Anna Kerr

• For a consistent eight months, was named a Top Performer in sourcing external candidates for highly cleared (CI POLY AND FSP) Software Developers and Engineering professionals.
• Sourced resumes using companies’ ATS, Avature along with other job boards including Indeed, Hiretual, LinkedIn Recruiter, Dice and Clearance Jobs.
• Tracked applicants in Workday and met weekly metrics of at least 10 submittals and 5 interviews while exceeding monthly metrics of 10 offers extended.
• Sourced cleared technical skill profiles including but not limited to: Information Assurance Analyst, Cyber Security Engineer, Systems Engineer, Network Engineer, Robotics Engineer, Software Developer, DevOps/DevSecOps Engineer, Solutions Architect, Data Scientist, Astrophysicist, ISSO, ISSE, Program Manager, Site Reliability Engineer (SRE), Cloud Engineer and more.
• Screened applicants that met basic qualifications of job requisition using companies’ Prescreen Form that abides by policies and procedures.
• Partnered with CFR (Customer Facing Recruiter) and the hiring manager to qualify the job requisition and lead intake calls to go over details of the hiring needs,
• Sourced passive candidates through multiple job boards and met monthly metrics of usage for each job board,
• Supported military veteran hiring cohorts such as HOH (Hiring Our Heros).
• Supported online job fairs by screening as many technical talent as possible.
• Provided strategic market analysis to hiring managers/teams for requisitions that are hard to fill or have been opened for longer than 90 days.
• Developed sourcing strategies to improve procurement processes, supplier relationships and capability development to optimize supply chain.
• Conducted market research to identify new suppliers and evaluate their capabilities, leading to better-informed decision-making in procurement activities.
• Maintained up-to-date knowledge of industry trends and best practices in sourcing, enabling continuous improvement within the procurement function.
• Researched new vendors and partners to obtain most cost-effective pricing for goods.

• Maintained responsibility for the full lifecycle recruiting process focused on various functional and market areas with the ability to successfully recruit cleared technical and non-technical candidates.
• Tracked applicants and sourced candidates through companies’ ATS, Lever.
• Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
• Provided recruiting support for programs specifically geared toward military vets.
• Partnered with Business Development to forecast business needs and deliver by developing a pipeline while nurturing talent.
• Ensured successful and timely completion of Applicant Tracking System (Lever) documentation, tracking of metrics and compliance with all hiring requirements related to OFCCP and Ironclad recruiting policies.
• Enhanced candidate experience by streamlining the interview process and providing timely feedback.
• Reduced time-to-fill for critical roles by implementing targeted sourcing strategies and effective screening techniques.
• Conducted thorough pre-screening interviews to evaluate candidates'' fit before presenting them to hiring managers for further consideration.
• Utilized advanced search techniques on LinkedIn Recruiter for identifying passive candidates who met stringent technical qualifications.
• Established trusted relationships with external partners, including staffing agencies, universities, and professional associations to expand talent network.
• Negotiated competitive compensation packages for candidates, ensuring alignment with budget constraints and internal equity considerations.
• Improved candidate retention rates through post-hire follow-ups that ensured satisfaction levels remained high after joining the company.
• Maintained accurate records within the ATS to ensure data integrity and enable meaningful reporting for ongoing analysis of recruitment metrics.
• Developed comprehensive job descriptions and requirements, ensuring accurate representation of role expectations for candidates.
• Increased diversity within candidate pools by proactively networking and engaging with underrepresented groups in the industry.
• Collaborated cross-functionally with HR Business Partners, Compensation Analysts, and other stakeholders to ensure a smooth hiring process from talent acquisition to onboarding stage.
• Partnered with hiring managers to develop and execute customized recruitment plans, resulting in successful hires for hard-to-fill positions.
• Developed strong relationships with hiring managers by providing regular updates on search progress, market trends, and relevant talent insights.
• Achieved strong employer branding through collaboration with marketing teams on social media initiatives and career events.
• Managed end-to-end recruitment life cycle for multiple business units across various locations nationwide, consistently meeting or exceeding hire targets each quarter.
• Provided coaching and guidance to junior recruiters on best practices in sourcing top-tier technical talent.
• Sourced and selected applicants for technical positions within company.
• Used Boolean searches to develop applicant portfolios for expected openings.
• Onboarded new hires and set up training.
• Assisted with writing job postings and job descriptions for boards.

• Sourced resumes with companies’ ATS (ICIMS) and job boards such as Dice, LinkedIn recruiter, indeed, Clearance Jobs and more.
• Hired in all areas of the company from entry level, administrative, consulting and executive level technician program directors.
• Administered appropriate company assessments.
• Maintained relationships with both internal and external clients to ensure staffing goals were achieved.
• Increased offer acceptance rate by conducting thorough pre-screening interviews and effectively selling company culture and benefits.
• Placed advertisements, evaluated applicant credentials, conducted initial interviews and pre-screening assessments.
• Continuously refined recruitment strategies by staying informed of industry best practices and incorporating innovative tools and technologies.
• Conducted regular check-ins with new hires during their probationary period to address any concerns or challenges early on, promoting long-term employee retention rates.
• Negotiated offers with selected candidates, balancing both company budget constraints and individual salary expectations for mutually beneficial agreements.
• Enhanced candidate pool by implementing advanced sourcing techniques and utilizing various recruitment channels.
• Collaborated with various departments to define job qualifications.
• Worked closely with HR team to ensure smooth transition for new hires during onboarding process, including benefits enrollment and orientation sessions.
• Organized career fairs and university partnerships to connect directly with potential candidates from diverse backgrounds and skill sets.
• Utilized data-driven approaches to evaluate recruitment metrics, identifying areas for improvement and adjusting strategies as necessary.
• Partnered with HR team to develop comprehensive onboarding programs, fostering successful integration of new hires into the organization.
• Coordinated internship programs to identify future talent pipelines while also providing valuable learning experiences for participants.
• Conducted reference checks, background screening and other pre-employment checks to verify information on applicant's resume.
• Coordinated schedules to arrange management interviews with applicants.
• Generated and analyzed reports to monitor employee engagement and attrition trends.

• Full Lifecycle recruiting candidates in-state and out-of-state for contract, contract-to-hire, and direct hire placements for IT positions for federal client companies, government and commercial sectors.
• Identified, qualified and closed candidates using various job boards, senior technical resume database (PCR) and referrals.
• Identified candidates with various security clearance levels including Secret, Top Secret, TS/SCI, CI Polygraph and Full Scope Polygraph.
• Recruited on the following skillsets: System Administrators, System Engineers, Developers, Architects, Technical Writers and Program/Project Managers are just a few role types.
• Enhanced candidate sourcing by implementing advanced search techniques and utilizing multiple platforms.
• Conducted comprehensive candidate screenings to ensure proper fit for organizational culture and role requirements.
• Negotiated competitive compensation packages on behalf of clients, securing top talent while maintaining budgetary constraints.
• Managed full-cycle recruiting processes, ensuring timely placement of top-tier candidates.
• . Developed and maintained a strong professional network within the tech industry, leveraging connections for candidate referrals and business development opportunities.
• Created comprehensive candidate profiles that highlighted key skills, experiences, and fit with corporate values, allowing hiring managers to make informed decisions quickly.
• Implemented metrics-driven strategies to monitor recruiter performance and drive continuous improvement initiatives.

Early career was with multiple retail employers in sales associate and sales supervisor roles. Additional employment history will be given if asked.