Alea Morris

• Evaluated resumes, interviewed and presented qualified candidates to hiring managers and solicited feedback to refine recruiting strategy.
• Developed and maintained strong working relationships with executives, HR team and hiring managers, and clients to foster partnerships that produced consistent results.
• Acted as brand ambassador to educate candidates on culture, career growth, benefits and advantages of working for company.
• Expert using ATS iCIMS, talent insights, linkedln recruiter, and hireVue
• Leveraged employee referrals, direct sourcing, Internet applications and recruitment agencies to source candidates for positions.
• Recruited for high demand tech positions within North America for role such as Engineers, Data scientist/annalist, developers, sales executives, Architects and more.

• Developed and implement sourcing strategy, including research, identification, outreach, assessment, and development to build robust pipelines.
• Partnered across our broader Advertising Recruiting team (including Coordination, Sourcing, Market Intelligence, Diversity, and Leadership) to represent our team with professionalism and influence.
• Lead some of our most challenging searches in support Senior Software Engineer (SDE III) and Software Development Manager (SDM hiring)
• Tasked with using mix of hands-on and lead, leveraging key partners, creativity, tenacity, and drive to deliver results.
• Expertise using ATS, Linkedln, advertising and sourcing

• Managed and recruited for more than 35+ job requisitions that ranged from software engineers, data analysis, and other IT-related jobs

• Posted and advertised positions via LinkedIn and indeed, and engaged with potential hires

• Scheduled 100+ interviews monthly for hiring managers

• Met with functional business leaders and executive management, as required, to discuss and establish staffing objectives and ensure they were achieved

• Engaged in high volume recruitment internal and external

• Partner with sourcing recruiters to build effective passive candidate sourcing strategies

• Communicated duties, compensation, benefits and working conditions to potential candidates, enabling solid understanding of job expectations

• Source and screen potential IT candidates for contract, contract-to-hire, and permanent openings with clients

• Used Boolean searches to develop applicant portfolios for expected openings.