Search Results - marketplace segments

Blog Post: Podcast: What is Dayak?, Allan Sabol Explains: "Dayak is an…; Added by Jonathan Goodman at 11:30pm on October 1, 2008

Blog Post: Employee Engagement: Added by Advanced Recruiting Trends at 3:32pm on April 24, 2018

Blog Post: Headhunter, Greenhouse, and more online recruiting news is here: As Neil Young said, rust never sleeps (which I'm sure means something) - and the job board industry likewise never sleeps, it just keeps chugging along. Lots of activity, both in North America and…; Added by Jeff Dickey-Chasins at 8:37am on September 15, 2015

Comment on: Group 'High-Tech Recruiters & HR Forum': largest pure-play Data Management & Business Analytics services companies in the industry and respected for its deep expertise in the Data Management and Business Analytics segment. We've been growing rapidly and making significant investments to secure our position in this market, including adding to the executive leadership team, moving to a new office double the size, and expanding in new geographies. This is a great time to join Saama! Come recruit for the hottest jobs in today's marketplace and build your experience recruiting for today's most relevant skills. Since hiring is the most important thing we do in HR this position will report directly into the Chief People Officer. In this position, you will get to · Manage the full life cycle of recruiting for variety of technical positions in the Data Management and Advanced Analytics market. · Partner directly with the executive team to identify and define talent needs required to drive the company's growth. · Leverage your experience with the market for talent to write creative and eye-catching job descriptions. · Drive the development and execution of the recruiting strategy for each position; use new and innovative strategies to target both active and passive candidates. · Source key talent through a variety of online and social media tools and industry events. · Build relationships with possible future candidates to develop a pipeline of qualified candidates. · Review applicants to evaluate if they meet the position requirements and partner with hiring managers and administrative staff through the interviewing process. · Ensure a candidate experience that maximizes the ability to close candidates and positively reflects Saama's employment brand. · Maintain all pertinent applicant and interview data in the companyâ€™s recruiting system. You should have · 6-8 years technical recruiting experience in high growth and face paced organizations · Significant experience with advanced internet recruiting techniques and other innovative recruiting practices · Good business acumen and ability to interact professionally with all levels of management · Effective communication skills and the ability to influence decision making · Familiarity with basic computer tools and application tracking systems · Past experience in hiring or sourcing candidates for skills like Data Analytics ( Data Scientist , Statistician / SAS Programmer ,Data Modeler , Data Architect ) and Business Intelligence ( BO , Informatica , Spotfire etc ) is preferred but not required. · BA/BS degree or equivalent required. About Saama Technologies, Inc. Saama Technologies is one of the largest pure-play Data Management & Business Analytics services companies in the industry. We have over 15 years of history in implementing solutions for industry leading clients such as Life Sciences, Healthcare, Insurance, Financial Services, High Tech, CPG, and Public sector. http://www.enetrecruiter.com/jobaction_open.php?key=7fimQ9KsPlXt4Pyv…; Added by Lisa Zee to High-Tech Recruiters & HR Forum at 4:39pm on June 5, 2013

Blog Post: The Multi-Faceted Role of the HR Pro: Traditionally, Human Resources has been considered the department that hangs…; Added by Kelly Robinson at 10:37am on April 6, 2015

Topic: Starr Tincup: Helping Talent Management Firms Market Themselves: rms with the marketing strategies that help them find their clients? Furthermore, who helps those human capital software and services firms find marketing professionals that have both industry experience and serious marketing chops? These are good questions, and companies that fulfill these needs require a rare combination of industry savvy and strategic ability. Starr Tincup is one such firm. Privately held, Starr Tincup is a boutique service provider with about 20 employees, all of whom work out of a loft in Fort Worth, Texas. The Dallas Business Journal recently named the company to its "Best Places to Work." Co-founders Bret Starr and William Tincup started the firm in 2000. Starr, a tri-athlete and member of the Fort Worth Opera Board, brought to the firm expertise gained from tours of duty at talent management firms such as a Deploy Solutions, a provider—since acquired by Kronos—of recruiting, hiring and retention software to large companies. Tincup, himself the holder of three degrees, was previously vice president of operations at a firm that helps clients develop Internet strategies. Starr and Tincup originally founded their boutique to help human capital solutions vendors develop effective marketing strategies and tactics. Since then, they have added services that assist these clients with related needs such as media planning and media sourcing. A new area of focus has been to connect clients with the industry-experienced marketing talent they need in order to develop marketing strategy and execute marketing tactics. Drawing on a decade of experience in recruiting top talent at all levels, Elizabeth Lalli-Reese heads this new initiative for Starr Tincup. "Lalli" previously held HR and staffing roles such as director of operations for a legal staffing firm, senior manager of talent acquisition, and executive recruiter for a financial services firm. Recipient of the Professional of Human Resources (PHR) designation in the spring of 2007, Lalli brings to Starr Tincup the kind of experience necessary to recruit top-tier talent for the company's clients. "Our staffing service was conceived as an extension of our strategic marketing services," says Starr. "We frequently identify gaps in marketing execution with our clients that are best filled with a new hire who has industry experience and relevant marketing super powers." Emerging firms comprise the largest contingent of Starr Tincup's clients. Companies in this stage of development are driving revenue and, typically, obtaining venture capital. Their marketing departments typically comprise only a few people who benefit not only from Starr Tincup's strategic input, but also may need the horsepower of additional staff. "We hear a great deal of chatter in the talent management marketplace about providing end-to-end solutions for those with human capital needs," says Brent Skinner, editor in chief of TalentManagementTech.com. "But we rarely learn of a firm with the vision and smarts to provide an end-to-end solution—including talent placement—for talent management firms themselves. In keeping with its formidable knack for marketing, Starr Tincup has positioned itself as the go-to marketing solutions provider for human capital firms everywhere." Because the company works within a well-connected niche market space, Starr Tincup does not publish its client list. The boutique is well aware of talent management firms' need for confidentiality and knows that its own reputation would quickly suffer irreparable damage if the company were to share client-specific information across the entire clientele. "Confidentiality is one of the most important tenants of our business," says Tincup. "If we talked about the work we were doing for our clients (both current and historic), we would be out of business within a month. Our clients’ secrets are very important to them, and they are equally important to us." More than 70 companies in the talent management technology and services marketplace have called themselves clients of Starr Tincup, whose website, built on the Ning social networking platform, reflects the company's devotion to the very latest in Web 2.0 marketing strategies and techniques. "There is no company in the US, nay, the world, that has more experience creating marketing strategies that resonate with human capital buyers than Starr Tincup," says Tincup. "We know more about what works (and, what doesn’t work) for human capital software and services firms than anyone else. If you see a firm and you say to yourself, 'Man, those guys have their marketing right'—that’s probably our work." About Starr Tincup Starr Tincup (www.starrtincup.com) is a marketing firm for companies who sell human capital solutions. The company offers marketing strategy, marketing execution, media sourcing and staffing services. Unlike general agencies, Starr Tincup is all about human capital—the firm has worked with hundreds of companies in the space. Founded in 2000, Starr Tincup is located in Fort Worth, Texas. Its mission is "to innovate marketing in the human capital solutions market segment."…; Added by RD Whitney at 8:36pm on February 18, 2009

Blog Post: Agree/Disagree: So you want to be an Executive Recruiter? Response: Hello, Everyone. I stumbled across this article written in 1998 and the words of advice and matter of opinion seem to be right on! I am curious to know what other…; Added by Delores Ipms at 11:35pm on January 21, 2011

Blog Post: CROWDYHOUSE Shares Their Recruitment Process and Tips

Every now and then, we join one of our users for…

Added by Hagi Trinh at 12:02pm on January 27, 2017

Blog Post: Multicultural Best Practices for Career Management Professionals, Universities and Employers Webinar Series Begins May 15: The sweeping demographic transformation in the nation’s workforce is creating unique opportunities and challenges for career management professionals, universities and employers.

Success is…; Added by Murray A. Mann at 11:41am on May 13, 2009

Blog Post: TLS Continuum Part 52: Dangers of "Hiring in your image": On a fairly frequent basis I hear hiring managers make the statement that…; Added by Daniel T. Bloom at 10:47am on June 17, 2016