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Network Power<100 people
Roles
📝60%
Influencer or Blogger
🗿60%
HR
💬60%
Customer Service
Geos
🇧🇷20%
Brazil
🇭🇰20%
Hong Kong
🇺🇸20%
United States
Work Background
RandstadSr. Talent Acquisition Consultant RPO (Honeywell & Whirlpool)
May. 2022• Led a multinational RPO engagement for a Fortune 500 client, overseeing the recruitment of 200 technical and managerial roles across 3 countries, achieving a 25% reduction in time to fill and exceeding client expectations.
• Optimized team performance by mentoring and training 12 recruiters across multiple projects, increasing productivity by 30%.
• Implemented a talent pipelining initiative for a healthcare client, creating a database of over 1,000 passive candidates in critical areas like nursing and healthcare IT, which reduced time to hire by 50% during peak recruitment seasons.
• Streamlined vendor management by negotiating with external recruitment agencies, reducing costs by 15% while maintaining candidate quality. • Developed and executed targeted recruitment campaigns to attract industry-specific talent, leveraging niche job boards, LinkedIn, and professional networks, resulting in a 50% increase in qualified applicant submissions.
ttcInnovationsTalent Acquisition Lead
Oct. 2020 - May. 2022• Conducted end to end recruitment for specialized training roles, including instructional designers, subject matter experts, and training consultants, ensuring a 30% reduction in time to fill critical positions.
• Collaborated closely with senior leadership and department heads to align recruitment strategies with business objectives, resulting in a 15% reduction in hiring costs while maintaining quality standards.
• Facilitated ongoing stakeholder engagement sessions with over 10 department heads, ensuring alignment on recruitment strategies that enhanced team collaboration and increased candidate engagement rates by 40% during hiring cycles.
• Developed and executed targeted recruitment campaigns for key roles in leadership development and technical training, resulting in a 20% increase in applicant quality and diversity.
• Established partnerships with external training providers and industry associations to expand the talent pool for specialized roles, enhancing the company's reputation as a leader in training and development.
• Implemented a structured onboarding program in collaboration with stakeholders from HR, training, and operations, resulting in a 30% improvement in new hire retention and performance.
The VIP NetworkCo-Founder
Mar. 2016• Holistic Success Philosophy: We believe health, wealth, and happiness are interconnected. Achieving success in one area supports success in others.
• Tailored Coaching: We provide customized coaching to help individuals develop financial independence, empowering them to live life on their terms.
• Mission and Impact: Our mission is to help people become debt-free, create passive income, and retire early while making an impact on their families and communities.
• Selective Mentorship Program: We seek driven individuals with strong character who are coachable, accountable, and committed to making a positive impact.
• Community and Culture: Our diverse, values-based culture embraces mentorship.
• Mindset for Growth: As Brendon Burchard says, “We aren't shy in setting the expectation for world-class performance.” We focus on helping people achieve at the highest level.
Air ForceHuman Resources Recruiter
Jun. 2012 - Jun. 2020Whiteman AFB, Missouri, United States• Spearheaded recruitment initiatives for critical Air Force technical roles, successfully filling 1200 positions in cybersecurity, avionics, aviation, and engineering by leveraging military recruitment platforms.
• Led national recruitment campaigns, successfully enlisting over 1200 recruits in specialized roles (cybersecurity, avionics, intelligence analysis) and increasing enlistment rates by 30%.
• Developed and executed an Air Force-wide onboarding program, which reduced new airman training time by 38% and improved first-year retention rates by 24%, ensuring seamless integration into their respective units.
• Implemented a comprehensive applicant screening process that included initial interviews, aptitude testing, and background checks, ensuring only the most qualified candidates progressed, which reduced attrition rates during basic training by 32%. • Developed and executed a targeted recruitment strategy that leveraged social media, community events, and partnerships with educational institutions, resulting in a 40% increase in high-quality applicant leads for technical and operational roles.
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