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Jody Zastrowresume2009 Executiverec

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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.

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Jody Zastrow 1460 Little Raven Street, 2-415 Denver, CO 80202 303.478.1308 jodyzastro@comcast.net • Recruiting Management professional with 15+ years experience in Recruiting- Talent Acquisition and Management, Client Relationship Building, Employee Relations, and Organizational Development. • Progressive strategic methodology usage and best practice tactical implementation for Recruiting and Sales related programs. • Result-driven organizational and performance management leader using metric management and Quality Program process improvement methods. • Business Partner who works with client department management providing service-oriented solutions for recruiting initiatives. • Adaptable to a broad landscape of business cultures and industries with quick learning skills Full Life Cycle Recruiting – Technical HR Professional Services; Consulting Executive Search HR Business Partner Account Management, Business Development Sourcing Expert, Social Aggregate Media tools Corporate Recruiting HR Generalist, Compliance PROFESSIONAL EXPERIENCE: SharpShooter Imaging, Inc. and FanFoto a privately held, mid-size Souvenir Photography Service company. 2008 – Present Recruiting Consultant Deliver Recruiting function for a 30 year old fast-growth Souvenir Photography Company with over 100 locations and 1200 employees nationally. Executive Search recruiter for key corporate positions; IT Director, Accounting/Finance, Regional Director. Lead company-wide Recruitment processes for an average of 50 open requirements, hiring on average 100 employees per month Executed a Workforce planning strategy use for Seasonal hiring campaigns resulting in:  Ski Locations: 150 hires starting in December period for ski area locations;  FanFoto Baseball locations: 200 hires for MLB season April.  Workforce planning success was measured through metric tracking and quality process improvement initiatives. Project Lead on software implementation of ATS - Talent Management platform, iCIMS. Combined ATS function with HRIS on one platform. Created and documented business process to import data to payroll system.  Trained over 75 Hiring Managers on use of system, developed custom Training Materials for users, eliminated all paper-related hire processing. Strategic HR and Recruitment projects including branding a recruitment campaign, company website redesign; recruitment marketing materials, vendor selection and price negotiation for job postings, and custom advertisements for various markets and positions. Strategic HR and Recruitment projects implemented Best Practice structure for following: o Normalized and Balanced Compensation Model for Management Positions. o Developed Internal Career Development Plan for Management positions. o Developed Training materials for Hiring Managers on Behavioral Interviewing using Competency based performance areas. o Wrote employee New Hire packet, including Employee Handbook in compliance with legal and corporate related objectives. o Utilized Performance Management Core Competencies to develop Position Descriptions. As an Independent Recruiting Solutions Consultant – 2007 - Present Recruiting Consultant Direct Hire placement for various client companies: CH2MHill (Oil and Gas, Technology), Information Handling Services – IHS (Oil and Gas, IT) EMC Storage (High Tech Consulting) and other Technology Professional Services providers. ~1~
Mercury Companies, Inc.; a billion dollar privately held Real Estate and Mortgage Settlement Insurance provider. 2007 – 2008 Corporate Recruiter, HR Business Partner Corporate Recruiting function; a new corporate service for a billion dollar, 60 year old Mortgage Insurance firm headquartered in Denver. Best Practice Recruiting process and procedures management for all corporate functions, focusing primarily on IT Department hiring objectives. Strategic Recruitment Practices implemented: • Delivered top candidates on time and within budget. Utilized process with strong metrics. • Recruited using a professional, consistent process. Includes sourcing using progressive social media tools, coaching managers, closing top candidates. • Uses strong technology skills and system infrastructure that eliminates administrative burden and maximizes performance. • Effective recruitment advertising that yields consistently strong results. Ads are compelling, extremely effective and ties in brand, using a great message that works. • Use multiple high-volume sourcing channels to attract the best active candidates; Sourcing has an extremely effective process; measured, sequential, optimized. • Created methods to find, attract, and hire top passive candidates. Used proactive enterprise resource planning, networking and other recruiting skills. • Coached and influenced hiring managers throughout process; Led every phase of the hiring process. • Accurately interviewed and assessed candidate competency using all tools available. Relied on industry training and effective, legally sound, process in place, highly accurate results. • Responsible for departmental organizing, planning, and managing recruiting resources to deliver consistent results. Well-organized, forward-looking metrics using workforce planning. Managed cost of hire expenditures year-over-year through vendor relationship management and effective business partnering strategies HR Business Partnering in the functions of employee relations, organizational development and benefits administration aligning recruiting process as needed to improve business and departmental relations DigitalGlobe, Inc; start-up technology company and a leader in international satellite imagery and content data provider to Government and Business sectors. 2006 - 2007 Sr. Recruiting Manager Executive Search function - Actively sourced, interviewed and hired candidates for executive, management, individual contributor, and technical positions. Oversaw hiring of over 65 executive, management and technology hires in 2006 (6 month period) in preparation for highly critical satellite launch project. Created and implemented recruiting best practices to improve candidate quality, reduce time to hire, increase retention, and lower cost per hire. Business Partner for Business Units to educate, coach and mentor hiring managers on recruiting process, candidate selection process, and closure process Managed the selection and implementation of a new applicant tracking system, i.e. Taleo Branded corporate image throughout recruiting campaigns Selected and evaluated HR personnel to ensure the efficient operation of the function. Minimized cost-per-hire through strategic recruiting programs; vendor usage, branded advertising campaigns targeting hard to find skills, employee referral program Developed College Internship Program targeting local colleges and those that have strong aerospace engineering programs Idea Integration; a division of the MPS Group; a Fortune 500 global staffing organization ISYS Technologies; a Federal Government System Integration consultancy firm operating under small- business, woman-owned status. 2004 - 2006 Senior Technical Recruiter, Director of Business Development, Consulting Manager New account development and management of technology Recruiting solution projects across the Front Range region with a focus on Public Sector and State Government areas. Sold and managed $2 million in annualized revenues at 40% average gross profit within 8 months of tenure. ~2~
Technology categories targeted GIS, Microsoft solutions as well as strategic staffing opportunities. Full life-cycle technical recruitment for US Federal Government programs on a national level. Utilized advanced, state-of-the-art sourcing and recruitment techniques to identify uniquely qualified Clearance personnel for Government Agency work including the CIA, NSA, FBI and their sub-contractors. CIBER, Inc. - A leading international technical consultancy corporation 1994 - 2004 As Director of Recruiting, Technical Recruiting Selected and led a team of recruiters using formal training and hands-on guidance to meet hiring objectives for rapidly expanding IT Services Company. Developed and implemented performance based recruiting objectives focused on quality metrics of recruitment and staffing focusing on strategic growth division of the company. Improved recruitment cost-per-hire budget performance through candidate quality (retention) and time metric performance (time-to-fill) Branded company recruitment culture across the company Researched, documented and implemented creative recruiting techniques that were utilized across the company Developed HR and recruitment marketing material and advertisements for candidate marketing, trade shows and in- house use. Full life-cycle recruitment of technology professionals for consulting services assignments. Technologies recruited span the entire range of IT department needs including Project and Program management, Architecture, Programming, Testing, Network specialists, Help Desk teams, Business Analysis, Database Management, Software and Systems Engineering. Validated technical and professional skills using competency based behavioral interviewing skills and commercially developed testing tools. Initiated and managed immigration policy and procedures for foreign national employees (India, Canada, Czech Republic, Asia) using advanced recruiting techniques and legal compliance guidelines. As an Account Executive Sold and managed up to $8.0 million annualized revenue with a consulting base of 100+ technical consultants. Provided sales support services for all levels of the client organization including 'C' level executives to field level project leads. Sold and managed technology services encompassing a full spectrum of capabilities: Application Development and support for C/S and Mainframe environments for all phases of IT project cycle; i.e. Architecture, Design and Development, Testing and Implementation and maintenance. Integration Services including Network Support Services, Security and Disaster Recovery, Help Desk/Call Center Outsourcing; e-Business consulting and development. Client companies include: IBM, Ford Motor Company, Citicorp, First Data Corporation, Comcast, MCI/Worldcom, Avaya, Qwest, Xcel Energy As a Consultant Development Manager; aka Consulting Services Manager, Resource Manager Human Resource and personnel development responsibilities for up to 100 technology employee base Worked in partnership with client management to ensure service level satisfaction for clients and employees Accomplished results using quality staff selection (retention), workforce planning (maintained budget objectives), compensation objectives (achieved profitability), orientation (successful onboarding), career development planning (employee satisfaction), and performance management (HR compliance) HR Operations Consultant, IT Department Client – Douglas County, Colorado 2000 (2 month assignment) Human Resource consultant providing Personnel assessments as part of an IT project for Douglas County’s technology department. The assessments evaluated the IT department's staff and management using competency based organizational development techniques to aid the department’s rapidly changing the IT architecture environment. Delivered a road map for the transition of employees into the new structure. Education: Michigan State University; East Lansing, Michigan BS Food Science and Human Nutrition ~3~

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Jody Zastrowresume2009 Executiverec

  • 1. Jody Zastrow 1460 Little Raven Street, 2-415 Denver, CO 80202 303.478.1308 jodyzastro@comcast.net • Recruiting Management professional with 15+ years experience in Recruiting- Talent Acquisition and Management, Client Relationship Building, Employee Relations, and Organizational Development. • Progressive strategic methodology usage and best practice tactical implementation for Recruiting and Sales related programs. • Result-driven organizational and performance management leader using metric management and Quality Program process improvement methods. • Business Partner who works with client department management providing service-oriented solutions for recruiting initiatives. • Adaptable to a broad landscape of business cultures and industries with quick learning skills Full Life Cycle Recruiting – Technical HR Professional Services; Consulting Executive Search HR Business Partner Account Management, Business Development Sourcing Expert, Social Aggregate Media tools Corporate Recruiting HR Generalist, Compliance PROFESSIONAL EXPERIENCE: SharpShooter Imaging, Inc. and FanFoto a privately held, mid-size Souvenir Photography Service company. 2008 – Present Recruiting Consultant Deliver Recruiting function for a 30 year old fast-growth Souvenir Photography Company with over 100 locations and 1200 employees nationally. Executive Search recruiter for key corporate positions; IT Director, Accounting/Finance, Regional Director. Lead company-wide Recruitment processes for an average of 50 open requirements, hiring on average 100 employees per month Executed a Workforce planning strategy use for Seasonal hiring campaigns resulting in:  Ski Locations: 150 hires starting in December period for ski area locations;  FanFoto Baseball locations: 200 hires for MLB season April.  Workforce planning success was measured through metric tracking and quality process improvement initiatives. Project Lead on software implementation of ATS - Talent Management platform, iCIMS. Combined ATS function with HRIS on one platform. Created and documented business process to import data to payroll system.  Trained over 75 Hiring Managers on use of system, developed custom Training Materials for users, eliminated all paper-related hire processing. Strategic HR and Recruitment projects including branding a recruitment campaign, company website redesign; recruitment marketing materials, vendor selection and price negotiation for job postings, and custom advertisements for various markets and positions. Strategic HR and Recruitment projects implemented Best Practice structure for following: o Normalized and Balanced Compensation Model for Management Positions. o Developed Internal Career Development Plan for Management positions. o Developed Training materials for Hiring Managers on Behavioral Interviewing using Competency based performance areas. o Wrote employee New Hire packet, including Employee Handbook in compliance with legal and corporate related objectives. o Utilized Performance Management Core Competencies to develop Position Descriptions. As an Independent Recruiting Solutions Consultant – 2007 - Present Recruiting Consultant Direct Hire placement for various client companies: CH2MHill (Oil and Gas, Technology), Information Handling Services – IHS (Oil and Gas, IT) EMC Storage (High Tech Consulting) and other Technology Professional Services providers. ~1~
  • 2. Mercury Companies, Inc.; a billion dollar privately held Real Estate and Mortgage Settlement Insurance provider. 2007 – 2008 Corporate Recruiter, HR Business Partner Corporate Recruiting function; a new corporate service for a billion dollar, 60 year old Mortgage Insurance firm headquartered in Denver. Best Practice Recruiting process and procedures management for all corporate functions, focusing primarily on IT Department hiring objectives. Strategic Recruitment Practices implemented: • Delivered top candidates on time and within budget. Utilized process with strong metrics. • Recruited using a professional, consistent process. Includes sourcing using progressive social media tools, coaching managers, closing top candidates. • Uses strong technology skills and system infrastructure that eliminates administrative burden and maximizes performance. • Effective recruitment advertising that yields consistently strong results. Ads are compelling, extremely effective and ties in brand, using a great message that works. • Use multiple high-volume sourcing channels to attract the best active candidates; Sourcing has an extremely effective process; measured, sequential, optimized. • Created methods to find, attract, and hire top passive candidates. Used proactive enterprise resource planning, networking and other recruiting skills. • Coached and influenced hiring managers throughout process; Led every phase of the hiring process. • Accurately interviewed and assessed candidate competency using all tools available. Relied on industry training and effective, legally sound, process in place, highly accurate results. • Responsible for departmental organizing, planning, and managing recruiting resources to deliver consistent results. Well-organized, forward-looking metrics using workforce planning. Managed cost of hire expenditures year-over-year through vendor relationship management and effective business partnering strategies HR Business Partnering in the functions of employee relations, organizational development and benefits administration aligning recruiting process as needed to improve business and departmental relations DigitalGlobe, Inc; start-up technology company and a leader in international satellite imagery and content data provider to Government and Business sectors. 2006 - 2007 Sr. Recruiting Manager Executive Search function - Actively sourced, interviewed and hired candidates for executive, management, individual contributor, and technical positions. Oversaw hiring of over 65 executive, management and technology hires in 2006 (6 month period) in preparation for highly critical satellite launch project. Created and implemented recruiting best practices to improve candidate quality, reduce time to hire, increase retention, and lower cost per hire. Business Partner for Business Units to educate, coach and mentor hiring managers on recruiting process, candidate selection process, and closure process Managed the selection and implementation of a new applicant tracking system, i.e. Taleo Branded corporate image throughout recruiting campaigns Selected and evaluated HR personnel to ensure the efficient operation of the function. Minimized cost-per-hire through strategic recruiting programs; vendor usage, branded advertising campaigns targeting hard to find skills, employee referral program Developed College Internship Program targeting local colleges and those that have strong aerospace engineering programs Idea Integration; a division of the MPS Group; a Fortune 500 global staffing organization ISYS Technologies; a Federal Government System Integration consultancy firm operating under small- business, woman-owned status. 2004 - 2006 Senior Technical Recruiter, Director of Business Development, Consulting Manager New account development and management of technology Recruiting solution projects across the Front Range region with a focus on Public Sector and State Government areas. Sold and managed $2 million in annualized revenues at 40% average gross profit within 8 months of tenure. ~2~
  • 3. Technology categories targeted GIS, Microsoft solutions as well as strategic staffing opportunities. Full life-cycle technical recruitment for US Federal Government programs on a national level. Utilized advanced, state-of-the-art sourcing and recruitment techniques to identify uniquely qualified Clearance personnel for Government Agency work including the CIA, NSA, FBI and their sub-contractors. CIBER, Inc. - A leading international technical consultancy corporation 1994 - 2004 As Director of Recruiting, Technical Recruiting Selected and led a team of recruiters using formal training and hands-on guidance to meet hiring objectives for rapidly expanding IT Services Company. Developed and implemented performance based recruiting objectives focused on quality metrics of recruitment and staffing focusing on strategic growth division of the company. Improved recruitment cost-per-hire budget performance through candidate quality (retention) and time metric performance (time-to-fill) Branded company recruitment culture across the company Researched, documented and implemented creative recruiting techniques that were utilized across the company Developed HR and recruitment marketing material and advertisements for candidate marketing, trade shows and in- house use. Full life-cycle recruitment of technology professionals for consulting services assignments. Technologies recruited span the entire range of IT department needs including Project and Program management, Architecture, Programming, Testing, Network specialists, Help Desk teams, Business Analysis, Database Management, Software and Systems Engineering. Validated technical and professional skills using competency based behavioral interviewing skills and commercially developed testing tools. Initiated and managed immigration policy and procedures for foreign national employees (India, Canada, Czech Republic, Asia) using advanced recruiting techniques and legal compliance guidelines. As an Account Executive Sold and managed up to $8.0 million annualized revenue with a consulting base of 100+ technical consultants. Provided sales support services for all levels of the client organization including 'C' level executives to field level project leads. Sold and managed technology services encompassing a full spectrum of capabilities: Application Development and support for C/S and Mainframe environments for all phases of IT project cycle; i.e. Architecture, Design and Development, Testing and Implementation and maintenance. Integration Services including Network Support Services, Security and Disaster Recovery, Help Desk/Call Center Outsourcing; e-Business consulting and development. Client companies include: IBM, Ford Motor Company, Citicorp, First Data Corporation, Comcast, MCI/Worldcom, Avaya, Qwest, Xcel Energy As a Consultant Development Manager; aka Consulting Services Manager, Resource Manager Human Resource and personnel development responsibilities for up to 100 technology employee base Worked in partnership with client management to ensure service level satisfaction for clients and employees Accomplished results using quality staff selection (retention), workforce planning (maintained budget objectives), compensation objectives (achieved profitability), orientation (successful onboarding), career development planning (employee satisfaction), and performance management (HR compliance) HR Operations Consultant, IT Department Client – Douglas County, Colorado 2000 (2 month assignment) Human Resource consultant providing Personnel assessments as part of an IT project for Douglas County’s technology department. The assessments evaluated the IT department's staff and management using competency based organizational development techniques to aid the department’s rapidly changing the IT architecture environment. Delivered a road map for the transition of employees into the new structure. Education: Michigan State University; East Lansing, Michigan BS Food Science and Human Nutrition ~3~