Kobie Drew

ad4wv7@r.postjobfree.com 404-***-****

Seeking position as...

Senior Recruiter/Recruiting Manager

"Proven track record fitting the right people into the right positions"

Human Resources Training/Position And Resume Assessment/Expert In Recruiting Process And Implementation

CORE STRENGTHS

> Multiple project management > Very good client relations skills

> Analytically strong > Strong communicator

> Flexible and adaptable to change > Time management – excellent follow-through

> Computer skills: Microsoft Word, Excel, PowerPoint, Outlook

PROFESSIONAL EXPERIENCE

Manager, Talent Acquisition Home Depot December 2021 to Present

Responsible for leading/developing a team of Sr. Recruiters supporting the THD Rental/Home Depot Equipment Services businesses

Developing a strategy to facilitate the most effective approach to hire technicians and CDL A drivers nation wide

Overseeing the strengthening of relationships with VP and Director level field partners

Establishing myself as the subject matter expert in the space regarding all talent acquisition matters

Promoting a more diverse field in the businesses my team supported through talent acquisition

Sr. Recruiter Home Depot December 2012 to December 2021

Responsible for recruiting outside sales consultants and outside sales managers in the states of New York, Maryland, Virginia, North Carolina, and Delaware for the Home Services Team

Training incoming managers on the recruiting process as well as the CTS

Influencing field partners regarding best practices (on-boarding, recruiting, etc)

Phone screening up to twelve candidates a day

Participating in conference calls for the purpose of field partner/recruiting alignment

Retail Staffing Manager Home Depot March 2010 to December 2012

Responsible for the staffing of 124 stores in the Pacific/Mountain/Desert region of the country, generating 75 million a

week in revenue

Manage and develop a team of Staffing Specialists and Coordinators responsible for executing staffing process

Establish communication with field partners regarding staffing needs

Reviewing over 500 applications a day and ensuring that candidates are submitted to appropriate requisitions

Acting as subject matter expert regarding store staffing for field partners as well as Retail Staffing Center

Propose improvements to Home Depot retail staffing process from a manager level

Phone screen potential candidates for a variety of retail positions

Annual employee assessments of my team based on performance

Manager, Talent Acquisition CitySearch December 2006 to January 2010

Implemented staffing strategies to provide a qualified and diverse candidate pool

Identified passive job seekers using a full range of sourcing strategies and resources

Fiercely networked at all levels, fostering long-term relationships with candidate prospects via creative cold-calling, internet postings, social networking, etc

Ensured hiring manager and team preparedness during the hiring process so that candidates are handled with the utmost respect and professionalism

Managed candidate process and act as candidate advocate

Negotiated offers by partnering with hiring manager, senior management, and other groups as necessary

Utilized behavioral interviewing techniques to evaluate candidates and coach hiring team on best practices

Managed offer process (including reference checks, salary recommendations), offer letter generation, and offer acceptance/declines

Proposed and implemented ongoing improvements to CitySearch’s staffing efforts by applying a wide range of experience on current external recruiting policies, practices and trends

Talent Market Recruiter Ryder Transportation & Logistics August 2006 to December 2006

Recruited truck drivers for the Northeast Region of the United States

Facilitated background check, drug-test, and processed exceptions where applicable

Submitted weekly reports to Recruiting Manager

Sourced and posted positions on all major websites

Developed recruiting strategy to successfully manage and fill 30+ driving positions in a timely manner

Communicated with field managers daily in regards to recruiting best practices

Developed interview questions for varying skill sets called to recruit for

Participated in weekly meetings with Director level staff to update on recruiting activity in the region

Recruiter TimePlus, Inc June 2006 to August 2006

Recruited Sales and Financial staff (full-time positions)

Implemented behavioral interview program as part of already existing selection process

Trained managers on recruiting best practices

Sourced and posted positions on all major websites

Submitted weekly reports to Director of HR

Responsible for sales staff recruiting nationwide

Lead Recruiter Spherion, Alpharetta January 2006 to June 2006

Managed 8 recruiters and Employment Specialists responsible for call center employees of major client in largest client area with regards to hiring activity

Managed process that entailed communicating with 10 plus field managers regarding call center hiring

Trained field managers on recruiting and HR best practices

Sourced and posted positions on all major job sites

Trained recruiting team on managing process flow as well as intake interviews and pipeline assessment

Acted as liaison between field and director level HR staff

Developed and implemented staffing strategy based on client need (turnover and business growth)

Submitted daily, weekly and monthly reports to director level staff on progress of call center recruiting business

Responsible for recruitment of up to 300 full-time call center reps a month

Senior Recruiting Specialist/Recruiting Manager MarketSource Inc., Alpharetta 2002 to December 2005

Managed 10+ recruiters responsible for national sales part-time initiative of largest client in terms of revenue generation for the company

Managed process that entailed communicating with 50 plus field managers regarding retail program

Recruited for full-time positions from specialist to director level for largest client program in terms of revenue generation for the company

Trained field managers on recruiting and HR best practices

Sourced and posted positions on all major job sites

Trained recruiting team on resume storage software as well as ever-changing internal recruiting and submittal process

Acted as liaison between field and director level HR staff

Submitted weekly and monthly reports to director level staff on progress of part-time retail recruiting business

Developed and implemented staffing strategy based on client need

Trained on and conducted behavioral-based interviews as the basis for ensuring most productive and fruitful selection process of MarketSource employees

Responsible for recruitment of over 7500 part-time retail sales reps a year nationwide

Benefits Coordinator ADP, Alpharetta 2001 to September 2002

Verified medical benefits claims of subscribers

Took calls from subscribers with questions about health coverage

Verified personal information of medical claims paperwork

As part of the HR team, performed monthly audits of medical benefits paperwork

Program Coordinator - COMET Hewlett Packard, Atlanta 1999 to 2001

Facilitate the hiring of external temporary workers across the country through a process that begins with identifying the needs of various Hewlett-Packard managers

Act as a consultant in regards to staffing needs

Review resumes according to criteria identified based on said needs

Conduct interviews with candidates as well as track performance of said candidates

Act as a liaison between HP and it’s external temporary work force and provide coaching whenever a challenge was identified

Scheduling Coordinator – Team Lead Hewlett Packard, Kennesaw 1998 to 1999

Coordinated schedules for engineers according to workload and availability

Acted as pace-setter for acceptable performance for the scheduling team and coached team on process best practices where appropriate.

Call Center Supervisor Hewlett Packard, Atlanta 1997 to 1998

Supervised, directed and motivated customer service coordinators with call logging processes

Reviewed performance of CSC’s and determined pay increases

Troubleshot and audited quality of calls logged and provided assistance and additional training when necessary

Ensured coordinators met required performance standards

Responsible for staffing call center according to ACD needs and turnover

Quality Assurance Supervisor Hewlett Packard, Atlanta 1996 to 1997

Acted as point of contact regarding any quality issues in the call center, identifying trends in quality and tracking feedback on logged calls

Alleviated quality problems via sponsoring and teaching workshops

Customer Service Representative Hewlett Packard, Atlanta 1995 to 1996

Assisted customers in a 3000+ per day ACD environment

Coordinated customer calls between second and third level support

Initiated escalation procedures for customers who had exceeded response times

Trained new associates

EDUCATION

B.A. in English, Morehouse College, Atlanta, Georgia

References furnished upon request

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