Junius Currier

Director of Talent Acquisition and Sourcing Operations, Maximus Leading the Federal IT Talent Acquisition (TA) and Sourcing Operations teams, I drive innovative hiring strategies and operational efficiencies to support Maximus’s Federal Services business, Office of the CIO, Corporate, and Technology Services Division. My leadership has resulted in record-setting hiring metrics, operational improvements, and strategic workforce planning initiatives. Operational Excellence & Impact: •Achieved a 25-day TTO, surpassing the 41-day target, with 80.43% of hires meeting the goal. •Maintained 97% of hires under 150 days, exceeding the 95% target. •Spearheaded pre-award and post-proposal recruiting strategies, ensuring alignment with federal business growth objectives. •Supported our enhancement and rollout of Avature, improving recruitment efficiency and candidate experience. Additionally, supported the rollout of Eightfold Ai. Sourcing & Recruiting Team Performance (FY24): The Sourcing team, in its second full year, delivered: •95% recruiter acceptance rate •70% hiring manager interview rate •71 offers, 69 accepted offers, and 56 hires, accounting for 10.28% of all Federal IT TA hires. The Recruiting team generated: •631 interviews •268 accepted offers •248 hires with a 94% offer acceptance rate. Global Impact & Belonging (GIB) and Workforce Planning: •Supported hiring events and partnerships with the Office of Global Impact & Belonging, Employee Resource Groups via hiring events (in-person and online). •Launched the Strategic GIB Workforce Group to drive corporate-wide initiatives supporting global inclusion and workforce engagement. •Implemented interdepartmental succession planning to cultivate future TA leaders, which led to two members of the TA team being promoted to TA Managers and several members of the team receiving promotions to higher level individual contributor roles that reflect their skill and strategic capability.

•Manage a diverse team of recruiters to achieve all priorities and goals. •Set individual and team objectives, monitoring results closely. •Provide training and coaching to staff as necessary. •Collaborate with the recruiting team and company stakeholders to develop effective recruitment strategies, focusing on candidate sourcing and fulfilling urgent requisitions. •Maintain high-quality recruiting services through strong relationships with customers (Chenega Companies). •Partner with hiring managers as a business advisor, clarifying hiring needs and devising recruitment strategies for client satisfaction. •Offer consultative guidance on job descriptions, interview processes, and feedback. •Proactively source diverse, qualified candidates, both active and passive, to meet operational goals. •Stay updated with industry best practices, employing innovative sourcing techniques including networking, job fairs, industry events, and social media. •Track and report key recruitment metrics, providing regular updates and reports. •Consistently utilize an applicant tracking system (ATS) and other recruitment tools for accurate documentation of applicant data. •Support other recruitment activities as needed, including job fairs, job description development, and proposal reviews. •Contribute to business development by reviewing proposals, providing insights, identifying risks, researching new requirements, and participating in meetings and plan writing. •Lead special projects to support evolving business and resource needs. •Managed recruitment strategies, improving hiring quality and efficiency. •Implemented innovative sourcing techniques.

•Partner with recruiters, hiring managers, and leadership to understand requirements of open roles, creating accurate candidate profiles. •Collaborate with leadership on developing and executing staffing and sourcing strategies; source and recruit candidates for both funded and unfunded roles, building quality pipelines of passive and active talent for the Chenega MIOS Recruiting Team. •Develop targeted sourcing strategies focused on passive candidates. •Build and maintain high-quality candidate pipelines for various technical and non-technical roles. •Plan and execute research, referral generation, events, and sourcing campaigns to build candidate pipelines. •Understand the cleared and technical talent markets, staying informed on industry trends for effective targeted search campaigns. •Assist in evaluating, selecting, and implementing new sourcing tools and procedures. •Lead training and share best practices with the recruiting team as the sourcing expert. •Manage multiple recruiting projects, including additional support and supervisory responsibilities, ensuring achievement of goals. •Provide coaching, training, and mentorship to both new and existing team members. •Oversee a team of sourcing recruiters managing special recruitment projects for various requisition types. •Monitor and evaluate performance based on recruiting metrics such as source of hire, response rate, time to hire, and offer acceptance rates. •Executed staffing strategies for a variety of roles, focusing on sourcing.

•Source, recruit and onboard cleared professionals (Secret, Top Secret, TS/SCI, CI Poly, and Full Scope Poly). •Successfully source and recruit cleared professionals in the following areas: Cyber, Information Security and Assurance, Network Engineering, Systems Administration, Contract Management, Program and Project Management, Business Development, Database Administration, ITIL, Data Science and Data Engineering, DevOps, Programmers, Help Desk, Operations, Administration, Management, and a variety of other specialized roles. •Utilize boolean search strings, link search, flip search, x-ray search, internet research tactics, chrome extensions, databases, social media, job boards, and open source intelligence strategies to identify and contact candidates for immediate and future hiring needs. •Monitor and evaluate performance as it relates to the following recruiting metrics: source of candidate, applicant to interview, offer to hire conversion, interview to offer and hire conversion, offer extended to acceptance conversion, time to apply, interview, offer, and hire. •Collaborate with Marketing to develop recruitment campaigns that engage passive and active candidates through social media. •Develop candidate pipelines for short-term and long-term hiring initiatives. •Manage special recruitment projects for quick turnaround proposal, sole source, and best athlete efforts.

•Sourced, qualified, and presented qualified candidates to hiring managers. •Engaged passive candidates through cold calling, prospecting, and networking. •Develop avenues to source and recruit experienced candidates to fill niche positions, to include, but not limited to Industrial Refrigeration, Commercial Refrigeration, BAS, Centrifugal Chiller, HVAC, Commissioning, Electrical,Water Treatment, Plumbing, Management, Engineers, Sales Professionals, and administrative staff. •Provided insights relative to recruiting techniques that would better position ColonialWebb in hiring qualified and talented candidates. •Collaborated with hiring managers to create and design recruitment strategies, review progress, calibrate tactics, and debrief on results. •Maintained ColonialWebb’s new employee onboarding program. •Managed applicant tracking system and recruitment data. •Created persuasive and engaging job advertisements for all requested positions. •Supported hiring managers in drafting and proofreading offer letters. •Teamed with Marketing and Branding department to develop recruitment campaigns that engaged passive and active candidates through social media. •Collaborated and served as liaison to the community within local business markets to enhance employment brand positioning and recruitment. •Successfully reduced third-party recruitment costs, increased the overall effectiveness of the Talent Acquisition Department, and improved ColonialWebb’s ability to build their workforce of tomorrow while meeting current business needs.

•Led the online admissions department, which consisted of several regional admissions counselors. •Created and implemented marketing strategies through various vertical markets for online admissions (radio, print, field operations, and digital marketing). •Hired, trained, and mentored online admissions departmental staff. •Represented the online admissions department for various school committees and projects. •Delivered quarterly reports pertaining to the attainment of enrollment goals and future projections. •Consistently met and exceeded enrollment budgets. •With online admissions exceeding their enrollment budget, Bluefield College achieved the second highest enrollment budget in school history (Fall 2014).

•Educated prospective students on the benefits of Strayer University’s academic programs, history, and flexible course schedules. •Consistently met and exceeded enrollment goals. •Strayer University Insight Award Winner in 2010 (Operations Award). •Acting Manager when needed for the Fredericksburg Campus Admissions Department. •Conducted training meetings on admissions procedures, recruitment, and business development strategies. •Served as business development specialist for Strayer University Fredericksburg campus. •Established corporate education alliance agreement with Mary Washington Healthcare. •Established business development opportunities with Bank of America, AT&T, and Fredericksburg Regional Chamber of Commerce.

• Engaged in client opportunities alongside my specialist team. Learned to teach my client’s what they should know about document technology. Learned the steps of the sales cycle and what it takes to win business, deliver great presentations and make big money. • Participated in team meetings, account planning war rooms, & forecast sessions. Learned about the products & services and how they impact our client organizations. Created a true document technology solution and learned how to manage a complex sale. • Challenged my customers to think differently about their organization and tailored my message to each individual client & decision maker. • Took a strategic approach to my territory strategy and created and executed a business plan around that strategy. Managed an account list of both current customers and new prospects.Created lasting business relationships in my territory. • Utilized phone prospecting, delivered presentations, lead meetings, created proposals, & coordinated with the sales team. •Set 8 to 10 face to face appointments, 75 phone prospecting calls, 2 assessments, 1 business networking event, team meeting, manager 1-on-1, development meeting, phone blitz, war rooms each week. • Sales database entry of notes, contacts, appointments, and pipeline daily. • Achieved monthly sales quotas

•Championed the Mission, Values and Customer Beliefs of Ashley Furniture Home Store. •Along with the Ownership Group, created, communicated, and executed the Selling System. •Monitored and reported individual sales associate performance relative to sales goals and measured all sales activities and initiatives. •Ensured excellent customer service experience for customers. •Recruited and trained a strong sales staff. •Mentored and coached store associates. •Created and executed the staffing plan. •Managed and communicated key Management Reports. •Addressed problems or issues in store under-performance. •Monitored sales associate performance based on established goals. •Implemented process and policy standards across store. •Supervised showroom appearance standards from general cleanliness and tidiness to complete and accurate price tagging. •Conducted opening/closing the store & all management tasks – including hiring, terminations, store operations, store appearance, etc. •Advised Sales team on questions/issues relating to sales entry, inquiry, resolution. •Participated in reviewing store results (relative to Goals) m-t-d for Sales per Traffic Up and other measurements. •Monitor staffing levels. •Solicit marketing feedback. •Promote sales successes and opportunities.