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Blog Post: Free hiring: the secret of a $0 cost per hire: Let’s be honest, recruitment can be expensive both in terms of time and money. But does it really have to be that way? Here we list some great free tools out there that recruiters can…; Added by Nick Leigh-Morgan at 8:58am on January 18, 2012

Topic: Meet Andrew Heywood, Global Recruiter Veteran from Google, Apple, Adobe - Dog's Best Friend: dogs. * Email Andrew Directly Andrew Heywood is a veteran recruiter/sourcer with corporate staffing experience at Google, Apple, and Adobe. Andrew has developed extensive International staffing experience including Japan, Korea, India, China, Zurich, London and Australia markets. In addition, Andrew has project management, and sales expertise both in domestic and international markets. He has lived and worked in Japan for 4.5 years and gained additional international travel experience in Germany, Singapore, Philippines, Canada, and Mexico. Andrew is multi-lingual, speaking Japanese (JLPT3) and Cantonese (basic) in addition to his native English. Andrew's specific areas of expertise include: Diversity Recruiting Best Practices, Google ATS, HRIS, Hire.com, Filefinder, Offer Work-flow (Google specific), Internet Sourcing Training, Boolean Searches, LinkedIn, Conferences, Corporate Directories, Alumni directories, Associations, proprietary database, job boards, networking, and cold calls. Q&A with Andrew Heywood Six Degrees: Tell us of your home world. Andrew: I am currently single living in Northern California with my two wonderful dogs Kiseki and Surf. They are both 4.5 years old and I adopted them from the rescue organization Norsled (http://www.norsled.org/available.html). My family (father, mother, sister, brother) all live in California and I spend time with them when I can. I am an active person who loves the outdoors and is involved with various sport activities (triathlons, hiking, yoga, badminton). I use to be a Collegiate Division I, Cross Country runner and still love to run to this day. When I am not playing a sport, I love to keep up with my Japanese and volunteer my time with the dog rescue group Norsled. I spent over 4 years living/working in Japan prior to moving back to California (Jan 2005). I have then caught the travel bug and love to explore new parts of the world when time allows. Six Degrees: How many years have you been in the staffing industry? Andrew: I have been recruiting for over 7 years. I spent my first 3 years working for a recruiting agency in the heart of Tokyo Japan, then following working in house for Google, Apple, and Adobe once I moved back to the United States. Six Degrees: How did you get started as a recruiter? Andrew: Prior to recruiting, I had just graduated from college and spent one year as an inside sales representative for MA Laboratories in San Jose California. I then moved to Japan to teach English in the country side for a year adventure before I settle down with my career. Little did I know that coming to a country on the other side of the world would open up a new career that I am very passionate about today. I had just completed my English teaching contract with the JET Program and moved back to California two months before September 11 2001. The job market had crumbled and there were no jobs in sight. I attended an alumni networking event for the JET Program (the program I taught English for in Japan) and there was a recruiting agency there trying to find young talent to go back to Tokyo and train to become a Head Hunter/Recruitment Consultant. I had no idea of what being a Head Hunter/Recruitment Consultant was all about, however I decided to take a chance and move back to Japan. The company Access Technology Japan (ATJ), really taught me the hard nose basics of sourcing and recruiting great talent. I was recruiting sales, marketing, IT professionals and developers. This was not only my first time in this profession, however I was recruiting Japanese nationals into foreign companies in Japan (which add another level to the learning curve). At the same time, I was also developing my Japanese language skills. I have never work so hard in my life however at the same time enjoying every minute of it. There was no such thing as a 40 hour week, I would call it more of a 60 - 80 hour week including working Saturdays. The colleagues who worked with me in the office were from all parts of the world (Japan, Canada, USA, Australia, Romania, China, Taiwan, New Zealand, etc) which made the experience even more exciting. If I look back at the various challenges learning recruiting in that market, I realize how much I learned as a 23 year old getting into the business. After ATJ, I decided to move back to California and begin my career in recruiting in the states. I ironically had more experience working in a foreign country than I did my own. When I moved back to California in January 2005, Google had just begun its growth frenzy and I had heard great things about working there. I applied and my good friend who was working in the AdSense department referred me to the staffing department. I landed a contract role where I was able to contribute to many of the emerging technical offices (China, Japan, India, Zurich, and Australia). I focused on technical positions from individual contributor to higher management. I spent a total time of 3.7 years at Google (2 years contract and 1.7 years as a permanent employee) focusing on a variety of technical roles not just for over seas offices but the Mountain View Head Quarters and YouTube San Bruno office. I also had the pleasure of working for Apple Computer and Adobe Systems during the time I was a contract recruiter. I am currently starting to work on a free-lance basis venturing into a new chapter of my recruiting career. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Andrew: Without a doubt it would be during my first recruiting job at ATJ in Japan because it gave me the opportunity to feel the sense how much you are impacting a persons life and career. I learned so much during these years that I am using these basics to this day. A specific example of this is my experience working with a Japanese Sales Manager candidate. Although he did not accept the role I was recruiting him for due to his family situation, he told me I was one of the best recruiters he has ever worked with. It was the first deal I lost, but realized the relationship and trust I built with this person lasts a lifetime. We still keep in contact to this day and he has referred many people to me. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Andrew: I have learned so much from many people I have worked with in Japan, Google, Apple and Adobe. It is hard for me to point out one particular person as I have had the honor of working with some top notch recruiters and people. From each experience, I take aspects I lack and try to grow from there. Six Degrees: Tell us about your most recent gigs. Andrew: My most recent position was recruiting technical roles for the YouTube San Bruno offices. I was located on site in San Bruno California. Google in general has a staffing organization consisting of hundreds of recruiters, although my group consisted of 5 recruiters at YouTube. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Andrew: I also had great experiences working for Apple Computer and Adobe Systems in their staffing organizations. Although each different in their own respect, they each have top notch teams and candidate process management. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Andrew: I feel the current state of the economy is definitely impacting the recruiting industry as a whole as many companies are freezing head count and laying off employees. “HOW DOES ANDREW DO IT?” Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals? Andrew: At Google, they would receive thousands of resumes a day. however not all the hires came from general applications. More came from sourcing, various events and referrals. Google takes recruiting very seriously and will use these methods to find the best talent. Six Degrees: What is the source of the "Most Hires" collected from at your present employer? (In terms of Quantity #) Andrew: The source of most hires would have to be through proactive sourcing and employee Referrals. 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? Andrew: The source of lowest cost of hire would be through general application. Google has created a great environment in which top talent proactively apply. It is truly amazing the talent that works at the company. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Andrew: Through out the last 4 years I have focused on various software engineering professionals (back and front end software engineers, web developers, flash developers, product management, and system operations,). Also I have a niche for hard to find roles specifically language specific for instance korean and Japanese speaking engineers. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Andrew: I feel very lucky to have worked for some great corporations here in the Silicon Valley who make a great investment in the training of their staffing professionals. I have been able to take advantage of online, seminar, and video conference training. I always strive to continue and develop my skills. 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? Andrew: In house ATS and the internet (Blogs, Linkedin, Twitter, Facebook, boolean searches, job boards, patent searches, alumni groups etc.) Some of the tools we use here in the U.S. do not translate to finding great talent directly as with other parts of the world. For example with a more private sensitive country like Japan, it is harder to do a Linkedin search to source good talent. Many people are very reluctant to put their information on the web. It is more about the referral process and face to face interaction which takes more time. Although the up and coming engineering talent often will have their own blogs or web site. They are more keen to engage in this but one will have to be able to at times understand Japanese as it may not be in English. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Andrew: When I first started recruiting, I used a Japanese phone book and in house database at the agency I worked for in Japan. The first three months I worked at the company, I was cold calling (cold calling was still going on strong in that market at the time) 8 hours a day then spending the rest of my day meeting candidates at coffee shops and at the office. The tools were very limited and I also attended many conferences to meet candidates and various hang out locations. Since in Japanese culture many people go out to drink after work with co-workers, I often would go to a local bar or club to meet potential candidates. In fact, some of the people I met at these local hang outs I placed into different companies. 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? Andrew: The only expectation of being a recruiter was from my sister who first started in the business when I was in college. However at the time I didn't pay attention to her line of work and just remember her always doing research for her company. I didn't find it exciting at the time and before joining the agency in Japan and was a little hesitate but had no other job option. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Andrew: My biggest mistake when I first began recruiting was my pre-qualifying skills. It was so tough in the Japanese market to bring someone in from a cold call that I remember often times not doing a good job pre-qualifying. I learned right away how to be smarter with my efforts versus working harder. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Andrew: One of my strengths is my customer service and relationship building skills. I believe one of the best practices I tried to leave with each opportunity is treating each candidate as if they are the only person I am dealing with. I have been commented on this often and have conducted many informal training on my style. Although very busy I always try to make each person feel specifically special trying to at least leave them with the good image of the company even if they didn't get the job. Recommendations For Andrew Heywood “I have known Andrew for many years. He takes great pride in matching people with the right job and takes a personal interest in their continued success and career development. I have seen many people walk up and thank Andrew for helping them years earlier.” March 18, 2009 Paul Peissner, Alliance Manager - Business Development Specialist, BMC Software “Andrew has contributed enormously for building the engineering team for Google. He has realized great trust among line managers as a Recruiter who can actually deliver. Andrew has a very challenging assignment to hire world's top notch engineers with Japanese language qualification. Regardless of the challenge, with the three years that Andrew has worked for Google, Andrew has achieved to build a great engineering team in which the team he built is making enormous contribution to the core product development. Andrew is greatly experienced Recruiter where he can manage the entire recruiting life cycle. He has great sustainability in the way he manages candidate and client relation. He also has great interpersonal skills in the way he knows how to gain and maintain trust with candidates. I have worked very closely with Andrew at Google for two years and I highly recommend him as professional recruiter.” September 2, 2008 Tim Hayashi, Recruiter at Google Inc. “Andrew is such a pleasure to work with. He is a sincere, genuine, hard worker who will go above and beyond what the job entails. I enjoyed working with Andrew on my team. He's one of the most polite people I have ever met and has a kind, gentle heart. Andrew is a superstar performer and I'm glad that we were able to work together.” February 11, 2008 Gina Pak (gpak@longview-inc.com), Recruiter/Coordinator, Google “It was great working with Andrew. He always has a positive attitude and develops a great rapport with his work colleagues. Andrews works hard to get things done in time. I highly recommend him to anyone!” February 11, 2008 Dennis Ho, Recruiter at Google “Andrew is an excellent recruiter who knows how to close the deal. He finds the candidate, gets them through the process, and gets them to accept the offer in an efficient and timely manner. He understands the importance of making the sale.” February 11, 2008 Christopher Cheung, Internet Sourcer, GOOGLE “Andrew is an amazing recruiter. He is soft spoken but articulate. I’ve worked with Andrew at Google in different groups but we often worked together to source/recruit Japanese professionals for both Mountain View and Tokyo Google offices. Andrew gave me some great tips and resources on finding Japanese candidates. We often shared ideas and brainstormed on ways to find the Japanese Google talent. He is very smart, resourceful, responsive and friendly. I had a great time working with him and he is one of the successful recruiters that I know of at Google. You can never go wrong hiring Andrew!” February 10, 2008 Ritu Singh, Partner Solutions Organization Sourcer, Google “Andrew is a friendly and passionate recruiter. He speaks Japanese and has good skill to recruit software engineers internationally. He works hard to hire good software engineers in Japan as well as those in U.S. who would like to work for products targeted at Japanese market.” February 9, 2008 Junji Takagi, Software Engineer, Google “Andrew is hiring lots of Japanese software engineers in US and in Japan. He works with a certain amount of teamwork and helps me often.” January 31, 2008 Jun Inada, Engineering Recruiter in Tokyo, Google Japan…; Added by Dave Mendoza at 2:51am on March 30, 2009

Comment on: Blog Post 'Quantity vs. Quality, Reason #1 to Reject Contingency Search': send out a minimum of 80 resumes per week and present candidates within a few days, if Im not mistaken. You obviously are filling a short term need for your clients. It is just a vastly different business model of mine and one that I left long ago. I believe recruiters like you will be the first to go away since anyone can spam/blast a JO to a master list of “fill in the blank” titled people. This simply is not what I would consider “search.” This is better called “sift.” If you are only finding people who can be sourced within hours of receiving an order, then they are available to anyone online or through email lists which are not proprietary. So, what then is your value proposition? Speed? Because speed is never high quality. There is a general rule that goes like this, “If you want it to be quick, is isn’t going to be good. If you want it to be good, then it isn’t going to be cheap.” I subscribe to this way of thinking. If you set out to find someone who “can simply do” a job, then how can you be confident that they are talented? By taking their word for it? If we apply the Paredo Principle which is the 80/20 rule, there is a large portion of the market who do a particular job with the performance that falls within the fat part of the bell-curve. If your clients are have such a high urgency that they are willing to sacrifice quality on the alter of speed then perhaps they are willing to have anyone who can do a job in that role. Perhaps that is a function of your industry. I don’t know the automotive industry. My conviction is that talent makes ALL the difference. The best companies have the best talent, regardless of the function. A company can have an average product, but if they hire the top sales talent, they will outperform other companies that have better products than theirs. It happens all the time. My firm’s value proposition is that if just about anyone with a particular skillset will do for you, don’t hire me. Go online and do it yourself and save the money. Or find the bottom feeder firms who can sift the market for you and get a cheap flat rate while you’re at it. But if you want to hire the top professionals in your industry, then lets talk about it. That is the kind of work we are interested in doing. I am not saying that your way doesn’t work. We all know it does for many within the MRI system. What I am saying is that it is the most expendible and least valuable to the clients. I also believe that the type of work you do does more to undermine the industry than it does to help it from a reputation perspective. As for Retained Search ALWAYS being better, that is an over reach and not what I am saying. I too have done clean up work for Heidrich, Korn Ferry, CT Partners and Russell Reynolds. Their model isn’t ideal in my mind either, but that isn’t my soapbox today. Essentially, what I am saying is that if you are working on contingency, you are not ABLE to do the best work for your clients. You cannot do your best work because the terms of the search/rules of engagement incentivize you to take shortcuts and dilute the true effectiveness of high quality search work. How do I know this? Because those who work on contingency must have many searches simultaneously because you don’t get paid on every one you work on. As a survival tactic, you must mitigate your risk by working on as many “searches” as you can at the same time. I am currently working on two searches. (CEO & VP Engineering) This is the kind of work that has you target all the people who can’t be found online and who are not currently motivated to leave their jobs or find employment. Those candidates are not “low hanging fruit,” and “always looking.” If anyone else with an internet connection can find your candidates, and and maybe even beat you to them, what does that say about you? I don’t believe there is a better way to partner with a client than in such a way that you have the freedom to perform the difficult work of finding talent, getting them to engage with you so that you can evangelizing them about your client’s opportunity and bring them to the table to explore a new opportunity. This process takes longer. Not months, but certainly weeks. This person typically has been at their company for several years and it doesn’t take one quick call or an email to get them interested. This is the caliber of candidate that we should be concentrating on to differentiate ourselves from the rest of the noise. I’m not saying contingency doesn’t work. I am saying it is not in the client’s best interest to engage a recruiter in this manner because it forces a behavior that doesn’t yield the best talent. I’m sorry to offend those who make a living by this means. Though it is not my intent to offend, I recognize it happens. Any time that I have needed to make a change, it took an uncomfortable situation to get my attention and motivate me to change. I am not saying it is the fault of the recruiter per se. I believe that the problem ultimately lies with the process that you use. Somehow in the minds of the clients this makes sense. They think it is in their best interests to work on contingency and I get why they do. They simply don’t fully understand the Unintended Consequences of Contingency. I am calling out the process that the vast majority of recruiters default to it because it is easy. The funny thing is that working on retainer, engagement fee, container or whatever you want to call it, changes the process and the relationship with the client. I haven’t done a contingency search in over nine years. Does that mean I never place someone without being retained? No. If I know of a company with a need, and I know a candidates with the requisite skills who I believe fits, then I have made placements on that basis. But that is usually a “one and done” scenario. Additionally, I have received many emails and linkedin invitations from recruiters who read my comments and completely agree with me, however they are afraid of the mob mentality on this site. There are a few very vocal and cranky people who love to call people names rather than engage in an intelligent discourse. Too bad that the loudest voices drown out the reasonable ones and deter people from engaging in the discussion.…; Added by Drue De Angelis at 11:17pm on June 15, 2013

Blog Post: 10 Resources to Boost Your Job Search Process: Added by Judy Thompson at 3:40am on November 20, 2015

Blog Post: Virtual Career Fair: Definition, Best Practices and Case Studies: The unprecedented pandemic Covid-19 leading to worldwide quarantine has created a visible shift in how businesses operate. As the world’s entering the “New Normal”…; Added by Ngan Pham at 5:37am on July 23, 2021

Blog Post: How we increased traction by 10X - The story of Simplicity & Scalability

As we embarked upon 2018, we would like to take a moment to reflect on our journey in 2017.

In the beginning of 2017, we essentially aimed at making our 'Technical…

Added by Bangabdi Roy Chowdhury at 1:23am on February 1, 2018

Blog Post: Best Applicant Tracking Systems: Applicant tracking systems are numerous to say the least. To figure out the best fit for your business you need to start wide and quickly narrow down your hit list based on research, and then…; Added by Phil Strazzulla at 9:43am on January 24, 2018

Topic: Meet Michelle Bennett, Microsoft Alum: "I’m still a PC, even though I’m no longer paid to be": Profile • Twitter • Email Michelle: mkbennet@yahoo.com Over the last several years I have been connected to Michelle Bennett via various networks and we have at least 49 contacts in common on Facebook. It was over the last weeks as I saw chatter pick up with the massive corporate staffing layoffs that a particular note made an impression on me. It was candid, it was positive while taking ownership of a life changing event and it reflected on what she took away from an experience during an otherwise sobering day: "I worked at MSFT for the past few years until my name was added to the list of positions eliminated last January. Shouldn’t I be angry? Curiously, I remain loyal to the end as I write this on my official termination day. OK, the company isn’t perfect but I loved hanging with the amazing brains and I can say I’m a better person for my time there. So I offer thanks to the powers that be. I appreciate the opportunity, the many lessons, and the generosity. Yeah, I’m still a PC and proud of it!" I knew I had to know Michelle Bennett better, but I couldn't keep it to myself, so today, let's all get to know someone above and beyond someone who jokes about her labor statistic designation. Today, Iet's get to know a class act my friends: Most recently, Michelle has served as a staffing consultant at Micosoft over the last four years. Her primary focus was to source and qualify technical candidates for Microsoft’s MBD and STB organizations, where she oversaw efforts to hire the best Program Management and Development talent for the Server and Tools Business, located at Microsoft’s HDQ in Redmond, WA. She created and implemented a strong staffing strategy to meet business needs, including competitive intelligence, talent market research and niche targeting. Michelle Sourced passive candidates through networking, cold calling, internet searches and research., in addition to on-line databases, contact lists, internal databases, etc. She partnered with business leaders to increase employee referrals and HR partners on ways to recognize and reward such efforts. Michelle also managed HR and Staffing projects at Microsoft from defining the scope to completion. As a staffing consultant at Hewlett-Packard, Michelle performed full cycle hiring process for the SMB sales organization. She sourced and recruited talent through internet, job boards, user groups, cold calling, candidate targeting and networking. In addition, she executed college recruitment campaign, including circulation of job announcements, local campus recruitment, and developing relationships with the directors of universities offering a Sales Excellence program. As a Senior Staffing Specialist at Ingersoll-Rand, Michelle was responsible for performing the recruiting and staffing process for supported locations, including; Sales, Marketing, Engineering, IT, and support in international and remote locations. Q&A with Michelle Bennett Six Degrees: Tell us of your home world. Michelle’s Recent Facebook Announcement: I’m still a PC, even though I’m no longer paid to be: “I worked at MSFT for the past few years until my name was added to the list of positions eliminated last January. Shouldn’t I be angry? Curiously, I remain allegiant to the end as I write this on my official termination day. OK, the company isn’t perfect but I loved hanging with the amazing brains and I can say I’m a better person for my time there. So I offer thanks to the powers that be. I appreciate the opportunity, the many lessons, and the generosity. Yeah, I’m still a PC and proud of it!” Michelle: I’m married to a phenomenal man that I met while we worked at the same company in Colorado Springs and now live in Austin, TX. We have a too-smart-for-her-own-good German shepherd that is spoiled beyond belief. A perfect example of this is how she persuades me to follow her to the refrigerator and give in to her demands whenever there is Rudy’s smoked turkey leftovers. I thoroughly enjoy living in the ‘Live Music Capital’ and can be found on any given night trying out one of the hundreds of locally owned restaurants, enjoying great food, wine and music with friends. Michelle: True to my birth sign, I love being around water! One of my favorite activities is sailing and I hope to live on a sailboat someday, traveling from island to island. My hubby and I bought a 25 year old sailboat last year to help us learn the systems the hard way – by fixing and replacing them! Seriously though, it’s been a great lesson and we’re usually out on Lake Travis every weekend. Six Degrees: How did you get started as a recruiter? Michelle: I’ve been in the staffing industry for over 15 years and like the rest of us, I never really planned on becoming a recruiter. I landed my first gig as an On-site Contract Manager at a nuclear plant by being at the right place at the right time. Volt Technical needed someone and I needed a job. I stayed on the agency side until five years later when I started with Oracle in my first corporate recruiter role and have been “corp” ever since. Most recently, I was a Staffing Consultant at Microsoft focusing on finding technical talent for their STB (Server & Tools Business) organization. I’ve worked from a virtual office (remotely) for at least a third of my recruiting career using technology made available by people I’ve recruited along the way. How cool is that?! Six Degrees: What single event had the most impact on your sourcing/recruiting career? Michelle: I’d have to say the single event that was most influential was during the last recession and the value of a strong professional network. During that time I was President of the Southern Chapter of the Colorado Technical Recruiters Network (www.ctrn.org) and saw firsthand the effect on the whole community as so many individuals lost their jobs. The ones that who recovered the quickest had reached out to their friends and asked them to reach to theirs to make the connection. The recruiters who were most successful were the ones that took the extra step to push a candidate’s resume to others, even when it didn’t result in monetary gain for them. In turn, they received many candidates when needed from sources they wouldn’t otherwise be able to tap. strong> Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Michelle: I do but not just one. There are many that I highly respect and regularly connect with for their thoughts and input. I feel blessed and fortunate for the people I’ve been able to meet and work with who are so amazing at what they do. Six Degrees: Tell us about your job at Microsoft: Michelle: I’m glad you asked Dave. Recently I joined a rapidly growing group of recruiters tracked by the Bureau of Labor Statistics. That’s right, laid off and unemployed. It’s more or less par for the course in our industry during these slumps and I’m using my free time to help others in a similar situation with their resumes. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Michelle: I admire any company that manages to keep the hiring process simple. More complicated rarely means better. Recruitment is a critical piece of the business and we can provide a greater value to the client by quickly attracting the right talent without unnecessary delays. I enjoy tracking a few of the great staffing leaders and watch closely when they go to a new organization. Rob McIntosh is one of these individuals that I think ‘gets it’ and also understands how to source the talent. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Michelle: Social networking will continue to be a critical tool for recruiters as it expands with new venues. A great example of this is the growing trend of video resumes on YouTube. As recruiters, we need to stay aware of new tools to access competitive research and to build relationships now with the people we may need to recruit for tomorrow. Six Degrees: What is your next career goal? What do you need to do to get there? Michelle: I plan to continue recruiting for great companies and developing first-class staffing strategies to source specialized talent. Eventually, my goal is to shift gears and focus on HR/Staffing process improvement for a larger organization. Recommendations For Michelle “Michele is a strong technical recruiter, who understands account management, partners well with her peers and adds value to any team. I would hire Michele again if I had the opportunity.” March 28, 2009 Elizabeth Martin, Staffing Manager, Microsoft Corporation “Michelle Bennett is a talented, personable, and extremely effective recruiter who is also a consummate professional. She has proven time and again that she can deliver both quality candidates and a quality candidate experience. She is indeed one of Microsoft's very best recruiters!” August 7, 2008 Frederick Buhl, Staffing Consultant/Recruiter, Microsoft (Contract) “Michelle; I have known Michelle for many years and found her to be extremely professional. She has been in a number of different industries, which just added to her value and experience. She is the nicest person you will ever have the opportunity to work with. I highly recommend her!” June 3, 2008 Peter I. Heyer, Contract Recruiter “I worked with Michelle at Ingersoll Rand. Michelle proved to me that she was a very organized, competent and dedicated recruiter. She had great customer service skills, sourcing skills and was always willing to help the other recruiters. Her customers loved her and so did the recruiting team. She has a great sense of humor which is always welcome in the recruiting industry. Jim Hapgood Sr. Recruiter Comcast Spotlight” June 4, 2008 Jim Hapgood PHR, Strategic Staffing Specialist, Ingersoll Rand “Michelle is a fantastic recruiter, who understands the many facets to finding real talent. She has a great grasp of both the recruiting and HR sides of staffing. Her energy and positive attitude have allowed her to grow to be an expert in her field.” July 3, 2006 Mark Chambers, CEO, TechStart, LLC “Michelle is a phenomenal recruiter and just a great individual who understands and embraces the importance of strong constructive networks. As peers we collaborated on several workforce teams and I always found her to be someone I could count on to follow through ( a biggie for me!) and who modeled excellence in her leadership skills. I worked with Michele at USA.Net and FRS and I'd be honored to work with her again in the future.” September 10, 2007 Meri Villane, Director of Talent Management, FrontRange…; Added by Dave Mendoza at 3:28am on April 13, 2009

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