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Blog Post: The Best Virtual Gift Ideas for Your Remote Employees and Coworkers: If you are reading this right now, then there’s a high chance you are frustrated because you can’t seem to find the best virtual gifts to get your remote workers. You are probably even more…; Added by Phil Strazzulla at 3:55am on November 3, 2022

Blog Post: JOBSEARCH SITES: Added by Mandy Fard - CPRW, CMRW at 5:35pm on September 11, 2021

Topic: Meet Miguel Terrizzano, CEO at PierPoint: y Shally Steckerl at an ERE Conference. Since that time we have had a running quasi-joke (you are not off the hook my friend!) about how Miguel owes me empenadas. You see few in the world who understand empenadas would argue my contention that Argentina has the best of these pastries among latin countries. That said, he promised to have them shipped to me. I saw Miguel at the Recruiting Roadshow and he informed me that a world famous Argentine chef had just opened a restaurant in Silicon Valley and that I was invited to delight myself with a taste I missed as a lad. Of course, it happened to be the day I flew back to Denver. (Note fist in air ..."This will not be the last my friend Miguel! Grrr!) All quasi jokes aside, we can agree I made clear either that I have an unnatural hunger for a pastry or that Miguel has an excellent sense of humor and I feel comfortable making a few jabs at a CEO I have grown to respect. The answer is equally in the affirmative. Miguel has run a global RPO for several years now. He has been keen to appreciating the significance of sourcing as a value added solution for his customers, before it was popular - and he has therefore been always attentive the latest in JobMachine techniques and innovations. In a nutshell, Miguel 'gets it' - so much so he was featured in Fortune Magazine recently. Few recognize an opportunity in a storm like he does and, that said, those that do, win. Today, meet my Argentine friend, a regular exhibitor at every conference ... Miguel Terrizzano Q & A with Miguel Terrizzano Miguel : I met my wife – Alyssa Thatch – in 2001 when I was working at Cisco Systems supporting WW Sales. She was a recruiter supporting Corporate Finance. Once the tech bubble burst Alyssa was one of the first casualties of the downsizing of our 800 strong global recruitment team. I got to know Alyssa more as I helped her with her new job search. We were married in September 2002, and recently had our first beautiful baby Emma on the 14th of July which of course if one of the happiest moments of my life. In addition to being a loving wife Its great to have a person with knowledge of our industry who I can trust to provide advice on my business. I have one lovable and hard working border collie named Tango who joins me for my daily jog in my San Jose, California neighborhood. Alyssa and I usually go out for dinner when she gets home from work and we love trying all varieties of food from Vietnamese, Chinese, Japanese, Thai, American, Malaysian and Mexican etc. My hobbies are the four Fs: in no particular order that translates into food, family, friends, and that all encompassing word…F U N. As far as community support goes I currently provide employment for hundreds of people in several countries and generally err on the generous side. I love the fact that my family and I spend 65% of our time in the states and the remaining 35% abroad. I really like to run in the early mornings. Six Degrees: How many years as a recruiter? Six Degrees: How did you get started as a recruiter? Miguel : I was selling and installing cellular phones at a time when they were not a commodity but rather a luxury item which only the “privileged” few could afford. As such, the bulk of phones I installed usually ended up on the dash of upscale cars. Now being the curious person that a recruiter needs to be, I would usually ask the owner what they did for a living. I was surprised to hear that a fair number were recruiters. Now I thought to myself that the Army must be desperate for new recruits given the tremendous salaries they are paying recruitment sergeants who are now driving luxury cars with installed cell phones. Anyway, I told my branch manager that I wanted to be the one selecting the new sales people and installers since I knew the business, was college degreed and a “people person”. The bosses agreed and I was on my way to becoming a full fledged recruiter. I began my recruiting career with GTE mobile division in 1992, then joined an east coast professional services organization in a professional services sales capacity, followed by corporate recruitment for PeopleSoft in 1996, before moving on to Siebel Systems, and Cisco from 1999 through 2003. I established my own company Pierpoint in 2004 and have been doing so ever since. By January of 07 I had opened my 4th delivery center and hired my 227th Pierpoint sourcer. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Miguel : The systematic expulsion of an 800 strong staffing team while I was at Cisco Systems in favor of an RPO implementation. I was one of 30 that survived the 2 year onslaught. I learned quite a bit in those 2 years as we implemented the new RPO. I learned what worked from what did not work. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Miguel : Erlina Rusty formerly with Peoplesoft, now with Intuit. At my first job interview with her she quickly came to the conclusion that I would be most effective servicing the SVP of sales and provided great support throughout my three year tenure there. I have kept up with Erlina over the years remain very strong friends. Six Degrees: Yell us about your position as CEO and more about your staffing organization: Miguel : I am the CEO of Pierpoint, a global sourcing and candidate pre-screening company, and take a strong leadership role in our global sales and marketing efforts, in addition to overseeing our ongoing operational delivery centers of excellence for our global clientele. We traditionally have upwards of 100 in house employees and another 50-100 contractors who source, telephone screen and profile candidates, then tee them up to internal recruiters so they don’t have to spend valuable time doing it themselves. As CEO my job is to set overall direction, delegate to those that know more than I, over communicate with existing clients and always look for areas of improvement. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Miguel : The trend is for companies to do away with any task or function that is not core to the business and to reduce fixed costs wherever possible. This is where the Hybrid RPI (recruitment process integration) is going to thrive. Companies will not want to go full RPO because they know they will lose control, hard to implement and implies getting rid of your best in-house recruiters. I say keep the very best recruiters in house but outsource the time consuming and repetitive portions such as background checks, sourcing for resumes, telephone pre-screening, offer letter writing, rejection notices etc. Once candidates are narrowed down from say a 100 raw stack to a manageable 10 who are interested in the position, compensation and travel compatible, technically sound and culturally fit then those few 10 are handled by the internal recruiter. An internal recruiter should not spend the greatest part of her day on repetitive and monotonous work. We recruiters need to be focused on what is truly important to our internal clients and that is not to spend all day reading resumes, making countless phone calls and sending rejection notices. Six Degrees: Tell us about speaking events, awards, publications, where you have you represented your company: Miguel : IQPC conference in Arizona where I co-presented with my client, the Aimco corporation, recipient of countless awards at the 2007 ERE. I usually attend the ERE shows with a booth and have sometimes thrown a party but have not done much in the way of marketing or mindshare. The bulk of my business has come from my rolodex and referrals. Six Degrees: What is your next career goal? What do you need to do to get there? Miguel : I would like to grow Pierpoint even larger by being able to offer our sourcing and pre-screening services to every corporate recruiter who does not have the bandwidth or desire to engage in candidate identification and telephone pre-screening. As a former corporate recruiter I relished those wonderful times where the corporation(s) had a sourcing partner that could go through stacks of resumes and make the initial contact for me. It allowed me to have more meaningful dialogue with my internal clients as well as being able to concentrate on closing the right candidates and not spend my life finding resumes, then sorting through stacks to only then have to put out 50 calls to get 5 people on the line. PART 2 Six Degrees: Tell us about Your Company Miguel : Pierpoint International specializes in candidate sourcing and telephone prescreening with a delivery emphasis on the Americas and Europe. We have several delivery centers with a fluently multilingual workforce. Six Degrees: How was Your Company Founded? Miguel : After going through two very large but unsuccessful RPO implementations on the client side I always wished there would have been a solution available like Pierpoint, so, when I was let go during on ongoing HR downsizing at Cisco I realized now was the right time for me to create and “build a better mousetrap”. When I was a corporate recruiter my peers and I were often working on 25 or more requisitions simultaneously with only 50 hours in the average recruiter’s workweek. Once the meetings, reports, and other tasks for the week were subtracted there was not a lot of effective sourcing and screening we could do in the hour or so had left for each requisition. So the first item we focused on when partnering with our clients was to help them manage the critical but time consuming tasks of sourcing and prescreening candidates. When we tame the wide end of the recruiting funnel by furnishing them with candidates we ensure that effective and thorough screening and sourcing is actually being carried out allowing the client’s recruitment team more time for higher value activities with their internal clientele. If you don’t get the sourcing and screening bit right you inevitably end up hiring more of the wrong candidates and increase your 30, 60, and 90 day turnover raising havoc in your business. We only focus on the time consuming but critical services which should be outsourced and which do not require lengthy implementations, overly complex contracts, and over priced add ons. Six Degrees: Where did you go and find investors? My own personal savings since what the investor community wanted at that time was to take control for peanuts. Six Degrees: Your Company’s Value Proposition Miguel : Pierpoint helps internal recruiters source, telephone and pre-screen candidates so they don’t have to. Our on demand model is easy to implement and is scalable up or down with the flick of a switch. So we boost your recruitment horsepower and effectiveness while saving you money. Recruiters are bogged down with too many reqs and too many reports and meetings. They are in constant reactionary mode. Pierpoint helps them be more strategic. Six Degrees: What is the pricing structure for your services/products? Miguel : We charge an average of 30$ USD per sourcing and pre-screening hour for the United States, 25 Euros for Europe regardless of region, $30 Canadian and $25 USD for Latin America. The prices include the costs of all boards and sourcing tools, including our own proprietary search tool Candidate Hunter. The price also includes day to day management and reports. Six Degrees: What is the future for Your Company? Miguel : We will keep growing organically, hopefully opening our 4th sourcing center in 09, and letting companies know that there is an alternative to full RPO where they can simultaneously lower their costs and retain a core internal staff. It’s a very similar model to a company’s legal department where in house counsel is both a vendor manager to the external law firms while at the same time a trusted business partner to their internal clients. When a case comes forward requiring outside expertise then the internal counsel will “outsource” that particular expertise to their external law firm. I envision being able to open many more centers with trained sourcers that are up to date on the latest sourcing methodologies, tools and technology, and recruitment best practices. Six Degrees: Do you blog? Miguel : Unfortunately I do not currently blog. I know I should, just like I know I should probably exercise more. Six Degrees: Tell me something others may not know about you. Miguel : My iPod has AC/DC, Stones, Lynyrd Skynyrd, some American Idol moments, and even some Madonna/Dido/KidRock thrown into the mix. I run ever morning religiously regardless of location, weather or time.…; Added by Dave Mendoza at 3:19pm on October 26, 2008

Topic: Meet Erica Jayne Walsh, Former Sparky the Christmas Reindeer & Dedicated Geese Seducer: oor, New York, NY 10017 http://www.bountyjobs.com Linkedin Profile RecruitingBlogs.com Profile Personal Email Specialties: Negotiation, Strategic Sourcing, Marketing, Public Relations, Metrics/ SLAs, Website Optimization, & Branding I had the unique pleasure of meeting Erica Jayne Walsh at ONREC this past September. She catches your eye for many reasons, some by the merits of mother nature and others ... the more lasting impressions ... for reasons of a personality you can't help forget. She is a force of nature; charming, a pervasive wit and when you think she couldn't do more to compel you to send her a follow-up email - she impresses you with substantive intellect and a thorough understanding of business models within our industry. She may be young but not impressionable - she leaves you with impressions and all of them remarkable. I could make it all sound so simple, however, and simply tell you that of all my meals at ONREC, I recall most fondly sharing a deep dish pizza in Chicago with my new friend, Erica Jayne. Q&A with Erica Jayne Walsh Erica Jayne: My home life is interesting; I am a single twenty-something living in Midtown Manhattan. I bet that everyone is immediately thinking “Sex & the City” and though I do enjoy the shopping, restaurants, and nightlife lately my home life has been lacking because I am always working… so the TV show “The Apprentice” is far more relatable. To best answer this question and avoid seemly like a totally dull human, it probably makes sense to divide my life into two phases … “The Pre-BountyJobs Era” and “The BountyJobs Era”. Up until 6 months ago, I was living in downtown Indianapolis, working as a Sourcing Associate (paper-pusher, strategist, and spend analyst) for Eli Lilly and Company in the Procurement function. I had a robust life that would be much more interesting to your readers than my current home life… I raced sailboats competitively at the Indianapolis Sailing Club, was a Naturalist & Conservationist at the Indianapolis Zoo, a Mascot (Walrus, Reindeer, Rhinoceros, and Meerkat) at collegiate sporting events, parades, and around the zoo campus. [I wasn’t the best mascot… on one horrific day in December while dressed as Sparky the Reindeer (Rudolph is trademarked) I broke the two cardinal rules of mascoting. I not only spoke in costume but also was tackled by a 3 year old girl with pigtails and my reindeer head fell off… ruining the illusion of Christmas for hundreds of Indianapolis children forever]. I owned a beautiful condo on a lake and harassed the neighbors by attracting geese with food only to then sick my West Highlight White terrier, Lexi or “The Lexinator”, on the geese and the rest of the neighborhood. Aside from Lexi, sailing, and volunteering the other joy of my life was pro-bono business consulting. I have always been quite passionate about entrepreneurship, while in college I was president of the Society of Entrepreneurs and didn’t want to betray my fellow classmates by wasting away in the Corporate World, so I started and ran my own consulting practice and spent my evenings and weekends working with retailers, restaurants, and technology companies in the Indianapolis area. THE BOUNTYJOBS ERA In April of this year, I underwent a major life change and dropped everything for the opportunity a lifetime. When I say everything, I mean everything… I am no longer the proud owner of a beautiful condo on the lake, but instead squeeze myself into a 250 sq. ft. apartment in Manhattan that costs three times my mortgage. [The view from my apartment is spectacular; you actually can see “everything” going on in the apartments in the building just behind me. Actually, if you are willing to risk the guillotine of a window and stick your head out 5 inches, you can see the Empire State Building.] Lexi has moved to Ohio to spend quality time with my Mom and her dog “Belle”… and I am no longer sailing, volunteering, or working on my Masters. Instead, I have opted to work 16 hours a day, every day of the week. Now before you think I am crazy or start to feel sorry for the lack of luster in this era of my life… I’d like to mention that right now… I am living my ultimate dream. Actually, if we could decrease my city apartment rent by about 50% I’d be living the ultimate dream… right now we should stick with “dream” for the sake of realism. Six Degrees: Any other interests/ hobbies or surprising facts? Erica Jayne: Aside from everything I’ve already mentioned… my biggest interest is learning. I love finding out that I am an idiot… my grandpa always use to say “the more we learn, the more we learn we don’t know”. I wish I could specialize in everything, speak every language, relate to every culture, design buildings, engineer cities… essentially I want to be superwoman… but who doesn’t? The thing that would probably most surprise all of your readers is that I am a high-school dropout. I dropped out of an esteemed college prep school after 10th grade to pursue my career as an international fashion model. I moved on my own at 16 to Barcelona Spain to work the fashion circuit. Unfortunately, shortly thereafter, September 11th occurred causing my mother to rethink the independent teenager strategy and pull me back home. The NY fashion industry took a major hit, causing the other US fashion markets to become flooded with top NYC models… eliminating my chances of breaking in. I worked for 2 years making minimum wage, doing strange jobs (gift basket arranger, greenhouse foliage caretaker, freelance event planner, hostess/ waitress, and freelance photographer). I spent most of my time during those two years helping better fashion models launch their careers, working with reporters in the Detroit area to identify modeling scams, and trying to convince whatever business owner currently suffering through my employment that there was a better way to run their business. By the time I turned 18, I realized that I would never make a difference if I wasn’t taken seriously, so I got my GED… applied to college… got in… attended… and graduated 3 years later Summa Cum Laude, with a BS in Business Administration. Six Degrees: How’d you end up at BountyJobs? Erica Jayne: While I was working in Indianapolis for Lilly, I became increasingly frustrated. Prior to joining, I had no idea that big business was so inefficient… for example, it took Lilly 3 years to move forward on a project that was projected to save the company 30 million dollars with almost no risk. One of my responsibilities at Lilly was to work with the Recruitment component to determine better ways to do business. This included a variety of projects such as redesigning how we orchestrated background checks, on-boarding a new recruitment advertising firm, organizing and resourcing our temporary labor division, streamlining contingency search vendors, forming strategic partnerships with executive search consultants, and outsourcing parts of the sourcing function. Just to give you a sample, one of my projects was to eliminate the number of search firms under contract from a number in the hundreds to a number in the low teens. This project seemed impossible. We had little record of who had made placements, where the relationships stood, how these firms came to be under contract, what functional roles they supported and who really was valuable. It seemed that each internal recruiter operated in their own silo, and this applied just to the corporate recruiters sitting together on one floor within our corporate headquarters… completing disregarding the chaos at the Lilly subsidiaries and international entities. We became so frustrated with the lack of organization within our internal recruitment arm that we decided to outsource a part of the function to an RPO. Then one day, I got a call from Jeremy Lappin, the CEO of BountyJobs to discuss a standard search firm contract that had been given to his firm when they called into pitch Lilly the BountyJobs solution. After going bountyjobs.com, I realized that BountyJobs was not a search firm and in fact eliminated all of the contingency search problems and inefficiencies that I had just spent two years complaining about and suffering through. BountyJobs had been in business less than 16 months when I first was exposed to it, was doubling every quarter and already had 20% of the Fortune 500 as clients. Jeremy then explained to me his plan to create a global solution that every recruiter (internal and third-party) used everyday. Then I pretty much begged and harassed Jeremy for weeks until he agreed to be my mentor by bringing me onboard and teaching my how to launch and run a company. Six Degrees: Tell us about BountyJobs? Erica Jayne: As a company, BountyJobs is refreshing… we are energized, agile, and always customer focused. Our product has been designed to help an old industry (contingency search) take advantage of the scale and reach of the internet and the efficiencies that technology provides. I joined the team long after the rocket was designed and launched, but the founders and core team realized that having each internal recruiter operate in isolation and without a strong technology system prevented companies from analyzing performance, sharing knowledge, and continuously improving. The team also realized that organizations were forced to limit the search firms they worked with because of the administrative hassles of on-boarding and managing the firms. When you think of global companies like Lilly, it is a little ridiculous to think that one RPO firm or 30 search firms can fill thousands of jobs all over the world in every specialty (Sales Reps from Anchorage to Dubai, PhD Research Scientists, Regulatory Advisors) … but when you have tens of thousands of professional search firms and headhunters that cover ever region of the globe and every specialty… the likelihood of filling the job dramatically increases. So BountyJobs took the concept of a marketplace and applied it to a technological platform that streamlines all of the inefficiencies, eliminates administrative burdens, and enables employers to take control of the search process and stay in control with real time information and detailed reporting. I’ll spare your readers the pitch, but if they are interesting in learning more they should check out our website (www.bountyjobs.com) and request a live demo… and we’ll walk them through it in about 5 minutes… it is really intuitive and there isn’t any cost to use the technology. Six Degrees: What do you do for BountyJobs? Erica Jayne: Jeremy has been kind enough to let me dabble in a bit everything. My two main focuses are marketing and business development. On the marketing side, I do brand management and positioning, develop and orchestra events, manage PR, build sales collateral, develop & execute the marketing plan, and form partnerships with industry thought leaders. Then on the biz dev side I analyze data to drive business development decisions and I work to close deals with other providers. This past week, my main focus has been on overhauling the front pages of the BountyJobs website, which we hope to be launching before the months end. Also, I should have another surprise for you in early Q1 of 2009. Six Degrees: What most excites you about working for BountyJobs? Erica Jayne: I love seeing the fills come through… we are doing thousands of fills in 2008. This is exciting, because each time I see another fill I realize… a candidate just found a way to improve their life, a headhunter just made money, and an employer just found the talent that is going to help their company achieve its objectives. It is really fun to be a part of something that is a win for everyone. I especially love seeing BountyJobs grow so quickly and knowing that I am a part of that growth. This week we just moved into a new office that is more than 5x our previous space… based on the constant stream of positive feedback and the rate at which we are growing domestically and internationally… I would be shocked if Jeremy’s projection [‘Every recruiter using BountyJobs every day’] didn’t come true. Six Degrees: How does BountyJobs fit into your life plan? Erica Jayne: Through this on-going experience, I’ve learned a lot about myself. I know who I am as a person and as a professional. Ultimately, I have the confidence and the where with all to know that I can provide BountyJobs with the right strategic insight, pursue an MBA at a top school, launch my own company, and ultimately build the life and world that I dream of. Everyone always asks entrepreneurs and people involved in entrepreneurial enterprises about their exit strategy. Honestly, when you are growing fast, living your dream, traveling the world, and making friends with amazing people… an exit strategy is the last thing on the mind. Six Degrees: Any final comments? Erica Jayne: Thanks so much for letting me be a part of sixdegreesfromdave. As I indicated I love learning from people and forming partnerships. If anyone wants to chat more with me about entrepreneurship, life, and/or workaholism, please reach out to me… I’d be glad to help however I can.…; Added by Dave Mendoza at 1:20am on November 10, 2008

Blog Post: Schedule Job Interview - The Must-Read Guide for Recruiters and Recruiting Coordinators: According to Rakuna’s internal research, 67% of respondents confirmed that they often spent from 30 minutes to 2 hours on scheduling interviews . If recruiters or…; Added by Ngan Pham at 7:08am on July 13, 2021

Blog Post: 8 Ways to Improve Your Employer Brand

Having a poor employer brand can mean your company…

Added by Richard England at 5:57am on August 21, 2019

Blog Post: Meet Tiffany Peery, Senior Technical Recruiter at Intel, Part 2: y Dave Mendoza, Master Cybersleuth, Affiliate Partner, JobMachine Inc.

(720)…; Added by Dave Mendoza at 6:31am on February 7, 2008

Blog Post: The future death of social networking: Added by Donato Diorio at 4:39pm on June 17, 2010

Blog Post: What It Takes To Succeed - The Recruiter's Perspective.: It was 8 years ago in July 2008, where I found myself reflective, hopeful,…; Added by Mike Rasmussen at 1:37am on May 18, 2016