Kari Ann Larkin has over 20 years of experience in human resources and recruiting roles. She is currently a stay-at-home mother but previously worked as a recruiter for Green Mountain Coffee Roasters and in client services and staffing management roles. She holds an Associate's degree in Business Administration from Champlain College and has participated in seminars on recruiting tactics and hiring.

1. Kari Ann Larkin
282 Baycrest Drive
South Burlington, VT
922-5455
kl1snowgirl@hotmail.com
Professional Experience
May 2009 – Current, Stay at Home Mother
 Manage a busy household that includes two children.
 Actively involved in school activities for both children. This includes being a “Room
Parent” and volunteering weekly in the classroom.
 Assisted with my husband’s towing business that included data entry, invoicing and light
bookkeeping.
Dec. 2002- May 2009, Recruiter
Green Mountain Coffee Roasters, Waterbury, VT
 Post all job openings in a timely and efficient manner. First considering all internal
candidates who are qualified before looking outside of company. Then post in local
newspapers, internet sources and any professional organizations. This includes
maintaining the company career webpage.
 Handle relationship with local colleges for internship openings. Assist the Continuous
Learning Department with organizing an Internship Program to track these openings and
assure the students are following our company guidelines and legal requirements when
starting their internship.
 Maintain relationship with outside vendor for temporary and seasonal openings. This
includes assuring all pre-employment physicals and training is completed prior to start
date. Negotiate special rates to keep cost down for hiring temporary employees.
 Handle all incoming responses by reviewing resumes and assuring all candidates are
considered. This includes coming up with a process to assure every resume e-mailed
receives an immediate confirmation and all faxed or mailed resumes receive a post card.
 Conduct phone interviews to gather additional candidate qualifications and forward on to
Hiring Managers for review and final consideration. This often times meant arranging
phone discussions outside business hours for candidates who were currently employed.
 Interview candidates on campus and assist hiring managers in screening process. This
includes establishing appropriate interview questions for each open position. And
conducting references on each finalist.
 Make job offers that are within salary grade and assure employees go through appropriate
steps for hiring process. This includes job specific pre-employment physicals and
arranging their New Hire Orientation to include Coffee College.
 Conduct New Hire Orientation for all new hires on their first day of employment. This
includes making sure all new hire paperwork is filled out and inputted into company
software.
 Maintain an excel spreadsheet with all open positions showing step by step process for
each opening. This includes tracking employee turnover, internal promotions, number of
temporary employees on staff, cost of advertising and length of opening. Forward this
weekly to the Senior Leadership Team.

2. July2000– Dec. 2002, ClientServiceManager
Spherion Workforce Architects, South Burlington,VT
 Determine client needs, place appropriately skilled employees on flexible/full time
assignments and conduct quality control and arrival calls on all client orders
 Receive, write and process all client orders with complete job description and credit
information
 Assign appropriate pay rates for field employees and bill rates for clients within
established guidelines
 Perform daily financial activities (sales adjustments, payroll, accounts receivable,
accounts payable, collections)
 Communicate and coordinate the various aspects of branch operations required to
ensure compliance with established policies and procedures, as well as local, state and
federal laws and guidelines (Worker’s Compensation, Unemployment, Human Resources,
Legal, WOTC, etc.)
 Identify new business opportunities through networking, skill telemarketing, and outside
sales activities
 Maintain communication with established clients to ensure successful business
development and to promote client and employee retention
 Implement quality program as prescribed by Spherion Corporation and ensure
communication to affected parties (i.e. clients, associates, and flex employees)
 Identify recruiting needs and coordinate with Employee Service Supervisor in the
development of outside recruiting sources
 Participate in local professional, business and civic organizations to enhance personal
development and to promote company recognition
Dec. 1998-July2000, Staffing Manager
AdvantageStaffingCorporation, Phoenix,AZ
 Effectively identify, schedule, and interview prospective employees for placement into appropriate
temporary, temp-to-hire, and full time career positions. Executed recruiting plan to source and select
candidates for multi-discipline office and professional career opportunities.
 Negotiate and implement employment agreements with clients and candidates within profit guidelines.
 Handle weekly timecard process that included audit, data input, and transmission of files to payroll
processing company. Functioned as main point of contact to resolve discrepancies with payroll/billing
procedures.
 Assisted with the collection of delinquent accounts.
Nov. 1995-May1997, MerchandiseManager
Old Navy Clothing Company, Phoenix, AZ
 Implemented monthly blueprint presentations, weekly focal points, and seasonal shops.
 Work with the visual department at corporate on social directives when needed.
 Determine customer shopping patterns and adjust merchandise accordingly.
 Monitor controllable expenses.
 Interviewed and trained new sales staff within company guidelines.
 Assisted with the Grand Opening of two stores in the area and assisted with cycle-counting
merchandising when directed.
Oct. 1992 - August1995, AssistantManager

3. Bass Shoe Outlet, South Burlington,VT
- Responsible for opening and closing store
- Assisted with scheduling of staff
- Followed company guidelines for merchandising of shoes and accessories
- Assisted with inventories
- Traveled with a team to assist with opening of other stores including Lake Placid, Champlain and Manchester
stores which were selling apparel as well as shoes and accessories.
Part timeEmployment
Oct. 1995 – Jan. 1996, America West Arena, Hostess, Phoenix, AZ
Nov. 96 – May1999 Dickson’s Jewelers
Nov’95-Mar’96, The Buttes Top of the Rock Restaurant, Cocktail Waitress, Tempe, AZ
Summers 1991-1995, The Ice House Restaurant, Cocktail Waitress, Burlington, VT
Education
A.S. Degree in Business Administration, CHAMPLAIN COLLEGE, May 1992
 Financed 100% of education through, loans, grants and regular part time employment.
Seminar Participation: “Innovative & Effective Recruiting Tactics”
“The New Art of Hiring Smart”