Scott Theobald

About Scott Theobald

Peraton drives missions of consequence spanning the globe and extending to the farthest…

Experience

1. Senior Technical Recruiter

   Peraton

   May 2021 — Present

   Drive the achievement of the hiring targets for business segment(s), including time to fill, as well as hiring manager and candidate satisfaction. • Manage the beginning to end staffing process within business segment(s); implements sourcing strategies, screens candidates, provides a short list of candidates, coordinates interviews, and creates offer letters. • Partner effectively with partners representing different business groups to ensure a smooth end to end recruiting process – Compensation, HR Business Partners, etc. • Counsel with managers on the hiring process and ensures that managers are in compliance with corporate and government policy. • Provide support on hiring initiatives where there is staffing impact. • Uses significant business knowledge and subject matter expertise to contribute to the execution of the staffing strategy, including talent attraction, hiring, relocation, and the contingent workforce. • Create and foster relationships with colleagues and diverse professional organizations to attract and recruit critical skilled candidates, alumni and diversity applicants. • Maintain contact with hard to find skilled candidates using various communication techniques to keep the candidates interested in the Company. • Evaluate employment factors such as job experience, education and training, skills, knowledge and abilities, and other data pertinent to classification, selection, and referral. • Surface candidates and develops networks to ensure constant flow of qualified candidates. • May participate with management to develop job specifications, make salary recommendations and negotiate starting salary with management and candidate • Collaborate with hiring managers to create and review employment requisitions and develop staffing plans. • Communicate with hiring manager on the status of requisitions, candidate quality and candidate pipeline. • Develop and continuously build strong candidate pipeline

Education

• University of Missouri Trulaske College of Business

  MBA

  1989 — 1990

• York College of Pennsylvania

  A.A. in Liberal Arts, Business Administration

  1981 — 1983

• University of Nebraska-Lincoln

  B.S.B.A., Business Administration

  1983 — 1986

Skills

• Phone Screens
• Resource Management
• Resourcing Strategies
• Contract Recruitment
• Terminations
• Labor Certification
• Talent Management
• Integration
• Building Strong Referral Networks
• Closing Candidates
• Flip Search
• Resourcing Strategy
• Behavioral Interviewing
• Information Technology
• Screening Resumes
• Internet Recruiting
• Engineering
• Job Description Creation
• Architecture
• On-Site Recruitment
• Sdlc
• Program Management
• Market Pricing
• Hiring Practices
• Executive Search
• Webpas
• Technical Recruiting
• Employee Relations
• Human Resources
• Boolean Logic
• Temporary Placement
• Dice.com
• Screening
• Progressive Discipline
• Talent Acquisition
• Configuration Management
• Applicant Tracking Systems
• Visas
• Military Recruiting
• Recruiting