Brian T. Owens

781-***-****

adeev6@r.postjobfree.com

SUMMARY:

Information Systems & Technology Recruiting and Business Development professional with over 14 years of full lifecycle recruiting experience within local, regional, and national Agency & Corporate environments.

Broad industry experience including, but not limited to: Insurance, eCommerce, Retail, Media, Manufacturing, Financial Services, Retail Banking, Clinical Healthcare, etc.

Experience servicing federal defense contractors, staffing positions requiring various level of DoD clearances (Secret, Top Secret, TS/SCI, ADP II).

Experience working in “from the ground up” start-up environments.

EXPERIENCE:

FM Global 8/2018 – Present

Sr. Talent Acquisition Consultant 8/2018 - 2/2019 & 6/2019 - 4/2020

Full lifecycle talent acquisition delivering “white glove” service to FM’s Finance, Engineering, and TIO organizations.

Skills sets include: Consultant Engineer, Quality Engineer Auditor, Internal Audit, IT Audit, O365 Architect, Server Technology Specialist, DBA, Data Analytics/BI Analyst, Cyber Security, etc.

Successfully partnered with Talent Acquisition department leadership to introduce the talent acquisition service offering to FM’s Field Engineering Operations leadership.

Contingent Workforce Program Manager 2/2019 - 6/2019

Piloted a talent acquisition vendor management program with the goal of centralizing the contingent worker hiring process for the Technology Enablement department within FM Global’s IS division.

Central point of contact for internal hiring managers and external staffing vendors.

Performed analysis of vendor costs, quality & volume ratios, and other data points to identify trends.

Established a weekly cadence with both vendors and hiring managers ensuring continuous dialog and accountability.

Assisted with first day onboarding and orientation of new contractors.

Worked with risk & compliance, IS leadership, and hiring managers to evaluate pre-employment testing solutions as a mechanism to improve quality and lower cost to fill.

Efforts resulted increased vendor engagement, higher volume & quality of candidates, and reduced investment of hiring manager’s time.

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ManpowerGroup Solutions – RPO 8/2015 – 7/2018

Sr. Technical Recruiter

Client: KMC Systems

Short assignment assisting with the search for a Program/Product Manager with a Medical Device Engineering and R&D background.

Client: Comcast

Short term assignment sourcing high pedigree Big-Four, and Ivy League IT Auditor’s for Comcast’s Global Audit team.

Client: Ashley Furniture Industries

Assisting the IS/IT and Supply Chain organizations moving through a large-scale hiring process associated with the organizations Digital Transformation efforts, ultimately aligning with the organization’s newly introduced eCommerce strategy.

Partnered with client hiring managers to define position requirements, create job description and sourcing strategy, before facilitating the approved hiring process.

Skill sets include, but not limited to, Software Development Directors/Manager, Cloud Architect, Enterprise Architect, .NET Technical Lead, .NET Developer, Business Analyst, QA, and EDI Mapper/Developer.

Primary focus on Digital Transformation experienced professionals up to the Director level, as Ashley modernizes, automates, and scales their operations.

Client: Baystate Health

Standalone full lifecycle recruiting resource supporting Clinical Healthcare IT needs.

Skill sets included: Cerner EMR, Sunquest LIS, HL7 Integration Engineering, PeopleSoft Developer, etc.

Exceeded client required hiring manager and new hire customer service SLA.

IBA Software Technologies, Inc. 9/2011 – 11/2014

Manager, Client Services/Senior Technical Recruiter

Recruited back to IBA as the first Recruiter to re-launch the recruiting team, at it’s peak, totaling three.

Filled 11 contract, contract to perm, and permanent positions by the end of 2011.

Consistently the top producing Recruiter, with a peak head count of 17 and gross weekly margin of approximately $13K.

Recruited for a broad set of technical positions including, but not limited to, legacy COBOL, .NET, JAVA/J2EE, Solution/Enterprise Architect, SharePoint, Systems/Network Engineering, Developer/Admin/Architect, Middleware Admin/Developer, iOS/Android Developer, Project Manager, Business Analyst, etc.

Transitioned to lead IBA’s Business Development efforts, responsible for both new and existing client development.

oHad an immediate impact in new customer acquisition, utilizing a relationship based selling approach with candidate and industry contacts resulting in 12 new job orders in less than 90 days.

Hollister Staffing 2/2011 – 09/2011

Senior Staffing Consultant

Senior Technical Recruiter in a team of 5-6, with a focus on contract and contract to hire positions for Boston based clientele.

Primary skill sets included: .NET Developer, Business Analyst, Project Manager, Functional ERP (Oracle), QA, and BI Developer.

Assisted the sales team in qualifying new requirements through client calls and meetings.

SNI Technology 10/2010 – 02/2011

Senior Technology Recruiter

Sole Recruiter tasked with assisting in the launch of SNI’s technology staffing division in the New England market.

Worked closely with the Division Director to help qualify new requirements, share leads, and help with general new business development efforts.

Successfully placed 6 candidates, resulting in approximately $65k in placement fees and $800 in gross weekly margin.

Actively participate in client/vendor conference calls.

Able to be successful in an environment with limited resources, including an outdated tracking system (TKO) with zero previous candidate records and very limited use of shared Dice and CareerBuilder.

Softworld, Inc. 10/2008 – 10/2010

Technical Recruiter

Responsible for full lifecycle recruiting in the application development sector, with the typical skill set focus being J2EE, .NET, SharePoint, Remedy, and C++.

Exposure to a wide variety of industries including state and federal governments, financial services, insurance, retail, and manufacturing.

In addition to day to day recruiting activities, responsibilities also included client interaction, as needed, to help qualify requirements, coordinate interviews and gather feedback post submittal/interview.

Successfully provided leads to sales staff resulting in additional requirement flow, and in some cases new business.

Provided company training on how to best utilize LinkedIn as a recruiting tool.

Tasked with the trial and evaluation of “LinkedIn Recruiter Professional Services”

Primarily responsible for staffing contract to hire positions, as well as some contract and permanent positions.

Markets included Washington, D.C., Boston, California, and some NY/NJ.

IBA Software Technologies, Inc. 5/2006 – 10/2008

Technical Recruiter

Worked in a full lifecycle recruiting environment ensuring both clients and consultants expectations were met or exceeded.

Successfully staffed lower level helpdesk through senior level project management/high level technical architect requirements.

Consistently met and exceeded margin goals.

Consultant head count peak of 22 resulting in approximately $14k per week in gross margin (GM).

Focused primarily on staffing positions within the New England region.

Coordinate with client hiring managers and human resources staff as needed.

EDUCATION:

Southeastern University, Lakeland, FL

Course work toward a Marketing degree

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