Gilberto Rosado, Jr.

• Lead full-cycle recruiting efforts for a fast-growing financial services firm, owning talent acquisition strategy for high-volume, revenue-generating roles.
• Responsible for building and managing proactive sourcing pipelines, improving hiring speed, and driving candidate quality in a competitive, commission-based sales environment.
• Operate as a strategic partner to leadership, aligning hiring initiatives with business growth objectives.
• Own end-to-end recruiting for SDRs, marketing specialists, loan originators, and other sales-focused roles in a high-growth environment.
• Build outbound-driven pipelines through cold outreach, LinkedIn sourcing, referrals, and targeted candidate engagement strategies; reduce reliance on inbound applicants.
• Recruit for commission-based and performance-driven roles, evaluating candidates on activity metrics, revenue production, and resilience in high-pressure sales environments.
• Manage candidate pipelines within ATS platforms, ensuring accurate tracking, stage movement, and real-time reporting on funnel health and conversion rates.
• Partner with leadership to forecast hiring needs, track recruiting KPIs, and optimize time-to-fill while maintaining candidate quality.
• Enhance candidate experience by maintaining consistent communication, streamlining interview processes, and supporting onboarding efforts.
• Contribute to process improvement initiatives, refining sourcing strategies, messaging frameworks, and pipeline management to support scalable growth.
• A growing FinTech firm specializing on helping small businesses access capital on demand.

• Oversees a high-performing team of 26 personnel while managing $28M in critical air traffic control equipment.
• Responsible for personnel readiness, professional development, and operational efficiency.
• Partners with senior leadership to harmonize workforce planning, training pipelines, and resource management with mission-critical objectives.
• Charged with team development, training program design, and optimizing personnel deployment to ensure mission readiness.
• Designed and implemented a streamlined training pipeline; results reduced onboarding and skill refresh timelines from 12–18 months to 6–9 months.
• Managed $1.5M+ in supply acquisitions; upgraded equipment to state-of-the-art systems and ensuring full mission capability.
• Leads and develops a team of 22 Marines and four civilian personnel; ensures full staffing coverage and operational readiness.
• Offers monthly operational reports to senior leadership; tracks equipment status, personnel readiness, and supply acquisition metrics.
• Coaches and mentors junior personnel, improving technical proficiency, team cohesion, and time-to-readiness metrics.
• Enhances team performance through measurable KPIs, regular performance reviews, and targeted professional development.

• Handled mission-critical communications and air traffic control systems for a 25+ person team.
• Deployed, maintained, and optimized advanced communication technologies, ensuring seamless operational connectivity and supporting strategic objectives.
• Skilled in team leadership, cross-functional collaboration, and developing comprehensive training programs that enhanced performance and readiness.
• Devised and implemented structured onboarding and professional development programs; reduced new hire ramp-up time by 30% and improved technical competency.
• Promoted cross-functional collaboration with logistics, operations, and personnel teams to align resources with operational readiness goals.
• Conducted workflow analysis to identify and eliminate process bottlenecks; fostered a culture of continuous improvement.
• Facilitated team training initiatives to ensure personnel proficiency in complex systems, improving overall mission performance and reliability.
• Created scalable communication solutions adaptable to rapidly changing operational environments, supporting both immediate and long-term strategic objectives.

• Selected for one of the most challenging positions in the Marine Corps.
• Oversaw full lifecycle recruiting operations in the Los Angeles market.
• Responsible for sourcing, screening, onboarding, and retaining top talent while leading a team of four recruiters through complex missions averaging 6–9 months.
• Recognized for consistently exceeding quotas, achieving exceptional retention, and identifying specialized candidates for highly competitive roles.
• Exceeded monthly recruiting quota (two per month) with a 2.5 average; consistently delivered top talent in a highly competitive market.
• Led and mentored a team of four recruiters, maintaining 100% mission completion and high retention rates across multiple 6–9 month recruitment missions.
• Successfully recruited specialized candidates for the elite Marine Corps Band, achieving unprecedented results (two qualified candidates in one month).
• Awarded the Navy Impact Achievement Award twice for exceptional recruiting performance and sourcing of specialized talent.
• Received a Certificate of Commendation for leading high-impact recruitment initiatives that aligned with organizational objectives.
• Built community partnerships, enhanced employer branding, and conducted outreach campaigns that increased market penetration and candidate engagement.
• Provided detailed recruitment forecasts and analytics to senior leadership, influencing strategic headcount planning and resource allocation.
• Developed performance-focused recruiting processes and pipeline strategies that elevated team efficiency and candidate quality.
• Leveraged the Marine Corps’ recruitment ATS, modeled on the Workday platform, to track candidate pipelines, manage applicant data, and streamline full cycle recruiting processes.
• A premier branch of the U.S. Armed Forces known for its elite training, disciplined culture, and mission-focused leadership.

GPA: 3.83/4.00