-Senior Technical Recruiter/Talent Acquisition professional with management experience and superior relationship-building skills. -Extensive experience across multiple industries, with an emphasis on Information Technology (IT) staffing. -Proven ability to source, recruit and retain highly qualified candidates. -Established track record of implementing innovative techniques and strategies to attract top talent for challenging, high level job vacancies. -Stellar ability to network and generate referrals from a variety of sources. -Specializes in filling 'niche' and challenging positions quickly and cost effectively. -Balance of agency and corporate (internal) recruitment experience. My personal brand encompasses passion and a sense of urgency. My strengths lie in establishing instant rapport with clients and candidates, and developing permanent, ongoing relationships with them. It is rewarding to finally place someone that you have been conversing with for 4 years! Building lasting relationships also maximizes the potential for referrals, another invaluable component of any hiring strategy. Being a dedicated 'follow-up' guru goes a long way with people, and they do not forget it. I am especially passionate about helping hiring managers (through intake sessions) develop effective, targeted job postings/descriptions to attract the best applicants for a position, and implementing sophisticated and creative sourcing strategies, including social media, to identify passive candidates. I am convinced that the best candidates for a job are often found through proactive networking and strategic sourcing and 'corporate sleuthing' rather than through postings on job boards and company websites.

Talent Acquisition Specialist @ From June 2015 to Present (7 months) Senior Technical Contract Recruiter @ From January 2015 to May 2015 (5 months) Washington D.C. Metro AreaSenior Technical Contract Recruiter @ Perform full life cycle recruiting of technology professionals, mostly senior level, for AIR’s Assessment Program. Actively source candidates from competitive talent markets and professional communities, guiding them through the interview and selection process, and presenting compelling career opportunities. Provide exceptional service levels to hiring managers through building and maintaining relationships; coach them on defining specific hiring needs, developing job descriptions, and creating and executing ongoing sourcing strategies, utilizing both technical and traditional networking processes. •Manage all components of the recruitment process including: candidate sourcing and identification, recruiting, pre-screening, administering technical phone screens, preparing candidates for interviews with hiring managers, closing candidates, negotiating salaries, and extending offers. •Develop strategic sourcing/recruiting plans for each job opening, utilizing creative methods for reducing time to fill and cost to fill. •Proactively build networks to find qualified passive candidates for positions such as Senior Software Engineers, Data Analysts, Technical Project Managers, Systems Engineers and Database Developers. Source candidates through networking, direct sourcing, social media, referrals, niche job boards and IT user groups; track and manage candidates and searches through iCIMS, AIR’s Applicant Tracking System (ATS). •Hired 30 Tier 2 temps for AIR’s help desk, and staffed a Network Operations Center (NOC) with 8 people, all within a 2 week period. •Maintain strong working relationships with hiring managers, building trust by understanding their needs and hiring highly qualified candidates. •Research and stay informed of trends and innovative recruiting techniques to remain competitive. •Manage a junior recruiter and a sourcer. From September 2013 to November 2014 (1 year 3 months) Recruitment Relationship Manager @ Performed full life cycle recruiting of senior level staff members for multiple departments and job functions across the University, primarily focusing on Information Technology roles. Developed innovative sourcing, assessment and selection techniques for acquiring top talent and minimizing time to fill. Built and managed credible partnering relationships with hiring managers and candidates. Provided the highest level of customer service to internal customers, creating a high demand for services. Effective at assessing candidates’ fit for vacancies and UMUC culture. •Led and coached productivity of three direct reports, educating and guiding them to identify and attract candidates by leveraging recruiting methodologies such as social media, special interest groups, employee and industry referrals, proactive networking, and utilizing applicant tracking system (ATS) databases (PeopleSoft and Taleo.) • Recommended by UMUC clients to transition to a Recruitment Process Outsourcing (RPO) partner based on performance and client satisfaction. • Acted as liaison between the Allegis RPO, the client, and candidates, driving the recruitment process and the management of all open positions within the Information Technology (IT) department of 150 people. • Consulted with Associate Vice Presidents and Directors to review their department’s overall business needs and ensured that ongoing recruiting and sourcing strategies were meeting current and future demands. • Managed all components of the recruitment process including: candidate sourcing and identification, recruiting, pre-screening, preparing candidates for interviews with hiring managers, closing candidates, negotiating salaries, conducting reference checks, and extending offers. • Conferred with hiring managers on a regular basis to define specific hiring needs, develop job descriptions, and create and execute ongoing sourcing strategies, utilizing both technical and traditional networking processes. From February 2012 to March 2013 (1 year 2 months) Account Manager @ Coordinated the scheduling and supervision of traveling exhibitions for this nonprofit museum service organization that provides exhibitions and technical support to cultural institutions in the United States and abroad. •Provided museum tour scheduling and supervision and coordinated exhibitions' agreements with insurers. •Solicited and provided curators to aid in establishing partnerships/joint ventures for the organization. From June 2008 to January 2012 (3 years 8 months) Managing Director/Sr. Recruiter/Sr. Account Resource Manager @ Responsible for full life cycle recruiting of IT contractors, including contract administrators, project managers, software developers, systems engineers, and network administrators. Clients included Fannie Mae, Northrop Grumman, Unisys, Dept. of Housing and Urban Development, Dept. of the Interior, and Dept. of Transportation. Worked with Human Resources Manager to implement and oversee policies and procedures related to employee benefits and retention. Promoted from Assistant Managing Director to Managing Director in November of 2004. •Identified and targeted prospective candidates through social media, networking/cold calling, Internet recruiting, Internet job postings, and referrals. Assisted in creating an internal database for applicant tracking and candidate relationship management. •Conducted all aspects of the recruitment process including: candidate sourcing and identification, screening, interviewing, reference checking, preparing candidates for client interviews, salary/rate negotiation, closing candidates, extending offers, and conducting new hire orientation. •Hired and supervised multiple employees per month for our various clients, generating gross revenues exceeding $1 million per year. Worked closely with clients and our employees to correct personnel issues on several of the company’s contracts. Generated additional requirements from clients. •Implemented and managed a Great Employees Matter (GEM) Program to enhance existing benefits and add new features. Changes that were rolled out greatly improved employee training, vacation/sick leave, retirement, and extended benefits. Effective employee referral, recognition, and longevity programs were also implemented, and I administered those programs. •Trained and supervised a mid-level Account Resource Manager. From February 2004 to May 2008 (4 years 4 months) Sr. Technical Recruiter/Account Manager @ Responsible for full life cycle recruiting of IT contractors and employees, including project managers, testers, software developers, systems engineers, network administrators, database administrators, and technical architects. Clients included SAIC, Lockheed Martin, USDA, Fannie Mae, MCI WorldCom, and PEC Solutions. Responsible for client relationship management and supervising and retaining consultants. •Managed, retained, and developed multiple accounts. Consulted closely with senior managers to assess staffing needs and recommend solutions, develop functional job descriptions, negotiate fees or billing rates, and supervise on-site contractors. Generated new positions from existing clients. •Identified and targeted prospective candidates through networking/cold calling, Internet recruiting, Internet job postings, and referrals. •Conducted all aspects of the recruitment process including: candidate sourcing, screening, interviewing, reference checking, preparing candidates for client interviews, salary/rate negotiation, closing candidates, extending offers, and conducting new hire orientation. •Developed, implemented, and managed Internet sourcing strategies for Pilot's nationwide recruiting team by evaluating and selecting websites and job boards that will yield qualified candidates. Conducted ongoing research to develop creative Internet techniques for identifying passive candidates. Developed relationships with special interest groups and trade associations. •Trained and supervised staff of two. •Generated an average of $3,000,000 per year in revenue for each of the last four years. From August 1999 to February 2004 (4 years 7 months) Nationwide Recruiter @ Directed and managed a nationwide program to recruit and hire licensed therapists, managers, and directors for 37 company-owned rehabilitation hospitals and 25 outpatient facilities. Recruited candidates for managed rehab contracts within skilled nursing, subacute, and assisted living facilities for the company's long-term care division. Managed up to 55 open positions in 20 states. •Conducted all aspects of nationwide recruiting including: candidate sourcing, screening, interviewing, and reference checking; licensure verification; negotiation and extension of job offers; management of applicant database; and coordination of new hire travel and relocation. •Counseled senior hospital administrators on recruiting strategies, candidate evaluation, and referral sources; served as liaison between hospital CEOs, regional offices, and corporate office. •Trained and supervised a staff of three recruiters. •Targeted potential candidates through cold calling, advertising, attending conferences and job fairs, and developing and circulating direct mail pieces nationally. •Reduced cost-per-hire 50%-70% by using creative approaches for direct sourcing of candidates. From January 1992 to February 1999 (7 years 2 months)

BA, Government, Political Economy @ Skidmore College Susan Devanter is skilled in: Interviewing, Benefits, Internet Recruiting, Applicant Tracking Systems, Talent Management, Talent Acquisition, Strategic Planning, Sourcing, Customer Relations, Social Media, Customer Service, Onboarding, New Business Development, Hiring, Technical Recruiting