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Playing with our 4 dogs, working out, reading business books & magazines, professional development, etc.


Consultative Sales Focus on Candidate & Client Side / True Partner to Clients & Hiring Managers / Strong F2F Presentation Skills / Social Recruiting Acumen (Social Networks, Video, Mobile, etc.) / Recruiting Metrics Identification & Implementation / Talent Pipeline Development / Passive Talent Sourcing & Recruiting

Consistent record of excellence in all areas of Talent Acquisition within a broad category of positions and roles (Marketing, Sales, Technical, Engineering, Operations, Management, etc.) to include developing talent pipelines, consulting on the hiring process and positive interviewing, leveraging social media channels (FB, Twitter, LI Groups, etc.), enhancing the lure of the job description to more adequately attract top talent, incrementally massaging technology into current Talent Management processes (Jobvite), etc. Ability to close top talent on “making the move” through a consultative, trust-building approach to identifying the prime movers of the candidate, such as short & long-term goals, career-path consulting, etc. Strong ability to develop rapport and respect with Line Management & SBU Leaders due to knowledge of business issues beyond Recruiting. Proven success in dealing with all levels of management. Former USMC Platoon Sergeant.

Skills: Outstanding follow through and customer commitment; Decisive management style; Brings professionalism to organizations; Articulate and persuasive communicator verbally and in writing; Manages multiple complex assignments simultaneously. Driven to succeed.


- Contributing Blogger, (Top-ranked Talent Management Blog) |

- Expert Panel Member, Executive Acquisitions, Human Capital Institute |

- Founding Panel Member, SHRM Social Medial Taskforce (HR-Related) |

- Ranked #13 on’s “Top 25 Online Influencers in Talent Management” |

- Ranked #19 on’s “Top 25 Most Influential Online Recruiters” |

- Original “Careers Online Community Manager” for Fast Company Magazine | During 2010, presented at several Local (Southeastern) SHRM Chapters on “Hiring Disabled Veterans” and “Transitioning Veteran Psychology”.

Work experience

Sep 2006Present

Senior Recruiter

Knight & Bishop Search & Strategy

Selected Accomplishments:

(Recruiting Breadth):  Seven years Recruiting & Talent Acquisition experience, assisting numerous small, mid, and large-cap companies (multi-national) with Executive Search Projects and Contract Recruiting Assignments, including SGS, Bureau Veritas, TUV,  Philips Medical Systems, Hewlett Packard, Alliant Techsystems (ATK), Raytheon, L-3 Communications, Hamilton-Sundstrand, Motorola, Zep, Tandberg Television, etc.

(Clandestine/Confidential Sourcing:) Managed confidential recruiting project for top Defense Contractor seeking to recruit several critical talent pools from “Contract Partners” (Pre-contract).  (Results: Provided names, titles, contact information for all ‘critical’ talent pools to confidential Client (~70 Leads), established initial contact with Candidates without identifying Client (to gauge ‘candidate warmness’ to new opportunities); 11 hires were made within 4 month-period with more to come over next 12 months.

(Recruiting Project Management):  Managed large-scale Competitive Intelligence (Staffing-related) project for Google.Primary Goal was to identify entire Deloitte & Touche LLP’s ‘Strategic-Sourcing’ architecture, processes, and staff members.  Secondary goal was to identify and begin recruiting conversations with Staffing candidates at Mckinsey & Company, Bain & Company, Pricewaterhouse Coopers, and Boston Consulting Group.  (Results: Provided 30 page outline of Deloitte’s entire Strategic Sourcing architecture and sourcing/recruitment processes.  Identified and initiated contact with ~90 members of Deloitte’s Strategic Sourcing & Contract Recruitment Staff Members in an effort to gauge their receptiveness to Google.  Identified and initiated contact with ~50 Candidates from above-mentioned Global Consulting Firms.)

(Recruiting Urgency/Ability-to-Deliver):  Filled 17/20 high-level WMS/OTM functional consulting positions over 90-day period for leading Transportation Consulting Firm. Carried up to 50 total requisitions at one time (15 “Hot/Critical”, 20 “Priority”, and 15 “Future Pipeline”).

(Industry Recognition):  Presented at 6 Major Recruiting Conferences during 2008/2009/2010.  Presented on various topics to help Recruiting/Talent Acquisition become more strategic, such as: 1) Managing projects in which QOH (Quality-of-Hire) is more important simply reducing CPH (Cost-per-Hire) and TTF (Time-to-Fill), 2) Ranking which roles are most critical/pivotal to competitive advantage, 3) Building a consultative relationship with Hiring Managers, 4) Architecting & executing a Social Recruiting strategy to accompany all other efforts, etc.  Listed as one of the top speakers at Sourcecon 2008 (Atlanta, GA), Kennedy Information’s Recruiting Conference 2008, and R4 (Recruiting/Regulations/Retention/Risk Management) 2009.

Example Presentation (“Talent Acquisition’s Modern Day Renaissance”):

Jan 2006Sep 2006

Account Director, Technology Practice

KForce Professional Staffing

Full life-cycle Staffing Specialist (Business Development & Recruiting) for this $1 Billion USD Staffing Firm headquartered in Tampa, FL.  Decision was made to disband Technology Direct-Hire practice in Atlanta due to recessionary economy and contraction of Atlanta market.


Director, Client Engagement

Enviant Search/Tech Ventures

Staffing Project and Search Firm focused on filling niche (extremely difficult-to-fill) IT & Engineering positions, in addition to Executive Search at the Director-level +.


Senior Buyer

Supervalu, Inc.

Held increasingly responsible positions as Account Manager (1999 - 2000) handling the $4.7B USD KMart account in the Southeast Region,  Purchaser/Merchandiser (2001 – 2002), Interdivision Transfer Manager (2002, Concurrent Duty during regional re-consolidation) for this Fortune 100 company operating as the 11th largest food retailer and the nation’s leading wholesale distributor in sales volume.


Platoon Sergeant

United States Marine Corps

Held responsibility for morale and welfare of 37-member Infantry Platoon (Special Operations Capable) with 36-hour worldwide mission.

  • Distinctions: 2 Navy Achievement Medals (1998, 1999) | 3 Certificates of Commendation (1996, 1997, 1998)  3rd Marine Division “Marine of the Year - 1996”
  • Soft-Skills Training: Junior NCO Leadership Course (“Corporal’s Course”, 5 weeks in 1997), Senior NCO Leadership Course (“Sergeant’s Course”, 9 weeks in 1998) – “Honor Graduate” (ranked 1 of 24)