Dallas-Fort Worth Metroplex
John is very passionate about having a meaningful impact on improving the Hiring Process. He is determined to spread the message that Predictive People Analytics is the single greatest advancement in Hiring. As Co-Founder/Thought Leader/Managing Director of tech360, the Company became one of the 1st staffing firms to apply People Analytics to the Hiring Process. Predictive Analytics and Predictive Modeling improves the Quality of Hires by scientifically and accurately predicting Job Success. John developed a Patent-Pending, Innovative Process that quickly gathers, analyzes and coverts subjective, qualitative Key Talent Data (the drivers of Job Success) into quantifiable, data-driven, measurable information used as Benchmarks for Companies "Ideal Hire". Predictive People Analytics scientifically and accurately predicts which Contractors or Permanent Hires will thrive, and thus have the highest probability of being a Top Performer for a specific Position, Team, Manager and Company. John started his career with Frito-Lay in Brand Management, then joined an exclusive Wall Street Investment Banking Firm, Kidder Peabody, working on the corporate investment side. John's entrance into the technology world began in the mid 1990's, becoming part of one of Dallas' perennial fastest-growing firms, Realtime Consulting as a I.T. Business Development Executive. After Realtime Consulting was sold in the late 1990's, he Founded Dallas based IT staff augmentation firm, VisionTech. In 2007, John became the Lead Corporate Recruiter for Perficient, a leading technology consulting firm, ranked #15 on Fortune's List of Fastest-Growing Publicly-Held Companies. John has received 3 Masters Degrees: a M.B.A. in Marketing and a Masters in Interdisciplinary Studies, both from the University of North Texas; and a Masters in Religious Studies from Liberty University Theological Seminar.
Recruited all Artificial Intelligence and Machine Learning (AI/ML) personnel. AI MVP Product Developer | HR & Talent Acquisition Automation Built a suite of advanced MVPs leveraging AI to streamline and automate key recruiting and HR workflows: • AI Job Description Analyzer: Developed a browser tool using Selenium, Python, and OpenAI API to extract and compare required skills in job descriptions and resumes. Ranked candidates based on skill match, integrating Google Cloud Talent Solution to standardize job titles and improve ranking accuracy. Allowed recruiters to review/edit extracted skills before analysis. UI: HTML, CSS, Flask, JavaScript. • Linkedin Smart Candidate Sourcing: Implemented a Python, Selenium, and SQLite pipeline to monitor LinkedIn for candidate activity signals (e.g., job title changes, increased connection activity), alerting recruiters to potential job seekers exhibiting "market readiness". • AI HR Query Chatbot: Built with LangChain, OpenAI LLM/Embeddings, and ChromaDB for real-time HR policy question answering, ensuring responses were grounded in verified company data. Streamlit UI, deployed on AWS EC2 for internal access. • Automated Interview Scheduler: Developed an automated interview scheduling system using Python and MS Graph API. Triggered by ATS interview stage, it extracted candidate/interviewer details, identified overlapping time slots in Outlook calendars, generated booking links via TidyCal, and synced data back to ATS and calendars. • AI Teams Video Recorder: Leveraged Python, Flask, AWS Lambda, MS Graph API, Azure Speech-to-Text, OpenAI GPT-4, Streamlit, and PostgreSQL. Recorded/transcribed Teams interviews, generated summaries, and enabled question-specific video playback. • AI Notes Recorder: Built a voice-to-text application using Azure Speech-to-Text, OpenAI GPT-4, Python, and PostgreSQL for real-time transcription and summarization of recruiter notes during interviews.
Electric Vehicle (EV) Manufacturer. Growth 2,000+ to 9,000+ employees. Recruited Hardware Engineers: Battery, EV, Power Engineering, Energy Storage, and Powertrain. Ranked #1 of 14 for group in terms of hires per job openings. 97% of offers led to starts. Artificial Intelligence/Automation – Created LinkedIn web scraping tool that determined when candidates were most likely on-the-market. Created multiple recruiting automations: ATS, job postings, sourcing, candidate screening, onboarding paperwork, emails, interviewing preps, feedback, etc. People Analytics – Conducted, presented to executive management, data-driven insights that optimized interview process. Collected 10 months of hardware engineering hires (1,000+) with an average of 7 interviewers and determined 4 random interviewers could predict, with 98% accuracy, whether a candidate would be hired, which would save 6,000+ engineering hours annually. Process Improvements – Substantially improved STAR interview questions used by all 50+ recruiters. Decreased candidate submittal to interview time from 28 to 7 days, redesigned candidate selection process from manager to recruiter and automated interview scheduling process. Reconstructed interview process, focused on how candidates “think” and “problem-solve” having candidates do presentation about a challenging or exciting project they worked on. Decreased time-to-hire by 40% by combining 3 separate interviews into 1. Evaluated interview process and determined substantially focused on company needs. Convinced managers to redesign final interview led by candidates and focused on candidate’s needs and questions. This improved attraction of top talent and provided managers occasion to showcase the value of the opportunity. Provided candidates important suggestions/examples that allowed them to understand manager’s expectations, success criteria, the group’s culture, and work environment.
1st US staffing firm to apply Predictive People & Talent Analytics that improved manager’s quality of hires. Producer on Recruiting Team #1 recruiter for 9 years in terms of placements, bill rates, and margins. • Devised and implemented all recruiting processes. Hired and trained all recruiters and salespeople. • Decreased candidate sourcing time 42% and increased placement ratios through Recruiting Process Automations and Artificial Intelligence. Strategy - Developed BETTERHIRING PREDICITIVE MODEL™ statistically validated, scientifically proven to Predict Job Success and BETTERHIRING RAPID TALENT DATA COLLECTION METHODOLOGY™ which improved Hiring Process, decreased failed hires, and increased top performers. Sourcing - WebCrawler’s, LinkedIn Recruiter, Daxtra, Vettery, ContactOut, Google Jobs API, Github, Monster’s Talentbin, HiringSolved, referrals, internet research, Boolean search strings, ATS mining and cold calling. Used social media/networks, area networking events, job advertisements, newsgroups, and organizational events. Tools and techniques: TopFunnel, Gem, Entelo, etc. ATS: Bullhorn, Workday Recruiting, Oracle Taleo, BrassRing and iCIMS and familiar with Greenhouse, Level, Jobvite and SmartRecruiter. Hiring Fit - Used the four fit variables and developed messaging ideas, job descriptions, external facing content/events that impact ability to acquire talent. Created sourcing plans with deliverables, timelines and continuous tracking of progress and area of opportunities. Analyzed recruitment data and performance metrics for sourcing, funnel and conversion effects that drove company improvement. Created candidate pipelines based on patterned account match - hiring managers, job req's and client trends. Candidate Experience - Dedicated to knowledge-sharing at all stages in the hiring cycle to ensure a great candidate experience.
$612MM Technology consulting firm, 1,600+ employees, #15 on Fortune’s fastest-growing publicly-held companies. Hired to combine the “staffing agency production/efficiency/mentality” with “corporate knowledge/internal service delivery model.” Producer on Recruiting Team Ranked #2 of 22 recruiters in terms of placements. • Established Perficient record for monthly fulltime hires, 13 senior tech and management hires. • Hired every new General Manager and 75% of all new sales executives. • Devised and implemented 3 new resume templates/formats for all 1,600+ employees. Strategic Vision - Devised, developed, and implemented new talent acquisition strategy and tactics. Developed outplacement program during 2009 downsizing. Assisted with development of on-boarding process that supported talent retention. Organizational Design Change Management - Partnered with C-level executives and Sr. Management to develop state-of-the-art talent acquisition department through an organizational design structure that underpinned the business strategy. Created quick response “just-in-time” hiring process. Team Leadership - Provided unique leadership approach and regular performance feedback and coaching, discussed development opportunities to increase employee skills and grow professionally. Provided reports and project status updates to Director of Recruiting. Training - Designed, implemented, and trained recruiters and hiring managers on marketing and interviewing techniques that attracted, appraised, and selected the ideal candidates. Devised on-going training programs for recruiters and hiring managers that continually improved and enhanced current process/methodology. Subcontracting Resources - Analyzed methodology and current market presented recommendations for new strategy. Evaluated and changed subcontracting procurement; reduced cost 15% and decreased time by 11% for Recruiting and HR. Established new vendor management program.