LiveCareer-Resume

senior recruiter resume example with 12+ years of experience

Jessica Claire
, , 609 Johnson Ave., 49204, Tulsa, OK 100 Montgomery St. 10th Floor
Home: (555) 432-1000 - Cell: - resumesample@example.com - : - -
Professional Summary

Dynamic, analytical, and tenacious senior level recruiter with 10 years of progressive experience in developing and improving scale-up, growth recruitment strategies including plant expansions, new product launches, new geographic market expansions.


Proven track record of delivering hard-to-find professional talent for specialized roles in multiple industries including Department of Defense, GovCon, electronic manufacturing, engineering, allied healthcare, information technology, mid-level healthcare professionals, and specialty physician.


Constantly seek out continuous learning opportunities to stay abreast on the latest search techniques, advanced sourcing methodologies, and candidate engagement strategies that get results.

Skills
  • Candidate pipeline management
  • Recruitment strategies
  • Onboarding
  • Government Records
  • Public Records
  • State and Professionals Registries
  • Social Networks
  • People Search Engines
  • Professional & Industry Associations
  • State Licensing & Certification Databases
  • Doc Cafe
  • Indeed
  • LinkedIn Recruiter Lite
  • LinkedIn Sales
  • ADP
  • Calendly
  • CareerBuilder
  • Doximity
  • Enhanced Section
  • Hiretual
  • IBM Kenexa BrassRing
  • LinkedIn
  • LinkedIn Recruiter
  • Paycom
  • People Soft
  • Prophet
  • Seekout
Work History
11/2017 to Current
Senior Recruiter Exact Sciences Remote, OR,
  • Led full-cycle recruiting by reviewing resumes, conducting phone, interviews, and extending offer letters, achieving a 90% candidate-to-hire conversion rate.
  • Created job descriptions and enticing job postings based on government documentation (PWS, SOW, etc.), ensuring compliance with OFCCP federal contractor requirements.
  • Utilized cost-effective advanced sourcing approaches to dive deep into searches for hard-to-fill requisitions. Approaches include complex internet searches, market intelligence, social media, custom search engines, Google Chrome extensions, advanced Boolean search strings, and niche job boards.
  • Gather market intel and data, identifying labor & workforce trends reflecting the liability of talent in key markets or linked to specific requisitions (i.e., the scope of positions in competing companies, compensation, market trends).
  • Created training material for new recruiters, and mentored junior team members to success in sourcing and recruiting.

KEY ACCOMPLISHMENTS

  • Assigned by USGP executives to source and recruit aging requisitions and hard-to-fill niche roles in support of nationwide federal contracts. Resulting in USGP consistently achieving a 95% or higher fill rate within MSS contracts and landing in top 3% of MQS contractors.
  • Streamlined, automated, and improved recruitment processes, making use of technologies such as Airtable, Calendly, Constant Contact, IFTTT, Jotform, Zapier, resulting in better internal and external communication and shorter fill time.
  • Increased candidate response rate, for recruiting team, by 70% by creating and implementing engaging and personalized candidate outreach templates across multiple channels and recruitment.
04/2013 to 02/2016
Senior Human Resources Recruiter Ware Malcomb Princeton, NJ,
  • Managed full high volume (20+ open requisitions) Recruiting responsibilities that include sourcing, behavioral interviewing, presenting candidate slates to hiring managers, and salary development.

Positions Recruited:

Automation Engineer, Electrical Engineer, Industrial Engineer, Electromechanical Technician, Electronics Test Systems Technician,

ICT Engineer, MD Process Engineer, Material Handler, Mechanical Engineer, Product Analyzer, Quality Engineer, Robotic Technician, Robotics Engineer, Software Engineer. Supplier Quality Engineer, Circuits Engineer, Project Engineer, I&E Reliability Engineer, Electrical Controls Engineer, Power Systems Engineer, Electrical Project Engineer, Electrical Design Engineer, Production Value Stream Manager (PVSM).

  • Hired more than 100 consulting engineers with hardware engineering backgrounds into pre and post-sales support roles in several regions of the US.
  • Sourced and recruited top engineer & tech talent, responsible for producing engine control modules; exhaust systems w/ NOx sensors; and Short-Range Radars, for features like Blind Spot Detection (BSD) and Rear Cross Traffic Alert (RCTA).
  • Developed and maintained strong partnerships with hiring managers and leadership, provided guidance on all aspects of talent acquisition processes.
  • Monitored and ensured compliance with federal, OFFCP, state, and local employment laws and regulations. Recommended best practices; reviewed and modified policies and procedures to maintain compliance.
  • Managed ramp‐up full‐cycle recruitment efforts to quickly and efficiently hire engineers and techs to work in a state-of-the-art factory, producing blind-spot and engine control modules, exhaust systems with NOx sensors, and pressure sensors for customers including Tesla, Ford, GM, Chrysler, Volvo, Acura, Mazda, Toyota, and machinery producer Caterpillar.
  • Managed the full-cycle recruiting process for a $1.2 billion lean manufacturing facility to meet various strategic staffing goals across all levels.
  • Sourced and recruited top engineer & tech talent, responsible for producing engine control modules; exhaust systems w/ NOx sensors; and Short-Range Radars, for features like Blind Spot Detection (BSD) and Rear Cross Traffic Alert (RCTA).
  • Developed and maintained strong partnerships with hiring managers and leadership, provided guidance on all aspects of talent acquisition processes.
  • Responsible for overseeing and improving talent acquisition programs, including employee referral programs college internship programs, new college grad programs, new hire, and branding.


KEY ACCOMPLISHMENTS

  • In response to several new product launches and a facility expansion, recruited 37 Electro-Mechanical Technicians and 48 Engineers within 10 months. Resulting in a savings of $520,000.00, due to resulting in a significant decrease in time-to-fill rates, which had previously been a recruiting struggle for the manufacturing facility.
  • Awarded Conti Excellence Award for successfully executing, managing, and recruiting for engineering coop/internship program, ensuring quality experience for interns, resulting in high conversion rate of interns to full-time hires.
  • Implemented workforce diversity and military-focused recruitment strategies and partnerships with Military Transition Centers, Texas Veteran Commission, Texas Workforce Commission, Diversity organizations, Military Spouse groups, resulting in status as preferred recruitment company.
  • Recruited 37 Electro-Mechanical Technicians and 48 Engineers (Electrical, Industrial, Software, Mechanical, and Quality) within 10 months by executing an aggressive talent acquisition plan during a time of extreme growth and several new product launches. for a rural location and in a very competitive market.
  • Grew Continental’s Engineering team by 38 Engineers (Electrical, Industrial, Software, Mechanical, and Quality) in 10 months, allowing for the company to keep recruiting efforts internal vs. outsourcing to an agency recruiter (as Continental had been accustomed in the past).
  • Managed key OFCCP initiatives and processes, including implementation of pre-offer self-identification, increased disability, veteran, and diversity outreach efforts, updated EEO tagline, and ensured all job postings were posted with state workforce agencies and other diversity associations.


Positions Include: Software Engineering, Technical Project Manager, Engineering Manager, QA Engineer, Data Engineer.

10/2010 to 04/2013
Corporate Recruiter The Motley Fool Los Angeles, CA,

Solely responsible for full-cycle recruitment function for corporate functions, specialty clinics, ambulatory center, and athletic training departments for San Antonio professional sports teams

  • Implemented, coordinated, and managed physician assistant shadowing and externship program, resulting in high conversion of externs to full-time hires for previously hard-to-fill roles.
  • Implemented recruiting strategy for all of recruiting (intake meetings, interview Sync’s, candidate feedback, hiring
    manager training) – Built out candidate experience and helped company make organizational shift successfully
  • Conducted cradle-to-grave recruiting, from writing and posting job advertisements through to reference/background checks and offer presentation.
  • Expanded outreach activities, partnering with universities, and increased the company's brand awareness, resulting in TSAOG becoming a top choice site for clinical rotations for Physician Assistant, Physical Therapy, and Physical Therapy Assistant students.
  • Established recruiting process inclusive of mandatory intake meetings. Resulting in an improved and strengthened partnership between recruiter and hiring managers, and earned recruiter a seat at the table as a trusted Business Partner.
  • Developed and implemented recruitment strategies for maximizing applicant flow: cold calling, sourcing internet/job boards, employee referrals, hosting career events, attending career events, and building partnerships with local educational institutes, Texas Veterans Commission, Texas Workforce Commission, Goodwill Industries, and military transition centers.
  • Ensured application process, pre-employment and new-hire processes were executed efficiently, including offer letter negotiations and administration; scheduling & administering pre-employment tests, reference checks, background investigations, and conducting new-hire orientation.
  • Focused on continuous improvement and implementation of recruiting practices to streamline and modernize sourcing, interviewing, selection, and approval processes, policies, and strategies across the board.

KEY ACCOMPLISHMENTS

  • Implemented, coordinated, and managed internal physician assistant shadowing /externship program, resulting in high conversion rate of externs to full-time hires, for previously hard-to-fill roles.
  • Expanded outreach activities, partnering with universities, Result: A significant increase in the company's Brand Awareness, resulting in TSAOG becoming a top choice site for clinical rotations for Physician Assistant/Physical Therapy/Physical Therapy Assistant students.
  • Established a recruiting process which included a mandatory initial meeting between the Recruiter and the Hiring Manager. The purpose of the meeting was to gather key details of the position, outline the roles and responsibilities of the recruiter and hiring manager, and set the stage for the recruitment process.
    Result: This consultative approach improved and strengthened the relationship between the HR Team, Executive Team, and Hiring Managers. The meeting was key to the success of the HR team and it earned us a seat at the table as a Business Partner.
03/2008 to 10/2010
Recruiter Visionworks (Eye Care Centers Of America) City, STATE,

Recruited into a newly created role as a corporate recruiter, successfully establishing and overseeing the organization's recruiting operations for corporate office, distribution center, and 200+ retail US locations.


Positions Recruited: Computer Systems Analyst, Disaster Recovery & Data Center Manager, EDI Programmer Analyst, Information Security Architect, Network Engineer, Systems Engineer (Senior)


  • Recruited candidates across a broad spectrum of roles at various levels across several functions, including Information Technology, Desktop, Network, Finance, Operations.
  • Led candidate analysis process, including background checks, behavioral based interviews, offer letter preparation, and compensation negotiations.
  • Conduct recruitment strategy sessions with the Hiring Managers to gather all necessary information needed to ensure a comprehensive job description.
  • Collaborate with HR colleagues to deliver smooth recruitment and onboarding processes, contributing to cross-functional projects as needed.
  • Developed consultative relationships with executives, store leadership, territory directors, and hiring managers across multiple business units, including IT, Finance, Marketing, Managed Care, Executive Teams, Manufacturing, and Retail Management).
  • Established new applicant sources by researching and contacting community leaders, vocation schools, universities, and military transition centers.
  • Partnered with senior leaders and executives to create and implement a talent acquisition strategy for identifying internal and external talent – locally and at multi-retail locations throughout the U.S.
  • Responsible for building the Recruiter role that I was hired for, as it was a new position for the company: Established the role's primary duties & responsibilities, set expectations, established recruiting process, developed promotional materials for 200+ retail US locations, and incorporated internship program for corporate office, improved corporate brand, and established positive relationships with Executive Staff, Department Heads, Leaders of the manufacturing facility, and the Corporate Office
  • Developed and implemented various recruitment plans for maximizing applicant flow: cold calling, sourcing internet/job boards, employee referrals, hosting career events, attending career events, and building partnerships with local educational institutes, Texas Veterans Commission, Texas Workforce Commission, Goodwill Industries, and military transition centers.
  • Ensured application process, pre-employment and new-hire processes were executed efficiently, including offer letter negotiations and administration; scheduling & administering pre-employment tests, reference checks, background investigations, and conducting new-hire orientation.
  • Focused on continuous improvement and implementation of recruiting practices to streamline and modernize sourcing, interviewing, selection, and approval processes, policies, and strategies across the board.
  • Created, managed, and maintained social medial channels (Facebook, LinkedIn, etc.) to create a new funnel of candidates and to raise employer brand awareness.
  • As an alternative to temporary agency usage, developed and successfully implemented an in-house temporary pool, significantly reducing external temp fees.
  • Played a key role in the expansion of six new retail stores in a new geographic market (Pittsburgh). Single-handedly built recruitment strategy, planned and executed open houses in the Pittsburg area, networked with local unemployment agencies and vocational schools, and poached candidates from competitors.
  • Worked closely with summer interns to include coordinating social events, intern appreciation week, and monthly check-ins, resulting in conversion to full-time hires.

KEY ACCOMPLISHMENTS

  • As an alternative to temporary agency usage, developed and successfully implemented an in-house temporary pool, resulting in significantly reducing external temp fees.
  • Played key role in the expansion of six new retail stores in new geographic market (Pittsburgh).
  • Worked closely with summer interns including coordinating social events, intern appreciation week, and monthly check-ins, resulting in conversion to full-time hires..
Webinars
  • Tips and Tricks to Finding Contact Information for Your Leads
  • How to Use Custom Search Engines to Find Niche Candidates
  • Secrets to Finding Hidden Talent in the Candidate-Scarce Era
  • 5 Ways AI Will Enable Recruiting to Be More Human, Not Less
  • Email Marketing Fundamentals
  • How to Recruit the Best Doctors for Rural Positions
  • How Recruiters Can Use Layoff Announcements to Source Candidates and Help Others – SourceCon
  • Google Alerts
  • Sourcing Hacks Lecture & Ebook
  • SourceCon Digital (2020)
  • SourceCon Academy License
  • Hiretual's Healthcare Sourcing
  • Sourcing Hacks, 2nd Edition By Irina Shamaeva and David Galley
Education
Expected in to to
Bachelor of Arts: English
Texas Lutheran University - Seguin, TX
GPA:
  • Member of Kappa Pi Gamma
  • Member of TLU Yearbook

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Resume Overview

School Attended

  • Texas Lutheran University

Job Titles Held:

  • Senior Recruiter
  • Senior Human Resources Recruiter
  • Corporate Recruiter
  • Recruiter

Degrees

  • Bachelor of Arts

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