MONICA BROWN

Telephone: 678-***-****

Email: adc2su@r.postjobfree.com

SUMMARY OF QUALIFICATIONS

Robust Strategic Programs Recruiter with B-to-B Sales, Project Management (PM), brand marketing, manufacture, IT and diversity procurement expertise, and a keen perception of talent’s skill-sets;

Self-starter, a team player and has a keen sense for sourcing and acquiring the Best-and-Brightest talent;

Created and implemented traditional and digital sourcing recruitment strategies;

Managed extensive client projects, including Junior Military Officers (JMO), Transition Assistance Programs (TAP), Army Career and Alumni Program (ACAP), Military Spouse Employer Partnership (MSEP), Army PaYS, ServiceNow (Now), Google Cloud Platform (GCP), and Splunk training programs;

anaged Ad-Sales, sponsorship solicitation, including proposal development and strategic planning;

Managed grassroots campaigns, and developed strategic plan to execute the initiatives.

PROFESSIONAL EXPERIENCE

Accenture (Cyber and Cloud) June 2018- Presently

Sr. Talent Procurement and Program Partner of Talent Acquisition, Atlanta, Georgia

Collaborative National Full-Life Cycle Recruiter with a keen understanding of sourcing for the best-and-brightest talent by using out-of-the box sourcing techniques (e.g. User Groups - Splunk, SIEM, SOC, QRadar, Endpoint, ServiceNow, Oracle, Google Cloud Platform (GCP), AWS, Azure etc.), Stack Overflow, Hiretual, Github, Quora, Yatedo, Slack, Hackerrank, Connectifier, Meetup Groups, Technology Trade Groups, Procurement Partners, social media campaigns via Hootsuite a social media management tool etc.);

Source talent via various sourcing techniques (e.g. X-Raying, flipping, peeling back, mining, Boolean search strings, cold calling, networking, niche websites, LinkedIn, Google Search, Facebook, Hoovers, attendee’s lists, job boards, grass-roots community outreach etc.), and, a variety of Chrome Extensions (Prophet, Discover.ly, Entelo, Rapportive, 360 Social, SourceHub, Thrust.io, Import.io, Whoworksat, Mentor-Social Talent etc.);

Projects I manage: ServiceNow (NOW) Junior Military Officers (JMO), Transition Assistance Programs (TAP), Army Career and Alumni Program (ACAP), Military Spouse Employer Partnership (MSEP), Army PaYS, NOW Women, Google Cloud Platform (GCP), GCP Women, Splunk Women, and diversity talent training/hiring initiatives;

My Talent Acquisition verticals are procuring: IT Engineering Talent from various geographies and technology skill-sets such as, PM, Product Manager, Program Manager, B-to-B Solutions Sales (e.g. Cloud, M2M, B2B, B2C etc.), Software Engineers: Public and Private Cloud (Google Cloud Platform (GCP), AWS, Azure (SaaS, PaaS, and IaaS), Oracle, SoftLayer, etc.), Solution Sales Cloud Architect (GCP, AWS and ServiceNow), Cyber Security, IAM, Endpoint, Splunk, SIEM, QRadar, iOS/Android, DevOps, Java Automation Engineer, Sr. Database Automation Engineer, Sr. Modern Web Developers for Emerging Technology (e.g. Angular.js, node, backbone, ember, grunt, yeoman, responsive design etc.), C++/C#, Internet of Things (IoT) Developers, Front-end/back-end, e.g. XSLT, Java / J2EE, ETL Web developer: WCF, SQL Server, HTML5, CSS, Javascript, XML/ Altova XML Spy, XSLT, DITA, DTD, PDF, UI, UX, JSP, PHP, Python/LAMP environment, SQL/API design and implementation, Arbortext/ACL Script, Linux shell scripting, SDET Windows and Linux OS., etc.) and Network Engineers (e.g. NET framework (C#, ASP.NET and MVC), SharePoint, CCIE Security and Route Switch, CCSP,CCVP, CCDP,CCNA, CCNP,VMware, vSphere, Citrix, EMC, NetApp, HP, Microsoft UC, Sr. Network Engineers throughout North America.

Talent Acquisition Consultants (TAC): Verizon August 2016- June 2018

Sr. IT Recruiter and Recruitment Marketer of Talent Acquisition Atlanta, Georgia

Collaborative National Full-Life Cycle Recruiter with a keen understanding of sourcing for the best-and-brightest talent by using out-of-the box sourcing techniques (e.g. Stack Overflow, Github, Quora, Yatedo, Slack, Hackerrank, Connectifier, Meetup Groups, Technology Trade Groups, Procurement Partners, social media campaigns via Hootsuite a social media management tool etc.);

Sourced talent via various sourcing techniques (e.g. X-Raying, flipping, peeling back, mining, Boolean search strings, cold calling, networking, niche websites, LinkedIn, Google Search, Facebook, Hoovers, attendee’s lists, job boards, grass-roots community outreach etc.), and, a variety of Chrome Extensions (Prophet, Discover.ly, Entelo, Rapportive, 360 Social, SourceHub, Thrust.io, Import.io, Whoworksat, Mentor-Social Talent etc.);

Recruited U.S. and International talent from various geographical locations, and have a deep understanding of Visa Sponsorship processes (e.g. H1B, CPT, OPT etc.);

My Talent Acquisition verticals were procuring: IT Engineering Talent from various geographies and technology skill-sets such as, PM, Product Manager, Program Manager, B-to-B Solutions Sales (e.g. Cloud, M2M, B2B, B2C etc.), Software Engineers: Public and Private Cloud (AWS, Azure (SaaS, PaaS, and IaaS), SoftLayer, etc.), Solutions Sales Cloud Architect, Cyber Security, iOS/Android, DevOps, Java Automation Engineer, Sr. Database Automation Engineer, Sr. Modern Web Developers for Emerging Technology (e.g. Angular.js, node, backbone, ember, grunt, yeoman, responsive design etc.), C++/C#, Internet of Things (IoT) Developers, Front-end/back-end, e.g. XSLT, Java / J2EE, ETL Web developer: WCF, SQL Server, HTML5, CSS, Javascript, XML/ Altova XML Spy, XSLT, DITA, DTD, PDF, UI, UX, JSP, PHP, Python/LAMP environment, SQL/API design and implementation, Arbortext/ACL Script, Linux shell scripting, SDET Windows and Linux OS., etc.) and Network Engineers (e.g. NET framework (C#, ASP.NET and MVC), SharePoint, CCIE Security and Route Switch, CCSP,CCVP, CCDP,CCNA, CCNP,VMware, vSphere, Citrix, EMC, NetApp, HP, Microsoft UC, Sr. Network Engineers throughout North America, New Zealand, Ireland and China.

Dell November 2015- February 2016

Sr. IT Recruiter and Recruitment Marketer of Talent Acquisition Atlanta, Georgia

National and Collaborative Full-Life Cycle Recruiter with a keen understanding of sourcing for the best-and-brightest talent by using out-of-the box sourcing techniques (e.g. Stack Overflow, Github, Quora, Yatedo, Slack, Hackerrank, Connectifier, Meetup Groups, Technology Trade Groups, Procurement Partners, mobile campaigns, social media campaigns via Hootsuite a social media management tool etc.);

Sourced talent via various sourcing techniques (e.g. X-Raying, flipping, peeling back, mining, Boolean search strings, cold calling, networking, niche websites, LinkedIn, Google Search, Facebook, Hoovers, attendee’s lists, job boards, grass-roots community outreach etc.), and, a variety of Chrome Extensions (e.g. Prophet, Discover.ly, Entelo, Rapportive, 360 Social, SourceHub, Thrust.io, Import.io, Whoworksat, Mentor-Social Talent etc.);

Recruited U.S. and International talent from various geographical locations, and have a deep understanding of Visa Sponsorship processes (e.g. H1B, CPT, OPT etc.);

My Talent Acquisition verticals were procuring technology talent: Business Systems Advisor (AMISYS), Business Systems Sr. Analyst (Facets), Solutions Architecture Sr. Analyst, PM, etc., who have worked in the Managed Care or Healthcare and or Insurance Payer industry;

The technology professionals that we recruited had a deep understanding of Cloud Payer technologies, which includes configuration and implementation (e.g. AMISYS, including end-to-end Hospital and Medical Claims, processing control agent, set up, product build from summary; NetworX Facets pricing, Core Facets pricing, Provider - Networks and relationships, EDI eligibility (HIPAA 834, 270, 271), Eligibility and Enrollment Data Model and Structure, member eligibility input and output feeds etc.

TAC/Disney Interactive October 2014- November 2015

Sr. IT Recruiter/Sourcer of Talent Acquisition Atlanta, Georgia

Collaborative National Full-Life Cycle Recruiter with a keen understanding of sourcing for the best-and-brightest talent by using out-of-the box sourcing techniques (e.g. Stack Overflow, Github, Quora, Yatedo, Slack, Hackerrank, Connectifier, Meetup Groups, Technology Trade Groups, Procurement Partners, mobile campaigns, social media campaigns via Hootsuite a social media management tool etc.).

Sourced talent via various sourcing techniques (e.g. X-Raying, flipping, peeling back, mining, Boolean search strings, cold calling, networking, niche websites, LinkedIn, Google Search, Facebook, Hoovers, attendee’s lists, job boards, grass-roots community outreach etc.), and, a variety of Chrome Extensions (e.g. Prophet, Discover.ly, Entelo, Rapportive, 360 Social, SourceHub, Thrust.io, Import.io, Whoworksat, Mentor-Social Talent etc.);

Recruited U.S. and International talent from various geographical locations, and have a deep understanding of Visa Sponsorship processes (e.g. H1B, CPT, OPT etc.);

My Talent Acquisition verticals were procuring: IT Engineering Talent from various geographies and technology skill-sets such as, PM, Software Engineers: iOS/Android, Sr. Modern Web Developers for Emerging Technology (e.g. Angular.js, node, backbone, ember, grunt, yeoman, responsive design etc.), C++/C#, Internet of Things (IoT) Developers, Front-end/back-end, e.g. XSLT, Java / J2EE, ETL Web developer: WCF, SQL Server, HTML5, CSS, Javascript, XML/ Altova XML Spy, XSLT, DITA, DTD, PDF, UI, UX, JSP, PHP, Python/LAMP environment, SQL/API design and implementation, Arbortext/ACL Script, Linux shell scripting, SDET Windows and Linux OS., etc.) and Network Engineers (e.g. NET framework (C#, ASP.NET and MVC), SharePoint, CCIE Security and Route Switch, CCSP,CCVP, CCDP,CCNA, CCNP,VMware, vSphere, Citrix, EMC, NetApp, HP, Microsoft UC, Sr. Network Engineers throughout North America and Canada.

Talent Acquisition Consultants (TAC): Centene Corporation May 2014- October 2014

Healthcare Recruiter of Talent Acquisition Atlanta, Georgia

Collaborative National Full-Life Cycle Recruiter with a keen understanding of sourcing for the best-and-brightest talent by using out-of-the box sourcing techniques (e.g. Yatedo, Slack, Hackerrank, Connectifier, Meetup or Online Healthcare Groups, Healthcare Trade Groups, State Licensure Board, Procurement Partners, mobile campaigns, social media campaigns via Hootsuite a social media management tool etc.)

National Recruiter and my Talent Acquisition verticals were procuring: Directors, Supervisors, RN, LPN, Case Manager (CCM, Pre Authorization, UR,UM etc.), Social Worker, Professional Trainer (RN), Program Coordinator, Compliance Auditor, Data Analyst, etc., who have worked in the Managed Care and or Healthcare Industry. Recruiting talent from various geographies: FL, NH, MA, LA, CA etc.;

Created and developed Clinical Recruitment strategies via Talent Procurement Partners, Internal Talent Procurement Ambassadors, social sourcing marketing campaigns and out-of-the-box tactics.

Talent Acquisition Consultants (TAC): Ecosys IT (A National Cisco Gold Partner) April 2013- December 2013

Recruiting Project Manager of Talent Acquisition Atlanta, Georgia

Managed and mentored four junior technical recruiters for an eCommerce and Data Center Solutions Staffing Augmentation Project, for Georgia and Florida;

Sourced talent via various sourcing techniques (e.g. X-Raying, flipping, peeling back, mining, Boolean search strings, cold calling, networking, niche websites, LinkedIn, Google Search, Facebook, Hoovers, attendee’s lists, job boards, grass-roots community outreach etc.), and, a variety of Chrome Extensions (e.g. Prophet, Discover.ly, Entelo, Rapportive, 360 Social, SourceHub, Thrust.io, Import.io, Whoworksat, Mentor-Social Talent etc.);

Developed technical recruitment talent via training methodologies for social sourcing, ATS dispositions per OFCC’s guidelines, and talent procurement for IT talent ( e.g. PM, BA, WebSphere Commerce Developer, Sr. Developer, Solutions Architect, iOS Developer, CCIE, EMC, NetApp, 3PAR, etc.);

The recruitment training module integrated strategic talent acquisition tactics by training junior recruiters how to own a Recruiting Project from the beginning of the Recruiting Project life cycle, overall planning of the initiative. Moreover, how to monitor and control the project by using a dotted-line authority to deliver completed assets for the project;

Collectively the team created strategic recruiting campaigns by developing digital execution tactics (e.g. 30-plus social networking sourcing platforms, mobile/texting sourcing, etc.) to acquire the Best-and-Brightest talent;

The recruitment team jointly created various sourcing techniques; such as, digital searching methodologies (e.g. Google X-Rays, Boolean Search strings, patent searches, LinkedIn, corporate web sites, social networking, etc.), each member post assigned consulting opportunities to job boards via various job posting software, and the team direct-source consultants, as well;

The recruitment team executed a full cycle recruitment process in a fast-paced environment; and, the team consistently exceeded its monthly placement goal of 10-consultants, per recruiter for his or her respective territory 2-weeks earlier of the December 2013 deadline.

TAC/ Client: PIS (A Cisco and Microsoft Gold Partner) March 2012 – December 2012

Recruiting Lead/ Sr. Technical Recruiter (National Recruiter/Sourcer) of Talent Acquisition

Recruited multiple requisitions across various geographies, verticals and job functions of IT Talent; such as, IT Solution Sales Account Executives, who have engaged in selling Information Technology products (e.g. Enterprise, Emerging Enterprise and Midmarket segments with a focus on HP, Microsoft, Cisco, EMC, NetApp, VMware), consulting services and managed services into pros pects and client base. And, IT Engineering Talent (e.g. NET framework (C#, ASP.NET and MVC), SharePoint, CCIE Security and Route Switch, CCSP,CCVP, CCDP,CCNA, CCNP,VMware, vSphere, Citrix, EMC, NetApp, HP, Microsoft UC, Sr. Network Engineer, Software Engineers: Front-end/back-end, e.g. XSLT, Java / J2EE, ETL Web developer: WCF, SQL Server, HTML, CSS, Javascript, XML/ Altova XML Spy, XSLT, DITA, DTD, PDF, UI, UX, JSP, PHP, Python/LAMP environment, SQL/API design and implementation, Arbortext/ACL Script, Linux shell scripting, SDET Windows and Linux OS., etc.), throughout North America;

Created strategic talent acquisition tactics by owning a Recruiting Project from the beginning of the project life cycle, overall planning of the project (e.g. geography scope planning, diversity planning, salary benchmarking, quality, and talent procurement). Monitored and controlled the project by using a dotted-line authority to deliver completed assets for a respective project;

Proactively sourced diverse candidates across verticals and competencies, to build a more robust talent pipeline; thereby, creating candidate pools within their respective market streams;

Assigned an average of 30- Direct Hire requisitions for multiple hiring partners, average hired per month 10, coupled with 12-to-20 contingent consultants for staffing augmentation, at a Retention Rate of 100%;

Developed a proprietary customer-focused pipeline of 25,000- resume database that produced deliverables of the Best-and-Brightest talent;

Reduced 20-Direct hires from 120-days to 30-to-60 days, thereby, reducing the client’s cost-per-hire by 20-to-35% (Agency direct-hire fees and bill rate on contract-hire); and, reduced turn-over rate/early attrition by hiring talent that is head-and-shoulders above the rest by establishing a rapport with each candidate early-on, and utilizing best-practice initiatives. Moreover, by embodying a clear brand message. Thus, resulting in an exceedingly wonderful candidate experience, which translated to candidate and new-hire referrals;

Managed and created end-to-end contingent talent process, new hire onboarding, employee referral program and VMS. Developed and managed strong consultative relationships with hiring partners and candidates to create a very informative experience. Executed full-cycle talent recruitment in a fast-paced environment for a high growth technology partner. Managed candidate process and acted as a candidate advocate. Evaluated talent’s skill-level and managed the offer process, including reference checks, salary recommendations, offer letter generation, and offer acceptance/declines. Negotiated offers with hiring partners, senior management, and other business groups as necessary;

Created and developed strategic traditional and diversity branding and procurement tactics, using robust talent data science, by scaling the data, utilizing best practices methodologies and out-of-the-box tactics, to produce talent deliverables. The data scaling is a proactive way to conduct data research and investigate new ideologies to find passive candidates, through a variety of methods including: complex internet indexes (e.g. Google X-rays, organic search results, databases, patent searches, data algorithms procurement etc.);

Utilized various sourcing techniques; such as, digital searching methodologies (e.g. Boolean Search strings, LinkedIn, corporate websites, social and professional networking groups, blogs, diversity resources, RSS feeds, competitor research and existing candidate pipeline/relationships, etc.), ad prints, post talent employment opportunities to various job boards, social networking user groups, industry group job boards (Ruthie’s List), outplacement companies (e.g. Lee Hecht Harrison) and headhunting;

Specialized in diversity recruiting and search/sourcing best practices. Utilized blogging, targeted segmented groups (e.g. Chamber of Commerce, Meet-up, Twitter, Face Book etc.), and various social media outlets to attract diverse candidates. Worked with Hiring Managers to define diversity strategies and goals, continuously refined searching methods by creating meaningful and effective initiatives; thereby, authentically branding the company as a champion of diversity. Attracted and retained diverse candidates by creating an unparalleled candidate experience for each talent sourced. And, being a diversity ambassador for the client by promoting the client’s brand, as a culturally sensitive employer; and, creating a culturally sensitive candidate experience;

Created and developed ongoing development of creative recruitment sourcing strategies for open requisitions;

Developed a push-pull talent sourcing strategy, by creating talent acquisition campaigns (e.g. via direct sourcing using a robust telephone software, which has multiple features: capability to deposited/dropped 80-pre-recorded voice mail messages into candidate’s voice mail box, if candidates are unavailable, while simultaneously sending an email to the talent; and, integrated a mobile software solution as a recruiting tool: Google Voice, yeptext.com, etc., and social sourcing, too), to gain traction on acquiring the Best-and-Brightest talent.

Developed candidate databases utilizing ATS (Taleo) and an independent Recruiting Project database for a respective client.

TAC/ Client: The Home Depot Company October 2011 – January 2012

Senior Recruiter of Talent Acquisition Atlanta, Georgia

Recruited Sales Consultants for construction projects in California, Nevada, Utah, Phoenix and New Mexico;

Created strategic talent acquisition tactics by owning the Recruiting Project from the beginning of the Recruiting Project life cycle, overall planning of the initiative. Monitored and control the project by using a dotted-line authority to deliver completed assets for the project;

Created strategic recruiting campaigns by developing digital execution tactics (e.g. social networking sourcing, mobile/texting sourcing, etc.) to acquire the best-and-brightest talent. Negotiated compensation with each candidate and provided recommendations to hiring managers;

Created interview guides for the hiring team and educated hiring partners on how to conduct effective interviews; promoted The Home Depot Company (“Depot”) brand, as the employer of choice and attracted candidates via a systematic process and succinct corporate knowledge (e.g. via articulating Depot’s brand message, work-life-balance, corporate benefits, employee programs, business objectives and competitive standing in the marketplace. Average daily phone screens: 20, average weekly submittals: 30,

average weekly hires: 10 (Commission only after 6- week paid training);

Utilized various sourcing techniques; such as, digital searching methodologies (e.g. Google X-Rays, Boolean Search strings, LinkedIn, corporate web sites, social networking, etc.), posted talent employment opportunities to various job boards (via Talent Brew), and headhunting;

Executed full cycle recruitment in a fast-paced environment for high growth Home Improvement industry;

Developed a candidate database utilizing Depot’s ATS (PeopleFluent).

TAC/ Clients: BL Packaging Sun Microsystems and The Weather Channel June 2007 – May 2011

Contract Senior Recruiter (National Recruiter/Sourcer) Talent Acquisition Atlanta, Georgia

Recruited executive and junior management, brand marketing, creative, finance, manufacture, supply chain, and IT (Network Security, CCIE, UNIX, Linux, ASP.Net, SharePoint, Java, C, C++, Python, ColdFusion CMS, Oracle Applications DBA, IT Implementation Analyst 2,UX, UI, Network/Telecom System Analyst 3, etc.) opportunities;

Exceeded overall monthly placement goal of 120% (Direct Hire and consultants);

Proactively sourced diverse candidates across verticals and competencies, to build a more robust talent pipeline; thereby, creating candidate pools within their respective market streams;

Developed a customer-focused pipeline that produced deliverables of the Best-and-Brightest talent;

Created strategic talent acquisition tactics by owning a Recruiting Project from the beginning of the project life cycle, overall planning of the project. Monitored and controlled the project by using a dotted-line authority to deliver completed assets for a respective project;

Created and developed strategic traditional and diversity branding and procurement strategies, using robust talent data science, by scaling the data, utilizing best practices methodologies and out-of-the-box tactics, to produce talent deliverables. The data scaling is a proactive way to conduct data research and investigate new ideologies to find passive candidates, through a variety of methods including: complex internet indexes (e.g. search results, databases, patent searches, social and professional networking groups, blogs, diversity resources, RSS feeds, competitor research and existing candidate pipeline/relationships);

Created and developed ongoing development of creative recruitment sourcing strategies for open requisitions. Developed a push-pull talent sourcing strategy, by creating talent acquisition campaigns (e.g. via direct sourcing using a robust telephone and mobile software solution, and social sourcing, as a tool), to gain traction on acquiring the Best-and-Brightest talent. And, to retain talent, achieve the company’s attrition and succession goals;

Developed and managed strong consultative relationships with hiring partners and candidates to create a very informative experience. Executed full-cycle talent recruitment in a fast-paced environment for high growth CPG, media and technology partners. Managed candidate process and acted as a candidate advocate. Evaluated talent’s skill-level and managed the offer process, including reference checks, salary recommendations, offer letter generation, and offer acceptance/declines. Negotiated offers with hiring partners, senior management, and other business groups as necessary;

Utilized various sourcing techniques; such as, digital searching methodologies (e.g. Google X-Rays, Boolean Search strings, LinkedIn, patent searches, corporate web sites, social networking, data algorithms procurement etc.), ad prints, post talent employment opportunities to various job boards, social networking user groups, industry group job boards (Ruthie’s List), outplacement companies (e.g. Lee Hecht Harrison) and headhunting;

Developed candidate databases utilizing ATS (Taleo and Open Hire) and an independent email database for a respective client.

Manheim a subsidiary of Cox Enterprises, Atlanta, Georgia February2007 to June 2007

Asst. Project Manager (Marketing)

Managed an analysis project for Manheim that analyzed franchise dealer s’ data through AS400 database to determine how much business the dealers were doing with Manheim directly versus its OVE platform;

Queried and analyze data using SAS and SQL; Communicated AS400 technical findings to business stakeholders in practical non-technical language.

EDUCATION: Oglethorpe University, Atlanta, Georgia, Major studies in Communications

TECHNICAL: Utilized strong computer skills, including Access, Taleo, Avature, Smashfly, Open Hire, People Soft, Workday, PeopleFluent, AMISYS, Bocris, Seibel, Windows Mobile OS, Social Media, SEO, UX, link campaigns, content creation, content syndication, streaming video, digital analytics, data analytics, MS Office, MS Excel, MS Project, MS PowerPoint, MS Access, Lotus Notes, iContact, Exact Target, Constant Contact, SAP, ACT CRM, mySQL databases. Acquainted with graphics software applications and back end languages, such as: Flash MX, Photoshop CS, Illustrator, InDesign CS3, Harvard Graphics, HTML and DHTML.

PROJECTS’ PORTFOLIO: Available upon request.

MOTTO: I am a student every day of my life!

REFERENCES: Available upon request.

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