Jeff Weidner's Email Addresses & Phone Numbers

Accomplished Talent Acquisition leader with proven expertise in planning, directing, and coordinating activities to maximize the strategic use of human capital and maintain functions such as social recruiting strategies, active and passive candidate sourcing, interviewing, recruiting, talent acquisition processes and management. Demonstrated effectiveness in providing vision and counsel in elevating organizations through accelerated growth, while consistently aligning...

Accomplished Talent Acquisition leader with proven expertise in planning, directing, and coordinating activities to maximize the strategic use of human capital and maintain functions such as social recruiting strategies, active and passive candidate sourcing, interviewing, recruiting, talent acquisition processes and management. Demonstrated effectiveness in providing vision and counsel in elevating organizations through accelerated growth, while consistently aligning business strategy with people and organizational capabilities. http://www-935.ibm.com/services/us/business-consulting/bpo/sourcing-science.html Specialties: ♦ Building Talent Communities ♦ Candidate Sourcing Strategies ♦ Social Recruiting ♦ Candidate Engagement ♦ Talent Attraction ♦ Candidate Experience ♦ Talent Pipelines ♦ Employer Branding ♦ Video Voicemail ♦ Video Job Descriptions / Career Webinars ♦ Mobile Recruiting Solutions ♦ RPO Recruitment Process Outsourcing ♦ Recruiter Training ♦ Talent Mapping / Market Intelligence ♦ Sales Presentations ♦ Competitive Org Charts Speaking: ♦ 2015 HRM Asia Singapore Social Recruiting Congress ♦ 2014 Enhance Online recruitment Conference UK ♦ 2013 ERE.net/SourceCon in Atlanta, GA ♦ 2011 Kenexa World Conference in Orlando, FL 30,000 first level Linkedin Connections. I am currently maxed out on connections. If someone leaves I will accept your invite.Global Sourcing Science Executive RPO @ Global Executive Sourcing Science with IBM, Kenexa Recruitment Service. As part of the Recruitment Process Outsourcing (RPO) division directly responsible for the development of candidate sourcing strategies for all global client teams that are supporting companies such as Baker Hughes, Bosch, CNH, CVS, Eli Lilly, Elliott Turbo, Flowserve, FMC, Ford, General Motors, Intel, Toshiba, UTC/Goodrich Aerospace, Microsoft, Otsuka Pharmaceuticals, Pall Corp, Parexel, Regeneron, US Steel, Syngenta, Honeywell, BP, KeyBank and Whirlpool. Management and contract negotiation for global job board contracts, market intelligence reports, competitive intelligence reports, deploy Avature and integrate Avature with the 2XB API. Attend QBR (Quarterly Business Reviews and sales presentations as a member of the senior leadership representing the Sourcing Science Team for IBM/Kenexa. 25 direct/indirect reports globally in LATAM, APAC, NA and EMEA. Sourcing Science is part of the larger Center for Branding and Strategy (CBS) which includes Employment branding. Interface with Kenexa Employment Branding Team to develop and execute recruitment marketing strategies and tactics using custom branding and messaging. • Developed entire candidate sourcing strategy for deployment across all RPO client recruiting teams. Presented Sourcing Strategy to senior leadership and executives to get buy in/sign off on macro and micro level strategies. “Operationalized” each custom sourcing strategy for rollout and deployment across all client recruiting teams. There are approximately 1400 recruiters worldwide that are responsible for making over 100,000 hires annually within RPO. Resulted in increased client satisfaction and faster close out of DTF (Difficult to Fill) requisitions. From January 2011 to Present (4 years 10 months) RTP, NCDigital and Social Recruiting Strategist @ From July 2010 to January 2011 (7 months) Talent Sourcing Mgr @ Responsible to Talent Sourcing for Comcast. Responsible for the sourcing engine supporting the recruiting function. Accountabilities include sourcer production, sourcer allocation, sourcing strategy, sourcing data and reporting. Responsible for developing profiles of key hires in order to drive proactive pipelining activity. Partner with recruitment resources to create solutions for "hard to fill" requisitions Manage tracking technologies (including ATS). Implemented Avature CRM as Tapfin's main Applicant Tracking System. Ability to prioritize work effectively, analyze issues and create solutions to problems, track and maintain metrics, monitor and present results. From March 2010 to July 2010 (5 months) Staffing Operations Mgr @ Staffing Operations Mgr/Recruiter/Social Media Strategist Recruiting for contract and contingency placement positions for Lockheed Martin, DARPA, Sikorsky, Vought, Fairchild Imaging, Santa Clara Valley Water District, a variety of engineering/consulting firms throughout the USA. As a Senior Recruiter, I work with managers to execute recruiting strategies, this includes initial contact, presenting job opportunities, managing and coordinating the interview process, reference checks, and salary/hourly rate recommendation, presenting offers, and recording candidates' acceptances or withdrawals from consideration for offers into ATS. Defining and implementing social media strategy to increase Search Engine Optimization, candidate flow, client retention, company branding and reduce dependency on job boards as first and best source for candidates. Positions include, Wildlife Biologist, Semiconductor Mfging Assemblers, Missile Engineers, Infrared Electro-Optical Anti-Submarine Warfare, Secret and Top Secret Security Clearance positions for DARPA, USAF, ARMY, RF Communications Engineer for ATG Communications, Aircraft Cabin Development. From March 2009 to March 2010 (1 year 1 month) Chief Operations Officer @ HTC Research is a premier provider of active and passive candidate research and staffing strategy implementation. For over 13 years, HTC Research has specialized in providing targeted candidates, directly sourced from the active and passive job market for a broad spectrum of clients: multi-national corporations, mid-cap, start-up companies, contingency and retained search firms. Developing Social Media marketing strategies. Hired and trained over 180 staff, providing coaching, mentorship, and leadership to ensure proficient knowledge of tools and resources needed to execute tactical staffing plans. Promote and market HTC Candidate Pipeline Development™ strategies and services to company client base by cultivating key business relationships with industry leading executives and staffing representatives. Defined and executed staffing initiatives with corporate clients such as BD Biosciences, BearingPoint, Dolby Labs, Google, IBM, Kaiser Permanente, Medtronic Cardiovascular, Motorola, Northrop Grumman Palm, Plantronics, SAP, Tyco Healthcare, Visa, Yahoo!, and other multi-national corporations, mid-cap, start-up companies, contingency and retained search firms. .  Instrumental in the development of sourcing strategies and initiatives for recruiting a diverse candidate pool to meet client business goals and values by identifying upwards of 50,000 candidates per year across 400 client requisitions. Integrated a Social Media Staffing strategy and developed candidate identification tactics on the Social Networking sites to reduce dependency on more costly forms of canddiate identification. From July 1999 to April 2009 (9 years 10 months) Chief Financial Officer/Co-Owner @ Directed the administration of financial operations including budget preparations and projections, payroll, reconciliation of accounts payables and receivables, and overall financial position of the Corporation. Provided analysis of business trends and operating costs. Projected financial models and statistics based upon hiring schedules, salaries, positions, reporting structures, cost of sale analysis, and regression modeling as part of a five year business plan.  Generated a cost savings of $45K+ through influential negotiations with suppliers for vendor loyalty programs.  Instrumental in the expansion and relocation of the New Jersey office. Expansion was completed $60K under budget projections and two weeks ahead of schedule.  Collaboratively increased gross revenues by approximately $710K in the first stage and $1.19M in the second stage, as part of an eight stage growth and business expansion plan. From January 1998 to November 2008 (10 years 11 months) Vice President Candidate Research/Director of Talent Acquisition/Co-Owner @ Provided direction for strategic sourcing, competitive target lists, and creating innovative new recruiting methodologies and techniques for attaining talent. Managed 40 professional staff members across multiple offices. Researched and performed root cause analysis on projects and strategies related to recruitment patterns and actions to obtain desired solutions.  Instrumental in ATS vendor selection and streamlining the transfer of over 200,000+ resume files from Filepro to RecruitMax, which allowed more efficient access and decreased duplication of candidates by more than 20% over previous database replication methods.  Championed the creation of a performance based model, benchmark metrics and bonus structure designed to track how many candidates a researcher could pre-qualify in a day, thus rewarding high performance employees and increasing retention from five months to approximately six years. From January 1998 to June 2000 (2 years 6 months) Project Manager Staffing Research @ Managed a team of 10 researchers accountable for an average 50 projects per month. Coordinated staffing requirements with hiring managers, business leaders, and partners for assigned client groups to ensure timely and effective hiring practices. Conducted meetings to discuss job descriptions, position qualifications and core competencies, professional and industry associations, and networking contacts to develop appropriate recruitment strategies. Drove internal recruiting and hiring processes including sourcing, scheduling, interviewing, selecting, negotiating and extending offers, and coordinating the pre-employment and relocation processes. Researched a diverse range of resources to stay abreast of business and industry trends, as well as developed candidate pipelines for critical positions.  Increased candidate pipeline by 300% by training and directing a research staff to identify top industry specific talent. From July 1996 to December 1998 (2 years 6 months) Name Generator - Candidate Sourcer @ Determined appropriate sourcing methodology to best identify candidates with specific skill sets to meet job requirements. Subject Matter Expert in candidate identification techniques utilizing on-line searches, professional associations and publications, and phone name generation. Interviewed candidates for further qualification against eligibility requirements. Partnered with hiring managers to effectively recruit talented leaders while maintaining cost initiatives.  Consistently averaged a qualified pipeline of 200 candidates per week and four qualified profiles per day for three years by initiating and executing creative sourcing strategies to identify top talent.  Gained recognition as the #1 producer by exceeding all revenue and candidate production goals. From April 1995 to December 1995 (9 months) Regional Account Mgr @ Regional Major Accounts Representative, 1993-1995 Marketed and sold renewal subscriptions to clients and assisted in the promotion of a new CD Rom product line. Facilitated product demonstrations on the benefits of utilizing CD Rom over paper.  Influentially transitioned 10% of current subscribers from paper to CD Rom versions within the first six months of product launch by championing client outreach initiatives and live demonstrations.  Appointed to a discussion panel on how to market and present a CD Rom product to customers based upon proficient leadership and negotiation capabilities. Sales Representative, 1992-1993 Cultivated a successful pipeline of mid-large size companies across WI, IN, and IL expected to purchase in excess of $500K per year. Met with key executive Fortune 1000 leaders to promote products and services.  Consistently championed monthly quota of $20K-$50K per month during first year. From June 1993 to April 1995 (1 year 11 months) BFA, Photography @ Arcadia University From 1986 to 1990 BFA, Photography and Graphic Design @ Beaver College From 1986 to 1990 Diploma, Liberal Arts @ Cinnaminson High School From 1982 to 1986 Jeff Weidner is skilled in: Full-cycle Recruiting, Technical Recruiting, Talent Acquisition, Sourcing, Internet Recruiting, recruiting strategy, talent sourcing strategy, rpo, recruitment process..., Candidate Pipeline..., social recruiting, competitive target..., ats, crm, 2xB, avature, kenexa, candidate sourcing, name generation, candidate sourcing..., Training & Development, Applicant Tracking..., Recruiting, Strategy, CRM, RPO, Social Media Marketing, SaaS, Temporary Placement, Avature, Social Networking, SDLC, Analysis, Social Recruiting, Management, Leadership, Consulting, Interviews, Training, Human Resources, Vendor Management, Digital Marketing, Employee Training, Start-ups, Marketing, Negotiation, Employer Branding, Employee Benefits, Business Development, Competitive