1. Bob Fors
4216 Firebrick Ln
Dallas, TX 75287
Cell 214-679-6707
bobfors@yahoo.com
Summary of Qualifications
Over 16 years of individual contributor, team, corporate and agency recruiting, and leadership experience. US Army veteran. Expert full
lifecycle experience in multiple disciplines and verticals with several years of balanced private and government sector expertise. A
consummate and proven high energy manager, coach and performer who settles for nothing less than stellar levels of team, individual and
personal production. Trusted master of social media, researching and pipelining as well as full time, contract to hire, project and contract
staffing. Expert in vendor management and several ATS systems, to include Taleo, iCims, Bullhorn, IQN, Beeline, and multiple HR CRMs.
Master of multi office recruiting process, metrics and production standards. Phenomenal track record of 100%+ achievement of any assigned
mission, metric or goal dating back 15+ years. Phenomenal submit to hire ratio.
Experience
Primary Estate Manager October 2015 – December 2015
Took a few months of from my career and professional responsibilities to manage estate liquidation and distribution of assets from my
mother's passing in October 2015.
American Institutes for Research (AIR) February 2015 – September 2015
Senior IT Lead Recruiter (Virtual from Dallas, TX – 6 month contract)
AIR is a non-profit organization based out of Washington DC that creates best in class assessments for educational organizations. 6 month
contract assignment focusing on IT positions such as Project Managers, .NET and Java Developers, SAS Developers, and several ERP
related positions for contract, contract to hire and full time positions. Managed vendors, board process and iCims ATS. Full lifecycle
recruiting working with HR, immigration and hiring managers.
Accomplishments include: Placed an unprecedented 25 high end IT candidates. Found 6 SAS Developers for hire in 60 days.
Reestablished the iCims ATS within HR, hiring managers and vendors. Established social media and LinkedIn posting and recruiting
strategy. Mentored and lead junior recruiters and sourcers.
interRel Consulting July 2014 – December 2014
Talent Acquisition Manager
interRel is a Platinum Oracle partner, and a boutique Essbase Planning and HFM oriented consulting firm. All candidates required to be US
Citizens, 3.5+ GPA from a limited number of select universities, 100% travel commitment, 5+ years direct consultant experience from a
known competitor, manufacturer certification in several required skills, and live near 1 of 12 airports. First full time recruiter hired in the
company’s 15 year history. Tasked with complete overhaul of company wide recruiting program, on-boarding, and HR process. Mission to
establish a web presence and best in class social media campaign to bolster company name and recruiting pipeline. Tasked to engineer non-
existent candidate pipeline for Hyperion Essbase, Planning and HFM consultants from an extremely low potential candidate pool.
Accomplishments include: Managed multiple obstacles and zero resources and still personally produced 4 new hires in 90 days.
Evaluated and presented an ATS solution to replace paper files and spreadsheets. Performed every facet of recruiting and HR in the
recruiting and hiring process. Pipelined over 200 possible candidates. Sales and new projects dropped in 4th
quarter causing 15 cadre
consultants out of 45 to be benched indefinitely. Hiring was frozen. My position eliminated without prejudice.
Fenway Group November 2013 – June 2014
Senior IT Recruiter / Talent Acquisition Manager
Tasked with complete redesign and rebuild of recruiting engine for failing company including; Bullhorn ATS, which was bought but never
implemented; company website and candidate portal; LinkedIn integration; social media prowess and strategy; research and recruiting
operations and strategy; and overall rebuild of talent acquisition team. Role relying on team and personal production metrics. Supported
company consulting model consisting of all hires being company W-2. Supported national account sales strategy and two local VMS
accounts.

2. Accomplishments include: Complete operational and process rebuild in all areas, resulting in a huge increase in production, 10K new
candidates in BullHorn DB, supporting a limited amount of requisitions. Owner amazed by personal, technical and team accomplishments,
however sales engine flat with no new accounts. Both airline VMS accounts (AA and SWA) unexpectedly flat since January with hiring
freezes and mergers. Put them on the map in the BI space with user group and online community strategies.
MMC Group LP August 2012 – September 2013
Director of Recruiting
Full P&L responsibility for the national recruiting delivery engine of the company. Budget of $62 Mil in revenue and $8 Mil in gross profit.
Managed 4 divisions and 3 offices with a staff consisting of 15 Recruiters and 4 on-sites blended in to various teams to support business
model. Disciplines include Administrative, Light Industrial, F&A, Healthcare, Retail, Software Sales, Call Center and Technical. Charged with
account management activities for all direct hire specific clients in addition to DOR duties. Personally managed several BI and ERP focused
clients. Brought in Children’s Hospital and UTSW, as well as bolster Baylor recruiting efforts with personally finding several contract recruiters
to establish MMC as a new player in the healthcare discipline. Established retention initiatives focusing on reassignment of contract
personnel upon end of previous assignment. Responsible for full ATS and on-boarding resource evaluation, new product selection,
negotiations and implementation.
Achievements include: 104% achievement YTD of revenue thru July, 111% achievement YTD of GP, 120% of direct hire budget with 534K
in fees in the BI space in 6 months, from personal production coupled with 2 additional recruiters on newly formed perm placement team.
60% staff rebuild. Implemented perm recruiting division and strategy including personally managing accounts and hiring 2 full desk recruiters.
Facilitated change over from Bullhorn to SmartSearch for new ATS and on-boarding engine.
Experis (formerly Comsys) June 2011 – July 2012
Recruiting Director
Full P&L responsibility for the Dallas branch and regional area. Staff consisted of 15 Technical Recruiters blended in to various teams to
support local business model. 90% VMS book of business. Established operational policies focused on delivery to all facets of business.
Incorporated a requisition prioritization strategy focusing around different levels of client influence. Perform daily interface with all assigned
staff setting priorities, ensuring opportunities for success, and even distribution of workload. Established skill alignment within VMS team to
ensure pipelines and timely and quality driven submittals to requisitions.
Achievements include: 50% staff rebuild. Reorganization of recruiting production model. Implementation of skill alignment. Establish
requisition prioritization. Rebuild of a strong and cohesive team that was eventually spread out in multiple unorganized directions, based on
company reorganization to support VMS accounts.
Consultis Of Dallas July 2010 – May 2011
Branch Manager / Area Recruiting Manager (contract temporary position)
Full P&L responsibility for the Dallas branch and regional area. Requested to bring a broken branch back to profitability, after 5 previous BM
failed attempts in past 24 months. Complete rebuild of failing operation. Inherited zero headcount and one internal staff member, a technical
recruiter. Achievements include: Complete staff rebuild to 2 account managers and 3 recruiters. Several MSA's executed with small, mid
and large major accounts in the DFW Metroplex. Multiple contract and personal perm full desk placements during tenure. Heavy sales
emphasis in IT, Finance and Accounting, Admin, and Retail disciplines.
MATRIX Resources March 2004 – May 2010
Director of Recruiting, Western Region
Responsible for 32 direct reports at peak and 6 branch offices. Western Region consisted of 12 local recruiters, 6 Western Recruiting Center
(WRC) Recruiters, 8 regional full desk recruiters located in Phoenix, Houston, Seattle, San Francisco and Chicago. Responsible to co-
manage Dallas, establish and mange all regional offices coupled with overlap for major national account coverage. Implemented, developed
process and directly managed college, trade school and third party recruiting program, consisting of over 150 local, national, regional and
local schools and firms, covering internal and external perm and contract positions. Sold company on regional delivery entity. Developed,
implemented and hired personnel for newly formed Western Recruiting Center to support regional and national VMS accounts, and local and
regional overlap for local account managers with out of town job orders. Established presence in Software Sales, BI and ERP verticals.
Developed procedure and best practices in recruiting process and implemented coverage strategies. Key contributor in company growth and
subsequent establishment of nine new Matrix offices. Developed marketing and recruiting branding campaigns. Identified, attracted and
hired key sales and recruiting talent in new markets. Achievements include: President’s Club for attainment of 100%+ personal recruiting
and team placement quota for 5 straight years. Significant contract headcount growth year over year starting with under 200 in 2004 and
peaking at 560 at departure. Major contributor to consistent revenue growth month over month on the contract side with monthly revenue of

3. over $4 million, coupled with an increase in permanent placement revenue to a level of over $2 million for 2009. Final 2009 revenue eclipsed
$45 million for the year, well ahead of assigned quota.
Adecco Technical August 2002 - February 2004
Selling Branch/Area Manager, Dallas Branch and regional office supporting 5 surrounding states
Direct P&L responsibility for $10 million annual revenue budget and as many as 15 direct report employees.
Developed, implemented and managed the operating budget for the region (Texas and surrounding states).
Created and implemented a proactive business plan and strategy that would bring the area to profitability within 90 days, resulting in an
ultimate increase in headcount from 32 to 130 in less than a year. Responsible as local primary point of contact for 40 key accounts. Sold
primary vendor status to McAfee for all perm talent acquisition, a 12 Mil revenue stream.
Achievements include: Increasing the headcount from 32 to over 200; more than doubling the weekly sales to a current level of $250K as
well as increasing GM dollars to $35K; reducing the DSO from 58 to 36 days; increasing the margin from 24% to 37%; Increasing monthly
PBT from –$5K to over $50K; personally sold 15 new accounts for staff augmentation and perm placements.
Comforce IT February 2000 – June 2002
Selling Branch Manager, Dallas, TX June 2001 – June 2002
Direct P&L responsibility for $5 million annual revenue target and 10 direct report employees. Disciplines included technical, telecom, light
industrial, F&A, Retail, SW Sales and administrative. Developed and implemented the operating budget for the branch and region.
Created and implemented a business plan that would bring the region to profitability within 90 days, resulting in a dramatic increase in
revenue and headcount in less than 90 days.
Director of National Training, Dallas, TX, Raleigh, NC February 2000 – June 2002
Created 3-day sales training course consisting of: Advanced Sales Methodologies, Handling Objections, Sales and Marketing Strategies,
Product Benefits, Competitive Strategies, Closing and a Recruiting Boot Camp. Trained 30+ recruiters and account managers in 11 regional
offices to achieve selling and hiring objectives by coaching and providing hands-on training of creative sales, business development,
recruiting strategies, goal setting and organizational skills. Chartered to start up a national telecom training department for the company.
Responsible for developing an initial operating budget, department P&L, opening up 3 regional telecom training centers and hiring and
training/certifying trainers and support staff. Recruited, trained and graduated 100's of entry level telecom equipment installers, and placed
them at Nortel, Alcatel and Ericcson.
OAO Services Inc., Research Triangle Park, NC May 1998 – February 2000
National Recruiting Manager / Senior Account Manager / Sourcing Department Manager
Managed a large team of sales and recruiting personnel supporting nationwide staffing. Responsible for all external and internal job
postings, sourcing, interviewing, pre-employment testing, background screening, reference checks and other candidate on-boarding
activities. Responsible for IBM, Philip Morris, AT&T and Nortel national IT staffing accounts. Used business development activities to secure
new business, implement contracts, manage requirements and manage contractor workforce. Supervised and completed RFQ’s and RFI’s
back to clients. Manage client on-site supervisors and resource executives.
United States Army – Veteran (15 years in Army Recruiting)
Interim Sergeants Major / First Sergeant (Regional Sales Manager/Primary Trainer/ Human Resource Manager), Toledo, OH 1996 - 1998
Personally responsible for the assigned sales mission, business development activities and operating budgets of eight district recruiting
branches. Responsible for all human resource issues and problem resolution for 38 assigned personnel. Primary sales trainer for 35
recruiting personnel with no prior sales experience, with heavy emphasis in sales training and automation technology. Responsible for
college/high school recruiting program. During temporary assignment as Sergeant's Major, managed 300 recruiters and 62 Recruiting
Stations. Previous assignments: Technical Support Division Manager, Army Recruiting Command HQ Fort Knox, KY, Recruiting
Command Liaison Officer, Fort Benning, GA , Station Commander (District Sales Manager), Danbury, CT., Bay City, MI., East Tawas,
MI, Guidance Counselor, Military Entrance Processing Center, Detroit, MI., Army Recruiter, Military Police Officer
Education
Thomas Edison State College, 1987 - 1993, Trenton, NJ Major: Business Administration
University of Michigan, 1980 – 1986, Ann Arbor, MI (extension campuses – US Army) Mechanical Engineering
AIRS Intel-Search, 1999, Research Triangle Park, NC. Several Peter Lefkowitz and Danny Cahill Recruiting, Sales and Owner/Manager
courses. Trainer of Lefkowitz recruiting methodologies. “ENTJ” on Myers-Briggs assessment.