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Click here or scroll down to respond to this candidateCandidate's Name
Chapel Hill, NC/RemotePHONE NUMBER AVAILABLEEMAIL AVAILABLEhttps://LINKEDIN LINK AVAILABLECornell ILR grad with many years of experience in Human Resources and Staffing Leadership roles. Open to leadership and individual contributor roles. Very strong in defense, aerospace, aircraft and semiconductor realms and executive searches at all levels. Broadly experienced and a good communicator.Quotable Quotes-John led the Staffing function. He was/is the best staffing executive that I have ever met.- CHROI have known John for many years. He has offered good counsel and support for me as I have reviewed staffing changes and additions in my companies over the years. VC Firm FounderThere aren't many recruitment consultants who take the time to understand the business they support, nor the technology involved in the business, but John is one of them. His intuition and creativity are extraordinary and prove to be a significant advantage in the recruitment process.- Sr.Executive/Technical Search ConsultantPROFESSIONAL EXPERIENCELockheed Martin Space, Remote January 2023- PresentSr. Sourcing Lead (Cleared Software/Spacecraft Engineering)Supporting Lockheed Martins Space organization with locations in Herndon, VA, Springfield, VA, King of Prussia, PA, Multiple sites in metro Denver, CO, Colorado Springs, CO, Huntsville, AL, Sunnyvale, CA, and some other locations.Business SME for TS/SCI + CI and FSP recruiting with a focus on Software Engineering.Microsoft, Remote November 2018- December 2022Senior Sourcing Lead (Engineering)Supporting Microsofts cleared space recruiting activities for Redmond, WA, Reston, VA and Elkridge, MD software development offices. The cleared space engineering group supports Microsofts efforts with all the agencies within the Intelligence Community to move to the cloud.A representative sample of positions recruited for encompass Software Engineers (Java, Python, and C/C++), Site Reliability Engineers, Program Managers and AI technologists, in addition to leadership positions within the group. All candidates have a minimum of a Top-Secret Clearance, along with additional accesses (SCI, Full Scope Polygraphs, Counter-Intelligence Polygraphs).Offers per month 4- 8, with a 90% acceptance rateSubject Matter Expert in the cleared space and given presentations to the larger cleared recruiting/sourcing teams on targeting people in competitor companies for TS+ talentUtilized specific and targeted sourcing strategies for cleared space including but not limited to; Extensive research into the cleared government contracting space, encompassing new contract awards, employee moves, reverse engineering of job postings (looking for companies who are hiring TS/SCI, FSP people) and extensive networking with industry experts (Employees are taught to have little to no social media/LinkedIn presence due to security clearance concerns) and created and developed a LinkedIn talent pool of 5000+ cleared candidates for future reference.Cornell Strategy Consultants - Chapel Hill, NC December 2005 PresentLeading the recruiting efforts for Honda Aircraft Company at all levels. Grew company from 50-550 over 4 years, predominantly engineers.Led the recruiting efforts for the American Institute of Certified Public Accountants as they hired over 300 people in the Research Triangle Park area.Additional clients include Booz Allen, Hamilton, Northrop Grumman, and small VC companies in Research Triangle Park/DC and Silicon Valley.Utilize a variety of sourcing methods to network with potential candidates including LinkedIn, Boolean, job boards, user groups, internal clients ATS, referrals, and basic research.RTI International - Research Triangle Park, NC December 2004 December 2005Senior Director, Global StaffingRTI International is a not-for-profit research institute with over 2500 employees and $450M in revenue. Designed, developed and executed strategic and tactical recruiting plans and programs for this extremely diverse organization, whose focus areas include social science research, biochemistry and biomedical research, engineering, and international development, among many others.AchievementsRestructured recruiting operations enabling the time to fill metric to drop by 30%.Introduced innovative direct sourcing mechanisms to drive down agency use by 25%.Focused the team on innovation rather than reaction.Bay Cities Research, Inc. - Atlanta, GA September 1996 December 2004Vice President/PrincipalPartial owner and business developer of a boutique recruiting consulting firm. Personally billed in excess of $300K of services for 3 consecutive years. Services included:Recruitment Process Analysis and Recommendations (Clients included Boeing, HP, Cisco, Invensys, Hunt-Wesson, and Kulicke & Soffa among many others.)Targeted executive search (Invensys, Cahners Publishing), placing CEOs, VPs of Product Development, Marketing and Sales.Senior Level HR Search (Staffed Corning's recruiting group with Staffing Managers / Directors.Senior Level Technical Recruiting for engineers, computer scientists and research and development people for TRW, Xontech, Boeing, Panasonic, and PricewaterhouseCoopers.Remote contract recruiting for marketing people at all levels.Contingency placements at many high technology organizations.Achievements:Reengineered recruiting activities at Seagate Software, HP, Cisco, Hunt-Wesson, and Kulicke & Soffa to make their processes more efficient and cost-effective.Wrote white papers on recruiting and retention best practices for Corning and MCI. Helped implement them.Provided advisory role for VP's of HR at many high technology companies in the recruiting area. One off assignments in developing employee referral programs and innovative T/A strategies.Assisted organizations structure their recruiting and HR functions, optimizing their current staff mix, and evaluating current staff members including leadership.Recognized as a subject matter expert on managing the recruiting function and have given talks on this issue. Additionally, recognized as an expert in developing employee referral programs and direct sourcing strategies. Developed EREs Recruiting Leadership Discussion Board, which had 16,000 + readers daily.Price Waterhouse - Atlanta, GA July 1994 September 1996Director, Recruiting and Employee RelationsLed the recruiting and employee relations activities for the Southeastern Region of Price Waterhouse LLPs Management Consulting Services group. Led a team of 7 recruiters and employee relations professionals who were geographically dispersed. Managed a recruiting budget at the regional level.Achievements:Reduced dependency on outside agencies from 70% of external hires to 30% of external hires.Reduced time to fill positions by 40%.Streamlined cumbersome and inefficient recruiting processes, yielding a more efficient pipeline for talent.Transitioned many people not suited for consulting successfully to corporate positions.Began the transition to advanced Internet recruiting for PW. Was an early adopter of OCC and Monster board, among others.Electromagnetic Sciences/LXE, Inc. May 1992 July 1994Manager, HR and RecruitingRecruited to lead the HR function for a 300-person wireless communications startup owned by a small antenna and microwave technology firm. Sales at LXE were over $60M/year, parent company's revenues were approximately $100M/year. Personally, recruited several key technology executives in wireless and MMW technologies, led the HR function there, and worked directly for the President of the startup subsidiary.Achievements:Reduced cost per hire from $7K to $3K through a combination of reducing agency usage and increasing participation in the employee referral program.Involved in many terminations for cause. No external agency complaints.Served as an Executive Coach for the President during start-up.Coopers & Lybrand- Washington, DC September 1989 to May 1992Manager, Human ResourcesResponsible for the full scope of HR activities for two national consulting practices (Federal Government Consulting and Real Estate Restructuring) with employees in 14 locations nationwide and in some global locations. Provided HR leadership and executive counseling in the areas of recruitment, employee relations, EEO, compensation, training,communications, and innovative employee involvement programs.Achievements:Transitioned 50 people to other organizations without an internal or external challenge.Reduced cost per hire by 25%.Established new communications vehicles for managing partners to inform staff members.Established an HR partnering relationship in operational decisions nationwide.Successfully managed a flattening of the organization levels from six to four.Implemented a new career management program.GE Information Services - Rockville, MD September 1987 October 1989Manager, Recruiting and EEOGlobal responsibilities for the recruiting and EEO functions of a 2600-employee, $500M organization. Led a staff of 6 exempts, 2 contractors, and 1 administrative employee. Managed a $3M+ expense budget. For a 10 month interim, managed a 70 person recruiting team- all direct reports.Achievements:Reduced cost per hire by 30% in one year.Reduced employment agency expenditures from $140K to $5K in one year.Personally recruited 70 programmers/computer engineers in one year, while managing a global function.Managed division executive search process. Directly recruited several executives, saving GE significant costs.TRW, Inc. Various locations June 1978 September 1987Division Recruitment Manager, Redondo Beach, CA (1983-1987)Responsible for the staffing needs of a 1400 employee, high technology hardware organization whose major technologies included silicon CMOS, VLSI, GaAs HEMT's, electro-optics (MOCVD), and systems engineering and integrations of these technologies. Grew the organization from 950 to 1400 engineers, scientists, and technicians.Achievements:Reduced cost per hire from $6500 to under $1000 in 1.5 years.Managed a spend budget in excess of $1M/yr.Received a TRW Management Award.Eliminated all use of employment agencies and executive search firms (in 2.5 years).Hired 43 engineers at one targeted open house.Direct sourced a number of senior managers/technologists.Increased employee referral program percentage to 40% of all hires from 25%.HR Manager, Military Electronics Division, Redondo Beach & San Diego, CA (1981-1983)Responsible for the full scope of generalist activities for a 900-person, high technology organization.Achievements:Designed and developed first line management training sessions on compensation, recruiting and employee relations.Produced first division level newspaper. Received a TRW Management Award.Avoided layoffs in wafer fabrication area by adopting an innovative 'work-sharing' program.Designed and implemented TRW-San Diego wage survey.Facilitated relocation of over 100 people from Redondo Beach to San Diego.HR Shift Representative, Compressor Components Division, Cleveland, OH (1980-1981)Responsible for employee/labor relations activities for the third shift of a jet turbine blade manufacturing facility of 2000 employees. Handled employee relations, layoffs and terminations in a tough union climate.Achievements:Reduced workforce by 250 employees without an external industry complaint. All internal grievances were settled.Reduced grievance load from 30/month to 5/month through walking the floor.Staff HR Mgr, Valve Division, Danville, PA (1978-1980)Initially in charge of plant communications program and labor costing activities during a Four-month union negotiation. On the negotiations team first week at TRW. After contract ratification, handled HR activities for a 450-person unit. Also responsible for pension and benefits, compensation and local exempt recruitment.EDUCATIONCornell University - Ithaca, NYBS, Industrial & Labor Relations, 1978Concentrations in Organizational Development and Labor RelationsBoard Memberships/Advisory Roles Just ask me! |
