Sr. Technical Recruiter
Resume:
Albert Pugrad
Sr. Technical Recruiter
Open to relocation
Collaborative and incredibly strong Recruitment Professional with expertise in building teams within startups and fortune 500 companies, implementing interview stage processes, educating leadership with market knowledge, employment laws as well as a proven leader within business development as a full desk Recruiter. Not only a high level Sr. Recruiter but also a leader in diversity and equity within the work space both internally and as a third party partner.
Skills
Full desk Recruitment Sourcing Applicant Tracking System Boolean Communications Forecasting Business Development Project Planning Developing Training Plans Negotiations Applicant Tracking System (ATS) Microsoft Development Training Human Resources Organizational Chart Market Educator Employment Law Practitioner of human experience Sales Management
Tools/Programs
ATS: Crelate, Lever, Greenhouse, (Exposure to Bullhorn), SalesForce, other proprietary systems
Sourcing Tools: LinkedIn, Dice, Google, Github, Indeed, AngelList, Human Predictions, network.
Scrubbing: Contactout, Lusha, Rocketreach, GitHub, Connectifier, Prophet Market
Information: Crunchbase, Owler, Levels, Keyvalues, Silicon Valley Map
Tools: Microsoft Programs, Calendly, Streak, Trinsly
Work History
Founder – Intentional Talent 01/23- Present Intentional Talent was founded with the goal of revolutionizing the recruitment process for both employers and job seekers in this new tech market we've entered in 2023. In light of the 629% increase in layoffs in the industry, intentional hiring is crucial for boosting retention and overall organizational success. A positive interview experience often translates to a positive work environment for your employee, that's where we come in.
Sourcer III – Meta 08/21-01/23 As a Sourcer at Meta, my priorities were to continuously recruit Sr. Machine Learning Engineers in the market, cultivate team culture, have positive impact on my peers and also mentor. The company “Level” I place through the interview process are Level 5 and Level 6 engineers. Quantifiable metrics when discussing hiring were based on hires, influenced hires, number of reach outs to candidates, etc. While being a consistent top performer I am also involved in company teams and groups that create and cultivate a number of things such as weekly meetings for full Recruitment org, learning and development meetings, company culture led events and more. For my team I was the Diversity and Equity Lead which directly translated into a spike of 60% diversity hires YOY.
Head of Recruitment & Founding Member- Ativa Talent 06/20-03/21 The role I play at Ativa is that of a collaborator and leader within both the tech and cannabis industries. Though my prime focus is to recruit the most talented and passionate candidates in both spaces, I also am taking on a larger and more macro role. It's my responsibility to engage, learn, teach, receive, give and help mold a better future for our cannabis workforce. From business development, to client advisory, candidate education, leadership building and more. Thus far, I’ve created an Employee Handbook, trained a Recruitment Coordinator and Administrative Assistant, retained 9 active accounts and have had 16 placements from VP and Dir. level to individual contributors such as Graphic Designers, Business Operations Mgr., Controller, FP Mgr., Business Analysts, Sales representatives, Software Developers, Software Engineers, Mobile Developers as well as IOT and AWS Devs.
Head of Recruitment- Lowell Herb Co. 04/19-04/20 The first 5 months working within the company I retained a Sr. Recruiter title prior to adding three more employees to the team and becoming Head of Recruitment. Here I created training programs for our new recruiting members, planned recruitment projects, conducted stand up meetings with C-level members and also created an education plan for hiring managers on candidate experience as well as interview expectations both in terms of what we should reasonably expect from an applicant and what they can expect from us. On average we had 25+ roles open each month and the last 4 months more than doubled the Production team from 110 to 270 by adding an additional shift. Three direct reports that consisted of a Recruiter, a Jr. Recruiter and a Recruiting Coordinator/Office Assistant to our corporate office. Networking with recruitment firms, cannabis companies and individuals that can create impactful partnerships within the industry. Our areas of recruitment ranged from Operations, Distribution, Logistics, Production, Manufacturing, Accounting, Communications, Marketing, Sales, C-Suite level, Purchasing, Media, Product Design, Data, Engineering, Software, Technology and Cannabis.
Technical Recruiter- FYND TALENT 06/18-4/19 As a Technical Recruiter at Fynd, I worked as a 100% commissioned 1099 employee within a new space that was Technology. After the first month of joining the team we had added 4 Jr. Recruiters to our team with the belief we could teach anybody to recruit from anywhere in the world with a wifi signal, good intentions and a love for an authentic candidate experience. My role within training those team members was very heavily involved with training of candidates calls, reach outs, market research, negotiations, multiple weekly meetings and efficient programs to use during sourcing and response. Over the span of 14 placements while working here (Director of Engineering, UI/UX Dev., DevOps Eng., Software Developer, Software Engineer, Computer Vision, Thermal Engineer, Scrum Master, Mobile Developer, Gaming Developer, IOT Developer, Java Developer, .Net Developer) these were on a retainer contract which led to low fee payout and later led to moving on from Fynd. Also, I led projects such as organization of Meetups between recruitment professionals and candidates within the space, finding our office space and negotiating terms, input on creative engagements such as building our website and social media content.
Staffing Manager- Randstad Staffing 02/15-06/18 My role as a Staffing Manager was to run a full desk role as well as train and provided leadership to 3 Jr. Recruiters within my office. This later translated into training and developing 3 additional Recruiters in another branch and 1 in another branch within our district. The monthly KPI expectations given by the company were always exceeded as I averaged 6 new accounts per month and 3 Direct Hire (DH) orders which beats the required 1 new account and 1 direct hire order in the same time. It was here that my first year I exceeded the branch’s Direct Hire YOY fees by 126% as well as partnered with 88 companies in my time there. Additionally, I was appointed as the Direct Hire Leader of the District by providing prospective DH opportunities amongst my colleagues which later led to winning the Quarterly Star Performer and an Annual Star Performer of the state. Areas of recruitment started within Manufacturing and Logistics but quickly stemmed into Operations, Finance, Marketing, Technology, Office and Administrative, Creative, R&D and Engineering.
Education
Financial Markets / Yale University (Course work)- 04/20- Present
Business Administration / Pasadena City College- 05/09-06/11
Professional References upon request.
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