Dominick Burgos

Current

Talent Acquisition Partner at Experian

Past

Corporate Talent Acquisition Consultant (Contract) at United Airlines
Director of Talent Acquisition at AIM Consulting Group
Recruiting Manager at RobertHalf Internaitonal

Director of Talent Acquisition at World Wide Merchants

see less...

1 more...

Education

Illinois State University

Recommended

13 people have recommended Dominick

Connections

500+ connections

Industry

Staffing and Recruiting

Websites

My Company

Dominick Burgos’s Summary

I am a solutions orientated Corporate Talent Acquisition subject matter expert with more than 10 years of experience supporting Fortune 500 executives. I leverage a consultative and collaborative leadership style that brings Business and Human Resources professionals together to exceed stakeholders’ expectations.

Human Capital is often near the top of “C” level strategies. Business leaders need partners that they can rely on to drive their strategic initiatives. As with other areas of operations, executives are looking for Talent Acquisition to provide integrated just in time delivery.

As a strategic business advisor in that areas of; Talent Acquisition Operations, talent pipeline development, ATS implementation & optimization and talent acquisition best practices coupled with agency level execution, I lead teams that deliver superior ROI.

Dominick Burgos’s Specialties:

I am effective as an individual contributor as well as leading teams of recruiting professionals to effectively deliver mission critical resources in a timely manner.

Dominick Burgos’s Experience

Talent Acquisition Partner

Experian

(Public Company; 10,001 or more employees; EXPN; Information Technology and Services industry)

April 2008 — Present (1 year 4 months)

Responsible for the delivery of talent acquisition strategies that are aligned with overall business and organizational strategy.
Worked within a COE matrix collaboratively creating a best in class candidate/hiring manager/HR business partner recruitment experience
Conducted needs analyses or other prioritization activities to understand the top functional and technical talent issues/needs/trends.
Create a sourcing roadmap that analyzes internal and external environments and accounts for interdependencies, project sequencing, and change management requirements.
Ensuring compliance (UAL, EEO/AAP, etc.)
Improving the hiring manager and candidate experience
Gathered and analyzed ratios such as annualized turnover, cost per hire, cost per fill and days to fill. Utilized data to identify and implement proactive strategies as needed.
Championed the utilization and improvements of Applicant Tracking Systems (Taleo).
Corporate Talent Acquisition Consultant (Contract)

United Airlines

(Public Company; 10,001 or more employees; UAUA; Airlines/Aviation industry)

October 2007 — February 2008 (5 months)

 Conducted needs analyses or other prioritization activities to understand the top functional and technical talent issues/needs/trends.
 Create a sourcing roadmap that analyzes internal and external environments and accounts for interdependencies, project sequencing, and change management requirements.
 Ensuring compliance (UAL, EEO/AAP, etc.)
 Improving the hiring manager and candidate experience
Director of Talent Acquisition

AIM Consulting Group

(Privately Held; 51-200 employees; Information Technology and Services industry)

October 2006 — 2007 (1 year)

The AIM Consulting Group is a technology professional services firm founded on the principle that the relationship between client, vendor, and consultant should be a strong bond with each working towards a common goal: Success through effective use of IT.

 Lead overall recruiting and staffing environments-- including overall business functions, and geographies.
 Developed a national sourcing vision and strategy for critical Professional and Executive Hiring; incorporate for diversity and niche market requirements; link to organization and company key talent requirements.
 Defined resource and budget requirements; define team requirements and role responsibilities; leverage virtual teams where possible to develop and execute on strategy.
 Work with other process leaders to develop a consistent way to lead, engage, and drive co-design discussions.
 Ensuring compliance (AIM, EEO/AAP, etc.)
 Improving the hiring manager and candidate experience.
Recruiting Manager

RobertHalf Internaitonal

(Public Company; 5001-10,000 employees; RHI; Staffing and Recruiting industry)

October 2005 — October 2006 (1 year 1 month)

I was personally recruited by the RHI District Manager to revive their technology placement business for the suburban Chicago marketplace. It has been a startup business unit within a four billion dollar international staffing business. RHI has a strong reputation in the Accounting and Finance space but no real market presence in the technology permanent placement space. I was charged with building relationships with clients and candidates in order to grow this business unit.
Director of Talent Acquisition

World Wide Merchants

(Financial Services industry)

October 2001 — October 2005 (4 years 1 month)

Was hired to build and lead a Corporate Talent Acquisition team from scratch. Reporting directly to the COO of a 500 million dollar finical services organization
Formalize recruitment process for non-exempt, professional and managerial positions; evaluate, recommend and implement cost-effective, quality recruitment strategies utilizing direct sourcing techniques.
Gather & analyze ratios such as annualized turnover, cost per hire, cost per fill and days to fill. Utilize data to identify and implement proactive strategies as needed.
Championed the implementation of Applicant Tracking Systems.
Selected vendors relevant to implement TA strategy, monitor vendor performance and ROI
Identify, develop, administer & facilitate employee’ training programs such as Behavioral Interviewing, Management Made Simple, Performance Management, Excellence in Supervisory Skills and Manager Applicant Tracking Systems.