LINDA ANDERSON

Orange County, California

949-***-****

abmw5s@r.postjobfree.com

OBJECTIVE

Due to my past experiences specializing in full-cycle hands-on recruiting

and management, I have the ability to instinctively listen to my intuitions

while being highly resourceful and creative in facilitating the practical

applications of recruiting. I truly enjoy finding the perfect talent for

the right position and organization. As a Sr. Recruiter my goal is to

continue specializing in full-cycle Employment Practices as a regular-

benefited employee or as contractor-temp basis.

At this point in my career, I want to focus my energy and passion in an

area that provides the most internal reward.

PROFESSIONAL EXPERIENCE

NETWORKS IN MOTION (a division of Telecommunications Systems, Inc.)

Aliso Viejo, California - 9/2007 to 2/2010

TITLE/STATUS: Sr. Technical Recruiter

Wireless telecommunications industry. International software developer of

Location Based Services (LBS / GPS)), for Navigation and Telematics

products. (Mobile Application & Handsets)

RESPONSIBILITIES:

*Full-Cycle Recruiting: Fast paced, high volume. Recruiting for both, FTP -

Regular-Benefited and Contract / Temp positions. Wrote job descriptions,

staffing approvals, advertising, search, recruiting, (direct, networking,

Internet, users groups, universities professors, etc.) Interviewing

(telephone and In-person - behavioral) testing, checked reference,

administrator for background checks, recommendation for selection, offer

negotiation, back-end hire paperwork, orientation, reports, hiring manager

meetings. (individual and group weekly) Maintain candidate pipelines, and

more... etc.

*Technical Recruiting for regular-benefited or contract status. SEI CMMI -

up to level 5, GUI, O-O Development, RF, WCF, MFC, WPF / Silverlight, SOA,

C/C++, C#, Objective-C, Java, J2EE, J2ME, J2SE, JavaFX, JavaScript, Apache,

Visual Studio, BREW, Windows Mobile, Android, RIM, iPhone, Blackberry,

XML/ SOAP, Web Services, Python, Perl, SOAP, .NET's, WebLogic, SNMP, JSP,

EJB, TCP/IP, PKI, PL/SQL, MySQL, Unix Shell Scripting, DHTML, TL1, Oracle,

Postgres, Windows API/SDK, Unix, Linux, PeopleSoft, Device Porting, SCM

Build / Release, QA Manager and Engineers, Testers, Wireless Mobile GPS

Navigation, CDMA, Embedded Firmware Engineers, Software Developers,

Software Engineers, (Server Infrastructure / Application Engineers) Systems

Administrators, Webmasters, Web Developers / Architects, Directors,

Managers, Project Managers, Team Leads..etc.

ONLINE RESOURCES CONSULTING GROUP

Newport Beach, CA. - 10/8/2005 to 9/2007 - Regular-Benefited and Contract

Status

Clients: Staff Augmentation - Several assignments based in Orange County

. Software Developers: Teletrac, (Navigation & Telematics) Epicor,

(Accounting / Finance) Viking (Aerospace) All Technical Recruiting

. Banking: IndyMac, (Mortgage and Banking) BNC Mortgage, Argent Mortgage

(Sales, Operations, some Technical)

TITLE/STATUS: ORCG, Recruiting Manager (Regular-Benefited) / Sr. Technical

Recruiter (Contractor) at several onsite assignments. (I will explain this

during a telephone conversation)

RESPONSIBILITIES: Started with ORCG as the Recruiting Manager. Managed 3

recruiters plus as a hands-on technical recruiter for house accounts

established by President/CEO of ORCG. Later worked W-2 as a Sr. Technical

Recruiter onsite at several major accounts as listed above. Technical

recruiting responsibilities are the same as listed above under "Networks In

Motion."

SOLSTICE CAPITAL

Irvine, CA. - 7/2004 to 10/8/2005 (1 year, 3 months) Regular-Benefited

TITLE: Director of Human Resource & Recruiting

INDUSTRY: Mortgage Lender, Prime / Sub-prime Major emphasis on staff due to

projected growth across all departments.

RESPONSIBILITIES: Startup department. Started with 102 employees, now 470

employees (three divisions, Las Vegas, Phoenix, Austin) As the Director of

Human Resources & Recruiting my department was responsible for Staffing,

Benefits, ER, Payroll and Facilities management. My direct responsibility

was to design, implement and manage all policies and procedures for the HR

& Recruiting Department, which included extensive Recruiting due to

turnover and growth. Hired and managed six employees: Administrative,

Receptionist, HR-Generalist, Facilities Assistant, Benefits Administrator,

Payroll Administrator.

ACCOMPLISHMENTS: Designed and implemented a complete HR Department to

encompass policies and procedures for the above mentioned responsibilities.

Selected a new benefits provider and broker. (Blue Cross) Selected a new

payroll provider and attended training. (Went from using Quickbooks to

Paychex's) Designed and implemented a complete employment practices /

recruiting process. Hired HR staff of employees to include administrative

and support positions. Directly responsible for recruiting of Management,

I.T., Sales, (Loan Consultants) Jr. / Sr. Processors, Jr. / Sr.

Underwriters, Funders, Credit Managers, Appraisers, Shippers, and Human

Resources. Hired a Jr. Recruiter to assume administrative recruiting

functions. This area is extensive, will provide more information during

telephone screening or interview. (C++, .NET, SOAP, XML, J2EE, Software

Developers, Web Developers / Architecture.) MS environment

TRIZETTO, INC.

Newport Beach, CA. - 11/2000 to 7/2004 (3 years, 8 months) - Regular-

Benefited status

TITLE: Director of Recruiting

INDUSTRY: Healthcare (Payer) - Software Developer (10 divisions, a total of

10,000 employees with the highest concentration of employees in Colorado)

REASON FOR LEAVING: Layoff. Vice President of Human Resources resigned.

Restructure of Human Resources to a divisional focus instead of corporate

focus. Declined relocation to Colorado.

RESPONSIBILITIES: 2 million budget responsibility. Responsible for complete

employment processes at corporate headquarters and ten divisional offices

throughout the United States to include the entire temp/contractor process.

(168 search firms, with 350 contractors) No process in place for regular

hire or contract hires. Research, design and implement a national

recruiting department. Travel within U.S. 45 %

ACCOMPLISHMENTS: Researched, designed and implemented a complete recruiting

and employment process for this headquarter start-up department.

Researched, selected and implemented recruiting /candidate resume storage

database. Designed and implemented the employee referral program, internal

applicant process, relocation program, full-cycle recruiting process

(identify, interview, present, reference check / background check, testing,

selection, offer and scheduling of orientation.) Designed and implemented

the offer letter process, hiring manager satisfaction metrics, recruiter

cost-to-hire & time-to-hire metrics, and exit interviews. Researched and

selected the Internet Job Banks. Hired and managed eight recruiters on a

national level. Designed and managed the entire Temp/Contractor process

where nothing existed in the past for 350 temp/contractors. Designed and

implemented temp / contractor tracking policy and procedures for the entire

U.S.A. Selected and managed supplemental staffing companies for temp /

contractor positions in Information Systems, Accounting, Finance, and

Administrative. Had extensive interaction with the Compensation Department

regarding company wide analysis of salary and bonus structure. Worked with

Training and Development Department and accomplished programs regarding new

hire orientation, intranet employment site, internet site design,

employment / recruiter hiring manager seminars.

RECRUITING: Direct recruiting responsibility for Headquarter positions in

Sales, High Tech ( I.T.), Accounting and Finance. Extensive interaction

with 350 hiring managers and executives across the USA. Extremely heavy

recruiting with 100 positions open at any given time. (Technology: C/C++,

Java, XML, .NET J2EE. Oracle environment.)

PROCOM TECHNOLOGY, INC.

Irvine, CA. - 7/1997 to 11/2000 (3 years, 4 years) - Regular-Benefited

TITLE: Manager of Employment / HR - Generalist. (525 employees)

525 Employees - $800,000 budget responsibility

INDUSTRY: Computer Storage. Hardware & Software global manufacture /

research and development environment.

REASON FOR LEAVING - Third round reduction in work force. 525 Employees at

start date, 60 employees by the end date.

RESPONSIBILITIES: All Human Resources activities. Recruiting for all

departments. Create and implemented all the policies, and procedures for

this start-up HR department. Responsible for full-cycle HR processes in

Employment, Compensation, Benefits, ER, and Performance evaluations.

MANAGEMENT: Managed two. Managed all requisitions, job necessity

determination, approval process for new positions, and job descriptions.

Manage all ads, promotions, marketing, and direct headhunting to attract

high quality talent. Perform and manage the entire interview process from

phone screen to interviews, reference checks, testing when applicable, and

offers/negotiations. Conducted all exit interviews. Oversee the

administration of Worker's Compensation, Unemployment benefits and the

administration of all leaves of absence and ensures compliance with federal

and state laws.

ACCOMPLISHMENTS: Created and implemented a formal recruiting process,

employee referral program, reference checks, background checks,

compensation guidelines, cost-to-hire and time-to-hire metrics evaluation

programs, orientation process, relocation program, flex hour program and

exit interviews. Creation of programs reduced cost-per-hire from $18K to

$3.5K, and time-to-hire from 6 weeks to 3.5 weeks. Worked with the

President and Vice President of Operations regarding company wide analysis

of salary and bonus structure. Worked with Training and Development

Department regarding the company employment website.

RECRUITING: All Departments - 75% Software and Systems - Sales, Pre-Sales

Systems Engineer, Field Technical Support Engineers, Marketing, (MARCOM,

Product Development, Product Management) Operations, Accounting/Finance and

Administrative. (Technology: C/C++, XML, Java, Windows, etc. Windows

environment)

CANON USA

Irvine, CA. - 9/1996 to 6/1997 (9 months) - Contract

TITLE: Technical Staffing Manager

INDUSTRY: Consumer Electronics - Division in Irvine dedicated to R&D of

printers, copiers, fax machines, sold into retail environments. Another

division in San Jose dedicated to R&D of Medical optics sold into the OEM

sector.

REASON FOR LEAVING: Start of the down turn in the USA economy caused

several project cancellations. Division was folded into another Canon

division.

RECRUITING: Full cycle process. High tech recruiting for all departments.

C/C++, J2EE, Java, SML, OO Design & Development, WebLogic, SNMP, JSP, EJB,

TCP/IP, PKI, SQL, DHTML, TL1, Embedded Firmware Engineers, Set Top

Development, Algorithm Development, Image Processing, Advanced Windows

Development, and Color Scientist.

EDUCATION & AFFILIATIONS

University of Windsor - Bachelor's Degree - Business Administration,

Concentration: Human Resources Management - SPHR/HR Certification

Additional Education:

> Instructor: Saddleback College, Supervisor Certificate Series -

Interviewing & Employee Selection.

> Member: National Human Resource Association.

> Certification Programs: AIRS, Performance Coaching, Customer Service,

Situational Leadership, High Impact Hiring

> Harassment / Sex Harassment, "Train the Trainer"

> Database Instructions: PeopleSoft, Oracle, Vurv- Recruitmax. Others:

Webhire, Projectex, Also worked with no database at all mostly using

MS-Word and Excel.

SUMMARY

Over the past 10 years I have worked as a hands-on HR Manager and Director

of Recruiting and recently or for the past four years as a Sr.

Recruiter / Sr. Technical Recruiter. I have experience and resources at all

levels within Software Development, Wireless, Information Technology, Staff

Augmentation, Telecommunications, Medical and Mortgage Banking industries.

I have worked within high-volume and multi-site environments. I have

specialized in strategic full Employment Practices for start-up departments

and/or for established departments working in cohesion with CEO's, Vice-

Presidents, and Directors to establish and/or provide stellar staffing

solutions. As a Manager of a Recruiting department functions included

establishing policies and procedures for each of the following areas:

Recruiting, Interviewing, Testing, Selection Offer and Orientation, with

several subsets in each of these categories.

Reference will be provided at an interview.

Contact this candidate