University of Northern Iowa

President at OSSI

Williston, North Dakota

OSSI offers client’s experienced, dependable safety oriented industrial construction crews.  OSSI has access to a nationwide network of construction professionals to call upon to locate for our clients the specific skills that they require to successfully meet their project goals and objectives on time and within budget constraints.                                                                                                                                     OSSI was formed for the express purpose of providing our clients services that they are unable to locate with any other construction staffing firm; experienced industrial staffing crews that have successfully worked together for 5+ years on large industrial projects enabling OSSI’s crews to work efficiently and safely as a crew to meet our clients deadlines.  The biggest majority of OSSI’s crews are NCCER certified and all of our employees are given OSHA 10 certification during orientation.  OSSI has partnered with a national Safety and QA firm to work with us on all of our projects to assure that OSSI crews are working safely and getting the job done right the first time.                                                   OSSI has a stable in-house recruiting team, each member of our in-house recruiting team has over 30 years of construction and or energy experience, Each member of the OSSI recruiting team has access to a nationwide network of experienced seasoned professionals to network with to assist us in locating the best qualified candidates and crews for our clients specific needs and/or projects.                                          By having a solid in-house crew and access to industrial crews that we have a history of working with successfully OSSI is able to offer our clients bill rates that are well below ‘industry standard’.

OSSI

President

I was hired initially to assist in recruiting and hiring an experienced group of  (machinists) manufacturing professionals to enable Halliburton’s Completion Tools group to run a second shift in order to keep up with customer demands for product.                                                                                                                                                                       My second project at Halliburton was to assist in recruiting experienced oil services design engineers so that Halliburton could produce their third generation of Completion Tool to put on the market.  I was tasked to recruit experienced oil services mechanical and electrical engineers as well as experienced metallurgy and polymer teams to design their new 3rd generation products.  The design team was primarily based out of Carrollton and Houston Texas but as the project expanded I was also tasked with recruiting candidates for specific positions in their Technology Center in Pune, India and Singapore.   •	Consulting with Managers on suitable candidates interviewed for specific positions. •	Responsible for conducting National and International Recruiting efforts for technical personnel•	Responsible for full life cycle recruiting effort and in some cases work with selection of Internet •	Search Engines and Employee Training on these tools  •	Negotiated Salary Offers and Sign-On perks.

Halliburton

Senior Contract Recruiter

Millennium Solutions, Inc. was a technology staffing firm that was involved in the placement of technical personnel for a wide range of industries, including Avionics, Oil Services, Utilities, Telecommunications, and Information Systems.  Millennium Solutions was a full-service consulting firm specializing in a wide range of engineering disciplines, ranging from Systems, Mechanical, Electrical, Hardware (FPGA), Civil, Manufacturing, and Structural Engineering. •	Client development, sourcing and recruiting, including identifying and interviewing candidates in a corporate capacity. •	Reviewed selection criteria with hiring managers, drafted Job Descriptions, conducted phone screens, and prepared candidates and clients for face-to-face interviews.   •	Developed and implemented strategies and practices designed to recruit top talent, supporting both current and future hiring needs.  •	Was first point of contact for clients calling into the company with requests, questions, and/or concerns.  •	Extended offers and negotiated salary.•	Retained S2 Verify to conduct complete background checks, scheduled 10-panel drug screens, physicals, and eye exams prior to the new hire’s start date.  •	Trained Recruiters on use of selected search engines, internet sourcing, and passive recruiting techniques to locate candidates with specific industry knowledge and required security clearances.   •	Built strong relationships with clients and became a value-added resource to their organizations. Clients included:                                                                                                                     Halliburton,		           IBM ,				American Airlines .	TXU,	   		          Briggs Equipment ,		Raytheon ,	General Dynamics ,	White Rock Technologies ,	Verizon ,Trinity Industries ,	    Lockheed Martin ,		Bell Helicopter ,Terex ,			   Texas Instruments ,		Trillium, Inc.

Millennium Solutions. Inc.

SABRE hired a team of four (4) experienced contract recruiters immediately after spinning off from American Airlines to form SABRE Decision Technologies the first airline reservation company in the US.                                                                                                                                                             Each of us was assigned to recruit IT professional to build specific areas of the newly formed SABRE organization.  I was hired to staff the SABRE IT Payroll and Benefits organization.  After much deliberation it was decided that SABRE was going to use the (then new) SAP modules for their HR technology center.  SAP was a new technology at that time and SABRE was going to be involved in doing the ‘beta test’ for the SAP Payroll module.                                                                                           I worked closely with SABRE management team in locating experienced ABAP programmers and interviewing companies that wanted to conduct training courses for the ABAP programming language.  I was fortunate enough to be asked to make several trips to London with the hiring managers for recruiting and training efforts. •	Worked closely with management team on SAP Career Development and Training.   •	Responsible for Recruiting SABRE's first SAP development team at a time when there were 25 SAP positions for every one person with SAP skills.•	Worked with Managers on Project Plans, as it related to staffing needs/requirements so that candidates would be ready as the Project Plan projected.  •	Worked with the SABRE legal team to develop a non-compete contract that the SAP team would sign prior to going through an extensive training program.

Jer Pleimling