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Contract and contingent executive search responsible for generating and pipelining technical and sales prospects for clients with a targeted focus on the wireless/telecom industry.  Passionate work ethic driving top-down prospecting opportunities targeting executive-level clients.  Extensive sales, business intelligence, web 2.0 lead generation, and business development.

Current Assignment:

Staffing Manager (Contract) - Huawei Technologies May 2009 - Present

Manage team of three recruiters and HR Generalist supporting the staffing activities for Huawei's NA organization.  Focus is on the implementation of recruiting processes and guidelines to impact recruiting productivity and cost-savings efforts.  Current Projects Underway:  1) Implement new vendor management system to coordinate the recruitment process for Huawei contractors and all high-volume recruitment projects; 2) Lead RFP efforts to implement nationwide Applicant Tracking System for Huawei Sales and Marketing, and R&D organizations throughout the U.S.; 3) Develop recruiting and HR reports to benchmark staffing metrics related to nationwide hiring activities:  a) On-boarding Effectiveness, b) Quality of Hire, c) Hiring Manager Satisfaction, and d) Source of Hire.

Responsible for high-level sourcing and recruiting initiatives supporting our F500 clients in the wireless and telecommunications industry.  Staffing and search strategist using variety of online resources, software and web-enabled tools and innovative Internet search techniques to discover highly-skilled passive leads. 

Application of performance-based interviewing practices to improve passive candidate results, increase assessment accuracy, determine on-the-job success and increase productivity. 

Reporting to the Sr. Director of Human Resources (Engineering), responsibilities focus on leading a team of recruiters in the nationwide support of T-Mobile's National Engineering organization, including the National Operations Centers and Product Development Teams.

Performance Management/Training:

Effectively implemented DDI's Targeted Selection Training program as a nationwide initiative to certify all Sr. Mgr and above employees within the Engineering organization.  Result:  80+ Managers trained in 3Q; immediate impact on T-Mobile's selection system process will be realized by the accuracy/equity of the hiring process.  4Q data (Recruiting Roundtable Survey - New Hires) will validate the overall success of this program on employee productivity and retention.

Capital/Expense Management:

Profitably managed Talent Acquisition budget to 96% of projected numbers in 2006 (YTD actuals).  2006 FTE Operating Expenses currently operating 12% below 2005 expenses due to restructured staff (effective mix of FTE/Contractor headcount) and efficient use of targeted sourcing strategy.  Result: cumulative annual cost savings of $250,000+ annual cost-savings.

Recruiting:

Partnered with the Programs Team in Q1 2006 to define standard process for national recruiting team that impacts the overall candidate experience (internal and external).  This process provides universal guidelines that ensure all candidates are given the highest priority with regard to their "experience" throughout the staffing process.

Reporting to the VP of Human Resources, responsibilities focused on achieving strategic HR staffing goals in alignment with Samsung Korea's world-wide initiatives, while providing immediate impact on tactical recruiting objectives in North America.  STA recruiting team outperformed all Samsung subsidiaries in 2005 with regard to Samsung's critical recruiting matrices:  Recruiting Efficiency Index (11%), Average TTF (41 days), CPH ($3,500), and Quality of Hire (based on customer surveys (6 month/1 year intervals) for all new hires into client organizations).

Key Achievements

Recruiting/Staffing:

In second week at STA assumed executive recruiting responsibility for VP-Wireless Systems position.  Identified three candidates within eight weeks who were presented to and interviewed by the President of STA; offer acceptance achieved in early February.  This position was critical to STA's future expansion efforts in the wireless infrastructure business, placing STA in a position to garner a large percentage of Sprint/Nextel's wireless network commerce.

Implemented staffing processes, namely, creative sourcing methods and prescreen strategies, to directly impact a 3-month TTF ratio.  Within eight weeks, 50% of the open requisitions were filled, resulting in Customer Feedback Survey scores of 90+%.

Vendor management responsibility for contingent workforce of approximately 700+ contractors; daily interface with ProStaff/Advecta (National Vendor Contract) for multi-million annual account. 

In January 2003, I was selected to join AT&T Wireless' Network Services division (internal customer) as an Operations Manager for the Dallas/Ft. Worth market (reference:  Ken Jehling, VP - Wireless Network Services (AT&T/Cingular). In need of a manager who could focus primarily on demanding personnel and employee development issues, I accepted the opportunity to manage the D/FW and West Texas team responsible for the daily maintenance and repair of wireless equipment at cell site facilities/towers (TDMA, GSM, UMTS) and switch operations.

My responsibilities included the oversight of all capital budget and expenses within the market, as well as the 24x7 on-call responsibility for the quality of service offered to our wireless customers.  Direct reports included two Field Operations Managers and one Switch Operations Manager, overseeing a team of 30 employees in this revenue critical market

Joined AWS in 1997 as a Recruiter supporting the Southwest Region, advancing to Sr. Recruiter and Recruiting Manager; provided leadership for a team of recruiting professionals dedicated to the nationwide recruiting support for AWS' Wireless Network Services division.  Daily management responsibility of five direct reports and administration of monthly recruiting budget and reporting matrices.

Customer-Relationship Management:

Developed partnerships with WNS leadership, implementing sourcing and recruitment strategies to guide the hiring managers through the complete staffing process, including a comprehensive behavioral-based interviewing platform.  Implemented programs to ensure an on-going pipeline of qualified candidates (developed through a detailed and timely schedule of advertising, career fairs/open houses, campus recruiting, Internet mining, networking, and community outreaches).

Circle of Excellence Achiever in 2001 - nominated by customers and peers for excellence in customer service.

Training

Working with South Region HR Business Partners, developed and led training to instruct new managers regarding the interviewing and hiring practices employed by the company. 

Provided leadership and training to staffing organization regarding state-of-the-art recruiting practices such as:  direct sourcing, candidate negotiation, candidate presentation, recruiting strategy, and recruiting/selection metrics. 

Diversity Initiative

Supported WNS leadership efforts to develop a comprehensive internship program focused on recruiting Native American Engineering students to summer internships at regional offices.  Worked directly with AISES (American Indian Science and Engineering Society) to recruit students from a variety of universities across the U.S.