Recruiter

MELANIE WALL

**** ** *** ******, *******, WA ****6

***********@*******.*** 206-***-****

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• PROFESSIONAL SUMMARY

• Expert level of knowledge of full lifecycle recruiting components including sourcing, qualifying,

networking, assessing, job analysis, relationship management, and screening.

• Highly motivated and results-oriented performer with a record of sales, leadership, and management

of people, programs, and budgets across multiple corporate sizes and industries

• Able to recruit on a national, multi-location level

• Effectively utilize problem solving and root cause analysis skills

• Ability to multitask and deal effectively with ambiguity, recognize trends, and identify system

approaches to solving problems

• Ability to work with numerous hiring managers (15+)

• Ability to manage high requisition load (40+)

• Develop applicant pools through network of referrals and recruiting techniques

• Experience recruiting for Fortune 100 and Fortune 500 companies

• Exceptional ability to work under pressure

• Solid recruiting management acumen

• Passion for professional ethics

• Adherence to company core values in a metrics-driven environment

• Proven exceptional customer service

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• DISCIPLINES RECRUITED / SOURCED

Engineers (Civil, Chemical, Electrical, Mechanical, Nuclear, Process, Structural), Power/Energy, Oil and

Gas, Chemists, Construction, Human Resource Leaders, Lean/Six Sigma Leaders, Finance / Accounting,

Trade Compliance, Semiconductor, Integrated Supply Chain, Procurement, Plant Managers, Production

Supervisors, Machinists, Draw Technicians, Machinists, Marketing, Graphics, Sales, Project

Management, Turbo Technology, Market Segment Leader, Marketing, Maintenance Excellence, Planners,

Biologists, Chemical Operators, Environmental, Quality Assurance, Metallurgy, HSE (Health, Safety,

Environmental), Physicians (all disciplines), Nurses, Physician Assistants, Architects, Design-Build,

Transportation, Geotechnical, Water/Wastewater, Structural Engineering, Transit (light rail, heavy rail),

Environmental, Planning, Biologists, Homeland Security, FEMA, Airport Services, NEPA, SEPA,

Geology, Hydrogeology, Archaeology, Risk Assessment, Aviation, Ports / Maritime

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• SKILLS

• Web-based applicant tracking systems (BrassRing, eTalent / Taleo, Avature, Alexus, Prohire,

Projectix, Virtual Edge), Oracle, OFCCP rules and regulations, marketing to businesses and

candidates, diversity recruiting strategies, cold calling, talent sourcing strategies, vendor

management, TRM (talent relationship management), employment law, visa/immigration regulations,

Microsoft Office Suite (Word, Excel, PowerPoint), offer negotiating

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PROFESSIONAL EXPERIENCE

RANDSTAD/SOURCERIGHT TO HONEYWELL 2010 – May 2013

Recruitment Process Outsourcing (RPO) for Honeywell International, a Fortune 100 company

Senior Recruiter

Responsible for end-to-end talent acquisition life cycle. Recruited for Honeywell’s Specialty Materials,

Corporate, UOP, Electronic Materials, and Fluorine Products business units.

• Recognized by management as go-to recruiter when requisitions (any discipline) were in distress.

• Developed a consultative approach with CFO’s, Directors, Sr. VPs, HR Directors, HR Managers,

and hiring managers regarding requisition project management and candidate life cycle management.

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• Full accountability for end-to-end talent acquisition life cycle, including job scoping; sourcing

strategies; identifying, selecting and presenting qualified candidates; offer negotiations; requisition

management; successful on-boarding.

• Managed the recruitment process with a focus on continuous process and system improvements.

• Managed team of sourcers, phone screeners, and coordinators.

• Viewed as trusted talent acquisition consultant: advised on staffing best practices, coach hiring

manager during interview, selection, and offer phase.

• Effectively communicates the recruiting process and proactively delivers timely progress updates

to hiring managers and HR partners.

• Integrated recruiting best practices and leading trends into processes.

• Continued personal development in current recruiting processes and tools.

• Tracked measurable goals and metrics related to the recruiting process.

• Developed and drove sourcing strategy for each position.

• Consistently reached or exceeded Service Level Agreements (SLA) and Key Performance

Indicators (KPI).

• Consistently recognized as a Top Performer.

• 95% offer acceptance.

• Awarded “Best Hiring Manager Customer Service” for 2011

• SOUND RECRUITMENT / JOB SEARCH TUNE UP 2009-current

• A Talent Acquisition and Career Consulting Company Sound Recruitment

• Recruiter / Sourcer / Certified Career Coach / Owner

• Provide career consultation to individuals including resume tune up, job search tune up, interview

tune up, offer negotiation, and more.

• Manage a recruiting and sourcing team who provide contract, contingency, or retained Recruiting and

Sourcing services for companies.

• Develop key relationships with hiring managers and business group leaders of corporations to

understand strategic hiring needs.

• Market recruiting services to companies to generate contract recruiting and sourcing opportunities,

and cold call candidates.

• Provide Behavioral Interviewing coaching to hiring managers.

CH2M HILL 2007 – 2009

A $5 billion global leader in A/E/C, 26,000 employees

Senior Recruiter - Nuclear Business Group

• Responsible for recruiting for the first phase of the Emirates Nuclear Energy Corporation (ENEC)

start-up project in Abu Dhabi, UAE valued at over $23billion dollars.

• High level of communication. Adjusted communication style and approach as appropriate to foreign

culture and protocol.

• Partnered with International HR team to ensure smooth, cost effective expat deployments.

• Developed regional sourcing strategy while leading the implementation of the recruitment process.

• Only expat recruiter assigned to the ENEC project.

• Successfully recruited/sourced and filled all expat senior-level and executive-level positions with an

average time-to-fill of 45 days thus meeting ENEC (client) satisfaction.

• Well informed of each country’s Terms and Conditions offered to expats which provided exceptional

customer service resulting in faster close rate and offer acceptance.

• 96% offer acceptance. Ability to negotiate complex offers.

• 98% billable to client.

• Coached expats regarding UAE culture which resulted in smoother transition to UAE.

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• Senior Talent Recruiter – Transportation Business Group

• Received highest Reward and Recognition within three months of hire for outstanding contribution.

• Average time-to-fill of 50 days for strategic, senior-, mid-level positions.

• Average time-to-fill of 35 days for entry-level positions.

• 39% of hires directly sourced.

• 55% of hires considered to be diverse.

• Developed and implemented Competitor Benefit Plan Analysis/Comparison. Provided on-going

competitive intelligence to the business groups.

• Developed innovative Technical Expertise Database for business lines to identify passive icons and

senior- and mid-level individuals and their corresponding technical expertise.

• Assigned to work group to train other recruiters regarding changes to job descriptions used for

company branding which resulted in job description consistency.

• Developed and maintained Sourcing Database for more than 40 service lines.

• Developed Early Talent Newsletter - a tool to inform and keep in touch with college students, interns,

and entry-level potential candidates.

• Developed Office Perks flyer for each Northwest office which was provided to interviewing

candidates, and supplemented the Benefit Summary form.

• Presented "Recruiting and Interviewing" to Office Leader quarterly meetings which assisted in office

leader and hiring manager ability to validate hiring choices and reduce time-to-fill.

• Only recruiter invited to participate as a panelist "How to Recruit to Public Works" at the American

Public Works Association April 2008 convention.

• Ensured the recruiting process, interviews and documentation are in compliance with OFCCP

guidelines and adhere to CH2M HILL's recruiting policy.

• Developed strategic business relationships with office leaders, staff planning manager, human

resource generalist and their teams in the effort to reduce cost-to-hire, number of cancelled

requisitions, and provide superior customer service.

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• URS CORPORATION 2005-2007

• One of the Top 3 A/E/C firms for the past decade - ENR, 46,000 employees

• Corporate Recruiter

• Utilized numerous sourcing techniques to recruit senior and executive level positions for 13 offices in

5 states and Canada.

• Developed recruiting process and function, and coached/trained hiring managers regarding

interviewing best practices which validated the hire, reduced cost-to-hire and time-to-fill, and reduced

turnover.

• Developed and maintained sourcing database for more than 40 disciplines and cold called to

determine technical expertise and sell them to URS.

• Member of Senior Leadership Team.

• Successfully managed a requisition load of 50+ positions.

• Filled over 200 mid-level and senior-level positions within the first year.

• Provided daily supervision, guidance and assignments to HR Coordinators' recruiting function and

ensured adherence to service level agreements.

• Ensured the recruiting process, interviews and documentation were in compliance with OFCCP

guidelines by monitoring applicant tracking system.

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• HNTB Architects, Engineers, Planners 2001-2003

• Top 25 A/E/C design firm with over 3,000 employees

• Recruiting Specialist / HR Analyst

• Full-cycle recruiting of senior-level, entry-level and "key/critical hire" professionals Built strategic

relationships with office managers and hiring managers by conducting weekly meetings and updates.

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• Researched and identified innovative recruiting sources including cold calling to locate passive,

active and diversity candidates.

• Developed and maintained specific candidate sourcing database for each service line.

• Conferred with hiring managers regarding future staffing needs and established candidate pipeline for

future needs.

• Repeatedly attended meetings for newly won projects to outline recruiting matrix.

• Developed Recruitment Policy and Procedure for West Division.

• Educated, coached, and trained hiring managers/teams on interview competency model.

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• TENSION ENVELOPE CORPORATION

1997-2001

• Second largest specialty envelope manufacturer in the U.S.

• Corporate Recruiter

Managed the development of aggressive recruitment techniques to attract management,

administration, accounting, audit, tax, finance, information technology, sales managers, machinists,

electricians, machine adjusters, customer service and other disciplines (union and non-union) for 12

manufacturing facilities and 45 sales offices located nationwide. Fast-paced recruiting environment.

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SPENCER REED EXECUTIVE SEARCH FIRM

1994-1997

• Medical Recruiter

• Sourced and placed physicians (all disciplines) on a national basis. Responsible for strategic

development of account acquisition and retention which included hospital and clinic proposal

development and presentation. Conducted recruiting presentations to hospitals, clinics and medical

school programs. Supervised four recruiters and ensured team met monthly projections/fills. Top

producer and consistently qualified for manager's club.

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• KAISER PERMANENTE 1990-1994

• Recruiter/Physician Relations

• Managed the development of aggressive sourcing techniques for the recruitment of physicians,

nurses, pharmacists, psychologists, physical and occupational therapists, sleep pathologists,

administration, and other allied health professionals.

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• EDUCATION, CERTIFICATIONS, AND TRAINING

• Kansas State University, Horticulture

• AIRS Certified Internet Recruiter (CIR)

• AIRS Certified Diversity Recruiter (CDR)

• Certified Professional Coach (CPC)

• Associate Member, American Society of Civil Engineers

OFCCP training and refresher training

• Recruiting Roundtable - Recruiter Effectiveness Academy

• On-going continuing education classes relevant to recruiting and sourcing including diversity

sourcing

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