Search Results - practice

Blog Post: 18 Essential HR Skills to Include in Your Resume: The human resources landscape offers incredible career opportunities. According to the United States Bureau of Labor Statistics, the HR field is expected to grow …; Added by Phil Strazzulla at 4:10am on October 25, 2022

Topic: Meet Jason Leonard – Managing Director, Talent Maze: – Managing Director, Talent Maze Jason Leonard serves as Managing Director, Talent Maze. Prior to TalentMaze, Jason developed a distinguished corporate career. He served as Director, Staffing at Citigroup for over three years leading the Recruiting function for Citi's Consumer Lending businesses (mortgage, auto financing, educational lending & home equity) consisting of 16,000+ active employees and hiring 3,000+ new employees per year. Jason nntegrated the Staffing function for five disparate business units into one unified Recruiting team consisting of 45 staffing professionals. He reduced external search firm usage from 84 to 23 vendors and moved from a legacy job board methodology by cultivating a variety of non-traditional sourcing tactics. He earned the 2007 Citi Presidents Club award recipient and was a 2006 Citi Quality Excellence award recipient. Jason was also a Director, Talent Acquisition at Mosaic, a privately owned, direct customer sales / marketing / merchandising / training / data collection solutions provider at the retail level with 13,000+ employees serving global, world class brands such as Microsoft, American Express, Wal-Mart, Nike, AT&T, Best Buy, Disney, HP & Reebok. In addition, he has served as a Director, Recruiting at Caseta Technologies and Director, Recruiting at Spherion (dba Resulte Universal). Six Degrees: Tell us of your home world. Jason: I have been with my beautiful wife Michelle 5+ years, married 3. We have a beautiful 20 month old daughter named Maya. She’s at that age where everything is two speeds – stop and run. Seriously, she is an absolutely wonderful child and has been a God send. Michelle and I love her very much. Six Degrees: Tell me something others may not know about you. Jason: My father was actually killed in the Oklahoma City bombing in 1995. My father was a Secret Service Agent and they were housed in the federal building that was bombed. That single event truly has shaped the rest of my life. To this day I miss my father tremendously and will always have a void in my life without him here. On a more positive note I not only played football growing up (and am an avid fan at all levels), for a few years I coached little league football. I did not have any kids at the time, but I truly have a love for the game and wanted to give back in some way. I’m still trying to figure out how I can convince my daughter to play football when she gets older. Give me time… I was actually a semi-finalist for the very first season of Survivor. Needless to say I did not make the final cut, but I was absolutely intrigued by the concept and am a diehard competitor at heart. I wanted on that show so bad I could taste it. Ironically, everyone I told about Survivor before it came out thought it was one of the dumbest ideas for a TV show they have ever heard. I guess history has proven who had the better foresight on that one, eh? Between helping to run a startup, handling a 20 month old and keeping my wife and myself sane, I can’t really say I have time for hobbies or interests. Back in the days before parenthood and entrepreneurship I would have said traveling, sports and wine tasting. I have always been a big football fan (I have both played and coached over the years) and have been a Dallas Cowboys and Oklahoma Sooners (my alma matter) fan since childhood. I can’t say I get to watch a complete game anymore, but I do love football season. Six Degrees: How many years were you a practicing recruiter? Jason: I started in recruiting May, 1998, so I just had my 10 year anniversary this past Spring. Six Degrees: How did you get started as a recruiter? Jason: I started as a Recruiter for a boutique headhunting firm called Resulte Universal. (They have since been acquired by Spherion.) I spent about 6 months on the candidate’s side when the owners deduced I needed to be on the client side. I flipped to account management, eventually management and on to a Director role over permanent services before I left the agency side. After 3+ years on the external side I flipped to the corporate side and went to work for Mosaic as their Director of Talent Acquisition. Four years later I left (via a headhunter) to join Citigroup as their Director of Staffing. I stayed with Citi for 3 years before leaving to join Talent Maze. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Jason: I would have to say simply getting into the industry. I was in sales and sales management for 8 years before I moved into the recruiting profession. What intrigued me about recruiting was the uniqueness of a model where I had to sell both sides of the equation (the candidate on the company and the company on the candidate). Once I tried it, I was hooked. I’ve been a member of the community ever since. Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Jason: Interestingly enough, I do not. I have met some really visionary and enlightening leaders / managers / recruiters over the years, but none I would single out as a large contributor. I prefer to glean a little something from every candidate / recruiter / boss / peer / partner / client I interact with and leave each encounter with at last one good take away. I would describe my mentorship as an amalgamation of a thousand people and ten thousand interactions. Six Degrees: Tell us about your position at Talent Maze: Jason: I am the Managing Director for Talent Maze. They have brought me on board to help provide the strategic vision and tactical implementation of the company’s goals. Talent Maze is a startup changing the way hiring companies leverage external search firms and the business model is evolving rapidly. I relish the opportunity and believe my unique set of experiences on both the external agency and internal corporate sides of recruiting have well prepared me for this opportunity. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Jason: I have been a big fan of LinkedIn and Recruiting Blogs for quite a while now. I was an early adopter of both (I seem to recall being in the first 100 people to sign up for Recruiting Blogs and I have been using LinkedIn since 2005) and feel each is helping to crystallize a critical slice of the recruiting space. Six Degrees: (B) In what aspects are they superior? Jason: I am sure most of your readers are familiar with both companies, so I won’t go into the value adds they provide. Their contributions to our industry are clear. I will say I think what has set each of them apart for their competitors is the way by which they have both effectively delivered on their underlying model and continue to refine their product in ways that bring additional value to their users. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Jason: Especially since I most recently came from the Financial Services industry, I think the current financial meltdown is going to have long last effects on not only those of us in the recruiting space, but all consumers / employees in general. Unfortunately, I believe the financial mess is going to get worse before it gets better and we will end up with another busted bubble a la the Internet bust of 2000 / 2001. The good news is these “cleansing” events are a great time for superstars to differentiate themselves as it typically culls out those individuals who shouldn’t be in our industry. As they say, the strong survive and get stronger. Six Degrees: Have you been involved in speaking events, awards, publications, where you have you represented your company: Jason: I have been a speaker at Taleo World, Kennedy Information, and EMA and in the Spring I will be speaking at SHRM’s Annual Staffing Conference. I have won quite a few internal awards at Citigroup, Mosaic and Resulte / Spherion, but not industry recognized awards as yet. Six Degrees: What is your next career goal? What do you need to do to get there? Jason: In my opinion, I am living it. After spending 7+ years on the corporate side of recruiting I was really looking for a game changing, entrepreneurial opportunity. I think Talent Maze is every bit of that and then some. I relish the opportunity and truly believe our business model will fundamentally change the way our industry operates. I look forward to what the next five years bring.…; Added by Dave Mendoza at 7:33am on October 6, 2008

Topic: JobServe gives managers opportunity to think and act global: initial idea was that replicating the business model would translate to immediate success. “JobServe is the unquestioned market leader for IT recruitment in the UK. However for all the similarities, there were vast differences between the UK and Australian markets. JobServe’s expansion into Australia lead to the enhancement of a number of services and the development of new tools, for the benefit of both markets,” notes Kathryn O’Brien, General Manager of JobServe Australia. Fast forward to 2010, and with 7 offices across 5 countries, JobServe has used the lessons learnt from their first international foray to firmly establish themselves as a global online recruitment solution, providing clients across Europe, North America and Australasia recruitment solutions for their local markets as well as international requisitions. To promote best practice and bonds between the international teams, JobServe introduced an intercompany secondment program for managerial development. Returning from a two year secondment as National Sales Manager for JobServe Canada, Ms O’Brien can comment first hand on the differences – and similarities – of the Australian and North American recruitment advertising markets. “North America has really embraced mobile recruitment technology – moving beyond just accessing emails from their phones, to seeking out candidate sourcing tools they can access whether they are in the office or between meetings. Also, with the high unemployment rate across many sectors, but an underlying skills shortage for many roles, recruiters are turning to tools that allow them to filter ineligible applicants more easily, and honing in on tools which give access to the elusive ‘passive’ jobseeker.” With a fresh perspective on the business, Ms O’Brien is taking the helm of JobServe Australia from Darren Wright, who was seconded from the UK head office to manage the Australian business in Ms O’Brien’s absence. “JobServe has returned to its roots in the past year, investing more into our internal R&D team who have pushed out a number of ‘firsts’ this year, including our mobile site for candidates and mobile resume search for recruiters; as well as the Featured Jobs to target passive job seekers. It’s exciting times for our industry and I’m looking forward to immersing myself back into the Australian market and introducing the next generation of recruiting tools.” About JobServe JobServe was the world’s first Internet Recruitment Service, formed in late 1993 by Robbie Cowling. JobServe Australia launched in 2002 as an IT niche site, acquiring popular local site JobNET. With its Australian headquarters in Sydney, New South Wales and its global headquarters in Essex, UK, JobServe also has offices in the USA, Canada, and Thailand. JobServe publishes over 200,000 jobs and processes more than 1.2 million applications each month JobServe is part of the Aspire Media Group. For more information please visit www.jobserve.com.au or www.aspiremediagroup.net …; Added by Kathryn O'Brien at 9:04pm on November 15, 2010

Blog Post: Software Seats and the Off-boarded Employee: Closing the Security Gap: No matter how well your HR team recruits, some of those hires are going to leave. When they do, they leave behind gaping holes in your company’s security and data compliance measures, thanks to…; Added by Sheza gary at 2:51am on August 23, 2019

Blog Post: Why Healthcare IT Jobs Will Impact Your Tech Career: Tech innovations are …; Added by Smart Resources at 12:48pm on September 26, 2017

Blog Post: How to Protect Employee Browsers from Cyber Attacks

News of high-profile cyber attacks is now so common that people are becoming desensitized to the magnitude of the threat.…

Added by Gerry Grealish at 10:10am on June 25, 2018

Blog Post: WhatsApp Group Chat – How to identify if a Candidate will definitely join the Organisation?: Talent Sourcing is easy but getting the desired Talent and even more important ensuring that they join the organisation isn’t as easy as people make it out to be. Most Talent Acquisitionists can…; Added by Sourcing Adda at 12:57am on December 22, 2016

Blog Post: How to Avoid Candidate Exit Rate?: Added by Rchilli Parser at 5:06pm on March 13, 2023

Topic: Meet Larry Gonzales, 20 Year Veteran "Blessed To Give Blessings": te Photography, Cooking, Good Wine, Reading Interests: College Football, Art (Impressionist, Old Masters, Roden's sculptures), World History Favorite Music: Everything from The Beatles to Hendrix to Opera to Lady Gaga Favorite TV Shows: CSI Miami, Csi Vegas, Leverage, Love Saving Grace!, Burn Notice, Damages, Discovery Channel, ESPN, Favorite Movies: Casablanca, All About Eve, Citizen Kane, Trading Places, Errol Flynn Movies, James Bond, The Princess Bride, Jason Bourne, Tombstone, Armageddon, Army Of Darkness Favorite Books: James Patterson, John Sanford, Of Mice And Men, Osterman Weekend, Dostyesky, Dante's Inferno, The Prince, The Art Of War Favorite Quotations: The Proverbs of Solomon: "The only fool bigger than the person who knows it all, is the person who argues with him", "Youth is wasted on the young", "Wise men talk because they have something to say; fools, because they have to say something" • Office/Cell Number 408-838-0637 • Personal Email Larry Gonzales is actually a colleague I worked with when I consulted at Palm. Unfortunately, as a virtual sourcer I never had the honor of meeting Larry face-to-face, but his reputation then as it remains now was well established as a 20+ year veteran of the staffing industry. I was well informed of Larry's formidable resume - a man of all seasons: experienced in the design, implementation and administration of recruiting strategies, staffing planning, and process improvement programs. Larry has managed a recruiting departments, including budgeting, metrics reporting, and recruiting technology. He has a broad working knowledge of HR practices including compensation, performance management, diversity, branding, and employee retention. Larry is proficient in federal and state employment practice regulations, applying and interpreting employee-relations policies, Affirmative Action, Diversity Hiring, EEO-1, VISA Processing and employment law. His Specialties include the following: Mobile Device Engineers, Human Factor Design, Media Designers, Mobile TV, PC-TV, Embedded Software Engineers, Home Entertainment Solutions, RF Engineers, CDMA handset, Risk Management, Sarbanes Oxley Compliance, SAS70, Specialized areas of finance (AML, FAS109/123R, SOP97-2, and SEC Reporting), Sales/Business Development, and Product Marketing. Q&A with Larry Gonzales Six Degrees: Tell us of your home world. Larry: I am fortunate to be married to a beautiful and wonderful “Texas Girl”. My wife and I were born and raised in Texas and regardless of how long we live in California, we will always be Texans! Our fourteenth wedding anniversary is coming up next week and I thank God for blessing me with such a great partner in life. I have been involved in charitable fundraising since I was in Middle School. Although the charities and my levels of participation have varied over the years, I feel it is important to give back. My minister always reminds us that “We are blessed, so that we can be a blessing”. I am a cancer survivor. I was diagnosed with cancer in January 2003 and through the efforts of prayer, positive attitude, and the fantastic physicians at Stanford Medical, I have been cancer free since May of that same year. After my full recovery from chemo and radiation, I focused on supporting the Leukemia & Lymphoma Society through TNT. I decided to train and participate through Century Bike Rides. I hope to become a mentor next season and help train (mentally and physically) new participants to the program. I am an avid reader of fiction/mystery along with many business periodicals. Six Degrees: How many years have you been in the staffing industry? Larry: I have been in the staffing industry for over 20 years dating back to index cards, real cold calls, and ruses. Six Degrees: How did you get started as a recruiter? Larry: Like many of us, I never expected to go in to the recruiting. I had been working for AT&T, designing and selling telecom systems for the transportation industry. I primarily handled air transportation to include airports, airlines, and airline sales offices. I was referred to a “headhunter” that was looking for someone with my background. When the opportunity did not materialize, my recruiter asked me if I would be interested working for her company. I told her that I would rather be a “pimp, than a headhunter”. Famous last words! Needless to say, the reputation garnered by headhunters in those days was less than respectable. She nurtured the relationship and had me meet with the owner of the firm, which was based out of Atlanta. I also meet with all (12) of her colleagues in the Dallas Office. I found myself drawn to the group and to the challenge the job represented. About 90 days later I ended up working for her firm. Since then my experience has included agency, professional services, corporate, and RPO environments. I have held individual contributor, director, and managing partner roles. Regardless of title and responsibilities, I have always been a hands-on contributor. I am a person that gets easily bored, so the ever changing world of technology has been my salvation. To be successful you have to stay abreast of technology trends, understand the industry and known how it applies to business. This requires research and a certain amount of trial and error. Typically, experience helps you shorten your ramp up time to production. You have to continually learn to excel. One of the keys to my longevity is that I always try to specialize. I choose the hottest or up and coming technology and become a subject matter expert. Through the years, I have supported specific software and hardware technology. I get involved in SIGs, Alliance Groups, and conferences. I do not want or expect to be everything to everybody. A “Jack of all trades is a master of none”. However, my experience allows me to talk intelligently across many disciplines. I am equally adept at discussing the hardware design of mobile devices to financial audit and SOX compliance. Right now the mobile device industry is still very strong and within the Silicon Valley area you have a large mix of industry leaders and start-ups. Even with the high unemployment, almost all of my candidates have multiple offers. Find your niche and work it. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Larry: Moving to San Jose in January of 2000 and suffering through the highs and lows of the dotcom era probably affected my life the most. I relocated from Texas and had never really gone through a downturn in business. The economy in Dallas was very diverse and not dominated by any one industry. Even the oil and gas industry represented only about 10% of the total employment population. So when one industry stalled, you had others as backup. 2002 was a rough year. You saw many recruiters leaving the industry (for the mortgage broker industry!) and we see what inevitably happened to them. You also had a large group of recruiters that held on to the belief that they were actually worth the outrageous rates they were being paid before the bust. They would not even think about going to work for less than they were previously making. I find that arrogance is a very ugly trait. I think that it is a combination of at least 3 of the 7 Deadly Sins (Greed, Vanity, and Pride). I think most of us in the recruiting business learned or reinforced our idea of the value of humility. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Larry: I often recall the story about the headhunter that got me in to this business? Her name is Dee Jabaut and she exemplifies all that is good in our industry and in life. She is a valued and loyal friend and everything that I would hope to be in life. She is a consummate professional, wonderful parent, always gracious, diligent, charitable, and patient. Six Degrees: Tell us about your position, (responsibilities, size of your staffing organization) : Larry: I have spent the last three years primarily in an individual contributor role. My responsibilities have included project management, client manager relationship, sourcing, recruiting, and new business development. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Larry: Without firsthand experience, it would be hard to designate who has the best recruiting practices. If you look at the top 25 in Fortune’s Best Companies to “work for list”, I had heard horror stories about some of their staffing organizations. Regardless of the success of the company, I think that the overall candidate experience is vital to managing employee branding. Whether or not the candidate is hired, what they tell their circle of influence is ultimately important to the future of their recruiting. I think that this is even more magnified with the advent of applications such as Twitter and Facebook. I think that it would be a healthy, although not practical exercise, to make corporate recruiters interview externally at least twice a year. This would remind them how it feels to be on the other side of the equation. I also feel that the true measurement of recruiting comes 90-180 days after the hire. Measuring employee and manager satisfaction, employee performance, and attrition are key metrics. There are definitely some companies that stand above the rest, companies where employee and customer loyalty rank high. I admire companies like Southwest Airlines, Whole Foods, Frito Lay, Qualcomm, Ernst & Young, and Boston Consulting. (B) In what aspects are they superior? Larry: Branding, internal and external. Treatment of employees, quality products, and customer satisfaction. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Larry: More tech firms innovate in Silicon Valley but sell overseas! Companies that focus on mass market (China, India, Africa, and South America) are finding greater success. “In down economic times, every company should be thinking: Do I have my balance right? Instead of spending so much money on marketing in some of these depressed markets, some of that should be diverted to parts of the world that are not as negatively impacted.” These markets have typically been ignored. Successful examples are companies like Telegent Systems, Ruckus Wireless, UTStarcom, and Legend Silicon. Six Degrees: Tell us about your broader involvement within the staffing industry: Larry: Outside of local SIGs and affiliations with IEEE (The Consumer Electronics Society and The Antenna and Propagation Society), I have been regretfully reticent. I have been focused on international recruiting to include EMEA, Africa, India, APAC, and South America. I do plan on attending the Mobile World Congress in Barcelona next year. Six Degrees: Can you detail how the recession has affected your particular industry niche? Larry: I am fortunate that my current client has not been greatly affected by the global economic downturn. We have been actively hiring for the last 14 months and have aggressive hiring goals throughout 2010. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Larry: Over the last three years I have intentionally built out my Linkedin network by industry segment, targeted companies, and international exposure. That foresight has allowed me to actively search for my current needs. It is an evolutionary process or one might say intelligent design! It is better to be in a revolutionary rather than reactionary mode. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Larry: Don’t be afraid to ask for help! Most people are willing to help you achieve your goal if you ask politely. Aristotle stated that “man is a political animal, meaning an animal with an innate propensity to develop complex communities”. By nature we want to help people, preferably if that help doesn’t require a great exertion of time and energy. Using Linkedin as an example, if you use the route of requesting an introduction in order to present an opportunity, most people will forward that introduction when approached professionally. Granted, the degree of assistance increases with the proximity to the person we are helping. Of course for expediency, you should simply try calling your intended candidate. People are also more willing to help if you are offering value to their cooperation. Whether that is an offer to help a friend, an offer to help them in the future, a monetary offer, or sometimes a simple thank you. Remember not to be demanding or too persistent. I prefer the term, gently persistent while trying to achieve a goal. Six Degrees: What is your next career goal? What do you need to do to get there? Larry: Ideally I would like to secure an opportunity as a staffing director/manager. The best position I have ever had was managing and mentoring a staffing organization. I like being responsible for the overall talent acquisition process. There is a great deal of satisfaction growing your own company. That is the one element missing from project based staffing. I need to find a start-up or small company willing to give me the opportunity to run their staffing organization. Either that or a regional staffing management position for a large international corporation. Recommendations For Larry “Larry is an excellent and very professional recruiter. He is very dedicated, hard working, committed, and driven to results. I’ve had the chance to work with him at Palm as a technical recruiter for my system electrical engineering design team. He was very thorough in his search for potential candidates and has successfully provided quality candidates. He is excellent in identifying good candidates and recognizing their talents and the fit in my team. He is very proactive and follows up with the candidate regarding interview schedule, information about the position, feedback, and negotiating offers. He also is very good in communicating with me regarding progress and updates. He is definitely a pleasure to work with and an asset to a company!” November 11, 2008 Bernadette Lozano, Hardware Development Manager, Palm “I worked with Larry in two different ways. First of all, he was instrumental in getting me hired to my current position at Palm. Larry was in Palm's HR/staffing department but it almost seemed like he was my own recruiter. He always kept his promises, followed up on time, and worked hard to meet or exceed my requests. Even after I accepted the offer, Larry followed up with me and wanted to know if there was anything he could do. This has definitely been my best recruiting experience so far. Secondly, Larry also helped me find candidates for an open position at Palm. I have been very pleased in his abilities to provide me with candidates that matched the job description.” August 25, 2008 Thorsten W. Hertel, Sr. Antenna Design Engineer, Palm “I am appreciative to Larry's consistent and thorough search for candidates during this critical time for our project to find qualified candidates. Larry did an excellent job following up with the candidates to arrange for interviews, giving feedback and negotiating offers. Worked closely with us and he is proactive in returning e-mails and phone calls.” July 13, 2007. Top qualities: Expert, On Time, High Integrity Sameer Haddad, Sr Staffing Consultant, Spansion “I had the opportunity of working with Larry at Spansion, a leading supplier in flash memory. Larry is a seasoned recruiting professional who brought leadership and stability to Spansion’s recruiting team. As a senior technical recruiter Larry’s focus was in the device space, which is a very difficult area to recruit for in the semiconductor industry. Larry established solid relationships with hiring managers, was a valued business partner and was able to consistently met expectations. Larry was definitely a team player and a pleasure to work with.” October 30, 2007 Wayne Widdig, HR Manager, Spansion “Larry supported our Connected home and mobile device business at Motorola. In a short period of time, Larry was instrumental in making several critical hires on a high profile project. I found Larry to be a strong E2E staffing professional. Moreover, the clients (hiring managers) found him to be a valuable asset, identifying highly qualified candidates for hire.” October 23, 2007. Top qualities: Great Results, Expert, On Time Nick Mailey, Staffing Manager, Motorola “Motorola hired Larry through his company i-Hire to do some recruiting for us in the N. CA and S. CA areas. I found Larry to be very professional, have good technical knowledge and deliver great customer service in a timely manner. I would work with Larry anytime.” July 22, 2007. Top qualities: Personable, Expert, High Integrity Lynda Harris “Larry is excellent to work with and is results oriented. He is very responsive and professional and knows his business.” July 13, 2007. Top qualities: Personable, Expert, Creative Leo Barnes, Staffing/Business Development Manager. RemX IT “Larry and I worked together to staff one of my projects. I found him to be a joy to work with under demanding deadlines in a high pressure environment.” December 28, 2006. Top qualities: Great Results, Expert, High Integrity Scott Wright - hired Larry more than once “Larry is a professional in the true sense of the word. He has an uncanny ability to communicate and understand conceputal issues at all levels. Larry gives 110% to ensure the project you are assigned is satisfactory. It has been a pleasure working with Larry and I will be glad to do so in the future.” August 2, 2006 Manoj Goyal, Independent Consultant, Squar Milner Reehl Williamson, LLP “I relied on Larry to staff two critical roles in my company's Marketing organization. Through Larry's diligent search capabilities, his attention to my specific criteria, and his follow-up throughout the negotiation process, I recruited two "anchor" members of our current team. They significantly deepened my team's bench, and both exhibit the capability to advance to higher leadership roles.” January 9, 2006 Kristin Jordahl Hansen “I have had the pleasure of working with Larry over the past year. He is not only well polished but also has a high level of integrity. Larry has proven to be a very effective recruiter and account manager and thus is within the top 2% of producers at our company.” April 13, 2005 Chris Stewart, Account Manager, RemX IT Staffing “I was first introduced to Larry when his company brought a recruiting plan to my organization to help us source hard-to-find technical jobs and fill positions that had been vacated due to the dot-com frenzy. Larry led the effort as project manager and offered workable solutions that allowed us to surpass our hiring goals. Larry gets results because he is a professional recruiter who knows technology and offers exceptional customer service.” October 2, 2007. Top qualities: Great Results, Expert, Good Value Brenda K. Brown, MS “As a manager and leader, Larry is someone who is committed to developing your skills and knowledge. He's the type of leader that likes and wants to help you out as much as he can. He's a great listener and is very empathic. I know that he has grown a lot of valuable relationships because of these characteristics. As a Sr. Level recruiter, Larry is the best I know. He's a great networker, aggressive, and is very creative in finding the right candidates.” October 1, 2007 Racquel Cariaso, CIR, Recruiter, eJobs “Larry is always focused on the task, ready to do whatever it takes to get the job done. He's an exceptional leader, as well as a committed team player.” June 22, 2007 Garry King, several, Ejobs…; Added by Dave Mendoza at 11:31pm on August 9, 2009