Andrew Cottam

• Spearheading full cycle recruitment for technical, robotics and business roles across AI. Strategic partner to hiring managers.

• Scaled company headcount from 45 to 150+ in under 2 years across engineering, sales, product, and G&A roles, maintaining an average time-to-fill of 30 days and 95%+ offer acceptance rate. • Spearheaded a GTM recruitment campaign and recruited 3 top salesmen across diverse industries that brought in over $40M in revenue and company growth across 3 different business pipelines. • Built and managed a team of 6 recruiters (technical and non-technical); provided mentorship, training, and performance management. • Partnered with executive leadership on headcount planning, compensation benchmarking, and hiring strategies • Implemented Lever ATS and automated reporting workflows, improving pipeline visibility and reducing administrative workload by 50%. • Developed and launched an internal referral program, increasing internal employee candidate referrals by 30% and reducing sourcing costs by over 100K. • Negotiated sourcing contracts (LinkedIn, Hired, Indeed), resulting in annual cost savings of $50K

• Oversaw operations for 6 recruiting stations (3 large, 3 small), leading a team of 45+ personnel across a multi-state region. • Positioned the Orlando based healthcare recruiting firm as the #1 nationwide recruiting company by optimizing recruitment workflows, training senior acquisition managers and establishing a high-performance culture focused on quality and results. • Trusted advisor to executive leadership, regularly submitting detailed reports to the CEO on all talent acquisition initiatives, policies and performance metrics. • Improved mission readiness to 100% across all stations by standardizing training schedules, inspection protocols, and accountability measures. • Enhanced inter-station collaboration, resulting in a 20% increase in referrals and cross-market placements across the battalion footprint.

• Led a team of 10 recruiters, consistently achieving 120–150% of annual mission requirements for medical professional accessions. • Recruited over 90 healthcare professionals across critical specialties (physicians, nurses, dentists) during a 3-year command, exceeding regional benchmarks. • Increased station productivity by 45% by implementing performance tracking systems and targeted recruiter development plans. • Reduced applicant processing time by 35% through streamlined documentation workflows and improved coordination with MEPS and medical credentialing teams. • Maintained 100% compliance during all IG and internal audits by enforcing policy adherence and conducting monthly readiness inspections.

Led a team of 5+ recruiters, supporting daily operations and achieving 110–125% of monthly recruiting mission requirements. • Mentored and developed 5 junior recruiters, resulting in 3 earning promotions ahead of peers and 2 receiving command-level recognition. • Improved station contract production by 20% by refining lead generation strategies and introducing structured follow-up protocols. • Reduced applicant attrition by 30% through hands-on coaching, applicant engagement tracking, and improved pre-accession preparation. • Maintained 100% compliance across all enlistment records and applicant files during TRADOC and IG inspections