talent Acquisition Consultant (Virtual)Partner with Hiring Managers and Human Resources to meet business objectives.Prioritize Candidate Management activities (sourcing, screening, qualifying and submitting) across designated client groups.Assist managers with defining and validating key position requirements (i.e. defining education, experience, technical knowledge, and competencies) across multiple skill sets.Craft and communicate recruiting strategies and provide timely updates to hiring managers.Conduct phone screens for all candidates submitted.Track candidate and requisition progress and report appropriate status updates across multiple departments.Recruit off Statement of Work (SOW) for various Intelligence IT Contracts supporting the Intelligence CommunityConducts full life-cycle recruitment for proposals.Develops creative recruiting/marketing strategies to attract qualified IT professionals interested in government contractsMeet and interact with government clients to qualify technical requirementsServe as the point of contact and primary recruiter for hiring managers on multiple programs within some of the government agencies we support (DHS, FBI, DOD, DOJ, HHS, IRS, etc.)Source candidates through cold calls, personal networking, social media networks, networking events and effective posting strategies on select job boardsLionheart Legacy Consulting Group(Armed Forces Services Corporation Contract ) Dec 2014- Dec 2018Senior Talent Acquisition Consultant (Virtual)Build partnerships with internal customers, including business leaders, HR, and Security through which the team can anticipate hiring needs, define requirements and help determine best solutions.Partner with Program/Project Managers to create requirements, staffing plans and maintain customer relationships for funded, competitive and proposal needsDevelop recruiting strategies to source specific technical and professional applicantsRecruiting of highly technical IT/Intel applicants using traditional and non-traditional sourcing techniques to include researching and identifying markets to tap for qualified talentBuild a talent pipeline for difficult to fill positions and frequently needed rolesDevelop strategies for the communication of employment brand message and effective communication of that message to new talent poolsActively identify and screen cleared individuals for opportunities within Government agencies including the Intelligence communitySource applicants with high level government security clearancesSchedule and conduct formal interviews and follow applicants from pre-offer to handoff with HRNegotiate salaries and process offers for applicantsActive participation in professional networking groups, job fairs, and other recruiting eventsEstablish, monitor and report metrics to show the overall effectiveness of talent acquisitionSolicit feedback from customers (hiring managers) on success of recruiting efforts and recruiting processManage written and verbal communication with applicants and hiring managers throughout the interview/offer process and ensuring a positive hiring experienceManage, disposition, and maintain applicant records in Applicant Tracking SystemUnderstand and track recruiting data according to OFCCP complianceReport weekly requisition and recruiting activityCommunicate requisition progress in weekly management meetingsDevelop and implement enterprise wide recruiting strategies and services.Manage and develop a team of recruiting professionals, providing leadership, planning, and project coordination, ensuring the effective and efficient operation of the recruiting function.Ensure the recruiting function is aligned and integrated with the overall recruiting strategies.Ensure hiring practices are in compliance with government laws and policies and proceduresPartner with HR to ensure the achievement of recruiting goals and human resources objectivesMeet regularly with leadership to understand the goals and objectivesMITRE Corporation Dec 2017- Dec 2018Senior Talent Acquisition Specialist (Virtual)Performs full lifecycle recruiting for DOD and Intel sectorPartners with hiring managers to facilitate strategic hiring initiativesResponsible for developing recruiting policies and procedures for diversity initiativesEffectively interface with management and employees; communicate and interpret established policies, procedures, practices, programs and laws.Provide assistance to the Talent Acquisition Department to develop pipelines for program needs.Utilize a variety of sourcing strategies to pipeline a diverse pool of candidates for each job opportunity, including a variety of electronic media and social networking.Represent company at local and national career fairs including college, military, diversity, and clearance events.Establish and maintain effective working relationships within the department, the Strategic Business Units, Strategic Support Units and the Company.Coordinate and collaborate with recruiting colleagues on enterprise-wide recruiting programsReview and analyze recruiting metrics to assess effectiveness of recruiting efforts, making adjustments to recruiting levels as needed.Oversee and support the diversity goals and objectives of the enterpriseNAVSEA, Washington Navy Yard June 2013 Dec 2014Human Resource SpecialistEffectively recruit high caliber, quality candidates by partnering with hiring managers to understand business strategies and talent needsDevelop recruitment strategies to meet the talent needs and unique requirements of open positions to determine how to effectively market jobs by ensure the highest quality talentEnsures a diverse talent pool is sourced, assessed and presented for open positionsAnalyzes and evaluates the states current technician staffing situation including turnover, vacancies, and current recruiting strategies while identifying and forecasting staffing problemsProvide technical guidance to management and participates as the staffing functional specialist in the collective bargaining agreement processResponds to inquiries on recruitment and placement related matters. Facilitates internal and external recruitment process, effectively interviewing and evaluating candidates utilizing consistent criteria and evaluative measuresProvide guidance and advice in areas for in-house, resident, distributive learning, and distance learning courses such as: self-development activities, mandatory courses, individual development plans, performance improvement plans, Professional Education Center courses, Management Development Center courses, supervisory courses, and technician retirement coursesDevelop local policy and procedures at the state level for identifying organizational and individual training needs, training opportunities, and sources of needed training for positions in technical, professional, administrative, managerial, and skilled occupationsFacilitate the execution of various training programs and learning curriculum for all levels of employees to include leadership development, orientation, onboarding for new employees, change management, and customer service programsDesigns and develops a diverse training and learning curriculum to include new programs and the enhancement of existing programs in order to meet the learning needs of the organizationResponsible for ensuring EEO and recruiting practices are consistently administered throughout the hiring process and documented in the appropriate mannerCACI, (NAVSEA Contract) Washington Navy Yard Jan 2009- May 2013HR Business Partner/Technical RecruiterDeveloped strategies to achieve organizational goals and identified external threats and opportunitiesAssisted with complex analysis of budgets and schedules needed to meet contractual/project requirements for assigned portions of the programMonitored and reported performance against plans to ensure that contractual cost and schedule objectives are metMaintained qualitative feedback from program and field staff on consultant performance, and ensured information was updated and compiledWorked with technical, program management, and new business development teams to find the best possible personnel for proposals and projectsDeveloped and managed multiple, complex project and deliverablesProvided input to project scope, schedule and budget baselines based on an understanding of the acquisition, budget, program or system development lifecycleTracked the overall progress of projects and maintained changes to project baselines (cost, schedule, scope)Monitored deliverables, conducted reviews, and managed incorporation of quality management systems for the projectsPrepared presentations and other materials to support project and/or system functionsLead activities to identify project risks and develop mitigation plansDeveloped new business relationships by participating in conferences, trade events, and other industry-specific engagements.Knowledge of Teaming Agreements, Non-Disclosure Agreements (NDA), Joint Operating Agreements (JOA), Subcontract Agreements,Supported programs with a full spectrum approach to combating terrorism and the cyber threats in support of the intelligence community and special operations customers.Placed high-end technical professionals in the Information Technology Industries in contract positions. Specialized in Software Architects/Developers (Distributed and Mainframe), Database Architects/Developers/Administrators, Network/Security Engineers, Web Developers, Program/Product/Project Managers and Quality Assurance Testers/AnalystsConducted full cycle recruiting operations in support of domestic and international operations to include sourcing, screening and referring qualified candidates to the supported hiring managersRecruited Software Engineers (C++/Linux/DSP/telecom), FPGA Hardware Design Engineers, Linux Systems Engineers, and Project Managers with Top Secret/SCI security clearancesWorked with technical, program management, and new business development teams in coordination with supported client to develop recruiting strategies to meet anticipated personnel requirementsNetworked with various personnel and agencies to insure adequate employees are available for employment considerationWorked with clients to produce job qualifications and position descriptions, internal job vacancy announcements and advertisementsInteracted with military TAP programs, outside vendors, search firms and employment agenciesResponsible for Strategic pipelining of key project resources for nationwide delivery of current and potential Government projects in the Homeland Security, Aviation, Military and Civilian Agencies environmentOrganized, lead and documented post-interview debrief/feedback with interview teams and candidates.Established relationships with local cleared facilities capable of providing consultants, sub-contractors and/or recruiting services.Nortel Government Solutions Aug 2005 - Dec 2008Senior Technical RecruiterAs the Technical Recruiter I was responsible for establishing relationships with hiring managers to stay abreast of current and future hiring needsPerformed searches for qualified candidates using computer databases, networking, Internet recruiting resources, cold calls, media, recruiting firms, and employee referrals.Screened and referred applicants to hiring personnel in the organization, making hiring recommendations when appropriateConducted telephone and in person interviews and attended networking events and career fairsDiscussed HR Policies and Procedures with hiring managers when necessaryExtended offers of employment to selected candidates under the direction of the hiring managers and was responsible for providing weekly recruiting status recruiting reports to managementAttended and participate in regular HR Recruiting meetings to discuss recruiting issuesManaged the offer process including reference checks, salary negotiation, offer letter generation, and offer acceptance/declines and ensured maintenance of accurate and up-to-date information in our People Soft applicant tracking systemEnsured hiring manager and team preparedness during the interview process so that interviews are conducted efficiently and professionally. Proposed and implemented ongoing improvements to our recruitment efforts by applying my wide range of experience with recruiting policies, practices, and trends. Fearlessly networked at all levels and fostered long-term relationships with candidate prospects via creative cold calling, Internet job boards, university relations, etc.General Dynamics Sep 2002- Jul 2005Senior Technical RecruiterManaged and coordinated all communication with candidates and reviewed resumes and credentials for appropriate skills, experience and knowledge in relation to position requirementsOrganized, lead and documented post-interview debrief/feedback with interview teams and candidates. Established relationships with local cleared facilities capable of providing consultants, sub-contractors and/or recruiting servicesSourced and screened potential candidates for open requisitions and scheduled and coordinated interviews. Posted open positions on various Internet and networking sites and checked references, verified education credentials, negotiated compensation and extended employment offersDeveloped, managed, and executed recruiting process for current and future openings, created appropriate recruiting forms including personnel requisitions, employment applications, interview evaluations, reference check summaries, etc.Created and maintained corporate recruiting brochures for distribution to candidatesProvided weekly reports on recruiting activity including current openings, active candidates, and interviews scheduled and conducted, and offers extendedDeveloped and maintained a proactive recruiting program employing different recruiting mediums (Job fairs, open houses, etc.)Evaluated, selected and established recruiting resources including print and Internet advertising, job fairs, resume services, and others. Implemented and maintained an in- house resume database, evaluated resumes, pre-screened candidates and scheduled interviewsConsulted with PMs and Directors on recruitment strategies that are aligned with business goals and geographic and economic conditions.EDUCATIONB.B.A (International Business) Marymount UniversityP.A. Douglass Banff Management Course 2011Certified Coaches Federation Graduate (Certified Executive Coach) June 2013David Packard Award Recipient - 2010D.A.U. Fundamentals of Systems Acquisitions Management 101 Aug 2010SKILLS & TECHNOLOGIESMicrosoft Office Suite, ATS, UltiPro Resumator, Jobvite, PC Recruiter, Bullhorn, Workday,PeopleSoft, iCIMS, Taleo, Ascentis, QuickBooks, Kenexa-Brassring, SAP-Successfactors, |
