Nicole Daniel

Senior Corporate Recruiter, (Staffing Agency Recruiter, Regional Recruiter, High Volume Recruiter, Talent Acquisition Partner, Account Manager, Leadership ad4aui@r.postjobfree.com

+1-817-***-****

To obtain a position within a company that I can utilize my professional experience in the talent acquisitions/recruiting,staffing/ recruitment field and be an asset to that company. Ensuring that I can broaden my horizons with potential to grow within the company and increase my knowledge within the industry. I have both corporate and agency experience, full cycle, high-volume, and knowledge that can be applied to varied industries.

Willing to relocate: Anywhere

Authorized to work in the US for any employer

Work Experience

High Volume Recruiter

Medicare/Wheeler Staffing - Remote

October 2022 to 2024

I was recruited by Wheeler Staffing to interview for a short term three-week high value recruiting project with Medicare and was hired by the HR Director. The positions I recruited for were enrollment representatives, and sales support representatives. All positions were remote and required candidates to have call center experience (for the sales support position outbound experience was required) as well as customer service and sales experience. My position was full cycle recruiting, including sourcing applicants from 48 states (indeed, LinkedIn, Greenhouse (ATS system, hosting open house and on the spot interviews via indeed twice a week). Selecting and pre-screening qualified candidates for each role.

(Via interest from job board posting, and direct application in the ATS requisitions) Reviewed candidates resume and years of experience. I would then schedule phone screenings with candidates to go over the description of the job and the requirements and which the candidate would need to have. Passing prescreen applicants would then be uploaded into the designated hiring requisition and emailed the company's application to complete, and Calendly link to setup interview time with me via zoom. Updated Greenhouse thru the hiring process. Emailed candidates job description, tracked all new hires via MS Excel spreadsheet and updated ATS system if candidate was hired or declined. Emailed new hires job description, training and work hours, onboarding instructions and information regarding company equipment, and reminder of their start date. My daily goals varied between 60-80 new hires a week due to open enrollment season for benefit coverage. Used MS Excel, Outlook, Greenhouse, Slack, Zoom, and GIS.

LinkedIn and Indeed daily. Updated daily hires on team spreadsheets and attended daily end of day meetings providing updates, any changes, and day and weekly goals. Daily goal was 7-10 complete hires. I achieved both daily and weekly goals, hiring the best matched candidates for this position. I went above and beyond, taking consideration for my new hires (each candidate I hired was aware of what their day to day would look like ) and breaking down the position and how to approach each call. I would do an example situation, and then provide feedback. This created my new hires to be successful in their position and also help the companies turnaround report. Senior Corporate Regional Recruiter

7-Eleven (Corporate Stores) - Remote

February 2022 to September 2022

In my role as a senior corporate recruiter, I performed full-cycle recruiting, and high-volume recruiting, filling positions in management, retail associates, and admin roles. Including strategic sourcing and innovative recruitment development of candidate pipelines, candidate assessment and presentation, negotiation of the offer and successfully filling positions with tough to find talent. I was assigned 3 major areas in the Northeast region states. Each region consisted of up to 15-20 stores, daily I maintained staffing needs and requests for 50 stores. Developed solid relationships internally with corporate leaders, HR Business Partners, area leaders and store managers. Consulted with each store manager to obtain workforce planning, (job description, pay rates, availability needed), in which I could provide a proactive pipeline development to meet anticipated needs. My job consisted of full cycle recruiting, from strategic sourcing, phone screening applicants, scheduling interviews for store managers, to onboarding. Maintaining over 100 requisitions, conducting 3 area calls per work to retrieve weekly staffing updates from all store managers and for me to provide the store managers and area leaders with any system or staffing changes. I utilized the following systems daily: ICIMS/Hire Right (ATS), MS EXCEL, Career Sites, Outlook, ServiceNow, and MS Office Systems, and GIS) Team's. Each week prepared a weekly staffing report for all 50 stores tracking hires and new staffing needs for each store. While my time working at 7- Eleven corporate. I made sure to maintain a personal rapport with all 4 area managers and store managers. Communication was the key to my success working there as a Regional Recruiter. I was able to balance 4 area managers, over 60 -80 store managers, and 100 plus stores. I implemented a simple plan introduce, state my reason to the managers as of why I was here(which was to make their life simpler and focus on the store), sending out a report weekly that split each 4 areas and the store number and store manager attached to it. The initial email with my introduction, also had questions for them to introduce themselves and their stores needs. (i,e, best way to contact them, best day(s) and timeframes to set up interview. # of current staff and # of staff needed within a section of the store, and the working hours. Every week I had a separate call with all 4 areas and discuss updates on the ATS. (store managers had limited access to the ATS. )These meetings were great for feedback,providing updates, discussions of staffing follow up and learning so many different personalities, and understanding the smaller market within some of my regions. The weekly report showed new hires hired that week, the store number, also there was a request box in this Excel spreadsheet where the store managers either while on a group call could type in their request for FT,or PT new hires and what shift was needed, if it was an urgent hire there was also an area on the spreadsheet where urgent hires would go. I worked to maintain all urgent hires were completed first based on time management and deadlines and proactively would set up post for another position and maintain the ATS updates in the hiring process. I was able to meet all necessary requirements and meet my request and immediate request weekly. High Volume recruiting demands multi tasking, time managements, strategic sourcing, and a way to cast the net out to several job candidates. I succeeded on both sides of my role. I provided the company with the best, qualified, and dependable candidate for the job, and served my candidates with placement in a position that matched their skill sets.. This allowed the candidate sto succeed in their new position and gain new skill sets. Team Lead Recruiter, Talent Acquisition Partner, Account Manager ADASTAFF - Arlington, TX

November 2020 to March 2021

In my role as Corporate Recruiter, I worked on staffing our major client AT&T call center, filling positions such as CSR reps, retention, IT support, retention and billing and sales. I simultaneously staffed for a local phone company, filling technical roles such as IT development, programmers, IT support and etc. also managed and trained a team of recruiters and coordinators. (Teaching how to track, follow-up, strategic sourcing methods, and the short-list term for interviewing and how to use functions in the ATS, and meet metrics, introducing innovative methods of recruitment. Sourced, posted job ads, phone screening. Conducted all new-hire training on development of their new positions functions, customer service interaction and all system usage in their particular working role/, I worked closely with hiring managers, TAPS. Conducted phone screening, and phone interviewing. Initiated background screenings, administered drug test and setup 3rd party payments. Reviewed and validated work history set or arranged final interview with hiring managers. Completed all onboarding paperwork, including I-9's,

(some applicants completed paperwork inside of the office bringing the two forms of identification, others have option to use E-Verify or DocuSign. These options were explained full to every candidate, in which each applicant would know how to complete forms. In my role here I also recruited for a cell phone company. Recruiting job position such as activation representatives/sales representatives/ retention representatives and customer care representatives. Lowe's Contractor Recruiter

Engage2Excel - Mansfield, TX

August 2020 to November 2020

At Excel2Engage I was hired on as a recruiter to work a contract position with Lowe's. As a recruiter I was assigned to fill all open positions for 3 Lowes store locations. (Filling all openings in the store from customer service dept, cashier, hardware, plumbing, gardening electrical, lumber, lighting and etc. This also included supervisors for each dept. Working closely with each store, Talent Acquistion Team, to complete each stores staffing intake report. This allowed me to identify the best applicant for each job role. Using strategic sourcing technics, and innovative recruiting methods I was able to build and maintains a network of potential candidates to generate a high-volume, high- quality pipeline of candidates under tight timelines for multiple hiring managers. This role was a full cycle recruiting position. After identifying the top talent for the positions, I used the short-term list method to identify the top 3 candidates. Scheduled phone interviews, after verifying candidates work experiences, and availability. I then interviewed and extended verbal offers and scheduled drug testing, and new hire orientations with the candidates. Updated each candidate's profile positioning within BrassRing (ATS) and maintained all daily reports, end of day reports, interview guides and daily intake forms(spreadsheet). Worked closely with the stores Scheduling Assistant and Talent Acquisition Partner. In my role as a recruiter my daily systems include application tracking system (BrassRing), Excel, Outlook, MS Teams, RingCentral, and Daily form.

Senior Talent Acquisition Specialist/Project Manager/Safety and HOS Trainer PCS Trucking & Logistics

March 2014 to February 2020

As a TAP my job consisted of identifying top talent and talent placement. I proactively used strategic sourcing methods to identify the best talent for the open position. I posted job roles on different job boards, partnered with the hiring manager to understand the talent needed. I maintained a pipeline of over 40 requisitions. (Hiring OTR, Local, Regional, designated routes and hazmat divers, Contacted candidates and presented the job role and description; managed candidate pipeline, briefing and debriefing candidates. I would also conduct phone screenings on applicants to obtain information on work history, training, education and job skills. Evaluate candidates based on experience and qualifications as the right fit for the position and company. Coordinated and scheduled phone and onsite interviews between candidates and hiring managers. Completed all onboarding paperwork, including I-9's, (some applicants completed paperwork inside of the office bringing the two forms of identification, others have option to use E-Verify or DocuSign. These options were explained full to every candidate, in which each applicant would know how to complete forms. Communicate with candidate's employment opportunities and the consideration and selection process. I also worked hand in hand to broker deals for the company on trucking deals to benefit the company financial. Availability. Another part of the job knows the weather of all your drivers' locations to flag potential issues. Conducted all new hire orientation and safety training. (Including the breakdown of benefits, I-9 paperwork, payroll, fines and fees, hours of service. Trained all new recruiters to the company on recruitment procedure, how to utilize job boards, freight/broker boards, assigning routes to designated certified trainers, and how to track and keep up time keeping and reporting. I also conducted training class on safety and HOS, to all, new hire drivers.

(Explaining DOT rules and regulations, for drive hours, breaks and reset depending on the classification of the driver. (I. E. Local driver, area driver, regional driver, and over the road driver) Covered fines, laws, and what to do in case of an accident. I was promoted 4 times and moved with the company helping expand the company's market, continue to keep a rapport with our accounts as an account manager, and continue to conduct safety and hours of service class for all new hires. Contract Recruiter

Amazon Distribution Center - Fort Worth, TX

January 2014 to February 2015

At Amazon as a contract recruiter, filling manufacturing positions and technical positions. (Technicians, warehouse workers, assemblers, quality control and etc.) my duties were full- cycle recruiting, sourcing, from the Amazon database,and use of Taleo (ATS system), job fairs, partnering with community partners/ workforce centers, job board searches, and screening walk in applicants at our open house center on site. Completed all onboarding paperwork, including I-9's, (some applicants completed paperwork inside of the office bringing the two forms of identification, others have option to use E-Verify or DocuSign. These options were explained full to every candidate, in which each applicant would know how to complete forms. I also filled positions including warehouse workers, supervisors, and some admin and office positions. I assisted applicants from the application process, interviewing, onboarding, background screening, conducted drug-screening, new hire paperwork, and orientations. Daily use of HRMS systems and ATS systems, MS Excel,Taleo, ADP, Workday. Our regional manager asked for us to think outside of the box. At Amazon I do believe I am the first and only person that may have done this in the history of Amazon. I worked closely with Catholic services for transportation for two shifts to pick up and also to drop off. I also worked with a domestic violence shelter in downtown Fort Worth, that house single women and children. I went and I did ask for permission from my manager if I could carry on with this project this was a personal project to me and he said if I could provide transportation and be able to come out with at least a hundred people he would be impressed. I coordinated with overseer of the domestic violence shelter a exact date that I would come along with one of my coworkers which was the only one that was willing to come with me to set up a job fair at The domestic violence shelter. I came prepared with multiple laptops multiple drug testing equipment, and as well as my coworker that agreed to come with me. This facility also had a computer lab which was great so more people would be able to apply take the test. The outcome of this passion project ended up in $156 hires that passed drug testing background checks and had a high school diploma or ged. This job as I stood in front of these young ladies I let them know was a seasonal position with a possibility to go permanent. A seasonal position at Amazon can sometimes be three to six months, and in 3 to 6 months a person in a position as these women were could be life-changing. Catholic services did provide the transportation for two shifts . I would see these women come in to work because all the recruiters were in the front of the distribution center. Before they would come in they would stop by the window and they would wait and just give me a smile and say thank you so much, you have changed my life. There are times being a recruiter it could be a contract position and it's your last day at work but you're hiring someone else for a job you must keep it professional at all times. But in this experience with the domestic violence shelter. I marked this experience the most life-changing experience I would ever have in my tenure of recruitment. I will always be grateful for my regional manager for allowing me to act on this, because it had never been done before. There were stipulations which was it could not cost Amazon a dime. That's where Catholic services really stepped up and helped this idea happen with the transportation and I was on a team of 15 recruiters and only one came with me so I packed my car she packed her car. That was the groundbreaking moment I have had and that has kept me going in this industry. When I was offered to go permanent I did decline. Engineer/ Technical Recruiter Lockheed Martin / Safety Trainer E-Trans Staff

(Lockheed Martin, E-Trans) - Fort Worth, TX

December 2010 to January 2012

I was placed thru Staff One to work a 6-month assignment with E-Trans. E-Trans my position as a recruiter/ safety trainer consisted of full cycle recruiting for OTR (Over the Road) Regional drivers, and local drivers. I posted job ads, sourced, pre-screened, scheduled interviews for the hiring manager. Twice a month I conducted new hire orientation, and safety/hos class. Utilizing the company's ATS (Workday), and MS Excel to track candidates' steps in the hiring process. I also handled disciplinary write ups for drivers that did not comply with safety/hos regulations per the DOT.Completed all onboarding paperwork, including I-9's, These options were explained full to every candidate, in which each applicant would know how to complete forms.

Lockheed Martin was also a 6-month assignment. In my role as an Engineer/Tech recruiter, I work to find and hire the best candidates for available positions. They may also be responsible for helping engineers advance their careers by identifying opportunities within the company or elsewhere. As an engineering recruiter, I spent most of my time networking, researching candidates, and meeting with potential hires. They must have a strong understanding of the engineering industry in order to identify the right people for each position.

• Interviewing candidates to assess their qualifications and fit for the position

• Conducting reference checks to ensure that candidates meet the employer’s standards for professionalism and integrity

• Working with hiring managers to create job descriptions, posting positions, and reviewing resumes

• Determining the best way to attract qualified applicants by using job boards, social media, or other recruitment methods

• Arranging interviews with hiring managers to present candidates who have been selected for hire

• Coordinating with human resources departments to manage employee data, such as updating resumes, tracking attendance, and creating payroll records

• Maintaining relationships with hiring managers and other contacts in the hiring process to ensure that candidates are screened effectively and efficiently

• Interviewing candidates to assess their qualifications and fit for the position

• Preparing offers and negotiating terms of employment contracts I filled technical i.e., engineers, programmers), and manufacturing i.e., technicians, painters, welders etc.). My day to day varied, 2 days out of the week, I worked in our welcome center. (Applicants that were invited to come in and begin the application process with Lockheed Martin, would report to the welcome center) I would assist the candidates with the application process and testing. This was a full cycle recruiting position, sourcing, posting job ads, pre-screening, interview scheduling, scheduling drug test appointments and initiating BGC (background checks), and onboarding. I Completed all onboarding paperwork, including I-9's, (some applicants completed paperwork inside of the office bringing the two forms of identification, others have option to use E-Verify or DocuSign. These options were explained full to every candidate, in which each applicant would know how to complete forms. worked closely with the each hiring manager ensuring the best potential is presented based on the hiring managers description of qualifications, and availability the employee would need to have. Education

Bachelor's degree in Mass Communications

Florida State College - Jacksonville, FL

January 2002 to December 2004

Skills

• Property management

• Databases

• Recruiting

• Desktop Support

• Merchandising

• IT Support

• ATS

• DocuSign (6 years)

• Job Fairs (2 years)

• Human Resources Management

• Negotiation

• Interviewing

• Google Suite (6 years)

• PCI

• Project Management

• UltiPro

• Internal recruiting

• External recruiting

• System Administration

• Event Planning

• Active Directory

• Workday

• Taleo

• Analysis skills

• Gardening

• Technical Support

• Teaching/Training (6 years)

• E-Verify (7 years)

• Kenexa BrassRing

• Employee Orientation

• iCIMS

• Accounting

• Google Docs (7 years)

• Drug Testing Administration (3 years)

• ADP

• Performance Management

• Sourcing

• PeopleSoft

• Adobe Acrobat

• Help Desk

• Executive recruiting

• ServiceNow

• Talent Acquisition

• HR Sourcing

• Data collection

• Microsoft SQL Server

• Management

• HRIS

• Kronos

• Human Resources

• Intake Experience

• Onboarding (9 years)

• Workers' Compensation

• Oracle

• Communication skills

• Change Management

• Microsoft Powerpoint

• Benefits Administration

• Paychex

• SAP SuccessFactors

• iRecruitment

• Oracle HCM

• Ceridian

• Direct marketing (5 years)

• SHRM PROFESSIONAL (6 years)

• Dayforce

• SHRM CERTIFIED PROFESSIONAL (6 years)

• Senior Team Leader (6 years)

• Office management (4 years)

• Paylocity

• digital banking software (7 years)

• ATS

• Talent acquisition

• Recruiting

• Interviewing

• Human resources

• HR sourcing

• Workday

• Sourcing

• Google Suite

• DocuSign

• Google Docs

• Marketing

• Banking

• PeopleSoft

• Databases

• Kronos

• Project management

• Analysis skills

• Warehouse management system

• Distribution center

• Taleo

• Sourcing (10+ years)

• Warehouse management system (4 years)

• Data collection

• Accounting

• ServiceNow

• Training & development

• Adobe Acrobat

• Office management

• SAP

• Desktop support

• Technical support

• Auditing

• Customer service

• Leadership

• Organizational skills

• Communication skills

• Strategic planning

• Windows

• Microsoft Excel

• Microsoft Word

• MS Teams

• Zoom

• Full cycle recruiting

• Onboarding New Hires

• Background Initiation

• New Hire Orientation

• Company Compliance & Safety

• CRM software

• ADP

• Negotiation

• Ceridian

• Management

• Presentation skills

• Digital marketing

• Sales

• Team management

• Relationship management

• English

• Salesforce

Certifications and Licenses

Professional In Human Resources

SHRM Certified Professional

Senior Professional in Human Resources

Assessments

Recruiting — Proficient

November 2023

Managing the candidate sourcing and selection process Full results: Proficient

Indeed Assessments provides skills tests that are not indicative of a license or certification, or continued development in any professional field.

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