A confident and enthusiastic Recruiter experienced in hiring for well established digital companies and e-commerce start-ups. I have enjoyed the fast pace and range of challenges in an agency environment and now thrive whilst representing one brand in-house, where I have the opportunity to recruit across all parts of the business. I am an enthusiastic ambassador for my company or client, I want to recruit new employees to a team that I believe in, work for a cause I feel passionate about, and motivate others to participate in a working environment that is creative, collaborative and dynamic.

Head of Talent (contract) @ Based in Hoxton, London, Forward Partners are a “startup catalyst”, combining investment with practical hands-on expertise and insight. Forward Partners are investors in very early stage ecommerce companies. Our team have the experience to enable entrepreneurs to succeed. We do more than advise and mentor. We help the best entrepreneurs quickly find a great product-market fit with our expertise in customer discovery, coding, design, customer acquisition, testing and analysis as well as offering office space. Companies invested in include: Hailo, Zopa, Wool and the Gang, Thread, Big Health, Stylect, Makers Academy, Blik Book, DriftRock, Top10, SnapTrip, Loyalty Bay and Appear Here. From June 2015 to September 2015 (4 months) London, United KingdomTalent Acquisition Specialist @ MOO is an awarding winning, profitable, eCommerce business launched in 2006. Moo.com completely reinvented the Business Card market! We help our customers create products like Business Cards, Postcards and MiniCards, making it easy for them to share information about themselves or their business in the real world. My role is to hire smart & talented people into MOO, by direct sourcing, telephone screening & face to face interviewing. Technical Hires - Full-Stack Developers (PHP & Java), Senior Developers in Test (SDET), Graduate Developers, Lead Developers (PHP, Java & Python), Senior Front End Developers (Javascript, html5, CSS), Lead Architect, Systems Admin (Linux, Unix & Debian) & QA Manager (Automated - TDD, BDD, Selenium, J-Unit & Continuous Integration). Creative Hires - Graphic Designers, Copywriters, Artworkers, Studio Manager and MOO’s first Head of Copy. I have been given the licence to be creative and experiment with new recruitment tools & methods. I have used Technical Marketplace’s (SnapHR, Workshape.io & Hired), Social Profiles (Github, StackOverflow, AngelList & TalentRocket), plus Google searches (BOOLEAN & X-Ray) and Apps (360Social & Connectifier). Arranged and attended MeetUps to be held at or sponsored by MOO - London Dev-Ops, Laravel London, Find a Tech Job in London (FATJIL) & Silicon Drinkabout. I was a company advocate for MOO at Silicon MilkRoundabout #8. Organised the design of stand, plus literature for both the Creative and Technical days. Created a unique workflow on Jobvite Applicant tracking system (ATS) - Liaised with recruiting stakeholders to devise the ideal path to hire for the Technical roles at MOO. Tracked candidates in the process, delivered feedback and created technical talent pools. Weekly one to ones with all Tech hiring managers, reviewing new candidates, arranging interviews, gaining feedback, testing new recruitment tools and gathering information on relevant companies to target for developers. From July 2014 to June 2015 (1 year) Technical Recruiter (contract) @ DigitasLBi is a global Marketing and Technology agency blending strategic, creative, media and technical expertise to build business value. We help companies of all shapes and sizes decide what’s next for their business – and then we take them there. DigitasLBi define and execute transformational digital strategies for our clients. Across 24 offices in 16 countries, there are more than 5,700 digital specialists collaborating with brands to enrich people’s lives via service design, branded content, mobile, CRM and social media. DLBi also set the pace in digital display, search affiliate marketing, usability and analytics. • Responsible for the permanent sourcing & recruiting of Technologists into DigitasLBi’s blended Technical Teams • Key focus on tracking down Senior & Lead core Java Developers (Back End). Hiring candidates with experience in Content Management Systems (CMS); ideally specialists in Adobe AEM (CQ5) or Oracle Web Center Sites (Fatwire) • Market Mapped the Java / CQ5 & Fatwire (CMS) technical community. Locating the relevant talented developers based at similar Digital Agencies (Sapient Nitro & AKQA) and Engineering Consultancies (Cognifide & Accenture) • Recruiting into other Technical areas of DigitasLBi including Test / QA, Managed Services and Mobile Development (iOS & Android) • Using various methods to attract passive candidates to the business. These included tools such as LinkedIn Recruiter & GILD. Posting on social websites; Facebook, Twitter, Github & StackOverflow. Searching tech groups on MeetUp & Lanyrd • Regular catch ups with the hiring stakeholders to discuss candidates in in consideration for the role, interview feedback and upcoming vacancies • Attending meet up groups to make developers aware of DigitasLBi as a place of work for Java developers From March 2014 to June 2014 (4 months) Technical Recruiter @ • Sourcing exceptional technical talent for the Telecoms & Media, Aerospace, Automotive & Pharmaceutical divisions within Altran UK. For my first 6 months at Altran I worked on a project to recruit a large number of Senior Software Engineers into our Telecoms Division • Devising a recruitment strategy along with Altran’s HR team. Making decisions on where recruitment budget is spent i.e. How many LinkedIn recruiter licences are purchased, which job boards are most cost effective and deciding which divisions can utilise graduate recruitment scheme. • Making initial contact with all candidates and conducting telephone interviews with those selected by recruiting stakeholders. • Liaising daily with recruiting stakeholders to obtain feedback on candidate profiles, interview feedback and final decisions on job offers or rejections. • Developing a pool of qualified candidates for various technical positions. The pool was predominantly made up of Software Developers, Technical Project Managers & Business Analysts. • Posting open job vacancies on company website, various job boards (Monster, Jobserve & PlanetRecruit), LinkedIn and managing all applications. • Maintaining an extensive candidate database (ATS). Tracking all interviews, feedback, job offers & candidate availability. • Heavily involved in Altran UK’s 2013 Graduate Scheme, attending careers fairs at 6 Universities and short listing 12 high calibre Engineering Graduates to take part in our graduate selection process. • I achieved many hires in Altran’s Telecoms & Media Division with new recruits becoming consultants at Vodafone, 02 Telefonica, EE (Everything Everywhere) & SSE (Scottish Southern Electric). From July 2012 to September 2013 (1 year 3 months) London, United KingdomTechnical Recruiter (contract) @ • Recruiting into the Sportbook department of OpenBet. Roles included Software Developers, Engineers & Architects, Business Analysts and Project Managers • Direct resourcing using social media sites; LinkedIn, Twitter & Facebook • Liaising with recruiting stakeholders to fully understand each role • Initial telephone screening of all applicants and passive candidates • Co-ordinating all interviews for direct candidates both telephone & face to face • Extending job offers to successful candidates and rejecting unsuccessful applicants • Processing all internal applications and championing the staff referral scheme • Building a Talent pool of high calibre candidates for OpenBet Sportsbook, including good graduates From February 2012 to May 2012 (4 months) London, United KingdomInternal Resourcer @ • Working with HR Advisors and line managers to analyse recruitment needs, agree job and person specifications and define search requirements. • Searching the market for the best fit candidates using extensive advertising, social network sites, searching job board databases, networking and employee referrals. • Responding to on-line applications, cold calling passive candidates and initial screening of applicants for availability, interest level, salary range, relocation needs and general job skills. • Sourcing applicants from agencies as and when required providing them with comprehensive job information and feedback, including negotiating rates • Liaising with agencies on filtering CVs, screening candidates and arranging interviews. • Conducting telephone and face to face interviews and managing feedback to Recruitment Manager. • Coordinating interviews including booking meeting rooms, using outlook to send out meeting confirmation to managers and email confirmation for direct candidates. • Providing feedback to successful/unsuccessful candidates to ensure employer brand remains positive. • Promoting and selling the benefits of working at Alternative Networks. • Building Talent Pools of “Hot” candidates for future vacancies within Operations, IT, Engineering, Commercial & Sales • Keeping accurate records of all recruitment activities on the in-house system and spreadsheets • Benchmarking – comparing Alternative Networks salaries, benefits & incentives with our close competitors From January 2011 to December 2011 (1 year) London, United KingdomRecruitment Consultant @ • Created and developed strong business relationships • Regularly communicated with clients, which achieved a profitable client base • Built strong working relationships with major clients, such as Hutchison-Whampoa, Rosetta Stone and Carillion • Promoted the Reed brand with effective marketing strategies and networking events • Conducted valuable market research to keep ahead of competitors • Evaluated clients’ staffing requirements and assessed their needs • Managed the entire recruitment process from sourcing candidates, through to successful placements • Used creativity and personal initiative to gauge best candidates • Conducted thorough interviews, managed candidate expectations and gained their commitment • Successfully sold candidates to clients to gain interviews and placements • Carried out pre-interview briefing to ensure that candidates were fully prepared • Reviewed service levels and candidate performance, via consistent communication with clients • Negotiated terms and conditions with clients • Advertised vacancies within a wide range of media • Mentored and trained new starters From February 2008 to October 2010 (2 years 9 months) London, United KingdomTeam Coordinator @ • Provided day to day support to a large team • Booked worldwide travel arrangements and accommodation • Inducted new members of staff, scheduled induction meetings • Ordered all IS and telephone equipment and provided additional support post installation • Organised off site meetings and events for large numbers of attendees • Managed all arrangements of the events • Created monthly reports and produced spreadsheets • Distributed reports to relevant heads of departments and the Managing Director • Ordered stationery within the Clinical Operations Department • Distributed important market information such as new drug launches, charity days & company events to the team From November 2005 to October 2006 (1 year) Guildford, United Kingdom

Business Studies @ Guildford College From 1996 to 1999 GCSE's @ Bohunt School From 1991 to 1996 James Bridger is skilled in: Talent Management, Interviewing, Benchmarking, Technical Recruiting, Sourcing, Screening, Recruitment/Retention, Recruitment Advertising, Talent Acquisition, Contract Recruitment, Negotiation, Client Relationship Building, Interviews, CRM, Telecommunications