Jun 2021 – Apr 2024 · 2 yrs 10 mos

• The role involved leading a team of senior recruiters focused on hiring for Customer Success and Cloud Security roles across the US, Canada, and Latin America within the Customer Experience Organization. As a liaison between business leaders and Talent Acquisition, the role requires aligning hiring strategies with business objectives and driving diversity and inclusion initiatives. Responsibilities include integrating service delivery principles into recruitment processes, supporting hiring in Cisco Acquisitions, participating in workforce planning, providing guidance to recruiters, mentoring and training staff, analyzing data to inform recruitment strategies, improving processes, and staying abreast of market trends to align hiring strategies with industry standards.

Nov 2018 – May 2021 · 2 yrs 6 mos

• As an Talent Acquisition Partner within Customer Experience at Cisco Systems, I partner with Hiring Managers to fill Customer Success roles utilizing the full recruitment life-cycle. By using our streamlined selection services, with a focus on exceptional manager and candidate experience and a highly efficient process, I identify top talent to fill our open positions. As part of our special projects team within our Customer Experience Organization, I also specialize filling high volume, critical positions with top industry talent for a variety of functions .
• Responsibilities:
• Rapidly assess hiring needs, incorporating senior-level experience to align requisitions with the precise requirements of hiring managers.
• Work with newly acquired companies to access their current HR situation and work with their senior leadership to educate, train, begin integration into our HR processes.
• Offer strategic guidance to hiring managers throughout the recruitment process, ensuring adherence to process requirements.
• Conduct thorough screening and assessment of candidates, emphasizing experience in acquisition integration to deliver top-tier, qualified candidates to hiring managers.
• Demonstrate professionalism in interactions with teammates, interviewers, managers, and candidates.
• Collaborate with HR Managers/Partners, Compensation, and Mobility teams, leveraging acquisition integration experience as necessary.
• Develop, negotiate, and finalize offers, utilizing senior-level negotiation skills.
• Oversee the entire new hire onboarding process, including collecting and reviewing signed offer documents, initiating US immigration procedures if needed, and overseeing the process until work authorization is secured. Utilize expertise in acquisition integration to facilitate smooth transitions.
• Provide ongoing support and guidance to new hires following their start dates, drawing on acquisition integration experience to address any integration challenges effectively.

Jul 2012 – Nov 2018 · 6 yrs 4 mos

• As an Expedited Recruiter within our Talent Acquisition team, I partner with Hiring Managers to fill roles that require no sourcing and streamlined selection services, with a focus on exceptional manager and candidate experience and a highly efficient process. Working within our Shared Services Organization, I fill high volume, critical positions with top industry talent for a variety of functions.
• Responsibilities:
• Quickly analyze a hiring need and tailor the requisition to meet the hiring manager’s specific requirements
• Advise the hiring manager on the recruitment process and ensure process requirements are met
• Screen and evaluate candidates, delivering only high-quality, qualified candidates to the hiring manager
• Gather key information from candidates, and articulate and sell Cisco culture and business initiatives
• Interface with teammates, interviewers, managers, and candidates in a highly professional manor
• Work with HR Managers/Partners, Compensation and Mobility teams as needed.
• Design, extend, and negotiate offers
• Complete the new Hire On-Boarding process which include but are not limited to: Collect and review signed offer documents, Initiate US immigration if needed and follow through until work authorization is granted, Initiate CTTA if needed.
• Order/Track new hire equipment (computers, phones)
• Send out New Hire Welcome Kits to external new hires.
• Provide new hire support and guidance post start dates.
• Partner with Accenture for all training for new expedited recruiters
• Act as am SME for Accenture on Cisco processes
• Provide Accenture with ongoing support on process improvements.

May 2010 – Jul 2012 · 2 yrs 2 mos

• As an engagement coordinator I focus on providing a high level of customer service both internally and externally to all hiring managers and new hires. I work closely with recruiters to provide a full engagement partnership and I am responsible for all administrative tasks relating to on-boarding a new candidate on both Professional hires and University hires including interns and co-ops. I also serve as the Seibel SME for my team and have been trained with internal interview scheduling and have assisted our team as needed.
• Responsibilities:
• Train new engagement coordinators on all the aspects and work with transitioning them into their new roll once trained.
• Partner with recruiters on req approval path creation and execution
• Making sure that candidate tracking is compliant and accurate within Cisco’s Applicant Tracking System (Virtual Edge) to ensure timely hires
• Initiate background checks for external candidates
• Forward on background check results to appropriate recruiter and notify candidate of completion
• Create internal and external offer letters/contracts for both and set necessary approval paths
• Become an “advocate” for candidates once offer is accepted.
• Collect and review signed offer documents
• Create Seibel cases for offer accepted.
• Initiate immigration if needed and follow through until work authorization is granted.
• Initiate CTTA if needed.
• Perform Board activity in VE and re-queue cases in Seibel to new hire team for data entry.
• Send out New Hire Welcome Kits to external new hires
• Build cohesive relationships with E2E Staffing organizations to ensure all new hire activities are accurately completed and issues are identified and resolved at the earliest possible opportunity
• Track new hire data entry and ensure entry is going smooth
• Liaise with hiring managers as to what equipment they would like and if a phone will be needed and place the orders for them.

Feb 2008 – Aug 2008 · 6 mos · RTP, NC

• Provide quality customer service by helping resolve routine and complex HR-related questions, issues and escalations to all US, Canada, and Latin America employees. Manage escalations that may also include special cases through inbound calls, on-line or written requests coming from a variety of sources, including: Field HR, client managers, employees, or other HRC team members.
• Proficient in using CS support tools (Case Management / HRMS Systems, etc.)
• Provide support to internal Cisco employees with complex payroll questions by utilizing a variety of databases including E-Checks and PeopleSoft. Payroll questions can range from paid time-off, check inconsistencies, missing paycheck, etc.
• Provide staffing support to Field HR and hiring managers to utilize and troubleshoot our internal hiring application, VirtualEdge. Questions can range from start date changes, new hire corrections, data errors, etc.
• Provide compensation support to managers and new hires regarding mid-year and year-end bonuses. Provide support to managers on how to process employee job pay, job changes, transfer and terminations via our MOCHA tool.
• Also provide a point of escalation for issues regarding our HR Tools.
• Provide assistance to our employees regarding our employee referral program, Amazing People. Answer questions regarding basic guidance and procedures, eligibility, bonus payouts, etc.
• Assist with stock questions which include stock grant agreements, Employee Stock Purchase Program (ESPP) and stock options.
• In addition, this role provides HR program support, which typically includes: Process maps, designs and improves processes where necessary. Implements and supports human resources corporate programs and policies; analyzing business situations from which answers can be readily obtained; leverages the expertise of people in other organizations to serve all facets of customers' needs; participates in effective change implementation.

Nov 2006 – Feb 2008 · 1 yr 3 mos · Raleigh-Durham, North Carolina Area

• Serve as liaison between hiring manager and eligible candidate
• Facilitate interview schedules, relevant travel, testing, application and on-boarding process.
• Provide written and oral guidance to managers on compensation, benefits, sign-on bonuses, Equal Opportunity, etc.
• Troubleshoot and problem-solve candidate and manager issues.
• Participate in random audits to ensure government compliance.
• Support and encourage peers during account peaks

Nov 2004 – Nov 2006 · 2 yrs · Raleigh-Durham, North Carolina Area

• Identify qualified candidates for contract or permanent opportunities at our client sites.
• Recruitment of IT professionals both local and nationwide to fit client needs.
• Use various avenues of recruiting-internet, database, job fairs, and referrals, etc.
• Properly screen all candidates including scheduling internal interviews, personally interviewing potential candidates and check their references.
• Properly update our internal consultant tracking database.
• Work with account managers to submit qualified candidates to our clients.
• Schedule and walk-in all candidates into a client interview.
• Properly prepare candidates for an interview with a client which includes confirm times, directions and follow-up.
• Properly complete all start paperwork which includes drug and background checks, I-9’s, W-4’s, and verification of employment.
• Provide ongoing service to our current consultants.
• Follow-up and lunch new hires.
• Successfully complete finish paperwork on consultants that have completed their contracts.
• Conduct exit interviews.
• Check delivery