KIM KARTSEN

Chantilly, Virginia ***** 703-***-**** ad4tr0@r.postjobfree.com https://www.linkedin.com/in/kimkartsen SUMMARY

As acquisition, metrics, process. provide a relationship-Project guidance As and a and leader, researching talent Management oriented, and I ensure support, management trends analytical my establish Recruiting team to in Talent identify the achieves clear field Acquisition Salary goals opportunities, of solutions corporate and Negotiation Manager, objectives to recruiting. deliver initiatives, I possess in Relationship results a I positive focus and proven and on improvements meet and improving Building knowledge supportive customer efficiency, Networking in of service environment. recruiting, the recruitment translating objectives, talent

Training Mentoring and Coaching Construction Recruiting AEC Recruiting TS/SCI/Poly Recruiting Recruiting Metrics SOP Development Critical Thinking Problem Solving Company Branding Sourcing Staff Management ATS Public Speaking Data Analytics Business Reviews Talent Advisor Onboarding Diversity Recruiting Process Improvement Employee Referral Program Strategic Partnerships KEY ACCOMPLISHMENTS

• • • Engagement factors data employee campaign. Employee program both phased system Applicant to the in with candidate the enhance implementation increasing senior through evaluation influencing to marketing and encourage experience Tracking Referral satisfaction the leadership and marketing employee efficiency payout and Retention campaign targeted of Program a Systems selection and a consistent amounts to surveys, Candidate campaign. and interviews, standardize position employees' to operational Project Enhancements (of launch ATS) and Ceridian stream informing approval Relationship Used shortening – – and exit the Collaborated Collaborated career of best internal Dayforce recruitment promote interview submitted efficiency. the practices – decisions Management the Led development ERP as the time with the with the analysis, referrals. data process, new of redesigning referrals marketing for internal the chosen and program. enhanced System iCIMS resulting candidate outside of ATS received stakeholders a system, and and (Designed for CRM)strategic attraction recruitment industry launch Stanley in payouts. input, . leading notable Additionally, an and of external Martin data Glassdoor and additional a the Created new an improvements leaders to retention. audit external Homes. employee gain played communications a to to tiered insights, tiered, approval identify prepare consultant Partnered a Compiled key referral reward in multi- both role and key for for EXPERIENCE

BOHLER, Herndon, Virginia

Talent • • • • Lead performance Collaborate on Consult practices Drive pools, Acquisition AEC a sourcing utilizing high-recruitment with for with performing complex business management, Manager, various capability business strategies recruitment management talent team Mid-leaders, and coaching, channels. in Atlantic, across delivery achieving hiring matters and and all Oct across HRBP career managers, development. customer and 2022 to the strategy. levels. – address Present Mid-and solution Atlantic key current stakeholders and team and service future to talent proactively to provide staffing objectives expertise needs, create through advising AEC and candidate guidance effective on best

• • • • Partner strategies, candidates. Manage Present industry Successfully effectively with relationships recruitment employment, delegating candidate Marketing manage data, responsibilities. personas, with compensation, multiple Communications outside marketing impactful priorities staffing and insights, and benefits job agencies and University descriptions, and projects, trends. and analytics vendors Relations meeting and to business to social teams enhance deadlines, media to leaders, develop recruitment campaigns championing maintaining recruitment efforts. for change, early a marketing focus career and on STANLEY Talent Acquisition MARTIN HOMES, Partner, Reston, Apr 2018 Virginia – Oct 2022

• • • • • • • • • • • Led Trained Managed Established stakeholders, Developed Managed Partnered Streamlined Assisted Tracked Participated full-cycle and various in relationships requisitions with and managing solid mentored requisition in recruiting providing various updated Marketing recruiting business the within Talent career with expertise recruitment creation to recruitment to identify metrics relationships external create Applicant Acquisition fairs and on top and for signage processes recruitment staffing prioritization budget. reporting, talent Tracking open team with and houses. agencies for to members. Regional/collateral Systems immediate trend strategies enhance based and identification, Divisional (on for ATS) vendors. the across and action career talent and future all items across Presidents, fairs acquisition and career business and from process multiple levels. open hiring needs. program. hiring improvement. houses. platforms. managers. managers, and key GOLDBELT, L.L.C., Herndon, VA

Talent Acquisition Recruiter, Oct 2017 – Mar 2018

• • • • • • Identified within Managed Sourced Reviewed requirements. Screened Document government candidates a candidates and all resumes high-activity qualified volume contracts. by and prior in searching ATS. dashboard Cleared credentials to submitting internal candidates of for 20+ to and skills, open hiring for external requisitions intelligence experience, managers. sources at and and for any technical qualified knowledge given time. OCONUS personnel. in relation and CONUS to the positions position INDEPENDENT CONTRACTOR, Chantilly, VA

Recruiter, Oct 2013 – Oct 2016

• • • • • Conducted Sourced, Worked Posted Managed positions with qualified, a full high-hiring lifecycle volume on and various managers prescreened recruiting dashboard social on writing of media of candidates passive 30+ sites. job open candidates descriptions to requisitions meet the for and specific all at determining levels any given requirements of positions. time. salaries. of each contract position. ADDITIONAL EXPERIENCE

LONG REALTY METRICOM, CABLE ACCENTURE, & & FOSTER, DIRECT, WIRELESS National Consultant Realtor Realtor USA, Account Senior Manager Product & Business Development Manager EDUCATION

George Washington University, Washington, DC Radford University, Radford, VA Master of Business Administration Bachelor of Science, Management Information Systems

CERTIFICATIONS

Certified Recruiter (RACR), Recruiter Academy, 2022 Certified Internet Recruiter (CIR), AIRS, 2022

Professional Recruiter Certification, AIRS, 2022

SOFTWARE/RECRUITMENT TOOLS

Microsoft Taleo UKG/Ceridian iCIMS Boolean/LinkedIn UltiPro Dayforce X-Recruiter Office Ray Suite