Resume 11

SUMMARY:

• Demonstrated leader in the Recruitment / Staffing / Human Resources profession.
• Hands-on collaborative manager with a focus on delivering highly skilled, strategic personnel in support of corporate objectives while emphasizing a high degree of customer service.
• Possess a unique perspective as a technologist with 8 years recruiting experience encompassing corporate and agency settings with industry experience spanning consulting, internet start-ups, consumer and industrial markets, pharmaceuticals, manufacturing, distribution, telecommunications and financial services.
• A professional that is able to service small entrepreneurial firms as well as global, billion dollar corporations.
• Focused, high energy self-starter with effective communication skills and a true commitment to excellence.

• Report to CEO with full responsibility for all Recruiting initiatives. Create and execute the recruiting operating plan, ensuring that this plan is consistent with every other department plan, and that the Recruiting Department s overall plan is in alignment with all other corporate goals, plans, and budgets. Work with Director of Finance to manage impact of proposed hiring plan on burn-rate, and various facilities/ infrastructure issues.
• Set up a recruiting process, infrastructure and metrics to support very aggressive growth objectives, with emphasis on a variety of low-cost sourcing strategies. Analyze staffing projections and priorities; hire and manage appropriate recruiting staff to meet needs. Full life cycle recruiting for all phases of the recruitment process including job description creation, posting, sourcing, screening, interviewing, salary negotiation, offer letters. Hands-on tactical recruitment; trained in various internet / passive sourcing strategies including AIRS.
• Initial point-person for employee relations, performance management, compensation and benefits, policy and procedures, succession planning. Handle non-disclosure agreements, visa / immigration processing, reference / background checking, EEO, internally. Educate department heads regarding basic employment law, appropriate interview questions. Counsel managers on retention issues, employee relations matters.
• Implement an employee referral program and campus recruiting initiatives. Revamp the internal job-posting site on the corporate website, working with marketing department to create uniform look and feel for job postings across the internet.
• Select and manage all vendor relationships; negotiate all agency fee agreements, job board contracts and postings, career / campus/ virtual job fairs.
• Support every operational area of the company including Application and Web development, QA, Data, Server, Sales, Customer Support, Product Management, Business Development, Marketing, Finance and Administration. Staff Director level openings as well as entry level. Work with department heads to create individualized recruitment strategy. High level of customer service orientation with emphasis on results.

• Project manage the entire recruitment process and drive it to a close. Maintain constant communication with the managing directors to support their individual business needs with just-in-time hiring, best practices and on-going fine-tuning of recruitment processes.
• Utilize various internet based tools and techniques as well as leverage other low cost sources such as the internal employee referral program, to source top talent with an emphasis on making quality hires. Recruit for all levels within the organization; consultant level through senior manager, and practice leader.
• Target versatile candidates with a combination of business acumen, industry knowledge, functional expertise and the latest technologies who can leverage technology to solve a business problem.
• Set up and direct volume recruiting days, manage agency relationships in compliance with national policy, and most importantly manage expectations on both sides of the hiring equation.
• Make hiring, level and salary recommendations to the leadership team. Interface with International HR to facilitate sponsorship and permanent residency for non-US citizens.
• Particular area of strength in closing candidates and imparting STVN s cultural environment.
• Act as a resource for new recruiters. Formally trained in Behavioral Interviewing, Peopleclick s Tracy Claybrook , Internet Recruiting , Resumix and STVN s Internet 101 a corporate-wide 40 hour course, developed with Cisco.
• Represent the Recruiting function on the Onboarding task force, an initiative to better integrate new hires into the STVN environment.