Shannon Hernandez

Recruitment:

• Develop and Implement Recruitment Strategies: Design and execute customized recruitment plans to attract top talent, ensuring alignment with organizational culture, job requirements, and market trends.
• Full-Cycle Recruitment Management: Lead the end-to-end hiring process, including sourcing, interviewing, negotiating offers, and managing candidate experience to ensure a seamless and efficient recruitment flow.
• Talent Pool Development: Build and maintain a robust pipeline of qualified candidates through various sourcing channels, including job boards, LinkedIn, Seek Out, and referrals, while also leveraging passive talent strategies.

Talent Advocacy + Career Guidance:

• Partnered with professionals in transition to clarify career direction, elevate confidence, and develop personalized job search strategies.
• Guided candidates through resume optimization, LinkedIn branding, and interview preparation, resulting in stronger positioning and increased hiring outcomes.
• Designed and delivered career tools (job trackers, outreach templates, networking strategies) to simplify the search process and reduce overwhelm.

• Sourced and Recruited Energy Efficiency Talent: Utilized platforms like LinkedIn, Seek Out, ZipRecruiter, and Indeed to identify and engage qualified candidates for roles such as Program Managers, Outreach Professionals, and Energy Engineers within the energy efficiency sector.
• Conducted Targeted Interviews and Evaluations: Assessed candidates’ technical expertise in energy efficiency, project management skills, and industry knowledge to ensure a strong fit for specialized roles.
• Leveraged Referrals and Collaborated with Clients: Built and maintained relationships with industry professionals for referrals while partnering with hiring managers and stakeholders to tailor recruitment strategies for energy efficiency positions.

• Corporate recruiter responsible for full lifecycle recruiting on both salaried and hourly positions including IT, manufacturing/production, operations, sales and marketing.
• Responsible for initial intake call, sourcing, screening, pipelining, extending offers, creating offer letters and onboarding.

• RPO Recruiter responsible for effectively sourcing, screening and placing quality technical and non-technical professionals in needed client positions nationwide; Areas of expertise include but not limited to Network and Infrastructure, DevOps, Security, Software Engineering and Project Management.
• Utilized internal databases, job boards, job postings, LinkedIn and social media to source and qualify quality candidates and build candidate rapport.
• Responsible for scheduling and running weekly client meetings to review and discuss all recruiting activity including challenges and market feedback as well as delivered candidates and their statuses.
• Work side by side with clients’ HR departments and corporate recruiters to seamlessly increase recruitment production.

• Responsible for building a team of 3 junior technical recruiters as well as for training, coaching/mentoring and delegating requisitions.
• Responsible for account management, building and maintaining client relationships and being the liaison between clients and the recruiting team.
• Responsible for effectively sourcing, screening, pipelining and placing quality technical professionals in needed client positions.
• Responsible for building solid client and candidate relationships to ensure that the needs of both are met.
• Utilize job boards, job postings, LinkedIn as well as MeetUp and other networking events to source quality candidates and build candidate rapport.

• Performed full lifecycle recruiting for IT related requirements supporting Information Technology Services placing quality candidates with national clients.
• Served as a resource for and built solid relationships with local and national technical professionals by providing monthly follow up calls and keeping candidates abreast of the latest market trends.
• Sponsored numerous local networking events to establish a name in the market and solidify relationships with both candidates as well as clients.

• Active and Proactive Recruitment: Manage current and future IT requisitions by utilizing the company database and online job boards to source top candidates.
• Comprehensive Candidate Evaluation: Conduct thorough phone screenings, internal interviews, and reference checks to ensure the quality and suitability of candidates.
• Build and Maintain Relationships: Foster strong contractor relationships through regular communication, including phone check-ins and quarterly in-person meetings.