Jordan McIntyre

In this role, I interact with stakeholders for multiple accounts - both in the public sector and the private sector. I engage with hiring managers to gather requirements for their hiring needs, create and post job descriptions, source talented IT professionals, and navigate candidates through the hiring process. In addition to recruiting support, I provide business and market insights to hiring managers that benefits their ability to attract the industry's top talent. Outside of my traditional recruiting role, I am a part of our Campus Recruiting team where I plan, coordinate, and attend college career fairs to recruit interns and full-time associates. Additionally, I am the ERG Lead for our LGBTQ+ Employee Resource Group. - Leverage AI tools to optimize sourcing, automate outreach personalization, and streamline processes - Utilize networks, referrals, and LinkedIn groups to help generate a candidate pipeline - Coordinate and lead regular meetings with hiring managers to provide updates and gather feedback - Partner with stakeholders to determine hiring requirements and create tailored job descriptions - Source and attract IT professionals through platforms including Phenom, Dice, LinkedIn, and Indeed - Oversee the candidate experience from initial contact through the onboarding process - Negotiate salaries and generate offer letters in Workday for individuals in the onboarding process - Serve as the ERG Lead for our LGBTQ+ Employee Resource Group - Assist in User Acceptance Testing (UAT) for CRM migration from Bullhorn to Phenom - Plan, coordinate, and attend campus recruiting events for brand recognition and talent pipelining

In this role, I am responsible for all recruiting efforts within technology for the area of Data Analytics. I consult with hiring managers to attract top talent in the Information Technology industry. I work cross-functionally with teams to ensure we continue the growth of our amazing organization. - Consulted with hiring managers to identify needs through strategy intake calls - Edited and posted job descriptions to fit the needs of the open position - Reviewed applications and utlized hiring platforms to source candidate profiles that fit the open position - Conducted phone interviews assessing candidate's ability to fit organizational needs - Managed the candidate relationship and interview process ensuring a positive experience - Coordinated weekly stand up calls with hiring managers to elicit feedback and provide updates - Negotiated offers, sent out employment agreements, and initiated pre-employment with new hires - Built candidate pipelines for common positions to ensure quick movement on open job requestions

- Fostered strong relationships with candidates, account managers, and hiring managers - Utilized Bullhorn by Salesforce to track status of candidate and input their data - Created Boolean search strings to find suitable candidates on Dice, LinkedIn, Monster and Indeed - Negotiated salaries and generated new hire paperwork for individuals in onboarding process - Compiled and communicated key market trends using data to help educate stakeholders - Utilized networks, referrals, and LinkedIn groups to help generate a candidate pipeline - Ensured job requirements were EEO and ADA compliant before posting to job boards

- Searched for suitable candidates through LinkedIn, Monster, CareerBuilder, and Indeed - Assessed applicants' knowledge, skills, and experience to best suit open requirements - Input candidate data into Applicant Tracking System (ATS) - Updated job descriptions and job specifications to fit client objectives - Posted new jobs to appropriate job boards, newspapers, social media, etc - Screen candidates resumes and job applications with client objective in mind - Used skills matrices to screen candidates for a job requirement - Assessed applicants' relevant knowledge, skills, soft skills, experience and aptitudes - Scheduled virtual, in-person, and phone interviews between candidate and client - Monitored and applied HR recruiting best practices - Completed paperwork for new hires upon acceptance of job offer - Built influential candidate relationships during the selection process

- Schedule and conduct candidate interviews (phone screenings, individual, and group interviews) - Completed hiring process with team members and conducted onboarding training - Schedule and facilitate 360 performance evaluations to inform business and compensation decisions - Analyze business trends to identify daily, weekly, monthly, and annual staffing needs - Manage and coach 85 to 90 team members - Implement policies and procedures to reduce costs, increase productivity, and promote sales growth - Create efficient schedules that are conducive to training/development and optimizes sales growth - Motivate team members to achieve higher performance to reach organizational goals - Identified training needs through daily operations and assessments - Designed and implemented training curriculum for all new products and corporate roll-outs