Top Secret IT Recruiting Manager's Resume by dctechrecruiter


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									                                                     Jay Perreault
      Sterling, VA 20164202-596-5411

Active Top Secret Clearance DISCO
Apply proven experience in leadership and operations within a corporate work environment, to foster internal growth for current
employer of choice while improving individual chances for success. Proactive Recruiting Manager with eleven plus (11+) years
of experience in training, managing and executing delivery for local and global organizations. I have record of achievement in the
architecture, banking, corporate, engineering, and information technology industries. Incredible talent for quickly mastering
technology concepts while implementing and maintain win/win employment relationships. Known for interpersonal skills and
building solid relationships between senior leadership, business lines and talent acquisition recruiting team while facilitating open
lines of communication within company’s objectives. Flexible and versatile – highly capable of inspiring others to recognize,
develop, and apply their talents to their utmost potential to reach common goals. Poised and competent with demonstrated
ability to easily transcend cultural differences. Thrive in deadline-driven environments. Excellent team-building skills with desire
for advancement while leading a robust recruiting department; to growth within other functional areas.


Creative “out of the box” thinker with sharp interpersonal skills who has built solid relationships between senior
    leadership, business lines, talent acquisition recruiting team and within the community that has led to a strong applicant
Continue to facilitate open lines of communication between talent acquisition staff and upper management
    (stakeholder) to meet or exceed the company’s overall objectives.
An energetic individual who will provide impenetrable integrity, reliability, consistency and tenacity in solid performance
    and on-time delivery to internal business lines, colleagues and prospective proposal environments daily.
Building and fostering strategic business relationships with all stakeholders, maintaining customer satisfaction at all
    levels consistently.
Highly capable of inspiring others to recognize, develop, and apply their talents to their utmost potential to reach
    common goals. Teach staff to align personal goals with business goals to ensure harmony within one’s self and company’s
Motivated professional with desire for advancement while leading a robust recruiting department; to growth within the
    human resources field, specifically within the operations arena.


Certificate in Human Resources Management, Robert Morris University, Moon Township, PA
Bachelor of Science in Business Management, Nichols College, Dudley, MA


AECOM- National Security Programs Springfield, VA                             Recruiting Manager                 Feb. 2011 -

Proficient in reporting analysis of recruiters’ productivity and mapping yearly attrition trends to alleviate peaks in
    business demands.
                                                     Jay Perreault
      Sterling, VA 20164202-596-5411

Developed recruiting escalation process which includes buy-in from center VP and human resources to execute when
    time to fill exceeds internal standards for line managers and directors which in turn holds talent acquisition and business
    partner accountable.
Applied Return on Investment (ROI) strategies during fiscal year Workforce Planning initiatives with senior leadership.
Created and maintained recruiting hiring forecast including attrition and succession planning for a five-hundred (500+)
    person center.
Spearheaded, developed and implemented a seamless communication integration and delivery plan between two
    critical internal business lines; talent acquisition and business development which supports more than two thousand four-
    hundred plus employees (2,400+).
Fostered and led by example to avoid potential conflicts using- Incident Resolution Prevention (IRP) while pushing the
    team to focus on building Characteristics of a High Performance Team (CHPT) through Continuous Process Improvement

Systems Engineering Services Reston, VA                       Director of Recruitment                         Mar. 2008 - Feb.
Distributed the workload to two to three technical recruiters, assisted staff by building Boolean search strings for online
    searches and conducted brown bag lunches to teach the details about the differences of technical terminology.

Trended seventy-three thousand, four-hundred ($73,400) in monthly revenue for the company and earning of at least
    forty-thousand, five-hundred ($40,500) monthly gross margin for the entire 2010 year.

Created and developed a national recruiting model which expanded to three offices for surge support once landing
    large delivery efforts for more than twelve technical recruiters.

Developed staffing strategies to move away from reactive to proactive recruitment while reinforcing work breakdown
    structures to enhance each member of the team’s strengths.

Committed to upholding unwavering ethical behavior by implementing and teaching critical recruitment strategies.

Supported commercial and government clients such as Nextel, Verizon Business, DOS, DOD and DHS, worked in a
    cleared facility.

Continued to develop the brand. Started to encourage friends and colleagues in the business to
    start utilizing the power of social media which benefits the employer and reputations of the members who participates.

Hudson Highland, Inc. Vienna, VA                   Technical Recruiter                                        Apr. 2007 - Mar.

Solid awareness of all technical positions which support every stage of the systems development lifecycle.
Supported commercial and government clients such as Navy Federal Credit Union, Geico Insurance, FINRA, ACS and
    also supported a variety of DOD work sites.

Started to build and develop the brand of, a nationally known user group which brings recruiters
    and IT talent together in a blended platform which fosters idea exchange, resume submissions and of course position
    announcements for both CONUS and OCONUS career opportunities.

The New Recruiting Group, Sterling, VA                    Co-Founder                                         Nov. 2006 - April 2007
                                                       Jay Perreault
      Sterling, VA 20164202-596-5411

Started a consulting business supporting several local and national businesses within the Finance, Healthcare and
    Engineering industries within the split arena.
Initiated and maintained relationships with professionals on SHRM, SAVE, SAME, WARP, IT4DC, IT Meetup,
    NovaJUG, ERE, NING, Facebook, Twitter and LinkedIn online forums, to develop a large diverse recruiting network.

MBA Management, Inc. Chantilly, VA                      Senior Recruiter                                        Feb. 2006 - Nov. 2006

I negotiated contracts for retained and contingent projects; in turn I managed the production and daily workload
    distribution for our team.
Areas of expertise: Hiring strategies, e-staffing, sourcing expert, process, procedure, designing, implementing, and
    managing effective recruiting strategies, experienced in sourcing, negotiating, networking, recruiting, staffing, strategic
    planning, employment law, vendor management and issue prevention/resolution.
Provided impenetrable integrity, reliability, consistency and tenacity in solid performance to candidate, client and
    colleagues daily.

BB&T (First Virginia merger), Morgantown, WV                       Employment Recruiter                        Aug. 2003- Feb. 2006
Experienced in Full Life Cycle Recruitment in corporate positions for eighty-five (85) branches across three-hundred
    fifty (350) square mile territory supporting every position for a five-hundred plus (500+) person region.
Maintained twenty (20) days-to-fill average for non-exempt positions and thirty-five (35) days-to-fill for exempt
    positions. Turnover rate was twenty-seven (27%); well below national industry average of thirty-five (35%).
First Virginia Banks, Inc. Falls Church, VA                   Employment Recruiter                                 Mar.2002 - merger
Coordinated and delivered the staffing needs including attrition and additions to staff for forty-eight retail branches.
Exceeded hiring more than two-hundred eighty (280) exempt and non-exempt positions in 2002.
Supported all executive hiring for the Recruited for Audit, Corporate Compliance, Corporate Finance, Corporate
    Security, Credit Services and Trust departments.
MBA Management, Inc. Chantilly, VA                     Associate Recruiter                                     Mar. 2001 - Jan. 2002
Recruited through cold calling, message boards and networked for Architects, Engineers, Interior Designers and
    Structural Engineers to place with clients within the built environment mainly within the Mid-Atlantic and national regions for
    contingent and retainer assignments.
Obtained, negotiated and managed personnel for client assignments for current and future placements.
ALEX Alternative Experts, Inc. Chantilly, VA                    Contract Recruiter                            Sept. 2000 - Mar. 2001
Creatively sourced, screened, qualified, interviewed, and hired potential applicants. Performed completed background
    checks, initiated and negotiate salary and bonus structures, informed applicants about the benefits with including total
    compensation and completed the hiring process till onboarding.
Contracted recruiter for the engineering industry. Identified, sourced and solicited professionals to fill temporary to fill or
    contract openings for clients within the Washington, DC area. Maintained pipeline of qualified candidates, identified
    strengths, checked references, negotiated salary demands.

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