Juli Warren

Roles I commonly hire for:
✔ Full-stack and backend Java developers, mobile (iOS/Android) engineers
✔ Machine learning engineers, data scientists, analytics professionals
✔ Principal engineers, engineering managers, software architects
✔ Cloud/DevOps engineers, security experts, infrastructure leads
✔ Senior managers, directors, and senior level positions

• Managed full-cycle recruiting processes, ensuring timely placement of top-tier candidates.
• Spearheaded employer branding initiatives that showcased company culture and attracted top industry talent.
• . Conducted regular market research on competitor offerings and industry trends, providing valuable insights for strategic workforce planning.
• Conducted comprehensive candidate screenings to ensure proper fit for organizational culture and role requirements.
• Implemented metrics-driven strategies to monitor recruiter performance and drive continuous improvement initiatives.
• Utilized data analytics tools to identify trends in candidate behavior, tailoring outreach efforts accordingly.
• Negotiated competitive compensation packages on behalf of clients, securing top talent while maintaining budgetary constraints.
• Trained junior recruiters in best practices, contributing to improved team performance and productivity.
• Used Boolean searches to develop applicant portfolios for expected openings.
• Sourced and selected applicants for technical positions within company.

Beyond recruiting, I stay closely involved in building a better hiring experience overall. That includes:

• Running virtual orientations for new tech hires
• Mentoring new recruiters through our job shadow program
  Supporting internal mobility and documenting the internal candidate experience
• Helping align hiring teams through intakes, job description reviews, and interview structure planning
• Managing our HackerRank access for technical assessments
  Facilitating interview debriefs and decision-making

Whether it's improving the process, supporting a hiring team, or helping a candidate feel seen and supported—I try to bring consistency, transparency, and a human touch to everything I do.

• Solid knowledge of strategic sourcing techniques (e.g., social media recruiting, ATS/CRM management, email campaigns, personal reach outs, LinkedIn Recruiter expert, Boolean search’s, networking, etc.)
• Technical expertise with ability to understand and explain job requirements for IT roles, and effectively screen resumes from IT candidates.
• Expertise in rapidly identifying, attracting and closing diverse candidate skillset with proven ability to quickly understand complex positions and conduct thoughtful and effective searches.
• Performed pre-screening calls to analyze applicants’ technical abilities, such as; coding, full stack/backend/object-oriented languages, feature delivery, system design, requirements gathering, architecture, software development (SDLC), and leadership/influencer experience.
• Interview candidates combining various methods (e.g., structured interviews, technical assessments and behavioral questions.
• Participate in tech conferences and meetups to network with IT professionals.
• Promote Amazon's branding, and its diverse and inclusive work environment to candidates.
• Weekly focus on DEI recruiting and sourcing requirements
• Conduct job and task analyses to document job duties and requirements
• Keep up-to-date with new technological trends and products
• Recruitment included; Software Development Engineers(I, II, III), Product Management - Technical, Technical Program Managers, Software Development Managers, Front(FEE) and Back End Engineers, etc.,
• Hands-on experience with various interview formats; Skype, Chime, SLACK, Zoom, etc.
• Compensation and benefit discussions.
• Sell calls with hiring managers to place offer ready candidates
• Prepared candidates for online assessments, hiring manager phone screens and 4 panel virtual interviews with candidate tailored informational prep call for best results
• Solid understanding of HR practices and labor legislation.

• Technical recruiting included Software and Hardware Architects, Cyber Security Engineers, Application Engineers, Sr Staff Software Engineers, Functional Safety Engineers, Mechanical Engineers, etc.
• Collaborating with Hiring Managers to create job descriptions, requirements and assisting with pay grades per specific roles.
• Accurately entered and updated job requisition information into access database.
• Full life cycle recruiter, presenting offers to candidates, negotiating salaries, hiring bonuses and PTO for hiring manger.
• Experience using Workday (ATS) for tracking and data metrics.
• Assigned to 20 – 50 requisitions at one time continuously to fill.
• Training and development of new recruiters on Talent Acquisition Process.
• Developed and maintained strong working relationships with executives, HR team, and hiring managers to foster partnerships that produced consistent results.
• Optimized sourcing networks and used proactive methods to direct source candidates.
• Leveraged employee referrals, direct sourcing, Internet applications and recruitment agencies to source candidates for positions.

• Designed, implemented, and developed recruitment strategy based on company’s mission vision and values.
• Plan and implement company talent acquisition strategy.
• Increased the diversity in recruitment & created an inclusive workspace by advertising the vacancies on international job boards, headhunting people from different backgrounds and engaging employees.
• Recruited Mortgage Loan Originators (Officers), Financial Center Managers, Accountants, Commercial Loan, Managers, Personal Bankers, Merchant Services Representatives, Customer Service Specialist, Cyber Security Engineers, Java Developers, etc.
• Conducted Phone and Virtual (WebEx) interviews for all positions
• Prepared HR interview feedback to hiring managers and scheduled technical interviews accordingly
• Liaised with cross functional teams and departmental heads to assess their recruitment needs and provided HR support.
• Responsible for sourcing, screening, and recommending candidates for ATS (Cornerstone)positions as well as onboarding new hires.
• Road mapped pre boarding and onboarding process.
• Identified opportunities to build applicant pools, including passive candidates, established trust and partnerships.
• Gathered requirements with managers, identified potential candidates through effective interviewing and testing, effectively administered the interviewing and onboarding process, and ensured positive new hire experience.
• Developed and executed recruitment plans and strategies are primary responsibilities to ensure hiring goals are met with best possible talent.

• Managed recruitment teams and on premise accounts for temporary and permanent placement.
• Identify key behavioral and technical competencies, conducted pretesting assessments, and behavioral-based interviews
• Recruited top talent to maximize profitability.
• Strong experience collaborating with Hiring Managers and clients to create requisition requirements.
• Consistently achieved quarterly company goals.
• Developed creative recruiting resources and networking activities to attract qualified employees interested in contract, contract to hire and direct placement employment
• Specializing in several different areas of recruiting, such as; life science (biotechnology); scientist level 1-4, microbiologist, quality assurance scientist, bio-chemical engineer, clinical lab technicians, data analyst, etc. Skilled Trades recruitment, such as;welders, maintenance technicians, machine operators, etc. Commercial recruitment, such as; assemblers, pick/packers, line workers, material handlers, shift leads, etc. Engineering recruitment, such as; process, quality, automotive engineer, mechanical engineer, electrical engineer, software, and materials engineers.
• Performed all necessary recruiting management, contractors screening to ensure their qualifications meet open positions (i.e., interviews, reference checks, skills testing, drug screening, background checks, etc.
• Presented complete QBR’s, VOC metrics to clients and customer.
• Managed performance feedback program according to client specific requirements.
• Followed Injury Reporting Protocol by communicating with appropriate internal contact and local medical facility that provides post-accident care.
• Implemented contractor safety program at Metalsa- Hopkinsville, KY.
• Meet with client to discuss and review performance reports including but not limited to attendance, retention, hours, billing etc
• Maintained all documentation using Aerotek's online system and access database to track information and hiring metrics regarding candidates and sourcing strategies
• ATS – Recruiter Workforce and Salesforce.
• Process Improvements: Including implementing and developing new safety orientation, utilized SME partners in health and safety, employee relations, developed a daily roster and staffing requirements that was distributed nightly for Metalsa upper-level management and floor supervisors.
• Established and maintained contacts with schools, employment agencies and other public organizations to find and attract applicants.
• Developed lists of qualified candidates for corporate hiring managers.
• Worked with recruiting teams and human resources representatives to accomplish hiring objectives.
• Reviewed resumes and employment applications and interviewed applicants to evaluate work history and other qualifications.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Briefed new hires on essential job information, such as company policies, employment benefits and job duties.
• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Liaised between multiple business divisions to improve communications.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Facilitated communication and coordination between employees and management to keep parties informed.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Provided guidance on policies and procedures to harmonize responses, provide appropriate investigation actions and reach resolution of grievances.