Manager Sales

Robert L. Shearer

Robert

******.*******@*****.***

******.*******@*****.***

Mobile #: 425-***-**** http://www.linkedin.com/in/shearer

Mobile http://www.linkedin.com/in/shearer

Profile:

A result oriented professional with 14+ years of experience developing and implementing a variety of business strategies. Through my

experience and positive influence, I’ve been very successful at building relationships with clients, prospects, employees, and internal team

members. I look forward to continuing my growth within talent acquisition and adding versatility to an established team.

Career History:

Career

Clearwire Corporation

Clearwire

October 2009 – Present

Procurement Sourcing Manager, Contingent Staffing

Kirkland, WA

Kirkland,

• Managed and analyzed the contingent workforce in regards to Supplier Qualifications, Contractor Details, Reports, PO’s, GL Charges,

Contractor Hiring Processes, and Terminations.

• Established methodology for tracking over 2,600+ Contractors and 400+Staffing Suppliers (186 active billing) to ensure usability.

• Verified Requirements are being met (Insurance, D&B Checks, niche strengths, geographic reach, etc.)

• Tracked by PO, GL Charge Accounts, Departments, Divisions, Managers, Bill Rates, and Suppliers.

• Developed and administered RFP that will streamline active suppliers from 186 to 50 so we can leverage spend/discounts.

• Analyzed current Spend vs. potential savings from RFP

• Total PO commitments exceeded $355 million in spend. (Capital & Operating Expenses)

• Establishing Bill Rate Matrix that will save around $29- 44 million in total contractor spend with adjusted Rate Card

based upon projected contractor spend for future market builds.

• Processed and approved 40+ Requisitions daily and authorized release of funds via Purchase Order in Oracle for Contract Staffing.

• Teamed with internal customers in defining requirements and needs based upon business trends.

• Supported business units with PO needs: iproc training, proper coding, description changes, terms, approvers, adding funds, closing &

opening, reports, and coding.

• Provided reports for department Financial Analysts, Management, and other external inquiries.

• Created Flow Charts for Contract Hiring Process, PO Creation, and Supplier Qualifications.

• Spearheaded Supplier Diversity Program (Completed ORCA, CCR, and SBA contract) to assist sales team objectives.

• Scrubbed database (27k records) to update supplier information. Obtaining certificates for tracking, and working with Oracle

team to implement tracking system for future required reporting.

• Strategically sourced, negotiated, drafted contracts, implemented, and managed relationships with suppliers.

• Drafted Requests for Proposals (RFP’s) in accordance with company policies and professional standards.

• Performed analysis and recommend best procurement strategy for spend, benchmarks, and market trends.

• Assisted internal customers with supplier selections, tracking, and customized reports.

Muckleshoot Indian Tribe (Contract)

Muckleshoot

June 2009 – October 2009

HR Analyst-Recruiter

Auburn, WA

• Muckleshoot Tribal School is opening a new K-12 tribal school thus increasing faculty staff from 61 people to 122 due to new programs,

increased enrollment, and other extra curriculum.

• Accountable for filling 41 requisitions ranging from Certified Teachers, Para Educators, Coordinators, Administration Support,

Grounds Maintenance, and Food Service personnel.

• Recruited, screened, and interviewed 100+ candidates.

• Created spreadsheets to track positions status to ensure consistency and minimize miscommunication.

• Shared checklist with School Administration, School Board, and HR to ensure proper communication.

• Tracked Drug and Background checks, required certificates, transcripts, I9 documentation, and finger print requirements.

• Followed strict hiring guidelines criteria for federal funding, Native American hiring preferences, and other policies and procedures.

• Arranged group meetings with School Administration and School Board to complete candidate screenings and interviews.

• Facilitated several group meetings per day to meet required deadline prior to the School opening in September.

CORESTAFF Services, LP

CORESTAFF

March 2007 – May 2009

Recruiting Branch Manager

Bellevue, WA

• Full-cycle desk of sales and recruiting- Identified qualified, passive and active candidates for permanent/contract placement through

driving the full cycle recruiting process: recruiting, pre-screening, interviewing, negotiating salaries, and formal offers.

Page 1

Robert L. Shearer

• Conducted background and reference checks, hiring paperwork, offer/rejection letters, orientations, and communication

throughout every stage.

• Maintained applicant-tracking system with proper data entry, procedures, maintenance, and audits to ensure compliance.

• Brainstormed and implemented recruiting strategies to source top talent (passive & seekers) through innovative techniques.

• Internet, Boolean, referrals, established groups, colleges, job fairs, social groups, and other networking sites.

• Established key relationships with external networks and organizations to build a high quality and diverse candidate pipeline.

• Focused on several key verticals: Administration and Skill Professionals (Sales, Therapists, Retail, Administration, PMP’s,

Technical, Management, and Civil Engineers)

• Engaged with all candidates and hiring managers to ensure expectations and processes are being met.

• Highly effective at managing teams across department lines, creating requirements, review growth, and analyzing budgets.

• Proven ability to perform in a high volume recruiting environment (Averaged around 15-30 job requisitions per week)

• Successfully recruited and staffed for special seasonal projects ranging from 50-75 associates.

• Created action plans to meet Client Expectations, timeframes, benchmarks, orientation, and communication goals.

• Created and maintained accurate weekly reports and charts that detailed recruiting benchmarks, metrics, revenue, GP$, and goals.

• Held weekly meetings with staff to encourage proactive growth objectives and discuss targeted benchmarks.

• Discussed proactive recruiting methodologies, skill marketing, value adding activities, networking, and sales lead.

• Held accountable for 50 connects with key decision makers each week. (Averaged 5-10 sales appointments per week.)

• Added new business to existing revenue stream 2007 (17 New Accounts), 2008 (29 New Accounts)

• New business sales revenue exceeded $350k in 2007 and $700k in 2008. (20% GP$ Average)

• Administered and completed RFP’s bids to key fortune 500 clients and supplier vendors. (T-Mobile, Xerox, Tapfin, etc.)

• Partnered with recruiting managers, Talent Acquisition recruiters, HR generalists, and department leaders to understand

strategic workforce planning to develop strategies to meet current and future personnel needs.

• Won “Inavero Platinum Award” honors for top survey results for two consecutive years. (Ranked in top 15% of agencies nationally)

• Successfully turned branch in the red to a positive entity with annual revenues generating over $3.4 million.

Engineering Network International, Inc.

October 2006 – March 2007

Resource Recruiting Manager

Bellevue, WA

• Accountable for client relationship building, project development, office procedures, and managing projects from start to finish.

• Presented quarterly business reviews to top clients: Ericcson USA, TNS, Sprint Nextel, T-Mobile, Cingular, and Verizon.

• Analyzed processes and implemented changes in: recruiting, contracts, sales, incentive plans, hiring packets, and forms.

• Ensured all employees are oriented effectively to understand our client's culture and all relevant procedures.

• Minimized business risk and enhanced the company culture by ensuring that all recruiters are trained in all required areas such

as: Compliance, Code of Conduct, Diversity & Sexual Harassment, Interviews, selection skills, and Employment law.

• Implemented new recruiting and training program for all new technical recruiters. “Incremental Phase Training”

• Recruited for: Field Techs, Embedded Software Engineers, RF Engineers, Switch/BSS Technicians, Drive Testers, and PMP’s.

• Negotiated rates based upon experience, market, GP$, Per Diem allowance, experience, and project duration.

• Knowledgeable about wireless positions and its different technologies (UMTS, GSM, EVDO, and CDMA.)

• Developed and won contract for an international implementation manager project in Cairo, Egypt with the world’s largest telecom

provider in China (Huawei). Project generated over $70k in gross profits for a 6-month contract/project.

• Assisted in completion of TN/H1B visa applications, travel & hotel arrangements, contracts, project scope, background checks,

offers, and terminations.

Westaff, Inc.

Westaff,

November 2000 – October 2006

Market Manager Bellevue, WA

• Full life cycle recruiting in various industries: professional, office support, technical, manufacturing, sales, and telecommunications.

• Effective partner with HR and management to establish and maintain hiring processes and metrics.

• Averaged around 5-30 open requisitions a week per branch with current clientele (20-30 active clients)

• Developed behavioral interviewing questions to improve retention and reduce turnover for specific clientele.

• Detailed screenings to determine true motivation of candidates, references, skill assessments, I9, W4, and applications.

• Partnered with team members, managers, and other HR functional staff to provide leadership with: compensation, setting expectations,

performance management, resolution of issues, identification of training needs, and retention strategies.

• Investigated employee and customer complaints regarding violations (e.g. sexual harassment, business conduct, discrimination, etc)

• Represented company in termination and employee counseling’s to ensure proper documentation and communication with HR.

• Created and developed weekly/monthly reports of sales trend (actual vs. planned), operations metrics, GP$, and budget targets.

• P&L responsibility $9.5M; managed day-to day operations of multiple branches. (Bellevue, Everett, and an on-site location)

• Successfully turned negative producing Bellevue location (-$13k) monthly ROI to profits exceeding $50k per month.

Page 2

Robert L. Shearer

• Business development focused on mid size companies (50-1000 employees) that used 5-20 temporary employees weekly.

• Averaged around 5-10 sales appointments per week. (Averaged around 100 calls per week)

• Sales funnel/pipeline consistently had at least 50 industry niche companies that fit target profile. (Value Selling)

• Increased branch GP% average from 15% to 22% by changing business mix and business vertical.

• Promoted three separate times (supervisor, branch manager, market manager)

• Won regional “Highest Gross Margin” award in 2003, 2004, and 2005.

Education:

Washington State University:

B.A Marketing 1994

Edmonds Community College:

A.T.A Business Mgmt 1992

Expert Rating Certification:

Six Sigma Green Belt 2009

Page 3

Robert L. Shearer

Contact this candidate