Search Results - Recording

Blog Post: Leverage The Outbound Call Center To Improve Your Customer Support Service: Outbound call center software helps a business to grow by easily reaching its target audience for multiple purposes. These purposes include communication for sharing details of products or…; Added by Lucia Adams at 8:24am on September 11, 2022

Comment on: Topic 'Challenging Requisitions': in Chemistry or EE but prefer a PhD Making less than $175K REQUIREMENTS: BS/MS/PhD in Tribology or related field. Needs good knowledge of digital magnetic recording in general, with greater emphasis on various head and media technologies, including thin-film inductive writers, SAL-based AMR readers, GMR (spin-value, spin tunneling, etc.) readers, MP and ME tape media, perpendicular recording media, etc. Experiences with various device characterization techniques, including static (impedance, insulation), quasi-static (transfer curve, VSM) parametric (TAA, PW50, asymmetry, overwrite, spectrum analysis), system-level (SNR, NLTS, BER) and reliability (thermal generation, signal processing (amplifiers, filters, equalizers, compensators, a/d & d/a converters, etc.) and data acquisition (digital scope, spectrum analyzer) are highly desired. Knowledge of data path within a typical storage device, such as pre-amp, PRML read channel, RLL coding, ECC/CRC codes, etc., is also helpful. Programming in C and Matlab is also a plus. Must be a self motivator with good communication skills. Since this is an antiquated technology most companies have moved on to Hard Disk drives or have moved their flexible media engineering groups offshore the client estimated that there were only approximately 85-100 candidates in the entire USA that met these qualifications and they had already interviewed 10 of them, had no interest in another 12 candidates. We identified 78 candidates, screened out 75 as either not interested, not willing to relo, not qualified or over qualified. 3 met the requirements and were interested in hearing about the oppty and the client hired one. From start to end it took 3 months and we charged the client $3000, $1000 per candidate. (we're a sourcing firm not a contingency or retained firm) This should have easily been a $50,000 placement fee but the client promised to give us a lot more work so wanted to prove to them that we were in it for the long haul. In short they made the hire and then the next month went on a hiring freeze. And that was the toughest job we ever worked... Jeff Weidner…; Added by Jeff Weidner at 5:48pm on December 3, 2008

Blog Post: Recording - Cora Mae Lengeman - Recruiting Animal Show: Listen to internet radio with…; Added by Recruiting Animal at 5:38pm on November 9, 2011

Blog Post: [Velfie] I Want to Work at...: As a bootstrapping startup in the competitive space of job boards and recruitment, it’s hard to get noticed in a sea of established companies with recognised brand names and big budgets. We should…; Added by Future Work at 4:35am on March 9, 2018

Blog Post: Recording - Recruiting Animal Show - Amy Ala: Great show featuring @AlaRecruiter based on her postings here on Recruitingblogs.com --…; Added by Recruiting Animal at 3:01pm on October 12, 2011

Blog Post: Recruiting with YouTube?: Recruiting Web 2.0 Tools Workshop: Got Five Minutes a Day? Become a Web 2.0 Recruiting Expert Today!

(It can make or save you thousands of dollars a…; Added by Jill Sullivan Grueter at 7:07pm on August 6, 2008

Comment on: Blog Post 'Why more recruiters should be using Google Plus': perhaps a more complex platform than some of the other social sites and does take some thinking about to understand the subtleties of how to use it to communicate and source. That said, because of this complexity, there is real scope to leverage it in ways that the casual user will not be able to. My Webinar is on Thursday, I'll be using a Google Hangout and will no doubt post the recording on RecruitingBlogs for anyone who may be interested. For anyone wanting to watch it live and follow the twitter stream, there is more info on my blog page www.intel-sw.com/blog Shane…; Added by Shane McCusker at 6:55am on May 12, 2013

Blog Post: How To Be EEOC Compliant with Video Interviewing: “Compliance”-that one word…; Added by Julie Salerno at 3:03pm on May 6, 2014

Blog Post: Shally Steckerl Part 3 - Recording - Recruiting Animal Show

DOWNLOAD MP3…

Added by Recruiting Animal at 3:06pm on February 3, 2012

Comment on: Topic 'Challenging Requisitions': t and at least 1 published paper in flexible mediaMust have MS in Chemistry or EE but prefer a PhDMaking less than $175KREQUIREMENTS:BS/MS/PhD in Tribology or related field. Needs good knowledge of digital magnetic recording in general, with greater emphasis on various head and media technologies, including thin-film inductive writers, SAL-based AMR readers, GMR (spin-value, spin tunneling, etc.) readers, MP and ME tape media, perpendicular recording media, etc. Experiences with various device characterization techniques, including static (impedance, insulation), quasi-static (transfer curve, VSM) parametric (TAA, PW50, asymmetry, overwrite, spectrum analysis), system-level (SNR, NLTS, BER) and reliability (thermal generation, signal processing (amplifiers, filters, equalizers, compensators, a/d & d/a converters, etc.) and data acquisition (digital scope, spectrum analyzer) are highly desired. Knowledge of data path within a typical storage device, such as pre-amp, PRML read channel, RLL coding, ECC/CRC codes, etc., is also helpful. Programming in C and Matlab is also a plus. Must be a self motivator with good communication skills.Since this is an antiquated technology most companies have moved on to Hard Disk drives or have moved their flexible media engineering groups offshore the client estimated that there were only approximately 85-100 candidates in the entire USA that met these qualifications and they had already interviewed 10 of them, had no interest in another 12 candidates.We identified 78 candidates, screened out 75 as either not interested, not willing to relo, not qualified or over qualified. 3 met the requirements and were interested in hearing about the oppty and the client hired one. From start to end it took 3 months and we charged the client $3000, $1000 per candidate. (we're a sourcing firm not a contingency or retained firm)This should have easily been a $50,000 placement fee but the client promised to give us a lot more work so wanted to prove to them that we were in it for the long haul.In short they made the hire and then the next month went on a hiring freeze.And that was the toughest job we ever worked...Jeff Weidner …; Added by Norman L. Harris at 6:23pm on December 3, 2008