RUPERTO TUCKER WILLIAMS

• Talent Acquisition
• Talent Experience Partner
• Assist hiring managers with opening job requisitions
• Set up pre-brief meetings with recruiter, hiring manager and designated interviewers
• Provide interviewer guidance, best practices, and set expectations
• Educate hiring teams on the GO Hiring Methodology- What is it
• Why is it important
• Where can they find more information and resources
• How will they implement it in their interview process
• Create and submit Interview Request Questionnaires (IRQs)
• Review interview feedback in applicant tracking system and move candidate to next step
• Send new hire onboarding information to candidates who received and accepted offers
• Send reminder emails to hiring managers to ensure new hire equipment and system access has been requested
• Ensure all onboarding tasks are completed prior to start date
• Set up strategy meetings with recruiter, hiring manager(s) and designated interviewers
• Provide interviewer guidance, best practices, and set expectations
• Educate hiring teams on the GO Hiring Methodology- What is it
• Why is it important
• Where can they find more information and resources
• How will they implement it in their interview process
• Schedule phone screens, Hacker Rank/virtual assessments, and interviews across multiple time zones globally
• Use high volume tailored scheduling tools and processes to create efficiencies and streamline the time to interview for high volume Reqs
• Swap interviewer and candidate time slots, as needed
• Assist candidates with booking travel arrangements and submitting expense reimbursement claims
• Confirm feedback is submitted before the hiring team debriefs at the end of the day
• Review interview feedback in applicant tracking system and move candidate to next step
• Send keep warm emails and follow up with candidates at interview and onboarding stages to provide and maintain optimal candidate experience
• Send new hire onboarding information to candidates who received and accepted offers
• Send reminder emails to hiring managers to ensure new hire equipment and system access has been requested
• Ensure all onboarding tasks are completed prior to start date.

• Coordinating/scheduling all phases of the interview process
• Schedule interviews via Telephone, Zoom and Video Conference for candidates and interviewers globally
• Send emails via Outlook to disposition candidates who do not pass the phone interview
• Communicate with potential candidates/applicants, Recruiters, Hiring Managers and other Human Resource professionals in multiple time zones globally
• Enter, update, and maintain interview data
• Confirm interview dates and details with candidates
• Send reminder emails to ensure feedback has been received from the interview team within 24 hours of scheduled interview and follow up as needed
• Communicate professionally, tactfully and with the utmost diplomacy at all times
• Respond to changes in schedules and communicate these to the candidates and/or interviewers
• Send New Hire onboarding information to candidates who received and accepted offers
• Send reminder emails to Hiring Managers to ensure new hire equipment and system access has been requested
• Check-in with candidates throughout the onboarding process and prior to their start date
• Work on Staffing Operations projects as needed
• Perform various administrative tasks that support the recruitment function
• Meet all service level agreements (SLA) regarding the timing of scheduling and sending emails to candidates, staffing partners and Hiring Managers
• Always maintain a high level of confidentiality.

• Human Resources
• Initiate hiring process for external and internal candidate for new position opening
• All new candidate (external) who applies for a position posted (company website, LinkedIn, etc...)
• All existing employee (internal) who applies for the position posted (internal SharePoint or company only employee access website)
• Work closely with hiring manger
• Work with Account manager and hiring manager by setup zoom meetings to discuss what are the requirements need for the candidates for the position
• Post opening
• Use all company to post the position available
• Review candidates resume
• Review all resume received to start the filtering process that qualify with requirement are met
• Complete first interview with candidate
• Once candidate met the requirement setup one interview
• Coordinate second and third interview if needed
• Once the candidate passes the first interview coordinate with hiring manager more interviews
• Coordinate a third or a four interview if is needed
• Communicate the candidate if they are elected or not
• Provide feedback to the not elected candidate
• Make official communication of the candidate that have been elected when is internal promotion

• Work with customer in detecting fraud on their credit cards
• Receive call for customer to report any trans they do not recognize
• Reissue new credit card if needed
• Stop the credit card from working a reissue new credit card
• File fraud report and start an investigation
• File dispute
• Customer call to report item the purchase or services hire was no rendered
• File dispute a start an investigation

In charge of delivering training for the company
Also, work closely with recruitment and HR to make sure our new hire is the
correct candidate.

Trained new hire and existing employee on cable television, internet
services, phone
Classroom delivery for15 to 21 trainees
Trained new hires on customer service
Trained new hire for 4 to 6 weeks on acct specifics
Request trainees' access to tools need
Conduct roleplay's
Report to payroll trainees' assistance
Distribute online training using LMS (Learning Management System)
Develop or modify training material to adapt to our culture for easy
delivery
Work with HR on systems as Taleo and Workday
Continue up training for existing employee
Distribute online training using LMS
Update training content, with Sutdios design
Purchase new equipment

• Trained new hire and existing employee on cable television, internet services, phone
• Classroom delivery for15 to 21 trainees
• Trained new hires on customer service
• Trained new hire for 4 to 6 weeks on acct specifics
• Request trainees' access to tools need
• Conduct roleplay's
• Report to payroll trainees' assistance
• Distribute online training using LMS (Learning Management System)
• Develop or modify training material to adapt to our culture for easy delivery
• Work with HR on systems as Taleo and Workday
• Continue up training for existing employee
• Distribute online training using LMS
• Update training content

• In charge of delivering training over 500 employees for the company
• Also work closely with recruitment and HR to make sure our new hire is the correct candidate.

• Provide technical support to customers with Dish Network television and internet services
• Provide training to the new hire.

• Trained new hires and existing employees for HP computer and Windows (XP and Vista)
• Classroom delivery for 15 trainees
• Trained new hire for 4 weeks on acct specifics
• Conduct roleplay's
• Technical support HP Computer September 2007
• Technical support Sling Media September 2008
• Provide technical support to the customer with sling box
• Help customer configure their router
• Help customer with port forwarding
• Remote access
• Provide training to the new hire.

• Provide customer services for customer
• Tupperware April, 2005
• Provide customer services
• Send out new Products
• Send out replacement products
• MetLife January, 2006
• Provide customer services
• File disability claims

• Work closely with Cheif Enginer with sepecific projects