Talent Acquisition Specialist
Spring Hill, KS
Top performer who achieved President's Club status for sales, recruitment and retention. I've experienced upward career progression building on 14 years of human resources experience in a variety of industries that include Healthcare, Finance, Telecom, Engineering Procurement & Construction (EPC), Technology, Retail and Life Sciences, and Insurance.
Using communication skills and various sourcing and recruiting techniques I have been successful in meeting high volume recruiting needs for those I support. The ability to understand project scopes and effectively relay information has led to positive candidate selection. Working in a variety of industries, sourcing and vetting full time consulting and permanent employees on national and international levels has allowed me to build strong client relationships and pipelines. I am fluent working both agency and corporate recruitment strategies with full cycle efforts and behavioral interviewing techniques.
I have a proven ability to continuously secure the most qualified candidate by using Boolean searches along with various web extensions, online recruiting resources, community resources, referrals, COIs, social media, and various job boards. I am proficient in several VMS, ATS, Video Interviewing Software, CRMs and application software programs that include Beeline, Agile, UltiPro, Taleo, Brass Ring, WorkDay, ICSMS, Breezy and Empact, MS Office, GoogleDocs, Chat & Meet, Hangouts, Gmail, Outlook, HireRight and various others. In addition, I have served on pilot testing teams for HireVue and Avature prior to rollout.
My efforts aim to poise my company as an employer of choice by quickly developing rapport and selling the candidate and client on the benefits of a partnership. I have proven ability to recruit and retain top talent by understanding corporate culture, qualifications vs. requirements and market inventory. My experience also includes counseling a large number of (remote) employees on various HR issues. I am passionate about helping others find their next opportunity and watching them grow with the company!
●Main contributor in Corporate Branch being awarded “Branch of the Year” by growing current client business and leading the recruiting efforts while training and mentoring an internal staffing agency team.
●Awarded “Best Overall Performance” from a Vendor, moving to a Tier 1 Vendor status for both Yoh and AppleOne Staffing Agencies for Administrative Services consulting opportunities for large National Accounts such as CSC (Computer Science Corporation) and Sprint.
●Recently recognized by Apria for being the first Recruiter to meet high volume hiring demands in competitive, hard to fill markets. Commended for my efforts during the Nationwide Talent Acquisition meeting by the Area Customer Service Manager of the Salt Lake City/Western Region, Vice President of Talent Acquisition and Senior Talent Acquisition Director for exceeding already high expectations.
●Recognized at Annual Executives Conference for ProPharma Group by Associate Director of Operations, West Region for producing the highest caliber candidates to clients. My ability to source top talent to clients differentiated ProPharma as an industry expert and set us apart from the competition as being a viable resource to clients. This in turn fueled the drive for additional business and contributed to the Regions revenue success with qualified, knowledgeable talent able to produce cost effective solutions to clients.
●Awarded “President's Club” status at AppleOne surpassing revenue goals in 9 months and each year thereafter.
Corporate Executive Recruiter, HQ – SelectQuote
January 2019 to Present
SelectQuote is one of the nation's largest insurance advisory firms. As a Corporate Recruiter my role is to manage the full lifecycle recruiting efforts for our Executive Team. Sourcing and recruiting top talent as future employees, filing exempt open job requisitions with a large focus our Finance, Marketing, Operations, Human Resources, IT, Accounting, and Inside Sales teams in multiple locations.
●Identify sources of active and passive candidates including advertising, social media, direct contact, employee referrals, networking events, resume database searches and job fairs
●Coordinate interviews based on manager and team’s availability
●Follow up with candidates after interviews to keep steady active pipeline
●Answer routine questions regarding company policies, basic HR related information
●Work collaboratively with all internal/external vendors
●Manage relationships with outside 3rd party vendors
●Work with hiring managers to develop and execute sourcing strategies, including social media and employee referrals
●Screen candidates for candidate background, education, skills, and fit with the company against job requirements
●Participate in and attend job fairs and outside networking events as a means to develop a strong 360 pipeline of candidates and to effectively meet high volume hiring quotas and business initiatives
●Ensure candidates are moved through the hiring process in a timely manner
●Create, present and close offers with an aggressive close ratio
Talent Advisor – PeopleScout for McKesson Corporation
August 2018 – December 2018 (Contract)
PeopleScout is the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP and talent advisory capabilities supporting total workforce needs. Responsible for full life cycle recruitment for client McKesson Specialty Health at McKesson Corporation. Collaborate with managers on hiring initiatives for various positions and departments within the Scottsdale Arizona Call Center. Positions center around Sales, Billing, Quality, Reimbursement and Business Process Analysis, RNA Support, Instructional Design, Training and Operations for mid to senior level management roles.
●Review job description with management and critique as needed.
●Walk managers through interview process and phone screen selection. Initiate meetings with managers for weekly follow up and candidate review.
●Engage internal employees for promotional opportunities and educate on processes for consideration.
●Source, phone screen and coordinate in/out of state interviews for management team.
●Extend offers and work through to onboarding.
●Initiate background checks and provide benefit information.
●Update ATS with applicant and job relevant information
Talent Acquisition Specialist –Apria Healthcare
January 2017 – June 2018 (RPO Dept Realignment)
Apria Healthcare is one of the nation’s leading providers of home respiratory services and certain medical equipment, including oxygen therapy, inhalation therapies, sleep apnea treatment, enteral nutrition and negative pressure wound therapy. Apria owns and operates more than 325 locations (View Map) throughout the United States and serves more than 1.8 million patients each year.
As Talent Acquisition Specialist for Revenue Management my responsibilities include full life-cycle (source, recruit, hire) nationwide for a variety of internal positions that include high-volume call center Customer Service Specialists, Quality, Pharmacy Technicians, RNs/LPNs and Respiratory Therapists, Warehouse personnel, Clerical/Date Entry Clerks, Shipping/Receiving Clerks, Supervisory and Upper Management across various departments within Apria.
•Remote environment – onsite as needed
•High volume recruitment
•Attend local and non-local events such as job fairs, social networking events and web groups to attract, network and source top talent.
•Partner with various local colleges and agencies to target minority groups and military veterans that might otherwise have a challenge finding work.
•Work with managers and supervisors to coordinate interviews onsite after initial phone interviews are conducted.
•Sourced candidates through various job boards and internet based, industry related groups and websites and maintain accurate data in Taleo and ICSMs in relation to candidate contact information, interviews and availability.
•Ability to fulfill headcount needs on a regular basis under extreme deadlines and with short notice to source, recruit and screen applicants.
•Highly proficient at finding the most qualified, best match for the role based on experience, skills and ability.
•Evaluate applicant sill set based on virtual or onsite assessments customized based on position requirements and administered through Ideal Dialogue and/or ProveIt; Provide managers with evaluation criteria and make recommendations to hire.
•Work with HR department to process candidates through the onboarding system flow to meet training deadlines.
•Work with IT department and training to coordinate onboarding activities.
•Ability to source and retain new hires for hard to fill and high- volume positions.
Talent Acquisition Specialist – Consultant DST Systems
November 2016 - January 2017 (3 months)
DST Systems, Inc. is a leading provider of specialized technology, strategic advisory, and business operations outsourcing to the financial and healthcare industries. Combining unmatched industry knowledge, critical infrastructure and service excellence, DST helps companies master complexity in the world’s most demanding industries to ensure they continually stay ahead of and capitalize on ever-changing customer, business and regulatory requirements.
As Talent Acquisition Specialist I was responsible for hiring entry level to mid-level talent for our Contact Center, Mutual Fund Representatives and other positions as assigned within Financial Services.
•Responsible for filling high volume roles for Financial Services business process outsourcing area. Extremely fast paced recruitment and turnaround working with multiple internal and external clients and candidates at any given moment, constant switching of gears.
•Manage all recruiting efforts for assigned BPO and/or Call Center areas within the company, conducting phone and on-site interviews and assessments as needed.
•Provide a candidate experience that aligns with the company culture as an Employer of Choice.
•Partner closely with the business to ensure that business needs are met.
•Partner with the business to develop candidate profiles and assimilation strategies.
•Work with the Manager of Talent Acquisition and the staffing team to build process, structure, and metrics to improve service delivery.
•Assist with establishing and executing interview days as needed.
•Initiate onboarding and follow through to start.
Talent Acquisition Specialist - Consultant H&R Block
August 2016 - October 2016 (3 months seasonal)
H&R Block is the 4th largest retailer in the US, utilizing more than 80,000 highly trained tax professionals and having prepared more than 650 million tax returns worldwide since 1955.
•As Talent Acquisition Specialist I was responsible for hiring nationwide district leadership roles.
•Conduct full lifecycle recruiting - sourcing, screening, and interviewing candidates for assigned areas and job requisitions
•Educate prospective employees on company objectives, job requirements and services offered.
•Proactively build candidates pipeline utilizing various sourcing channels, including external jobs boards, social media, internet search, database searches and referrals.
•Attend "kick off" meetings with management team to identify key areas of competence for assigned requisitions. Identify and present candidates based on qualifications.
•Schedule candidate interviews with multiple members of the management team. Coordinate schedules in Outlook for nationwide hiring managers.
•Conduct phone screens and interviews, summarize results, and provide recommendations.
•Perform compensation analysis and prepare and extend competitive offer packages.
•Educate new hires on benefits and company policies.
Nationwide Technical Recruiter at Genesis10 - Mountain View Team - GOOGLE FIBER
May 2016 - July 2016 (3 months)
Genesis10 is a leading U.S. talent and solutions firm focused on the execution and delivery of strategic business and technology initiatives. The company’s unique hybrid service model is adaptable and scalable to deliver proven performers and value-driven results.
As National Technical Recruiter, I supported Google Fiber in a variety of nationwide positions within the telecom industry.
•Full lifecycle recruiting for field and corporate level roles that include construction management, right of way associates, last mile projects, municipalities and leases, project management, program management, safety, project coordination, accounting, and information technology.
•Sourced candidates through various job boards and internet based, industry related groups and websites and maintain accurate data in relation to candidate contact information, interviews and availability.
•Cold called candidates to educate them on Genesis10 and our client Google Fiber. Sold potential benefits of working with our client on a contract basis in addition to working for Genesis10.
•Negotiated pay with candidate prior to offer and discussed per diem options when applicable.
•Met with client and team to determine best resources for project budget.
•Proposed candidates and pushed through to hire.
•Worked in client vendor management system to onboard candidates, complying with required forms and onboarding expectations.
Technical Recruiter - ProPharma Group, Corporate Headquarters
November 2014 - May 2016 (1 year 7 months)
ProPharma Group is an industry leader providing validation, compliance and technical services to the pharmaceutical, biotechnology, medical device and related industries.
•As Technical Recruiter I recruited across sectors for Commissioning and Qualification, Quality, Technical Solutions, Computer System Validation, Cleaning Validation and Instrument Qualification and Method Development. In my primary role I was dedicated to Quality in association with Complaint Investigations, FDA Audits, Regulatory Compliance, CAPA, Deviations and Batch Record Review, and Technical Writing positions nationwide for 1099 Consultants.
•Utilize a variety of sourcing and internet-based tools, job boards and LinkedIn groups to pipeline candidates for various roles in disciplines, mostly Process Engineers and Program/Project Managers.
•Perform Boolean searches and utilize chrome extensions to search passive candidates.
•Participate in weekly meetings to provide staffing updates on project requirements and find the most cost-effective solution/ candidate for our clients.
•Negotiated pay for 1099 consulting projects based on RFP guidelines and anticipated revenue while factoring in nationwide cost of living percentages to remain competitive in pay.
•Constantly pipeline and build a large database of candidate’s coast to coast to fulfill specialty areas for upcoming bids.
Sr. Human Resource Analyst / Recruiter at Black & Veatch - REHIRE
April 2014 - October 2014 (7 months)
Overland Contracting is a wholly owned subsidiary of Black & Veatch.
●Telecom & Power recruitment for direct hire craft (trade skills ie welders, pipefitters, tower climbers) positions.
●Sourced, recruited and conducted full lifecycle recruitment for nationwide craft or skilled construction trade positions.
●Conducted onsite and virtual training sessions on benefits for new employees
●Answered routine HR questions related to pay, benefits, etc.
●Negotiated salary offers and reviewed with management for final approval
●Recruited in remote positions where travel was required for long periods of time; minimal travel home.
●Negotiated out of state per diem for new hires onsite
●Processes candidates through hiring lifecycle in BrassRing
●Met with managers to determine project staffing requirements
●Worked with various internal departments to coordinate out of town interview logistics and travel
Recruiter at Yoh, A Day & Zimmermann Company – REHIRE
July 2013 - April 2014 (10 months)
August 2006 – August 2009 (3 years 1 month)
For over 70 years Yoh has provided the talent needed for the jobs and projects critical to our clients’ success. Partnering with Yoh enables a valuable, compliant and talent rich workforce.
•Work closely with telecommunication clients such as Ericsson, CenturyLink, Sprint, Verizon, AT&T and T-Mobile with outsourcing contractors to fill all levels of professional positions nationwide.
•Build a pipeline of nationwide consultants to fill immediate client needs.
•Build upon current relationships to secure future positions by anticipating upcoming client needs.
Sr. Human Resource Analyst / Recruiter at Black & Veatch
April 2012 - June 2013 (1 year 3 months)
Building a World of Difference by connecting top talent with opportunities in Construction & Procurement at B&V and Overland Contracting.
•Recruited field and corporate staff to perform upgrades and decommissioning of sites for the Sprint iDEN and AT&T Turf projects in the United States.
•Full lifecycle sourcing to onboarding.
•Transferred to BV C&P where I was responsible for the recruitment of Safety, Quality, Estimating and Construction Management roles within the Water and Oil & Gas Power divisions for various regions of the United States and the Middle East.
•Recruiting for global projects including the Middle East and conflict zone areas.
•Recruit for Energy, Telecom and Water. (Power Delivery/Generation, Estimating, Safety, Construction Management, Superintendents, Electrical/Mechanical, Quality).
•Assist candidates through a variety of processes for onboarding; HR liaison for any immediate HR concerns/questions related to onboarding and recruitment.
•Provided weekly reports to management and team with staffing updates and frequent communication.
•Search for qualified candidates by placing advertisements and networking.
•Provide solutions for professional's complex inquiries regarding Human Resource issues.
Senior Account Executive at AppleOne Employment Services
January 2010 - May 2012 (2 years 5 months)
AppleOne specializes in Temp, Temp to Hire and Direct Placements in a variety of industries and career paths.
•Operate a full cycle desk, building a book of business from the ground up focusing on new business and returning business.
•Secured large National Accounts such as Sprint and Computer Sciences Corporation that had never seen billing in our branch.
•Developed trusting relationships with clients so there was no need to interview candidates at client site. Candidates for hire were sent directly through to start.
•Solely responsible for taking company to a Tier 1 status within one month for a major national account. Commended for being the most improved vendor to participate in an open solicit trial period.
•Continued to increase GM and Sales Dollars week after week to achieve goals and objectives.
•Qualified Member of Founders Club in 2010 with sales upward of 500,000k in less than a year.
•2011 Elite Gold Status Member of Founders Club with increased sales over 2010 billing over 1.4 million in sales in 2011.
•Primary contact for Fortune Company accounts and responsible for building business from zero to six-digit profits.
•Ability to grow profitability based on expertise and dedication to clients and contractors.
•Manage accounts for various industries with a focus on administrative, executive, call center, finance, HR, and IT recruitment efforts.
•Effectively recruit and place employees for clients.
•Determine client needs based on business demands and current market trends.
•Educate clients and potential recruits on the benefit of utilizing services.
•Provide same day turnaround when servicing clients.
•High level of referrals from both clients and former placements.
•Educate recruits on client company benefits and sell the recruits skill set to the client for position matches.
•Provide a high level of customer service both on the client and candidate side of the business.
•Responsible for recruiting, pipelining, prequalifying and interviewing all candidates placed.
•Process candidates through all background requirements, drug screen procedures and paperwork.
•Work with various Vendor Management systems (Agile1, Beeline, Ariba, SPRO) and various background screening packages and services.
Technology Recruiter at Yoh
August 2006 - August 2009 (3 years 1 month)
Yoh is a subsidiary of Day & Zimmerman.
Worked closely with telecommunication clients such as Sprint, Verizon, CenturyLink, Ericsson, AT&T and T-Mobile.
•Outsourced contractors to fill all levels of professional positions nationwide.
•Specialties included, Administrative placement for entry level CSRs to Account Representatives, File/Admin Clerks to Sr. Level Administrative and Project Coordinators and Project Management, Real Estate professionals for new site builds and Human Resources placement for Recruiters.
•Finance placements for Analysts (Business/Financial), Buyers/Procurement, Logistics Legal placement for Contract Specialists, Property Services, CSRs
Personnel Manager and Operations Manager – Lead Recruiter
December 2003 - August 2006 (2 years 9 months)
Corporate owned branch office specializing in job placement for entry level Administrative and Light
Industrial temp and temp to hire job seekers.
• Professional placement (direct hire) for a variety of industries from light industrial Warehouse Shipping/Receive, Loaders, Drivers, Machine Operators, and Mail Processors to Administrative Services for Executive/Administrative Assistants, Sales and IT.
•Built an applicant pipeline by sourcing through a variety of resources ie job boards, print, internet.
•Promote teamwork by educating, training, and leading a team of internal Recruiters.
•Determine applicant requirements by administering and evaluating skills through virtual testing assessments.
•Conduct phone screens and in person interviews.
•Select candidates based on qualifications and overall professional etiquette to determine proper fit based on soft/hard skills for placement.
•Educate candidates on the client's company incentives, opportunities, and benefits.
•Extend offer of employment. Improve organization attractiveness by recommending new policies and practices.
•Conduct Client on site orientations; monitor job contributions by performing routine performance evaluations and coaching employees.
•Educate internal staff on legal challenges by understanding regulations; developing new procedures; conducting training to reduce loss from WC claims and unemployment.
•Participate in unemployment hearings. Point of contact for AR/AP for clients and Corporate.
•Build and sell company image by upholding professionalism and initializing "sense of urgency" to customers and employees.
•Enforce ethical business practices.
•Grow existing business based on relationships.
•Attend training at corporate office and communicate company policies to branch staff.
•Interview and select the most qualified candidates for internal hires that will support our branch goals.
•Counsel internal and field employees on performance and offer alternatives that will enable them to grow.
•Supervise two remote sites where on-site managers for Snelling resided.
•Train, supervise, and monitor the performance of remote and onsite temp and full time employees of Snelling.
•Produce weekly revenue reports and discuss -/+ in GM to management.
•Process payroll for three locations approx 500 temporary employees.