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.
This document contains a summary of Adel Osman Ali Mostafa's personal and professional experience. It outlines his educational background, work history in human resources roles for various companies in Saudi Arabia and Egypt, and responsibilities including recruitment, policy development, and personnel administration. It also lists his skills in languages, computer programs, and training received.
“Recruitment Transformation is the process of change required to move away from inefficient, reactive recruitment towards high-value, strategic resourcing”
Bill Everest has over 30 years of experience in human resources and environmental, health, and safety roles. He has worked in HR generalist roles for various manufacturing companies, developing training programs, handling recruiting, and ensuring regulatory compliance. Most recently, he was an HR/EHS Manager for a precision forge company, where he led safety programs, maintained compliance, and trained employees.
Melody Cortez is a certified human resources professional with over 18 years of experience managing all aspects of HR for Rain CII Carbon LLC, a major supplier to the aluminum and TiO2 industries. She has a track record of establishing HR departments, developing strategic plans, handling recruiting, communications, and labor negotiations. Currently she manages HR for Blue Bamboo Music and Center for the Arts, where she established the nonprofit and handles marketing, fundraising, and public relations.
Tracy Mead has over 17 years of experience in recruitment and payroll management. She is currently employed as the Payroll 2IC at CallForce Direct, where she manages payroll processing for 800-1500 employees per month. Previously, she held roles such as Projects Manager, Temporary Employee Manager, and Sector Manager at various recruitment and staffing companies. Tracy has a proven track record of success, receiving several awards and qualifications over her career. She is highly skilled in recruitment software, payroll systems, and project management.
Sapna Das has over 15 years of experience in human resources, recruitment, and client operations roles. She currently works as an Assistant Manager at EXL Service.com, where she is responsible for recruitment, employee relations, engagement, and client operations. Previously, she held similar roles at companies such as Convergys, Magellan, and Lavante, where she successfully recruited and trained new hires, ensured quality and productivity targets were met, and managed client operations. Sapna has received several awards and recognition for her work in recruitment, training, quality performance, and successful process migrations.
Sandip Khairnar has over 10 years of experience in human resources management. He has expertise in areas such as recruitment, payroll management, training and development, and industrial relations. Currently he works as the Vertical Head of Resource at Kapil Consultancy, where he is responsible for recruiting candidates for various industries. Previously he worked in HR roles for companies in India and the UAE.
This document contains a summary of Adel Osman Ali Mostafa's personal and professional experience. It outlines his educational background, work history in human resources roles for various companies in Saudi Arabia and Egypt, and responsibilities including recruitment, policy development, and personnel administration. It also lists his skills in languages, computer programs, and training received.
“Recruitment Transformation is the process of change required to move away from inefficient, reactive recruitment towards high-value, strategic resourcing”
Bill Everest has over 30 years of experience in human resources and environmental, health, and safety roles. He has worked in HR generalist roles for various manufacturing companies, developing training programs, handling recruiting, and ensuring regulatory compliance. Most recently, he was an HR/EHS Manager for a precision forge company, where he led safety programs, maintained compliance, and trained employees.
Melody Cortez is a certified human resources professional with over 18 years of experience managing all aspects of HR for Rain CII Carbon LLC, a major supplier to the aluminum and TiO2 industries. She has a track record of establishing HR departments, developing strategic plans, handling recruiting, communications, and labor negotiations. Currently she manages HR for Blue Bamboo Music and Center for the Arts, where she established the nonprofit and handles marketing, fundraising, and public relations.
Tracy Mead has over 17 years of experience in recruitment and payroll management. She is currently employed as the Payroll 2IC at CallForce Direct, where she manages payroll processing for 800-1500 employees per month. Previously, she held roles such as Projects Manager, Temporary Employee Manager, and Sector Manager at various recruitment and staffing companies. Tracy has a proven track record of success, receiving several awards and qualifications over her career. She is highly skilled in recruitment software, payroll systems, and project management.
Sapna Das has over 15 years of experience in human resources, recruitment, and client operations roles. She currently works as an Assistant Manager at EXL Service.com, where she is responsible for recruitment, employee relations, engagement, and client operations. Previously, she held similar roles at companies such as Convergys, Magellan, and Lavante, where she successfully recruited and trained new hires, ensured quality and productivity targets were met, and managed client operations. Sapna has received several awards and recognition for her work in recruitment, training, quality performance, and successful process migrations.
Sandip Khairnar has over 10 years of experience in human resources management. He has expertise in areas such as recruitment, payroll management, training and development, and industrial relations. Currently he works as the Vertical Head of Resource at Kapil Consultancy, where he is responsible for recruiting candidates for various industries. Previously he worked in HR roles for companies in India and the UAE.
Casey Starrenburg has over 45 years of experience in the construction industry, specializing in financial reporting, project forecasting and reviewing, and cash management. He held several finance and administration management roles over his career with major construction companies like John Holland, Transfield Construction, and Royal Brisbane Hospital. In his most recent role as Financial Performance Manager at John Holland, he was responsible for project forecasting, reviewing at-risk projects, and conducting organizational reviews.
Susan Louw has 10 years of experience in human resources, construction, and engineering in South Africa and Africa. She has a proven track record of leadership and the ability to handle multiple tasks. Her most recent role was as Operations Controller for a lighting protection company, where she oversaw project coordination, stock management, safety, and business development. Previously she held human resources and recruitment roles in construction, engineering, and mining industries. She is proficient in English and Afrikaans.
Muhammad Khalid has over 21 years of experience in administration, personnel management, legal, HR, and marketing roles. He is currently the General Manager of Helping Hands Trust in Karachi, Pakistan, where he oversees office activities, recruitment, HR policies, and staff performance. Prior to this role, he held senior management positions such as General Manager, CEO, and Office Manager at various organizations in Pakistan, UAE, and Dubai, where he was responsible for tasks like strategic planning, budget management, client relations, and developing HR strategies. Khalid has a Bachelor of Laws degree from the University of Karachi and additional qualifications in electronic commerce and operations management.
Matthew Parker has over 25 years of experience in talent acquisition and staffing. He has led recruiting teams in the US, UK, and across 3 continents. He is skilled at building scalable recruiting processes, reducing costs, and delivering results through strategic thinking and operational execution. His experience spans both corporate recruiting and external staffing agencies.
This resume summarizes Shaik Annuar's experience over 35 years managing projects up to $160 million, specializing in engineering, business development, infrastructure and real estate. Currently, he is spearheading the expansion of a new serviced office business in Malaysia, having transformed an empty space into a business center on time and under budget. Previously, he has held roles developing businesses in various industries and countries, and has a track record of consistently achieving organizational objectives and improving financial performance.
Liane Gould has over 15 years of experience in workforce development, program development, and non-profit management. She has held positions at organizations such as Arlington County, American Chemical Society, and AARP Foundation. Her areas of expertise include program operations, workforce development planning, grant writing, career coaching, and partnership building. Currently she works as a Workforce Development Executive seeking to help organizations through her skills in strategic planning, partnership development, and program management.
E'Rah Anwer is an experienced recruitment expert and IT recruiter with over 15 years of experience in recruitment, operations management, and business development. She has expertise in full-cycle recruitment including sourcing candidates, interviewing, recruiting, and onboarding. She is skilled at identifying client needs and writing effective job descriptions to attract qualified candidates. Currently she works as a Talent Acquisition Specialist at AT&T where she leads recruitment efforts and interacts with leadership teams.
Edward Zapolsky has over 15 years of experience leading large-scale recruiting initiatives. He is currently the Senior Director of Career Management and Recruiting Operations at Forge, Inc., where he leverages his expertise in business development and personnel recruitment. Previously, he spent 10 years as Vice President of Recruiting at Acclaim Technical Services, growing their staffing department to generate $45M annually by recruiting thousands of security-cleared professionals. He has a track record of successfully recruiting professionals across various roles, including intelligence analysts, IT professionals, and foreign language speakers. Zapolsky holds a Bachelor of Science and Arts in Psychology from Southern Illinois University.
Kari Blum has 9 years of experience in human resources and recruitment using various applicant tracking systems and sourcing methods. She has successfully recruited for multiple industries and positions from entry-level to executive. Kari has strong skills in developing recruiting plans, training, applicant tracking systems, strategic sourcing, onboarding, and maintaining client relationships. Her professional experience includes roles as a senior RPO recruiter, RPO recruiter, recruiting manager, and HR generalist where she improved hiring processes, filled positions quickly, and increased candidate pipelines. Kari holds a Bachelor's degree in Human Resource Management and is pursuing a Master's degree in Management and Leadership.
Christy Cox is a senior human resources leader with over 20 years of experience in human resources management, talent acquisition, and employee relations. She currently serves as the Senior Director of Human Resources for Logan's Roadhouse, Inc., a casual dining restaurant chain with over 195 locations across 21 states. In this role, she has spearheaded several initiatives that have resulted in millions of dollars in cost savings and improved recruiting, hiring, and employee development processes. Cox has extensive expertise in areas such as talent management, performance management, and compliance. She holds a Bachelor of Fine Arts degree and has received several awards recognizing her contributions to the human resources field.
Jody Zastrow has over 15 years of experience in recruiting and human resources. She has worked in a variety of industries including photography, real estate, technology, and consulting. Zastrow delivers full-cycle recruiting solutions and has experience with strategic planning, sourcing candidates, and implementing applicant tracking systems. She is skilled in developing recruiting processes, managing budgets, and building client relationships.
The document outlines a recruiting strategy and action plan to recruit 200 sales employees in one month. It discusses defining recruitment and understanding the current market status. The recruiting strategy includes developing a workforce plan, identifying critical roles, and creating job descriptions. It also outlines internal and external action plans for sourcing candidates. The strategy covers expectations, delivery, change management, measurements, and concludes that continuous improvement is needed.
Lisa Kasiman is a recruitment professional with over 15 years of experience in talent acquisition. She has a proven track record of sourcing and hiring exceptional candidates and managing full-cycle recruitment. Currently she is a Recruiter II at Spirit Airlines where she is responsible for recruiting over 100 IT positions annually. Previously she has held talent acquisition roles at various companies where she developed recruitment strategies and processes to meet aggressive hiring goals.
Matthew Jandorf has over 15 years of experience in talent acquisition and management. He has a proven track record of effectively filling positions quickly while maintaining high quality. He is skilled in developing processes, mentoring employees, and using technology to improve recruiting efforts. Jandorf has experience leading teams, developing strategic plans, and delivering results for organizations.
Lisa Palma has over 11 years of experience in human resources, specializing in areas like onboarding, recruiting, performance management, and training. She currently works as a Human Resources Coordinator at GANTECH Inc, where she helped transition their personnel files to an electronic system. Prior to this role, she worked as a Technical Recruiter and Resource Manager. Lisa aims to take on more senior responsibilities in human resources. She holds a PHR certification and degrees from Johns Hopkins University and Syracuse University.
Recruitment Team Lead - Strategic Accounts (USA Operations) - Rahul Shrivasta...Rahul Shrivastava
SGS Consulting is a global staffing and services firm headquartered in Princeton, NJ. The document describes a Recruitment Team Lead position at SGS responsible for managing a team of 5-6 recruiters and leading strategic recruiting efforts for US clients. Key responsibilities include sourcing candidates, negotiating offers, developing client relationships, and training new recruiters. The position requires experience with vendor management systems and full life cycle recruitment for technical and non-technical roles in various industries.
James Radcliff has over 15 years of experience in recruiting and talent acquisition. He has held senior level recruiting roles at large companies including DeVry, Accenture, and Spherion. In these roles, he was responsible for full lifecycle recruiting including developing sourcing strategies, interviewing candidates, making offers, and onboarding. He has expertise recruiting for various technical fields including IT, engineering, and healthcare.
Assignment 4 Conducting an Interview – Capstone ProjectDue Week.docxrock73
Assignment 4: Conducting an Interview – Capstone Project
Due Week 10 and worth 350 points
Congratulations! You have the foundation for your HR department in place, and you are ready to select your staff. You must make sure that you are selecting the best talents for your HR department. You are now receiving resumes from recent graduates of Masters of Human Research Management (MHRM) programs, and you must prepare to interview the candidates.
Write a six to seven (6-7) page paper in which you:
1. Review the resume and cover letter you received from your job posting in the Week 8 discussion (PLEASE FIND THE ATTACHMENT BELOW AND USE INFORMATION FROM THE RESUME AND COVER LETTER TO COMPLETE THIS ASSIGNMENT). Next, critique the competitive advantage you are predicting from the potential candidate. Provide a rationale for your critique.
2. Indicate the interview type you will be using (i.e., phone, video, in person). Next, determine one (1) challenge that may arise with this type of interview. Develop a plan to mitigate this challenge and minimize its impact on your interview.
3. Create the interview form. Use the job description from Week 7 Assignment 3 (STAFFING THE HR DEPARTMENT, ATTACHED BELOW) to write the interview questions.
· Note: The interview form should be incorporated into the paper and is counted towards the total page length requirement for this assignment.
· Hint: Review the article “Types of Interviews”
4. Conduct the interview with your potential candidate via Google Hangouts, video conferencing, telephone or any other appropriate technology. Input the interview information onto the form you created.
5. Write a brief summary of your experience conducting the interview. Indicate in the summary whether or not you have chosen this candidate for the position. Include the ethical decision-making abilities that went into your decision. Provide a rationale for your decision.
6. Format your assignment according to these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
· Cite the resources you have used to complete the assignment. Note: There is no minimum requirement for the number of resources used in the assignment.
Dear hiring manager:
Upon consideration of your posting for Training and Development Manager at Rays of Light, I felt compelled to submit my resume for your review. As an experienced Workforce Planning Coordinator, I’ve participated in courses and have contributed to the development of new training programs.
With nearly two decades of experience in human resources, most recently performing an interim role in training ...
Andrew Smelser has over 15 years of experience in human resources leadership roles. As Corporate HR Manager for The Carter-Jones Lumber Company, he established training programs that increased class completion by 210% and saved over $2 million annually in safety costs. He also formalized hiring processes, implemented applicant tracking systems, and negotiated programs saving $800,000 per year. Smelser holds an SPHR certification and has experience in strategic planning, organizational development, and change management.
This document is a resume for Jody Zastrow, who has over 15 years of experience in recruiting and human resources. She has held various roles such as corporate recruiter, recruiting manager, and consulting manager. She specializes in full life cycle recruiting, HR business partnering, and account management. Her experience includes recruiting for companies in various industries such as technology, real estate, and photography services.
This document is a resume for Jody Zastrow, who has over 15 years of experience in recruiting and HR management. She has held various recruiting roles at several companies, including corporate recruiter positions where she was responsible for hiring over 100 employees per month. She is skilled in strategic workforce planning, implementing applicant tracking systems, and using metrics to improve performance. Zastrow also has experience providing consulting services to clients and managing business development.
Casey Starrenburg has over 45 years of experience in the construction industry, specializing in financial reporting, project forecasting and reviewing, and cash management. He held several finance and administration management roles over his career with major construction companies like John Holland, Transfield Construction, and Royal Brisbane Hospital. In his most recent role as Financial Performance Manager at John Holland, he was responsible for project forecasting, reviewing at-risk projects, and conducting organizational reviews.
Susan Louw has 10 years of experience in human resources, construction, and engineering in South Africa and Africa. She has a proven track record of leadership and the ability to handle multiple tasks. Her most recent role was as Operations Controller for a lighting protection company, where she oversaw project coordination, stock management, safety, and business development. Previously she held human resources and recruitment roles in construction, engineering, and mining industries. She is proficient in English and Afrikaans.
Muhammad Khalid has over 21 years of experience in administration, personnel management, legal, HR, and marketing roles. He is currently the General Manager of Helping Hands Trust in Karachi, Pakistan, where he oversees office activities, recruitment, HR policies, and staff performance. Prior to this role, he held senior management positions such as General Manager, CEO, and Office Manager at various organizations in Pakistan, UAE, and Dubai, where he was responsible for tasks like strategic planning, budget management, client relations, and developing HR strategies. Khalid has a Bachelor of Laws degree from the University of Karachi and additional qualifications in electronic commerce and operations management.
Matthew Parker has over 25 years of experience in talent acquisition and staffing. He has led recruiting teams in the US, UK, and across 3 continents. He is skilled at building scalable recruiting processes, reducing costs, and delivering results through strategic thinking and operational execution. His experience spans both corporate recruiting and external staffing agencies.
This resume summarizes Shaik Annuar's experience over 35 years managing projects up to $160 million, specializing in engineering, business development, infrastructure and real estate. Currently, he is spearheading the expansion of a new serviced office business in Malaysia, having transformed an empty space into a business center on time and under budget. Previously, he has held roles developing businesses in various industries and countries, and has a track record of consistently achieving organizational objectives and improving financial performance.
Liane Gould has over 15 years of experience in workforce development, program development, and non-profit management. She has held positions at organizations such as Arlington County, American Chemical Society, and AARP Foundation. Her areas of expertise include program operations, workforce development planning, grant writing, career coaching, and partnership building. Currently she works as a Workforce Development Executive seeking to help organizations through her skills in strategic planning, partnership development, and program management.
E'Rah Anwer is an experienced recruitment expert and IT recruiter with over 15 years of experience in recruitment, operations management, and business development. She has expertise in full-cycle recruitment including sourcing candidates, interviewing, recruiting, and onboarding. She is skilled at identifying client needs and writing effective job descriptions to attract qualified candidates. Currently she works as a Talent Acquisition Specialist at AT&T where she leads recruitment efforts and interacts with leadership teams.
Edward Zapolsky has over 15 years of experience leading large-scale recruiting initiatives. He is currently the Senior Director of Career Management and Recruiting Operations at Forge, Inc., where he leverages his expertise in business development and personnel recruitment. Previously, he spent 10 years as Vice President of Recruiting at Acclaim Technical Services, growing their staffing department to generate $45M annually by recruiting thousands of security-cleared professionals. He has a track record of successfully recruiting professionals across various roles, including intelligence analysts, IT professionals, and foreign language speakers. Zapolsky holds a Bachelor of Science and Arts in Psychology from Southern Illinois University.
Kari Blum has 9 years of experience in human resources and recruitment using various applicant tracking systems and sourcing methods. She has successfully recruited for multiple industries and positions from entry-level to executive. Kari has strong skills in developing recruiting plans, training, applicant tracking systems, strategic sourcing, onboarding, and maintaining client relationships. Her professional experience includes roles as a senior RPO recruiter, RPO recruiter, recruiting manager, and HR generalist where she improved hiring processes, filled positions quickly, and increased candidate pipelines. Kari holds a Bachelor's degree in Human Resource Management and is pursuing a Master's degree in Management and Leadership.
Christy Cox is a senior human resources leader with over 20 years of experience in human resources management, talent acquisition, and employee relations. She currently serves as the Senior Director of Human Resources for Logan's Roadhouse, Inc., a casual dining restaurant chain with over 195 locations across 21 states. In this role, she has spearheaded several initiatives that have resulted in millions of dollars in cost savings and improved recruiting, hiring, and employee development processes. Cox has extensive expertise in areas such as talent management, performance management, and compliance. She holds a Bachelor of Fine Arts degree and has received several awards recognizing her contributions to the human resources field.
Jody Zastrow has over 15 years of experience in recruiting and human resources. She has worked in a variety of industries including photography, real estate, technology, and consulting. Zastrow delivers full-cycle recruiting solutions and has experience with strategic planning, sourcing candidates, and implementing applicant tracking systems. She is skilled in developing recruiting processes, managing budgets, and building client relationships.
The document outlines a recruiting strategy and action plan to recruit 200 sales employees in one month. It discusses defining recruitment and understanding the current market status. The recruiting strategy includes developing a workforce plan, identifying critical roles, and creating job descriptions. It also outlines internal and external action plans for sourcing candidates. The strategy covers expectations, delivery, change management, measurements, and concludes that continuous improvement is needed.
Lisa Kasiman is a recruitment professional with over 15 years of experience in talent acquisition. She has a proven track record of sourcing and hiring exceptional candidates and managing full-cycle recruitment. Currently she is a Recruiter II at Spirit Airlines where she is responsible for recruiting over 100 IT positions annually. Previously she has held talent acquisition roles at various companies where she developed recruitment strategies and processes to meet aggressive hiring goals.
Matthew Jandorf has over 15 years of experience in talent acquisition and management. He has a proven track record of effectively filling positions quickly while maintaining high quality. He is skilled in developing processes, mentoring employees, and using technology to improve recruiting efforts. Jandorf has experience leading teams, developing strategic plans, and delivering results for organizations.
Lisa Palma has over 11 years of experience in human resources, specializing in areas like onboarding, recruiting, performance management, and training. She currently works as a Human Resources Coordinator at GANTECH Inc, where she helped transition their personnel files to an electronic system. Prior to this role, she worked as a Technical Recruiter and Resource Manager. Lisa aims to take on more senior responsibilities in human resources. She holds a PHR certification and degrees from Johns Hopkins University and Syracuse University.
Recruitment Team Lead - Strategic Accounts (USA Operations) - Rahul Shrivasta...Rahul Shrivastava
SGS Consulting is a global staffing and services firm headquartered in Princeton, NJ. The document describes a Recruitment Team Lead position at SGS responsible for managing a team of 5-6 recruiters and leading strategic recruiting efforts for US clients. Key responsibilities include sourcing candidates, negotiating offers, developing client relationships, and training new recruiters. The position requires experience with vendor management systems and full life cycle recruitment for technical and non-technical roles in various industries.
James Radcliff has over 15 years of experience in recruiting and talent acquisition. He has held senior level recruiting roles at large companies including DeVry, Accenture, and Spherion. In these roles, he was responsible for full lifecycle recruiting including developing sourcing strategies, interviewing candidates, making offers, and onboarding. He has expertise recruiting for various technical fields including IT, engineering, and healthcare.
Assignment 4 Conducting an Interview – Capstone ProjectDue Week.docxrock73
Assignment 4: Conducting an Interview – Capstone Project
Due Week 10 and worth 350 points
Congratulations! You have the foundation for your HR department in place, and you are ready to select your staff. You must make sure that you are selecting the best talents for your HR department. You are now receiving resumes from recent graduates of Masters of Human Research Management (MHRM) programs, and you must prepare to interview the candidates.
Write a six to seven (6-7) page paper in which you:
1. Review the resume and cover letter you received from your job posting in the Week 8 discussion (PLEASE FIND THE ATTACHMENT BELOW AND USE INFORMATION FROM THE RESUME AND COVER LETTER TO COMPLETE THIS ASSIGNMENT). Next, critique the competitive advantage you are predicting from the potential candidate. Provide a rationale for your critique.
2. Indicate the interview type you will be using (i.e., phone, video, in person). Next, determine one (1) challenge that may arise with this type of interview. Develop a plan to mitigate this challenge and minimize its impact on your interview.
3. Create the interview form. Use the job description from Week 7 Assignment 3 (STAFFING THE HR DEPARTMENT, ATTACHED BELOW) to write the interview questions.
· Note: The interview form should be incorporated into the paper and is counted towards the total page length requirement for this assignment.
· Hint: Review the article “Types of Interviews”
4. Conduct the interview with your potential candidate via Google Hangouts, video conferencing, telephone or any other appropriate technology. Input the interview information onto the form you created.
5. Write a brief summary of your experience conducting the interview. Indicate in the summary whether or not you have chosen this candidate for the position. Include the ethical decision-making abilities that went into your decision. Provide a rationale for your decision.
6. Format your assignment according to these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
· Cite the resources you have used to complete the assignment. Note: There is no minimum requirement for the number of resources used in the assignment.
Dear hiring manager:
Upon consideration of your posting for Training and Development Manager at Rays of Light, I felt compelled to submit my resume for your review. As an experienced Workforce Planning Coordinator, I’ve participated in courses and have contributed to the development of new training programs.
With nearly two decades of experience in human resources, most recently performing an interim role in training ...
Andrew Smelser has over 15 years of experience in human resources leadership roles. As Corporate HR Manager for The Carter-Jones Lumber Company, he established training programs that increased class completion by 210% and saved over $2 million annually in safety costs. He also formalized hiring processes, implemented applicant tracking systems, and negotiated programs saving $800,000 per year. Smelser holds an SPHR certification and has experience in strategic planning, organizational development, and change management.
This document is a resume for Jody Zastrow, who has over 15 years of experience in recruiting and human resources. She has held various roles such as corporate recruiter, recruiting manager, and consulting manager. She specializes in full life cycle recruiting, HR business partnering, and account management. Her experience includes recruiting for companies in various industries such as technology, real estate, and photography services.
This document is a resume for Jody Zastrow, who has over 15 years of experience in recruiting and HR management. She has held various recruiting roles at several companies, including corporate recruiter positions where she was responsible for hiring over 100 employees per month. She is skilled in strategic workforce planning, implementing applicant tracking systems, and using metrics to improve performance. Zastrow also has experience providing consulting services to clients and managing business development.
An experienced HR specialist with over 8 years of experience in recruitment across various domains. He has expertise in handling end-to-end recruitment processes, from sourcing candidates to onboarding. Currently working as a Recruiter at Amazon India where he is responsible for talent acquisition.
The document provides a summary of Yasmin Madhani's experience and skills in talent acquisition, including over 10 years working as a talent acquisition consultant and manager for various organizations helping to improve their recruitment processes and strategies. She has experience recruiting for a wide range of roles and industries, and her skills include conducting intake sessions, creating sourcing plans, screening candidates, and conducting recruitment audits. She is currently pursuing her HR Management program degree with two courses remaining.
Cate Sprout has over 15 years of experience in talent acquisition. She is currently the Director of Talent Acquisition at CHS Inc., a Fortune 100 agribusiness company, where she has established staffing processes, implemented an applicant tracking system, and oversees recruiting initiatives including military and internship programs. Previously, she held talent acquisition roles at Datacard Corporation and Medtronic Corporation, where she developed recruiting strategies and tools.
The document discusses Talent Acquisition strategies and goals for Heineken Mexico. It aims to evolve processes, procedures, and tools to attract the right talent. Specific initiatives include standardizing the onboarding process, enhancing candidate screening and assessment, and improving internal job posting guidelines and communication. Key performance indicators focus on hiring metrics like time to fill and sourcing effectiveness. The strategy establishes sourcing approaches for strategic partner universities and technical schools. Employer branding and an applicant tracking system are also areas of focus.
1. P H O N E 8 3 1 - 2 4 6 - 1 6 1 5 • E - M A I L B B O S I N G E R @ G M A I L . C O M
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.