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JOSH EVERETT CPC BUS: (817) 989-7400

5336 Quail Run RES: (817) 989 8989

Fort Worth, Texas 76107 CEL: (817) 915-0190
CONTRACT ONSITE or VIRTUAL RECRUITER with extensive background in the recruitme
nt of Middle Management level ($60-$120K) executives from the IT/High Technology
, aerospace/defense, manufacturing, accounting/finance, engineers (CIVIL, ELECTR
ICAL, and MACHANICAL) and financial/professional services industries. Major acc
omplishments include working with companies that are start-ups, downsizings, acq
uisitions, merging, or expanding before they reach crisis stage, and sourcing
candidates more expeditiously than the competition while managing multiple assig
nments in fast paced work environments (UP TO 40 REQUISITIONS AT A TIME). Proven
track record of bringing projects in ahead of schedule and under budget. Abil
ity to work individually or on a team. Good presentation and interpersonal skill
s, along with expertise in advanced behavioral, competency-based interviewing te
chniques. Well versed in both state and federal employment law. Recognized as a
motivator, mentor, trainer, and coach by an industry trade association. Availa
ble for extensive travel. Live 20 minutes from DFW Airport. Consider relocation.
Possess a strong sense of urgency and a passion for recruiting.

EVERETT CAREER MGMT CONSULTANTS d/b/a EA+, INC., Fort Worth, Texas 2003 Pr
Initially began as a junior recruiter sourcing candidates on the internet by uti
lizing Boolean search strings. Presently work a full life cycle desk specializi
ng in aerospace, defense, and engineering assignments consisting of Stress, Mech
anical, Electrical, engineers, for projects including F-22, F35 and Blackhawk, r
etrofits, and most recently a 6 month contract with Vought Aerospace for getting
the problems with the tilt rotor osprey caused by the desert theater for which
they were not originally intended for use in. And the New Boeing Dream liner pr
oject which was 8 months behind schedule for lack of qualified Mechanical, Stres
s engineers. Which included sourcing without job boards and calling on candidate
s who were passive and specialized in bringing projects back on line. Besides Vo
ught, most all my projects were contingency based. I am continually asked to fin
d these same types of candidates, on my own dime. Hiring managers were impressed
that they were not being given the same candidates that other recruiters had be
en sending or recent graduates, so they can slide right into their team without
bringing in engineers to train them. I have a personal database and a specialize
d spider program that helps track such candidates of C-level engineers and proje
ct managers, that most of my colleagues are unaware of simply because they relie
d on posted resumes and have not been actively pursuing other avenues. Also incl
uding projects of a similar nature for clients such as Desert Glory and others t
hat wanted to remain anonymous, for security purposes of course. Annual placemen
ts and split-fee placements averaged over $50,000. Member of Top Echelon Recruit
ing Network (TEN) and the National Association of Personnel Services. (NAPS)

* Schreiner University, Kerrville. TX.
* Tyler Junior College, Tyler, TX.
* Graduate of the National Association of Personnel Consultants (NAPS) receiving
the distinguished CPC designation.
Windows 3.1 Windows 95,Windows 98, Windows 2000, Windows XP, Windows NT, Novell,
MS-DOS, MS Office Products MS Excel, MS Word, MS Access, MS PowerPoint.