Kurt Wilkins

• Closed eleven new hospital direct hire contracts in the initial six months, surpassing goal by 155%.
• Build 5 qualified candidate leads weekly through social media, job boards, and networking events.
• Developed strong candidate pipelines by combining social media outreach, job boards, and networking events.
• Managed full-service desk recruiting for travel and permanent hires across healthcare roles and client needs.
• Used relationship building to strengthen client trust, support repeat business, and expand hospital hiring opportunities.

• Developed recruiting plans aligned with staffing needs across acute care facilities and open positions.
• Developed, implemented new social media Branding program resulting in 63% higher Registered Nurse & Licensed Practical Nurse applicants
• Supported workforce planning discussions by tracking hiring priorities, anticipated vacancies, implemented policies improving positive workplace environment and clinical teamwork
• Built passive candidate outreach approaches to strengthen pipelines for hard-to-fill healthcare roles

• Grew Healthcare Division headcount from 1 to 10 employees while scaling operations during the company’s entry into travel healthcare.
• Expanded Healthcare Division revenue from $0 to $7.3M as the business established its initial travel healthcare footprint.
• Hired 161 Registered Nurses and allied clinicians for travel assignments over 26 months.
• Expanded VMS/MSP accounts from 3 to 18 accounts while supporting growth across critical care access hospitals.
• Signed 6 additional contracts with critical care access hospitals to support new business development.
• Trained recruiters after promotion to Recruiting Manager and established the company’s new Human Resources department.
• Launched the company’s new Healthcare Division for its initial entrance into the travel healthcare industry.

• Directed four direct Human Resource reports across daily recruiting operations and staffing support.
• Contracted and hired 4 physicians, 2 nurse practitioners, and 14 RNs during the first six months of the assignment.
• Approved 2 full-time recruiters to expand recruiting capacity and support growing hiring demand.
• Updated recruiting processes and implemented ATS management and CRM systems to improve technology use in hiring workflows.
• Analyzed recruitment analytics to surface trends, hiring risks, and opportunities to strengthen talent acquisition strategy.
• Managed vendor relationship management with external agencies and negotiated partnership terms that supported the organization's bottom line.

• Advised clients on retirement, benefits, and unemployment matters for newly hired, retiring, and discharged employees.
• Delivered HR, talent acquisition, and diversity training tailored to client needs and workforce goals.
• Identified inefficiencies in client operations and proposed targeted solutions to reduce costs and improve workflow.

GPA: 3.4/4.0

• Pi Gamma MU Honorary Society
• Dean's List with 5 memberships
• Who's Who Amongst America's Universities