Work History

Work History
May 2011 - Oct 2011

Technology Talent Identification & Acquisition Consultant

Advantage xPO (RPO for PNC and Deutsche Bank)
  • Responsible for the discovery/identification of Information Technology talent for 2 prestigious financial services accounts: PNC and Deutsche Bank
  • Responsible for the research, identification and engagement for the following positions: Software Engineer II, Sr. Software Engineers, Lead Software Engineers, HTML/CSS Developers, AVP & VP OBIEE Developer/Architects, AVP .NET Developers, AVP Lead Development Tools Engineer, VP, Oracle Coherence Java Architect Lead, VP Enterprise Architect, VP Solution Architecture Framework, VP SOA Java, VP Application Development Manager, Data Modelers, Data Analysts, Data Architects, Database Developers, Sr. Technical Project Managers, WebLogic Administrators, Linux Administrators, PeopleSoft Developers, PeopleSoft Business Analysts, Technical Operations Analyst, Sr. Hyperion Essbase/Planning Application Administrator/Architects
  • Presented Follower Wonk demo tutorial session to the talent acquisition team
  • Presented Sourcing Session to PNC’s talent acquisition team covering the topics of: LinkedIn, Implicit Search, Power Search for Resumes, X-Ray Search, Researching & Retrieving Email Addresses, Natural Language Search, Semantic Search, Organizational Mapping and Diversity Sourcing
  • Created a PowerPoint slide deck for an IT talent hiring landscape project for Deutsche Bank
Feb 2011 - May 2011

Global Talent Sourcing Specialist

Schawk
  • Responsible for the discovery/identification of talent for current business critical needs as well as pipeline development initiatives for future needs. This includes performing the following: company/keyword research, name and company list generation as well as resume and social media profile replication, identification, selection and practical use of new/existing tools in the areas of: information gathering, automation, search engines, general and niche job boards, resume databases,social media and competitive intelligence tools
  • Created and submitted 1st draft presentation on recommending new recruiting/sourcing tools to help shape the future of our industry
Jun 2008 - Feb 2011

Corporate Recruiter, Americas

Premier Farnell
  • Perform full life cycle recruiting activities which includes and is not limited to: initial meeting with hiring manager to understand functional hiring needs, position specifications, search requirements, job spec design, utilize appropriate job boards/sourcing channels and prescreen, interview candidates of varying levels and classifications (i.e. exempt and non-exempt positions), keeping hiring managers and candidates engaged in the recruiting process and extend offers
  • Perform research on the talent climate of various geographies to identify potential companies and where the talent lives and breathes
  • Partner with internal clients such as HR Business Partners, Line Managers and Leaders to ensure that business goals and needs are prioritized into recruitment and selection activities
  • Drive and manage the interview process to ensure timely responses to all parties and to keep the momentum throughout the interview/hiring process
  • Successfully filled 85 positions from a period of February 2010 to January 2011 and positions include but is not limited to: Help Desk Analysts, QA Analysts, Unix Administrators, Business Analysts, Windows Engineers, Global Network Services Technical Team Lead, Java Developers, SQL developers, Database Developers, Business Intelligence Developers, SOA Architects, Project Managers, Program Managers, Business Process Change Managers
  • Presented Boolean & Search Fundamentals WebEx session to the talent acquisition team
  • Project lead for 3 value-added projects: Glassdoor ratings whitepaper to assess the external impact of our recruitment brand, social media recruiting whitepaper (business benefit case) and measure source of hire and source effectiveness to determine how we leverage resources
Oct 2006 - Apr 2008

Research and Recruiting Representative

The Bradford Group
  • Responsible for candidate sourcing, lead generation and research for all areas within the Bradford Group/Hammacher Schlemmer for the Talent Acquisition team
  • Perform research on Google Sets, aggregator tools such as Indeed and Simplyhired to identify popular keywords potential candidates might use in their job search as an overall attempt to increase page view traffic and click-thru%
  • Apply SEO techniques and expand keywords in the job posting ad to generate 1st or 2nd page ranking from job board listing results
  • Created over 100+ search strings on various search/meta-search engines: Google, Yahoo, Live, Exalead, Gigablast, Jux2, and Twingine
  • Assigned cold calling projects to actively identify, qualify and forward viable candidates to 2 employment consultants and Director, Talent Acquisition & Retention
  • Partner with recruiters to generate ideas, leverage resources and share information to facilitate an effective search process
  • Update applicant tracking system workflows, generate applicant detail reports and YTD recruiting metrics/statistics to measure efficiency and productivity
  • Utilize competitive research tools such as: Hoovers, Manta, Alexa, Businesswire, and Zoominfo to build target lists of people/companies and stay current with industry trends, developments and changes
  • Perform full life cycle front/back-end recruiting activities which includes and is not limited to: initial meeting with hiring manager to understand functional hiring needs, position specifications, search requirements, job spec design, utilize appropriate job boards/sourcing channels and prescreen, interview candidates of varying levels and classifications (i.e. exempt and non-exempt positions), keeping hiring managers and candidates engaged in the recruiting process and extend offers
  • Read recruitment articles to improve upon our existing recruiting processes and metrics reporting capabilities
  • Actively parse resumes into Staffingsoft applicant tracking system and maintain database integrity of 17,000+ contacts
Aug 2002 - Oct 2006

Human Resources Associate

The Bradford Group
  • Pre-screen resumes and schedule interviews for open positions
  • Present company overview/policies & procedures info during new hire orientation
  • Created an exit interview data tracking spreadsheet to track responses
  • Created a new employee orientation handbook for Hammacher Schlemmer
  • Prepare YTD analysis of total recruitment hiring expenses for all business units at Bradford as part of 4 year employee analysis
  • Generate all offer and acceptance letters for exempt and non-exempt positions
  • Coordinate background checks and perform pre-employment reference checks for exempt and non-exempt positions
  • Coordinate college campus recruiting events and administrative coordination of on-site visits
  • Insure accurate and timely update of: intranet, job listing, job descriptions, recruitment sourcing guide, employee credentials, candidate flow data, orientation calendar, new hire orientation booklet, employee referral bonuses.
  • Post open job ads to various recruitment sources: intranet, major job boards, niche-specific sites, career association sites, and target colleges as a way of improving our human-resource talent pool
  • Generate recruitment reports and track recruiting statistics in Excel and Staffingsoft
  • Coordinate candidate travel arrangements and create candidate travel itinerary packets

Education

Education
Jan 1996 - May 2000

Human Resources Development

Northeastern Illinois University

Skills

Skills

Mining from LinkedIn

Strong information retrieval skills in searching inside LinkedIn and outside of LinkedIn via X-Ray search (Google, Bing and Yahoo). Delivered presentations (1-1 and groups) in how to leverage LinkedIn. In my spare time, I experiment with various searches, techniques and methods.

Technical Recruiting

Have sourced/recruited for the following positions:   Help Desk Analysts QA Analysts Unix Administrators Business Analysts Windows Engineers Global Network Services Technical Team Lead Java Developers SQL developers Database Developers Business Intelligence Developers SOA Architects Project Managers Program Managers Business Process Change Managers Software Engineer II, Sr. Software Engineers Lead Software Engineers HTML/CSS Developers AVP & VP OBIEE Developer/Architects AVP .NET Developers AVP Lead Development Tools Engineer VP, Oracle Coherence Java Architect Lead VP Enterprise Architect VP Solution Architecture Framework VP SOA Java VP Application Development Manager Data Modelers Data Analysts Data Architects Sr. Technical Project Managers WebLogic Administrators Linux Administrators PeopleSoft Developers PeopleSoft Business Analysts Technical Operations Analyst  Sr. Hyperion Essbase/Planning Application Administrator/Architects 

Full-Life Cycle Recruiting

Perform full life cycle recruiting activities which includes and is not limited to: initial meeting with hiring manager to understand functional hiring needs, position specifications, search requirements, job spec design, utilize appropriate job boards/sourcing channels and prescreen, interview candidates of varying levels and classifications (i.e. exempt and non-exempt positions), keeping hiring managers and candidates engaged in the recruiting process, stakeholder management in managing expectations across and raising issues upwards and extend offers.

Sourcing

X-raying, Flip Searches, Filetype Extensions, Harvesting, Peelback, URL Manipulation, Extended Boolean, Configurable Proximity, Corporate and Personal Email Address Formats, Implicit Search, Natural Language Search, Semantic Search, Reverse Image Search, Power-Search for Resumes, Power-Search for People, Organizational Mapping, Search Engine Boolean Operators, Modifiers, Characters and Field Search Commands.