Jamie LaMacchia

As an Executive Recruiter I am responsible for executing the full life cycle of direct hire recruiting for top tier, mid- to senior-level professional direct hire job orders for a variety of clients. Partners with clients to define strategic objectives and hiring needs. Analyzes hiring needs, determines best recruiting methods, creates, and deploys client and role-specific recruiting strategies. Develops client accounts and generates new business through candidate and client leads, referrals and various forms of marketing. Builds and maintains a comprehensive candidate pipeline that addresses client needs. Serves as subject matter expert on market trends, target industries, and roles.

First to Graduate Training early- 6week training and development

ESSENTIAL DUTIES & RESPONSIBILITIES:
• Develops client accounts and generates new business through candidate and client leads, referrals and various forms of marketing.
• Partners with clients to analyze hiring needs, determining best recruiting methods, and creates and deploys client and role-specific strategic recruiting strategies and client marketing initiatives.
• Stays abreast of leading industry trends and recruiting best practices.
• Builds and maintains subject matter expertise on target industries, clients and roles.
• Screens resumes and conducts behavioral based interviews and competency-based evaluations.
• Provides guidance and negotiates fee agreements with clients; completes appropriate correspondence for each placement.
• Nurtures continued account development for generating new business.
• Tours clients’ offices and seeks to gain full understanding of clients’ goals and objectives.
• Generates Direct Hire fees per budgeted goals.
• Enters and tracks assignment and candidate data in various tracking and order systems.
• Creates and executes temporary employee programs.
• Builds and maintains relationships with both passive and active candidates.
• Establishes and maintains a network of industry contacts through participation in professional and trade associations and other professional networking organizations.
• Develops relationships with key clients and business leaders.
• Responds to and addresses a variety of candidate, temporary employee and client inquiries.
• Completes candidate hiring and onboarding processes in accordance with client and organizational requirements.
• Participates in special projects and performs other duties as assigned.

• Focused on locating well-qualified candidates within the IT industry.
• Evaluated strengths and weaknesses of candidates through effective screening processes.
• Leveraged social media platforms and online job boards to advertise open positions and engage with potential candidates.
• Developed recruiting strategies to identify qualified candidates and build network.
• Compiled and produced qualified candidates' information for hiring manager review and liaised between parties to coordinate formal, management interviews.
• Operated and maintained applicant tracking and candidate management systems.
• Followed up with notable applicants sourced via industry-specific pipelines, events, and job fairs.
• Collaborated with internal teams to continuously improve recruitment processes and execute as efficiently as possible.
• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.
• Second in command upon managers absence

• Team Lead and Trainer of New Employees- Considered for Management Role
• Implementing the sourcing strategy and sourcing qualified candidates for open positions in a designated functional area of the client’s organization.
• Utilizing a variety of sources in line with the client’s branding and social media policies with a focus on direct sourced (passive) candidates.
• Responsibility for being the first point of contact for candidates, delivering exceptional candidate care and ensuring that candidates are effectively pre-screened before inclusion into the recruitment process.
• Qualifying candidates for skill, cultural, and motivational fit, utilizing behavioral based approach and screening criteria defined by the client. Maintaining timely and accurate information on all candidate interactions in the database.
• Proactively pipelining talent and creating pre-qualified candidate talent pools in line with the client’s workforce plans.
• Maintaining contact with existing talent pool candidates to obtain and capture up to date market intelligence and briefing them on potential current and future opportunities.
• Assisting with development and implementation of candidate initiatives such as candidate newsletters, marketing campaigns, sourcing strategies, etc.
• Conducted phone interviews to assess applicants relevant knowledge, skills, experience and aptitudes.

• Coordinated with IT team leaders to forecast hiring needs and
  department goals.
  • Onboarded new hires and set up training.
  • Full lifecycle recruiting: Manage recruiting process from requisition to
  first day of work.
  • Post approved jobs to Net Health's Applicant Tracking System and
  online job boards/social platforms.
  • Prescreen qualified applicants ensuring they are a fit for the team
  and the company culture, ultimately reducing turnover.
  • Coordinate with finance on budgeted/non-budgeted roles.
  • Create and send offer letters.
  • Negotiate offers with candidates.
  • Facilitate and educate on hiring best practices with hiring managers.
  • Participate in weekly recruiting meeting to review open positions
  with senior & C-level staff.
  • Work with hiring managers to develop and execute recruiting plans
  for each position in the organization, including assisting with
  determining location for new hire, refining search criteria as needed,
  educating hiring managers on how to market their job to their
  personal social networks, and identifying the right fit needed for the
  team.
  • Post open positions in applicant tracking software and external
  websites; source candidates by performing online resume searches
  and cold calling.
  • Keep average time to hire under 90 days.
  • Reduce external recruiting and staffing fees by sourcing talent
  
  organically.
  • Monthly reporting as needed including hiring status, budget reports,
  and forecast
  • Used coordination and planning skills to achieve results according to
  schedule

• Leveraged social media platforms and online job boards to advertise open positions and engage with potential candidates.
• Followed up with notable applicants sourced via industry-specific pipelines, events and job fairs
• Partnering with hiring managers to determine staffing needs
• Screening resumes
• Performing in-person and phone interviews with candidates
• Administering appropriate company assessments
• Performing reference and background checks
• Making recommendations to company hiring manager
• Coordinating interviews with the hiring managers
• Following up on the interview process status
• Maintaining relationships with both internal and external clients to ensure staffing goals are achieved
• Communicating employer information and benefits during screening process
• Staying current on the company's organization structure, personnel policy, and federal and state laws regarding employment practices
• Serving as a liaison with area employment agencies, colleges, and industry associations
• Resolved conflicts and negotiated mutually beneficial agreements between parties
• Participated in continuous improvement by generating suggestions, engaging in problem-solving activities to support teamwork

• Acilitate new hire orientation and scheduling.
• Networked at corporate events to find potential employees.
• Completed paperwork and work authorization forms after hiring new employees.
• Maintained work structure by updating job requirements and job descriptions for all positions.
• Communicated with potential hires to provide clarity on expected tasks, compensation and policies.
• Reviewed job applications to identify, vet and recommend optimal candidates.
• Screened all applicants based on qualifications and background to meet and exceed rigorous standards.
• Followed up with notable applicants sourced via pipelines, events and job fairs.
• Worked with recruiting teams and human resources representatives to accomplish hiring objectives.
• Developed targeted strategies to locate and onboard specific candidate types, meeting short- and long-term business objectives.
• Developed lists of qualified candidates for corporate hiring managers.
• Provided information about pay rates, dates and training processes.
• Adhered to corporate branding requirements when filling positions.
• Tracked candidates and pushed for feedback on disqualifications, time-to-fill statistics and other variables.
• Negotiated employee salaries and prepared employment contracts.
• Sourced for qualified candidates while screening interviews to identify best prospective team member.
• Utilized social media sites to recruit new employees.
• Scheduled interviews with other healthcare professionals.
• Broke Company Record for # of Hires in Month
• Trained New Hires
• Managed team of 5 employees, overseeing hiring, training, and professional growth of employees

• Streamlined executive background check processes.
• Discussed contracts and compensation with new hires.
• Coordinated incoming job requisitions and applications.
• Scheduled interviews with potential hires.
• Scheduled interviews with other healthcare professionals.
• Tracked sourcing of applicants through PCR
• Developed and managed pipeline for entry-level and experienced candidates.
• Recruited top Healthcare talent, aligning career goals with clients' hiring needs.

• Developed and facilitated job recruitment fairs.
• Organized new employee orientation schedules for all new hires.
• Promptly corresponded with all applicants and coordinated and conducted interviews.
• Led the creation of recruiting plans for all open positions.
• Posted positions through approved recruitment channels.
• Networked with industry contacts, association memberships and associates.
• Pre-screened all resumes prior to sending them to corporate hiring managers for consideration.
• Screened all applicants based on their qualifications and background.
• Tracked candidates and pushed for feedback on disqualifications, time-to-fill statistics and other variables.
• Converted employee status from temporary to permanent.
• Tracked key dates and deadlines and maintained specific personnel lists.
• Partnered with local organizations and universities for engagement and interest in jobs offered in their community.
• Hired employees and initiated new hire paperwork process.
• Promptly corresponded with applicants and coordinated and conducted interviews.

• Researched and resolved routine and complex issues.
• Followed up on denials, late payments, extensions and other special circumstances.
• Resolved discrepancies in insurance payments by collaborating with carriers.
• Effectively managed a high-volume of inbound and outbound customer calls.
• Addressed and resolved customer product complaints empathetically and professionally.
• Utilized Exemplo to document and track customer account details.
• Tracked all pending authorizations to resolve discrepancies and avoid revenue loss.
• Approached potential clients by using direct marketing techniques, including mailings and phone contacts.
• Cultivated new business by offering presentations on financial well-being to individuals and groups on term and whole life insurance.
• Maintained high standards of customer service by building relationships with clients.
• Processed eligibility and benefits verification and authorization requests.

The District Staffing Manager is responsible for the effective management and profitable operation of two or more branch offices.Present e-solutions, Vendor Management, HR Services, Payrolling, assessments, training and other service programs to customers in order to secure or maintain their business 9.) Maintain a minimum of 1500 billable hours.

• Established clear objectives and helped team members develop plans to achieve quotas.
• Sourced new leads and developed deep client relationships to promote sales.
• Supported the sales team in writing proposals and closing contracts.
• Attended sales training camp and brought best practices leadership back to the company.
  
• Built relationships with customers and the community to establish long-term business growth.
• Aligned database systems with district goals by automating processes and eliminating preventable errors.
• Monitored customer buying trends, market conditions and competitor actions to adjust strategies and achieve sales goals.
• Coached sales associates in product specifications, sales incentives, and selling techniques, significantly increasing customer satisfaction ratings.
• Assessed each location's individual and team performances, analyzing data trends to determine best methods to improve sales results.