Elvin Garcia

Supporting Paramount's Global Data Insights Group (DIG)

• Use a consultative approach to partner closely with Hiring Managers, HRBPs, as well as department leaders.
• Responsibilities encompass understanding the talent landscape, providing strategic direction to Hiring Managers, and be embedded in the business
• End to End Recruitment on multiple requisitions and maintain high quality/maximum traction for Hiring Managers at all times.
• Work closely with sourcing partners when needed to determine the best strategy, and approach to niche requisitions.
• Engage cross-functionally with internal stakeholders including Comp and HRBPs to solve business needs.
• Generate reports, analyze data and offer insights to Hiring Managers in efforts to reduce candidate review latency.

• Cultivated a diverse talent pipeline by proactively networking within industry events and conferences.
• Decreased time to fill by 60% in the first year by streamlining the interview process for increased efficiency in the hiring process.
• Enhanced candidate sourcing by implementing advanced search techniques and utilizing multiple platforms including but not limited to LinkedIn Recruiter, Seekout, Xray-sourcing etc..
• Built out creative and diverse boolean strings including a boolean bank to meet or exceeded hiring goals every quarter.
  • Lead and shadowed recruitment trainings

• Sourcing and recruiting for technical engineers on the infosec side of the cloud
• Enhanced candidate outreach by utilizing diverse sourcing techniques and tools.
• Conducted thorough pre-screening interviews, ensuring only well-qualified candidates advanced in the hiring process.
• Advisor to hiring managers in a high-growth, challenging environment by creating true partnerships aimed at fostering the culture of recruiting, reducing time to fill, building relationships with key stakeholders by using talent market expertise, data, and business acumen to educate and influence
• Understanding the complete candidate journey, demonstrating company values, ensuring regular communication, providing candidates from all backgrounds access to the information they need to be successful, using cutting edge recruiting technologies, being supportive and empathetic, providing didactic coaching, and treating them with respect and dignity - the way one would treat a fellow employee
• Conducted informal phone screens to gauge candidate leveling while evaluating their technical expertise and maintained a passive queue of over 150 candidates for various common roles.
• Partnered with recruiters to advocate for candidates’ success during the hiring process.
• Partnered with internal stakeholders to develop accurate job descriptions that effectively communicated role expectations and requirements.
• Highest producing sourcer on the technical team, a team of over 20 sourcers.

• Recruiting top SRE (Site Reliability Engineering talent) talent(Backend) for roles in our YouTube, Ads, Payments, Search, Geo, Waze, and Next Billion Users product areas across North America.
• Provided exceptional candidate experience throughout the recruitment process, resulting in positive feedback and referrals from both internal and external partners.
• Developed strong rapport with candidates, providing support during interviews, offer negotiations, and onboarding process.

• Coordinated and conducted interviews for a variety of roles in accounting and finance Specialize in the full-cycle recruitment Partner with Account Managers and clients to identify business needs, determine qualifications to identify quality candidates
• Screen candidates through use of skill assessments, in-person interviews, phone interviews and reference checks
• Discuss and negotiate wage, terms, and conditions with consultants Built and maintained relationships with local schools and job boards as an external sourcing strategy
• Strategized different sourcing strategies
• Partnered with different Account Managers in different areas across the U.S
• To support their business needs Exceeded weekly goal- 5 placements per week
• Build and strategies goals at the beginning of every QTR
• To achieve maximum growth and surpass prior year end goals
• High-Volume recruiting working on 6-8 different “skill set” requisitions
• At a given time in different areas of the U.S
• Managed a pipeline of 80+ candidates across different skill sets
• Responsible for reference checks, skills testing, and onboarding
• Created job postings and sorted through all the applications to bring the best talent to market “Best vs Average” Achieved “salary” at 10 weeks when it should have taken 13 weeks Sourced for technical accountants, consultants, and transactional accountants Built a network that allowed to have candidates ready to deploy and fill a requisition in less than 48/hrs
• Worked in multiple divisions of Aerotek (Aviation, General Labor, Professional Services,) Was the sole provider of driving the division to an ATH and grew it from PYEH numbers
• Built client relationships to ensure maximum customer service and business development
• Maintained and managed contractor workforce, including attendance monitoring, client and candidate feedback
• Awarded MVP of the office in less than a year by pushing “starts” in multiple divisions of Aston Carter/ Aerotek Placed technical accountants on projects and redeployed them after the project was completed by creating an “MPC” tracker.