Michael Ledbury

Hiring doesn’t have to be slow or expensive. Super Recruiter partners with internal teams to lower cost per hire through a data-driven, multi-channel approach that delivers higher-quality candidates faster and more reliably than job boards or employee referrals. Here are the 5 problems we solve: 1. You’re not getting enough quality inbound candidates. 2. You're not hiring great talent fast enough. 3. You have limited time and resources. 4. You can't predict your hiring timelines. 5. You don’t have the budget for tools and expensive recruiters. Over $2MM saved in hiring spend already. A modern recruiting partner for growing teams.

Exited after an extremely successful bout of wearing an entrepreneurial hat for the first time.

2020 President's Club 2019 President's Club 2019 Rising Star Award • Billed a combined total of over $1MM in my first two years amongst 75+ placements. • Recruit for a wide range of IT positions for multiple clients spread throughout the States. • Recognized as one of the “go-to” technical resources within the office due to my high level of understanding of a wide range of technologies and candidate skill sets. • Realized myself as a top-performer at the largest local staffing firm in the state of Florida; I was promoted to a High Producer commission plan within 8 months; • Became a Power User of our ATS (eRecruit); Responsible for documenting candidate activity, presentation and client interviews in our ATS (eRecruit). • Consistently exceeding weekly and monthly KPIs, averaging 3-4 deals a month. • Averaged 50+ phone calls a day, but perfected my strength in relationship-building through digital correspondence, particularly with meticulously crafted e-mails and InMails, while using other sourcing tools like our internal database, job boards (Dice, Indeed, StackOverflow, ZipRecruiter, CB, Monster, etc.). • Responsible for the full-cycle of recruitment: from candidate sourcing, to relationship building and career consulting, to methodically crafting attractive candidate profiles/summaries for hiring managers to truly understand the scope of a candidate’s talents, to interview scheduling, salary negotiation, timesheet review, to rebutting hiring managers’ consideration (always fighting for my great candidates), to assisting/filing for candidate’s H1B and TN visas, et. al.

• Full-cycle recruiting: sourcing/candidate generation, cold calling, marketing, research, interviewing, assessments, presentation, negotiation and closing. • Networked, built and maintain relationships, negotiate terms of agreements, contracts bill, pay, and placement fees with clients. • Conduct phone and in-person meetings with prospective client executives in pursuit of the client’s needs and how to properly extend my resources to fulfill said needs. • Daily cold calling, selling core business, strategic consulting offerings, and business skills solutions. • Interview, evaluate and reference all candidates to determine their skill levels and their suitability for placement. Match qualified candidates to client specific job order requirements to ensure client retention. • Utilized a wide variety of methods to generate qualified candidates, including web-based sourcing, internet postings, internal and external networking. • Maintain a consistent network and pipeline of talent. • Constantly supplied my clients and candidates with outstanding customer service and delivered results to ensure client retention.

• Lead recruiter for an extremely active and successful vacation (72-seat) sales office - responsible for making/taking hundreds of calls per week, scheduling interviews, actively running the interviews, and processing all stages of hiring for potential candidates (averaged 25+ interviews a week). • Receiving/making up to 100 calls a day for qualifying potential candidates for our sales floor. • Responsible for creating fresh and attractive ads for our sales positions for Craigslist, Monster, Indeed, ZipRecruiter, etc. • Responsible for administrative work (retention metrics, payroll processing, I9 forms, contract processing, etc.)

• Responsible for all advertising for hiring, as well as interviewing qualified candidates for our direct marketing positions. • Assumed and performed managerial roles, including all areas of recruiting and customer service, interviewing and hiring, new employee processing, drug test scheduling, and orientation and sales/recruiting training. • Worked and excelled in the field for several of our marketing campaigns, interacting with 100+ people a day and constantly recruiting for new marketing agents.