Kezon McNeill

202-***-****

ad2sye@r.postjobfree.com

Summary of Qualifications

Talent acquisition leader with experience leading and building teams from the ground up. I understand the entire talent acquisition process for start to finish, and excel increasing team moral and improving outcomes.

Experience

Open Source Technical (RPO)

Sr. Director of Talent Acquisition 3/2014 to Pres

Oversee recruitment and placement policies, systems, and procedures, including strategies and selection techniques.

Researching and recommending latest sourcing tools and recruiting software (e.g. ATS)

Participating in the strategic planning of our companies employee engagement and development.

Experience with Data Warehousing, Data Quality, Master Data

IT business analyst with experience in documenting and managing requirements

Organizing recruitment events for the purpose of establishing a sound employer brand

Maintaining talent pipelines with past applicants as well as potential candidates for future hiring needs

Promoting diversity by ensuring that our recruitment strategies attract candidates from diverse backgrounds.

Experience in software development life cycle.

Created (DEB) program Diversity Equity and Belonging. This has resulted in improved diversity efforts for our customers.

Travel globally to build relationships for new business and existing relationships with fortune 200 clients.

Ensure that our team always feels like they are part of the solution and have a voice in our decisions.

Participate in the planning and implementation of all activities related to workforce planning and hiring.

Perform departmental gap analyses and develop recruitment action plans to address competency gaps.

Ensure client satisfaction through a thorough understanding of client goals, objectives and commitments, as well as business challenges and successes.

Experience with both traditional Waterfall SDLC and Agile / Lean methodologies

Provide leadership to a team of fifty+ recruiters, sourcers and recruiting coordinators across our company globally.

Establish and maintain relationships with hiring managers and senior leadership to stay abreast of current and future hiring and business needs.

Establish and maintain contacts with employment sources, such as colleges, employment agencies, search firms, and trade associations.

Develop and maintain relevant recruiting metrics.

Conduct ATS system analysis and manage vendor relationships.

Proactively research and investigate innovative sourcing strategies. Track and manage ROI of sourcing channels.

Train partners and employees in the skill of interviewing on an ongoing basis to ensure effective, legal interviewing practices.

Manage, build and coach the recruitment team to reach company and personal goals.

Work with finance department to prepare annual recruitment budgets and monitor expenditures to comply with budgetary limitations.

General Dynamics IT

Senior Manager Talent Acquisition 8/2009 – 3/2014

Serve as a strategic thought partner including collaborating with GDIT executive leadership to develop and update weekly, monthly, quarterly, and annual staffing forecasts.

Managed the vendor relationships with staffing partners.

Oversee the development and management of a team of thirty-five recruiters responsible for hiring between 300 to 375 candidates every year.

Updated and maintained recruiting metrics that improve hiring efficacy and demonstrate ROI, including time to fill, time in pipeline, and close rates.

Lead proposal, and prime efforts for Intel roles.

Trained staff on updated strategies on attracting talent through various social media outlets.

Worked to develop a better referral bonus program to increase company numbers.

Set the vision for recruitment teams by motivating staff to continually market GDIT to high quality candidates.

Lead the effort to update SOP's for the entire division, to create better workflow with filling opportunities.

Design, and implement effective, recruiting strategies, and infrastructure for current and future hiring needs.

The HCSD division, a $1.3B organization focused primarily in Civilian, and Federal Health IT Services and hiring over 1000 new employees every year, supports over a dozen federal agencies.

Partners with HR peers in all aspect of human capital work related to employment, including the relevant compensation activities of internal equity and market analysis, succession planning and high-potential development, workforce talent assessment and org development, and performance management.

Ensures timely and accurate communication of employment related metrics to identify issues and trends, from ensuring accurate data entry to data analysis. Advises management on trends and retention strategies.

Lead efforts to ensure our department maintained good internal relationships with our business partner base.

Provide a strategic framework for focused recruitment efforts including college, diversity, technical and related programs and support the business in executing these strategies

Serve on the Compensation Committee and advise on current compensation trends and developments to ensure competitive compensation opportunities

Partner with HR leadership team to research recruitment technology solutions, evaluate existing solutions and recommend appropriate recruitment investments

Edgesource Technology 9/2005 - 8/2009

Director of Recruiting

Partner with leadership to build trust and relationships within the business.

Set goals and manage our hiring manger expectations throughout the company.

Manager a team of ten recruiters and two recruiting managers supporting government contract customers.

Manager vendor relationships with staffing partners.

Our team hired over 395 candidates per year with the support of our entire recruiting staff.

Work with clients to develop a better hiring process through, developing various types of interviewing questions.

Created SOP's for the company to use as a standard process for how the recruiting division would function.

Lead the charge for creating more creative ways of identifying talent to come join our company.

Increased production with implementing a referral bonus program that resulted in 45% of our hires resulting from company referrals.

Manage external recruiting relationships and activities, including but not limited to University relations programs and activities intended to further companies standing in critical academic communities and enhance our ability to benefit from those relationships through acquisition of high quality talent.

Compile, analyzes and utilizes data relating to recruiting, performance and retention to identify opportunities to improve processes and procedures.

Make salary recommendations to hiring managers based on market analysis.

Lead strategy on had to fill openings that are mission critical to client’s bottom line.

Mac-Fi/SRA 10/1999 – 7/2005

Recruiting Lead

Recruited IT professionals for contract and permanent positions for various customers. 35% of the openings I filled required candidates to have current Secret or Top Secret clearances.

Worked closely with hiring managers in identifying the best candidates for openings.

Extended offers to candidates once all background, and reference checks were completed.

Work on staffing need for clients with specialized needs, such as, CPA, CFO, CEO, and Healthcare professional.

Develop and implement sourcing strategies to stay on top of increased needs for job order coverage.

Use Access database to update and track all candidate/recruiter activity.

Educate clients on industry changes to insure they were up to date on what the pay ranges were for various opportunities.

Train recruiters in any area they considered themselves needing improvement.

Increased job placements for our region by 30% every year.

Made presentations to clients on our services and the benefits of using our company.

Streamlined our recruiting process so that recruiters could work on multiple opportunities at one time to stay in line with the competition.

Aerotek

Recruiter

8/1998 – 9/1999

Identify professionals for short term/long term opportunities in the Metro Region.

Identify candidates for various clients throughout the MD, DC, and VA area.

Interview candidates considered good matches for opportunities based on how their phone screens go.

Use Ontrak to track all candidate activity and make any necessary updates.

Voted top recruiter in my office for 3 of the 4 quarters I was with the company.

Follow up with candidates to get feedback on how interviews went with clients.

Identify sales opportunities with clients through reference checks.

Education

BS, Business Management, Central State University

Training

PeopleSoft HR, iCIMS, Taleo, LinkedIn Recruiter, Pro-Hire, Jobviite, Brass Ring, Constant Contact, Bull Horn, GEM, Greenhouse, Workday, Job Diva, ResumeWare, Silk Road, Open Hire, iCIMS, Hacker Rank, CATSONE, Karat, PowerBI, Code Signal

Qualification Highlights

SOP implementation for entire Talent Acquisition team.

Global Talent Acquisition expertise.

KPI tracking for success

Standing up internship programs.

Diversity process implementation.

Workforce development expertise.

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