Darrell Kelly

• Lead HTC North America region recruiting team
• Recruit for C-level, VP+ level, and hard-to-fill roles
• Support hiring initiatives in North America, Taiwan, and Australia/New Zealand
• Develop team recruiting strategies; work with and influence VP+ level executives on recruiting strategies
• Complete salary benchmarking for all requisitions using external and internal data
• Drive external marketing activities tied to recruiting strategy
• Manage recruiting budget and expenses
• Utilize metrics and data to drive decision-making on recruitment strategy and headcount planning
• Knowledgeable of federal and state employment and labor laws; knowledgeable of OFCCP and EEO compliance requirements

• Led full, life-cycle recruiting for the HTC North America region
• Recruited for tech (i.e. Software Engineer, Prototyping Engineer, VR Game Developer, 3D Technical Artist, Motion Designer, UX Designer, Industrial Designer, CMF Designer, & Technical Program Manager) and non-tech (i.e. Director of Global Communications and PR, Digital Marketing Manager, Partner Marketing Manager, & Channel Marketing Manager) roles
• Conducted prescreen interviews, selecting best-fit candidates to present to hiring managers
• Partnered with hiring managers to prioritize hiring needs and build a seamless interview process
• Helped initiate creative and scalable changes to existing recruiting strategy, including sourcing plans and pipelines
• Concentrated on creating strategic plans for sourcing candidates with diverse backgrounds for each role
• Worked closely with Human Resources, Payroll & Benefits, and Legal to deliver a high quality and holistic candidate experience
• Identified ways to improve candidate experience
• Designed and updated job descriptions in partnership with Human Resources and hiring managers
• Supported implementation of ADP Comprehensive Services Applicant Tracking System

• Sourced and recruited roles related to nursing, healthcare management, and manufacturing
• Addressed job posting requests, seeking to understand position requirements, and determining the best strategies to fill positions
• Performed the following recruiting functions as requested and appropriate: screen resumes/candidates to determine preliminary matches, schedule interviews, conduct and/or assist with telephone and in-person interviews, make recommendations to hiring managers
• Assisted with the post-selection process, which may include writing and presenting offer letters, coordinating pre-employment screenings, and communicating with team members, selected applicants, and hiring
managers
• Used company applicant tracking system to document recruiting activity for each position posted
• Utilized job boards, social media, and professional networking sites/events to identify potential candidates
• Maintained awareness of seasonal recruiting needs/patterns in order to put proactive measures into place that will ensure adequate lead time

• Supported BCA and BDS hiring initiatives by partnering with hiring managers to fill engineering and technical roles (i.e. Software Engineers and Data Scientists)
• Partnered with recruiting team to create effective recruiting strategies to find applicants
• Maintained contact with candidates to keep them interested in Boeing opportunities
• Provided consistent communication to business partners on status of requisitions and candidates
• Researched, recommended, planned, and coordinated recruiting events
• Represented Boeing at various recruitment events and conferences
• Daily usage of Tableau’s recruiting analytics tools to monitor recruiting performance
• Recipient of 4 cash awards

• Monitored and constantly reduced the costs of the recruitment process
• Monitored labor legislation, and implemented required changes to keep processes compliant
• Increased and diversified portfolio of recruitment sources
• Created and implemented social media communication strategy - built and maintained company Facebook, Twitter, and LinkedIN profiles
• Increased web presence through creating and maintaining company career pages on Indeed, LinkedIN, and Glassdoor
• Presented employment information to large groups at the corporate office and venues across the United States
• Conducted job interviews for entry and senior-level positions
• Managed random drug-testing program
• Assisted with processing payroll

• High-volume recruiting; 1200+ hires per year
• Sourced and recruited for a broad range of positions in support of the company's Western Alaska operations
• Created and maintained an ongoing recruitment plan by identifying recruitment sources such as state employment centers, community organizations, colleges, etc.; cultivated long-term relationships with these sources
• Sourced candidates and screened applications
• Interviewed candidates by phone, video-conferencing, and face-to-face
• Presented employment information to large groups at the corporate office and venues across the United States
• Point-person for posting jobs and events to company website and job boards
• Point-person for creating recruiting schedule and organizing events at venues across the United States
• Maintained company Facebook profile

• High-volume recruiting of security personnel; 500+ hires per year
• Responsible for a broad range of human resources tasks that included full, life-cycle recruiting for all state-wide locations, managing employee benefits, managing employee files, and organizing employee training
• Created and implemented Puget Sound Security's Diversity Plan to maintain compliance with the EEOC
• Liaison between Puget Sound Security and the Department of Licensing
• Recipient of the Univ. of Washington NVSU and Emerald City Rotary Club’s annual employer recognition award for my effort to hire qualified workers with disabilities

• Sold internet advertising spots to local and national businesses
• Attempted 115-125 cold-calls per day
• Achieved quota 4 times

• Provided outstanding customer service in helping customers resolve overdue accounts
• Handled 183 inbound calls per day (center average: 90 calls per day) and 255 outbound cold-calls per day (center average: 145 outbound calls per day)
• Led team in metrics for duration of employment

• Sourced candidates and screened applications
• Attempted 70-100 cold-calls per day to candidates, and local and national businesses

• Analyzed and interpreted data for an ongoing national project
• Compiled comprehensive reports based on analyses
• Imputed data into Microsoft Excel spreadsheets

• Recruited internship candidates at the high school, undergraduate, and graduate levels
• Coordinated interviews between candidates and hiring managers
• Led and organized fundraising efforts to supplement the Charles P. Huey scholarship fund
• Presented annual recaps of the internship seasons to the Port of Seattle Commission Assembly
• Assisted interns in the on-boarding process
• Supported Human Resources staff with various tasks

• Surveyed building space to assist with relocations
• Compiled reports for the Engineering Department
• Updated and created AutoCAD drafts