Manager Sales

Therese Green, Toronto, ON *************@*****.*** 647-***-****

“HR is about people -- attracting, retaining and leading them -- and making the most of their talents”

D ynamic and result-oriented individual with 10+ years of technical recruiting experience,

focused in the placement of Software Engineers/Architects, BA, Developers/Administrators,

N etwork/System/Security, Construction Engineers, Various P rofessional Engineers, Web

D evelopers, QA/Test Engineers, Technical Program/Product/Project Managers, Development

M anagers, Sales Engineers, Pre- Sales, Engagement Managers, Sales, Finance, Oil & Gas roles.

O wned full-cycle recruiting/needs analysis, utilized social media, interviewed, offered,

n egotiated and closed new hire

R equisitions. P resently pursuing Social Media Marketing Diploma (Online studies at my own

p ace- continued learning)

EntireHIRE Staffing Agency, Canada & USA (agency role) – Entrepreneur

Sept 2009 – July 2013

Recruitment Specialist for USA & Canada clients

Opened 2 locations in Toronto (5 staff) – 1 satellite office in Arizona – (2 staff)

Recruiting for the clients like Cambridge Mercantile, Merr ill Lynch, Credit Suisse, Deutsche Bank,

Bear Stearns, Lehman Brothers, Wachovia, JP Morgan, Accenture, Deloitte, KPMG, Various Banks,

Goldman Sachs, IB M, In tel, M icrosoft, Coca Cola, Prism and certain CDA & USA Government

agencies

Established strong rapport & work in partnership with C-Level managers, HR Advisors &

Recruitment teams to uncover issues & collectively build robust solutions

Drove the hi ring process in a high-volume / time-sensitive environment, working directly with hi ring

managers

Specialized in Software Engineers/Architects, Architects/Developers/Administrators,

Network/System/Security Engineers, Web Developers, Quality Assurance/Test Engineers, Technical

P rogram/Product/Project Managers, Development Managers, and Business Analysts. H ired Lawyers,

P rocess Engineers, Safety Specialists, Geologists

E ffectively recruited candidates through Internet research, internal database, cold calling, referrals,

networking, job fairs, and other strategies

Responsible for checking references, negotiating terms and rates for each project, coordinating the

i nterview process, extending offers, and closing candidates

RFL – Mother had stroke & cancer and I left business to care for her. Now looking towards working for one great employer

Benefact Tax Consulting (role thru EntireHIRE on-Site Corporate role)

Recruitment Manager - Hired to staff for the IT, Sales, Engineers, Financial roles February 2010 –

Sept 2010

Created opportunit ies for strategic alliances, collaborations, and partnerships with colleges, t rade

schools, and technical schools, including presenting several expositions establishing a recognizable

"employer of choice" reputation for the company

H i red IT Consultants, .net developers, programmers, finance consultants, IT sales reps, CFO and

operations roles,

Manufacturing engineers

Recruited for highly specialized roles in Tax. Successfully attracted for the first time in company

h istory – senior management talent from the Big 4 Tax Consulting Fi rms. Two Directors of IT from

B ig 4 to lead Benefacts’ IT consultants in SRED ( Scientific Research Experimental Development) Tax

credit

Established strong rapport & work in partnership with C-Level managers, HR Advisors &

Recruitment teams to uncover issues & collectively build robust solutions

Superior ability to assemble talented teams and devise effective recruit ing strategies, coupled with

s trong negotiation and problem-solving skills

Effectively recruited candidates through Internet research, social media, internal database, cold

calling, referrals, networking, job fairs, and other strategies

Responsible for checking references, negotiating terms, coordinating the interview process, extending

offers, and closing candidates

Headhunted superstar Software Engineers, Software Test Engineers, Program Managers, Web

Developers, Sales roles, Financial Specialists, .net developers, programmers, tech support

Oracle Retail (Active Intelligence IT Consulting Company (On-site and Virtual Corporate role)

Corporate Recruitment Manager -Staffing for World Leaders within RETAIL & CPG) -Toronto, ON October 2007 to

December 2009

Creating job descriptions and developing job postings to process client orders

Maintaining candidates’ and employees’ database in Human Resource Information System (CRM)

Prepare submit tals which effectively describe a candidate to a hi ring Manager

Cultivate potential candidates for specific requirements as well as pipelining efforts by utilizing

various methods (i.e. networking, referrals, internal database searches, organizational affiliations,

online searches, In ternet postings, job/career fairs, user/technical groups, cold calling, database

management, internet mining)

Prescreen and qualify candidates for opened positions in order to find relevance, culture fit,

compensation history, and uncover skill sets and possible concerns

Responsible in managing effective resourcing timeframes and ensuring those positions are filled in a

t imely manner

Develop and implement effective recruitment strategies, procedures and practices that will result in

a ttracting and retaining the highest qualified candidates and maximizing return on recruiting

i nvestment

Coordinated in-person interviews with candidates to further qualify skills and background for various

opportunities as well as obtaining market information. Conducted Exit Interviews to better

u nderstand hir ing standards

Managed a team of 3 recruiters

Technologies/Positions recruited for: Java, .NET, Oracle, SQL Server, Data warehouse, Business

I ntelligence, Reporting, Business Analysts, QA Analysts/Testers, Project Managers, Project Coordinators

Dyadem Inc. (EMEA Software for Oil & Gas, Automotive, Manufacturing - Software Company)

January 2007 to

Recruitment Manager ( Corporate role -Mat Leave Contract -Called by Mgr. being replaced)

September 2007

Placed high-end technical professionals in the area of Information Technology Industry in contract

and full-t ime positions. Specialized in Software Engineers/Architects, Database

A rchitects/Developers/Administrators, Network/System/Security Engineers, Web Developers, Quality

Assurance/Test Engineers, Technical Program/Product/Project Managers, Development Managers,

and Business Analysts

Sourced, screened, scheduled interviews, candidate preparation, performed reference checks and

t rained new recruiters

Ut ilized various In ternet based tools and personal techniques to source top talent in such areas as

Social Media, networking, ERP professionals, associations etc.

Evaluated resource requirements and communicated with managers to outline staffing objectives, and

i dentify key core competencies of quality candidates

Managed vendor relationships, wrote job descriptions, and advertise through print and web vehicles.

Negotiated compensation, checked references, conducted orientation, issued and t racked employment

offer letters

Ceridian Canada – HRIS Solutions & Payroll

May 2006

Senior Recruiter ( Corporate role)

to December 2006

Revamped performance management process to improve i ts effectiveness and value - resulted in exit of

lowest performers, improved efficiency of client teams and decreased wri te offs

Administered – DISC and in house proprietor Psychometric Testing to candidates – entry level to CFO

Responsible for all aspects of recruitment nationally for my national sales, marketing & IT division

Develop HR strategies in concert with leadership; design and implement human resource programs to

support those strategies

Facilitate full cycle recruiting process (campus & experienced), including staffing analysis to identify

needs, sourcing and screening candidates, recommending offer packages and closing candidates

Executive Recruiter - Entrepreneur (Agency)

August 2003 to

Platinum Staffing Solutions - Entrepreneur started this company from scratch

May 2006

Successfully recruit and manage full-cycle recruitment process across all divisions including IT,

Media/Creative, Communications, Finance and Operations.

Evaluate requirements and communicate with managers to outline staffing objectives, and identify

key core competencies of quality candidates.

Developing and maintaining relationship with clients, candidates and employees.

U tilized various sourcing techniques (Internet, Cold Calling, Referrals and Job Fairs).

Analysts International – Software Consulting Company (Professional Services IT Consulting )

February 2001 to July

Recruitment Manager/Director of Business Development

2003

Developed effective staffing and recruiting plans based on working with hi ring managers and Director

Coached hi r ing managers on Top Grading In terview method, benefits to adopting Top Grading.

Facilitated Top Grading interviews, debrief sessions and consolidated interview feedback

Determined sourcing strategies utilizing associations and networks to creatively find talent for hard to

f ill positions

Managed executive recruiting process end to end; consult with managers regarding hi ring strategy,

lead sourcing efforts, screening talent

Coached hi r ing managers around applicant selection, compensation and offers including developing

cash and equity incentive targets, new hire equity buy-outs and relocation plans for candidates

Consulted managers on hir ing diverse talent and fostered thinking about the importance of diversity

EDUCAT ION

Diploma in Corporate Communications/Business

Centennial College

**Certified Administrator by DDI – Targeted Selection®

A big part of talent management is acquiring the talent your organization needs to carry out its business strategies.

T hat means hiring the r ight people with the r ight skills at the r ight time. DD I’s Targeted Selection® (TS®) allows you

t o do just that.

TS is the world’s most proven, accurate behavioral interviewing system. But it is so much more than that. TS provides

r ecruiters and hiring managers with the resources and skills they need to hire and retain top talent.

As a Certified Administrator I can p inpoint current and future business drivers; define how success will be

m easured; identify gaps in the quality and quantity of talent required to execute your business drivers; pinpoint

strengths and weaknesses in your current talent management systems and capabilities; and deliver a strategy aimed

a t closing your talent gaps.

Administer work-style assessments (D.I.S.C.) and other Psychometric Tests to Candidates

Myers-Briggs

Dallas Training Institute – Completed- Entry Level, Intermediate and Senior Level IT Recruitment Final level

certification.

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