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  • 25 Aug 2023 2:25 PM
    Message # 13245791
    Richard Goudie (Administrator)

    Vic Rossi

    10123 Wimbledon Ct. Manassas, VA 20110

    (c) 703-861-5887 (h) 703-257-5887


    •  Accomplished corporate and search firm professional with diversified experience in Recruiting, Consulting, Human Resources, Process Presentation, Training, and Staffing Management
    • Excellent written and verbal communication skills
    • Successful staffing at the division and corporate level in complex, progressive organizations, providing leadership and oversight to the recruitment team
    • Experience recruiting entry, professional and senior level executive management positions, including Program Managers, Business Developers, Intelligence Analysts, Business Process Analysts, Hardware, Mechanical, Software and System Engineers with Secret clearances and above   
    • Supported diverse Commercial and Federal Government customer and industry base, including C2BMC, the Air Force, Army, ARNG, DEA, DOE, USDA, DHS, DOJ, HUD, MEDCOM, NUWC, SOS, VDOT, Navy, Marines, Department of VA, EEOC, DCMA, SEC, Rail, DTRA, DARPA, AOUSC
    • Proven skills with sourcing, screening, interviewing, tracking, negotiating salaries and bonuses, and offer extension in both the Corporate and Recruiting Agency environment 
    • Proficient with various job boards, social media, and recruiting search engines (e.g., LinkedIn Recruiter, Twitter, SeekOut, CareerBuilder, Indeed), experienced with Avature
    • Proficient with Microsoft Office (Word, Excel, Outlook); functional with PowerPoint
    • Experienced with Taleo, HireBridge, CyberRecruiter and BrassRing/Kenexa applicant tracking systems
    • Facilitated and implemented the Applicant Tracking System (ATS) as a critical component to the recruiting process
    • Instituted a Referral Bonus Program, including assisting with the creation of company Standard Operating Procedure (SOP)
    • Engineered Corporate Partnerships with key local Universities, military installations, and a variety of industry networks, creating and building brand awareness
    • Regarded as trusted advisor and honest broker within the recruiting 


    (November 2018 – September 2023)

    • Managed full cycle recruiting process for technical, engineering and cleared positions, ensuring a smooth and positive candidate experience.  Lead the efforts to develop, implement, and execute hiring strategies for client groups across the Missiles & Fire Control (MFC) business area.  Strategize with TA Managers, HR Business Partners, and Recruiters to stay apprised of current business dynamics within your customer groups.  Worked with all levels of management to understand job and needs requirements.  Sourced candidates and develop networks to ensure a strong pipeline of qualified, diverse candidates using creative techniques, social media, databases, and other channels.
    • Sourced and recruited top tier talent to build candidate pipeline for upcoming and future growth demands.  Referred candidates to specific job openings adhering to compliance requirements. Evaluated employment factors such as job experience, education and training, skills, knowledge and abilities, and other data pertinent to classification, selection, and referral.
    • Managed full cycle recruiting process for cleared technical, systems and software engineering, and positions in support of Rotary & Mission Systems (RMS), for C6ISR and IWSS, including Manassas, Huntsville, Colorado Springs, Bothell, and Moorestown sites.  Lead the efforts to develop, implement, and execute hiring strategies for client groups across RMS, including the planning and leading of on-site as well as virtual hiring events.  Strategized globally with TA Managers, HR Business Partners, and Recruiters to stay apprised of current business dynamics.  Partner effectively with HR teammates when working compensation, compliance, onboarding, and other processes.


    (January 2016 – October 2018)

    • Responsible for full life cycle recruiting, partnering with hiring Managers and Directors to determine requisition requirements, post requisitions, source, and screen candidates, build pipelines, support proposal staffing efforts, produce qualified candidates, arrange, and participate in interviews, ensure candidates meet contract LCAT requirements, negotiate salaries and place offers.
    • Utilized Taleo Business Edition applicant tracking system for requisition and candidate management.  In-processed new employees and review new hire paperwork for accuracy and completeness.  Reported new employees to E-verify.  Create and track employee job descriptions.  Assisted with Human Resource Generalist responsibilities as needed.


    (July 2014 – January 2016)

    • Introduced an Applicant Tracking System (ATS) to the company on my first day of employment to streamline the recruiting process, reduce overhead and person-hours, enhanced job posting capabilities, and increased SAMS’ market visibility with a low-cost solution.  Developed strong relationships and partner with hiring manager, business leaders and HR.  Tracked and reported key metrics designed to measure and predict staffing activity, with regular follow up with the respective hiring managers and candidates to ensure timeliness of recruitment process.  Actively participated in all staffing related activities and engage in cross-functional projects, developed and effected search strategies and recruiting events, leading to a stronger talent pool for surge hiring needs.  Improved time-to-fill positions to less than 39 business days.
    • Lead the creation of SAMS’ Referral Bonus Program, resulting in a greater awareness within current employees, and significant increase in referred viable candidates.  Aided in creation and revision of Recruiting Standard Operating Procedures (SOPs).  Regularly hosted Recruiting Brown Bag meetings to educate employees on Federal compliance and best practices.
    • Identified and clarified all hiring specifications with hiring managers, present accurate and detailed job descriptions, and applied action plans to maximize candidate sourcing.  Tracked all incoming candidate flow and maintained candidate status information in the company’s ATS.  Recommended and implemented process improvements to the technical hiring efforts.
    • Maintained current knowledge and understanding of regulations, industry trends, best practices, new developments, and applicable laws regarding recruitment of candidates.  Created and manage a weekly recruiting priority list.  Perform reference checks for potential employees.
    • Generated offer letters, ensuring all required documentation was in place per SAMS’ Recruiting process.  Wrote and forwarded rejection notifications. 
    • As acting Corporate Operations Manager, managed three direct reports to oversee and direct administrative support services aligning with Corporate objectives: security, human resources, recruiting, compliance, and other office support services.


    (April 2008 to July 2014)

    • Developed strategies for a $100 million revenue, 600+ company to target and attract passive candidates via relationships with military installations, colleges, alumni, and professional societies.  Success rate of greater than 90% offer acceptance.  Collaborated with Senior Management on all aspects of developing a recruiting strategy to support the specific needs within their division.
    • Sourced for US and international talent for senior, middle, and entry-level programmers, developers, analysts, and engineers using a proven network of social media, job boards, career fairs, on-campus interviews, referrals, internal database, colleagues, cold-calling, and staffing agencies.  Supported multiple locations (Florida, New York, Pennsylvania, Virginia, California, and Australia) with staffing efforts as needed.
    • Spearheaded efforts to enhance ENSCO’s military/veteran/disabled recruiting efforts.  Attended Military Veterans job fairs.  Instituted the use of the “Video Interview” initiative as an effective method to improve the interview and selection process in the company, resulting in higher quality applicant selections.  Trained and counseled Managers and team members on the usage of Kenexa applicant tracking system and the recruiting process. 
    • Teamed with the Marketing and Communications division in shaping ENSCO’s Twitter page, and in creating and updating recruiting banners, slick sheets, and related materials.  Assisted with creating recruiting advertising, scheduled and attended job fairs.
    • Oversaw ENSCO’s internship/co-op program.  Coordinated and facilitated Information Sessions at various colleges and universities.  Engineered Corporate Partnerships with George Mason University, Case Western Reserve University, and the University of Maryland, creating and building brand awareness for the company’s general and niche recruiting needs.  Attended professional user group meetings and maintained contact with them to enhance networking efforts.  Participated in various Recruiting (e.g., OFCCP) and Social Media webinars.


    (June 2007 to April 2008)

    • Directed the recruiting process to source and hire hard-to-find talent, (both for DoD and non-cleared positions).  Implemented infrastructure and processes with two direct reports to streamline the sourcing and hiring lifecycle.  Maintained an open dialogue with internal clients regarding their anticipated contract wins.  Collaborated with HR to develop and administer components of an effective Talent Retention Program, such as “Brown Bag” meetings and new-hire luncheons.  Overhauled Employee Referral Program with a new process, policy, and form. 
    • Augmented staffing efforts by identifying and developing effective measures to source candidates, such as in-house Invitational, ACAP (Army Career and Alumni Program) and TAPS (Transition Assistance Program) employer panels, Corporate Partnership with George Mason University, and AFCEA (Armed Forces Communications and Electronics Association) networking events. 
    • Researched and shared market trend data with hiring managers as a teaching tool concerning the hiring process.  This included offer letters, OFCCP regulations, best practices, internal salary equity, and premiums for high-level clearances.

    ASSOCIATE (Client-facing Recruiter) – BOOZ ALLEN HAMILTON

    (November 2005 to June 2007)

    • Provided full life cycle recruiting support and guidance to several client teams.  Sourced and hired 8+ new employees per month.  Participated, managed, and led recruiting-related task forces or programs, including role as Team Lead for bi-weekly Global IT Career Invitational.  Coached and mentored junior recruiting staff.
    • Developed and conducted activities related to the recruitment of external and internal applicants, leveraging contacts with various employment sources to meet the staffing requirements.  Participated in staff planning activities, strategizing with client staff to determine hiring needs.  


    (June 1999 to November 2005)

    • Functioned as Corporate Recruiting Manager with two direct reports for scientific research and development firm.  Designed and implemented recruitment strategies with executive staff and management to meet fiscal goals.  Evaluated recruitment practices, processes, and programs to ensure effectiveness and organizational alignment.  Coached and guided the recruiting staff through various recruitment projects.
    • Lead the development and maintenance of the applicant tracking system to expedite the process of identifying qualified candidates and manage the hiring process.  Trained junior staff in all facets of the sourcing and hiring model.  Directed the co-op/internship program and fostered relationships with career service centers of universities and schools to build candidate pipeline.
    • Assisted HR Director with developing annual recruiting plans and strategies while collaborating closely with company leadership teams on system-wide initiatives.  Created targeted recruiting and retention strategies and managed recruitment projects.  Utilized knowledge of basic recruiting metrics.
    • Conducted searches for senior and entry-level programmers, developers, and engineers via Internet sites, job fairs, on-campus interviews, networking, referrals, internal database, and technical staffing agencies.  Supported off-site locations with their staffing needs.  Employed direct-sourcing Open House, targeting recent college graduates.


    (September 1998 to June 1999)

    Responsible for sourcing IT professionals for Fortune 500 companies, Government and Military divisions through job fairs, the Internet, print media, cold calls, and company database.  Screened and interviewed candidates, scheduled appointments with prospective contractors, negotiated salaries, and developed leads for the sales team.


    (May 1995 to August 1998)

    Tasked with sourcing technical and finance professionals, screening and interviewing exempt and non-exempt candidates through job fairs, the Internet, and print media.  Conducted training presentations, attended industry seminars, executed, and tracked internal promotions, transfers, and various reports.  Worked with all levels of management on employee relation issues and ensure compliance of company policies and Federal/State employment laws.  Coordinated staffing needs and goals, resolved compensation and benefit questions, monitored interview appraisals and annual evaluations.  Engineered relocation and salary negotiations.  Implemented on-line application/posting process, coordinated reorganization of over 700 employees.  Administered "Code of Conduct" and interview training.



    Clarion University of Pennsylvania


    • Textio Inclusive Recruiting Certification
    • TSI Professional and TSI Specialist Certification (The Sourcing Institute)
    • Advanced Certificate in Employment Law
    • US Military Veterans Network
    • Women in STEM
    • Women in Technology (WIT)
    • Project SAVE (Staffing Alliance of Virginia Employers)
    • SHRM Mentorship Program Alumnus
    • Advisory Board / ECPI College of Technology

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