Matthew Jandorf has over 15 years of experience in talent acquisition and management. He has a proven track record of effectively filling positions quickly while maintaining high quality. He is skilled in developing processes, mentoring employees, and using technology to improve recruiting efforts. Jandorf has experience leading teams, developing strategic plans, and delivering results for organizations.
Priya Anil is a highly competent human resources and administration professional with over 10 years of experience, including 8 years in Dubai. She has extensive experience in recruitment, talent acquisition, performance management, compensation and benefits administration, employee relations, and developing and implementing HR policies and procedures. Currently she is the HR Manager for Al Sharif Investment and Moylos Restaurant, where she handles all aspects of HR operations and a team of two employees. She has a proven track record of successfully achieving organizational goals and objectives.
Stephanie Jones is a certified Human Resource professional with over 20 years of experience leading teams and driving performance improvement in retail. She has a proven track record of developing employees, optimizing operations, and increasing profits through strategic initiatives. Her strengths include talent acquisition, performance management, training, and inspiring collaborative leadership. Currently seeking a senior HR role where she can utilize her expertise in change management, employee engagement, and strategic planning.
Manage recruitment process outsourcing related tasks of your business with Acreaty. From process outsourcing to recruitment and hiring- we provide solutions for all.
This document is a resume for Jody Zastrow, who has over 15 years of experience in recruiting and human resources. She has held various roles such as corporate recruiter, recruiting manager, and consulting manager. She specializes in full life cycle recruiting, HR business partnering, and account management. Her experience includes recruiting for companies in various industries such as technology, real estate, and photography services.
Noha F. Abu-Shenaf is a human resources management professional with over 25 years of experience in Egypt. She has held roles such as Chief HR Officer, HR Director, and HR Manager. Her skills include strategic planning, talent acquisition, training, change management, and compliance with labor laws. She aims to help organizations achieve their goals through effective human capital strategies and employee relations programs.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Priya Anil is a highly competent human resources and administration professional with over 10 years of experience, including 8 years in Dubai. She has extensive experience in recruitment, talent acquisition, performance management, compensation and benefits administration, employee relations, and developing and implementing HR policies and procedures. Currently she is the HR Manager for Al Sharif Investment and Moylos Restaurant, where she handles all aspects of HR operations and a team of two employees. She has a proven track record of successfully achieving organizational goals and objectives.
Stephanie Jones is a certified Human Resource professional with over 20 years of experience leading teams and driving performance improvement in retail. She has a proven track record of developing employees, optimizing operations, and increasing profits through strategic initiatives. Her strengths include talent acquisition, performance management, training, and inspiring collaborative leadership. Currently seeking a senior HR role where she can utilize her expertise in change management, employee engagement, and strategic planning.
Manage recruitment process outsourcing related tasks of your business with Acreaty. From process outsourcing to recruitment and hiring- we provide solutions for all.
Anuradha Bhardwaj is seeking a career opportunity where she can utilize her extensive experience in business operations and passion for supporting individuals and businesses to excel. She has over 15 years of experience in collections, sales, operations, and people management. Bhardwaj is results-oriented and has a proven track record of achieving targets and motivating teams. She is proficient in English and has worked internationally in Singapore for 3 months in 2015. Bhardwaj holds a Post Graduate Diploma in Business Management and Bachelor's degree in Commerce.
- The document provides a summary of an individual's experience in human resources and administrative roles over 25 years, including experience in HRIS implementation, talent acquisition, employee engagement, HR operations, and more. Recent experience includes 1.5 years as Manager - HR at Sweett Group, a global cost consulting firm, and 7 years prior as Manager - HR & Administration at Harting Technology Group, a German technology solutions company.
TALENT COULD BE LOCATED ANYWHERE.
THAT’S WHY OUR VIRTUAL TEAMS CARRY DEEP LOCAL KNOWLEDGE ACROSS GEOGRAPHIES.
Glocal ORPO is an offshore recruiting firm with offices is USA and India. We provide professionally managed virtual recruiters, especially to US based staffing organizations, and also to those in the UAE, UK, and Australia in general. Our recruiters, sourcers, business development managers, and job search agents deliver exactly what our clients specify, adhering to quality and fast delivery. High performance marks every assignment we undertake at Glocal OPRO. We help our partners boost their recruiting productivity at low cost while letting them focus on core competencies.
We help employment agencies in the USA recruit talent from USA for the USA. Entering into a partnership with us, you extend your existing team, who work collectively with ours towards a common recruitment goal. You skip the enormous hassle, time and cost involved in set-up, infrastructure and monitoring! And you start enjoying results right from the inception of the partnership. Our offshore virtual recruiters work in line with your onsite team to achieve your objectives. Teaming up with Glocal ORPO recruiters helps you visibly increase your recruiting efficacy at the same time making a significant impact on your bottom line.
IT of various segments in the industry is our core service domain at Glocal ORPO. A blend of ground-breaking ideas, detailed approach, and quality-oriented delivery has positioned us as a leader in the recruitment process outsourcing industry.
Letting us hire better at less cost lets you focus on what you do best.
SPECIALIZED RECRUITING AREAS WE COVER
IT Recruiters
Permanent Staffing Recruiters
Contract Staffing Recruiters
VMS Recruiters.
Our success over more than half a decade stems from our resolute focus on delivering our best. At Glocal ORPO, we consistently provide unparalleled cost-saving high quality services that exceed our partners' expectations, and recognize their best definition of success. Our virtual dedicated team, backed by years of expertise, operates from India in tandem with your onsite team. They have the knack to collectively take possession of your recruitment project and deploy appropriate actions. Delivering results is our motto at Glocal ORPO.
Glocal ORPO USPs
We take complete responsibility for your talent acquisition, helping you better fulfill the requirements of your clients
We help you maintain competitive edges, recruiting top notch talent that's right for your clients.
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This document is a resume for Michael Kyle highlighting his experience in human resources, talent management, and operations management. He has over 10 years of experience in these areas, having worked at companies like Range Networks, Wells Fargo, and US Bank. His resume emphasizes his skills in recruiting, employee development, and strategic planning. It also lists his educational background and selected career accomplishments.
This document outlines a service level agreement between an RPO provider and client. It defines the key terms of their arrangement, responsibilities of each party, services covered, metrics and reporting requirements. Specifically, it details the recruitment processes and timelines to be followed, fees and pricing, procedures for requests, incident management, and defines rewards/penalties for meeting or missing service level targets. The goal is to ensure both parties clearly understand expectations and have accountability for success of the outsourced recruitment engagement.
E2SCorp is a recruitment process outsourcing (RPO) firm that was founded in 1998 and is headquartered in Herndon, VA. It believes industry knowledge is important for providing solutions to clients. E2SCorp offers cost-effective RPO services through a team of over 100 recruiters. It provides a range of outsourced recruiting functions from candidate identification through hiring. E2SCorp utilizes its own candidate database along with tools like LinkedIn and custom software to efficiently fill client roles across various industries at a lower cost than internal recruiting.
This document is a resume for Tyra Spears summarizing her experience in strategic human resources and project management. Over her 20 year career, she has held various HR leadership roles at GE Power and CitiFinancial, gaining experience in areas such as business restructuring, talent acquisition, compensation, and international HR. Recent projects at GE Power include implementing a complex restructuring plan, designing transition services for impacted employees, and leading the closure of a location.
The document discusses how Manpower provides agile workforce solutions to meet rapidly changing business needs. It offers various talent solutions including short-term assignments, long-term contracts, and permanent placement. These solutions provide businesses with better access to talent, an improved approach to matching jobs to individuals, and better business results. Manpower leverages its global reach and understanding of local markets to source skilled candidates that can start contributing immediately.
From project-based Recruitment Process Outsourcing to a full-scale program, learn about the client’s need, the type of RPO program that was implemented, and the metrics used to measure results. Perfect for individuals dipping their toe in RPO waters, or those looking to refresh their approach. You don’t want to miss this straightforward in-depth discussion on the benefits of RPO.
This document provides information about Anurag Shrivastava and his company HRNEXT. It summarizes Anurag's 15+ years of experience in HR leadership roles and HRNEXT's services. HRNEXT offers specialized HR consulting services including compensation reviews, leadership development, and staffing. They work with clients on a part-time basis to help fill gaps and implement high impact HR initiatives.
The document outlines the responsibilities of an Industrial Psychologist and HR Consultant at Hollard from January 2014 to present. Some key responsibilities include managing the performance of various teams through implementing performance contracts, conducting engagement surveys, and facilitating performance conversations. Additional responsibilities involve embedding Hollard's culture through workshops, managing Hollard's employee appreciation program, providing psychological team interventions, conducting talent reviews, and fulfilling recruitment functions from advertising jobs to an individual's first day. Training attended includes courses in HR, psychometrics, performance management, change management, and business simulation.
Amber Tate is an experienced human resources professional with over 11 years of experience in human resources. She has strong skills in HR systems like Workday, PeopleSoft, and ADP. Currently she is a Senior HRIS Analyst at North Star Anesthesia where she manages the transition from ADP to Workday and provides support and troubleshooting for the system. Previously she held HRIS analyst roles at several other companies where she supported HR systems, performed job evaluations, and generated reports. She has a Associate's degree from Tarrant County College and is pursuing a Bachelor's degree in Business Administration.
OnRecruit is a recruitment process outsourcing (RPO) service that manages all or part of a client's recruitment functions. It offers flat hourly or monthly pricing with no additional fees. OnRecruit's dedicated recruiters utilize technology and data tools to provide qualified candidates. Weekly reporting and metrics allow clients to track progress. Case studies show OnRecruit filling positions with ideal candidates at lower costs than traditional methods.
Sam C Reddy provides a resume summarizing his experience as a technical recruiter and HR professional over 25 years. He holds two degrees from Osmania University in India and has recruited for various companies in India, Australia, and the United States. Currently, he works as a senior technical recruiter for Computek Solutions, where he manages the full recruitment lifecycle and has increased sales year over year.
Beth Duvall Fischer is an experienced senior level executive and technical recruiter with over 15 years of experience recruiting for various industries including professional services, healthcare, software, CDN, accounting, consulting, marketing, legal and human resources. She has recruited for roles such as C-level executives, directors, managers, software engineers, salespeople and more. She is skilled in full life-cycle recruiting including sourcing candidates, screening interviews, coordinating technical interviews, negotiating offers, and developing pipelines. She has worked as both an in-house recruiter and executive recruiter/CEO of her own firm.
The document provides a summary of Fatna Jabeur's professional experience and qualifications. It details her current role as a Senior Talent Acquisition Specialist at Baker Hughes Middle East, where her responsibilities include developing recruiting strategies, building talent pipelines, screening candidates, and ensuring compliance. Previous roles included HR Generalist, Direct Sales Executive, Branch Supervisor and Sales Manager. She holds an MBA in International Business Management with a specialization in HR from Geneva University in Dubai and has additional qualifications in Human Resource Management, Business Administration Management, and languages.
E'Rah Anwer is an experienced recruitment expert and IT recruiter with over 15 years of experience in recruitment, operations management, and business development. She has expertise in full-cycle recruitment including sourcing candidates, interviewing, recruiting, and onboarding. She is skilled at identifying client needs and writing effective job descriptions to attract qualified candidates. Currently she works as a Talent Acquisition Specialist at AT&T where she leads recruitment efforts and interacts with leadership teams.
Kurt Mario Dcruze has over 10 years of experience in talent acquisition, including 6 years in managerial roles. He currently works as a Senior Consultant for Talent Acquisition at Crowe Horwath, where he is responsible for developing talent strategies, sourcing candidates, screening and interviewing, and providing reporting. Previously, he held talent acquisition roles at Ducere Technologies, Career Logic Staffing, SamCruz Consulting, MA FOI, and other companies. He has a Post Graduate Diploma in Business Management.
Lindsay Nolan has over 20 years of experience in strategic talent acquisition, client development, and people management. She has worked in recruiting for industries such as IT, finance, manufacturing, and pharmaceuticals. Currently she is the Manager of Talent Acquisition at CertainTeed, where her responsibilities include developing recruiting strategies, managing a team of recruiters, implementing tools and processes to improve time-to-fill, and partnering with business leaders. Previously she held recruiting roles at Manpower Group, PSCI, The Judge Group, and Tower Consultants, gaining experience in both retained and contingency search models.
This document is a resume for Christopher B. Purdy summarizing his experience in recruiting and human resources roles over the past 15 years. It highlights his skills in sourcing candidates, screening and interviewing, negotiating offers, and managing recruiting processes. His background includes positions in recruiting, human resources, customer service, and store management for various companies. He has a Bachelor's degree in Business Human Resource Management and an Associate's degree in Business Administration and Accounting.
Edward Zapolsky has over 15 years of experience leading large-scale recruiting initiatives. He is currently the Senior Director of Career Management and Recruiting Operations at Forge, Inc., where he leverages his expertise in business development and personnel recruitment. Previously, he spent 10 years as Vice President of Recruiting at Acclaim Technical Services, growing their staffing department to generate $45M annually by recruiting thousands of security-cleared professionals. He has a track record of successfully recruiting professionals across various roles, including intelligence analysts, IT professionals, and foreign language speakers. Zapolsky holds a Bachelor of Science and Arts in Psychology from Southern Illinois University.
Brandi Shelton has over 15 years of experience in business and human resources. She has worked in HR generalist, manager, and consulting roles across multiple industries. Shelton has skills in areas such as employee recruitment and retention, benefits administration, training, and regulatory compliance. She aims to align business practices with organizational goals and values.
This document is a resume for Lynn M. Arts, who has over 15 years of experience in recruiting and human resources. She has worked in both in-house recruiting roles and as a consultant for recruitment process outsourcing (RPO) firms. Her experience includes full-cycle recruiting, developing diversity recruiting strategies, and building relationships with hiring managers. She has expertise recruiting for various industries including manufacturing, healthcare, finance, and engineering roles.
10 years’ experience with, over 7 years performed at sales and management levels in Retail, Telecommunications, IT, Insurance and food & beverage industries. Currently working with Old Navy (Gap Inc.), as Sr. Business and Operations Manager. Having experience in Human Resources including Recruitment, screening, implementation of Training programs, coaching and motivation of staff. Shared responsibility for key HR functions, including: Employee Relations, Succession Planning and Background Investigations.
This document provides a summary of Chuck Bosma's professional experience in sales, operations, and human resources management. It summarizes his proven track record of increasing sales, managing expenses, developing talent, resolving grievances, and building positive work environments. The summary highlights experience leading multi-million dollar operations and training teams across several retail industries.
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
Kristyl Williams has over 17 years of experience in executive operations management roles. She currently seeks a position offering professional development and managerial challenges in business operations. Her experience includes inventory management, risk management, project management, change management, financial management, business strategy, leadership development, and team leadership. She most recently served as Senior Operations Manager for The Deep Retail, where her responsibilities included ensuring effective management of store teams, executing promotional campaigns, and developing staff. Prior to that, she held positions as AVP of Operations Management at Bank of America, managing departments of over 150 associates, and as a Customer Service Manager, providing training and facilitating initiatives.
Cynthia Shelton has over 15 years of experience in senior human resources roles. She has a proven track record of recruiting top talent, implementing HR systems, and directing international hiring. Currently, she is the Senior HR Manager at American Canine Detection Services where she supervises employees, facilitates training programs, and oversees applicant tracking and hiring processes.
Liberty D. Ilagan has over 22 years of experience in human resources management. She has worked in various industries, including construction, engineering, business process outsourcing, and more. Her areas of expertise include talent acquisition, leadership development, competency-based systems, and exceptional HR service delivery. She currently serves as Senior Manager of Human Resources at First Balfour, Inc., where she supervises over 20 HR project officers.
Patrick Marley has over 20 years of experience in benefits administration and management. He currently works as an Inventory/Merchandise Manager for Wawa Inc., where he oversees inventory, merchandising, vendor relations, and customer service. Previously, he held several roles such as Benefits Analyst and Team Lead at Affiliated Computer Services/Xerox, where he managed client portfolios, researched benefits inquiries, implemented payments, and trained staff. He has expertise in areas such as organizational design, benefits processing, project management, data analysis, quality assurance, training, and customer service.
This document provides a summary of Mark Adrian R Morelos' resume. It includes his contact information, career overview highlighting his core strengths and accomplishments. It then details his work experience as a Manager of Contact Center Operations and Organizational Development at Convergys Philippines from 2008 to 2016. It lists his educational background and languages. Finally, it provides references from previous supervisors and directors.
Rachel Ramirez has over 20 years of experience in human resources including recruiting, talent acquisition, equity administration, and HR business partner roles. Her experience spans multiple industries and includes managing HR functions for global companies. She currently works as an Equity Compensation Analyst for Calix, Inc. where she manages stock plans, processes equity grants, and ensures regulatory compliance.
Rachel Ramirez has over 20 years of experience in human resources including recruiting, talent acquisition, equity administration, and HR business partner roles. Her experience spans multiple industries and includes managing HR functions for global companies. She currently works as an Equity Compensation Analyst for Calix, Inc. where she manages stock plans, processes equity grants, and ensures regulatory compliance.
1. MATTHEW JANDORF
Denville, NJ 07834
mjandorf@yahoo.com
973.865.3303 (mobile)
Innovative Leader Talent Acquisition Manager Results Focused
I have a passion for building strong relationships and teams and developing employees and Corporate
Talent functions to be the best they can be.
Effective Manager, of up to 15 direct reports in multiple locations, focused on mentoring,
coaching, and development of Talent.
Top-notch full-cycle Talent Acquisition Professional with over 15 yrs of success delivering top
quality talent.
Recruiting Process Expert with vast experience in designing, evaluating, and updating processes,
procedures, and documentation
End-to-End Recruiting Technology Implementation Specialist - Create RFI’s, RFP’s, conduct
vendor analysis, and create implementation plans for new Applicant Tracking Systems and
Customer Relationship Management (CRM) systems
Experienced Trainer – Create and conduct training seminars on various topics, across all levels
of the company, and across diverse geographic locations
Business Leader who has developed compensation plans, employee career plans, and succession
plans.
Talent Consultant who works with corporate executives to create “Best Practices” for
recruiting/talent acquisition
Results Oriented Leader experienced in developing individual and team strategic plans in order
to reach corporate goals.
Innovative thinker who has proven very successful at winning buy-in and bringing new ideas
into production
PROFESSIONAL EXPERIENCE
Toys “R” Us Inc. March 2011 – Present
Manager - Talent Acquisition
Manage the full-cycle Talent Acquisition process in support of Corporate, Distribution Center, and
Store Operations teams.
Consistently drive and deliver results focused on filling positions quickly, while maintaining high
quality and low to no cost per hire.
Cultivate strong relationships with leaders throughout the business and ensure a great customer
service experience for these leaders when working with Talent Acquisition.
Advise Vice Presidents, Directors, and Managers on recruiting process and work with them to
develop customized action plans that drive the identification, pipelining, and hiring of top quality
talent.
Influenced business leaders to take an active role in helping the Talent Acquisition team build a
talent pipeline and assist in our overall branding strategy.
Created initial process framework, branding strategy, and technology integration around the first
official Military Recruiting efforts for Corporate and Distribution Center positions for Toys “R”
Us Inc.
2. Successfully led Talent Acquisition team in delivering monthly meeting for entire Corporate
Human Resources team of 90+ individuals. This included running weekly planning meetings,
delegating responsibilities, making final decisions and leading the event.
Developed innovative approach to integrating new technology (QR Codes) into our recruiting
efforts by creating interactive displays for Job Fairs and establishing the use of QR Codes on
paper job descriptions to allow interested individuals to begin the application process directly
from their smart phones.
Initiated a quarterly informal “new hire” luncheon that brings individuals new to the
organization and from all departments together to meet each other and network. This program
is meant to foster collaborative discussions amongst seemingly unrelated departments, and to
improve retention by making “new hires” feel more connected to all aspects of Toys “R” Us and
their fellow Team Members.
Conceptualized and helped to develop new branding materials shared with potential new hires.
Mentor new recruiters to ensure they understand how to be successful within the unique
corporate culture and share best practices that allow them to be effective much more quickly
SetFocus July 2009 – March 2011
Manager – Corporate Relations & Placement
Led a National Sales team responsible for Selling Corporate & Staffing solutions.
Team successfully assisted in over 200 placements in one year.
Improved efficiency of department operations by developing new processes and procedures that
allowed our team to succeed at a higher rate while operating with fewer resources.
Mentored team members to become top performers. Helped one team member to reach a major
promotion into a leadership role in the company.
Developed all team and individual goals and managed to those goals through weekly meetings
and twice yearly reviews. Department leadership duties also included; Hire/Fire, Strategic
planning, Performance Reviews, and Succession planning
Assisted in development of marketing materials to be used in selling SetFocus products and
services
Determined sales forecasts and budget for department
Developed relationships with decision makers in an effort to sell Corporate solutions
Intricately involved in developing new products and services.
Provided training to candidates and colleagues through workshops, videos, and individual
instruction
Interviewed, advised, and assisted candidates in conducting a proactive job search incorporating
many new techniques and technologies
D&B (Dun & Bradstreet) June 2008 – January 2009
Executive Recruiter – Talent Acquisition
Led all recruiting efforts in support of the ~1500 person Data Strategy, Operations, and Technology
department while also supporting Corporate Functions.
Developed strong relationships with hiring leaders which allowed me to ascertain a detailed
understanding of the positions they were trying to fill and what would make a good hire for their
teams.
Built very positive relationships with Human Resource Business Partners to push through
approvals for positions and to ensure that our business units were receiving the best service
possible.
Work with Senior Leaders to “map out” future openings and put together a proactive recruiting
plan in order to shorten “time to fill” when positions become live, budgeted roles.
Successfully filled 40+ roles in 8 months.
Matthew Jandorf – Page 2 of 4
3. The Matlen Silver Group January 2008 – May 2008
Recruiting Manager
Manage 10 person local recruiting team, as well as a 3 person remote team based in North
Carolina.
Effectively led a transition from a “skill-set” based recruiting team model, to an “Industry
Vertical” recruiting team model in order to increase our market penetration.
Research, evaluate, and negotiate contracts with new and existing vendors.
Review and, when necessary, create all corporate recruiting processes and procedures, and
educate employees on new practices.
Instrumental in creating RSS Feeds that stream across Recruiter and Account Executive
computer desktops to alert them of new job requisitions and newly available candidates.
Prioritize workload for all recruiters and work with recruiting teams to ensure coverage of all job
requisitions.
Provide weekly reports to management on recruiting metrics and individual recruiter
performance.
Intrasphere Technologies July 2006 – December 2007
Corporate Recruiting Manager
Develop processes and procedures to effectively run recruiting efforts for a company that had
little to no automated recruiting process in place.
Meet with Line Managers to define scope and responsibilities for all positions that need to be
filled.
Evaluate, select, and implement a Candidate/Applicant Tracking System. Won “buy-in” from
the corporate officers on the need and value of implementing such a system.
Manage relationships with Vendors
Train interviewers on “best practice” interviewing techniques
Volt Technical Resources November 2005 – June 2006
Branch Manager/Area Recruiting Manager
Managed 15 direct reports
Full operational responsibility for 3 IT recruiting branches
Full responsibility for NYC Administrative & Light Industrial Branch
Tasked with working to reduce the branches’ liability and exposure due to poor procedures and
processes. Effectively cut in half the loss of profit due to bad overtime contract terms.
Responsible for approving all branch assignments and raises
Created and implemented a Full Requirement Life Cycle process to improve efficiency in
gathering, working, and closing requirements.
Report branch progress to regional and corporate VP’s and Sr. VP’s on a regular basis
Train new and existing recruiters on Technology, strategies, candidate tracking, negotiating,
etc…
Carlyle Consulting Services, Inc. January 1997 – November 2005
Recruiting Manager (July 1999-2005)
Responsible for Direct Management of Recruiters in multiple office locations.
Matrix managed sales staff in multiple locations.
Directed strategic planning efforts for the recruiting department
Page 3 of 4
4. Work hand in hand with the CEO to evaluate, select, customize, and train employees on new
recruiting/sales software and tools on an on-going basis.
Developed and delivered training programs for all levels of recruiters including new hires.
Helped to develop referral programs to assist in finding qualified candidates
Technical Recruiter (Jan. 1997 – July 1999)
TECHNOLOGY
Microsoft Office (Excel, Word, PowerPoint, Publisher, Outlook), Taleo, Brassring, Chimes, Beeline,
Bullhorn, EZAccess, SendoutsPro.
EDUCATION
Rutgers University 1991 – 1996
Completed 95 of 120 Credits towards Bachelor of Science in Computer Science Degree.
Matthew Jandorf – Page 4 of 4