Florida Atlantic University

My talent is finding talent

Starbucks

Contract Recruiter

Combination of onsite and remote. 

Multiple long term contracts with Fortune 500 corporations 

Manage the full life cycle recruiting process, driving the process for all involved (Hiring Managers, HR, interviewers, candidates)

Lead Hiring Manager/HR intake meetings, educating all participants on roles and responsibilities

Develop and implement sourcing strategies (direct sourcing, internet recruiting, networking, research, etc.,) as well as management of any third party search partners

Implement adequate candidate assessment tools into the process, while educating interviewers on how to leverage interview methodology

Ensure that candidates have a positive experience throughout the hiring life cycle

Build strong relationships with Hiring Managers, serving as a subject matter expert while influencing, guiding and driving the recruiting process

Provide consultative search recruiting services; including research, market intelligence, sourcing, candidate development  assessment.

SerpaNet.net - (Various Contracts)

Senior Corporate Recruiter

Responsible for developing recruiting strategies designed to identify qualified candidates through various networking tools such as Twitter, Facebook and LinkedIn.

Utilize various social and professional sourcing venues in order to elicit leads and direct connections with decision makers

Heavily involved in negotiating Professional Services contracts, bill rates, employee pay and salaries

AMN Healthcare

Senior Recruiter - RPO

9 times out of 10, your resume will land on a recruiter or human resource professional's inbox and remain there for days versus your intended audience, the hiring leader. And in this economy, your resume might be one of hundreds for a single open position. Will your resume pass the scrutiny of a recruiter or human resource professional? Or, will your resume land on the “no” pile?

As recruiters, we have seen many thousands of resumes. Sadly to say, most never catch our attention. And of the few that do, a majority will quickly lose our attention.

What are the secrets of the few that catch and hold our attention?

Hire N Hire, created by seasoned corporate and agency recruiters, is a by-product of helping many of our friends land in the “yes” pile.

HirenHire

Career Consultant

•	Developed close partnerships with hiring managers, universities, vendors, and user groups to that yielded successful results in the form of visibility, increased response to job postings and expanded the reach to referrals.  
•	Conferred with hiring leadership to identify personnel needs, workforce planning strategies, and search assignments. 
•	Supported a multi-branch strategy of staffing to for the East Coast Region including travel for face to face interviews, video conferencing and Skype in order to maintain head count levels
•	Leveraged online business development sources, extensive web networking 2.0 experience, extensive professional network and professional ties to identify, recruit and retain top talent. 
•	Provided guidance to hiring leaders (VP’s, Operations Directors and Senior Sale’s Directors) across three distinctly different business units, relating to direction of sales processes and programs including initiating a non-paid college internship program.
•	Involved in key initiatives that reduced operating budget by eliminating the need for outside staffing firms,

Senior Talent Acquisition Specialist

Increased Profitability by Providing High-Level Recruiting Support Strategies
A proven ability to develop and implement recruiting strategies that supported business and financial objectives. Led key initiatives that reduced operating budget and contributed to the companies overall success. 

Recognized as an expert in applying new tactics to increase business flow and direction.
Respected leader, able to build highly motivated teams focused on achieving revenue goals. Kept up-to-date with changes in the industry through continuing professional development.

• Strategic/Tactical HR Planning • Statistical Modeling and Recruiting Strategy Analyses • Referral Processing • Candidate Networking • Direct Sourcing • Internet Sourcing • Initial and Advanced Screening • Exempt and Non-Exempt Professionals (Technical & Non-Technical) • Behavioral Interviewing • Salary Negotiating • Candidate/Applicant Tracking Systems (Send-Outs) Pre-Screening • Testing • Vendor Selection and Management

Shiloh Friend