Keith Wolsko

Professional Summary:

Senior level, multi-vertical, human capital professional with over 16 years of hands-on, progressive experience in all facets of recruiting, staffing, talent acquisition, sourcing, human resources, career coaching, training, and resume writing. Extensive experience interacting with all levels of an organizations staff ranging from low-level through "C" level professionals with extensive experience working on local, regional and national engagements. Complete understanding and application of federal and state employment laws (i.e. OFCCP, EEO/AA, FMLA, ADA, etc.), internal organizational development and continued education of corporate and industry policies, procedures, HRIS & workflow practices, etc. An extremely dedicated and resourceful individual who thinks "outside the box," continuing to serve numerous industries and organizations, ranging from Fortune 50, 100, 500, & 1000 companies as well as Pre-IPO, mid-range and start-up organizations.

Industry Verticals Serviced:

Over 16 years experience serving the following industries in a variety of ways including but not limited to: Full life-cycle recruiting, sourcing, strategic information/competitive intelligence, training, recruitment process outsourcing design/implementation, strategic planning, etc. All services performed in a variety of business verticals including but not limited to: HR, IT, Accounting & Finance, Executive, Logistics, Sales, Telecommunications, Bio-Tech, Pharmaceutical, Education, Engineering, Services, Back Office, Administrative, Government, Recruiting, Call Center, Banking & Financial Services and many more.

Founded in 2001, Genilogix is an international information technology consulting and software engineering/development firm that optimizes quality, performance, and availability in mission-critical applications. As an HP Software Platinum Business Partner and VMware Enterprise Partner, Genilogix provides services such as support, training, and implementation to help customers maximize their return on investment. With revenues exceeding $30 million, Genilogix is a global organization with headquarters in Pittsburgh, PA and offices in 10 major US markets. In my position I was responsible for all facets of the recruiting and talent acquisition process. Some of my responsibilities included but not limited to:

Managed an active pool of 120+ open requirements on a constant basis. Support 40 individuals hiring needs internally (15 account managers, 5 practice directors and 25 technical managers).

Met with internal and external technical managers to gather position specifications, technical requirements and write job descriptions that will be distributed to the preferred vendors/suppliers as well as posted on external job boards for review and application to these positions by the general public. Write and establish SOW's.

Responsible for all sourcing, cold calling, recruiting, interviewing, negotiation, placement, etc., for all direct applicants in addition to the management of all candidates submitted by preferred vendors. Establish a full life-cycle recruitment methodology (cradle to grave).

Reduced the time to fill from 90-120 days to 50-65 days.

Design, develop and implement a fully functional talent acquisition department, including a customized RPLC (recruitment process life cycle) which was applied corporate-wide for all requirements, candidates and new hires.

Integrate and customize the ATS (applicant tracking system, SmartSearch) by implementing the RPLC into the ATS workflow to work together and ultimately shorten the time to fill by working off of an RPLC. Implement process-based recruiting methodology to ensure a uniform, seamless and streamlined Talent Acquisition department.

Design, develop and implement a preferred vendor/supplier program and subsequent RFP/RFI for companies interested in becoming a vendor/supplier to Genilogix. Responsible for the management of the preferred vendor/supplier program entirely.

Responsible for the design, development and implementation of a reciprocal agreements and FT placement agreements for selected preferred vendors/suppliers. Work in conjunction with our legal department to write the contracts and have them sign off on them for implementation.

Manage the relationships with HP and VMware on behalf of Genilogix. As an HP Platinum Preferred Business Partner and VMware Enterprise Business Partner, Genilogix has certain contractual obligations that need to be met in order to satisfy the business needs of HP and VMware. I work with these companies corporate recruiting and HR representatives on the talent acquisition side of their businesses as well as the purchasing/procurement teams at these companies to ensure superior service and compliance with their programs which have been set forth by HP and VMware.

Responsible for the review, negotiation and selection of all recruiting tools and corporate memberships for all resume/job boards as well as social media/networking memberships (e.g. Monster, HotJobs, DICE, LinkedIn, etc).

Responsible for all Genilogix branding in the social media/networking world. Have established a presence on Facebook, LinkedIn, Twitter, Blogger, etc. Responsible for the content development as well as overall presentation of the GLX brand across these vehicles.

Responsible for the upkeep and maintenance of current ATS (SmartSearch), sales systems (OpenAir) and internal document management system (SharePoint).

Responsible for all other ancillary duties and responsibilities as needed.

The Recruiters Roundtable is a professional networking group/association and consulting firm servicing the human capital business vertical. The Recruiters Roundtable was designed specifically for recruiters, human capital professionals, hiring managers and job seekers to come together in an informal setting to discuss market trends, share recruiting methodologies, look for a job, network with fellow professionals and much more. We welcome all business industries, verticals and levels of professionals. We are over 1,500 members strong and growing daily on our LinkedIn group and equally as large throughout our network of sister sites.

A multi-platform, web driven group, focusing on organizations other social networking sites, acting almost as an aggregator, The Recruiters Roundtable is a demanding challenge which requires me to perform all maintenance, administration, approvals, sponsorships, etc. Through a myriad of vehicles, The Recruiters Roundtable can be found all over the internet on various sites including but not limited to: LinkedIn, Facebook, RecruitingBlogs.com, and many more.

Internal work for The Roundtable:

Content and technical development and maintenance of all sites/groups, Marketing, Public Relations, Partnerships, Postings, Interviews, Research, Review and editing of work from Contributing Editors and Columnists, Networking and much more. Management of all membership requests and approvals, staff management, and other ancillary duties as they arise.

External work for The Roundtable:

Through the use of technology (e.g. webinars, messaging, telephone, email, live feeds, etc.), I consult to local, regional and national organizations on recruiting and sourcing strategies, offering a wide variety of services including but not limited to: recruiting, sourcing, staffing, talent acquisition, competitive intelligence, credential checking, behavioral interviewing, etc. Additionally I consult to colleges/universities, corporate human resources and procurement departments to conduct a cost benefit analysis in order to help make recommendations on upcoming purchases of recruiting software, Applicant Tracking Systems, Outside Staffing Services, etc.

With the increasing popularity and use of social media outlets by businesses world-wide and as a SME (subject matter expert) on several of these technical vehicles, I am asked to provide training on how to use these sites, how to minimize your time and maximize your results on them, the value of networking through a myriad of avenues, however primarily focus on the digital networking world to source, recruit, sell, gather competitive intelligence with, identify key contacts and decision makers, etc., using sites such as: LinkedIn, Plaxo, ZoomInfo, Jigsaw, Ryze, Talkbiznow, Facebook, MySpace, Twitter, Blogger, RecruitingBlogs, and many more. Training can range from individuals to private instruction for organizations or classes of up to 100+ at a time.

Recruited by the SVP of Human Resources and the Director of Talent Acquisition to join Day & Zimmermann Group's corporate staffing team in a multi-dimensional capacity serving as a Sr. Corporate Recruiter, Training Specialist and Recruitment Process Consultant, to service the corporate needs of Day & Zimmermann, but to also service the needs of all of D&Z's subsidiary companies and various business lines and service offerings, specifically the Yoh Services, LLC brand. Day & Zimmermann Group, founded in 1901 and headquartered in Philadelphia, PA, employing over 23,000 FTE's world-wide and annual revenues exceeding $2.5 billion. Over 150 offices located in 75 different countries is one of the largest privately held and most respected firms in the world, offering a wide variety of services, including staffing services through one of the oldest and most respected names in staffing, Some of my responsibilities included but were not limited to:

As a member of the Yoh corporate staffing team, I was responsible for filling the needs of Yoh offices nationwide, recruiting for; Market Managers, Line of Business Managers, Branch Managers, Account Managers, Technical Recruiters, etc, for all of the Yoh lines of business.

As a member of the Day & Zimmermann corporate staffing team, I was responsible for filling the needs of the company in corporate capacities across all levels of experience. Responsible for full life-cycle recruiting for: Information Technology, Human Resources, Accounting, Finance, Logistics, Marketing, Sales, etc. Support all managers directly and staff all executive level positions while reporting to the Director of Talent Acquisition & Senior Vice President of HR.

Reported directly to and work in conjunction with the Director of Talent Acquisition at D&Z to analyze, assess, modify, test, de-bug, deploy, train and maintain the current and coming releases of the new versions of the HR & Applicant Tracking Systems, both SAP products; SAP E-Recruiting & myPortal Modules.

Responsible for all full life-cycle recruiting processes, procedures, activities, etc. Managed a workload that consisted of 5-45 requirements concurrently.

Consult internally with managers to help them define their requirements, develop SOW's and execute searches.

All aspects of recruiting: e.g., sourcing, cold calling, searching job boards, posting jobs, user groups, etc.

Responsible for new internal team employee hiring, orientation, and training.

As a Training Specialist, I was responsible for training all new employees for all of the Day & Zimmermann Businesses who were under the Human Resources or Recruiting umbrella. Training was always conducted via a webinar and focused on every aspect of the specific business unit that was being trained. Worked with the managers of the trainees to identify needs/wants and would develop a lesson plan to execute.

Training consisted of how to use the ATS (applicant tracking system), understanding and execution of the D&Z recruitment process or Yoh recruitment process (both of which I designed), how to cold call and be successful, how to maximize social media networks, how to data mine, how to gather competitive intelligence, training on posting processes for jobs that needed to be OFCCP compliant, how to maintain an active pool of talent, conduct training on D&Z and Yoh recruiting and souring processes, procedures, tips and tricks (authored by me) and much more.

Worked with and managed outside, 3rd party contingent search firms. Selected, passed over or remove from the preferred vendor listing based on varying factors and responses to the RFI/RFP processes I had designed and implemented. Responsible for all negotiations, contracts and fee agreements, payments, etc. Saved D&Z over $1 million dollars in agency (outside staffing firm) fees.

Maintenance of the Applicant Tracking System, data entry, enforcement and adherence of federal compliance laws, etc. ATS utilized was SAP's E-Recruiting and myPortal was the time & Attendance module.

Recruiter by Spherion to join the company as a member of their Corporate RPO Solutions & Development team and as a Training Specialist. These positions allowed me to offer my knowledge and expertise to successfully execute training, recruiting projects and RPO solutions (development/deployment/implementation) across all business verticals for a variety of customers. Spherion is one of the world's oldest and most respected staffing firms with locations in over 100 cities worldwide and revenues exceeding $2 billion annually. The RPO Solutions group specialized in project-based staffing for all industries in a 100% virtual environment. During my time with Spherion, my responsibilities included but were not limited to:

Worked on several external projects for clients including: SodexhoUSA, Gilbarco Veeder-Root, Verizon, Grainger, Clearwire, Cigna, Affiliated Computer Services, MetLife, J.P. Morgan Chase. Microsoft, Cisco Systems, Kaiser Permanente, Bank of America, Citrix Systems, GlaxoSmithKline and several others.

Worked in multiple capacities during my tenure with Spherion including: Sr. Recruiter, Team Leader, Project Manager, Training Specialist and Recruitment Process Consultant. All of these positions were worked concurrently requiring quick thinking, ability to make decisions and superb organizational & communication skills. Time management and subsequent tracking of was also a very large part of my position.

Instrumental in growing the RPO team from 25 recruiters to over 450 nationally and subsequently helping to generate revenues exceeding $350 million annually for our group. Helped to establish a 67% fill ration and an average workload exceeding 350,000 positions annually.

As a Training Specialist, I was responsible for training all new employees on the RPO team. Worked with my management team and other recruiters and trainers to develop a uniformed standard that was designed, developed and deployed throughout the entire virtual recruiting team of the RPO Division.

Training consisted of how to use the ATS (applicant tracking system), understanding and execution of the client recruitment process or Spherion recruitment process, how to cold call and be successful, how to maximize social media networks, how to data mine, how to gather competitive intelligence, training on posting processes for jobs that needed to be OFCCP compliant, how to maintain an active pool of talent, conduct training on Spherion recruiting and souring processes, procedures, tips and tricks and much more.

Responsible for all full life-cycle recruiting processes, procedures, activities, etc. Work in conjunction with the internal and client hiring managers to help them define their needs and execute searches.

Maintenance of the Applicant Tracking System, data entry, enforcement and adherence of federal compliance laws, etc. ATS' utilized were Kenexa Recruiter and PeopleClick RMS. Other ancillary duties as they arise in addition to design and suggestion of new ideas and processes.

As Principal Consultant, Majority Owner and Founder of Elite Staffing Group, a national HR, Technology, and Executive Search and Consulting firm, I was responsible for all aspects of running this 75 person, $3.7 mm business. ESG worked with companies of all sizes and industry verticals ranging from Fortune 500 & 1000 customers to Pre-IPO, mid-range & start-up organizations, providing full-time, contract and contract-to-hire resources in addition to solution and project-based recruiting and sourcing engagements to local, regional, and national clients spanning across numerous business verticals and varying difficulties.

ESG was one of the first to introduce the RPO solution to the Pittsburgh marketplace with "Mini-Pro's," one of the first Recruitment Process Outsourcing offerings available to the Pittsburgh business community. As the RPO service was still in its infancy, the service offering was a typical brick and mortar methodology that was uniform to all clients no matter what industry they were in. It began as an experiment at ESG, but as interest in the service offering grew, we decided to shift our primary focus to further develop the RPO with our customization spin added to it which is an emphasis on Process Based Recruiting (PBR).

ESG was made up of a staff of over 50 billable consultants providing contract services to our clients in areas including: HR, Recruiting, Information Technology, Finance & Accounting Services and Sales. Additionally we provided direct hire services either in a contingent/per hire basis or via a retained service and lastly, a contract-to-hire option for our clients. The internal staff was made up of 25 professionals ranging from 15 recruiters, 5 sales professionals, 5 management professionals and 3 administrative professionalsq. Recruiting, salary negotiation, interviewing and placement, management, forecasting, sales, applicant tracking (utilizing ACT! 4.0 and Access), web administration, cold calling, job postings, billing, financials, and all other aspects of running a business.