1. MATTHEW JANDORF
Denville, NJ 07834
mjandorf@yahoo.com
973.865.3303 (mobile)
Innovative Leader Talent Acquisition Manager Results Focused
I have a passion for building strong relationships and teams and developing employees and Corporate
Talent functions to be the best they can be.
 Effective Manager, of up to 15 direct reports in multiple locations, focused on mentoring,
coaching, and development of Talent.
 Top-notch full-cycle Talent Acquisition Professional with over 15 yrs of success delivering top
quality talent.
 Recruiting Process Expert with vast experience in designing, evaluating, and updating processes,
procedures, and documentation
 End-to-End Recruiting Technology Implementation Specialist - Create RFI’s, RFP’s, conduct
vendor analysis, and create implementation plans for new Applicant Tracking Systems and
Customer Relationship Management (CRM) systems
 Experienced Trainer – Create and conduct training seminars on various topics, across all levels
of the company, and across diverse geographic locations
 Business Leader who has developed compensation plans, employee career plans, and succession
plans.
 Talent Consultant who works with corporate executives to create “Best Practices” for
recruiting/talent acquisition
 Results Oriented Leader experienced in developing individual and team strategic plans in order
to reach corporate goals.
 Innovative thinker who has proven very successful at winning buy-in and bringing new ideas
into production
PROFESSIONAL EXPERIENCE
Toys “R” Us Inc. March 2011 – Present
Manager - Talent Acquisition
Manage the full-cycle Talent Acquisition process in support of Corporate, Distribution Center, and
Store Operations teams.
 Consistently drive and deliver results focused on filling positions quickly, while maintaining high
quality and low to no cost per hire.
 Cultivate strong relationships with leaders throughout the business and ensure a great customer
service experience for these leaders when working with Talent Acquisition.
 Advise Vice Presidents, Directors, and Managers on recruiting process and work with them to
develop customized action plans that drive the identification, pipelining, and hiring of top quality
talent.
 Influenced business leaders to take an active role in helping the Talent Acquisition team build a
talent pipeline and assist in our overall branding strategy.
 Created initial process framework, branding strategy, and technology integration around the first
official Military Recruiting efforts for Corporate and Distribution Center positions for Toys “R”
Us Inc.

2.  Successfully led Talent Acquisition team in delivering monthly meeting for entire Corporate
Human Resources team of 90+ individuals. This included running weekly planning meetings,
delegating responsibilities, making final decisions and leading the event.
 Developed innovative approach to integrating new technology (QR Codes) into our recruiting
efforts by creating interactive displays for Job Fairs and establishing the use of QR Codes on
paper job descriptions to allow interested individuals to begin the application process directly
from their smart phones.
 Initiated a quarterly informal “new hire” luncheon that brings individuals new to the
organization and from all departments together to meet each other and network. This program
is meant to foster collaborative discussions amongst seemingly unrelated departments, and to
improve retention by making “new hires” feel more connected to all aspects of Toys “R” Us and
their fellow Team Members.
 Conceptualized and helped to develop new branding materials shared with potential new hires.
 Mentor new recruiters to ensure they understand how to be successful within the unique
corporate culture and share best practices that allow them to be effective much more quickly
SetFocus July 2009 – March 2011
Manager – Corporate Relations & Placement
Led a National Sales team responsible for Selling Corporate & Staffing solutions.
 Team successfully assisted in over 200 placements in one year.
 Improved efficiency of department operations by developing new processes and procedures that
allowed our team to succeed at a higher rate while operating with fewer resources.
 Mentored team members to become top performers. Helped one team member to reach a major
promotion into a leadership role in the company.
 Developed all team and individual goals and managed to those goals through weekly meetings
and twice yearly reviews. Department leadership duties also included; Hire/Fire, Strategic
planning, Performance Reviews, and Succession planning
 Assisted in development of marketing materials to be used in selling SetFocus products and
services
 Determined sales forecasts and budget for department
 Developed relationships with decision makers in an effort to sell Corporate solutions
 Intricately involved in developing new products and services.
 Provided training to candidates and colleagues through workshops, videos, and individual
instruction
 Interviewed, advised, and assisted candidates in conducting a proactive job search incorporating
many new techniques and technologies
D&B (Dun & Bradstreet) June 2008 – January 2009
Executive Recruiter – Talent Acquisition
Led all recruiting efforts in support of the ~1500 person Data Strategy, Operations, and Technology
department while also supporting Corporate Functions.
 Developed strong relationships with hiring leaders which allowed me to ascertain a detailed
understanding of the positions they were trying to fill and what would make a good hire for their
teams.
 Built very positive relationships with Human Resource Business Partners to push through
approvals for positions and to ensure that our business units were receiving the best service
possible.
 Work with Senior Leaders to “map out” future openings and put together a proactive recruiting
plan in order to shorten “time to fill” when positions become live, budgeted roles.
 Successfully filled 40+ roles in 8 months.
Matthew Jandorf – Page 2 of 4

3. The Matlen Silver Group January 2008 – May 2008
Recruiting Manager
 Manage 10 person local recruiting team, as well as a 3 person remote team based in North
Carolina.
 Effectively led a transition from a “skill-set” based recruiting team model, to an “Industry
Vertical” recruiting team model in order to increase our market penetration.
 Research, evaluate, and negotiate contracts with new and existing vendors.
 Review and, when necessary, create all corporate recruiting processes and procedures, and
educate employees on new practices.
 Instrumental in creating RSS Feeds that stream across Recruiter and Account Executive
computer desktops to alert them of new job requisitions and newly available candidates.
 Prioritize workload for all recruiters and work with recruiting teams to ensure coverage of all job
requisitions.
 Provide weekly reports to management on recruiting metrics and individual recruiter
performance.
Intrasphere Technologies July 2006 – December 2007
Corporate Recruiting Manager
 Develop processes and procedures to effectively run recruiting efforts for a company that had
little to no automated recruiting process in place.
 Meet with Line Managers to define scope and responsibilities for all positions that need to be
filled.
 Evaluate, select, and implement a Candidate/Applicant Tracking System. Won “buy-in” from
the corporate officers on the need and value of implementing such a system.
 Manage relationships with Vendors
 Train interviewers on “best practice” interviewing techniques
Volt Technical Resources November 2005 – June 2006
Branch Manager/Area Recruiting Manager
 Managed 15 direct reports
 Full operational responsibility for 3 IT recruiting branches
 Full responsibility for NYC Administrative & Light Industrial Branch
 Tasked with working to reduce the branches’ liability and exposure due to poor procedures and
processes. Effectively cut in half the loss of profit due to bad overtime contract terms.
 Responsible for approving all branch assignments and raises
 Created and implemented a Full Requirement Life Cycle process to improve efficiency in
gathering, working, and closing requirements.
 Report branch progress to regional and corporate VP’s and Sr. VP’s on a regular basis
 Train new and existing recruiters on Technology, strategies, candidate tracking, negotiating,
etc…
Carlyle Consulting Services, Inc. January 1997 – November 2005
Recruiting Manager (July 1999-2005)
 Responsible for Direct Management of Recruiters in multiple office locations.
 Matrix managed sales staff in multiple locations.
 Directed strategic planning efforts for the recruiting department
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4.  Work hand in hand with the CEO to evaluate, select, customize, and train employees on new
recruiting/sales software and tools on an on-going basis.
 Developed and delivered training programs for all levels of recruiters including new hires.
 Helped to develop referral programs to assist in finding qualified candidates
Technical Recruiter (Jan. 1997 – July 1999)
TECHNOLOGY
Microsoft Office (Excel, Word, PowerPoint, Publisher, Outlook), Taleo, Brassring, Chimes, Beeline,
Bullhorn, EZAccess, SendoutsPro.
EDUCATION
Rutgers University 1991 – 1996
Completed 95 of 120 Credits towards Bachelor of Science in Computer Science Degree.
Matthew Jandorf – Page 4 of 4