Manager Engineer

VINCE ARRAYA

Cell: 703-***-**** | yse3ct@r.postjobfree.com | yse3ct@r.postjobfree.com

Corporate Recruiter Profile - Professional Capabilities

• Self-motivated lead recruiter, with over 14 years of experience with CONUS and OCONUS full cycle technical recruiting involving a variety of clearance levels; Public Trust /ADP, Q, Secret/Top Secret, - SCI/Poly/SSBI.

• Internet Data Mining using Boolean search techniques. Excellent knowledge of Internet based recruiting tools, such as Monster, CareerBuilder, and Dice. Proficient with a wide variety of applicant tracking systems. Strong candidate networking experience.

• Excellent people skills, established interviewing skills, strong communication skills, demonstrated understanding of information technology industry.

• Retains client and corporate confidentiality, exercises sound judgment, detail-oriented and articulate.

• Natural trend setter, fuels teams in the launch of cutting-edge solutions driving record-setting results.

• Self motivated and the ability to work independently and as part of a team and multi task in a fast paced environment.

• Proven professional networking using online social media (LinkedIn, Twitter, Facebook, blog sites).

• Interfaces effectively with customers, co-workers, and executive management.

Excels with proposal support, pre-award work / contingent offer management and funded positions.

• Proven record of accomplishment in developing, implementing and championing creative *out of the box* recruiting strategies.

• Experienced in conducting behavioral interview assessments.

• Very acquainted with OFCCP policies, FLSA Guidelines, EEO Standards and ADA Disability Right Laws, labor and employee relations.

Academic Background

MA in Communications Brigham Young University, Provo, Utah (Emphasis in Public Relations)

BA in International Relations, Brigham Young University, Provo, Utah

AA in Journalism Ricks College, Rexburg, Idaho

Military Service

U.S. Marine Corps, Camp Pendleton MCB,

Honorable Discharge

Technical Skills

Microsoft Office Suite • Applicant Tracking System (ATS) KeneXa BrassRing, Taleo, Resumix • Vurv and CURA

Language Proficiency in English, Spanish, Italian and Portuguese

My Goal is to…

Reduce recruiting costs, Improve Hiring Response Time, Decreased time to fill, Quantify Performance Metrics, Improved quality of candidates’ pool, Team Building & Strategic Thinking.

Proficiency in:

Recruiting: CONUS and OCONUS

( American & Foreign Nationals)& University Recruiting

Virtual Environment Experience

Networking with Military Separation Branch Offices

AIRS Trained - Advanced Sourcing Techniques

Social Networking Techniques

Project Management

People & Metrics Driven

Diversity/Inclusion, Employee Relations & Training Development

Strategic Analysis

Hiring Manager/Team Relationship Development Specialist

Experienced with Boolean logic & AIRS Training

SUMMARY OF QUALIFICATIONS

GeoWebStaffing

Houston, Texas 77036

March 2011 – Present

Sr. Recruiter (Virtual)

Responsible for sourcing, screening, and full life-cycle corporate recruiting of Engineering, IT, Healthcare, Oil, and Gas industry candidates for positions throughout the United States. Ensures company's staffing policies and procedures are in compliance with government regulatory requirements.

Extensive usage of job boards and resume databases and networking. Engage in direct and indirect recruiting efforts to the identification, qualification, and presentation of candidates to Hiring Manager Teams to meet Federal, Military and private sector client requirements. Conducts initial screening interview, negotiates salary, and coordinates client interviews.

Northrop Grumman

(Contract: MidCom Corporation)

Fairfax, Virginia

August – December 2010

Sr. Recruiter (Virtual)

Responsible for daily recruiting operations - skilled at sourcing production for critical skills/talent in a rapid response environment. Responsible for full life cycle corporate recruiting of IT professionals for multiple positions throughout the United States contracts with the Federal Government. Ensured company's staffing policies and procedures are in compliance with government regulatory requirements, oversees maintenance of internal resume tracking system (Taleo), and ensures consistent corporate image throughout recruiting campaigns. Recruiting focus includes, but is not limited to:

(CFTC Program) Software Development Analysts, (Treasury GSOC Program) Cyber Incident Analysts, Database Architects, (CFTC Program) Software Configuration Analysts, (BLM Program) Documentation Specialist – College Grad., (TIPSS [IRS] Program) Test Systems Engineers, Systems Administrators, and other related Information Technology careers with Secret, TS/SCI clearance.

Engaged in direct and indirect recruiting efforts for Northrop Grumman including the identification, qualification, and presentation of candidates to Hiring Manager Teams to meet Federal, Military and private sector client requirements. Conducts initial screening interview, negotiate salary, coordinates client interviews, among other responsibilities.

Experienced in using advanced sourcing techniques including but not limited to Boolean searches, niche social networking, passive and active warm lead generation, deep dive candidate contact focused research and cold calling to find, and attract the best candidates.

Skilled in using Boolean Search, using Boolean fundamentals to create search strings that use the language of specific search engines including but not limited to Google, Bing, and Yahoo - these include location targeted searching, technology targeted search strings, company or diversity targeted search strings, and language and extension focused search strings and using the proper verbiage to uncover the most relevant results. (X-ray, peer & flip search).

Extensive usage of job boards and resume databases, creating job postings that get noticed and generate consistent pipelines of candidates using traditional and newer job boards in global and niche areas, such as Doostang, Simply Hired, Indeed, Monster, CareerBuilder, Dice, Alldiversity, and Vault. Also, used Social Networking via LinkedIn, Twitter, Viadeo, Xing, Facebook, Ning, Bebo, Eclipse, MSDN, JavaWorld, Ineta, local and global blogs - using these forums provide ability to build and interact with vibrant online communities in order to leverage, grow and attract referrals from niche talent.

IT Positions Recruited

Network Security Engineers Identity and Access Management Engineer

.NET Software Engineers Electronics Project Engineers

RF Engineers Tools/Application Engineers

Software Developers Systems Engineers

. NET Programmers/ Developers Database Engineers

Cyber Incident Analyst / Architects Test Engineers

Principal C#/ASP.NET Web Engineers Software Configuration Management Engineers

Demonstrated success in developing and executing recruitment plans. Demonstrated customer and candidate management abilities and experience supporting remote customers. During tenure at Northrop Grumman received AIRS Training.

InfoReliance Corporation

March – August 2010 Fairfax, VA

Sr. Recruiter

InfoReliance provides services Federal Defense, Civilian, and Intelligence Agencies. The firm’s broad range of services includes an extensive number of competencies in the areas of: Software Engineering, Cyber Security, Secure Mobile Computing, and IT Consulting. Responsible for daily recruiting operations and for full-life cycle corporate recruiting of IT professionals for multiple positions throughout the United States. Ensured company's staffing policies and procedures were in compliance with government regulatory requirements, Identified and maintained contacts with external recruiting sources; oversees maintenance of internal resume tracking system, and ensured consistent corporate image throughout recruiting campaigns. Developed and implemented recruiting plans to staff open DOD requisitions while minimizing cost per hire. Some of the positions recruited were:

Technical Consultant LMS Java Developer

NASA ITIL Process Consultant .Net SQL Reporting Svcs Developer

.NET UI Developer Cyber Security Analyst

Virtualization Solutions Engineer Systems Engineer

Arkel International

1048 Florida Boulevard

Baton Rouge, LA 70802-4628

April - May 2010

Sr. Recruiter - Virtual

Responsible of recruiting (cleared and uncleared) American and foreign national personnel for construction and military base operations in the Middle East (Iraq, Kuwait, Oman and Afghanistan) – recruiting for requisitions in the area of Construction, Power, Base Operations & Life Support, IT, Communications, and Logistics. Engaged in direct and indirect recruiting efforts for Arkel International including the identification, qualification, and presentation of candidates to Hiring Manager Teams to meet Federal, Military and private sector client requirements. Conducted initial screening interview, negotiated salary, and coordinated client interviews. Recruited American Nationals and Third Country Nationals:

Construction Manager HVAC Technician

Network Engineers Counter Intelligence/Counter Terrorism

Cyber Analyst Food Service Manager

Law Enforcement Trainer Maximo Administrator

Harding Security & Associates (HSA)

(Contract: Convergenz, LLC )

McLean, VA

October – November 2009 McLean, VA

Corporate Recruiter

Responsible for full life cycle corporate recruiting of counterintelligence candidates for DoD Afghanistan program. HSA is comprised of a professional staff with substantial experience in personnel/document/physical security, homeland security, counterintelligence, human intelligence, measurement and signature intelligence, biometrics, research and technology protection, critical infrastructure protection and force protection.

Lockheed Martin Corporation / BOS Djibouti Project

Camp Lemonier, Djibouti, Africa and Manda Bay, Kenya

November 2007 – October 2009 Arlington, VA

Corporate Recruiter / Team Leader

HR international recruiter supporting DoD program and over 1400 employees and subcontractors working on a Navy Base Operating Support (BOS) contract at Camp Lemonier, Djibouti, and Manda Bay, Kenya, Africa. As Team Leader supervised a Recruiting Coordinator Assistant and the complete deployment process of candidates to Djibouti, Africa and Manda Bay, Kenya. Responsible for visiting Djibouti three times a year to meet with hiring managers to plan recruiting strategies and to ensure company's staffing policies and procedures were in compliance with OFCCP’s government regulatory requirements, Identified and maintained contacts with external recruiting sources; oversaw maintenance of internal resume tracking system, and ensured consistent corporate image throughout recruiting campaigns. Developed and implemented recruiting plans to staff open requisitions while minimizing cost per hire. Worked with changing complexities within the staffing organization and was able to adapt and offer creative resolutions. Proven experience managing the full life cycle talent acquisition strategy to include: short and long-term recruitment planning, resource allocation and deployment, hands-on management of a recruiting coordinator, performance metrics reporting, and EEO compliance.

Achieved 100% staffing in the first year of a 5 year contract.

Responsible for sourcing, recruiting, hiring and deployment of American Nationals (AN) and Third Country Nationals (TCN). Provided full life cycle recruiting for job openings at Camp Lemonier, Djibouti (Africa) using networking, referrals, job boards (Monster, CareerBuilder, Dice, Intelligence Careers, and International Job Boards), and military and civilian personal contacts. Evaluated employment factors such as job experience, education and training, skills, knowledge and abilities, physical and personal qualifications, and other data pertinent to classification, selection, and referral.

Responsible for preparing ratings on applicants, and making recommendations on starting salaries, and providing applicants with information on the company and for administering tests and interpreting results, checking references, arranging transportation of selected national applicants, extending formal job offers, working with outside agencies and vendors. Also, utilized strategic sourcing techniques - gained specialized experience with identifying, contacting, recruiting, assessing senior level candidates and executive talent.

Demonstrated knowledge of recruiting techniques and tools including social networking in such areas as LinkedIn, Twitter, Facebook, Boolean searching and traditional networking methodologies. Provided strategic leadership and guidance to each hiring entity and senior management. Established relationships with separation units within the military.

Among Positions Recruited For Djibouti Project (American and Foreign Nationals)

Master Electrician Carpenter Civil Quality Control

Scheduler Welder Program Manager

HVAC Engineer Security Manager Procurement Specialist

Tactical Data Administrator Information Technology Manager Vector Specialist

Human Resources Manager Base Operations Manager Wireless Technology Manager

Lockheed Martin Corporation / Washington Regional Recruiting Center (RRC)

May 2004 – November 2007 Arlington, VA

Recruiter / Sourcing (Virtual)

Responsible for daily recruiting operations and leadership in a 13 member recruiter team skilled at sourcing production for critical skills/talent in a rapid response environment. Responsible for full life cycle corporate recruiting of IT professionals for multiple positions throughout the United States and Overseas DoD contracts with the Federal Government and U.S. Military. Ensured company's staffing policies and procedures were in compliance with government regulatory requirements, Identified and maintained contacts with external recruiting sources; oversees maintenance of internal resume tracking system, and ensured consistent corporate image throughout recruiting campaigns. Developed and implemented recruiting plans to staff open DOD requisitions while minimizing cost per hire.

Engaged in direct and indirect recruiting efforts for Lockheed Martin including the identification, qualification, and presentation of candidates to Hiring Manager Teams to meet Federal, Military and private sector client requirements. Proactively researched and identified potential candidates for Request for Proposal (RFP), including for PAE, a Lockheed Martin Company to fill a vacancies at Camp Lemonier, Djibouti (Africa). Conducted initial screening interview, referred for secret clearance checks, negotiate salary & relocation, coordinates client interviews, among other responsibilities.

IT and Engineering Positions Recruited

Data Base Analysts/ Miners Java Developers Telecommunications Engineers

Among Virtualization/VMware - VCP -Solution Architect Ab Initio Developers Project Scheduler

Enterprise Architects QA Analysts/ Engineers Information Assurance Engineer

Cyber SharePoint Systems Engineers . NET Programmers/ Developers Systems Infrastructure Mechanical Engineers

EEO Positive Solutions, Inc. ®

September 2002 – May 2004 Springfield, VA

Sr. Consultant for Diversity & Recruiting

Founder and principal partner of a consulting firm that provided leadership, guidance and assistance in EEO training of private sector managers and supervisors. The company specialized in developing written Affirmative Action Programs, (which include comprehensive compensation analyses) in response to the US Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) requirements under Executive Order 11246.

Provided services in developing written Affirmative Action Programs (AAPs), determining availability, conducting comprehensive compensation and adverse impact studies. Offered expert technical assistance to small and medium size companies during EEOC and OFCCP compliance audits. Also, presented managers and supervisors training in EEO law to protect themselves from the awesome tide of complaints that the EEOC receives each year because of discriminatory practices and retaliatory measures at the work place. Assisted in the development of Special Emphasis Programs and advised clients on implementing recruiting campaigns and developing new sourcing strategies for qualified candidates. EEO Positive Solutions Inc. ® provided consulting and training services designed to fit the needs of a small and medium company or agency managers and employees in the following areas:

Diversity/Inclusion Title VII and Sexual Harassment Training

Career Development Workshops - HR Team Building - Personal Profile System

Equality, Affirmative Action Labor Relations

EEO Harassment Training (How Not To...) Federal Government EEO Counselor Training

AAP Development Advance General Mediation Skills

U.S. Department of Commerce – Census Bureau

September 1999 - September 2002 Washington, D.C.

Sr. EEO Specialist /Investigator

Recruiting Operations (College & Universities)

EEO Law: As an EEO Specialist and Counselor was responsible for the Department of Commerce complaint processing system. Demonstrated a comprehensive, working knowledge of Federal Sector EEO policies and procedures, in accordance with 29 C.F.R., Section 1614, and related civil rights laws. Skilled in fact-finding, evidence gathering, counseling, mediation, facilitation, legal writing, analysis and interpretation. Responsible for working closely with Human Resources in resolving Labor Relations issues, reviewing, analyzing, and conducting legal research on, and helping prepare final agency decisions on EEO complaints from agency employees alleging unlawful discrimination under Title VII of Civil Rights Act of 1964, Age in Employment Discrimination Act, or Rehabilitation Act of 1973. Also was responsible for recruiting minority students to the Federal Government workforce from predominately Hispanic colleges and universities.

Employee Relations: Provided advised to HR department, managers and supervisors on how to correct poor performance and employee misconduct. Advised on progressive discipline requirements to be considered in effecting disciplinary actions and in resolving employee grievances and appeals. Also, provided information to employees to promote a better understanding of management's goals and policies, and to assist them in correcting poor performance, on or off duty misconduct, and/or to address personal issues that affect them in the workplace. Also advised about applicable regulations, legislation, and bargaining agreements, and about their grievance, appeal rights, discrimination and whistleblower protections.

Diversity/Inclusion: Organized social activities (History Months), lectures, workshops, excursions (museums and historic sites) and projects as occasions to bring like-minded employees-leadership together in an informal atmosphere and provide them an opportunity to learn about the U.S. Census’ community, with the intention of offering leadership and employees the opportunity to meet one another and learn from each other by exchanging experiences. The aim was to broaden everyone’s horizons, enjoy each other’s company via cultural and social activities and so facilitate integration within the U.S. Census Bureau’s community while encouraging participation and networking, thereby simultaneously enhancing employability.

Mentoring: Promoted mentoring as a tool to create a balanced environment to facilitate the well-being and personal success of all minorities and women within the U.S. Census Community. The aim was to raise awareness within this agency’s top management, and to seek their support to mentoring women and other diversity groups on members’ teams, and collaborate and share information.

Diversity Training: Designed a diversity training program for managers and supervisors of the 12 regional offices of the Census Bureau and for non-managerial employees which was designed to establish a foundation for diversity awareness and skills. The diversity program helped to build bridges of respect, cooperation and productivity for reaching organizational and individual goals. The aim was to create a comprehensive approach to behavior change. The aim was well underway to being accomplished.

Diversity/Inclusion: Change Management was instrumental at the Commerce Department/Census Bureau's Diversity/Inclusion process of human capital. It was understood that a new retention strategy was needed to halt the gradual exodus of employees in the professional pool and a new approach to establish a balance between the retirement and mass departure of skill personnel. Human Capital is the foundation to every successful entity or organization, private or government, through leadership-change, Diversity/Inclusion was developed at the Census Bureau to increase the opportunities for success for all employees in the Census community.

U.S. Department of the Treasury/ U.S. Mint

August 1996 – September 1999 Washington, D.C.

EEO Program Manager - Veterans & Persons with Disabilities (Talent Sourcing & Recruiting)

Responsible for identifying policies where diversity could be utilized, procedures and practices affecting people with disabilities and disabled veterans employed by the U. S. Mint. Responsible for advising management on strategic initiatives to increase the recruitment of qualified minority candidates, including women and persons with disabilities in all U.S. Mint programs. Interacted with community, government organizations to recruit qualified applicants and provide cultural information designed to inform the workforce. Managing Editor of the Mint’s EEO newsletter for Persons with Disabilities & Disabled Veterans.

Encouraged both diversity and inclusion within the workforce at the U.S. Mint, across all levels, and advised higher management to consider it as the most important element of the workforce strategy and to attract diverse talent to their workforce, and to strive to develop all current employees in ways that give each employee opportunities to succeed and contribute to the Agency’s long-term competitive advantage and success. Also, offering career development opportunities that are uniquely relevant to the diverse workplace, aligning the Agency’s talent development, talent review, and career development strategies and programs to expand career opportunities for all employees Mint wide.

Special Emphasis Programs: Encouraged that Diversity/Inclusion becomes one of the United States Mint's greatest strengths, and to the creation of groups for outreach, and to expand cultural awareness through linkages between the Special Emphasis Programs – the culture of the Americas was influenced by indigenous peoples of the Americas. The immigration of Europeans, especially Spanish, English, French, Portuguese, German, Irish, Italian, and Dutch has had the strongest impact. Additionally, people from Africa have impacted The Hemisphere’s culture in numerous ways. Part of strategy used was to:

• Organizing social activities, lectures, workshops, excursions and projects

• Mentoring

• Bridging Cultures Program

• Diversity Training

• Linkage

• Team Building

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