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WideOrbit
- Senior Recruiter
2014 - maintenant
International Recruiting Expert at WideOrbit. We make it faster and easier to buy and sell media.
#wemakeiteasy
mberthiaume@wideorbit.com
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Point2 Consulting is a strategy
- Recruiter & Principal Consultant
2012 - 2014
(2 years 4 months)
firm specializing in working with start-ups to middle market
businesses. I work closely with Founders and CEOs to help them build their dream teams.
I find top talent and build recruiting/human resource processes.
* Project - Telcomm start-up. Wrote an Employee Handbook in compliance with state and federal laws.
* Project - WideOrbit a pre-IPO advertising management software for Media companies, was sole recruiter
using Successfactors responsible for all internal requisitions.
o Sourced and closed a much sought-after software engineer expert in the Delphi language when there was no
requisition.
o Created a pipeline of passive software engineer candidates nationwide.
o Worked with C-Suite to understand company needs to bring in a high impact Salesforce Application
Manager/Director.
* Sourced, recruited and hired 8 software engineers in 3 months. Majority being passive candidates and
sourced from LinkedIn, BASE and GitHub.
* Managed process of hiring international candidates including employer visa sponsorship and relocation.
* Worked closely with COO of a nationwide photography company to reengineer nationwide recruiting
process that created greater efficiencies and reduced cost per hire.
* Created `Talent Tuesday Program'' to increase internal referrals using social media. Increased crossdivisional cooperation.
Extensive experience in full cycle recruiting of candidates in sales, product support, software engineering,
technical support and administrative positions. Successfully hired all levels up to and including senior
management and partners.
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Bella Events Photography
- Senior Manager of Recruiting
2012 - 2012
Bella Events Photography sister company of Bella Pictures
Bella Events is the leading nationwide company specializing in on-location photography that transforms
a memorable day into a lifetime of beautiful memories. Bella Events is the new sister company to Bella
Pictures, the award winning wedding photography provider.
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Bella Pictures
- Senior Manager of Recruiting
2011 - 2012
Bella was the start-up wedding and on location events photography division bought by CPI Corp, a publicly
traded $600mm photography company.
* Designed and actively managed a cloud based ATS (Jobvite) that hired over 750 photographers nationwide
in 10 months.
o Designed automated processes that decreased applicant-hiring time from 6 weeks to 2.
* Team processed over 7,300 candidates in the first ten months with 100% review of and 100% response to all
applicants.
* Hired and managed a high-energy team of 4 recruiters with corporate internal and nationwide
responsibilities.
* Built a customized hiring process that hired 20 sales representatives nationwide in 4 weeks.
* Created a non-traditional yet sustainable recruiting channel on LinkedIn via a networking group. Within two
weeks grew the group from 0 to over 100 members and growing.
* Actively managed all social networking channels - Facebook, Twitter, and LinkedIn that increased
candidate hires.
* Responsible for creating the ``Nationwide Hiring Plan'' for Bella Events, a newly formed division to
hire 500 more photographers within a 30 mile zip code requirement while adapting to rapidly shifting
organizational goals.
* Key member of leadership/executive team accountable for recruiting, employee programs, benefit
enrollment and on site Human Resource representation.
* Designed recruiting policies, procedures, reporting and organizational structure for consistent and
measurable recruiting performance.
* Owned in-house full cycle recruiting for all departments: Marketing, IT, Sales, Operations and Customer
Service while creating a pipeline of top talent in each.
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Robert Half International
- Recruiting Manager
Courbevoie
2010 - 2011
Fast starting and successful high volume recruiter of the passive candidate within the
finance and accounting profession. Business development responsibilities of obtaining client orders,
managing full cycle recruiting from candidate screening to offer and acceptance.
* Significantly exceeded RHI expectations for new recruiting managers. Placed two candidates within first
six weeks on the job. RHI goal is for 1st placement by end of the 3rd month.
* Surpassed client expectations by sourcing candidates (in nontraditional recruiting methods) with software
experience in a very difficult to find, industry specific system (Omega).
* Demonstrated marketing and networking skill by obtaining three direct placement client orders within first
three weeks on the job.
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OG Smog
- Partner
2007 - 2010
Managed all administrative and compliance matters for family owned emissions testing business. Created and maintained an accounting system in QuickBooks. Managed all employee records, payroll, state and federal licensing, and insurance matters. Work independently and remotely, remaining highly organized while managing from afar.
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Lasko Fine Art
- Gallery Manager
2007 - 2007
Managed the administrative and business operations of a boutique art gallery. Created and expanded a computerized customer database established all media and ad campaigns and developed community awareness. Curated the highly successful "20 Years of Herman Raymond" exhibition. Worked with the University of Colorado at Colorado Springs to create an internship program for a gallery.
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Vista Pointe
- Vice President of Human Resources
2001 - 2005
Managed staffing and support for large multi-state call center company. Supervised a team of 12
recruiters in four states, filling more than 5,000 staffing requisitions per year. Significant organizational
accomplishments achieved in collaboration with local and executive level business leaders included:
* Recruiting - Analyzed root causes for high turnover with a result of decreased turnover in all call centers
by 150%, saving $250,000 annually. Redesigned all hiring and recruiting methods including instituting sales
testing to increase retention by 250%. Decreased executive recruiter expenses saving over $100,000 in the
first six months.
o Created a ``New Car Give Away Program'' that tied-in new hire retention and call center employee
attendance.
* Policies - Redesigned all policies and employee manuals to increase comprehension/adherence by not only
employees but managers. Created a consistent job description and pay grade system company wide.
* Benefits - Negotiated benefit renewals with health insurance vendors while managing smooth open
enrollment periods. Reduced health care costs by 20% per year for the company while increasing options and
decreasing cost to employees.
* Legal - Decreased company exposure to potential legal issues by designing and instituting training for all
new supervisors. This resulted in a drop of employee legal matters of 62%.
* Diversity Program - Created Management Training Program to home grow future managers for the
company. All MTP participants completed a 6-month program that increased the level of overall leadership
across the company.
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Managed recruiting for nationwide
- National Sales Recruiter
2000 - 2001
divisions with more than 500 employees. Created and executed
recruiting training programs for company management. Accomplishments included:
Created hiring processes that optimized recruiting time. Created a new recruiting program that revolutionized
interviewing, software utilization, new-hire orientation, web posting procedures and coordination of job
fairs/expos with universities nationwide.
Worked with multiple university department heads to promote GBC as a preferred employer.
Initiated hiring criteria that produced a reduction in turnover from 67% to 33%.
Reduced hiring cost per employee from $6,200 to $3,100 within six months.
Recruited, phone interviewed and hired 45 sales persons, district managers and junior representatives within
five months.
Initiated exit interview process and designed a tracking database system.
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Regional Service
- Manager
1997 - 2000
Managed the Northern Illinois region's 2nd largest account, United Parcel Service. Key achievements:
Demonstrated ability to successfully recruit in adverse conditions by filling extremely difficult positions for
over 11 client sites during a period of <5% unemployment.
Managed two branches with a team of eight that recruited over 500 employees per "peak" season.
Directly responsible for managing all policy development, employee relations, OSHA safety programs,
FMLA administration and training.
Exceeded the customer's expectations through two "peak" seasons. Recognized by the client for
having the best ever peak season for the region.
Recruiting Representative - Responsible for sourcing, screening, interviewing, placing, and administering
administrative assistant hiring for a large client.
Hired to save the branch's IBM "administrative assistant placement" account. Allotted 6 months
to recruit and hire 50 employees.
Exceeded expectations by placing 85 employees with 76% retention of one plus years.
Implemented standardized hiring criteria, assessment tools, and behavioral based interviewing.
Utilized a consultative sales process resulting in 98% customer satisfaction.
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Norell
- Branch Manager/Sales
1997 - 2000
Managed multiple accounts, fulfilling orders for a portfolio of up to 15 concurrent clients. Demonstrated
flexibility in recruiting for diverse positions including light industrial, administrative, accounting, and
information technology. Placed employees from entry level to mid-level management.; Managed branch
office with a staff of two employees. Responsibilities included staff selection and direction, managing
budgets, payroll processing, profit performance, and general office administration. Achievements included:
Expanded the customer base by planning and executing "Zone Sales Management" resulting in
five new clients generating revenue over $1 million, exceeding goals set by corporate.
Reorganized branch operations, increasing applicant flow, billable hours, and profitability by 12% in the first
two months
Initiated hiring processes, designed and implemented a flow tracking system.
Cultivated non-traditional recruiting sources that increased both the applicant flow and increased the hire to
work ratio.
