Bernadette Bosinger has over 19 years of experience in staffing and human resources. She specializes in designing and executing strategic staffing programs to support rapid company growth. Bosinger has worked with numerous technology companies of varying sizes, helping them fill both specialized and executive roles. She demonstrates an ability to think creatively and implement solutions to ensure successful staffing outcomes.

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B E R N A D E T T E B O S I N G E R
SUMMARY OF QUALIFICATIONS
 Over 19 years of experience in Staffing, including initiating and executing strategic growth for
early stage companies and driving the process for companies of all sizes
 Highly specialized in designing and executing programs and strategies to ensure rapid strategic
growth
 Extensive experience in filling specialized and executive requisitions
 Extremely effective in driving a win-win Talent Acquisition program
 An acute ability to think creatively and provide solutions to ensure successful staffing
FUNCTIONAL SUMMARY
 Staffing best practices for companies of all sizes- specializing in rapid growth and strategic
development
 Resource evaluation and allocation
 Program design and execution
 Direct sourcing, indirect sourcing, resume review, prescreening of candidates, interviewing, offer
presentation, and closing
EMPLOYMENT EXPERIENCE
 SugarCRM, Cupertino, CA, founded 2004, CRM Software; 7/05 – 6/09
**Worked directly with the Executive Team to grow the company from 12 to 178 people in four
countries**
Vice President of HR- 10/07-06/09
 Initiated an audit and brought the company into complete compliance with all state and
federal laws
 Drove all strategic growth and downsizing as the needs shifted with the external
economy
 Created internal rewards and incentive programs to drive retention and productivity
 Identified ongoing HR needs and responded in a timely way to ensure continuity of
corporate culture
 Managed an internal team and several vendors in NA, Asia and Europe
Director of Staffing- 7/05-10/07
 Evaluated staffing program and initiated changes to improve time to fill rate
 Took responsibility for and refined resume flow including internal referral program and
college recruiting
 Created online presence for staffing needs
 Identified and interviewed candidates and negotiated offers and closed candidates in

2. conjunction with hiring managers.
 PayCycle, Palo Alto, CA, founded 1999, On-Line Payroll Resource; 6/03 – 07/05
Strategic Growth Consultant
 Evaluated staffing program and initiated changes to improve time to fill rate
 Trained hiring managers in best practices
 Took responsibility for and refined resume flow
 Created online presence for staffing needs
 Identified and interviewed candidates and negotiated offers and closed candidates in conjunction
with hiring managers
 Active Decisions, Burlingame, CA, founded 1997, Provider of Electronic Customer Relations
Management Services; 3/00 – 10/03
Staffing Consultant/Director of Staffing:
 Initially hired to fill three engineering positions and organize a comprehensive staffing
solution. The three hires were completed on time and under budget. The staffing
solution was outlined and implemented in its initial stages within the three months. The
contract was extended to six months and was renewed six times.
 Subsequently led all hiring for the company as Director of Staffing, including Engineering
(MIS, QA, and Development), Marketing, Sales, Client Services, and all Executive
openings
 Facilitated the hiring of two VPs (Engineering and Sales) and was directly responsible for
hiring three Directors (Corporate Development, Client Services, and Marcom)
 Total number of hires: >30; total cost: ~$250K (average of $8.3K per hire); retention
rate: over 90% over a period of 3 years
 Solely responsible for structuring a comprehensive staffing program which included:
• Working with hiring managers to identify critical aspects of new positions
• Working with the Executive team to identify optimal hiring practices
• Establishing resume flow from a variety of sources both direct and indirect
• Reviewing and evaluating on-line staffing options and creating cost-sensitive and
effective presence
• Hiring junior recruiters and training them in all aspects of recruiting
• Developing pre-interview screening process that minimized the use of the
interviewing teams’ time and insure solid retention rate
• Organizing employee referral program that led to a significant increase in
employee referrals and actualized several hires
• Negotiating offers with candidates and pre-closing them for the hiring managers
 SpectraLane, Santa Clara, CA, founded 2000, Manufacturer of Optical Telecom Components;
3/01 - 9/01
 Initially hired on a three-month part-time contract to fill three technical positions.
Company had been recruiting for these positions for four months with no success. After
evaluating the needs of the company, the positions were changed and we hired five
scientists and engineers. The contract was renewed once.
 Developed full staffing program that included:
• Establishing needs with hiring managers and working with CEO to

3. determine budget and feasibility of the hires
• Developing pre-screening process with hiring managers
• Establishing resume flow from direct and indirect sources
• Selecting candidates and interviewing them prior to introduction to hiring
managers
• Negotiating offers with candidates and pre-closing for hiring managers
 Gazooba, San Francisco, CA, founded 1999, Developer of Viral Marketing Software; 8/99 - 3/00
 Initially hired on a three-month contract to champion the hiring of a development team.
The contract was renewed once
 Within three weeks of first contract, hired two Engineers, one who became Director of
Engineering
 In next six months, hired three more Engineers, a Marketing Manager, a Business
Development Manager, and an Office Manager, all for ¼ of original budget allocated
for first three hires
 Left in place a staffing solution that could be managed by the office manager and
executed by the hiring managers
 SupplyBase, San Francisco, CA, founded 1997, Developer of Supply Chain Management
Software; 8/98 - 6/99 (a Red Rock company that was sold to I2 technologies)
 Initially hired on six-month contract to initiate first stage of staffing. The contract was
renewed once
 Developed staffing program, established criteria to qualify positions for outside sourcing,
and set up compensation program
 Created resume flow, established employee referral program, and produced candidates
for all open positions
 Filled all positions early and under budget
 Zantaz, Pleasanton, CA, founded 1996, Providers of E-Storage Solutions; 5/98 - 8/98
 Hired by CEO to do quick hire of Engineering Team
 Developed targeted advertising campaign that resulted in hiring of all positions on
time and under budget
 Imedia, San Francisco, CA, founded 1994, Developer of Compression Technology; 5/97 - 5/98
 Established comprehensive staffing program
 Worked with hiring managers to establish specific criteria for all open positions
 Built consensus between hiring managers and executive team to clarify needs of company
 Hired entire team intact from another company that was laying off its employees one at a
time
 Filled all open positions on time and under budget
1993 - 1997 Contract Recruiter

4.  Zapex, Redwood City, founded 1995, Developer of Compression Technology; 2/96 – 5/97
 Executed staffing program in conjunction with Director of HR.
 Took responsibility for and refined resume flow and managed outside agencies.
 Created online presence for staffing needs.
 Identified and interviewed candidates and negotiated offers and closed candidates in
conjunction with hiring managers.
 1993 - 1996
 Worked as Contract Recruiter for both large and small companies in a variety of
industries including software, semiconductor, and hard drive
 Worked in team environment carrying req loads of 10-50 positions
 Clients included KLA-Tencor, Seagate Technology, and Storm Technology
• Worked with hiring managers to clarify needs for each position
• Reviewed resumes, identified and pre-screened candidates
• Negotiated offers and closed candidates
• Executed advertising for open positions
• Attended job fairs and tracked resume database
• Completed compensation analysis
• Wrote cost-per-hire and time-to-fill reports
EDUCATION
 1993 BA/Art, UCSC, Santa Cruz, CA
REFERENCES
 References from any of the above companies available upon request.