Seeking splits in exchange for candidates in Marketing - Advertising - Licensing - Branding

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Permalink Reply by Dennis Dsouza on July 22, 2008 at 1:16pm

Hi John,

Let me know a good time and number to speak further on this.

Thanks and Regards
Dennis Dsouza
Dennis@careermosaic.org
302-231-2090

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Permalink Reply by Dominick Burgos on August 5, 2008 at 5:15pm

Dominick Burgos
(630)815-7082
dominick.burgos@comcast.net

Summary:
I am a solutions orientated Corporate Talent Acquisition subject matter expert with more than 10 years of experience supporting Fortune 500 executives. I leverage a consultative and collaborative leadership style that brings Business and Human Resources professionals together to exceed stakeholders’ expectations.

As a strategic business advisor in that areas of; organizational development, top grading, talent pipeline development and talent acquisition best practices coupled with agency level execution, I deliver superior return on investment.
Professional Experience:
Experian America 3/08-Present
Talent Acquisition Partner, Marketing Solutions Business Unit (Contract)

 Responsible for the delivery of talent acquisition strategies that are aligned with overall business and organizational strategy.
 Conducted needs analyses or other prioritization activities to understand the top functional and technical talent issues/needs/trends.
 Create a sourcing roadmap that analyzes internal and external environments and accounts for interdependencies, project sequencing, and change management requirements.
 Ensuring compliance (UAL, EEO/AAP, etc.)
 Improving the hiring manager and candidate experience
 Gathered and analyzed ratios such as annualized turnover, cost per hire, cost per fill and days to fill. Utilized data to identify and implement proactive strategies as needed.

Partial List of Positions filled:
VP, Product Management and Marketing (25 direct reports), Director Marketing, Strategic Alliance Consultant, Business Development Manager, Statistical Consultant (15 direct reports), Real Time Marketing Product Analyst, Statistical Analysts, Strategic Account Director, Real Time Marketing Project Manager, Real Time Marketing Graphic Designer


United Airlines 10/07-3/08
Talent Acquisition Consultant (Contract)
Was initially engaged to support UAL’s enterprise ISD (technology) reorganization. It was quickly apparent that my collaborative and consultative style would be an asset to fill key leadership roles for both technology and business initiatives.

 Conducted needs analyses or other prioritization activities to understand the top functional and technical talent issues/needs/trends.
 Create a sourcing roadmap that analyzes internal and external environments and accounts for interdependencies, project sequencing, and change management requirements.
 Ensuring compliance (UAL, EEO/AAP, etc.)
 Improving the hiring manager and candidate experience
 Gathered and analyzed ratios such as annualized turnover, cost per hire, cost per fill and days to fill. Utilized data to identify and implement proactive strategies as needed.
 Championed the utilization and improvements of Applicant Tracking Systems (Taleo).
 Coordinated the extension of employment offers and negotiated compensation packages

Partial List of Skills Recruited:
Managing Director of Strategy & Planning (160 direct reports), Manager of Strategy, Planning and Governance (25 direct reports), Business Technology Consultant, Manager of Finical Applications Development (65 direct reports), Director of Resource Planning (35 direct reports), Managing Director of Vendor Management (800 million dollar project with 250 direct reports), Enterprise Project Managers and Business Analyst

Sourcing Resources: Monster, Dice, Hotjobs, CareerBuilder, LinkedIn, CraigsList, Job Fairs, User Groups

AIM Consulting Group LLC 10/06 – 10/07
Director of Talent Acquisition
The AIM Consulting Group is a technology professional services firm founded on the principle that the relationship between client, vendor, and consultant should be a strong bond with each working towards a common goal: Success through effective use of IT.

 Lead overall recruiting and staffing environments-- including overall business functions, and geographies.
 Developed a national sourcing vision and strategy for critical Professional and Executive Hiring; incorporate for diversity and niche market requirements; link to organization and company key talent requirements.
 Defined resource and budget requirements; define team requirements and role responsibilities; leverage virtual teams where possible to develop and execute on strategy.
 Further defining and refining key sourcing methodologies, components and processes.
 Work with other process leaders to develop a consistent way to lead, engage, and drive co-design discussions.
 Ensuring compliance (AIM, EEO/AAP, etc.)
 Improving the hiring manager and candidate experience.
 Conducted needs analyses or other prioritization activities to understand the top functional and geographical talent issues/needs/trends.
 Create a sourcing roadmap that analyzes internal and external environments and accounts for interdependencies, project sequencing, and change management requirements.
 Defining, tracking and reporting on program success measures (ultimately contributing to increased revenue and increasing productivity).
 Implementation planning that includes and leverages communications, marketing, training, etc.
 Assessing risks to program success and creating mitigation plans.
 Developed corporate recruiting process along with the accompanying documentation
 Selected and administered criminal background check and drug screen solution


Robert Half International 10/05 – 10/06
Recruiting Manager

I was personally recruited by the RHI District Manager to revive their technology placement business for the suburban Chicago marketplace. It has been a startup business unit within a four billion dollar international staffing business. RHI has a strong reputation in the Accounting and Finance space but no real market presence in the technology permanent placement space. I was charged with building relationships with clients and candidates in order to grow this business unit.


World Wide Merchants 10/2001- 10/05
Director of Talent Acquisition

 Formalize recruitment process for non-exempt, professional and managerial positions; evaluate, recommend and implement cost-effective, quality recruitment strategies utilizing direct sourcing techniques.
 Gather & analyze ratios such as annualized turnover, cost per hire, cost per fill and days to fill. Utilize data to identify and implement proactive strategies as needed.
 Championed the implementation of Applicant Tracking Systems.
 Oversee compensation, merit & bonus studies & implementation. Assist in benefit plan rollout and education.
 Identify, develop, administer & facilitate employee’ training programs such as Behavioral Interviewing, Management Made Simple, Performance Management, Excellence in Supervisory Skills and Manager Applicant Tracking Systems.
 Coordinated the extension of employment offers and negotiated compensation packages


Spencer Reed Group 10/2000- 10/2001
Director of Business Development & Recruiting Services

 In this capacity, I was responsible for the strategic direction of the branch as it relates to all business development and recruiting initiatives. Totally accountable for insuring internal growth expectations of board of directors are achieved.
 Personally responsible for building the market presence of a Kansas City based firm that had not previously penetrated the Chicago market place.
 Recruited, trained and managed a five person permanent placement recruiting team.

Hamilton Grey 1/98- 7/2000
Senior IT Recruiter

 Developed and maintained relationships with corporate clients to determine temporary and permanent staffing needs.
 Attended job fairs, recruiting events and networking functions.
 Conducted in-person interviews, screened and skill-tested candidates.
 Identified and marketed candidates to prospective clients via telephone and personal visits.
 Arranged interviews between clients and potential candidates and closed both parties.
 Coordinated the extension of employment offers and negotiated compensation packages




References Available Upon Request

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