Jan 2022 – Jan 2024 · 2 yrs · Atlanta Metropolitan Area

• Accelerated, scaled, and optimized LTKs People function throughout two years of rapid growth. Lead talent strategy including people analytics, talent acquisition, competitive intelligence, recruitment technology & automation, research, and velocity.

Oct 2020 – Dec 2021 · 1 yr 2 mos · Atlanta Metropolitan Area

• Built, grew and directed the PowerSourcing® practice from zero to $1.4 million in revenue at a global Management Consulting firm; full P&L responsibilities; provided strategic counsel to the organization and its clients; innovated Talent Sourcing and Recruitment solutions to quickly fill gaps keeping employers' efforts from being strategic and effective.

Feb 2016 – Oct 2020 · 4 yrs 8 mos · Greater Atlanta Area

• Bringing together my 20 years of experience in filling the worlds most challenging positions by finding and talking to talented people that are not regularly in the mainstream markets and recruiting talent with Fiserv's amazing story to solve the toughest challenges, provide thought leadership and drive innovation of strategies and practices around talent identification, engagement and attraction.

Jan 2016 – Jan 2016 · 0 mo

• Deliver custom sourcing and recruiting training curriculum; provide thought leadership and drive innovation of global strategies and practices around talent identification, engagement and attraction.

Aug 2015 – Jul 2020 · 4 yrs 11 mos · Cambridge, MA

• Advise global TA leadership in expanding and improving the sourcing function.

Jan 2015 – Dec 2023 · 8 yrs 11 mos · Johns Creek, GA

• Our Mission is to provide educational grants for people with disabilities and Military Veterans, and to those who are unemployed or underemployed, so they may obtain productive employment in the Talent Sourcing and Recruiting profession. If you care about the Talent Sourcing and Recruitment profession, make a donation today at sourcingfoundation.org

Jan 2015 – Jul 2020 · 5 yrs 6 mos

• Advise senior recruitment leadership in embedding talent sourcing initiatives into established recruitment function.

Oct 2014 – Aug 2016 · 1 yr 10 mos

• Deliver custom sourcing and recruiting training curriculum; provide thought leadership and drive innovation of global strategies and practices around talent identification, engagement and attraction.

Mar 2014 – Jan 2016 · 1 yr 10 mos · Latin America

• Capacitar y asesorar el personal de abastecimiento de talento de Merck Latinoamérica.

Sep 2012 – Feb 2014 · 1 yr 5 mos

• Design and deliver global training program for recruitment and sourcing workforce.

May 2012 – Jul 2020 · 8 yrs 2 mos · Greater Philadelphia Area

• Teach recruitment and sourcing curriculum to Seniors and HR MBA students through the Fox School of Business BBA in HR program.

Dec 2011 – Jun 2015 · 3 yrs 6 mos · Alpharetta, GA

• Create in-house sourcing training curriculum; design and record on-line modules for Learning Management System; build Sourcing Center of Excellence; provide thought leadership and drive innovation of global strategies and practices around talent identification, engagement and attraction.

Nov 2011 – Jun 2012 · 7 mos · Worldwide

• Train and advise global recruitment workforce.

Sep 2011 – Mar 2012 · 6 mos · Worldwide

• Train and advise Lockheed's recruitment workforce.

Jul 2011 – Apr 2012 · 9 mos · Worldwide

• Provide training and advise GE's global recruitment workforce.

Sep 2010 – Dec 2010 · 3 mos

• Teach curriculum on CyberSleuthing (sourcing) and Recruiting. Consulting on recruitment strategy, social media and recruitment marketing, recruitment architecture, vendor selection, and global strategy.

May 2010 – Jul 2010 · 2 mos

• Teach curriculum on CyberSleuthing (sourcing) and Recruiting. Consulting on recruitment strategy, social media and recruitment marketing, recruitment architecture, vendor selection, and global strategy.

May 2010 – Jun 2010 · 1 mo

• Teach curriculum on CyberSleuthing (sourcing) and Recruiting. Consulting on recruitment strategy, social media and recruitment marketing, Search Engine Optimization, recruitment architecture, and global strategy.

Jan 2010 – Jan 2011 · 1 yr

• Teach curriculum on CyberSleuthing (sourcing) and Recruiting. Consulting on recruitment strategy, social media and recruitment marketing, recruitment architecture, vendor selection, and global strategy.

Nov 2008 – Dec 2008 · 1 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Oct 2008 – Nov 2008 · 1 mo

• Taught JobMachine CyberSleuthing Curriculum

Sep 2008 – Feb 2009 · 5 mos

• Taught JobMachine CyberSleuthing Curriculum

Sep 2008 – Nov 2008 · 2 mos

• Taught JobMachine CyberSleuthing Curriculum

Sep 2008 – Oct 2008 · 1 mo

• Taught JobMachine Curriculum

Aug 2008 – Nov 2008 · 3 mos

• Taught JobMachine Curriculum

Aug 2008 – Sep 2008 · 1 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Jul 2008 – Jun 2010 · 1 yr 11 mos

• Taught curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Jul 2008 – Jul 2009 · 1 yr

• Taught curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Jun 2008 – Jul 2008 · 1 mo

• Taught JobMachine.net Sourcing Ledaership curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Jun 2008 – Jul 2008 · 1 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

May 2008 – May 2009 · 1 yr

• Teach curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture, RFP response design and support.

May 2008 – Nov 2008 · 6 mos

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting to Asia Pacific Recruiters.

Feb 2008 – Feb 2010 · 2 yrs

• Taught curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Feb 2008 – Feb 2009 · 1 yr

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Feb 2008 – May 2008 · 3 mos

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Jan 2008 – Jan 2011 · 3 yrs

• Teach curriculum on CyberSleuthing (sourcing) and Recruiting. Consulting on recruitment strategy, social media and recruitment marketing, recruitment architecture, vendor selection, and global strategy.

Dec 2007 – Mar 2009 · 1 yr 3 mos

• Teach JobMachine.net Sourcing Ledaership curriculum on CyberSleuthing and Recruiting at Regional Conferences

Dec 2007 – Jan 2009 · 1 yr 1 mo · San Jose

• Original ideation of LinkedIn Recruiter product in 2006, worked with LinkedIn co-founders Patrick Ewers and Konstantin Guericke in the ideation of the original concepts behind LinkedIn Recruiter. Later in 2007 and 2008 advised LinkedIn in the creation and development of the LinkedIn Recruiter product and related features, working with George Seiters and Sarah Imbach.

Dec 2007 – Dec 2007 · 0 mo

• Trainer recruiters on CyberSleuthing techniques.

Nov 2007 – Nov 2007 · 0 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Oct 2007 – Jan 2008 · 3 mos

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Oct 2007 – Nov 2007 · 1 mo

• Keynote speaker at national conference. Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Oct 2007 – Oct 2007 · 0 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Sep 2007 – Oct 2007 · 1 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Sep 2007 – Sep 2007 · 0 mo

• Taught Recruiting and Sourcing to Talent Acquisition team.

Aug 2007 – Dec 2008 · 1 yr 4 mos

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting. Consulting on recruitment strategy and architecture.

Aug 2007 – Oct 2007 · 2 mos

• Taught Recruiting and Sourcing to Talent Acquisition team.

Aug 2007 – Aug 2007 · 0 mo

• Taught Recruiting and Sourcing to Talent Acquisition team.

May 2007 – Sep 2009 · 2 yrs 4 mos

• Teach curriculum on CyberSleuthing and Recruiting. Consulting on sourcing and international recruitment strategy.

Apr 2007 – Dec 2008 · 1 yr 8 mos

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting. Recruitment and sourcing strategy consulting.

Apr 2007 – Apr 2007 · 0 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Apr 2007 – Apr 2007 · 0 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Mar 2007 – Apr 2007 · 1 mo

• Taught Recruiting and Sourcing to LaSalle Bank Talent Acquisition team.

Jan 2006 – Jan 2006 · 0 mo

• Consulted on the development and architecture of a global centralized sourcing and research team. Trained recruitment organization on advanced talent identification, engagement and attraction techniques.

Apr 2005 – Jan 2006 · 9 mos

• Manage the Research arm of the Strategic Talent Acquisition and Research Team (START).
• Created a centralized research team dedicated to creating a passive candidate talent pipeline
• Innovated and implemented both passive and active candidate sourcing and lead generation strategies for the recruitment of talent into Microsoft's major businesses initiatives world-wide.
• Taught and mentored fellow recruiters, sourcers, and researchers.

Jan 2005 – Jan 2005 · 0 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Jan 2005 – Jan 2005 · 0 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting.

Sep 2004 – Apr 2005 · 7 mos · San Jose, CA

• Engaged in confidential Strategic Sourcing projects working remotely from Atlanta. Strong focus on recruiting experienced Software Engineers and developing a Talent Pipeline. Establishing a centralized sourcing model including training, testing and implementation of advanced technology, and building a sourcing tool kit.

Jan 2004 – Present · 22 yrs 4 mos · Atlanta Metropolitan Area · Remote

• TSI founded the Talent Sourcing category and is fully dedicated to stopping the recruitment process from being wasteful, slow, reactive, and brand crushing. Through cutting-edge, innovative education, training, and advisory services, TSI creates Sustainable Talent Advantages by making recruiters, sourcers, and talent acquisition management more accurate, efficient, economical, adaptable, and proactive.
• Most of the Fortune 100 companies have adopted our highly successful models to transform their recruitment efficiency. TSI creates a Sustainable Talent Advantage™ through continuous innovation, cutting-edge education, training, and developing of your Talent Advisors.
• We offer the only comprehensive and completely objective diagnostic in the industry. By focusing on your team's knowledge gaps we save your organization both time and money. Through our proprietary diagnostic we are able to partner with you in designing and delivering a fully customized development roadmap drawing from the world’s largest recruiting, sourcing, and talent advisory leadership curriculum consisting of over 100 courses and delivered via university-style self-paced online modules as well as instructor-led virtual or in-person workshops. Your recruitment function will improve by at least 30% in overall productivity and gain as much as 200% productivity or higher within the first year after our recommendations are implemented, with momentum extending that growth over the second and third years. TSI employs an intimate, hands-on, and extraordinarily thorough approach. We leave no stone unturned. We are the most experienced, proven and successful solution in the market

Sep 2003 – Sep 2004 · 1 yr

• Corporate Recruitment and Human Resource Strategy. Manage all recruitment activities for over 700 managers hiring for clerical to upper-management positions within Corporate departments in a 74,000 employee company. Creatively staff between 35 and 60 simultaneous open requisitions utilizing multiple resources ensuring a dynamic and aggressive recruitment process while supporting Company objectives. Fulfillment of staffing needs with high quality, diverse candidates at minimum cost and maximum speed while following related policies and practices including EEO/Affirmative Action tracking. Consult with Department managers regarding department needs and forecasting opportunities, provide high levels of communication between hiring managers and HR leadership. Track and measure staffing success via cost of hire, turnover analysis, cycle time, other metrics. Oversee employment partners: print advertisement, online job posting and resumes, and staffing.

Apr 2000 – Jul 2002 · 2 yrs 3 mos

• Project managed tactical ad-hoc recruitment engagements as needed throughout the organization. Lead virtual teams for urgent projects resulting in 50 high-level individual contributor and 12 leadership positions hires. Perform competitive intelligence research and analysis for confidential projects. Efforts resulted in a 2.5 million dollar reduction in recruitment costs. Develop classroom training curriculum, program, and online educational portal. As Senior Consultant collect, analyze and disseminate recruitment intelligence for the Research and Operations division of the Talent Acquisition Organization. Strategic and tactical sourcing of Systems Engineers, Account Managers, Regional Managers, Directors and various technical positions within the Service Provider Line of Business (SPLOB). Lead technology resource for the recruitment organization. Manage 11 junior analysts in the collection of information and publication of internal Intelligence Portal tracking 88 competitors.

Oct 1999 – Apr 2000 · 6 mos

• Strategic sourcing project manager with Global Talent Supply (GTS)
• Responsible for setting strategy and action plan to recruit high-level technical candidates on a project basis for urgent business needs.
• Responsible for as many as 17 different software engineer requirements at a time, submitting an average of 11 candidates per week.
• Averaged 2 candidates presented for every candidate phone interviewed.
• Drove results to achieve reduction of time-to-hire to a record three weeks.

Oct 1999 – Nov 1999 · 1 mo

• Taught JobMachine.net curriculum on CyberSleuthing and Recruiting. At the time the company was called InterAct Commerce Corporation, later it became Best Software and its now part of Sage.

Apr 1998 – Oct 1999 · 1 yr 6 mos

• Devised CertifiedStaffingTM Model including candidate sourcing methods, Internet search techniques, interviewing, testing, standard hiring process, new hire package, compensation plans, bonus structures, review plans, presentation to hiring manager and full process ownership.
• Worked a full desk in a Professional Services Organization. Created, developed and managed relationships with major Fortune 500 clients.
• Responsible for leading first branch expansion for the company and training recruitment team.
• Turned 12% net profit after second quarter of operations and 50% in last quarter. Developed pipeline meeting $250,000 quarterly revenue objective, generating $70,000 recurring monthly revenue, in addition to other collected fees. Produced 37 engagements at all technical levels.
• Deployed as one of three consultants for the company's first international consulting engagement with American Express in Mexico, Argentina and Brazil.

Mar 1997 – Apr 1998 · 1 yr 1 mo

• Team Lead: developed, trained and mentored 4 technical recruiters in a high volume, high- level,
• contract placement and contingency search firm.
• Responsible for all aspects of recruiting and placement from candidate sourcing, cold calling, phone screening, interviewing, negotiations, reference checking, presentation, coaching, making offers and closing deals.
• Placed 50 candidates in 12 months, generating over $160,000 in net income and breaking 5 corporate records. Managed 25 simultaneous contractors. Reached High Achievers level, becoming #2 recruiter (out of 32) in company.
• Trained and mentored team of 4 recruiters.

Oct 1996 – Jan 2004 · 7 yrs 3 mos · Atlanta, GA

• Advise recruiting leaders at over 300 organizations on how to successfully embed key sourcing initiatives into their current efforts, improve the performance of their existing sourcing teams, and establish sourcing functions from the ground up.