Search Results - Officer

Topic: Meet Thomas F.X. Licari, Corporate Recruiter, And Activist Founder of The Illinois Recruiters Association: link Facebook Profile - MySpace Profile Blog Site Plaxo Resume: http://TFXL.emurse.com Meet our friend, Thomas Licari, RBC Community enthusiast, founder of his own activist local staffing organization, corporate recruiter and family man. Thomas is a Human Capital Management Professional with 15 years of experience working with fortune 500’s, the U.S. government and startup’s companies providing cutting edge talent acquisition strategies. He specializes in recruitment, retention, compensation, global strategic sourcing, OFCCP regulations, and training/development. Overall, he is primarily Client-focused with strong relationship building and strategic planning skills and particular strengths in the broad areas of Recruitment Optimization, Recruiting Technology Expertise, and Executive Recruitment Specialist. I have communicated over the years with Thomas but had a chance to finally meet him one-on-one while he sat next to Jason Davis interviewing live on a webcam at ONREC last September. Thomas did not disappoint, he has a keen sense of humor, the kind where his answers to some of JD's questions would have caused a fountain of soft drinks to burst out from noses had they been privy to his candor and wit. (If you were there, you would attest to the accuracy of my statement!) Thomas has that rare tenacity of not merely being a follower, but a leader in his own right, who cares deeply about the quality of topics and events of the Illinois Recruiters Association he founded, and has been active in referring his own membership to the RBC community. Q&A With Thomas Licari Six Degrees: Tell us of your home world. Thomas: I married my beloved dream girl Kelly Sue August 19th 2005. We rented a private house with its own beach “McKenna” on the island of Maui, HI. We had a huge party with all our family, friends and the giant sea turtles that came to witness our nuptials. We have two kids a girl 2 1/2 years; Alexandria Soleil Licari and a son 6 months old; Dallas Hawk Licari Thomas: My hobbies include but are not limited to: playing the guitar, rocking the mic, geeking out on the computer, watching way to much TV, making up loving nicknames to call my wifey, singing the Dora the explorer theme song to make my daughter smile, becoming mental over the play of my Dallas Cowboys, FYI, some day my daughter will buy the Cowboys for me as a gift, boxing, and teaching my son Hawk how to throw a perfect punch at six months of age Six Degrees: How many years have you been in the staffing industry? Thomas: I have been a Human Capital Management Professional for 15 years and still love it! I must be sick in the head. Six Degrees: How did you get started as a recruiter? Thomas: I became a recruiter by mistake. I graduated college with my 1st degree in Criminal Justice with an eye on becoming a FBI agent. After obtaining my degree I started the testing process for state and federal law enforcement positions. The problem was that I needed a job now so I could eat, and the testing process takes months to achieve a result. So I put together a resume, you all know the kind of resume I mean, as a recruiter I am sure you’ve read thousands of them. The kind that says you did all these wonderful things, but is a really big stretch. I sent my resume for a COO position to a very success female owned temp to perm agency and was called in for an interview. So I dressed up in my only suit and when in with high hopes knowing full well that I was totally 100% not qualified for the position. I met with the president of the company her name was Hallean. She got me in that interview chair and went for my throat for the start. I was too dumb to recognize that she was messing with me. At the end of the interview Hallean offer me a job as a Jr. recruiter. I was totally excited to have a job as it meant that I could eat something other than ramen noodles. I had no idea what a recruiter even did, but you can be assured Hallean taught me in her own very direct way. I think about her sometimes and would love to show her what I became or in other words what she helped create. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Thomas: I was very young in my recruiting life and still wasn’t sure that I wanted it to be my career. I worked for a small technology firm as a recruiter and was given a great deal of authority when it came to the hiring process. Remembering the lessons that Hallean taught me about understanding the “resume stretch” I implemented it into my selection process when choosing talent to interview. I quickly became the top producing recruiting at the small tech firm. After a few months of working there one of my recruits sent me a card all about how I changed his life by giving him a job. I sat in my chair reading the card and suddenly realized that I in a small way could affect change. I fell in love with recruiting right then and there. Come to think about it, I think I still have that card, I should dig it out to show my son and daughter one day when they are older. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Thomas: Short answer my Pop! I wanted to prove to him that I could be the best recruiter. You see he wasn’t sold on the fact that I turned down offers to go into law enforcement at the time. So when I decided that I would continue my career as a recruiter I made up my mind that I would succeed at it. The second person would be Scott A. Spear currently the co-founder and Executive Vice President of Corporate Strategy at Acquity Group. I worked for Scott at Modern Business Technology when he founded the company. Scott always had a way that I can’t explain fully around the hiring process. When I recruited for him he always had a great eye for talent and a different approach for judging all candidates. It wasn’t behavioral, skills, or matrix driven I think you’d call it instinct. Anyway I told you I couldn’t explain it. He had the uncanny ability build structure where there was chaos. He is a good guy look him up & connect with him http://www.linkedin.com/pub/3/2a7/755. The third person would be Tim Simmons the guy is just unbelievable at dealing with people. You’d just have to see him work to know what I mean. He is a top notch people person and I tell him often that he should write a how to book http://www.linkedin.com/pub/0/189/958 Six Degrees: Tell us about your job, Thomas Thomas: I can description my current roles in two ways; I am the president and founder of the Illinois Recruiters Association and a professional consultant. As the president and founder of the Illinois Recruiters Association my responsibilities are providing strategic direction, building membership, constructing the organizations web channel, virtual marketing and participating in speaking events. The size of the Illinois Recruiters Association is a moving target because we grow larger every day. We currently have over 2500 active members with a national newsletter that reaches over 10,000. As a professional consultant in area of Human Capital Management. I have 15 years of experience working with fortune 500’s, the U.S. government and startup’s companies providing cutting edge talent acquisition strategies. I have proven abilities in recruiting, retention, compensation, global strategic sourcing, OFCCP regulations, and training/development. I am Client-focused with strong relationship building and strategic planning skills. Other key areas I might be able to help you with include: Recruitment Optimization, Recruiting Technology Expert, Successful Instructor, Networking leader, Team/Project Leader, Executive Recruitment Specialist. If you need help feel free to give me a call if I don’t have time to assist I’ll refer you to someone that can. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Thomas: I admire the following: Doug Berg the founder and chief innovation officer of Jobs2Web because of his vision. Shally Steckerl from JobMachine, because the guy is just that crazy good, also I believe in what RD Whitney is doing with Onrec. (B) In what aspects are they superior? Thomas: Doug Berg all you need to do is visit www.jobs2web.com. To understand why I dig Doug is visit http://www.jobs2web.com/what-we-do/attract-talent/ read the page and you’ll get it I promise. Shally is best in class as a recruiting technology strategist, he is always willing to help people, and constantly comes up with new great ideas, he seems to drive the industry. RD Whitney I’ve gotten to know personally/professionally and he really goes all out to build strong virtual marketing channels for all his exhibitors at the OnRec shows. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Thomas: Government bail outs, the down economy, global recession. The WHY just bums me out when I think about it. Hiring slows down to a snail’s pace and my fellow recruiters starve. To all my fellow recruiters out there reading this keep your head up things will get better. If you are looking for a new job email me and I’ll try and help. Six Degrees: Tell us about speaking events, awards, publications, where you have you represented your company: Thomas: The event I’d really like to focus on is the January 28, 2009 Training Seminar & Networking Event. I am invited an expert panel of Web 2.0 recruiting strategists to discuss Topic: “Web 2.0 Recruiting & the Latest Trends”. If you are going to be in Illinois 01/28/09 come check out this event. For more information visit www.illinoisrecruiters.org My events can easily be found with a simple Google search or visiting http://www.illinoisrecruiters.org/calendar/calendar.htm. Six Degrees: What is your next career goal? What do you need to do to get there? Thomas: My next career goal is to build the largest professional recruiters network in the industry, which include educational/networking events. All I need to accomplish this is more time. Recommendations “Thomas is able to build relationships with Hiring Managers quickly, thereby, jump starting searches with accurate information. Thomas is creative in his sourcing approach and keen on networking to find the right people at the right time for the right job. He is a great team player and a delight to work with!” November 12, 2007 Mary Claire Ryan, Dir. of Global Exec. Search and Diverstiy Staffing, Abbott Laboratories “Thomas is a knowledgeable recruiter and an expert 'networker' who works tirelessly for the Illinois Recruiters Association. He has arranged and promoted a number of very useful educational and networking programs for local recruiters to hone their skills and enhance their professional networks. I have known Thomas for a number of years and all of my interactions with him have been positive and productive.” October 24, 2008 Marianne Murphy-Orland, Executive Recruiter & Training Specialist, Electro-Motive Diesel “I have had the opportunity to attend several Illinois Recruiter Association meetings that have been hosted by Tom. He does an excellent job in providing relevant information to his audience; things we can use right now. I definitely look forward to interfacing with him in the future.” April 22, 2008 Mike Madura, Manager Recruiting, KPMG “I had the opportunity to see Tom "work his mojo" at the Illinois Recruiters Association's meeting. He provided an excellent presentation and was able to talk with a diverse set of recruiters in the room. He was able to explain it so that it made sense to all levels and was able to get into some advanced topics without losing the room. Based on his presentation I could see clearly why he has been such a successful recruiter. I would highly recommend Tom for speaking and recruiting engagements.” April 17, 2008. Top qualities: Expert, High Integrity, Creative Scott McCance…; Added by Dave Mendoza at 3:34am on January 12, 2009

Topic: Meet Melbourne's Charles Van Heerden, "Three Decades, Mandela to Change Management": series please click here." Sage words from 'Van Heerden:' "I am a firm believer in measurement. I have a value score for my contacts based on the level of interactions by email, phone or face to face. You have to make friends now with the people you may need later." "... Rather than trying to fill traditional full-time roles, companies will have to consider flexible approaches to resourcing to fill skill gaps. The other big driver is technology .." • RecruitingBlogs Profile • Linkedin • Facebook • Twitter • Website • Personal Blog • Community Volunteering: I am on the Corporate Advisory Panel of an educational organization (Open Universities Australia) as well as about 10% of my time is pro-bono work which I provide to clients and customers based on needs Office: +61 418 271 506 • Personal Email Charles Van Heerden Observes his Three Decades, Generations & Countries, from Nelson Mandela to Change Management. A Veteran of the Staffing Industry, Charles has over thirty years of expertise which he regularly and generously shares to the RecruitingBlogs.com community. He is a Change expert, commercial HR Director & innovative OD consultant, authentic leader & executive coach. His experience includes services (consulting, information technology and research), heavy industry (mining, engineering), FMCG (dairy, beer and carpets), working with medium and large scale organisational change, including acquisitions and mergers. Tertiary qualifications include psychology, industrial relations, human resources and change management. Q&A with Charles Van Heerden Six Degrees: Tell us of your home world. Charles: After getting married on my 21st birthday we have defied all the odds and my best friend Marianne and I have been married this year for 30 years. I am good at remembering our wedding anniversary, but tend to forget to buy a card or gift. We have two darling daughters; Tanya (27) and Leana (25), who both live in Melbourne as well. Tanya has a daughter (Felicity) who is ten months old. I really don’t feel like a grandfather as many of my friends recently had babies, so we enjoy being a close family, getting together on a weekly basis. We live in the outskirts of Melbourne on a golf estate designed by Greg Norman, which should be really good for my handicap, but I still struggle to find enough time. I used to do a lot of running, including about a 100 half-marathons, until I did my first marathon in New Zealand, running around Lake Rotorua. After that, I reverted back to more gentle pursuits. The last couple of years we were based for most of the time in Warrnambool, which is based at the end of the world famous Great Ocean Road. This is known as the Shipwreck Coast and the weather can be pretty wild. Contrary to most of Australia, the Southwest is very green with lots of rain, very similar to New Zealand. My life can easily be divided into three chapters, the first half living in South Africa, then moving to New Zealand for ten years, followed by the last eight years in Australia. Six Degrees: What are some of the unexpected adventures in your life's journey's outside of the staffing industry? Charles: We lived in South Africa during a turbulent time and I was working for the most progressive employer (SAB), which included various meetings with the ANC, including a very special dinner with President Nelson Mandela, including meeting him personally, just before the 1994 elections. I had the opportunity to meet him and other key ANC figures; I was quite involved with an organization that assisted returning exiles to the new South Africa. This included several trips to the UK. One of my fond memories is a presentation to a large group of graduates on how to prepare for interviews and the best way of finding a role. It was really difficult to make the decision to leave South Africa, but we decided to leave due to the high level of crime. My next-door neighbor was the MD of an arms company and had guards outside with machine guns. I wasn’t sure if we should feel safer or whether we run the risk of being shot in case of mistaken identity. Unfortunately we had to leave our three Persian cats behind, as the quarantine period was nine months, just too long so we found them good homes. It wasn’t long before we had another three cats in New Zealand, which my company agreed to move to Australia. Due to old age we lost two of them in recent months, with one faithful tabby, Tammy, now being spoiled. Six Degrees: How many years have you been in the staffing industry? Charles: It is getting close to three decades, most of it as a corporate recruiter. I have been involved with all types of roles, from shop floor to technical, with my expertise around management roles, as I have been head of HR from age 26. In my consulting roles I often redesign structures, resulting in revised roles or new roles. I refer any recruitment to recruiters, as WaveBox is not a recruiter but a strategic HR consulting business, developing strong relationships with other consultants. Six Degrees: How did you get started as a recruiter? Charles: My very first reference book was on recruitment (Successful Staff Selection), which is still in my extensive library of a few hundred books. So I got into recruitment from the start, initially as a Personnel Officer. Most of my career has been in corporate HR, culminating in heading the Personnel function, which included Talent Management and Recruitment for South African Breweries (now known as SAB Miller). After about 15 years in HR, I moved to New Zealand and was appointed in a senior line management role, which means I had to manage a team of twenty consultants, providing services to about 500 customers, from large companies like Gillette and Phillips, to very small companies. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Charles: Recruitment has been an integral part of my career, including managing the Employment function for the Feltex group. It was during this time that I was leading a project that was recognized as a best practice in recruitment, working with Management Search International. Terry McCloy, the MD and I were able to develop and implement a true partnership model, where MSI was doing all external recruitment for Feltex. This resulted not only in a 30% reduction on recruitment costs, but a significant improvement in quality, including retention and time to fill. This model served the business very well for about three years, until we bought an Australian company and we had to change our resourcing strategies. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Charles: Though I have been able to work with some excellent recruiters, I have learned most by leading teams and energizing and motivating HR teams to create a culture where the company is a great place to work. Getting feedback from my teams and others has been the biggest influence on my career. Six Degrees: Tell us about your position, Charles. Charles: My current focus is on change management and Strategic HR, including talent management. This includes Leadership Risk Assessment, which means that my key contact is with recruiters. I work hard to try and understand the real strengths and specialty areas so I can match it with specific clients. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Charles: There is a company in NZ (Kerridge & Partners) that I would regard as highly innovative. Six Degrees: (B) In what aspects are they superior? Charles: They are the first firm as far as I know, to have engaged a global CA firm to review their performance and confirm statistics based on an assessment of every assignment completed, not just a sample. This is an extraordinary high level of transparency, giving clients a sense of actual performance and accountability. They also offer an integrated search and coaching solution – taking full responsibility for identifying, assessing, attracting and developing senior leaders into critical roles. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Charles: The way in which we work is changing profoundly, which means companies will have to adapt the way in which they consider their talent requirements. Though it may not be quite as radical as making a movie, the concept of getting a group of talented people to deliver a project will require more innovative ways to attract talent. Rather than trying to fill traditional full-time roles, companies will have to consider flexible approaches to resourcing to fill skill gaps. The other big driver is technology, which means that a virtual team can be established, consisting of permanent, casual and contract staff, supported by consultants. Virtual leadership is demanding a different skill set, by getting a diverse and dispersed group to deliver outstanding results. Six Degrees: Tell us about your broader involvement within the staffing industry: Charles: Conferences are great to stay in touch with networks. I am fortunate that I have been invited to speak at a number of international conferences, though I now try and limit it to special events. When I chaired a conference a few years ago we had a number of speakers pulling out on the second day (highly contagious?) so we got the speakers together in a panel, which proved to be the best session! My key topic areas are around strategic HR, managing change and talent management. Most recently, I spoke at a regional HR conference about configuring the workplace in recessionary times. Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it affected your job or that of your fellow team members within the organization? Charles: The GFC impacted most industries in Australia though we have been fortunate that a strong banking sector, and a positive approach by the Government’s fiscal stimulus package have made it less severe than many other parts of the world. We haven’t yet seen much of an upswing and our client base is indicating little improvement until early 2010. The only sectors spending in real terms are government related projects. There are some signs of life at the lower end but more senior roles are still scarce. HR seems to have been hard hit and know of several senior HR people having been moved on. 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? Charles: Rather than networking in a haphazard way, I prefer a more structured approach. It takes time, but it means that you are more strategic in your networking. I am a firm believer in measurement. I have a value score for my contacts based on the level of interactions by email, phone or face to face. You have to make friends now with the people you may need later. This was a key lesson I learned from a previous CEO, Sam Magill, who did quarterly staff communication sessions. Sam also used to say: “I is no good trying to talk to staff in bad times, you have do it during the good times so you build a trust relationship”. 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? Charles: As a result of my moves across countries I had to rebuild my networks twice from the ground up. I have been able to build enduring relationships. There are probably three things I would highlight: (a) It is important to stay in touch with your existing network, as much as it is vital to keep expanding and adding new contacts. People quickly realize when you are like a butterfly moving from one contact to the next. (b) Linked to this is the recognition to close the loop by keeping your network posted on your interactions with any referrals. (c) Lastly, it helps everyone if you are generous by introducing others to your network. Creating a closed society is not beneficial to anyone. It really has to be a give and take. Six Degrees: What is your next career goal? What do you need to do to get there? Charles: Reinvention is the key to success and through WaveBox, my consulting business, I am developing a portfolio of innovative programs to cover key gaps in the market place – coaching/mentoring of HR Practitioners is an area I particularly enjoy. Another project is around talent management and helping people to grow their careers, which strongly relates to recruiting. Through my networking I developed great relationships with a number of consultants and we are working on a number of projects, all around improving business performance through people. Almost finished is my first eBook on Job Search, which has been commissioned by a career development web site. I would like to spread my time doing consulting, training, speaking and writing, which is why I really appreciate the great feedback from the recruiting community.…; Added by Dave Mendoza at 2:43am on November 16, 2009

Topic: Meet Carol Mahoney, Live & Leaping From Yahoo! to Talent Acquisition On Demand: ortant, and sometimes lonely job. I know because I’ve had the job more than a few times in my career." "Central to an organization’s talent acquisition success is: an engaged executive and management team; a creative, competent and accountable recruiting organization; and a relentless focus on the candidate as the customer." "A good 85% of recruiters hate a structured process imposed on them. If your tool also imposes a process, the likelihood of universal adoption is low. You can beat them mercilessly but they will evade you at every turn. It’s not always “user error” or poor configuration decisions that make a tool bad. Sometimes the tool is slow; or the search capability is uneven; or it simply does not work." Carol Valenti Mahoney Consultant, Talent Acquisition On Demand A division of Live and Leap, Inc. Phone: 650-799-9431 • RecruitingBlogs Profile • Linkedin • Twitter • Facebook • Business Website: "Professional TA"; F5 and Live And Leap • Personal Blog: http://www.liveandleap.com/blog Carol Mahoney has always been an early adopter. In 2010 we find the vernacular passe' but in the 1990's she co-founded "Guerrilla Recruiting” tactics, a hands-on workshop geared at helping high-growth companies compete. She was one of the first to recognize the significance "e-cruiting," and was innovative in recognizing the value of hiring sourcers to use the internet to produce passive candidates. What makes Carol unique however is how she treats people. I have had the pleasure of visiting the Yahoo! campus on two separate occasions, and I was immediately aware that a special culture had been fostered under her leadership. A Margarita machine, balloons, and schwag galore were within my peripheral vision and employees were ... happy. It was downright festive as it was hectic; a bee hive swarm of activity with a common vision. When you walk the halls with her, take an elevator - it's never quiet, the pulse of the organization followed Carol and it was contagious. It was the only campus I have ever walked into where you had the pervasive feeling this staffing organization was a family not simply a team. Talking to her, you have the sense that she is one of the most elite of subject matter experts in her field, and yet she has a familiar, approachable air around her that is filled with a bellowing laugh. To make the point sink in, when I first visited Yahoo! my ears had popped on the plane upon landing and I could barely hear a thing. It was her laughter catching fire within the cubicles assembled throughout her floor that resonated that this was the place to be. It was obvious that her recruiting org had enlisted enthusiastically on behalf of her War for Talent. She was the boisterous thinker overseeing the battle plans in all things. Today, Carol Mahoney is the leading the way with "Live and Leap, Inc." The company, founded in June 2009, is comprised of two separate ventures: F5, Forums for Females Focused on a Fabulous Future; and a consulting arm dedicated to providing on-demand Talent Acquisition capability and support for high-tech companies – most recently Juniper Networks. Prior to founding Live and Leap, Carol was Vice-President of Talent Acquisition at Yahoo, Inc., where she built a formidable global talent acquisition machine that produced thousands of high-profile hires to fuel Yahoo’s hyper-growth. In her 20 year HR career, Carol has held a variety of leadership and consulting roles for high-technology companies including Intuit Inc., Apple Computer, Synopsys Inc., Digital Equipment Corporation, and Advanced Micro Devices. Carol graduated from Santa Clara University with a Bachelor of Arts in English. Q&A with Carol Valenti Mahoney Six Degrees: Tell us of your home world, Carol. CAROL: I’ve been married to Frank for 22 years. We have a 21 year old son, Douglas, and a beloved labradoodle, Luke. I live on the ocean in Pacific Grove, CA and I enjoy the gorgeous seaside as much as I can. I walk along the trail daily and often take the laptop down to the bench across the street to bring the concept of “working at home” to another level. I’m absolutely passionate about using my energy, connections and sense of humor to inspire women to create a “fulfilling, fabulous future”. To that end I produce a blog and have sponsored 2 forums for females. Six Degrees: How did you get started in the recruitment industry? CAROL: A hiring freeze at AMD took me away from my dream – a marcom job. The dream job that went “on-hold” gave way to an interim job as recruiter. I never looked back. I loved the recruiting game and quickly found that I loved to manage recruiting and HR. I was one of the youngest Recruiting Managers when I put the management career on hold to spend more time with my one and only son! The result was that I began contract recruiting – a job I thought would allow me to balance my role as mom more easily than a corporate manager role. The rest is history. I re-entered the work world as head of TA at Synopsys and continued along that path (with one notable detour – more later) until I left Yahoo! last year as Vice-President of Talent Acquisition. The exception? A brief detour in charge of Recruiting Operations with ProQuest (now Duran HCP) that also included developing and delivering Guerrilla Recruiting™ in partnership with at Gardner Consulting. Six Degrees: What single event had the most impact on your sourcing/recruiting career? CAROL: The biggest impact to my recruitment management career came in 1999 when the rolodex gave way to what, at the time, I dubbed “e-cruiting” I knew that sourcing would never be the same and had to trick my employer into hiring sourcers who would use the internet to produce candidates. It was a resounding success and today I’m blown away by the frontiers yet-to-be conquered, as social networking bulldozes onto the recruiting scene. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? CAROL: I have many mentors – mostly women – who have taught me about great leadership. I believe at the heart of any great organization, are great leaders. This applies to talent acquisition organizations as well. So I continually strive to hone my management skills, my strategic mind and my ability to connect with others in the pursuit of a meaningful, successful career. Mentors include: Cheryl Van, ex-VP of Talent at Yahoo! – she taught me that engaging your heart is as important as engaging your head. Great leadership means bringing the whole woman to work – and that means bringing compassion and respect too! Every night she walked the halls to encourage people to go home – work-life balance actually meant something to her. Libby Sartain, ex-Chief People Officer, Yahoo! – the woman laughs louder than I do…a feat I thought was impossible! She taught me that a successful woman doesn’t need to button up so tight that she doesn’t even recognize herself. Libby allowed her personality to color her leadership and she was best when she was unadulterated and un-cut! Sherry Whiteley, SVP of HR at Intuit – some of us suspected that she was a fortune teller on the side. She had an uncanny “gut” and her intuition complimented her intellect allowing her to achieve near-miracles on a frequent basis. I thought my intuition was something to keep quite about, even embarrassing, until I met Sherry. Now I wish it was as honed as hers. Six Degrees: Tell us about your current projects. CAROL: While I’m currently a one-person show, I intend to grow this year. I am president, the number one consultant, the bookkeeper and web master. Offerings Include: • For larger companies or ones with an established TA function: o Assemble, deploy and manage outsourced SWAT team (recruiters, sourcers, program owners, etc.) to address specialized or unplanned recruiting needs. o Best Year Yet™ for Talent Acquisition: Partner with Talent Acquisition head to customize and facilitate a team-building and goal setting process that will ensure maximum performance of team. (I did this for 2 years and I am a huge proponent of the process!) o Deftly manage key projects or initiatives that have no internal owner (e.g. branding campaign, social networking strategy, systems deployment, etc.). • For smaller companies or those without a TA function: o Assess and recommend TA Strategy and Plan based on needs of company vs. TA capability. Implement plan if required. o Interim recruiting leader - temporary, part-time and outsourced. o Apply expertise and network to identify and select talent acquisition contractors, employees, vendors. o RPO: Staff and manage outsourced teams of recruiting resources. Efficient and compliant. Six Degrees: What speaking events, awards, publications, have you been featured to represent your company? CAROL: I’ve had a number of speaking events in the last few years for organizations like Kennedy, SHRM, AustralAsian Talent Conference, HRTC, and many more. When I headed at Yahoo! my branding efforts yielded several webby’s – for our careers site and our branding campaigns. In addition, under my reign, Yahoo’s revamped career site won best career site through ERE. Six Degrees: Tell us about Your new venture, Carol CAROL: I founded Live and Leap, Inc. in June, 2009. It is the umbrella company for two separate consulting ventures: Talent Acquisition On Demand – a Talent Acquisition management solutions company; and F5 (Forums for Females Focused on a Fabulous Future) – a venture dedicated to providing tools, inspiration and support to women compelled to transform their lives. Today, I’m focused on getting the word out about my Talent Acquisition practice – what I’m doing and why. Six Degrees: What is Your Company’s Value Proposition? CAROL: I love leading Talent Acquisition. But instead of working “inside” running one organization at a time, I’m interested in broadening my reach and leveraging my extensive Talent Acquisition management background, experience and access to talented recruiting resources to benefit a host of organizations in a variety of industries. My solution offerings, though varied, are designed to help the leader in any organization who says, “the buck stops with me to ensure that talent acquisition efforts at my company result in producing the knowledge workers required to create marketplace advantage.” It’s a tough, important, and sometimes lonely job. I know because I’ve had the job more than a few times in my career. When I was VP of Talent Acquisition at Yahoo, I often looked for consultants with recruiting expertise and management savvy to augment my leadership team during peak activity periods. While recruiting and talent experts were available in the consulting marketplace, I found that Talent Acquisition Management consultants and experts were in short supply. I’m a talent acquisition management veteran who has "been there and done that". I have the perfect background to help clients bridge TA management gaps through consulting, tools and coaching. Six Degrees: What is the pricing structure for your services/products? CAROL: Pricing will vary depending on the assignment. In general, I plan to offer my services on a retained basis for less than 1/3 of the cost of a contract recruiter. Six Degrees: Do you blog? CAROL: Right now I do a blog for F5 – focused on supporting women in transformation. I plan to start a TA blog on management as soon as I have a little more fodder. “Watching Carol Mahoney in action was like seeing the leader at the World Series of recruiting. For nearly six years Carol successfully orchestrated the recruiting efforts that resulted in the hiring of thousands of exceptionally talented employees worldwide. The largest increase in Yahoo!’s history. Carol raised the standards and wrote the book on how to create a successful world class recruiting team (is the booking coming soon, Carol?). Without missing a beat she built & motivated a talented staffing team of over 250 people, she created a award winning career portal, nearly eliminated the use of outside agencies and she effectively brought executive recruiting inside. Her legacy included leading effective marketing campaigns over several years (& won numerous awards), and spiking the employee referrals to an all time high. No wonder that Carol is in demand on the speaker circuit and not just because of her superior reputation as a brilliant & innovative recruiting visionary but because she is also a rousing story teller with fabulous sense of humor. I would the welcome the opportunity to work for her again.” Noelle Tardieu, Recruiter for Talent Acquisition, Yahoo! “I have worked with and for Carol Mahoney for nearly 10 years and two companies. At Yahoo! Carol built a small and poorly organized staffing organization of 35 to nearly 250 at one point. Carol has an amazing strategic ability coupled with operational rigor to develop a high performing and (multiple) award winning organization. She brings humor, candor and an amazing ability to not only see the big picture but pull the right talent into the right jobs to achieve amazing results. I say today, what I've said before, "I'd work for Carol anywhere."” Stephanie Prout, Sr. Manager, Talent Acquisition Programs, Yahoo!…; Added by Dave Mendoza at 5:21pm on January 24, 2010

Topic: Creating a Green Recruiting Function: a/ (CHICAGO, IL) Lizz Pellet, CEO of EMERGE International, will be speaking at the onrec.com Online Recruitment Conference & Expo 2010, to be held at the Donald E Stephens Convention Center, in Chicago from September 14-16, 2010. Lizz’s deep knowledge of Employment Branding and the importance of Green Recruiting Practices will provide the attendees with the understanding of why it’s good to be Green, during her session Creating a Green Recruiting Function. onrec Expo 2010, with over 40 expert speakers in attendance, will provide a great learning, sharing and networking opportunity for all attendees. onrec Expo 2010 provides a thriving exposition hall packed with the latest tools and services to help your organization hire the best, and is highly regarded as the “must attend” recruitment event of 2010 where corporate recruiting practitioners and thought leaders will educate hundreds of attendees with cutting edge training (HRCI Credit pending) on innovative sourcing, screening and recruiting techniques and technologies. Running off of last year’s success, onrec Expo 2010 will bring together delegates and exhibitors involved in recruitment from around the world to share their common interests, provide a business driven networking environment, and stimulate discussions, debates, and beneficial partnerships. Session Description: It's good to be Green. That's what a lot of companies are finding, as they integrate environmentalism and sustainability into their corporate culture. Not only is environmentalism good for the community and the planet, it can help employees reduce waste and operate more efficiently. Companies tout their environmental initiatives in annual reports, core values, community activities and even advertising. Yet, companies often fail to leverage their environmental efforts in one key area: and that's recruiting, meaning they are missing a key opportunity - as studies show a commitment to environmentalism and sustainability can be a factor the most desirable candidates weigh when choosing an employer. This program will look at how employers can ensure their sustainability practices and employment brand are in line with their organizational culture and core values. Speaker Bio: Lizz is a Fellow from Johns Hopkins University and the Chief Culture Officer at EMERGE International. She is the author of the SHRM publication The Cultural Fit Factor, Creating an Employment Brand that Attracts, Retains and Repels the Right Employees, and has also written Getting Your Shift Together: Making Sense of Organizational Culture and Change. A dynamic educator, facilitator and master at business process re-engineering, Pellet is a certified national speaker and has presented over 70 professional learning sessions in the past three years, including well received webcasts for SHRM members - in addition Lizz is a known contributor to RecruitingTrends.com. About EMERGE International EMERGE International, founded in 1996 is a consultancy firm dedicated to assisting leaders in assessing, diagnosing and transforming their organization’s culture. Utilizing a validated Internet based cultural assessment tool, the Cultural Health Indicator™, their systemic approach for evaluating organizational culture and providing long-term solutions positions EMERGE International as the leader in the cultural assessment and organizational change process. For more information about EMERGE International, visit www.emergeinternational.com. About onrec Expo: onrec Expo is Onrec.com’s (the web portal for the online recruitment industry) annual international recruitment conference featuring a wide range of over 25 industry specific topics from more than 40 of the top thought leaders and industry experts - and with the 2009 acquisition of Kennedy Information's Recruiting Conference and RecruitingTrends.com, onrec Expo has effectively become the largest recruitment conference of the year: representing over 30 years of industry insight. A division of the Tarsus Group - an international B2B media company creating industry-leading events, publications and online media since 1998 - Onrec.com is the world's leading information resource for Human Resource and Recruiting professionals, and is the accompanying website to Online Recruitment Magazine, which takes an in-depth look into recruitment and industry suppliers - helping corporate recruiters, recruitment agencies, and suppliers find the best resources available through a range of media and services. A growing portfolio supported by Tarsus Online Media, features educational and networking products in the talent management, HR and recruiting sector including; TalentManagementTech.com, RetentionInstitute.com, TheRecruitingConference.com, RecruitingTrends.com, and Onrec.com. Start onrec Expo 2010 by joining our great line-up of leading experts on online sourcing. Expand your understanding of the proven tools, techniques, and strategies to deepen your talent pool and optimize your sourcing channels, by attending the preconference Sourcing Summit: http://www.Onrec.com/conferenceusa/pages/sourcing_summit1 For an overview of all Onrec session topics visit: http://www.Onrec.com/conferenceusa/pages/session_descriptions For more information on all of the speakers participating at this event visit: http://www.Onrec.com/conferenceusa/pages/speakers For more information on the Onrec.com Online Recruitment Conference & Expo 2010, contact Anna Brekka at anna@Onrec.com or go to www.Onrec.com/conferenceusa…; Added by RD Whitney at 4:18pm on June 14, 2010

Blog Post: Corporate Recruiting: Action Steps During a Recession Things that recruiting and HR can do to protect the budget: Corporate Recruiting: Action Steps During a Recession

Things that recruiting and HR can do to protect the budget

Monday, April 14, 2008 | by Dr. John Sullivan

Anyone…; Added by 01. Lonnie McRorey at 12:29pm on May 7, 2008

Blog Post: NextWave Chat: Managing Culture in Hypergrowth Companies with Christina Luconi: On Thursday March 16th we had the pleasure of hosting Christina Luconi for a 45 min live chat on managing culture at hyper growth…; Added by Phil Strazzulla at 9:41am on January 24, 2018

Blog Post: The Net / Net of Net Geners

The Net Net of the Net Geners

Presented by: Doug Douglas – National Engagement Manager at…

Added by Doug Douglas at 5:01pm on May 9, 2012

Blog Post: 5 Job Ad Blunders and How to Avoid Them: Added by Kelly Robinson at 10:31am on September 15, 2015

Blog Post: Workplace Diversity: Benefits, Importance, & Statistics (2022): Diversity in the workplace is everywhere. Politicians tout it as a necessity, corporations push their…; Added by Phil Strazzulla at 10:25pm on November 4, 2022

Topic: Recruiter's Delight: Meet Sheila Greco, Traditional Search Expertise with CEO of SGA: com Amsterdam, NY Featured Blog Posts by Sheila: * The Best Advice I Ever Got * Research & Recruiting - Lingo Simply Defined Today is a sourcer's delight. Sheila Greco has always practiced the "pass it forward" doctrine valued at "SixDegreesfromDave". From traditional search, competitive intelligence to research/name generation this petite, soft spoken personality is a well known brand in research product delivery and services to her clients. Sheila has established herself as an industry Thought Leader within the conference circuit as a presenter. Most recently, Sheila spoke at ONREC this past September in Chicago, “Best Practices Combining New Technology with Traditional Sourcing.” Today, Sheila walks us through the process of traditional search as a practitioner, and from the vantage point of her clients - with her recipe for successful value-ads in pursuing and utilizing research in the long term with all the ferver of an evangelist. About Sheila Greco With Sheila’s leadership responsibilities as President and Chief Executive Officer of Sheila Greco Associates, LLC and her active role in the overall growth and success of the company, she places her broad-based skills and experience at the disposal of clients, candidates, and colleagues alike. As an entrepreneur, she has gained extensive experience in human resources to include, research, recruiting, and competitive intelligence. As a strategic results oriented leader, Sheila has a proven track record of building long-term and solid relationships with clients and candidates. Prior to launching Sheila Greco Associates in 1989, Sheila spent several years with Goodrich & Sherwood, an executive search company in New York City and Greenwich, Connecticut. She began her career as a research associate and quickly climbed through the ranks and ultimately became a Director of Executive Search specializing in consumer packaged goods marketing and sales. An alumna of Hartwick College, Sheila received her Bachelor of Arts degree in Economics and Marketing. She is a member of the National Association of Executive Females, Society for Human Resource Management (SHRM), SCIP (Society of Competitive Intelligence Professionals), Women in Technology International, and participated in many events sponsored by the New York State Olympics. Sheila is also currently Chairperson for the Amsterdam YMCA. Q & A with Sheila Greco, CEO at SGA Six Degrees: Tell us of your home world, Sheila Sheila: Family has always been #1 on my list. I have a son who I adore, a great husband and dog. Just like you Dave, I do a lot of traveling but I will share a secret with you, it is always scheduled in between my son’s games and school activities. He is 15 and I am proud to say I have only missed one baseball game. This is quite an accomplishment since he plays golf, baseball, and basketball. As I travel around the country each meeting that is set is scheduled around my son’s activities and games. Part of my mission in life is to NEVER miss my son's games and school activities. He too travels as he is part of a NIKE Basketball National AAU Team. This continues to be part of my life too. My philosophy is to work hard and play hard, something I live everyday! I am a very competitive person, I guess I passed this along to my son. I tell him and I tell all I come in contact with; when you step on the court, baseball field, spelling bee stage, lacrosse field (I played in College), tennis court (played in college) whatever, you need to have a winning attitude and give 110% or don't play at all. I also say you win some and lose some... and you tend to learn more from the losses that you experience. But I love to win!! Six Degrees: How did you get your start into the Recruiting World? Sheila: Networking, and being in the right place at the right time! Some would say I was lucky in how the opportunity came to me Dave. I started as a research associate with the Tidewater Group in Stamford, CT and my job was to identify names for recruiters to recruit. On my first day I was handed the Standard Directory of Advertisers, “The Red Book” and told to identify 500 marketing names from consumer packaged good companies and to do it quickly! Baptism by fire….I must say! I remember my boss telling me “here’s the telephone”, and the rest is history! When I started the Internet wasn’t even thought about. As the year went on, I became a sponge for knowledge, learned all about companies and how they are structured and loved it…obviously! Six Degrees: Baptism by fire? I recall you once told me, your Initial Thought – “Is this really a job?” You peaked my interest Sheila, tell us more about your initial perceptions as a researcher and overall practitioner. Sheila: “After the handshaking and signing of papers. I was told my role as a research associate in a nutshell was to obtain names. I was handed the standard directory of advertisers and told to identify 500 brand managers in one week from P&G, General Foods, Kraft, Colgate Palmolive, General Mills, Coke, Unilever, just to name a few. Why? Because Pepsi needs 10 brand managers yesterday. Catholic Guilt began to set in….so I went to my boss and said “Why are we doing this? Why are some people hesitant to give names? This is not rocket science! I am having some difficulties here.” She said, “I used to feel the same way, not anymore… Our job is simple, our clients ask us to offer an opportunity and these folks can either take advantage of it, refer someone or not!” Next without skipping a beat she said, “How many names did you get so far?” Six Degrees: What was your progression track as a practitioner to establishing your own research firm? I began my career as a financial analyst. I joined the wonderful world of executive recruiting where my real training began. I was recruited to a prominent executive search firm in New York City as a research associate. I joined Goodrich & Sherwood working in Greenwich, CT and New York City where I worked as a research associate for approximately 14 months. Soon thereafter I was tapped on the shoulder and told that I was ready for the next step and was promoted to a principal. This was my true entrée’ into recruiting. As a side bar, my first candidate ever was George Brandt, most of you know him. His company, PrimeGenesis is a company that specializes in Executive On-Boarding! Anyway, he was always one of my biggest advocates and I do thank him for that. Actually he is now on our company’s Advisory Board! In 1989, I followed my dream and started "Sheila Greco Associates" Today, I am still passionate about what I do. I continue to work hard and play hard. May I also add, that this wonderful Recruitingblogs.com community plays nicely into my personality…I like to listen, learn, respond, help and build relationships. Six Degrees: Tell us about your company, Sheila Greco Associates: Sheila: Since I founded Sheila Greco Associates LLC in 1989, SGA’s primary mission is to dramatically shorten the amount of time it takes clients to find the RIGHT executives. Since 1989, SGA has been a True Recruiting Solutions Company, specializing as a single source provider of online data, Custom Research, Recruiting Support, and candidate name generation to executive search and HR professionals. We offer Customized Research & Competitive Intelligence, (CCI), in which we partner closely with clients, helping them identify professionals to recruit, target their best sales prospects, understand industry trends, and find valuable intelligence on their competitors. We provide research and customized competitive intelligence to corporations and search firms alike. Our clients include professionals in recruiting, business development, sales, analysts, competitive intelligence, and corporate librarians. SGA is known for its signature delivery product, ExecutiveTracker, which houses the most comprehensive list of executives currently employed at major companies – both private and public – across all industries. SGA carefully researches and sources each passive candidate – from the C-level executives to the hard-to-find, mid-level decision makers. Users can view company name, location, job title and function and other information of passive candidates based on search criteria. Once they determine contacts that best fit the current open position, the recruiter can purchase the complete contact record, which includes name, phone number, email, reporting structure and a biography, if available. Six Degrees: I think it’s fair to say you have been an evangelist on behalf of the “Traditional Search” niche within the sourcing sphere of our staffing industry. You have been especially vocal about using ‘today’s research results’ for future search assignments. Can you elaborate? Sheila: As I became more experienced, I began to understand organization chart structures, titles, roles, responsibilities and how companies differ across industry segments. Too many recruiters solely use the Internet. I am not saying replace what may work for you, but consider adding traditional research to your recruiting strategy. By fully leveraging traditional research, the standard recruiting process evolves into a strategic resource to be used not only for the current search assignment, but for future assignments, benchmarking and competitive intelligence. Six Degrees: Walk us step by step through an effective “Traditional Search” process. Sheila: Say for example, you need to find out who the brand managers are. Here’s the telephone and the book which lists the names of the brands for each company. Think of it as a game. Set a target of 10 names per call and just keep asking till they won’t give you any more. If you can, find out who they report to and who reports to them. Six Degrees: In having reviewed your presentations in the past, I think you underscore an important criteria, “Titles can be deceiving, know the role – research it just as you would the pipeline throughout the process.” Can you elaborate for our readers? Sheila: Definitely, Titles can be deceiving, know the role. We recommend researching from the top level down. In general, Never stop asking questions and guiding the interviewee so the information needed is obtained. Don’t be afraid to ask questions regarding structure and team members. More specifically, however, consider that once traditional research and charts are completed, we recommend showing them to the client. Allow the client to provide feedback and offer comments which may include: “proceed, I know this person, don’t proceed, already interviewed, perfect.” As the candidates are presented, I’d recommend developing a summary of how they compare to one another - it assists the client with deciding when to interview and for which business group. Along with resumes, it’s ideal when you provide the client organization charts to show how each candidate compares to their own internal staff structure. By presenting the organization charts it enables you to intelligently discuss why these individuals were chosen. Again, always share your findings from start to finish! Six Degrees: Can you walk us through a case study where you employed traditional search strategies? Sheila: Our client asked us to recruit a Vice President of Merchandising. Following the steps using the tried and true traditional research methodology, a list of approximately 100 potential candidates to call was developed and five candidates were presented. The cost of research was 20 hours and recruiting approximately 35 hours. The result: we presented the client with an ultimate hire while saving the client money. We also had built a pipeline of candidates that were used for future searches. In addition we provided the client with an in-depth knowledge of the competitive landscape which could be used for future searches. Six Degrees: As a Pioneer in our industry, what advice would you like to share with those just joining or new to research and recruiting? Sheila: 1. You need to know that time is of the essence EVERY DAY. This is crucial. Every one wants everything yesterday. 2. Do not be afraid to ask questions. It is okay to say “help me”. Become aware of the tools the team uses and learn how to use them to their fullest. It is also a great idea to learn how and where to go get things yourself because you do learn more by “being in the trenches”. 3. Never stop learning! Be knowledgeable, as time goes on, be the expert and go-to person. Earn respect, do not expect it. Be thorough! Do not take shorts cuts because in the long run it will come back to haunt you! Take the time to do the upfront work. 4. Build relationships internally and externally! Two of my favorite sayings are “what you do today, will help you tomorrow” and “maybe not a candidate or client today, but maybe a candidate or client tomorrow.” I tell everyone on my team, engage, listen, and respond. Six Degrees: How do you see the staffing industry adjusting to keep costs down and broaden its value? Sheila: (1) We are seeing companies that are being strategic, proactive and methodical as it relates to hiring. The days of handing over 3-5 candidates for a specific rec and saying “here you go” are over. Many hiring managers want to be part of the process and want to be shown the research, the pipeline from the targeted companies, how the potential qualified candidates compare and contrast with to each other, their respective teams, and the available talent universe. Methodical, yes... but very smart. Companies are looking for ways to keep costs down while still recruiting top talent. By using this methodical approach the research can be used again and again thus creating value long term. 2. Building and keeping relationships: Company executives really want those long term partners who can help them. Hiring managers and recruiting professionals alike want a team approach and value the results that it produces. 3. Today, more so then in than in the past, successful recruiters are looked at as experts and partners. The respect has been earned and we are now invited to have a seat at the conference table! Hiring managers have learned to respect what it takes to find the candidates and we have conditioned them to listen to what we have to say. A great example is the fact that we have them understanding the value of tools that are now available, ATS, research and recruiting tools, and online communities. The executives are more on board with us! Great job guys and gals. 4. Lastly we are seeing many top companies across several industries going through the exercise of making sure their internal teams are staffed with the best in the industry. It is not surprising to have leaders take a peek at their competitors, their staff and compare it to their own. If necessary we are seeing them pluck the good ones from others. Six Degrees: What are the value-ads in pursuing and utilizing research in the long term? Sheila: Dave, time and again, it’s whether the client has the vision and tenaciousness to view the information as a resource that can also be shared with other business groups in the organization. Once they review how best to leverage the yield of valuable information they see how it applies not simply to just talent management, but also issues of diversity, future restructuring efforts, long term strategic hiring as well as other human resources strategies. I’m in the business of being a long-term partner, not a transactional partner – and I’ll do my best to work with my clients in finding multiple venues to pursue their objectives with all the value-adds that are implicit in the research process. Six Degrees: We always see you smiling, cheerful and happy. When you are not working, what are you doing? Sheila: I am always on the go ... I don't really know another way of life. I guess I am just like my mom and dad! They always told me if I am passionate about what I do for a living, then it won't be a job! So I guess that is true....after all these years, I remain passionate about what I do. I am a workaholic and a proud mother too. Six Degrees: Tell us something about you few know outside of the industry: Sheila: In the summer I spend my off time on the Lake (Lake George in upstate NY) with lots of family and friends. The more the merrier! I enjoy fast cars and boats, as well as fishing when I need some quiet time. I also love to volunteer and some day when I strike it rich, I want to be a philanthropist. Nothing makes me happier than to put a smile on someone’s face. RECOMMENDATIONS “Sheila is highly professional and persistent is obtaining the information she needs. At FIND/SVP, we hired Sheila to unearth information that we could not find through traditional channels, and she never disappointed us.” August 6, 2007 Ann Middleman, Director of Research Services, FIND/SVP “Sheila is whip-smart, focused on the needs of her clients, and a natural relationship builder who always delivers on her commitments.” July 23, 2007 Glenda Brown, Consultant/Director, Partnerships and Alliances, Association of Executive Seach Consultants “Sheila is extremely responsive, diligent and a great listener. Her focus is sharp and she's able to direct her team/resources at the right point. Her team will be an asset to any HR building effort, be it recruiting for a new operation or augmenting an existing staff.” June 26, 2006 Anindya Dixit, Exec. Vice President, MMatrix, Client” “I have known Sheila Greco for close to 10 years and have worked directly with her and her associates on several projects to include; traditional search, competitive intelligence and research/name generation. Her firm sets the standards for excellence in all of these catagories.I am delighted to be able to endorse her work.” May 27, 2005 J. James O'Malley, Sheila's client “I have engaged Sheila on a number of occasions, going all the way back to 1990. The work she has done across a broad array of subjects has always been of very high quality, on time and beyond expectations. She is a pleasure to work with.” February 19, 2007 Top qualities: Great Results, High Integrity, Creative Don Rosenkoetter, client “I've worked closely with Sheila for several years. She’s a successful entrepreneur who has built an outstanding organization and assembled a great team that provides the highest quality work to clients. The significant value she provides to clients is to quickly and accurately evaluate their needs, then very effectively partner with them to provide solutions that make their businesses better. Sheila's energy level is inspirational, and she’s one of the funniest people I've had the pleasure to meet. I highly endorse working with Sheila.” January 11, 2008 Peter Malamas, Sr. VP (Current), SGA ExecutiveTracker Researcher's Delight …; Added by Dave Mendoza at 2:03am on December 15, 2008