Bridgette is a highly motivated Recruiting Program/Account Manager with over 15 years of Program Management, Staffing & Recruiting experience. Over the years Bridgette has obtained strong business acumen, gained exceptional assessment, organizational & candidate generation/sourcing skills. Bridgette is passionate about maintaining & building relationships with clients. Bridgette has the exceptional & unmatched ability to obtain competitive intelligence data in order to "swing" a candidate to the preferred employer of choice. Bridgette Brain storms strategies & processes developed specifically to target the candidates with the highest potential success rate all while being a consistent exceeder of all set recruiting goals put before her. In addition, Bridgette is trained & educated in the systematic & systemic identification & removal of barriers to individuals & organizational performance as well as many applicant tracking systems. Bridgette provides technical advice to managers in exercising their delegated classification authority & advises managers on the position classification process, the use of various classification references and automated tools. Bridgette reviews past recruitment practices and local labor market conditions on future staffing strategies. Bridgette uses her expertise to educate management on a wide range of staffing issues such as workforce shaping/reduction-in-force, special placement programs, recruitment methods, & special pay incentives; Bridgette is experienced in processes & instructs serviced customers on preparation & submission of personnel actions. Bridgette is also skilled & qualified to provide advice & assistance to supervisors, employees & personnel on basic management employee relations.
Human Resources Associations
• National SHRM (Society of Human Resource Management)
• Lake Washington SHRM (Local Chapter)
• Diversity Task Force (Washington State)
• Professional Women of Color Network
Galleon Distributed Technologies 2000
Discipline: Sales, Marketing & Business
Responsibilities included a wide variety of analysis, data & special
projects supporting the company's Executive forecasting plans. Departments
supported included Sale, Marketing & New Business Development.
Analysis related to company specific issues such as comparisons of market
quality, valuation visibility measure, business analysis & strategic
organizational development issues.
Coolhires September 2008 -January 2009
Senior Program Manager Recruiting Operations
Facilitated the recruiting efforts of CoolHires clients. Responsible for setting processes & training for specific lines of business sourcing/hiring & building of the infrastructure for consistent execution across Coolhires ROC's (Recruiting Operations Center). Managed program areas & maintained delivery against program objectives & implements proposals to improve program services & efficiencies. Additionally responsible for growing Coolhires revenue via new business development & maintaining a relationship based engagement model with potential clients. Builds external succession plans for strategic pipelining purposes. Program managed the identification/research process, calibration, & the client outreach execution process (client specific). Developed & drove the roll-out of Best Practices Training for supporting recruiters. Established, cultivated & maintained solid working relationships with current & potential clients. Maintained in-depth & up-to-date knowledge of relevant top companies & performed competitive research & analysis. Mentored & trains recruiters on effective recruitment search methodologies, best practices & Coolhires philosophy. Defined project plans, assembled resources, managed implementation activities & developed all processes associated with program rollout & ongoing support. Identified new opportunities & prioritized program needs based on business requirements & developed business cases for new initiatives. Successfully managed all aspects of program implementation working in partnership with client HR & recruiting teams. Represented Coolhires & candidate interests in the selection & implementation of external recruiting & vendors. Implemented, reviewed & monitored Service Level Agreements while providing ongoing feedback, & addressed all service delivery issues.
PROGRAM MANAGEMENT SPECIFICS:
Consolidated all portfolio applications sorted by multiple dimensions
Developed an estimation historical data process to be used within the organization
Directed team to gather historical data as defined for past projects
Translated data into a normalized data set & delivered trending analysis to clients for review
Developed an InfoPath data collection sheet for Project team members to complete to gather future project data
Microsoft (Corestaff) June 2007-June 2008
Virtual Senior Consultant -Senior Technical Recruiter
Flourished as an A-Z Full Cycle Senior Recruiter recruiting for the Global Foundation Services Groups developing overall recruiting strategies. Fully responsible for all aspects of the candidate generation process including working with other recruiters to establish strategies for specific positions, sourcing & conducting phone interviews. Responsibilities included Account Management for specifically the Global Service Group supporting Platform Products & Services Division (PSD) Group recruiting top talent into the roles of Program Manager, Architects Lead Software Development Engineers, Database Engineers & Systems Engineers.
Expedia.com (Volt) August 2006 -May 2007
Virtual Senior Consultant-Senior Recruiter Consultant
Partnered with hiring managers to develop, drive, & execute comprehensive
recruiting strategies designed to hire a broad range of candidates. Provided
front line internet /job posting sourcing, including making initial contact,
identified technical ability of prospective candidates. Managed candidate
process & acted as a candidate advocate. Evaluated skill level, managed
offer process, including reference checks, salary recommendations, offer
letter generation & offer acceptance/declines. Negotiate offers by
partnering with hiring manager, senior management, & other groups as
necessary. assessed hiring trends within the different business units
& drove changes to the recruiting process where appropriate while
providing client satisfaction. Positions recruited include: SDE's SDET's PM's
PAM's, PSE's ,DSM's & various Finance & Accounting positions.
Microsoft (Corestaff) January 2006-August 2006
Senior Consultant -Technical Recruiter
Developed overall recruiting strategies & was responsible for all aspects
of the candidate generation process including working with other recruiters
to establish strategies for specific positions, sourcing, conducting phone
interviews. Responsibilities included account management for specific product
lines or business units. Worked with COSD & Windows Client groups
recruiting top talent into the roles of Program Manager, Architects Lead
Software Development Engineers & Software Development Engineers in Test.
Amazon.com October 2004-December 2005
Senior Technical Campus Recruiter
Responsibilities included actively mining job boards, referrals, resume
database, & other active & inactive candidate pools to source, develop,
screen, & internally market top Technical Talent (specifically Software
Development Engineers, SDET's TTMP's & PM's) to specific hiring teams.
Developed & maintained strong working relationships with Amazon.com leaders,
vendors, community organizations, & other team members to create a
partnership that yields success, predictable results & credibility.
Developed & maintained a network of contacts to help identify & source
qualified leaders. Created & fostered relationships with Tier 1 schools
including MIT, CMU, GATECH, Dartmouth, UT Austin & Rice to attract &
recruit alumni & diversity candidates. Reviewed resumes & credentials for
appropriateness of skills, experience & knowledge in relation to position
requirements. Provided complete, accurate, & inspiring information to
candidates about the company & position. Created & presented prescreening
questions to hiring managers for collaboration & approval. Interviewed all
candidates presented for detailed interviewing by hiring managers, &
included the use of face-to-face behavioral-based interviewing methodologies.
The Boeing Company January 2001-October 2004
Senior Account Manager/Recruiter
Recruited top Technical Engineering talent on campuses across the United
States. Empowered to drive The Boeing Company's recruiting relationships on
the professional side of the house as well as on college campuses, resulting
in a continuous candidate pool of the "right talent" at the right time.
Program Managed projects enterprise wide specifically as it relates to
Global Staffing to ensure compliance of The Labor Department's Office of
Federal Contracting Compliance Programs (OFCCP) as well as defining clearance eligibility. Establishes & maintains partnerships with both Colleges & Hiring Managers in support of partnering with Historically Black Colleges & Universities including, Spelman, Clark Atlanta University, Morris Brown, Morehouse, Georgia Tech as well as
internal relationships with Executive Focal & supporting Business Unit Representatives.
Discipline: Engineering & Business
Recruiting: Industry experienced & New College graduates Technical
term hiring requirements
(Relationship & Recruiting Strategies)
Drugstore.com May 2000-December 2000
Discipline: Technical Engineering ,Business & Marketing
Sourced top 5% Technical candidates through internet posting boards,
employee & alumni referrals, networking & other alternative recruitment
sources Strategize with partners & hiring managers to discuss both short
& long term needs & developed multifaceted recruitment strategies. Built
& maintained strong working relationships with partners & hiring
managers. Reviewed descriptions of job opportunities & accompanying
compensation schedules to ensure consistency with Drugstore.com guidelines.
Interviewed applicants & gathered all necessary information regarding
education, experience, training, job skills & salary requirements.