Management Development
Resume:
Reginald Wilson
Washington, DC 20002
************@*****.***
KEY STRENGTHS
Leading Talent Acquisition Efforts: Experienced in identifying and closing top talent in the US, Asia, Africa
and Latin America and negotiating national, expatriate and third country national remuneration packages. Known
for ability to scope, plan, delegate, streamline quality processes, and execute on time and within budget.
Communicating Effectively to Diverse Audiences: Able to aggregate, analyze, and present data findings to a
range of audiences from senior executives at Fortune 500 firms to rural farmers in Africa. Known for ability to
think creatively, communicate strategy effectively and influence sound hiring decisions.
Making Effective Decisions in Turbulent Climates: Comfortable in fast-paced and variable environments
where high-quality analysis and critical decisions are required for success. Known for keeping a calm demeanor
and thoughtful decision-making under pressure.
EXPERIENCE
Chief Thought Provoker, InGaj, Washington, DC 2013
Founded InGaj as a talent optimization firm that provides career development, recruitment process
design, talent acquisition and process improvement consultation and management services to socially
responsible and progressive organizations
Lead campaigns for work environments and cultures that foster diversity, inclusiveness, creativity,
innovative collaborations and progressive social engagements
Develop and manage the organization's brand identity
Lead business development, client relationship management and service delivery efforts
Plan, design, develop and produce all marketing materials for all media outlets
Encourage and cultivate dreams into actionable goals
Competency and job matching
Lead and manage client strategy assignments
Provide creative direction to all social media campaigns
Recruiting Manager, TechnoServe, Washington, DC 2010-2013
Developed and led the overall strategy and execution of the TechnoServe Talent Acquisition Program
Managed recruitment and hiring of global full time, consultant and temporary staff for leadership,
management and technical assistance/support roles
Collaborated on the development, writing and production of proposals for new business development
projects with bilateral and multilateral donor organizations including: USAID, DFID and AUSAID
Designed full life cycle recruiting process and applicant scorecard, and launched applicant tracking
system (ATS)
Determined specific technical expertise and staffing requirements for ‘sold and funded’ and proposal
projects
Provided management oversight and direction to a staff of four personnel
Created job descriptions, developed recruitment plans and led interview plans
Mananged vendor relations
Adept at forging strong relationships with business leaders, hiring managers and HR business partners
Organized and conducted all recruitment marketing and outreach programs and activities such as targeted
listserves, social networking and media outreach, invitation only recruiting events, and strategic
partnering
Communicated with managers and employees regularly to establish rapport, gauge morale, and source
new candidate leads
Led all talent search committees including intial assessment, interviewing, and ranking of applicants
Ensured compliance with US government and international hiring procedures and requirements
Produced and implemented annual Affirmative Action Plan
Designed diversity awareness and training programs and consistently exceeded yearly minority and
gender hiring goals
Conducted formal analysis of each hiring decision to ensure compliance with EEOC requirements
Presented at local and regional colleges, attended student group meetings and bolstered TechnoServe’s
reputation as an ‘employer of choice’ among the college community
Developed creative and cost effective approaches for sourcing and selection that generated a pipeline of
highly desireable and diverse candidates
Maintained a database of passive professionals and bolstered diverse industry networks
Presented talks at relevant national development association and organization conferences
Built partnerships with internal stakeholders ensuring alignment of recruiting process with business
needs
Traveled to regional offices in Africa and Latin America to meet with and assess client needs, train local
HR staff on recruiting processes and build strategic relationships
Successfully managed an average requisition load of 20, closing 90% monthly
Founder and President, NL Business Solutions, LLC, Washington, DC 2008-2010
Launched professional services firm securing previous employer as first client and led organization on
business development, marketing and sales
Provided customized recruiting process design, direct hire, talent optimization, strategy formulation and
process streamlining services
Successfully built strategic partnerships across public, private and social sectors
Strengthened communication channels and aligned agents with client strategies
Expert full life cycle recruiter current on emerging recruiting and hiring trends and techniques
Broad range of networking contacts
Successfully managed a team of 12 consultants
Executed market analyses and hiring trends and policies and generated a deep understanding of the
market and competitive landscape
Conducted trainings on; Recruiting Best Practices, Resume Writing, Successful Interviews, Finding
Passive Candidates, Recruiting Through Social Networking, Workplace Diversity and Succeeding in the
Workplace
Solid experience in resource management, staffing and operations with a focus on change management,
metric and budget management, training and managing client relationships
Successfully managed an average requisition load of 100, closing 80% monthly
Recruiting Lead, Charles River and Associates, Intl., Washington, DC 2006-2008
Developed, implemented and maintained a comprehensive talent acquisition plan
Managed full spectrum of recruitment and job placement activities
Led the Diversity recruiting strategy for the firm working and collaborating with corporate leadership
Maintained oversight of internal company employment Policies and Standard Practices for Talent
Acquisitions
Managed national college/university recruiting efforts
Collaborated on new business development efforts and reviewed Recruiting and Retention Plans.
Led manning for projects with applicable HR Managers to ensure sufficient fill rates and assignments
Mentored and developed other more junior recruiters
Senior Recruiter, Booz Allen Hamilton, Tysons Corner, VA 2005-2006
Managed recruiting processes for hires across all BAH practice areas
Managed pipeline creation/maintenance
Partnered with hiring managers on; education, expectation setting, profile definition, recruiting process
and material creation
Responsible for candidate engagement/cultivation
Pre-screened first and final round candidate evaluation
Managed offer extension/candidate negotiation
Served as a recruiting partner to senior leadership teams across the firm
Proactively defined recruiting strategies with those leadership teams, and updated strategy through
frequent and ongoing senior-level communication
Partnered with associated HR Generalists and other resources, ensuring that recruiting strategy was fully
integrated with overarching talent strategy across profiles
Maintained frequent contact with Talent Partners to anticipate future hiring needs and proactively adapt
recruiting strategy with senior line clients
Developed/maintained strong knowledge of functional recruiting domain, trends in functional talent
market and network of local talent potentially “in play”
Partnered with Recruiting Director in setting functional recruiting strategy through current experiences in
the market, recruiting knowledge/experience, analysis of recruiting metrics and strategic partnerships with
senior line clients
Senior Technical Recruiter, CACI, Arlington, VA 2000-2005
Provided full-life cycle recruitment to attract, hire and maintain junior to principal level professionals
Conducted regular follow-up with managers to determine recruiting needs and the effectiveness of
recruiting strategies and implementation
Collaborated on public relations efforts to establish a recognizable ‘employer of choice’ reputation both
internally and externally
Researched and recommended new sources for active and passive candidate recruiting
Mentored and coached junior and mid-level talent acquisition staff
Recommended, developed, and implemented staffing best practices including coordinating efforts of
hiring managers and staff to overcome candidate obstacles during the interview through offer process
Actively identified, located, screened, and hired technical, administrative, marketing, management and
leadership candidates in effective and timely manner
Responsible for diversity awareness and professional development training for staff and company-wide
recruitment analysis
Conducted new hire orientations and created a company-wide ‘Buddy’ program for new hires
Built and managed a team of six recruiters and development specialists to support CACI’s rapidly
growing intel/cleared workforce
Maintained hiring and EEOC compliance statistics
Developed tools, processes and training to leverage existing and new technologies
Successfully managed an average requisition load of 50, closing 90% monthly
Senior Technical Recruiter, Techspan, Fairfax, VA 2000
Responsible for full life cycle recruitment of senior level technical staff to include; Program Managers,
Web Developers/Architects, Team Leads and management personnel. Skill sets sought included: Java,
C++, Vignette, Rational Rose, WebMethods, Web Logic, Oracle, ASP, VB, SQL, Unix, NT, OO,
Sybase, TCP/IP, Solaris, HTML, LAN, WAN, and other developing technologies and products
Managed H1, T1, and other visa issues
Networked through industry contacts, association memberships, trade groups and employees
Advertised openings through various media outlets, with professional organizations, and in other
discipline appropriate venues
Created company-wide talent and management strategy to develop growing workforce and identify top
performers for advancement
Worked with senior executives to create and implement a comprehensive strategy and supporting
programs to engage, develop, and retain the talent base required for Techspan’s sustained rapid growth
Oversaw the selection and management of external search partners and vendor relationships ensuring the
proper mix of in-house and external staffing resources
Established proven track record of creating employment branding strategies and elevating Techspan as an
‘employer of choice’
Successfully managed an average requisition load of 40, closing 100% monthly
Program Director, Seattle Central Community College, Seattle, WA 1998-2000
Accountable for student/client assessments, intake, admissions and tracking of dislocated workers as well
as the facilitation of group and individual program orientations
In charge of student employment assistance, professional development, workshop/seminar facilitation and
other student needs
Leveraged principles of organizational development and data-based methodologies for program analysis,
performance improvement, quality assurance reviews and reporting
Coordinated career/training events and employer presentations in addition to student recruitment
Implemented best-practices across all program functional areas including capacity planning, forecasting,
development and training.
Supported the Vice President with research and development of strategic initiatives
Oversaw program’s public relations efforts
Created and executed career development programs
Developed and administered business development goals and objectives, schedules and performance
standards
Worked closely with regional businesses and community based and private organizations to ensure
students’ career needs were met
Responsible for yearly program budget and allocation of tuition assistance and training funds
Field Supervisor, ARCO, Seattle, Washington 1996-1997
Overall responsibility for safe, quality and cost effective unit operations
Responsible for managing multiple facility operations (100 employees) as well as regional recruiting, new
hire orientation, sourcing, training and development of all field personnel
In charge of workers compensation claims, personnel policies, benefits and payroll
Handled affirmative action, ADA, sexual harassment, gender and age related issues
Initiated new marketing/public relations strategies
Applied expanded knowledge and use of multiple operational reports to identify and solve operational
opportunities
Instrumental in implementing workplace diversity consciousness programs and active participant on loss
prevention and safety teams.
EDUCATION
University of Washington, Seattle Washington 1993-1996
Bachelor of Arts, American Ethnic Studies
ADDITIONAL
Travel: Traveled to 20 countries throughout Africa, Europe and Latin America
Languages: English (Native) Spanish (Basic)
Interests: Racquetball, tennis, photography, creative writing, theater, mountain biking, cycling, sailing,
organized sports, completed ten half marathons, mentoring, motorcycling, nature, learning and
personal/professional development
Volunteer: Habitat for Humanity, Martin Pollack Project, Downtown Sailing Center, Rainier Valley Little
League Coach
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