Search Results - inscrever-se

Topic: Tamara Swearingen in the SF Bay Area is seeking new recruiting contract: or 1099. I have over 25 years of hands on experience as a Full Life Cycle Recruiter with the passion to do this work. I have also held Contract Recruiting Manager at a few companies as well so that position would be great as well. I can work in these spaces of IT, S/W, H/W, Cloud, Mobility, SaaS, PaaS and Security. I have been recruiting for intermediate candidates to "C" level people and then also in Sales and Marketing. I have put together Inside sales teams from scratch at a few companies and have also placed nationally SE and AE teams in the Fed area, Texas, Oregon, SoCal and NorCal and other pockets of the USA plus other positions. I feel comfortable in most of the 25 verticals that I have recruited in over the years. As for a Lead or Contract Recruiting Manager, like a recruiter where you partner with the hiring managers to scope out out you are going to find the best talent, it is of course very much the same when working with Team Leaders/BU Leaders and Exec Staff where you are partnering in with them to make sure to hit the milestones of the companies product and release and forecasting business out etc. I am very good at working and mentoring folks in the staffing industry and giving them the tools to be successful. You have to be an example of a Leader and those will follow for success. My teams success is my success. I am open to contract opportunities, contract to direct or FTE hire for the right company. I have worked for well over 6+ large Corporate companies in the my career and recently have helped with startups (9 of them). I have the BIG picture of working in the large to small environments and have learned to be flexible as you do wear many hats and have to be able to turn on a dime. I set high expectations for myself as well as those on my team so we can strive to be the best! I can be reached at either tamara_swearingen@yahoo.com or on my cell at 510 821 8624. I am looking if it is for contract for an hourly rate per hour-no commission or stock arrangement please.I have been called for jobs where you need a degree, but I do not as I can offer you my experience in this industry and passion for this work and "Can Do Attitude" to get the job done. Others have believed in me all of these years without a degree and then the kind things that people have said about me on my Linkedin profile of the work that I had performed for them. I have received some good calls so far from people of interest, but what is important to me is that I find a good solid company that is exciting and has good leadership and is doing well and knows their mission. Please reach out to me for opportunities. I have a full office where I can work remote and onsite at a company. thanks for your time. Tamara Swearingen SF Bay Area…; Added by Tamara Leigh Swearingen at 1:28pm on February 28, 2013

Comment on: Blog Post 'Time to re invent the wheel?': t a huge fan of RPO cannibalizing Exec Search - I wrote about this at FistfulofTalent.com a few months ago ("To RPO or Not RPO - That is the Question!") However, when we say one of the most World-Renowned and best-branded Exec Search firms (Korn Ferry) buying into the RPO and Contract Recruitment space (though FutureStep), we know there is a fundamental shift occurring. Jerry Albright and I had an interesting discussion here at RBC about 2 years ago when I tried to signal that business models were changing here in the U.S. I could tell it was difficult medicine to digest - after all, none of us appreciate the notion of our business models threatened. But I saw it coming . . . it was happening all around me . . . as we moved deeper into the recession, the old-school model was dying . . . From my own personal experience, here's what I can offer: I had a shot at filling 15 positions nationwide. They were all the same profile, with the only variable being geography. The company was willing to let me "throw my hat into the ring" and compete against 20 other Exec Search firms, all asking for between 15% and 30% per fill. Let's say I pulled 3 hires out of my efforts (working a 1-man desk, that's not shabby over 30 days at $20k per fill). This would be $60k in receivable revenue. But I just didn't like the sound of that - sure, $60k is nice (don't get me wrong!), but it didn't sit well with me that I was leaving so much revenue on the table. After all, I'd be recruiting nationwide anyway, so why limit my firm's incoming revenue because I was clinging to "guns and bibles" of Exec Search's past? Was I really so closed-minded that I was unwilling to innovate in my pricing and delivery? So this is what I did: I told the Client I'd come on-site at their SE location, join their staff on a project basis that was purely pay-for-performance. I didn't charge an hourly fee - I wanted a % per fill. As I was literally on-site, I knew I could build relationships with the Hiring Managers on their dime - they were paying for lunch! I filled all 15 positions in 45 days at an average fee of 8%. That's $8k x 15 jobs, and I was in their building telling them I didn't need the security blanket of an hourly fee. My ass was on the line to deliver - As a headhunter, this is what I believe in. 45 days later, I was $120k richer. I doubled the $60k I originally saw myself making. Oh, and by the way, I averaged about 24 - 28 hours a week at their site. Feedback was immediate - I walked right down to the Hiring Managers' offices to set up interviews and follow-ups. Why did this work? Again, because I didn't cling to the guns and bibles of Exec Search's past. The lesson? Innovate, put your ass on the line to deliver, and then come through. I'm sure the Exec Search firms didn't like my value proposition to the Client, but what did I care? I put an extra $60k in my pocket, got an exclusive, and save the Client $80k (they paid me $120k, with the original expectation being to pay out ~$200k in fees). That's win-win. That's biz model innovation. :)…; Added by Joshua Letourneau at 12:29pm on March 17, 2010

Comment on: Group 'Recruiters On LinkedIn': or 1099. I have over 25 years of hands on experience as a Full Life Cycle Recruiter with the passion to do this work. I have also held Contract Recruiting Manager at a few companies as well so that position would be great as well. I can work in these spaces of IT, S/W, H/W, Cloud, Mobility, SaaS, PaaS and Security. I have been recruiting for intermediate candidates to "C" level people and then also in Sales and Marketing. I have put together Inside sales teams from scratch at a few companies and have also placed nationally SE and AE teams in the Fed area, Texas, Oregon, SoCal and NorCal and other pockets of the USA plus other positions. I feel comfortable in most of the 25 verticals that I have recruited in over the years. As for a Lead or Contract Recruiting Manager, like a recruiter where you partner with the hiring managers to scope out out you are going to find the best talent, it is of course very much the same when working with Team Leaders/BU Leaders and Exec Staff where you are partnering in with them to make sure to hit the milestones of the companies product and release and forecasting business out etc. I am very good at working and mentoring folks in the staffing industry and giving them the tools to be successful. You have to be an example of a Leader and those will follow for success. My teams success is my success. I am open to contract opportunities, contract to direct or FTE hire for the right company. I have worked for well over 6+ large Corporate companies in the my career and recently have helped with startups (9 of them). I have the BIG picture of working in the large to small environments and have learned to be flexible as you do wear many hats and have to be able to turn on a dime. I set high expectations for myself as well as those on my team so we can strive to be the best! I can be reached at either tamara_swearingen@yahoo.com or on my cell at 510 821 8624. I am looking if it is for contract for an hourly rate per hour-no commission or stock arrangement please.I have been called for jobs where you need a degree, but I do not as I can offer you my experience in this industry and passion for this work and "Can Do Attitude" to get the job done. Others have believed in me all of these years without a degree and then the kind things that people have said about me on my Linkedin profile of the work that I had performed for them. I have received some good calls so far from people of interest, but what is important to me is that I find a good solid company that is exciting and has good leadership and is doing well and knows their mission. Please reach out to me for opportunities. I have a full office where I can work remote and onsite at a company. thanks for your time. Tamara Swearingen SF Bay Area …; Added by Tamara Leigh Swearingen to Recruiters On LinkedIn at 2:14pm on February 28, 2013

Blog Post: The REKRUTR Vault :

Critical to any recruiter’s career, is the ability to find and maintain relationships…

Added by Amy McDonald at 3:07pm on May 31, 2013

Comment on: Topic 'Tips to increase hits to your LinkedIn Profile': t LinkedIn group activities after dealing with some of the latest LinkedIn news about 50 groups etc. I was "planning" on creating a group on LinkedIn prior to all this latest LinkedIn news.. I just wanted to hear what your thoughts were on it. I did join many groups on LinkedIn for those same reasons you listed on your response. I guess I wanted to inquire if you had any ideas how you draw traffic into your own group. And.. yes.. I continue to inquire, explore and discuss with many about "how" to use LinkedIn for sourcing, recruiting and networking. I understand the basics.. however I am always open for a discussion about any strategies to use LinkedIn effectively :) As for the downside.. well.. I don't know where to start.. and I am still digesting my thoughts on it.. will have to explore that. I do agree that if you don't want people probing about your background you shouldn't be on social networking sites.. however there are those out there (like myself) who wouldn't mind being probed.. as long as it is done with mutual respect, understanding and sincerity. I am definitely learning differences as I invest more time here on social media world. Thanks Lisa. I was just curious about what your thoughts were ~~ :) I appreciate your time and sharing. Good luck with your LinkedIn group ~ All the best ~ Susan Lisa Zee said:Dear Susan,The fundamental objective in joining groups (online and off-line) in my opinion is to quickly expand ones network to achieve some personal (dating, friendship) and/or career (business development, access to more top candidates) goals. Hopefully by joining groups you will meet new people who share a common interest or objective and eventually become a mutually beneficial 'partner'. After you join groups on LinkedIn, you can view all the member profiles. Many things can happen, you may find someone in the group that can help you land a job at a company you've always wanted to work, get access to top candidates you're sourcing, get introduced to potential investors...etc.The benefits are many. The down side is of course if you don't like people probing into your background, stay away from LinkedIn or any social networking groups.Best regards,LisaSusan Kang Nam said:LinkedIn is great.. thanks for connection. Also, yes #1 and #2... I have been told to put my profile on TopLinked.com by a RBC colleague ~ and perhaps that may drive more traffic into my site.. I just haven't had a chance to focus too much on my invitations... especially after all the LinkedIn groups elimination talk.. it really was hard to "understand" what LinkedIn was doing.. granted.. I don't need all those groups.. however as a learner..and an explorer..(as I only participated in LinkedIn quite recently) I wanted to "try" out and see. What are your thoughts on joining groups? How does that "really" increase your traffic per se? What do you "exactly" do after you join these groups.. Would love to hear what you think on that. Thanks Lisa !~ Susan Kang Nam said:Hi Lisa ~Thanks for your LinkedIn insight ~ I'll definitely look into it.. and change few things!~~SusanPS ~ are we linkedin yet? I would love to send you my LinkedIn invite. Thanks! …; Added by Susan Kang Nam at 7:25am on August 16, 2008

Blog Post: A message regarding the benefits of a good Recruiter – Hiring Made Easier: Often if a company has an opening for 1 or 2 midlevel positions, a well informed and dedicated staff member in human resources can effectively address the process. This means posting the position…; Added by Bill Marek at 7:19pm on April 1, 2013

Blog Post: Why INTJs Make the Worst (and Best) Employees: Many organizations around the world embrace the…; Added by Melanie Green at 12:15pm on July 28, 2016