David Lopez

• Manages the full talent acquisition process—including interviewing, recruiting, succession planning, selection, and placement—while collaborating closely with department managers to identify the skills and competencies required for each role. Staffing demands range from 10 to 40 new hires per week, depending on business needs.
• Directs all pre-employment processes, including interviews, post-offer physical exams, drug screenings, background checks, and reference verifications, ensuring completion within established timelines.
• Facilitates comprehensive New Hire Orientation covering the company’s mission, values, policies, benefits, compensation, facility tours, and mandatory HR/Food Safety/Workplace Safety training.
• Serves as a primary resource for employees and internal teams on benefits inquiries, open enrollment, plan renewals, issue resolution, and compliance reporting.
• Interprets, maintains, and applies HR policies and procedures related to benefits, payroll, and HRIS systems while ensuring alignment with federal, state, and local regulations.
• Oversees People & Culture initiatives and administers HR programs, assisting in the development and implementation of personnel policies and procedures.
• Monitors and documents completion of required training, continuing education, and certifications, including safety protocols, anti-harassment training, licensure renewals, and skills assessments.
• Analyzes engagement and performance data to recommend initiatives that enhance skill development, improve retention, and drive continuous improvement across departments.

Recruiting Side:

• Identifies appropriate candidates and assesses their qualifications through review of their resumes, interviews combining various methods (e.g. structured interviews, technical assessments and behavioral questions)
• Drafts recruitment advertisements; posts and/or places ads in specialist IT job boards, social media and any other relevant channels
• Collaborates with hiring managers to understand the needs and roles to be filled; reviews job descriptions for vacancies.
• Build a candidate CRM to ensure a solid pipeline of qualified candidates - ensuring candidate data is kept updated
• Performs specialized or confidential administrative duties, including researching data and preparing reports as needed.
• Ensures all background information complies with company standards for all hires according to established guidelines. Seeks Manager approval for anything that falls outside of the guidelines.

Account Executive Side:

• Established, developed and grew new business relationships over the telephone and video meetings with decision makers such as CEOs, CTOs, IT Managers, Project Managers.
• Communicates with clients and gathering information about a project’s scope, budgets and timelines
• Meeting with other executives to discuss clients’ project goals, progress and outcomes
• Coordinated with internal departments to execute necessary legal and financial documents included but not limited to NDA's, service agreements, candidate's timesheets, and invoices.
• Consults with management on all performance related issues and concerns.

Recruiting:

• Leverages multiple Social Networks, Social Media Recruiting channels, Boolean searches, candidate referrals, database mining and advanced Internet search techniques to provide high-quality candidates for open positions.
• Responsible for screening resumes, interviewing qualified candidates, evaluating skill level, managing offer process, reference checks, and negotiating salary.
• Develops, executes and continuously manages innovative sourcing strategies to target and hire candidates, drive traffic to company careers page, advertising channels.
• Partners with company managers in numerous departments to develop ways to improve client satisfaction and customer service which resulted in an increase of re-signing contracts/retention.

Account Executive:

• Establishes, develops and grows new business relationships over the telephone and video meetings with decision makers such as CEOs, CTOs, IT Managers, Project Managers, etc.
• Creates implementation plans by matching a solution to the client’s needs that will serve in the best interest to reduce risk, reduce cost and improve processes.
• Drafts, strategizes, and executes email campaigns to market our high-quality candidates and find new clients.
• Coordinates with internal departments to execute necessary legal and financial documents included but not limited to NDA’s, service agreements, candidate’s timesheets, and invoices.

• Strategically recruited new residents through website advertising and marketing.
• Performed background, reference and credit checks as part of screening process of prospective tenants.
• Minimized vacancy periods by collaborating with building owners to strategize improvements to marketing initiatives, business plans and tenant outreach programs.
• Handled tenant communications by quickly responding to requests for maintenance and answering any questions or concerns.
• Kept records accurate, detailed and fully compliant with reporting requirements to meet all state, local, and federal housing requirements.
• Inspected properties before and after new tenant move-ins to schedule maintenance, vendors and other services.
• Collected monthly rent payments and other fees, always properly recording and processing money.

• Responsible for the interview process by administering comprehensive phone screenings, behavioral based interviews to determine candidate fit and qualifications.
• Developed and maintained client and candidate relationships through email, phone as well as video meetings ensuring adequate understanding of client needs and candidate career goals.
• Created job postings on various online platforms (CareerBuilder, LinkedIn Jobs, etc.) as well as through networking within the industry.
• Negotiated salary, employment agreements, terms, and conditions; facilitate relocations; provide assistance after hire.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.

• Accountable for an inside sales book ranging from 1,000-1,200 VIP level clientele.
• Received inbound and made outbound calls to VIP clients to ensure the company met quarterly goal set by player development director. Individual quarterly goal ranges from $1,200K-$1,500K pacing either above goal or slightly below at -2-5%var.
• Developed strong relationships with clients & offered Bonus Rewards, free-night stays, complimentary food and beverage, and booking trips for guests at Ameristar and other sister properties based on their level of play.
• Applied finance and direct marketing guidelines that commits to the company's operating policies, procedures, sales, and customer service philosophies.