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Dennis Smith My Digital Footprint

Sr. Technical Recruiter Where I spend my day...
St. Jude Medical
Plano, TX 75075 w: 214.718.1798
United States

My Company:
My Blog: My Blog
My LinkedIn Network:

My Career Snapshot

Founder / Sr. Manager, Sr. Manager, Recruiting My Recruiting

Recruiter / Recruiting Recruiting Lead & Field Community
Community Ops Mgr
Because even recruiters need a
place where "everybody knows
their name."

My #1 Recruiting Tool

Because relationships matter.

My Bio
My Videos
Dennis Smith has over 13 years of experience in agency and corporate recruiting. He is the recent
founder, recruiter and community manager of Smith is currently serving as a
Recruiting Consultant at St. Jude Medical in Plano, TX.

Previously, Dennis held recruiting leadership roles at WorldLink, T-Mobile, Samsung, and AT&T
Wireless. He enjoys speaking at recruiting conferences and corporate events where he brings focus to
his passion for social networking and Web 2.0 technology, and its impact on recruiting and personal Because some things are meant
brand. to be watched.

Mobile: 972-510-JOBS My Tweets

Since 2004, Dennis has actively used his blog to build relationships with job-seekers around the world.

My Career
Because I can.
St. Jude Medical
Plano, TX, United States Feb 2010 - Present
Sr. Technical Recruiter
Feb 2010 - Present (Professional)
Seth Parkhoff
(Consultant – Oct. 2009 – Feb. 2010) Engineering and Operations
Sr. Technical Recruiter

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Lead recruiter hired to staff newly revamped team in the Quality Assurance organization in an
effort to impact the ongoing FDA audit. Key hires within first 90 days: Director, Post Marketing TerreStar Networks
Quality Assurance (direct sourced from competitor: Abbot Laboratories); Sr. Manager, Complaint “...Dennis is an outstanding
Management Systems (direct sourced from competitor: Orthofix); Sr. Manager, QA Audit (direct manager, with the people skills
sourced from competitor: Stryker); Sr. Manager, Supplier Quality (direct sourced from medical and intelligence to handle a
very wide range of challenges.”
device company: Quest Medical).

Ongoing primary responsibilities focus on building consultative partnerships with internal Paul Kemp
customers and business partners to manage the full-cycle recruitment process. This involves the Executive Recruiting Manager
day to day activities associated with sourcing applicants using tactics such as Google/Bing/Yahoo T-Mobile USA
Boolean searches, internal ATS, as well as direct sourcing / networking initiatives via LinkedIn and “.. .[Dennis] is by far one of the
cold-calling campaigns. best recruiting partners I've had
the pleasure to work with. He
A firm commitment to a structured, targeted sourcing strategy has been the hallmark of our team’s collaborates on solutions that
success. The following process defines our approach for every single job opportunity at St. Jude create win-win opportunities
Medical: and is the consummate team
player. “
· The creation and consistent use of a Candidate Profile Template (CPT) and
Performance Profile Template (PPT). The CPT helps define the background of the
ideal candidate (potential companies, organization, associations, conferences, etc.), Shally Steckerl (Professional)
and facilitates laser-focused networking opportunities with top-level talent on the Leading Recruitment Speaker &
market. The PPT describes the six to eight performance objectives a person taking Consultant
the jobs needs to do to be successful. It describes what the person needs to JobMachine, Inc.
accomplish with his/her traits. These two tools help us define the ideal candidate – “…Dennis sees the potential in
where they are – and what they will accomplish. people and lives up to a high
· The creation and selective distribution of a job description that markets the standard of commitment in
opportunity and captures the attention of the best talent on the market. helping them achieve it."
· Aggressive and passionate use of direct sourcing (cold-calling) opportunities with a
minimum of the top 50 referred passive and active candidates in the market.
· Methodical use of behavioral interviewing practices to filter and screen the top 50 Bill Melvin
referred candidates to a narrowed group of 5-8 candidates that have a vested interest CIO
in pursuing our opportunities. The Men's Wearhouse
· The consistent presentation of slated candidates that have already been “closed” (with “I worked with Dennis for
regard to job opportunity, compensation, relocation, etc.) prior to customer several years at ATT Wireless
presentation. where he supported my
development team with
recruiting and hiring support.
Dennis is an outstanding
recruiter who has the ability to, Inc. screen for not only technical
competency but cultural and
Van Alstyne, TX, United States Jul 2008 - Feb 2010
personality fit as well. He takes
Founder / Recruiter / Community Manager the time to listen, focuses on
quality not quantity, is detail
Past Assignments:
oriented and follows-up !”
Recruiting Manager (Contract) – Huawei Technologies May 2009 – November 2009
Managed team of four recruiters supporting the staffing activities for Huawei’s NA organization.
Responsible for day-to-day recruiting activity for the Marketing and Product Management Natchiket Acharya
organization, focusing on recruiting for CDMA/LTE/WiMax engineers, solutions architects, and (Professional)
product marketing managers. Also, responsible for executive recruitment activity throughout the SW Development Manager
organization. Projects Launched: 1) Implemented new vendor management system to coordinate Microsoft
the recruitment process for Huawei contractors and all high-volume recruitment projects; 2) Lead “I know Dennis as a recruiter for
RFP efforts to implement nationwide Applicant Tracking System for Huawei Sales and Marketing, me at Samsung. He not only
and R&D organizations throughout the U.S.; 3) Developed recruiting and HR reports to benchmark recruited me but also helped
my team to grow from 1 to
staffing metrics related to nationwide hiring activities: a) On-boarding Effectiveness (to include
about 30. I only have to
New Hire Orientation), b) Quality of Hire, c) Hiring Manager Satisfaction, and d) Source of Hire. evaluate the candidate's
technical strength and
Past Assignments: Microsoft / Teleca / St. Jude Medical - July 2008 – May 2009 adaptability to my team
environment. Dennis will ensure
about everything else. It was
great fun to work with Dennis
WorldLink, Inc.

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Frisco, TX, United States 2007 - 2008

Director, Talent Acquisition and see my team at Samsung
Responsible for high-level sourcing and recruiting initiatives supporting our F500 clients in the
wireless and telecommunications industry. Staffing and search strategist using variety of online
resources, software and web-enabled tools and innovative Internet search techniques to discover Kurt VandeMotter
highly-skilled passive leads. (Professional)
Director, Sales
Application of performance-based interviewing practices to improve passive candidate results,
increase assessment accuracy, determine on-the-job success and increase productivity. “I have known Dennis for a long
time, we first met at AT&T.
Dennis is a dedicated business
professional that is incredibly
personable and a leader in the
T-Mobile USA recruiting field. Dennis is
extremely conscientious and
Frisco, TX, United States 2005 - 2007 dedicated to his work. he is a
Senior Manager, Recruiting (Engineering/National Operations) great family man and has a
unique passion for people!”
Reporting to the Sr. Director of Human Resources (Engineering), responsibilities focus on leading
recruiting team in nationwide support of T-Mobile’s National Engineering organization, including
the National Operations Centers and Product Development Teams.

Performance Management/Training:
Effectively implemented DDI’s Targeted Selection Training program as a nationwide initiative to
certify all Sr. Mgr and above employees within the Engineering organization. Result: 80+
Managers trained in 3Q; immediate impact on T-Mobile’s selection system process will be realized
by the accuracy/equity of the hiring process. 4Q data (Recruiting Roundtable Survey – New Hires)
validated the overall success of this program on employee productivity and retention.

Samsung Telecommunications America LP

Richardson, TX, United States 2004 - 2005
Senior Manager, Recruiting
Reporting to the VP of Human Resources, responsibilities focused on achieving strategic HR
staffing goals in alignment with Samsung Korea’s world-wide initiatives, while providing
immediate impact on tactical recruiting objectives in North America. Heavy recruitment activity
focused on Samsung 5 R&D centers in Dallas, as well as customer sites in NJ, WA, and MO.
STA recruiting team outperformed all Samsung subsidiaries in 2005 with regard to Samsung’s
critical recruiting matrices: Recruiting Efficiency Index (11%), Average TTF (41 days), CPH
($3,500), and Quality of Hire (based on customer surveys (6 month/1 year intervals) for all new
hires into client organizations).

AT&T Wireless
Plano, TX, United States 1997 - 2004
Field Operations Manager
Field Operations Manager (Jan. 2003 – Aug. 2004) Special project assignment
In January 2003, I was selected to join AT&T Wireless' Network Services division (internal
customer) as an Operations Manager for the Dallas/Ft. Worth market. I accepted the opportunity to
manage the D/FW and West Texas team responsible for the daily maintenance and repair of
wireless equipment at cell site facilities/towers (TDMA, GSM, UMTS) and switch operations. My
responsibilities included the oversight of all capital budget and expenses within the market, as well
as the 24x7 on-call responsibility for the quality of service offered to our wireless customers.
Recruiting Lead – Wireless Services Network (2000-2003)
Senior Recruiter (1998-2000); Recruiter (1997-1998)

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Joined AWS in 1997 as a Recruiter supporting the Southwest Region, advancing to Sr. Recruiter
and Recruiting Manager; provided leadership for a team of recruiting professionals dedicated to the
nationwide recruiting support for AWS’ Wireless Network Services division. Heavy focus on RF
Performance and Design Engineers, as well as the SW Dev team supporting AWS’ POS retail

My Education
University of Texas at Dallas
Richardson, TX, United States
Bachelor of Science, Public Administration

University of Dallas - Graduate School of

Irving, TX, United States
MBA, Organization Development

My Summary
Profit-savvy talent management and sales professional with 12 years experience delivering
on corporate and third-party recruitment strategies in a myriad of markets and economic
conditions. Proven and well documented track record of success and exceptional
performance to business plan.

My Skills
Management (Advanced)

7-9 Years Experience, (Last Used <1 year ago)

Optimize people, processes, technology and finances to meet objectives.

Strategic Alliances (Advanced)

7-9 Years Experience, (Last Used <1 year ago)

Cultivate meaningful business partner relationships to impact the business bottom-line.

Execution (Advanced)

7-9 Years Experience, (Last Used <1 year ago)

Regularly delivering to fixed time schedules against all odds.

Certified Trainer, DDI - Targeted Selection

3-4 Years Experience, (Last Used <1 year ago)

My Interests
Dennis enjoys speaking at recruiting conferences and corporate events where he brings focus to his
passion for social networking technology and its impact on recruiting and personal brand.

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Recent Conference/Recruitment Speaker Schedule:

August 2010: TalentNet Live Social Recruiting Conference @ Frito-Lay HQ (topic: Doing the
“Hard Work” of Recruiting: 3 Strategies for Fighting Recruiting Mediocrity); May 2010 - Dallas/Ft. Worth Recruiting Symposium (Recruitment Strategies for Success) – April
2010; Career Connection Career Management Association (April 2010); J.O.B Group, United
Methodist Church, April 2010.
2009: Kennedy Executive Search Summit (NY, NY); Dallas/Ft. Worth Texas Recruiters Network
April 2009; SHRM Staffing Association (DFW) May 2009; TalentNet Live! Recruiting Conference
@ Frito-Lay QH, Sept. 2009 (Caveman Recruiting in a Social Media World).

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