14 years of successful recruiting experience in several of the most challenging times, fields & markets to produce the top candidates for my companies. For my candidates I will treat you with respect and listen to what is important for you in your career. Company List:
Honeywell, ATK, Gannett Newspaper, Microsoft, Netflix, Quest, Veritas, LSI Logic, Motorola, Google, Cisco, and WebEx. Canada: Hy
dro One, TD Bank, Bank of Montreal, EDS, Deliotte, CIBC, Bank of Nova Scotia, IBM Canada, HP and Ontario Government. Success: I started recruiting for Netflix when they had 12 employees in Los Gatos, CA. In a short time-frame Netflix started to ask for business advice, I recommended they move to a larger location in Milpitas, CA and that is what they did. We hired 370 people a year and their retention after a year was at 97%. Highlights:
24 years of service awards, awarded by executive leadership. Full life cycle recruiting for specialties in Engineering for all levels
Handle volume executive recruiting, 85 open positions every month, 197 managers in multiple locations and different businesses. Average yearly hires of 312 hires. Develop partnerships and networks to drive top talent to increase top talent pipeline. Develop job descriptions from needs assessment meeting with hiring managers and developing an advertising campaign. Find cost effect approaches for staffing
Develop customized job descriptions, plan of execution, prescreening & behavioral questions for each business unit based on needs analysis meetings using behavior interviewing questions and assessment test. Following all legal compliance requirements including OFCCP regulations and legal practices for hiring former government employees
Strategic Planning and Business Partnerships:
Partner with Human Resources on “Right people at the Right time”, alignment of culture to the business needs, adherence to employment laws and regulations, market competitive environment, Compensation Analysis and internal equity issues robust talent pipeline and competitive pay and benefits structures. Instrumental in transforming an individual site location to a corporate shared service model, develop a strategic plan to roll out and execute new recruiting model and working with leaders to hire the talent to become a market leader. Develop long term planning for process improvement to streamline the time to fill matrix.
