Keith Bunescu

, United States

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Keith's Short Bio

Sr. Recruiter with extensive experience in agency, corporate, and contract recruiting along with, strong leadership qualities and the ability to see the big picture and the capacity to solve problems effectively. I have over 13 years of experience meeting clients’ needs; and developing/delivering creative, efficient and effective sourcing and recruitment campaigns. I developed and implemented a training program for over 200 CSC recruiters and HR personnel on CSC Brand initiatives in 2009.


Keith's Resume


Keith Bunescu
2439 Summerwind lane
Montgomery, IL 60538
kabunescu@yahoo.com
H-630-896-9950
M-630-800-8166

Summary:
Sr. Recruiter with extensive experience in agency, corporate, and contract recruiting along with, strong leadership qualities and the ability to see the big picture and the capacity to solve problems effectively. I have over 13 years of experience meeting clients’ needs; and developing/delivering creative, efficient and effective sourcing and recruitment campaigns. I developed and implemented a training program for over 200 CSC recruiters and HR personnel on CSC Brand initiatives in 2009.


Professional Experience:
CSC
Sr. Recruiter
Federal Consulting Practice
July 2007 – Present
 Responsible for full lifecycle recruiting within the SAP and Oracle Federal Consulting Practices. Was instrumental in hiring several Partners, Principal Consultants, Sr. Consultants, and Staff Consultants. This included, but not limited to sourcing and identifying candidates, phone screening and in-person interviewing, gathering feedback, conducting follow-ups, presenting offers and negotiating salaries via Professional Networking, Cold-Calling into Companies, Employee Referrals, Internal Recruiting Database, User Groups, Web Sourcing, Internet Recruiting, Outplacement Firms, Alumni Associations, Local Publications, Military, Industry Specific Societies & Diversity Organizations
 Worked with resource managers to define staffing needs.
 Provided support for the following Aerospace and Defense projects for CSC Federal Consulting Practice; The Army’s LMP “Logistics Modernization Program” the biggest SAP implementation ever, USAF Oracle implementation, IRS, USCG, and NASA. Worked with hiring managers to determine the needs of the project, and facilitate recruiting programs against those needs.
 Hired candidates with security clearances ranging from Secret to TS/SCI Full Scope Poly
 Developed and implemented recruiting strategies to ensure that the company is able to attract the best candidates in a timely and cost effective manner
 Developed and trained over 200 CSC recruiters and Hr personnel on the CSC Brand initiatives.
 Successfully completed over 50 skillport classes in 2 years to include but not limited to; Becoming a Manager, Building Effective Interfunctional Relationships, and Business Ethics etc…..
 Trained FCP recruiters on sourcing and recruiting techniques.
 Proficient in Taleo Applicant tracking system

TuringSMI
US Recruiting Manager
Dec 2005 – June 2007
 Developed and implemented recruiting strategies to ensure that the company is able to attract the best candidates in a timely and cost effective manner. Performed new hire orientation, assisted employees with general HR questions and procedures, informed candidates on company benefits, rules and regulations.
 Saved the company in excess of $750,000 dollars in recruiting fees along with brining in new revenue over $250,000 dollars.
 Created hiring goals to assist with recruitment planning and execution
 Provided Global-recruiting support facilitating the transfer of foreign nationals from our firms in United Kingdom, Australia, and South Africa, etc. through assisting with the processing of H1/L1/T1 Visas and green card filing procedures.
 Managed Key Sub-Contractor and Staffing Partner Relationships
 Present current resource status, at-risk projects, and future resource plans to delivery practice leaders on a regular basis
 Integrate and coordinate forecast information with the finance department.
 Coordinate strategic use of billable, non-billable and bench resources across all solution groups
 Ran bench calls to ensure delivery staff members are integrated into the business
 Interviewed and technically screened potential candidates for staff augmentation work or project based work for existing clients based on the requirements of the project and the resources needed.
 Key player in providing the content information for the companies Resource Management brochure.
 Provided knowledge and content information for the companies new Remedy Resource Management Portal which is based in principle on Monster and Dice. The portal allows companies to post there Remedy requirements along with allowing consultants to post there resume.
 Attended National and Regional User Group meetings to attract local and national consultants and to market the Remedy Portal
 Responsible for full lifecycle recruiting process, including, but not limited to sourcing and identifying candidates, phone screening and in-person interviewing, gathering feedback, conducting follow-ups, presenting offers and negotiating salaries in both Project-based & Staff Augmentation environments via Professional Networking, Cold-Calling into Companies, Employee Referrals, Internal Recruiting Database, User Groups, Internet Recruiting and Outplacement Firms.

Rock Solid Consulting, Inc.
Sr. Recruiter (Contract)
May 2005 – Nov 2005

 Working with other managers and owners to improve internal recruiting processes while helping to bring the company to “the next level”.
 Developing a network of Information Technology candidates through Internet sourcing/posting, cold calling, referrals and by attending job fairs.
 Working with clients and account managers to identify staffing needs.
 Recruited candidates with backgrounds including; Project Management, Application Development (Java, Mainframe, VB, .Net etc), Data Warehousing, Testing, Network Engineering, Network Support, and Instructional Design.
 Interview exempt and non-exempt employees and schedule and administer technical testing.
 Verify candidate backgrounds by checking references or by facilitating background/educational checks.
 Also responsible for honing candidate resumes as well as negotiating salaries and hourly rates.
 Working with technology including Windows 2000, Outlook 2000, MS Office, and ACT


Whittmanhart, Inc.
Recruiting Manager
Jan 04 – April 05
 Responsible for full lifecycle recruiting in both Oracle and SAP Project-based & Staff Augmentation environments via Professional Networking, Cold-Calling into Companies, Employee Referrals, Internal Recruiting Database, User Groups, Web Sourcing, Internet Recruiting, Outplacement Firms, Alumni Associations, Local Publications, Military, Industry Specific Societies & Diversity Organizations
 Worked with Sr. Management to develop staffing plans and metrics to meet SAP, Peoplesoft and Oracle forecasts.
 Plan, manage & track resources and skills for our consulting staff nationally
 Present current resource status, at-risk projects, and future resource plans to delivery practice leaders on a regular basis
 Integrate and coordinate forecast information with the finance department.
 Coordinate strategic use of billable, non-billable and bench resources across all ERP solution groups
 Ran bench calls to ensure delivery staff members are integrated into the business
 Coordinate training programs to maximize costs
 Escalate staffing disputes/conflicts between client projects related to the allocation of resources
 Responsible for definition of Headcount Plan
 Coordinate annual Workforce Plan with Delivery ERP Practice Leaders, HR and Recruiting
 Created Appropriate Staffing Metrics so that the practice leaders could manage delivery
 Created hiring goals to assist with recruitment planning and execution
 Managed Key Sub-Contractor and Staffing Partner Relationships
 Minimized the complexities of managing the consulting staff so that the individual were not burdened and the project managers and senior management have accurate, real-time data to make informed business decisions
 Establish an enterprise wide staffing process and eventually a tool to help track staff utilization and revenue forecasts
 Analysis & reporting of appropriate staffing, training, and recruitment metrics
 Accurately reported delivery revenue forecasts for sold business and highly qualified business.

Rapidigm, Inc
Resource Manager
Feb 01- Dec 03

 Responsibilities included: Hiring experienced SAP and Oracle professionals into the National SAP and Oracle Practices; manage the SAP and Oracle recruiting pipeline; facilitated entire recruiting process, including conducting initial candidate interviews; provided ongoing status reporting as to recruiting pipeline, offers, compensation negotiation, acceptances, and new hire information; selection and evaluation of external search agencies, and maintaining positive relationships.
 Interviewed and technically screened potential candidates for staff augmentation work or project based work for existing clients based on the requirements of the project and the resources needed.
 Responsible for overseeing and supporting recruiting activity on a regional platform involving placement of Mid to Senior Management level positions while focusing on staffing for the Midwestern Regional Practices
 Develop and implement recruiting strategies to ensure that the company is able to attract the best candidates in a timely and cost effective manner. Performed new hire orientation, assisted employees with general HR questions and procedures, informed candidates on company benefits, rules and regulations.
 Responsible for full lifecycle recruiting process, including, but not limited to sourcing and identifying candidates, phone screening and in-person interviewing, gathering feedback, conducting follow-ups, presenting offers and negotiating salaries in both Project-based & Staff Augmentation environments via Professional Networking, Cold-Calling into Companies, Employee Referrals, Internal Recruiting Database, User Groups, Web Sourcing, Internet Recruiting, Outplacement Firms, Alumni Associations, Local Publications, Military, Industry Specific Societies & Diversity Organizations


Plaut Consulting, Inc
Sr. Recruiter
Jan 98- Jan 01

 Implemented national recruiting policies and procedures as well as all Internet recruiting functions. Signed off on all new offers and conducted all exit interviews’. Responsible for all exempt and non-exempt hiring company wide.
 Managed several outside partner alliances involving agency contract and fee negotiations.
 Assisted Senior Management in creating business plans involving budgets for all areas of the Recruiting Department.
 Responsible for overseeing and supporting recruiting activity on a regional platform involving placement of Senior Management level positions while focusing on staffing for the Midwestern and Western VP’s Regional Practices.
 Provided Global-recruiting support facilitating the transfer of foreign nationals from our firms in Germany, France, United Kingdom and Switzerland etc. through assisting with the processing of H1/L1/T1 Visas and green card filing procedures.
 Interviewed and technically screened potential candidates for project based work for existing clients based on the requirements of the project and the resources needed.
 Network to maintain a pipeline of qualified candidates through candidate referrals.
 Pre-screening of contract and permanent placement candidates through phone and in-person interviews to assess the candidate’s skill level and presentation skills.
 Provide vital staffing statistics through the generation weekly and monthly reports.
 Responsibilities include: Hiring experienced SAP professionals into the National SAP Practice; manage the SAP recruiting pipeline; facilitated entire recruiting process, including conducting initial candidate interviews; provided ongoing status reporting as to recruiting pipeline, offers, compensation negotiation, acceptances, and new hire information; selection and evaluation of external search agencies, and maintaining positive relationships; coordinate formal SAP training for current SAP employees.

Cemco Systems
Executive Recruiter
Feb 97 – Dec 98
 Sourcing new candidates via cold calling, Internet searches, referrals, networking at professional societies and locating names from professional publications; as well as other colleagues in the industry.
 Compose candidate skill summaries and check references prior to submitting candidates to account managers.
 Maintain candidate and consultant records in Simple Soft database. Following up every three months to see how they are doing, as well as to seek referrals.
 Network to maintain a pipeline of qualified candidates through candidate referrals.
 Research potential clients through Internet and industry publications.
 Develop new clients and generate new revenue for the company
 Successfully manage the recruiting life cycle by working with all management levels to define staffing needs and strategy through out the client’s organization.
 Work directly with the managers in determining hiring needs, interviewing process and offer negotiations.
 Verify candidate’s references and background checks.
 Provide assistant to HR in selecting an applicant tracking system.

Scarlet Glow Engineering
Sales/Administrative
July 92-Jan 97
 Developed and built relationships within local construction industries including but not limited to engineers, contractors, architects, developers, product manufacturers, etc.
 Worked with Sheet Metal Unions on benefits and compensation plans
 Administered payroll, Time sheets, Insurance benefits, Workmen’s Compensation, etc.
 Recognized potential customer and developed solutions to solve all of their heating/ventilation needs, providing solutions valued at $5,000 to $500,000.
 Project managed multiple accounts from RFP through submittal to release and installation ensuring customer needs were met. This included the review of engineering and architectural plans, creation of room schedules and proposal and bid, competitor assessment, pricing and scheduling of materials, submittal negotiation and ongoing project management to ensure release and shipping dates met customer needs.

Air Rite Heating and Cooling
Sales/Administrative
May 1986-June 1992

Education:
Elmhurst College
Some course work completed

Waubonsee Community College
Completing Bachelors in Business Administration



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