I am looking for a new Latam Contract Recruiting role; I will be available starting August 13th. Recommendations visible on my LinkedIn page.
http://ar.linkedin.com/in/victoriaguillemette
Victoria Guillemette
vguillem.40@gmail.com
SUMMARY
Have over 13 years of experience as a professional Recruiter, Contract Recruiter, Virtual Recruiter developing relationships with clients, candidates and associates in agency and corporate recruiting environments doing full life cycle recruiting
• Develop a candidate sourcing strategy that is aligned with the client's talent needs.
• Generate candidate pipelines using networking, cold calling, and creative research
• Follow up on referrals from our internal sourcing team and other practice groups
EXPERIENCE
MICROSOFT
10/2011– 07/2012
Microsoft Corporation develops, manufactures, licenses and supports a range of software products for computing devices.
Revenue: Over $5 bil. Employees: Over 10,000
Staffing Consultant – Argentina, Uruguay & Chile 10/2011– 07/2012
In this position a reported to Us subsidiary and 10 Hiring Managers. I had 2 staffing consultants, one located in Chile and the other located in Buenos Aires. Indirect reports where US recruiters for Corp. Positions.
Responsibilities:
• Confer with senior leadership to identify personnel needs, workforce planning strategies, and search assignments.
• Write complete and detailed search assignments (client engagement documents), ensuring an understanding of job duties responsibilities and business requirements.
• Develop and maintain strong working relationships with Hiring Managers, community organizations, and other employees to create a partnership that yields success, predictable results and credibility.
• Develop and maintain a network of contacts to help identify and source qualified candidates.
• Leverage online recruiting resources and in-house ATS to identify and recruit the very best candidates.
• Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
• Provide complete, accurate, and inspiring information to candidates about the company and position.
• Prescreens candidates. Create and present prescreening questions to hiring managers for collaboration and approval.
• Manages and coordinates all communication with candidates.
• Interviews all candidates presented for detailed interviewing by hiring managers.
• Manages the scheduling and logistics of all interviews between candidates and hiring managers.
Achievements:
• Built an extensive candidates pipeline for future openings in each country.
• Built a strong relationship with IT bloggers, community owners, Universities.
• Filled 99% of the headcounts with a diversity candidate.
• Developed ownership in the "referral program".
Cause of resignation:
The Project comes to an end.
MCAFEE. Inc
05/2009–10/2011
McAfee, a wholly owned subsidiary of Intel Corporation (NASDAQ:INTC), is the world's largest dedicated security technology company. McAfee delivers proactive and proven solutions and services that help secure systems, networks, and mobile devices around the world, allowing users to safely connect to the Internet.
Size 6,200+ Employees, $2B+ Revenue
Sr Latam Talent Acquisition-
05/2009–10/2011
Countries: Mexico, Argentina, Brazil, Chile, Peru,Costa Rica, Colombia, Panama, Uruguay, Carribean and US Miami-
In this position I reported to:
• Hiep Dang: Director of Research & Operations, Web and Email Security - at McAfee Labs Avert Chile (2010).
• Lizette Labrador -Latam HR Manager at McAfee-
• Judi Keene - Talent Acquisition Manager at McAfee-
No reports, we were building the team.
Responsibilities:
• Confidential Recruiter with extensive background in Full Life Cycle,
• Responsible for direct sourcing of candidates for assigned requisitions
• Responsible for conducting effective sourcing efforts including utilize multiple sourcing channels such: passive search, cold calling, database mining.
• Proactively foster continuous social and media networks and maintain ongoing relationships with candidates and potential leads
• Screen and process potential candidates and applicants
• Meet weekly production goals as set by direct manager
• Manage daily production and candidate activities according to Program's Standard Operating Procedures and Service Level Agreements
• Disposition candidate pools presented by Latam subsidiaries.
• Responsible for scheduling interviews between candidates and different Hiring Managers.
• Responsible for running background checks, sales tests and medical exams when required.
• Utilize Applicant Tracking System (and other program tools) to effectively and accurately accomplish and document candidate management activities within the recruiter job scope
• Responsible for obtaining thorough knowledge regarding client, industry, and candidate pool in order to effectively sell opportunities to applicants
Achievements:
• Partnering with HR of the different subsidiaries to deliver external talent for key positions across Marketing, Commercial, Sales and Technical roles.
• Responsible for establishing an in-house sourcing function for Latin America.
• Pro-active building of external talent pools aligned to future business needs
Cause of resignation:
The contract come to an end .The company needed someone in Miami and I was not going to relocate.
LATAM SEARCHES- Staffing Consultancy
01/2007-01/2008
RPO- Staffing Consultancy, helping companies in their recruiting needs.
Employees: Over + 10
Recruiting Manager
01/2007-01/2008
In this position a reported to Paola Lago and + 10 Hiring Managers/ Clients. I had 7 recruiters.
Responsibilities:
• Manage a team of Recruiters who are responsible for New Business and recruiting across all areas of the business. In addition, I recruit for executive positions.
• Clients: SAP, Dassault Systemes, Aircom, Transistemas.Redback etc. Managed the Global Hiring Plan Latin America (Argentina, Brazil, Uruguay, Venezuela, Colombia, Panama, Chile, Mexico, Costa Rica)
• Execution and management of executive level searches .Responsible for overall business process as it related to recruiting, which involved database management, reference/background checking, salary negotiations, consultant relationship development securing referral network.
Cause of resignation:
McAfee was a challenge because we have to build the Latam staffing area from scratch.
AVATURE CORP.
01/2004- 11/2007
Avature is a privately held Human Capital Management software company offering SaaS solutions.
It was founded by Dimitri Boylan, co-founder and former CEO of HotJobs. In September 2008 the company commercially released its flagship product, Avature CRM, a flexible enterprise platform for Global Talent Acquisition and Talent Management. The company has been recently recognized by HRO Today with the 2012 TekTonic Award for Talent Management
Latin America Sir HR Business Partner & Resource Manager
01/2004- 11/2007
Responsible for establishing an in-house sourcing function for Latin America.
Managed the Global Hiring Plan Latin America (Argentina, Brazil, Uruguay, Venezuela, Colombia, Panama, Chile, Mexico)
Execution and management of executive level searches .Responsible for overall business process as it related to recruiting, which involved database management, reference/background checking, salary negotiations, consultant relationship development securing referral network
Responsibilities:
• Oversee the staffing function for multiple business units, managing full-time and/or contingent resources. Ensure that high quality-standards are met in hiring practices in terms of time, cost and quality.
• Pro-active building of external talent pools aligned to future business needs
• Responsible for the identification, assessment, and acquisition of key talent.
• Develop and implement comprehensive internal and external recruiting & staffing strategies to meet hiring targets. Ensure staffing strategies are supported by all levels of field management and manage full time and contract resources.
• Build and monitor candidates´ pipelines for multiple business units. Locate external talent through direct sourcing, job boards, outside vendors, professional associations, user groups, partners, etc.
• Support globally distributed hiring managers with respect to staffing requirements.
• Implement staffing strategies to provide a qualified and diverse candidate pool.
• Source candidates and conduct initial interviews.
• Ensure hiring manager and team preparedness during the interview process.
• Manage candidate process and act as candidate advocate. .
• Drive the recruitment efforts for select positions in Marketing, Finance, Information Technology, Human Resources and other essential positions for experienced, entry level Interns and internal transfers.
• Closing Positions at SAP Venezuela, Packeteer Colombia, Franklin Templeton Brazil, .Wachovia NY offices, Deloitte Tax Area, Cognizant. Symantec. BOC Venezuela Oil & Gas Company etc.
Cause of resignation:
A new challenge
TELEPERFORMANCE
Teleperformance Euronext: RCF is a French customer service, technical support, call center, debt collection and social media company with headquarters in Paris, France.
The company operates about 98,000 computerized workstations, with more than 135,000 employees across 250 contact centers in 49 countries in various industries - some of countries where we are: UK, Brazil, Chile, India, Philippines, China, Canada, Mexico, Colombia, Norway, Italy, USA, Costa Rica, Australia and Netherlands. In 2011 was responsible for more than 1.5 billion customer interactions.
Team Lead Recruiter
01/ 2002 – 01/2004
Implemented source training for all requirements and new source programs for, brainstorming and leadership hiring.
Reported to HR Director-
Responsible for 15 recruiters
Responsibilities
• Provided sourcing solutions to global hiring needs; resulting in an increased quality and volume of resume resulting in an increase in offers consistently.
• Responsible for coordination of public relations with Universities.
• Coordination of "Language English Program".
• Sourcing candidates (Adds Universities, On Line recruiting etc.).
• Resume and applicant screening and tracking.
• Develop and implement a set of business metrics to measure the effectiveness of the recruiting process.
Goals:
• Recruiting more than 1000 employees for Customer Service, Tech Support and Sales Units in 18 months.
• Managing and coordinating recruitment processes in the same period..
• Creating and designing an "English Training Program" to help and support "future employees" looking for a job.
Cause of resignation:
A new challenge
MZ Consultancy
01/2000-01/2002
RPO- Staffing Consultancy, helping companies in their recruiting needs.
Employees: Over + 20
Sr Latam Recruiter
In this position a reported to Miguel Terrizano and + 10 Hiring Managers/ Clients .
Responsibilities:
Active and passive searches, screening, interviews, negotiating and closing. Job descriptions, Requirements
Tools- (Job Boards and Databases, Calling companies to acquire targets, Obtain corporate directories and corporate intelligence.
Assignments and clients as a Contract Recruiter:
• Contract Recruiter at Motorola
• Contract Recruiter in Sao Paulo at Tibco Software- Reporting to Tony Lopez -HR Manager at Tibco Software.
• Contract Recruiter at SAP- Reporting Directly to Pat Fitzgerald-Recruiting VP
• Contract Recruiter at Veritas Software
• Contract Recruiter at People Soft
• Contract Recruiter at Siebel- Reporting Directly to Pat Fitzgerald
• Contract Recruiter at People Soft
Cause of resignation:
A new challenge
CISCO SYSTEMS
01/1999 -01/2001
Cisco (NASDAQ: CSCO) enables people to make powerful connections-whether in business, education, philanthropy, or creativity. Cisco hardware, software, and service offerings are used to create the Internet solutions that make networks possible-providing easy access to information anywhere.
Latam Talent Acquisition
01/1999 -01/2001
Reporting to Rob Massoudi at Cisco Systems., VP Internet Business Solution Group
Reporting to Miguel Terrizzano at Cisco Systems
Countries: Brazil, Argentina and Mexico
• Staffing and Recruitment – proactively source, screen, interview, and place qualified candidates. This includes posting jobs, pre-screening resumes, interviewing candidates both on the phone and in person, and partnering with hiring managers throughout the selection process
• Directly source and recruit candidates through direct recruiting efforts - especially with specialized and skilled job positions
• Creatively attract top talent in a timely and cost effective manner using multiple sources to advertise and recruit
• With management approval, create, generate and make job offers and assist with on-boarding process
• Build strong relationships with hiring managers to ensure a smooth recruiting process
• Develop networking and referral base using social networking and other innovate methods to identify desired candidates
Cause of resignation:
I was offered to relocate and I decline the offer.
References upon request.
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