Remote Recruiter - Human Resources Resume Search
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Remote Recruiter Resume

Desired Industry: Human Resources SpiderID: 81304
Desired Job Location: Fort Lauderdale, Florida Date Posted: 8/3/2018
Type of Position: Full-Time Permanent Availability Date:
Desired Wage:
U.S. Work Authorization: Yes
Job Level: Experienced with over 2 years experience Willing to Travel:
Highest Degree Attained: Bachelors Willing to Relocate: No

Experienced Human Resources Professional with proven success in University Recruiting and Talent
Acquisition for the Healthcare, Sales, and Telecommunications industries. Expertise in developing and
building recruitment programs that elevate the workforce and advance organizational initiatives. Highly
skilled in building relationships and partnering with internal and external stakeholders to develop a high
performing workforce.

Aerotek Contract Recruiter 2018
Full cycle sourcing and recruiting for manufacturing company.
SBG Healthcare 2017 - 2018
Talent Acquisition Manager/HR Generalist
Building company policy and process manual, including Emergency Office Closing Policy. Responsible for
internal hiring, replaced senior level manager within 10 days through sourcing. Saved company $25K in
agency placement fees in first 60 days. Refining sales training modules and schedule for existing and new
employees. Created new employee onboarding process. Created digital storage of employee files.
Allergan 2017
Senior Talent Associate, University Recruitment
Developed Summer Internship Program for 18,000 employee pharmaceutical company. Managed full-cycle
recruiting for Summer interns across R&D, Finance, HR, Operations and Commercial sales.
 Built companywide intern philanthropy project aligning with key company vertical.
 Created student employment hiring policy, Summer Internship “playbook”.
Sunrun 2015 – 2017
Senior Recruiter – Field Operations and Construction
Led Northeast Region full cycle recruitment in new markets of renewable energy company.
 Supported IPO team for “startup” energy company, doubling headcount while navigating shifting
business priorities.
 Brought on 230 hires in 6 months, third highest number among recruiters with top two on the job 12
 Fully ramped up new 60-seat customer service call center with >75nterview to hire ratio.
 Determined and implemented effective sourcing methods based on regional hiring forecasts.
AT&T, Inc. 2008 – 2015
University Relations Manager - Northeast, 2012 – 2015
Led inaugural AT&T Corporate Executive University Relations program. Charged with positioning AT&T with
deans and department chairs as the “Ideal Employer” and impacted changes to college curricula, identifying
Christine Goodwin
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advisor roles for AT&T executives, and expanding relationships with universities in the Eastern U.S.
 Coordinated activities of multidisciplinary team, while facilitating relationships with corporate
executives, academic deans, and directors.
 Partnered with executive level university alumnae to execute multiplatform branding strategy.
 Supported account managers and developed relationships that accounted for up to $100 million in
annual revenue.
 Managed weekly events on university campuses and company sites.
Lead Staffing Manager, 2011 – 2012
Positioned AT&T’s MBA development program to effectively compete among top technology companies. Set
strategic recruiting plan at top Business Schools using quality metrics and national rankings.
 Consistently exceeded regional hiring goals by 50nd drove 30f successful hires among four
MBA recruiters.
 Cultivated sustainable relationships with student group leaders, career services departments, and
Senior Staffing Manager, 2010 – 2011
Led regional recruitment for high visibility professional business sales training program with 400 annual hires.
 Developed relationships with career service department staff, student leadership and faculty.
 Created and presented “Campus Recruitment 101” training for new recruiters.
 Implemented new interview guides and process using DDI and NACE guidelines.
Staffing Consultant, 2008 – 2010
Supported 40 sales managers in key markets in seven states throughout Southeastern U.S.
 Maintained 20ncrease in headcount year over year, averaging 70 open positions.
 Developed and met service level agreements for internal client.
 Staffed new business sales unit, contributing to target of 1,500 hires nationwide.
Raritan Bay Medical Center, Perth Amboy, NJ 2005 – 2008
Employment Manager
Led sourcing and recruitment for licensed medical professionals in 700 bed hospital with multiple locations.
Managed and coordinated hospital wide multi- departmental New Hire Orientation meeting JHACO
standards. Liaison with onsite staffing agency representative managing contingent workforce of 50 .
Trinitas Hospital, Elizabeth, NJ 2003 – 2005
Nurse Recruiter
Led full-cycle recruitment of Critical Care and Acute Care LPNs and RNs, 250 RN hires annually. Served on
hospital Workforce Planning Committee with Department Directors and CEO
 Streamlined new hire onboarding process, reducing paperwork and improving new hire experience.
 Helped hospital earn “Best Place to Work in NJ” in 2004.
Spherion Corporation, Placentia, CA, Supervising Branch Manager 2000 – 2001
Managed operations of contingent staffing office with 7 direct reports and $6 million annual revenue.
 Kept operating costs under company guidelines and realized monthly income of 17f top line

Bachelor of Arts in Psychology - Cum Laude
Florida Atlantic University, Boca Raton, FL
PHR Certification, Human Resources Certification Institute
SHRM-CP Certification, Society for Human Resource Management

Association for Talent Acquisition Professionals, Inaugural Member
Staffing Management Association NJ (SHRM group), Sponsorship Director
Garden State Council SHRM, State Secretary (Executive Board)
NJ Association of Healthcare Recruiters (regional chapter of NAHCR)
Certification Committee, Garden State Council SHRM, Co-chair
NY Recruiting Meetup, Co-organizer
AT&T Young Professionals, a 501 3(b), Vice Chair, Regional Chapter
William Paterson University Career Center Employer Partner
Carnegie Mellon University Career and Professional Development Center
Penn State University Career Center, Smeal School of Business/ School of IST

Core competencies:
 Organizational Development
 Program Management
 University Partnerships
 Full-Cycle Recruiting
 Policy Development
 Training and Development

Additional Information:
ERE Spring Expo, San Diego, CA April 15-17, 2013
Roundtable Leader: Innovative Recruitment Discussion, Topic: Technology Employee Experience
Conference Panel Presenter: Transforming your Recruiting Department to Consulting Model
Author: “Recruiting the 73NonTraditional Students Must be Part of your Strategy”
June 13, 2012

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