Search Results - Management

Topic: Russ Moon, The Sourcing Samurai: "Wisdom of The Trade": eers do are not equivalent to what illusions a magician pulls from a hat, but rather - the product of wisdom they have gained from years of dedicated inquiry, research and deliverables. Who better to start the series than my continuing conversation with Russ Moon, aka, "the Sourcing Samurai". • Russ Moon • Sourcing Consultant, Talent Find LLC • Richmond VA • RecruitingBlogs Profile • Linkedin • Facebook • Twitter • Website • Blog • Office: 804-643-8604 • Mobile: 804-402-2364 • Email Q&A with Russ Moon Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer? Russ: In general employee referrals rank right up there for corporations. The internet with proper candidate development is even less, but frequently is not maximized in terms of the cost reduction potential. This is due to improper structure, inadequate training, process…..it only takes one fundamental block to be out of place to drastically dilute your results. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Russ: The computer does not know if you are looking for executive chefs, gas turbine start-up engineers or SAP FICO folks…that’s what I love is the variety of searches available. If you know the syntax, tools and techniques you can find what is needed. I love the hunt. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Russ: I have approached my training from a holistic standpoint in that I try to expose myself to a variety of training given that each has its own merits. My goal with each session is to learn at least 3 new things I can try to help me find talent more efficiently and rapidly. My education started in 2000 when I started with the original AIRS I,II and III (CIR) courses. Then I was fortunate to be on the AIRS University program during my tenure at MeadWestvaco while serving on their centralized recruiting team. I took full advantage and took like 9 courses in 7 months and that saturation training really leapfrogged my ability. About the same time I recruited Shally to help me go to the next level and started his apprenticeship program. We worked together several times a week, he would at times coach me on particular searches or even come online with me to search and show me new approaches. That one year, in retrospect evolved me more than 5 years of self study. My income based on what I could do experienced a nice surge during that timeframe…so something was working …at least for me. During my time at Wachovia I became involved with Broadlook Technologies and had some high caliber 1-1 training sessions with Kary Valley. Kary is simply scary smart and his impact on how I viewed what is possible in terms of data mining blew apart my mindset at the time. Delved very deeply into their Eclipse product, ultimately being named their first non-employee Black Belt. What still blows my mind is there is still a healthy amount of untapped capability that I have not harnessed with that product. I returned full circle near the end of 2008 and start of 2009 returning to AIRS to renew my CIR and earn the ACIR (Advanced Certified Internet Recruiter) and recently the CSSR (Certified Social Sourcing Recruiter ) certifications. Really enjoyed the experience and was pleased to see AIRS still bringing fresh content to the training space. Every conference I attend I have made a point to sit in on Glenn/Shally’s presentations to stay on top of new syntax and their approach to sourcing. Preparing to further study under Shally as his time allows to “take it up another notch”. That will happen this week in his home and I have asked him to put together a regime for me that is somewhere in intensity between US Army Ranger Training and an unsedated medical procedure. I want it to expose every chink I may have, put it out in the open and then we will jointly develop a written development plan to take me from point A to point B. I have also already heavily invested in some of Broadlook new training which is quite good. Improvement doesn’t just occur, you have to mentally be willing to pay the price just like an Olympic athlete who endures the workouts to condition themselves to perform at their peak. There is a great deal of informal sharing and training that goes on, specific people I seek on particular topics. It is just a matter of saying “I’d like to learn more about this” and it helps to bring something to the table to share with them. I love our community. Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit? Russ: It really depends on the assignment. I no longer have a stock response of “I use XXX” because my toolkit has developed to the point of being somewhat unique and to tools to some degree can impact the direction the search takes based on the capabilities you have available to you. Of course, it comes back to skill and being comfortable with a certain procedure or tool or syntax which comes through practice. Lately, I find myself rethinking how to generate more speed in terms of my ability to find the same people I would have located anyway faster. The goal being to develop a more optimized toolkit and how I use it to allow me to deliver more talent in the same amount of time. Enjoying the process and several people have shared tips that have already shown me this is going to be a very good initiative. Some tools recently have been deleted, while in the last week I have added two new ones. Always evaluating and optimizing what works best in my assignments and if something doesn’t cut the mustard…it doesn’t last long. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Russ: Three tools when I first started (2000) that stood out as having either a “wow factor” or extreme utility were ACT!, AIRS Search Station (beta-tested) and EGrabber address grabber. • ACT! – has a lot of interesting features and I thought was pretty versatile • AIRS Search Station – my first foray into beta-testing and seeing a glimmer of how powerful search technology could be • EGrabber address – it worked, easy to use, worked with ACT didn’t have to worry about it doing anything except pretty much working. Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality? Russ: I had no idea what was involved when I started. I remember buying Paul Fordyce’s manual on recruiting and studying others to try to develop my own authentic style. Sourcing – was so new that few in our industry understood it, much less knew enough to set their expectations. I realized later, as I spent more time in the trenches that part of my role was to educate, facilitate, share and catalyze understanding. During that process I experienced some of my greatest moments of illumination. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t, and how that moment culminated into a true learning experience? Russ: Early in my career I would start sourcing, with an ‘eager to please’ attitude, without fully arming myself with all the information needed to really surgically source. This resulted in some near miss type candidates which were in the ballpark but not “Yes!” caliber. Intake Mistake …don’t make it and I will blog on this very soon. What I learned was ‘slow is really fast.’ Slow in terms of taking the time to really indentify exactly what we are seeking, mapping out where this talent typically would congregate and thinking through your toolkit to make a decision on which tool/technique/source etc is going to have the highest probability of revealing that talent pool on my screen so that the core pipeline can be built. The tool piece is a bit sophisticated because there are more variables to factor in, with practice you start dialing some techniques in and it is very pleasant when you see your results onscreen change from goobley-goop into pure usable talent….that’s an interesting moment every time. Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision. Russ: I am being very authentic (which can be scary) and let my actions do the talking. If people are paying attention, they will get the message. Certainly, I’m very passionate about helping others learn more about sourcing because it is part of the giving back process. There is no doubt in my mind that I have some very bright folks who graciously mentor me and I want to extend their influence by passing that on to others. It never fails to help me evolve so that philosophy has resulted in one win-win after another. The forthcoming radio show, Sourcing Samurai, will be part of that effort where I’ll talk to very seasoned, knowledgeable experts who have spent the time in the trenches to really know what works about the people, experiences, training, technologies etc. that forged their sourcing mindset; changing how they approached their craft forever. Hopefully this very candid sharing will stimulate some thought in the audience over how they might learn from what the guests share with me. Research is as much about knowing how to find the answer as it is knowing it. I know the guests who are slated to share are people that anyone who wants to learn more would do themselves a service by making a decision to spend that 15 minutes or so with us. Understand I touched upon the Sourcing Samurai previously, but it bears repeating, something free you will not want to miss. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Russ: I developed a sourcing model and was able to navigate actually gaining senior leadership approval without any revision to the original presentation. Again my network served as a private sounding board which contributed invaluable insight. My experience at Wachovia/Wells Fargo truly ingrained the concept and value of open collaboration. It is a form of intellectual diversity which results in an end product which is far superior to simply locking yourself in your office and doing the work in a vacuum. Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Russ: Striving for brevity for the sake of time while balancing that with ensuring the communication is effective and professional. Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org? Russ: My opinion, which I don’t confuse as fact Project Management - We need better skills there in general. We need to ask the right questions, i.e., “What’s the real scope ?” “What outside of the scope?” “Letting Perfect be the Enemy of Good” – at a certain point, get going, watch what happens and adjust accordingly. Jason Goldberg has a phrase “Ship it”, which I have adopted. “Ship it”, Just do it and adjust vs. waiting until everything is perfect and the window of opportunity it closed. Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career? Russ: I love what I do. Learning new things, analyzing, meeting the people, the relationships that have developed and are developing, technology - and I get paid to do things I really enjoy. I love it so much I just want to keep on going, evolving, growing, and seeing where the journey leads. We are in an era of exponentially accelerating possibility and that drives me. Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done. Russ: I think for me personally I want to immerse myself in desktop technology and expand upon ways to increase the speed with which I source based on layouts, add-ons, toolbars and how I use them. It’s low cost, experience has shown me there is a lot of utility if you are disciplined in how you experiment and it sharpens your sourcing in general. Six Degrees: Anything you want to plug? Russ: My online Radio Show – "The Sourcing Samurai" - stay tuned lining up our first recording session now. My Arbita BlogBlog – http://aces.arbita.net/blog/Russ My Arbita Homepage Six Degrees: How Are You Going To Change The Recruitment Industry? Russ: I would like to help propel some of the thinking surrounding our industry. I would like to seed some healthy discussion, unearth some utilitarian tools, share with others and maybe inspire someone to really go for it. I have several experiences with “reverse mentoring” where I had a mentor who helped me with a topic and during that process I helped them gain a deeper understanding of what sourcing is all about. My new career provides opportunity for pursuing that passion and I truly enjoy the interaction with the super talented bright minds I tend to gravitate towards. Help bring Sourcing/Research a little more out of the shadows. Keep and expand my seat at the table as a trusted adviser to the Senior Talent Acquisition Leaders who engage me to the point they want to bring me back. Help inspire someone with the aptitude to pursue this career path and show where it can lead. …; Added by Dave Mendoza at 12:00am on February 1, 2010

Blog Post: Hiring Mistakes: How to Avoid Them and What to Do If You Don’t: Have you ever hired someone who didn’t turn out to be what you expected? Did that seemingly well-spoken, educated and experienced interviewee turn into just another “warm body” consuming valuable…; Added by Ben Baldwin - ClearFit at 2:31pm on July 19, 2011

Blog Post: Campus Recruiting 101: Everything You Need to Know About Campus Recruiting: Do you know that in 2020, …; Added by Rakuna at 11:19am on June 11, 2021

Blog Post: Key Considerations When Implementing AI for Recruiting: Do you know that a significant …; Added by Rakuna at 5:14am on November 4, 2024

Blog Post: Key Considerations When Implementing AI for Recruiting: Do you know that a significant …; Added by Rakuna at 5:56am on May 9, 2024

Topic: Meet Doug Kerken, RecruitingBlogs Activist - "The Tropical Feeling of Falling Three Floors Down A World Trade Center Elevator": ld rescue all the dogs that aren’t cared for properly. Homer wouldn’t dig that too much but he would sure have lots of friends and butts to sniff ... He’s our kid, he’s my little rescue, and our million-dollar baby" "... one of my colleagues and they had to find a bathroom, switch pants and clean the wet ones. I’m not kidding. This all happened in a 30 minute span. All I remember is pants under the hand dryer. That single event told me I have to source better, and ask better interview questions. " • RecruitingBlogs Profile • Linkedin • Facebook • Twitter • Website • Personal Causes: http://www.aspca.org/ • Location: Point Pleasant Beach NJ • Office: 732.903.6923 • Cell: 732.300.5159 • Personal Email Doug Kerken has been in the "Internet Recruiting" space going for over a decade. He has been through mergers, acquisitions, and total liquidations. What Doug refers to, as "The stuff that makes your skin thick and your eyes a bit keener." Doug began his career selling resume database access and job postings on a website called InfoWorksUSA in the late 90's. He recruited and sourced for a CMM and Function Point Analysis firm in New Jersey. He has worked at JobCircle.com, HireHealth.com, and BioSpace.com learning, selling, consulting, and schmoozing alongside "some of the best and most animated salespeople and colleagues ever." Doug loves working with HR professionals, "we are humans too, and for the most part we are a pretty cool bunch." Doug's Specialties include Job Marketing, Employment Branding, Employment Marketing Strategies, Career Fairs, Search Engine Optimization, Job Descriptions, Lead Generation, Forecasting, Cold-Calling, Negotiating, and Closing. Q & A with Doug Kerken Six Degrees: Tell us of your home world. DOUG: I’m lovingly attached to my girlfriend, my one and only, Amber Forbes. 2 years ago she moved all the way from beautiful, sunny, San Diego to Point Pleasant New Jersey to live with…me. We met at a Career Fair I was hosting while I was working the West Coast region for BioSpace.com. We don’t have any children but we do have a very needy mush of a Black Labrador retriever, Homer. He’s our kid, he’s my little rescue, and our million-dollar baby. He was rescued from a puppy mill and has had major reconstructive surgeries to correct lots of joint problems. He’s in great heath now and pretty much just wants to be on you, all the time. I’m a HUGE car and music guy, HUGE! I have an old Land Cruiser and a retired Police Mustang which I have now turned into a pretty nasty (but legal) race car. I love the science of space, planets, stars, nebulas, galaxies, random space dust, wormholes, you name it. I’m utterly astonished that we’re really so insignificant in this place we call space and I really do wish I was some type of scientist or engineer or astronaut. Mostly so I could take a trip to the dark side of the moon and break out a telescope. How cool would that be? I’m an animal lover, but dogs are my thing. Nothing against cats, but I’m allergic to them, so I stay away. Dogs on the other hand, love ‘em. I love big ones, little ones, hairy ones, crazy ones and even drooly ones too. My little man Homer is a rescue and I really wish I could rescue all the dogs that aren’t cared for properly. Homer wouldn’t dig that too much but he would sure have lots of friends and butts to sniff. I donate to the ASPCA regularly, and also random charities and walks, I also play in charity softball tourney’s that people ask me to donate to. Softball is a big part of my life as well. I play from April through November and It’s great, but I’m getting older and things are starting to hurt in places I never knew I had things. Six Degrees: How many years have you been in the staffing industry? DOUG: I’ve been in different parts of the staffing and recruiting the staffing industry since 1999. Worked for job boards, staffing agencies, hosted career fairs, SEO’s pay-per-click aggregators and I’ve even had a hand in publishing a magazine. Yep. Six Degrees: How did you get started as a recruiter? DOUG: I actually got started in the industry selling resume database access and job postings to recruiters at a company called TheWorksUSA.com. About a year after starting there, I then made my debut as a recruiter at an IT staffing firm called Software Management Solutions (SMS). It was a very specialized shop focused on Function Point Analysis and the Capability Maturity Model (CMM). I was in charge of locating any and all Function Point professionals as well as their support staff, which would have included system admins, developers and project managers. It only lasted about half a year, but it was worth it and I learned so much. Six Degrees: What single event had the most impact on your sourcing/recruiting career? DOUG: The single most shocking event that changed my recruiting career was actually twofold. One of my admin candidates was on his way to an interview in the World Trade Center in May of 2001. He was a jittery guy to begin with, then an elevator cable broke and the elevator seemed to fall 3 floors in an instant. His bladder couldn’t handle it, his pants got wet, and it was our responsibility to clean him up before his interview. He was basically the same size as one of my colleagues and they had to find a bathroom, switch pants and clean the wet ones. I’m not kidding. This all happened in a 30 minute span. All I remember is pants under the hand dryer. That single event told me I have to source better, and ask better interview questions. Second part is, the next day, while at local New Jersey Technical Recruiters Association meeting, I was approached by one of the founders of JobCircle.com about selling their products to recruiters and HR. Based on what had just happened, I thought, maybe sourcing and recruiting isn’t my game right now, I should try my hand at the job board game again. The economy wasn’t great, and so were job boards weren’t killing it. So, I got fired for not selling enough in the 4 months that I was there. Never had a chance, but it was the best thing that could have ever happened. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? DOUG: That’s a great question, I have a few. The first is Matt Zeto. We worked together at TheWorksUSA , SMS, and JobCircle. He taught me how to sell and more importantly, how to sell to HR. He’s also the guy who fired me which gave me a chance to meet the guy that I’d attribute overall outlook to, Chris Amato. We’ve worked together since late 2001 at HireHealth.com, BioSpace.com, GetTheJob.com and OptiJob. He’s a clear thinker that knows what the industry wants and he’s great at adapting to the environment. He’s taught me how to think quickly and roll with the punches. Working with Chris, we’ve seen the recruitment landscape change and technologies come and go. We’ve survived the highs and lows and we’re still out there making a difference. Six Degrees: Tell us about your organization, OptiJob : DOUG: Our organization, OptiJob isn’t a huge company but each one of us has specific roles in the OptiJob machine and we all get along very well with each other because we’ve been together so long. Currently, my title is Business Development Director. That means on any given day I can be the sales manager, reseller contact, partner manager, tech guy, resident auto mechanic, happy hour location manager, driver, breakfast order guy, and also business development director. I’m sure most people who read this interview can relate to that. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? DOUG: I admire large companies like Hyatt and Microsoft that are using their established brands to pump out great, engaging content to their millions of potential applicants every day. Organizations like ARINC, Vertex Pharmaceuticals, and Gulfstream Aerospace are doing great things as well. I also admire the companies in our space like Jobs2Web and Arbita who, like OptiJob, have great ideas and technologies that will undoubtedly help companies solidify their position in the changing web 2.0 environments. (B) In what aspects are they superior? DOUG: I think the bigger companies have a name that goes a long way and they’re using it to their advantage. The smaller companies don’t necessarily have the huge name recognition the big guys do so it’s their content and their message that drives their applicant traffic. We’re always working together on great ideas to attract candidates in places they never thought of. It’s not easy, trust me. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? DOUG: Well, I think the whole Ashton Kutcher vs. CNN Twitter thing has really helped put the social media/social news scene in the spotlight. Now it’s pretty hard to avoid it, the Web 2.0 revolution. It’s all around us. Everything we do is centered around a Facebook page or a tweet, a Digg page or a YouTube video. Our favorite actors, politicians, sports stars, even random people who we didn’t know existed 2 years ago are now influencing us in ways we never thought imaginable. My work is constantly impacted by someone’s blog post, or website, or a tweet that can radically change the way we think or recruit. Companies are racing to get on Facebook, LinkedIn, Twitter, even to the top of the Google listings. It’s making us think harder and faster than ever to come up with more innovative things to make it easier for companies get there. Six Degrees: Tell us about your broader involvement within the staffing industry: DOUG: I try to attend as many conferences, meetups, and industry events as possible. I’ve been and still go to events like Search Engine Strategies, SHRM, ERE, BIO, AAPS, DIA, you name the acronym, and I’ve been there. This year has been tough though. You see, I’ve just turned 30 and this seems to be the time where all of my friends want to get married, but they hesitated to check the schedule of some of these events. I’m slated to miss pretty much everything this year, but watch out, I’ll be back in 2010. I haven’t done much speaking at said events, although I’d love to. I think I have a unique ability to relate with lots of different types of people and I also have a great way of conveying my ideas and opinions. If you want, I’m ready to go. Sign me up to speak at your next event. Six Degrees: Can you detail how the recession has affected your particular industry niche? DOUG: The recession has definitely affected the staffing/recruiting industry as a whole, from job boards, to SEO’s, to advertising and staffing agencies, you name the industry niche, it’s taken it’s hit. The recruiters and sales people, who haven’t produced, have been the ones that have felt it the most. Every company has had to make some kind of cuts. In most cases I’m close to, people are given a new lease on life and a unique opportunity to re-brand and network themselves and really learn a lot about what they’re capable of. I have also found that this particular recession has enabled me to get back in contact and even do business with some of the greatest minds I’ve ever had the pleasure to work with. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects? DOUG: For the most part, I’ve been trying to practice what I preach. Becoming involved in all the social and professional networks where not only my peers are, but also places and networks where my clients also want to be seen and heard. I’ve attended local Meetup groups and other networking groups that I never thought I’d be going to. But, to get ahead and make the right friends, you have to go outside the box. A great example is RecruitingBlogs.com. I always had a profile, but I wasn’t active. I found myself reading everything I could and even commenting and chatting with my peers and colleagues. I’ve since joined all kinds of different communities and networks and it’s really given me the opportunity not only to learn, but also sell my ideas to a broader audience. I’m not much of a blogger yet. Mostly because I’m not sure if I want to blog about the last concert I saw, the awesome steak I had or the wild conversation about user-generated content I had with my client this morning. Maybe I’ll just start blogging about all three. But, if I do start, will anyone even read it? Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? DOUG: Be passionate. It’s easy to connect with someone who’s passionate about what they’re selling or their abilities as a recruiter. It makes you want to learn from this person and absorb everything they’re saying. I know for sure that I’ve been boring and I’ve looked like I’m just going through the motions, and I’ve blown it. I’ve also tried to be too slick and also blown it, quicker. Also, don’t be someone you’re not. Be genuine, don’t over promise, and don’t make outrageous claims that just can’t be backed up. When I go to networking events there are people you want to network with and then there’s others who can come across as totally unbelievable. But, no matter what you’re doing, you want to get people to trust you and enjoy talking with you. If not, they’ll see right through you. Then word spreads and you’re doomed. Six Degrees: What is your next career goal? What do you need to do to get there? DOUG: My next career goal, that’s a great question. Well, besides honing my skills and helping grow OptiJob to take it to the next level; I guess my ultimate goal is join my peers as a thought leader in this industry. Our industry is chock full of outstanding talent and great thinkers that the road ahead won’t be easy. I know it will take a lot of hard work, a lot of blogging, great feedback, results, and most importantly, respect. It’s not easy getting people to trust you and what you think. Maybe this interview will help. But like I said, it’s going to take a ton of work on my end to stay relevant and come up with great content and opinions that others will not only trust, but pass along and maybe implement in their lives or at their organizations.…; Added by Dave Mendoza at 4:38pm on October 11, 2009

Topic: Meet Mark Rinovato, Broadcom's Corporate Staffing Pioneer of Sourcing, SEO, and Employee Branding - Goes Solo: 8-0133 • Mobile: (949) 395-9593 • Email Ever live "down the street from someone" and only years later, thousands of miles away reintroduced yourself and communicated and learned what an exceptional innovator you missed a coffee or a lunch with when you had the opportunity? Of course you have; these are digital times, but alas, the virtual handshake allows us to recover bona fides. In this instance, a staffing manager who was an early disruptor within corporate walls was only a few miles away when I lived in Irvine before I escaped to the Rocky Mountains. Today, I give thanks to RecruitingBlogs Monday Member Showcase series for the opportunity to share a discovery of a true industry innovator, Mark Rinovato. This week, I am honored to feature his extraordinary legacy of achievements during his tenure at Broadcom; mainstreaming sourcing efforts, in addition to introducing SEO and employee branding as a vital strategic staffing component. Mark served as Manager, Strategic Sourcing at Broadcom, he oversaw a budget of $1.5M where he initiated the creation of the strategic sourcing function and managed a team of eight Sourcing Specialists dedicated to passive candidate identification and pipeline generation through sourcing channels. He created the company’s first Employment Brand that is now used in all career-related advertising and communications in order to convey the true company culture. Mark implemented Search Engine Optimization technology for the career site that resulted in Broadcom’s open requisitions landing on the first page of Google search results. His efforts translated into the Successful development of identifying over 5000 qualified engineers to the database within six months. As Manager of Global Staffing at Broadcom, he managed a budget of $3.5M and directed a global team of 28 including recruiters, sourcing specialists and coordinators in support of the Broadcom’s recruiting strategy and execution worldwide. He created Broadcom’s Employee Referral Program that produced a third of all company hires. His staffing organization grew Broadcom from 2,500 employees in 2004 to over 7,000 employees in 2008. In all, Mark’s efforts averaged over 1400 hires per year for four years, - exclusive of acquisitions. Recently, Mark has initiated his own contingency search firm, “EMR Search Partners” which provides talent acquisition solutions to the high technology industry. EMR provides search services on a retained, contingency and contract basis. He has diversified his clientele with start-up venture funded firms as well as large established companies. Q&A with Mark Rinovato Six Degrees: Tell us of your home world. Mark My wife, Edie, and I celebrated our 25th wedding anniversary in Februrary on the island of Bora Bora, Tahiti. It was spectacular. We met in Los Angeles, where I was starting out my recruiting career with an employment agency on Wilshire Blvd. She was working for a restaurant located in the same building. We know we made a great team. My wife is Hungarian born and actually escaped from communist Hungary in the 70’s with her mother and eventually made their way to Los Angeles. That’s an entire novel in itself! As it turned out, we started our own restaurant in Los Angeles, a Hungarian/Continental restaurant, and it was quite successful. I found myself recruiting by day and helping with the restaurant at night. I would not recommend this. We sold it 4yrs later, but the marriage is still going strong. Six Degrees: What's a day in the life for you Mark? Mark My main hobbies are golf, music and movies. I don’t have enough time to play a lot of golf, but I get out when I can. I’ve been to many PGA Tour golf tournaments, including the US Open at Torrey Pines in 08. It was a spectacular event. Having been in the restaurant business, my wife and I also share a love of gourmet cooking and wine, and we love to entertain friends. We also love to watch classic movies. As far as music, my tastes are pretty eclectic, and include folk, rock, jazz (especially latin jazz) and classical. Six Degrees: How many years have you been in the staffing industry? Mark: I’ve been in the staffing industry for over 30 years, so I’ve seen a lot of changes, especially with the technology. When I started in the industry the most innovative technology was the phone system. Come to think of it, we may be coming full circle with smartphones and the mobile internet. Six Degrees: How did you get started as a recruiter? Mark I was asked by a friend in Los Angeles, who had just been hired by an employment agency there, to talk with this agency about getting into the business. This was a small firm just starting up, and I was about the 6th employee. I ended up being with that agency for 7 years going from a Recruiter to Management, and we grew from one small agency to 5 agencies with 20 employees each. The success I experienced there was very exciting, especially for a young man in his early 20’s, and really set the tone for my career in this business. I was hooked. I still am. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Mark That’s a tough question. There have been so many important events. But I would have to say that starting my own agency was the most important. There is something about going out on your own, with no support other then your belief in your own abilities, that really defines who you are. It requires you to be creative and do more with less, but it also gives you the freedom to do all of the things that you could not do working for others. As an example, the first firm that I worked for was slow to adopt the PC, networking and recruiting software that was then coming available, pushing it off into the future because of the expense. When I started my own business I immediately bought a software package designed for search firms and automated my business. It happened to be on the Mac as that was the only GUI available and I couldn’t deal with DOS. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Mark Actually, there were two individuals that I would say I modeled my career after. The first was the owner of the first agency that I joined and was with for 7yrs. I saw how he ran his business and how successful he was, and that inspired me to learn recruiting and start my own business. The second was a corporate staffing manager with a Fortune 100 corporation who helped me transition into corporate recruiting. He gave me an opportunity and opened up that side of the business for me. Six Degrees: Tell us about your last position, (responsibilities, size of your staffing organization) : Mark I spent the last 8yrs at Broadcom Corporation, a $4.5 billion communications semiconductor company. I started out as a contract recruiter, and eventually progressed to Manager of Global Staffing and then Manager, Strategic Sourcing. The teams that I hired and managed were instrumental in growing the company from 2400 employees to just over 7500 employees in 4yrs. Most of these hires were highly skilled engineers, hardware and software. The staffing department had 25 recruiters and sourcers at one time, and we were an excellent team, but recent budget cuts have eliminated most of them. It’s the worst time I have ever seen in our industry. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Mark The talent groups that we focused on at Broadcom were primarily design engineers with either IC design, systems design or embedded software design expertise. Within these groups is quite a bit of specialization, as the company has over 22 different product lines. But those are the basic talent hubs, and they were all supported by my teams. We also recruited for other support functions, such as finance, IT, HR, etc. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Mark We had access to a lot of good training. The three primary training courses for staffing were: The Adler Group – full cycle recruiting, including interview and assessment. JobMachine – Sourcing AIRS Xtreme - Sourcing All of these vendors did an excellent job of coming on site and conducting professional training sessions that had a great deal of benefit to my teams. Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit? Mark The main tool was the ATS system, from VirtualEdge, and that system was implemented worldwide. We used all the typical job boards. Job boards were a tool worldwide as well, but only Monster worked reasonably well overseas. Most countries and regions have there own local boards that do better then Monster, CareerBuilder, Hotjobs and Dice. Of course, everyone had a LinkedIn Recruiter account, which is quite effective everywhere. Other sourcing tools included ZoomInfo, Broadlook Diver and Profiler, InfoGist, TalentHook, and others. We also used Search Engine Optimization and built an SEO site with TalentHubs. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Mark Microsoft is a name that keeps popping up on everyone’s top ten list. Also, I hear a lot of good things about Ernst and Young. We had a Broadcom employee leave to go to work in E&Y’s college program as a recruiter and described the experience in glowing terms. A lot of industry leaders in sourcing seem to have come from Microsoft. Six Degrees: (B) In what aspects are they superior? Mark Most companies with superior recruiting functions have the support and commitment of top executives who understand the importance of recruiting to the company’s success. This translates into budgets that allow staffing leadership to hire the best recruiters and sourcers, and implement the best tools and methodologies. The best recruiting departments have a strong strategic approach to staffing, along with a superior process. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Mark Most of the big mistakes I have made were the result of lack of communication. Nothing leads to disaster like making decisions in a vacuum. Probably the best example of this happened when I became enamored with Web 2.0 job boards and thought that I needed to add one to my company’s toolbox. I did my due diligence, checked out all the top contenders and made my selection. I even had a small team of 2 recruiters who also participated in the demo’s, and they were also positive, so I was comfortable with my final decision. I was so sure that this was a great product that I failed to involve the larger team of recruiters and sourcers who would be using the product on a day to day basis. It turned out that, even after extensive training, they were not getting the results from this new product, and simply stopped using it. I had wasted tens of thousands of dollars of the company’s money and valuable training and recruiter time. The result was no results, and no ROI. No matter how cool a technology seems, you need to make sure that it can produce the desired results and that you have buy in from the majority of users before going with it. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Mark Obviously, the financial meltdown and deep recession has had a strong impact on the recruiting industry. No matter what part of the business you work in, you have probably negatively impacted by this downturn. Corporate recruiting budgets have been sharply curtailed. Many friends of mine on the agency side, both retained and contingency, have painted a very bleak picture of the current market. While this too shall pass, I think the severity of it will make companies hesitant about committing to hiring fulltime employees and push them towards more outsourcing and contract labor. The cost of healthcare is also a factor that will encourage this trend as well. Six Degrees: Tell us about your broader involvement within the staffing industry: Mark The most interesting groups that I have been involved with recently are CSLE (Corporate Sourcing Leadership Exchange) and OCTane, which is a local business group here in Orange County, CA. CSLE is focused on sharing information and stimulating ideas about Sourcing as a center of excellence in corporate environments. It is always enlightening to hear what other top corporate staffing teams are doing internally, especially with regards to sourcing. OCTane is a group dedicated to the branding of Orange County, CA as a destination for high technology and medical technology firms and talent. Sahali Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it effected your job or that of your fellow team members within the organization - If so, to what extent? (If you have been laid off, tell us about the experience, when it happened) Mark Well, it has affected me quite dramatically. The entire strategic sourcing function was eliminated, along with my position as manager of that team. Many recruiters were also let go, as were other departments in HR. So the recession has had a very negative impact on me, and many of my colleagues. I’ve been through a number of these recessions, and they are always bad news for the recruiting industry, but we always bounce back. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects? Mark We have some local groups here in Orange County that have been a big help so far. There is a group called HR Connections, which is sponsored by LHH, that brings together local HR talent at monthly meetings. We share job leads and job hunting advice. Also, InContact HR puts together great networking events for HR professionals nationwide. I’ve also joined a few promising groups on LinkedIn such as Corporate Recruiters, Personal Branding Network and Cybersleuths. I’m looking forward to getting more involved in networking and branding through these and other groups. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Mark My advice would be to pick and choose carefully the networks you decide to become a part of, and then really participate as much as possible. You have to give something in order to get results. Not contributing to the networks is a mistake that I have made in the past, mainly because I’ve been too busy, but also because I was did not incorporate it into my daily routine. I plan to change that. LinkedIn has been my main professional network so far. I have used Facebook primarily for personal contacts. And of course Twitter looks to be a great tool that I’m just getting started with. Six Degrees: What is your next career goal? What do you need to do to get there? Mark I did a lot of soul searching over the past couple of months as to which direction to go in. I initially thought about going for another Manager or Director of Staffing role in a corporate environment. But I have decided to start my own search and consulting business instead, and I’m in the middle of launching this new enterprise. It may seem an odd time to be launching a business of any kind, let alone a recruiting business, but recessions are often the best times to start a new business. We’ve hit bottom, and nothing but growth lies ahead. I’m looking forward to the challenge. Happy Holidays, from SixDegreesfromDave.com…; Added by Dave Mendoza at 4:25pm on November 29, 2009

Topic: Meet Jim Fowler, CEO of Jigsaw: "Cloud-Based, Database Automation As A Service": I was sick and tired of the expensive and crappy lists the marketing team would buy for my sales teams ... Twelve years in sales left me frustrated with the time-consuming practice of finding contact details. I said, ‘There’s got to be a better way.’” We live in an economy now where people make a living with their brains as much as with their hands. I spend a lot of time creating and working with people" “We are on a path to go public. We have the chops to become a billion-dollar company” • Jim Fowler • CEO, Jigsaw "The Crowd-Sourced Business Directory" • San Mateo, CA • RecruitingBlogs Profile • Linkedin • Twitter • Jigsaw Tweets • Facebook • Corporate Website • Join Jigsaw and earn 20 free passive contacts Over the last several years, I have had the pleasure of getting to know Jim Fowler at the various staffing industry conferences. He will spontaneously offer to find a bench to catch up, and is one of those executives without any pretentiousness. In fact he is a rare breed among the approachables: he will speak to you and recollect from the mundane to the significant that you have shared with him, and in each response he is direct, substantive and charismatic. For a CEO, he is less about watching the clock than he is more about getting to know you and the topic at hand. He didn't build a business simply for a dollar's glance - he truly wants to contribute to what we consider Game Changing ideas in the art of commerce. Prognosticators will tell you Information is the most powerful weapon of the 21st century. It isn't simply about hardware and software - it's also about field entries. The market for Database information is a $50 Billion dollar business. Billions within it are likewise exceptionally relevant in how our staffing industry generates and collates that data to produce and introduce prospective passive and active candidates to employers of choice. What more relevant subject for today's feature than someone whose daily effort is to find knew ways to vett quality and quality utilizing the social aspect of community data sharing? For me personally, I cannot think of a more valuable way to verify my name generation leads and to contribute them to the broader concept of community. It's a pleasure to introduce you to my friend, Jim Fowler. As Chief Executive Officer of Jigsaw Corporation, Jim Fowler provides direction and leadership toward the achievement of goals and objectives at Jigsaw, a leading provider of business information and data services that uniquely leverages user-generated content contributed by its global business-to-business (B-to-B) community. A veteran sales executive, Jim has more than 12 years selling software for marketing and collaboration applications. Before starting Jigsaw, Jim served as VP of Sales at Digital Impact (DIGI), Paramark and TightLink. In these roles, he built sales departments from the ground up focusing on sales strategies and processes. He was able to leverage his experience as an outstanding sales manager at Personify and NetGravity. Prior to his career in software sales, Jim owned and operated Lookout Pass, a ski resort in Idaho. He also served in the US Navy as a Diving and Salvage Officer. Jim graduated from the University of Colorado. Q&A with Jim Fowler, CEO of Jigsaw Six Degrees: Tell us of your home world. Jim: I have been married Holly Wiebe for ten years. We met through my wife's best friend who was dating one of the ski instructors I knew and we were introduced to one another. We have a son named Six (who is eight years old) and a Labradoodle named Comet. Our family skis/snowboards all winter and camps all summer. Our favorite type of camping is canoe camping. You go to really beautiful and remote places and still carry enough stuff to eat and drink really well. There is nothing better than an after dinner cigar around a campfire beside a high Sierra lake! Six Degrees: Tell us about your Company, Jim JIM: I am the CEO and Co-Founder of Jigsaw.com. We have 120 employees. Most of our employees are software developers or sales people, but we do have a full time recruiter! Jigsaw is a Global Business Directory of company and contact information. Jigsaw was in Beta through summer of 2004 and officially launched in December 2004. We have over three million complete company records and 19 million complete contact records. Members get contacts they need to recruit, sell or market by adding, updating or graveyarding records. Jigsaw Pioneers Data-as-a-Service. The ability to quickly find people in a target organization and contact them directly is an essential means to gain an edge in a very competitive marketplace. Jigsaw provides very simple, but required data that every single recruiter needs to do their jobs – company and contact records. Jigsaw is essentially an open database, along the lines of Wikipedia. Salespeople looking for say, a buying manager in a given company, swap one of their contacts to access the lead they need or they can buy it for $1. Every one of its contact records is complete with email and phone number. (Note: 72% of Jigsaw records have a direct dial.) We make money by selling data and data hygiene services to corporations. Six Degrees: How was Your Company Founded? JIM: Jigsaw was founded by myself and Garth Mouton on Oct. 31,2003. We are venture backed and have raised $18M in venture funding. I came up with the idea for Jigsaw after 12 years in software sales left me frustrated with the time-consuming practice of finding correct contact details within a company. Prospecting lists were costly and usually full of outdated information. Six Degrees: How did you get started in the industry? JIM: Jigsaw was founded out of pain. I was sick and tired of the expensive and crappy lists the marketing team would buy for my sales teams. (I was VP of Sales at an email marketing company called Digital Impact). I knew there had to be a better way and the idea of a crowdsourced business directory popped into my mind. The idea for Jigsaw was germinated in the summer of 2003. We raised our first round of funding (of three total) in December of 2003 and formally launched Jigsaw in December of 2004. When I was vice president of sales at online advertiser Netgravity (now part of Google’s DoubleClick), I asked a sales rep nicknamed Tark “to cold call into Sprint PCS until he got us a meeting. It took him two weeks. I said, ‘There’s got to be a better way.’” Six Degrees: What is the broader picture of how the data business operates Each year, corporations spend over $50 billion a year on B2B marketing data. Your usual data acquisition avenues – list rentals, online data services like Hoovers, OneSource, and that old technique cold calling – are hard and expensive and don’t provide automatic updates, maintenance or net new records. Six Degrees: How/ where did you develop investors? JIM: We are located in the Silicon Valley. This is the land of venture capitalists. Just follow the signs to Sand Hill Road! Six Degrees: What is Your Company’s Value Proposition? JIM: Our value proposition is that we are the best source of data for recruiters who do passive recruiting. Every one of our 19M records is complete with name, title, business phone and business email. Our service is free. You can exchange business cards you have for business cards you need. If you don’t want to exchange you can purchase our records. Our data is the best available because we have one million members who clean and maintain the database (for credits). We are similar to Wikipedia in that many people build and maintain our database. Six Degrees: How do you plan to make Jigsaw into a Game Changer? JIM:The goal is to do the same exact thing to the data layer that salesforce has done to the software layer. Ten years ago, when Salesforce first got started procuring and managing software, Today if you look every company that sells B-to-B, they're procuring and managing the records that populate their CRM solution. the lead records. contact records, the account and the lead records. What Jigsaw DataFusion provides is unlimited access to Jigsaw's community vetted database. Overall, Jigsaw has established a robust database of over 19 million records, and it grows daily by 25,000. The Database as a service is their Game changing premise. It used to be known simply as a cool social aspect of keeping data fresh to make sure it is kept up-to-date, but now the concept has expanded by volume, accuracy and automation: With DataFusion, What we do nightly is that we take that data and put it in the cloud and every night compare our client's data to Jigsaw's. Given Jigsaw doesn't allow partial data - the data is refreshed and complete, coming in everyday, flagging records, piping all those changes every night in an automated way; Matching, filling in all the fields, flagging their dupes, a process of 'stare and compare' of records. We pipe in new data that matches the client's administrative criteria. In an SaaS mode. It will no longer will be a one off, and will transform the data business. Data Fusion comes as a monthly subscription service but companies can reduce the usage costs by contributing back to the Jigsaw system. It connects with a CRM system and automatically matches and updates records daily, with a dashboard to monitor activity and changes and the option of accepting or rejecting any specific updates. Administrators can pick which fields in each record they want to synch daily. After Salesforce, Jigsaw expects to add other CRM systems and databases this year and next. It has published an open API and a Developer Toolkit so any CRM or database vendor can integrate Jigsaw. Data Fusion comes on a per-seat, per-month basis just like Salesforce and other SaaS providers. A full license like a big OEM just bought runs $500,000. With Data Fusion, if you have 25 seats of Salesforce, then you buy 25 seats of Jigsaw. Six Degrees: Are you importing contacts from sites like LinkedIn, Hoovers and others? JIM: No. Every contact in Jigsaw has been added by a member. We started with 20K contacts and now have over 1.7M (and growing by 10K new contacts per day). Even if we wanted to import contacts from other sites we couldn't because Jigsaw requires every contact to have complete information including phone, email, title, etc. Phone numbers and emails are hard to get and are usually not provided on other sites. Six Degrees: How does Jigsaw use social media networks and your blog to connect with customers and prospects? JIM: Like Wikipedia, Jigsaw links out to the best possible information. Every contact record has a link to Google and LinkedIn for automated research on the contact – such as looking at a biography. Because Jigsaw is a community of sales professionals our blog and message boards are critical for communicating closely with our community. We also have large followings on Twitter and Facebook. Six Degrees: How do you control members from sending out spam emails to contacts in Jigsaw? JIM: Jigsaw's model isn't a good fit for spammers. Too much work or money is required to get information off in the quantity needed by a spammer. Jigsaw’s members primarily do one-to-one marketing versus one-to-many marketing. If a member is caught doing anything unlawful or against Jigsaw's rules, the member will be banned from Jigsaw permanently. Six Degrees: What is the pricing structure for your services/products? JIM: Most of our million members use Jigsaw for free (the add, update or graveyard records in exchange for the data they need). We sell subscriptions and lists that fit every budget. Six Degrees: How has your Company adopted to the economic downturn? What is the long-term future for Your Company? JIM: We expect to double revenue this year. We want to get companies out of the business of procuring and managing company and contact records. We want the Jigsaw database to power every CRM solution by providing all the prospecting data a company could ever need, and keeping those records up to date in real time. We are in heavy duty hiring mode. We’ve just released this product in beta and hope to see it take the market by storm! Six Degrees: How has your company promoted its brand and aligned itself with Staffing Industry communities, both virtual and on-site ? JIM: Not as well as we need to. We are getting ready to hire a marketing person who’s full time job will be to address the recruiting industry. Six Degrees: What single event had the most impact on your overall staffing industry expertise? JIM: I am an expert in only one narrow (but important!) part of the staffing industry – information. The single event that had the most impact on my expertise was founding Jigsaw and the people who I have met throughout the journey. I’ve learned an incredible amount over the past six years of Jigsaw’s life and it keeps feeding our passion to innovate. Do you have a mentor to whom you attribute your overall outlook on modeling your career after? JIM: I really admire Steve Jobs. Not his management style, but his vision. The guy is just an incredibly talented individual. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. JIM: The single biggest has been to been as a “Featured Networker” listing with SixDegreesfromDave.com. We became more motivated to connect and reconnect with our following within the recruitment industry in a big way. The process gave us a more approachable introduction to both our users and those who have inquired about our utility as a passive talent database. We will continue driving home the message to the recruitment community and to our database of 19M business contacts to drive awareness of Jigsaw and to recruit passive candidates to organizations. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? JIM: Use extreme caution when sending out a single message to your entire network. Networking is generally about one-to-one communications. Mass messaging is irritating within a social or business network. Six Degrees: Do you blog? JIM: No – my Co-Founder Garth Moulton writes our company blog. Six Degrees: Reading up on you, I understand you are a Triathlete, a big time Giant's fan, who loves playing hearts and "No Limit Hold Em", and, not surprisingly, you are not a big fan of puzzles. Tell me something others may not know about you JIM: I’m a complete history geek. I unwind by reading history. Curiously, I find studying history helps me in business. The decisions politicians and generals have had to make since the beginning of history are not unlike the decisions you have to make as a start-up CEO. There is usually less actual blood involved. • Join Jigsaw and earn 20 free passive contacts …; Added by Dave Mendoza at 4:40am on January 18, 2010

Topic: Splits for Enterprise Software Sales positions: opdog-inc.com and we can set up a split fee agreement. Each candidate must meet the following basic core requirements: Must be currently employed or recently out of work Must have a good job stability track record - at least 2-3 years at each company Must have a solid track record of meeting/ exceeding annual sales quotas of at least $1M annually for at least the last 3+ years Must currently reside in the state that the position is in AND be selling in that territory now. Must have at least 5+ years of enterprise software sales experience Compensation structure on each is up to 120K base DOE/ OTE up to 250K with uncapped earnings ) AZ – selling ERP / CRM solutions 2) CA – selling DW / Analytics software into Finance 3) CA – selling ERP/ CRM solutions 4) DC – selling erp/crm solutions 5) DC – RDBMS sales 6) DC – Cisco Network Engineer (to 90K+ bonus) 7) FL – selling erp / crm solutions 8) FL – selling DW sw 9) GA – selling DW sw 10) GA – selling e-commerce enterprise sw to the financial sector 11) GA – Selling CRM/ ERP solutions 12) IN – selling DW sw 13) IL - data integration software sales 14) IL – Natl SE Director (will relo) Cisco/Networking bkgrnd to 170K + bonus 15) LA – DW sales 16) MA – DW Sales 17) MA – Cisco Architect (to 140K+ bonus) 18) MI – selling enterprise software solutions to Manufacturing industry 19) MI – selling CRM/ERP solutions 20) MI – DW sales 21) MN – selling security solutions (relo avail) 22) MN– data integration software sales 23) MS – DW sales 24) NC– selling e-commerce or supply chain solutions (online purchase supply chain) 25) NC – selling collaboration SW 26) NJ – selling to Manufacturing industry 27) NY/NJ – selling to financial sector 28) NY/NJ – selling to commercial 29) NY – Cisco Architect 30) OH – DW sales 31) SC - selling collaboration SW 32) SC -selling e-commerce or supply chain solutions (online purchase supply chain 33) TN -selling e-commerce or supply chain solutions (online purchase supply chain 34) TN – selling ERP / CRM solutions 35) TN - selling collaboration SW 36) TX – Patient management (healthcare) sw sales 37) TX – dallas – pre-sales SE VM ware, Linux,virtualization to 110K + b 170K+ 38) VA -selling e-commerce or supply chain solutions (online purchase supply chain 39) VA - selling collaboration SW 40) ANY US CITY -TECHNICAL SAP people (need a ton of them all US citizens with 2+ full life cycle SAP implementations under their belts. – Any modules) If you can email email me and let me know! We're moving fast to fill all these! Chris …; Added by Chris to Recruiters Looking For Splits at 3:06pm on November 19, 2010

Blog Post: The Ten Commandments of Recruiting: Recruiting is like sales and marketing rolled into one. If a company has a great brand, a great job, and a great hiring manager, not too much marketing or recruiting is required. But if your company…; Added by Hasan Mirza at 1:26pm on May 28, 2008