Greg Mallory

I love Talent Acquisition!  With over 12 years in the recruiting space, I’ve seen the major impact Talent Acquisition makes on organizations and individuals.  I enjoy developing recruiting teams that provide a high level of service to both hiring managers and candidates.  I have been successful in building/optimizing systems, processes and workflows that increase recruiter efficiency, while improving “the candidate experience”.  I build strong relationships with candidates, hiring managers, recruiting partners (internal & vendor) and across HR.

Seattle, WA, USA

Email: Gjmallory@gmail.com

Phone: 425-753-3023

Summary: Greg Mallory has over 12 years of Talent Acquisition experience comprised of team leadership and full-cycle and sourcing recruiting expertise in the following areas: IT, Core Tech, Finance, Healthcare, Retail, Enterprise & SMB Sales, Marketing and Executive.

Key Strengths: Developing trusted advisor relationships, Rapport building, Using data to influence stakeholders, Strong candidate & stakeholder focused Negotiation skills, Development and maintenance of robust Talent pipelines, Use of innovative tools and technology to increase efficiencies and recruiter effectiveness, while improving the candidate experience.

Work Experience

Sept 2016 – Current  Providence St. Joseph Health (Seattle,WA)

Lead, Strategic Talent Sourcing & Intelligence

As Lead, reporting to a TA manager, I help lead a centralized team comprised of 9 Sr. Sourcing Recruiters focused on the proactive sourcing/recruitment of acute care nurses for all regions and locations of the organization.

  • Manage Sourcer engagement of New/Sourced Leads (Avature CRM)
  • Main point of contact for the following:
    • Questions or escalations regarding prospect rules of engagement & prospect ownership (team issues)
    • System issues that require escalation and collaboration across internal departments
    • Guidance/feedback or escalation regarding recruiter partnership concerns/issues (partnership issues)
  • Conduct bi-weekly organization-wide sourcing skills training conference call. Training topics have included: using OSINT tools, tool-related best practices, Google Custom Search engines, various AIRS search techniques and more
  • Reporting & Data: Responsible for integrity of data generated by sourcing team in CRM & ATS, reduction of data errors and reduction of TTO (time to offer).
    • Daily review/QC of submittals and data input to systems
    • Manage Sourcer maintenance of Active Submissions
    • As needed, train and coach team to reduce data errors
  • Ad hoc training (team/individual); as needed, train and coach team in the following areas: systems & tools, process & documentation, rules of engagement & prospect ownership, prospect assessment & engagement skills.
  • Continuous improvement of processes, tools, systems, and programs
    • Optimization of Avature CRM workflow to increase clarity, sourcer efficiency and improve ability to report sourcing metrics
    • Implementation of CRM email automation. After the Sourcer sends an outreach email to a prospect, over the next 30 days, the CRM will send 2 follow-up emails to the prospect.  Prospect response rates have increased by 21%
    • Implementation of automated recruiter submittal feedback request based on SLAs. Recruiter responses to feedback requests have increased by 26%
    • Development and documentation of Sourcing team rules of engagement, prospect ownership guidelines and partnership SLAs
  • Projects in progress:
    • Competitive Intelligence: Multi-stage project focused on the development of systems, tools.
    • Sourcer Training Program: Development of a formal training program designed for “new to sourcing team” and “new to sourcing skill”.

Achievements:

  • 2017 – $8.5m in direct “agency fee avoidance” (RN hires)
  • Team email outreach response rates increased by 21%
  • Increased Recruiter responses to Sourcer feedback requests by 26%

 

Sept 2012 – Sept 2016                    Expedia.com (Seattle, WA)

Sr. Tech Talent Sourcer \ Sr. Technical Recruiter

Proactively source and screen passive technical and leadership\executive talent for all of the Expedia Inc. brands (Expedia.com, Hotwire.com, Hotels.com, Egencia.com, Trivago and more).  Sourcing\recruiting model comprised of both “Internal Agency” project-based sourcing and Talent Pipeline development. Creating a robust pipeline of qualified and interested “passive” candidates.

  • Provide sourcing training and consultation – Advanced Sourcing technique and Sourcing strategy.
  • Gather and analyze competitive (business & talent market) intelligence, used by Senior HR and Business group leadership.
  • Development of Avature CRM automation and workflows
  • Social Recruiting\Social media – Selected by Sr. leadership to participate in leadership committee tasked with driving increased Global adoption of social recruiting strategies among all Expedia Inc. Recruiting teams

Sourcing Methods: Advanced Boolean & Internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Networking (attending networking and relevant association meetings/events, meet-ups), Virtual networking (Forums and LinkedIn Groups), Social recruiting (Talent Bin, Gild, Facebook, Twitter, Google+), ATS: PeopleFluent, Avature

Achievements: Successful achievement of 2013 “Agency Fee Avoidance” team goal: $1.5M

Position titles recruited on include (but not limited to):
Software Development Engineer (levels 1-3), Software Development in Test (levels 2-3), QA Engineer, DB2 DBA, Big Data developer, Sr. SEM Analyst, Sr. Recruiter, Director of Advertising, Director of Content, Director of Global Talent Sourcing

 

May 2012 – Sept 2012                 Amazon.com (Seattle, WA)

(Contract) Sr. Technical Sourcer (Retail Org)

Sourced “core tech” talent for the following groups within the Retail organization: Hardlines, Automotive, Science & Industry, Customer Experience, and Amazon Wireless

Sourcing Methods: Advanced Boolean & Internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Resume databases, advanced research (talent mapping) and networking. ATS:ICims/MRT/ART

Achievements: Quick ramp-up and hire quota attainment

Position titles recruited on include (but not limited to):
Software Development Engineer (levels 1-3), Software Development Manager (levels 2-3), Technical Program Manager (level 2-3), Software Development in Test (levels 2-3), QA Engineer

 

August 2011 – May 2012           Group Health Cooperative (Seattle, WA)

(Contract) Sr. Technical Recruiter

Responsible for full-cycle recruiting of all Information Technology, Health Informatics, and Data Quality related roles within the organization: Lead the recruitment efforts in sourcing and screening qualified technical candidates. Provide information about job duties, compensation, benefits, and other job related data to candidates. Submit resume and cover letter with pertinent details to Hiring Mgr. Prepare candidate for the interview.  Formally offer position to candidate.  Negotiate salary and overcome any objections.

  • Sourcing methods: LinkedIn Recruiter, leveraging internal referrals, job postings, professional associations
  • Strategic HR Consulting: Considered strategic “workforce planning” partner to internal client groups
  • Vendor Management: Manage additional sourcing resources, vendors and outside agencies
  • ATS: Taleo, Cats One

Achievements: Averaged over 12 fills per month, Developed trusted advisor\partner relationship with Sr. Leaders (invited by CTO & Directors to participate in 2012 workforce planning roadmap)

Position titles recruited on include (but not limited to): Enterprise Architect, Data Architect, IT Director, Network Engineer, Sr. Systems Manager, Business System Analyst, Access Management Analyst, Clinical Guideline Developer, Sr. Application Programmer, Business Intelligence Analyst, Business Intelligence Manager, Epic Analyst, Epic Sr. Programmer, Enterprise Info Management, Sr. Program Manager, Sr. Lean Consultant, Project Management Office Manager, Lean Consultant II, Sr. Project Director, QA Test Lead, (SAN)Storage Area Network Admin, Web Content Developer, Systems Engineer, Survey Measurement Analyst,

June 2011 – August 2011           REI (Kent, WA)

        (Contract) Sr. Technical Recruiter\Sourcer

Sourced and screened technical talent for “hard to fill” technical roles within the organization

  • Sourcing methods: Advanced Boolean & Internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Monster.com, cold calls, and networking.
  • ATS: Virtual Edge (ADP)

Achievements: Created large candidate pipeline for very niche SAP Manager Position (FR module)

Position titles recruited on include (but not limited to):
SAP Manager, ABAP Developer, Info Security Technical team lead, Java developer, Program Manager, Access Manager, Info Security Engineer, and Info Security Team Lead

August 2009 – April 2011           CFC (Seattle, WA.)

       Director, Group Engagement

Design, development and implementation of Member Engagement programs, designed to improve the member experience of CFC’s 10,000 members. Programs included elements designed to increase member satisfaction, reduce turn-over, and simplify integration into the organization’s member community.

Core Responsibilities:

  • Strategic planning and leadership, Budget management, Program management
  • Marketing\branding: Created marketing & re-branding campaign utilizing print, video, and Social media
  • Training (creation to delivery): Created all new training materials and training systems for 10k Member organization
  • People management – 4 department heads with over 300 volunteers, Conducted extensive Volunteer recruitment and Volunteer retention\motivation.
  • Infrastructure and Process Improvement – Created new back-end & customer\member facing Processes, developed online and offline tools\resources, and administrative systems

Achievements: Recruited 300 Volunteer leaders (75% increase), Increased member involvement in program (80% increase), effectively increased use of technology to dramatically decrease labor needs and resource costs

 

April 2008 – June 2009              Monster.com (Seattle, WA)      

        National Account Manager – MediaWorks (NW & Nor Cal Region)

Penetrate current enterprise accounts, as well as, develop new opportunities for Diversity, Military, Campus, and “core” Online Recruitment media solutions.

  • Primary sales activities include: cold calling, public speaking, WebEx presentations, Networking and extensive Internal evangelism
  • Solutions include: Various Internet advertising pay per click (PPC) elements (targeted banners, buttons, and text links), Career Ad Network (targeted ads), Targeted Email blasts, Social Media solutions (Twitter, Facebook), Affinity Circle (competitor of LinkedIn)

Achievements: Grew Diversity targeted media solutions 120% in NW region major enterprise accounts

 

Nov 2007 – April 2008                 Microsoft (Redmond, WA)

        (Contract) Sr. Technical Recruiter \ Sourcer

As a vendor to Microsoft, I recruited\sourced throughout the US for mid to senior level candidates (levels 62- 66) for a technical sales and marketing org within MS

  • Talent sourcing: Source resumes of potential candidates and forward to Staffing Consultant, Follow up with candidate for resume and completed candidate e-screen, forward to Staffing Consultant
  • Primary sourcing methods: Advanced Boolean & Internet search techniques, Cold calls, networking, XpTen (Microsoft ATS), Monster.com, ZoomInfo, Hoovers, Craigslist resumes, LinkedIn, and other niche websites, ATS: XpTen

Achievements: Averaged 20 – 25 leads submitted daily

Position titles recruited on include (but not limited to): Account Manager, Solutions Specialist, Account Technology Specialist, Technical Architect, Technology Solutions Professional, Data Platform Specialist, Outside sales, Solutions specialist, Pre\Post Sales Engineer, and Executive Communication Manager

 

May 2006 – Nov 2007                               Washington Mutual (Seattle, WA)

        Sr. Sales Recruiter (Commercial lending)

In this role, I recruited VP level Commercial Real Estate lenders through targeted head hunting.  We targeted the best commercial loan officers across the country.

  • Full-cycle recruiting: Source potential candidates, set up introductory interview with Hiring Manager if qualified, facilitate formal interview process, Negotiate salary based on HR guidelines
  • Primary sourcing methods: Cold calling, networking, Hoovers, LinkedIn, LoopNet, Boolean search, pure headhunting strategies

Achievements: 130% of annual quota. Successfully staffed 8 new markets for WaMu Commercial Lending.

Position titles recruited on include (but not limited to): VP Commercial loan officer, VP Multi-family loan officer, Commercial Underwriter

 

Feb 2005 – May 2006                          Volt Technical Resources (Redmond, WA)

        Technical Recruiter

In this role, I recruited a-dash contractors for Microsoft contract PM positions.  The Program Manager job category included positions from entry-level project management to very senior level Technical PMs.

  • Full-cycle recruiting
  • Sourcing methods: Utilize primary sourcing tools such as internet resume databases, Internal referrals, job postings, professional associations, direct cold-calling

Achievements: Filled 88 positions based on an annual quota of 60 = 147% of Quota, Average req. load 24 active orders.

Technologies and Skills recruited on include: SQL Server, DBAs, Systems/Software Architects, Data Warehouses, Windows (NT, 2000, 9x), Apache, IIS, SDLC, C/C++/C#, Visual Basic, Visual Studio, ASP, ASP.NET, ColdFusion, Flash, HTML, DHTML, XML, Java, Graphic Design, Instructional Design, Localization, Project Management, Program Management, Product Management, Technical Marketing, QA/QC/Test, Tech. Writing / Editing, Training, Functional Specifications, Business Processes, Business System Analysts 

 

April 2004 – Feb. 2005            Robert Half (Seattle, WA)     

Office Team Staffing Manager

Responsible for new business development, recruiting, interviewing, qualifying and placing candidates into temporary and temp-to-hire positions within client business units.

  • Staffing: Recruited new candidates (telephone inquiries, internet searches, referrals
  • New Business Development

Achievements: Recognized for skill in recruiting

 

Oct. 2003 – April 2004                Culver Careers (Manhattan Beach, CA)

National Direct Hire Sales Recruiter

Responsible for recruitment of sales professionals for both Enterprise & Mid-Size organizations

  • Full cycle recruiting
  • Primary sourcing methods: CareerBuilder, Monster, local and national networking, Head hunting, referrals, and leveraging reference checks

Achievements: Performed at 112% of Quota, Completed 50 cold calls daily, Recruiter of the month (Nov. 2003, Feb. 2004), Live Referral Award (Dec. 2003), Earned “Quota Buster” Plaque (Feb. 2004)

Position titles recruited on include (but not limited to): Outside Sales Rep, Account Executive, Account Manager, Inside Sales Rep, Management Trainee, and Sales Manager

 

 

Education & Certifications

Vanguard University of Southern California, B.A Psychology

“Talent Advisor” Certification, Corporate Executive Board (CEB)

 

Sourcing Methods: Advanced Boolean & Internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Cold calling, Networking (attending networking and relevant association meetings/events, meet-ups), Internal referrals, Internet job boards and resume databases (Monster, CareerBuilder, Indeed.com, Dice, indeed, etc.), Virtual networking (Forums and LinkedIn Groups), Social recruiting (Talent Bin, Gild, Facebook, Twitter, Google+)

 

Software & Tools: Experience with various (ATS) applicant tracking systems (Taleo, XpTen, Virtual Edge, iCims, Peoplefluent, Kenexa and more), various (CRM) client relationship management systems (Avature, Salesforce, Cats One, Big Biller, Zoho), advanced Excel (complex spreadsheets, formulas, pivot tables, v-lookups), extensive web survey experience (Jotforms, Google Docs – Forms, Survey Monkey Pro), Web tools (Outwit Hub, DataMiner, etc.), OSINT tools

 

 

Summary: Greg Mallory has over 12 years of Talent Acquisition experience comprised of team leadership and Full-cycle and Sourcing recruiting expertise in the following areas: IT, Core Tech, Finance, Healthcare, Retail, Enterprise & SMB Sales, Marketing  and Executive.

Key Strengths: Developing trusted adviser relationships, Rapport building, Using data to influence stakeholders, Strong candidate & stakeholder focused Negotiation skills, Development and maintenance of robust Talent pipelines, Use of innovative tools and technology to increase efficiency and recruiter effectiveness, while improving the candidate experience.

Sourcing Methods: Advanced Boolean & Internet search techniques, OSINT tools, Chrome extensions, Google Custom Search Engine, LinkedIn Recruiter, Cold calling, Networking (attending networking and relevant association meetings/events, meet-ups), Internal referrals, Internet job boards and resume databases (Monster, CareerBuilder, Indeed.com, Dice, etc.), Virtual networking (Forums and LinkedIn Groups), Social recruiting (Talent Bin, Facebook, Twitter, Google+)

Software & Tools: Experience with various (ATS) applicant tracking systems (Taleo, XpTen, Virtual Edge, iCims, Peoplefluent, Kenexa and more), various (CRM) client relationship management systems (Avature, Salesforce, Cats One, Big Biller, Zoho), advanced Excel (complex spreadsheets, formulas, pivot tables, Vlookups), extensive web survey experience (Jotforms, Google Docs – Forms, Survey Monkey Pro), Web tools (Outwit Hub, Import.io, DataMiner)

Work Experience

Sept 2016 – Current    Providence St. Joseph Health

Lead, Strategic Talent Sourcing & Intelligence

As Lead, reporting to a TA manager, I help lead a centralized team comprised of 9 Sr. Sourcing Recruiters focused on the proactive sourcing/recruitment of acute care nurses for all regions and locations of the organization.

  • Manage Sourcer engagement of New/Sourced Leads (Avature CRM)
  • Main point of contact for the following:
    • Questions or escalations regarding prospect rules of engagement & prospect ownership (team issues)
    • System issues that require escalation and collaboration across internal departments
    • Guidance/feedback or escalation regarding recruiter partnership concerns/issues (partnership issues)
  • Conduct bi-weekly organization-wide sourcing skills training conference call. Training topics have included: using OSINT tools, Chrome extensions, tool-related best practices, Google Custom Search engines, various AIRS search techniques and more
  • Reporting & Data: Responsible for integrity of data generated by sourcing team in CRM & ATS, reduction of data errors and reduction of TTO (time to offer).
    • Daily review/QC of submittals and data input to systems
    • Manage Sourcer maintenance of Active Submissions
    • As needed, train and coach team to reduce data errors
  • Ad hoc training (team/individual); as needed, train and coach team in the following areas: systems & tools, process & documentation, rules of engagement & prospect ownership, prospect assessment & engagement skills.
  • Continuous improvement of processes, tools, systems, and programs
    • Optimization of Avature CRM workflow to increase clarity, sourcer efficiency and improve ability to report sourcing metrics
    • Implementation of CRM email automation. After the Sourcer sends an outreach email to a prospect, over the next 30 days, the CRM will send 2 follow-up emails to the prospect. Prospect response rates have increased by 17%
    • Implementation of automated recruiter submittal feedback request based on SLAs. Recruiter responses to feedback requests have increased by 26%
    • Developed and documented centralized sourcing team onboarding “in-a-box”
    • Development and documentation of Sourcing team rules of engagement, prospect ownership guidelines and partnership SLAs

Projects in progess:

  • Competitive Intelligence: Multi-stage project focused on the development of systems, tools and strategies to collect and analyze information about the talent market and our competitors’ strengths and weaknesses to enhance talent acquisition and business decision-making. The 1st stage, optimized Avature company records will be rolled out Q1 2018.
  • Sourcer Training Program: Development of a formal training program designed for “new to sourcing team” and “new to sourcing skill”. This training program consists of 4 modules, with the 1st module scheduled to be rolled out Q1 2018.

Achievements:

  • 2017 – $8.5m in direct “agency fee avoidance” (RN hires)
  • Team email outreach response rates increased by 21%
  • Increased Recruiter responses to Sourcer feedback requests by 26%

Sept 2012 – Sept 2016                   Expedia.com (Seattle, WA)

Sr. Tech Talent Sourcer \ Sr. Technical Recruiter

Proactively source and screen passive technical and leadership\executive talent for all of the Expedia Inc. brands (Expedia.com, Hotwire.com, Hotels.com, Egencia.com, Trivago and more). Sourcing\recruiting model comprised of both “Internal Agency” project-based sourcing and Talent Pipeline development. Creating a robust pipeline of qualified and interested “passive” candidates.

  • Provide sourcing training and consultation – Advanced Sourcing technique and Sourcing strategy.
  • Gather and analyze competitive (business & talent market) intelligence, used by Senior HR and Business group leadership.
  • Development of Avature CRM automation and workflows
  • Social Recruiting\Social media – Selected by Sr. leadership to participate in leadership committee tasked with driving increased Global adoption of social recruiting strategies among all Expedia Inc Recruiting teams
  • Sourcing methods: Advanced Boolean & Internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Networking (attending networking and relevant association meetings/events, meet-ups), Virtual networking (Forums and LinkedIn Groups), Social recruiting (Talent Bin, Gild, Facebook, Twitter, Google+)
  • ATS: PeopleFluent, Avature

Achievements: Successful achievement of 2013 “Agency Fee Avoidance” team goal: $1.5M

Position titles recruited on include (but not limited to): Software Development Engineer (levels 1-3), Software Development in Test (levels 2-3), QA Engineer, DB2 DBA, Big Data developer, Sr. SEM Analyst, Sr. Recruiter, Director of Advertising, Director of Content, Director of Global Talent Sourcing

May 2012 – Sept 2012                Amazon.com (Seattle, WA)

(Contract) Sr. Technical Sourcer (Retail Org)

Sourced “core tech” talent for the following groups within the Retail organization: Hardlines, Automotive, Science & Industry, Customer Experience, and Amazon Wireless

  • Sourcing methods: Advanced Boolean & Internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Resume databases, advanced research (talent mapping) and networking.
  • ATS: ICims\MRT\ART

Achievements: Quick ramp-up and hire quota attainment

Position titles recruited on include (but not limited to): Software Development Engineer (levels 1-3), Software Development Manager (levels 2-3), Technical Program Manager (level 2-3), Software Development in Test (levels 2-3), QA Engineer

August 2011 – May 2012            Group Health Cooperative (Seattle, WA)

(Contract) Sr. Technical Recruiter

Recruited for all Information Technology, Health Informatics, and Data Quality related roles within the organization.

  • Full-cycle recruiting: Lead the recruitment efforts in sourcing and screening qualified technical candidates. Provide information about job duties, compensation, benefits, and other job related data to candidates. Submit resume and cover letter with pertinent details to Hiring Mgr. Prepare candidate for the interview.  Formally offer position to candidate.  Negotiate salary and overcome any objections.
  • Sourcing methods: LinkedIn Recruiter, leveraging internal referrals, job postings, professional associations
  • Strategic HR Consulting: Considered strategic “workforce planning” partner to internal client groups
  • Vendor Management: Manage additional sourcing resources, vendors and outside agencies
  • ATS: Taleo, Cats One

Achievements: Averaged over 12 fills per month, Developed trusted advisor\partner relationship with Sr. Leaders (invited by CTO & Directors to participate in 2012 workforce planning roadmap)

Position titles recruited on include (but not limited to): Enterprise Architect, Data Architect, IT Director, Network Engineer, Sr. Systems Manager, Business System Analyst, Access Management Analyst, Clinical Guideline Developer, Sr. Application Programmer, Business Intelligence Analyst, Business Intelligence Manager, Epic Analyst, Epic Sr. Programmer, Enterprise Info Management, Sr. Program Manager, Sr. Lean Consultant, Project Management Office Manager, Lean Consultant II, Sr. Project Director, QA Test Lead, (SAN)Storage Area Network Admin, Web Content Developer, Systems Engineer, Survey Measurement Analyst, Medical Records Review Analyst, App Systems Analyst, PICK developer, Universe Designer, Sr. Info Delivery Analyst, Data Warehouse Program Manager, Business Systems Analyst

June 2011 – August 2011            REI (Kent, WA)

(Contract) Sr. Technical Recruiter\Sourcer

Sourced and screened technical talent for “hard to fill” technical roles within the organization

  • Sourcing methods: Advanced Boolean & Internet search techniques, Google Custom Search Engine, LinkedIn Recruiter, Monster.com, cold calls, and networking.
  • ATS: Virtual Edge (ADP)

Achievements: Created large candidate pipeline for very niche SAP Manager Position (FR module)

Position titles recruited on include (but not limited to): SAP Manager, ABAP Developer, Info Security Technical team lead, Java developer, Program Manager, Access Manager, Info Security Engineer, and Info Security Team Lead

August 2009 – April 2011           CFC (Seattle, WA.)             

Director, Group Engagement

Design, development and implementation of Member Engagement programs, designed to improve the member experience of CFC’s 10,000 members. Programs included elements designed to increase member satisfaction, reduce turn-over, and simplify integration into the organization’s member community.

Core Responsibilities:

  • Strategic planning and leadership, Budget management, Program management
  • Marketing\branding: Created marketing & re-branding campaign utilizing print, video, and Social media
  • Training (creation to delivery): Created all new training materials and training systems for 10k Member organization
  • People management: 4 department heads with over 300 volunteers, Conducted extensive Volunteer recruitment and Volunteer retention\motivation.
  • Infrastructure and Process Improvement – Created new back-end & customer\member facing Processes, developed online and offline tools\resources, and administrative systems

Achievements: Recruited 300 Volunteer leaders (75% increase), Increased member involvement in program (80% increase), Effectively increased use of technology to dramatically decrease labor needs and resource costs

April 2008 – June 2009              Monster.com (Seattle, WA)         

National Account Manager – MediaWorks (NW & Nor Cal Region)

Penetrate current enterprise accounts, as well as, develop new opportunities for Diversity, Military, Campus, and “core” Online Recruitment media solutions.

  • Primary sales activities include: cold calling, public speaking, WebEx presentations, Networking and extensive Internal evangelism
  • Solutions include: Various Internet advertising pay per click (PPC) elements (targeted banners, buttons, and text links), Career Ad Network (targeted ads), Targeted Email blasts, Social Media solutions (Twitter, Facebook), Affinity Circle (competitor of LinkedIn)

Achievements: Grew Diversity targeted media solutions 120% in NW region major enterprise accounts

Nov 2007 – April 2008                Microsoft (Redmond, WA)

(Contract) Sr. Technical Recruiter \ Sourcer

As a vendor to Microsoft, I recruited\sourced throughout the US for mid to senior level candidates (levels 62- 66) for a technical sales and marketing org within MS

  • Talent sourcing: Source resumes of potential candidates and forward to Staffing Consultant, Follow up with candidate for resume and completed candidate e-screen, forward to Staffing Consultant
  • Primary sourcing methods: Advanced Boolean & Internet search techniques, Cold calls, networking, XpTen (Microsoft ATS), Monster.com, ZoomInfo, Hoovers, Craigslist resumes, LinkedIn, and other niche websites
  • ATS: XpTen

Achievements: Averaged 20 – 25 lead submittals daily

Position titles recruited on include (but not limited to): Account Manager, Solutions Specialist, Account Technology Specialist, Technical Architect, Technology Solutions Professional, Data Platform Specialist, Marketing Manager, Inside sales, Outside sales, Solutions specialist, Pre\Post Sales Engineer, Product Manager, Program Manager, Account Manager, and Executive Communication Manager

May 2006 – Nov 2007                 Washington Mutual (Seattle, WA)

Sr. Sales Recruiter (Commercial lending)

In this role, I recruited VP level Commercial Real Estate lenders through targeted head hunting.  We targeted the best commercial loan officers across the country.

  • Full-cycle recruiting: Source potential candidates, set up introductory interview with Hiring Manager if qualified, facilitate formal interview process, Negotiate salary based on HR guidelines
  • Primary sourcing methods: Cold calling, networking, Hoovers, LinkedIn, LoopNet, Boolean search, pure headhunting strategies

Achievements: 130% of annual quota. Successfully staffed 8 new markets for WaMu Commercial Lending.

Position titles recruited on include (but not limited to): VP Commercial loan officer, VP Multi-family loan officer, Commercial Underwriter

Feb 2005 – May 2006                    Volt Technical Resources (Redmond, WA)

Technical Recruiter

In this role, I recruited A-dash contractors for Microsoft contract PM positions.  The Program Manager job category included positions from entry-level project management to very senior level Technical PMs.

  • Full-cycle recruiting
  • Sourcing methods: Utilize primary sourcing tools such as internet resume databases, Internal referrals, job postings, professional associations, direct cold-calling

Achievements: Filled 88 positions based on an annual quota of 60 = 147% of Quota, Average req. load – 24 active orders.

Technologies and Skills recruited on include: SQL Server, DBAs, Systems/Software Architects, Data Warehouses, Windows (NT, 2000, 9x), Apache, IIS, SDLC, C/C++/C#, Visual Basic, Visual Studio, ASP, ASP.NET, ColdFusion, Flash, HTML, DHTML, XML, Java, Graphic Design, Instructional Design, Localization, Project Management, Program Management, Product Management, Technical Marketing, QA/QC/Test, Tech. Writing / Editing, Training, Functional Specifications, Business Processes, Business System Analysts

April 2004 – Feb. 2005                 Robert Half (Seattle, WA)

Office Team Staffing Manager

Responsible for new business development, recruiting, interviewing, qualifying and placing candidates into temporary and temp-to-hire positions within client business units.

  • Staffing: Recruited new candidates (telephone inquiries, internet searches, referrals
  • New Business Development

Achievements: Recognized for skill in recruiting

Oct. 2003 – April 2004                Culver Careers (Manhattan Beach, CA)

National Direct Hire Sales Recruiter

Responsible for recruitment of sales professionals for both Enterprise & Mid-Size organizations

  • Full cycle recruiting
  • Primary sourcing methods: CareerBuilder, Monster, local and national networking, Head hunting, referrals, and leveraging reference checks

Achievements: Performed at 112% of Quota, Completed 50 cold calls daily, Recruiter of the month (Nov. 2003, Feb. 2004), Live Referral Award (Dec. 2003), Earned “Quota Buster” Plaque (Feb. 2004)

Position titles recruited on include (but not limited to): Outside Sales Rep, Account Executive, Account Manager, Inside Sales Rep, Management Trainee, and Sales Manager

Education & Certifications

Vanguard University of Southern California, B.A Psychology

“Talent Advisor” Certification, Corporate Executive Board (CEB)