Working with three start-up/scale-up career services businesses. Provide job search training and support to displaced workers, while exploring TA opportunities.

In only five years, DT Global went from 10 to over 2,700 specialized project staff. Embedded in Business Development unit, I led new business recruitment for a wide range of high-visibility projects in multiple functional areas and geographic locations. • Contributed data-driven SME expertise to recruitment process overhaul, including improvements to the candidate experience, talent assessment, hiring needs forecasting, internal/external sourcing, competitive candidate offer and CV positioning, applicant tracking systems, referral sourcing and other areas key to the successful recruitment of top talent in extremely competitive niche talent markets. Consistently delighted both internal clients and candidates. • Carried own high-visibility req load (up to 30+ challenging high-caliber Director-level roles) while coaching/leading others in the hiring process. Leveraged experience to design, deploy and manage recruiting standards that foster innovation and continuous improvement. • Collaborated with VP to create the firm’s first recruiting SOPs, streamlining and empowering recruitment resource allocation; improving staff forecasting and allocation; developing advance market intel to guide go/no-go decisions; and delivering other initiatives and best practices. • Revamped recruiter roles & responsibilities to better align team members’ strengths to particular recruiting tasks, reducing administrative load, duplication of effort, and non-value added activities. • Simplified recruiting processes and developed forward-looking SOPs to scalably guide recruiting activities, while enhancing buy-in by building in opportunities for all team members to contribute to innovation and continuous improvement. • Designed/simplified more effective processes to track and report on search status, solicit and deploy insightful references, keep hiring teams updated and action-driven, and position key personnel for the win. • Selected to serve as DEI Champion for the US firm. Member of three DEI communities myself. • Selected to serve as Mentor for the US firm’s first company-wide Mentorship program.

• Carried own high-visibility req load (complex, challenging searches) while contributing SME expertise to range of recruiting initiatives including recruiter coaching and development of intern training resources. • Managed fast-turnaround, full-cycle recruiting for multiple concurrent US and international recruitments. Each project had from 1 to 30+ positions to fill, typically with challenging qualification and location requirements. (Some positions had only one person in an entire country who could fit the bill – and were being heavily courted by competitors. I found them, recruited them and kept them loyal to my company.) • Served as brand ambassador by building strong candidate relationships. For example, kept one proposed team of 31 together and loyal to MSI despite 18 months of delays by the client and repeated attempts by competitors to poach our candidates. Candidate slate I recruited credited by competitors as “the team to beat”. • Partnered with executives, hiring teams and thought leaders to ensure effective, timely recruitment and an exceptional candidate experience. • Partnered with new business leaders to create effective recruiting strategies, provide competitor intelligence, perform talent mapping, identify talent market and competitive challenges and propose innovative approaches to address them. • Pipelines of candidates with rare skill sets often reached 85+% passive talent, sourced using LinkedIn, Boolean search, reverse engineering, employee work history mining, and specialty databases as well as creativity, research and networking. • Created methodology to provide insightful interview feedback to hiring managers, to help them in selecting the right talent, crafting offers and advising executives on candidates’ competing alternatives and thus key motivations for accepting offers.

• For 18 months, served as lead RPO (fractional) recruiter for major development organization.  Handled 85+ field, proposal and corporate positions in a more than dozen countries – working part-time while supporting other Helios clients.  Contract renewed every month for 18 months; became one of Helios’ biggest clients. • Conducted retained searches and RPO/fractional assignments for other clients in health technology, technology/SAAS, international business, government contracting, nonprofits, health services, travel/hospitality services, and many other industries. • Vetted multiple ATS vendors and helped Helios select and customize one uniquely suited to search firm (versus corporate) recruiting. • Maintained firm focus on ensuring that candidates’ experience with our ATS was smooth, simple and candidate-centric. No bureaucracy, just results. • Three-time Trainer/Presenter on Talent Acquisition (TA), HRCP Certification course (in-person and remotely) – simultaneously taught TA section both “as is” for certification exam and with updates for developments in the discipline, so that course participants could both pass their PHR/SPHR exams and be effective recruiters in a fast-changing environment.

• Led team of 16 Recruiters in Virginia, Massachusetts and Kenya, with dotted-line responsibility for a dozen more in several other countries. • Coached underperforming team members, identifying and addressing root causes, within the framework of personal accountability and career growth. • Developed firm’s first-ever recruiting metrics and identified system and process improvement opportunities. • Launched People Transitions Project, identifying over 800 MSH staff on technical programs scheduled to end, in order to fast-track their redeployment to new programs.

(all HR positions eliminated due to corporate sale to Unicom) • Spearheaded a major initiative to reverse and improve the company’s employment brand following SBA debarment of GTSI. Company reinstated and named as Best Place to Work. • Managed highly effective team of five technical Recruiters. • Analyzed OFCCP compliance and workforce planning needs, and vetted multiple ATS vendors and recommended one as GTSI’s new ATS to better equip the firm to recruit both active and passive candidates.

• Executive search: VP Dinte Resources - built Interim (Fractional) Executive Search Practice from 20 to 65% of firm revenues; VP Paul-Tittle Executive Search • Corporate recruiting: PWC, E&Y, Towers Watson, Capital One

Certified Diversity Recruiter (CDR)

AIRS

Professional Recruiter Certification (PRC)

AIRS