Apr 2021 – Sep 2023 · 2 yrs 5 mos · Waterdown, Ontario, Canada · Remote

• Responsible for full-cycle talent acquisition across the spectrum of our primary Engineering disciplines (Software, Electrical, Hardware/FPGA, Mechanical, Optical and Systems). Also involved in supporting advanced production disciplines including Lens Designers, Lens and Optical Coating Technicians and Production teams including Manufacturing Engineering, Supply Chain and Assembly.
• Supported US business since January 2023 due to shortage of work in Canada.
• Responsible for overseeing the entire Talent Acquisition process from Requirements Analysis to Hire.
• Consult with Hiring Managers and our Human Resources Team with respect to job requirements, executing candidates searches, managing the interview / selection / assessment process.
• Identify and source qualified candidates using Taleo Fluid ATS and various other web-based tools including LinkedIn Recruiter.
• Manage features within Taleo Fluid including ACE Candidate designations to quickly shortlist and down-select candidates to conduct pre-screening and referencing of candidates.
• Coordinate the interview process between candidates and hiring teams with our Recruitment Coordinators.
• Provide candidate recommendations for Hiring Manager.
• Negotiate offers and prepare the proper documentation (i.e. offer letters, CGP Security Clearance).
• Work with Taleo Fluid ATS to ensure all actions and data is completed for each hire.
• Coordinate recruitment efforts with local Human Resources Manager, other HR managers and the recruitment team.
• Follow company recruitment processes.

Jan 2021 – Apr 2021 · 3 mos · Toronto, Ontario, Canada · Remote

• Provide consultative advice and high touch recruitment solutions to the business.
• Partner with Leaders and HR Business Partners and Hiring Managers to ensure a deep understanding of the business strategy and ensure recruitment efforts are adapted to immediate and future business needs.
• Participate actively in the end-to-end recruiting processes from research and sourcing to offer negotiation and hire, and with a candidate-centric approach.
• Cultivate strong working relationships with the Goodfood Leaders.
• Drive recruitment strategy and execution for recruitment projects, and critical and hard-to-fill roles across multiple sites and groups.
• Communicate regularly with stakeholders (e.g. client groups, HR) providing information on progress of searches and market insights.
• Propose innovative attraction and selection strategies to increase competitive advantage and meet current & future talent needs.
• Actively participate in networking efforts with industry organizations and other potential candidate sourcing contacts to build recruiting relationship.
• Strengthen Employment Brand and build talent pipelines locally and nationally.

Aug 2011 – Aug 2020 · 9 yrs · Mississauga, Ontario

• Responsible for supporting the Power business in Canada for all positions (IT, Engineering, Field
• Engineers, Finance, HR, Manufacturing, Sales, Product Leaders/Managers, Operations, Supply
• Chain).
• Also responsible for supporting the Power business in the US for all IT/Digital and Enabling
• Functions (Cloud, Cyber security, Data Scientist, Technical Product Managers/Leaders, MES,
• Software Developers, Project Managers, ERP Program Managers, Finance, HR).
• Previously supported multiple business verticals in Ontario (Renewables, Healthcare, Nuclear,
• Power & Water, Energy Management, Grid Solutions, Capital, Oil & Gas, Mining).
• Managed 30-50 open requisitions at any time in a timely and efficient manner
• Lead and own recruitment cycle, which includes working closely with senior stakeholders,
• attracting & selecting appropriate talent.
• Effectively utilize a variety of avenues to attract candidates including Social Media, referral
• programs, and networking functions.
• Liaised with Hiring Managers, Operations Leaders and Human Resource Managers to collaborate
• on strategy for talent acquisition, retention, and internal transfers.
• Perform full cycle recruitment, including posting, standardized testing, working with hiring
• managers, sourcing, screening, interviews and offer presentation.
• Participated in the data validation exercise for Workday readiness.
• Worked with Peers and Leaders on various TA projects to ensure regional alignment.
• Knowledge of various state and federal, PIPEDA, OFCCP, immigration and GDPR requirements.
• Commended & received GE Above and Beyond awards multiple times for tackling numerous
• requests in conflicting deadlines with efficacy and commitment towards customer satisfaction.

Apr 2011 – Jul 2011 · 3 mos · Greater Toronto Area, Canada

• Managed end-to-end recruiting process to hire technology professionals for the Investments group within Manulife.
• Build and maintain strong relations with Hiring Managers to provide full lifecycle service including posting/sourcing, interviewing and testing/assessment administration thru to offer and hire.
• Responsible for creating a pipeline of candidates to meet future positions.
• Directly sourced candidates via the use of social networking tools.

Jun 2007 – Mar 2011 · 3 yrs 9 mos

• Prime recruiter for the highest growth sector under R&D software (BES group).
• Also responsible for the recruitment and resourcing of software professionals for several other business units under R&D software.
• Involved in creating a Heat Map Strategy to locate talent globally for the business group.
• Extensive liaison and relationship management with Hiring Managers and Directors and VP’s to drive processes, manage expectations, and implement proactive staffing strategies.
• Specialized in sourcing, screening and interviewing (Behavioral, Situational, Technical) potential candidates for permanent employment opportunities, negotiating candidate salaries and compensation packages, presenting formal offers and ensuring retention.
• Creatively sourced candidates through a variety of recruitment methods including direct sourcing, referral generation, networking, database mining, social media and web based recruiting initiatives, etc.
• Mentored Hiring Managers in recruitment methodologies and best practices.
• Designed, implemented and managed strategic recruitment initiatives and processes to ensure quality and efficiency in delivering candidates to the Hiring Managers.
• Worked at a strategic level with Directors and executive management (VP’s) to determine upcoming hiring needs, identify resources, and implement referral programs.
• Managed relationships with recruiting vendors/agencies.
• Responsible for mentoring junior recruiters and recruitment assistants.

Jun 2005 – Jun 2007 · 2 yrs

• Member of a team of technical specialists responsible for a portfolio of business in all matters of staffing and employee services serving a group of 70,000 employees all across Canada.
• Interact with all levels of management and staff in the delivery of high quality staffing solutions and employee services.
• Consulted management in compensation, job classification and equity programs.
• Establish recruiting strategies from assessment of job descriptions through job postings, ad placement and all aspects of on-boarding.
• Assist employees in all matters of employment from the life cycle of hiring through to retirement, by providing advice and general assistance.
• Organize interview panels and participate in all interviews by providing leadership to the panel in matters pertaining to employment law, agreements, technical skills, etc. and by following behavioral based interview models.
• Screen applicants based on skills, experiences and personality and make recommendations to interview and to hire.
• Ensure that internal documents such as Internal Transfer Requests are processed in a timely and accurate manner.
• Coordinate all background, licensure, education, and reference checks of new hires.
• Wrote job descriptions, graded positions, conducted market analysis, salary surveys and made recommendations to management on positions.
• Involved in the negotiation of contracts with vendors resulting in controlled costs, greater flexibility and better quality of service.
• Consulted and supported managers and directors in reorganization, restructuring, performance management, compensation, job design and evaluations.

Nov 2004 – May 2005 · 6 mos

• Responsible for staffing major corporations (HP Canada / CIBC / CSC / Nortel Networks) with highly skilled technical consultants.
• Research, interview, and test, to qualify and match candidates to open requirements.
• Responsible for all aspects of recruiting including understanding job requirements, sourcing, screening, coordinating interviews, negotiating offers (salary and benefits), reference checks and effectively closing the position.
• Source candidates through various resume posting boards, internet and database searches, job postings, and through referrals.
• Create and manage job postings as well as posting to various user groups.
• Qualify requirements to ensure that all necessary information is provided: concise job description, length of contract, rate, type of business knowledge needed, number of hours per week, overtime, etc.

May 2004 – Oct 2004 · 5 mos

• Responsible for the hiring of top talented Technical and Functional Practitioners ranging from Consultants to Project Managers.
• Facilitate high level recruiting initiatives focusing on all technology practice areas of ERP and CRM Platforms (mainly SAP MM/SD/BW/PP modules).
• Manage all facets of recruiting strategy, source, prescreen, conduct HR Behavioral interview, propose/recommend selection to Partner and begin the first round of interviews with Hiring Managers.
• Coordinated efforts to attract, qualify and secure new candidates through company’s candidate database (Recruitsoft/Taleo).
• Successfully manage recruiting needs to meet all Practice Partner’s Global needs in various Business Sectors of Manufacturing, Consumer Business, Financial Services, Energy, Public Sector and Communications.
• Participate in all weekly ERP Resource Meetings to determine resources required for immediate and upcoming deployment projects.
• Provide Career Development and Training assistance/recommendation/guidance to all new hires promoting long term goals around individual’s promotional potential for advancement, promoting depth and knowledge for future deployment.
• Coach/Guide Hiring Managers/Senior Managers/Partner through interview process.
• Negotiate compensation and bonus structure ensuring career matrix is met and in-line for future promotion.

Sep 2002 – Apr 2004 · 1 yr 7 mos

• Involved in full life-cycle IT recruitment and placement activities for Permanent and Contract positions including sourcing, screening, interview preparation, candidate and client debriefing, interview follow-up, reference checks, salary negotiation, offer presentation and job acceptance.
• Applied strategic staffing research to source Senior and Intermediate IT professionals for open positions.
• Utilized extensive network of experienced IT professionals, direct recruiting (headhunting), newsgroup/user groups, referrals, Internet research and resume databases to source top-notch professionals.
• Versatile in sourcing senior level professionals including Directors, Senior Practice Managers, Senior Development Managers, IT Managers, Architects and applications/systems developers/administrators.
• Conducted routine follow-ups with professionals during as well as post placement.
• Ability to multi-task and simultaneously work on multiple open requisitions and maintain accuracy and professionalism.
• Coordinated efforts to attract, qualify and secure new candidates through company’s candidate database (njoyn).
• Ensure corporate compliance working in and around specific policies, procedures and methodologies in accordance with ISO 9002 regulations.
• Successful in account management of new as well as old accounts.
• Collaborated with other recruiters to develop coordinated recruiting strategies and also provided guidance to other less experienced recruiters.

Jun 1997 – Aug 2002 · 5 yrs 2 mos

• Responsible for full life-cycle recruiting including meeting with management to define requirements, identifying candidates, qualifying candidates, validating candidate’s experience through reference checks, coordinating interviews with appropriate hiring authorities, negotiating compensation, delivering employment offers, coordinating pre-employment paperwork, and establishing transition plans.
• Managed a staff of 3 recruiters and provided training to them as and when required.
• Generated Recruitment Metrics; time to fill, cost per hire, weekly/monthly and quarterly reports based on GMs/Profit.
• Designed, implemented and evaluated business flow improvements to maximize efficiency and increase revenue.
• Worked with vendors and managed third party agencies when needed.
• Involved in sourcing of candidates through various methods including Internet search engines, Job fairs, Third party vendors, and our internal database of over thirty thousand resumes.
• Complete comprehension of Internet sourcing (Monster.com, Workopolis, Headhunter, Dice, Altavista, etc) to recruit potential candidates.
• Created online job postings, newspaper ads, redefined requisitions with a creative flair to attract talent.
• Continual expansion of my technical knowledge in accordance with market trends and new developments.
• Strong ability to sell and market candidates to hiring managers, clients and hiring authorities.
• Advanced knowledge of employment laws, policies, and procedures related to the recruiting and consulting industries.
• Partly responsible for continual maintenance of client accounts and for the creation of new business via “cold-calling”, prospecting, and referrals.