Ted Milfort

• Manage full-cycle recruitment in a high-volume environment, consistently hiring 25–30 candidates per month
• Source, screen, and qualify candidates using Indeed, LinkedIn, and Manatal, (ATS)
• Maintain accurate candidate pipelines and ensure timely follow-ups throughout the hiring process
• Serve as the primary point of contact for candidates, delivering a positive and professional experience
• Coordinate onboarding processes, including documentation completion and new hire setup
• Ensure compliance with company policies and hiring procedures
• Collaborate with leadership to meet hiring goals and staffing demands
• Improve hiring efficiency by organizing workflows and maintaining structured recruitment processes

I serve as the primary point of contact for team member inquiries, providing Tier 1 support across key HR areas including benefits, payroll, leaves of absence, and accommodations. I handle inbound and outbound calls, ServiceNow tickets, and other channels to ensure timely, accurate, and professional resolution of employee questions.

• Supported HR policy development and implementation, ensuring alignment with organizational goals and legal requirements.
• Managed HRIS data entry and maintenance, ensuring accuracy of employee records and compliance.

• Managed full-cycle onboarding for new hires, including document preparation and orientation scheduling.
• Sent and tracked hiring documents using DocuSign, ensuring timely completion.
• Conducted background checks through Verified Credentials and coordinated pre-employment screenings.
• Scheduled medical appointments with approved providers based on role requirements (transitioned from Anderson Kelly to alternative providers as needed).
• Delivered new hire orientation sessions and ensured all compliance steps were completed before start dates.
• Maintained organized records and collaborated with internal teams to ensure a smooth onboarding process.
• Collaborated with hiring managers to ensure onboarding materials were role-specific and aligned with departmental needs.
• Monitored onboarding progress and followed up with new hires to support engagement and address early-stage concerns.

• Improved invoice processing efficiency and reduced payment errors.
• Ensured vendor data accuracy and maintained strong relationships.

• Managed full-cycle recruitment, from job posting to offer acceptance, across various departments.
• Posted and promoted job openings on platforms such as Indeed and LinkedIn to attract qualified talent.
• Screened resumes, conducted phone interviews, and coordinated with hiring managers to schedule next steps.
• Built and maintained a strong candidate pipeline for current and future hiring needs.
• Used Applicant Tracking Systems like Greenhouse to track applicant progress and ensure accurate documentation.
• Partnered with internal teams to understand staffing requirements and provide hiring support.
• Maintained a strong focus on candidate experience by ensuring timely communication and feedback.
• Leveraged social media and networking to increase employer brand visibility and source passive candidates.

• Schedule interviews, communicate with candidates, and assist with new hire paperwork and orientation processes.
• Ensure personnel files are up to date, accurate, and securely stored— both physically and in HRIS systems.
• Help track documentation for labor law compliance (EEO, ACA, AAP), and assist in preparing reports and audits.
• Address basic HR-related questions regarding benefits, policies, timekeeping, and procedures, and direct complex issues to senior staff.