Search Results - self-confidence

Blog Post: Mobile Career Sites: Part 2 – Sources of Applicants and Activity: This is Part 2 of my blog about Mobile Career Sites and applicant tracking. In…; Added by Julia at 8:30am on May 5, 2011

Topic: Meet Dan Harris, My Personal Apprentice and Sourcing Guru at NetApp: com Daniel Harris is one the bright stars within the constellation of strategic sourcing talent developing within Silicon Valley. He has been developing his name generation and overall research capabilities over the last seven years, and in that time, has been a passionate evangelist for his vocation as a distinctive fine art within the staffing realm. Daniel Harris recently was a Sourcer/Talent Researcher at NetApp Sunnyvale headquarters since February 2007. He Reported directly to Sr Staffing Managers, building a pipeline of talent lead generation supporting different recruiters on a daily basis. Dan actively sources both active and passive passive leads on behalf of NetApp, finance/accounting, sales, consulting and marketing departments. Prior to NetApp he worked at VeriSign for a year supporting multiple recruiters from engineering to sales/marketing. It is suffice to say that Dan cares deeply for people, his work, and about living life to the fullest. He takes time to smell the roses so to speak. He is an international traveler, always looking over the horizon for his next experience overseas year after year. Dan prides himself in being part of the American dream, and likewise in being traditional; maintaining tight familial bonds. He visits his family often in Vacaville, about 1.5 hours away from his home in San Jose. His parents have since retired; his mother was a florist and father was in the Air Force and a part-time car mechanic, and he is mindful of his younger brother, and their family dog, "Momo" He is just as animated about speaking about those he loves as he is about the passion he has for his profession, sourcing. And for all these stated reasons and more, I am proud to have Dan as my first personal apprentice in the JobMachine Advanced Cybersleuth's program. It has been my personal observation that Dan Harris has a particular passion for life, one which resonates in each of the opportunities I have had the pleasure of meeting him. He has often been seen passing out sheets of the latest niche sites he has discovered to colleagues with a large grin and a sincere enthusiasm, and never seeks reciprocity for his generosity. He is often one of the first to register for a webinar or workshop, with a tenacious desire to maintain his cutting edge. When Research Goddess in Training, AmyBeth Hale visited the Bay Area, Dan provided legendary tour guide assistance. Of special note, Dan is one of the most modest people I have met in this industry. He is if anything, bashful when it comes to recognition, always thankful for the smallest of favors, and never a braggart. It is a significant quality for someone whose career is noteworthy for accomplishments and destined with the high expectations of his peers. Dan is respected for many reasons, but because he is a genuinely kind and thoughtful person he is a person who develops bonds in his friendships that go beyond the professional meet and greets. Dan is one of the small circle of colleagues I contact within the Bay Area to assess hiring trends for recruiters in the technology economy. Someone of Dan Harris' talent and work ethic is in demand and the availability of sharp sourcers is in limited supply. I can honestly say, Dan is one of my personal bell weathers “ if Dan isn't on a contract, I promptly surmise the bay area economy is slowing down. Q&A with Daniel Harris, Sourcing Expert Six Degrees: Tell us of your home world Daniel. Daniel: I bought a Nintendo Wii and I like to play video games but haven't lately at all. I've been spending my time reading more books to sourcing/research on the internet. I am picking up Golf and enjoying that greatly. Mainly my time is spent at work/home in research and sourcing (passion for it). Currently reading books on Competitive Intelligence as I am finding the subject and topics it covers extremely interesting. I love listening to self improvement audio books at my desk everyday (for about 1 hr while I'm working). I listen to webinars to CDs from others such as Bill Vicks Big Biller audio dvd to Lou Adler zoominfo webinars to Shally Steckerl recorded webinars I have. I also enjoy volunteering at my local church serving as an usher to help setup and takedown on Sundays. Six Degrees: How did you get started as a recruiter? Daniel: I got pulled into recruiting from retail. I was working for Best Buy as a Merchandising/Media Supervisor and one of the General Managers left to join a small boutique Name Generation/Profiling company (HTC Research). He recommended me and I was hired on the day I interviewed. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Daniel: Well, I would say itâ€™s multiple events, but if I had to nail one it would be Jack Young, a coworker I had at HTC Research who stated to me, "Dan, BE YOUR BEST" just before I left there. Its has been a lasting effect over me and the changes I've made within my career in my learning development, growth, thoughts, work ethic, understanding and how I go about in research and sourcing for the best passive talent. Six Degrees: Tell us about your job Daniel: I'm most currently a Contract Sourcer/Talent Researcher at NetApp working onsite in Sunnyvale, California. My responsibilities are delivering a pipeline of talent of names/profiles/resumes to senior recruiters covering marketing, sales, to finance position opportunities we have. Six Degrees: Are there occasions in which you share best practices with your colleagues? Daniel: In-house at NetApp I gave presentations & my cheat sheets on some of the newest techniques, websites, and sourcing strategies I share with the recruiting teams I worked with every quarter. In November and December this last quarter I Led and contributed to sourcing training via phone/web conferencing to the NetApp India recruiting team along with the help of two additional sourcers within NetApp. I love to teach and also learn from others! HOW DOES DAN DO IT? Our continuing series on the rank and file and thought leaders who make us proud of our vocation. Dan Harris is a worthy role model to spotlight. He is modest, - truly uneffected by each of his successes, suffice to say it is because his inner core is driven by a certain, most unique love for his profession in life. It is comparable to a professional football player remembering the first time he held a pigskin in his grip or a baseball player recalling that warm summer afternoon as a youth playing catch with his dad. It is a sincere passion, a bliss few of us can maintain given our daily chores, and it is for that reason, that Dan Harris is respected and admired by his peers - his focus and drive being all the more infectious to us all. Today we continue our discussion from the trenches in this War for Talent. Q&A with Daniel Harris, Sourcing Expert 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? Daniel: While I won't give an exact number, I will state we have a higher percent of employee referrals that are hired and come onboard vs through our corporate website but its almost equal I would say. Six Degrees: What is the source of the "Most Hires" collected from at your present employer? (In terms of Quantity #) Daniel: Employee Referrals and directly through our Company Website are representative of our highest quantity hires. Both are about equal. 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? Daniel: Employee Referrals and Internal mobility. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Daniel: One of my focuses is building out a talent pipeline at NetApp. I am the orginal creator of our NetApp Facebook page which now boasts over 700+ fans. I'm proud I was able to create something that will now contribute to more overall branding and social networking relationships for NetApp. I also targeted specific competitor companies and built out handmade directories/contact title lists for multiple recruiters with a majority of names that won't be found using any resume board, Linkedin, or via the internet. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Daniel: Well, I am currently Secretary of HRCA and actively assist putting together great speakers here locally in the bay area every quarter. I usually try and attend great webinars given by Humancapitalinstitute.org. I also look at ERE.net to taking Shally Steckerl's Jobmachine, Inc. webinars. 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? Daniel: I would say my biggest three tools I used everyday at NetApp are jigsaw, spoke, linkedin, and talenthook. There are some other tools I am itching to get but for now I must use these. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Daniel: I was originally trained via telephone methods while at HTC Research. I then started using the internet more and found search engines like Yahoo, Dogpile, or Google helpful. 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? To this day would you say people's assumptions about our vocation differ from reality? Daniel: Found it pretty exciting and challenging at the same time. The expectations and what I thought I would be doing was extremely hard but I was able to reinvent myself by a combination of using both the phone and the internet. While I had a lot of personal interaction while working retail before I found a lot of my skill sets I learned did carry over but still had to work and learn at recruiting, specifically the biggest being just really understanding the job and what the hiring manager was looking for. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn't and how that was a learning experience? Daniel: Ha ha! I've made so many and learned a lot. I can't say I could single out any single practice in my mind this moment. However, One point I would say the you can't really start a job without first really understanding it and knowing what your looking for and requirements. Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision. Daniel: Its starts with me! I openly share my research/sourcing knowledge with my coworkers and friends I have in recruiting. I believe in sharing knowledge and skills as it comes 100x back. I think the biggest differentiator is that I do feel confident in the work quality/quantity I can produce, how I think and can best bring value and talent into a top organization. I believe the YOU can be the biggest component in your success along with meeting and surrounding yourself with the right people/talent and knowledge along the way. Continually Learning and I never give up plus I love the thrill of hunting talent and winning. Six Degrees: Best practice you are most proud of developing (now or in the past) in your recruiting career? Daniel: Striving to Be My Best everyday. Continually learning and improving. Understanding the position, having focus and then taking the right actions to get the results I need. Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Daniel: The biggest obstacle I still face internally sometimes is when hiring manager(s) or certain upper management within companies doesn't understand the challenges that sourcer/researchers go through in the recruiting process. Sometimes the hiring manager needs coaching and understanding on what is realistic (both in timetable to the multi-faceted skill level candidates the hiring manager is wanting). Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org? Daniel: Maybe an HR Business Partner or Upper Management at many companies that don't have a fully understanding grasp of what research/sourcing can do within their staffing organization (not to mention help possibly impact marketing, sales, and Competitive Intelligence). Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career? Daniel: People Do! What motivates me everyday is People. I truly want to help impact and make a difference in their lives. Yes, while I do acknowledge I reach out and connect to passive talent mostly, I really do want to make a positive impact and create that great win/win in their career and financially for their families. Six Degrees: What one thing do you ideally hope to implement that hasn't been done before? Daniel: I would like to lead and take part in implementing some very low-cost training & networking luncheons starting here in the silicon valley/bay area that would provide more opportunities for face-to-face networking of industry leaders, HR staffing mgmt, and recruiting peers as we truly are only a couple degrees of knowing each other. We can help each other and others through this as People and the connections we know is one of our most powerful assets throughout our career and through our lives. If we can build lives, help build each other, we all get better and get through challenges and challenging times together! Six Degrees: Anything you want to plug? Daniel: Well, I love to make great connections on linkedin so I can be found there Six Degrees: How Are You Going To Change The Recruitment Industry? Daniel: This feels like a Pinky and the Brain question! I will endeavor to get research and sourcing more well known, valued, and an understood function within industry organizations. Also see above on networking luncheons. Recommendations For Daniel Harris "Dan's generous spirit and ebullient enthusiasm are absolutely contagious. Few people in our industry have such a hunger for learning even after they have developed a deep wealth of knowledge, yet remain so openly willing to share. Dan is sharp and engaging, making him not only a pleasure to work with but someone with whom to enjoy exploring new ideas. I strongly recommend Dan among the elite CyberSleuths" September 21, 2007 Shally Steckerl, Chief CyberSleuth & Founder, JobMachine, Inc, "I hired Dan based on a recommendation from one of my Name Generation Managers and I'm glad I did. Dan is probably one of the best Internet Name Generators I've every trained. We trained him to take a project and "make it his". When he first started he had never even heard of Name Generation and within a year he was taking ownership of projects and runing the research from start to finish. He made tons and tons of mistakes but never allowed his ego to get in the way of what was best for the research and the client and was easily corrected and put back on the right track. He was always eager to learn new tricks and invested a few new ones himself. He has the highest integrity and truely appreciates the skills he has acquired. He is an absolute pleasure to work with and I highly recommend him as I know he will go very far in this career." February 21, 2007 Jeff Weidner, COO, HTC Research Corp "Dan worked for me at HTC for 4+years. Was sorry to lose him. Great work ethic and super employee. Knows his way around the internet too! Solid researcher. Would love to have him back!" June 9, 2005 Jeff Shiverdaker, President, HTC Research "Dan is an excellent sourcer and team player. He is up to the second on what's new in sourcing techniques and tools and so willing to share what he knows with others. He is always positive and always willing to go the extra mile to help the team be successful." September 20, 2007 Andrea Schmidt, Recruiter, VeriSign, Inc. "Dan is passionate about his role and committed to providing value to the team. He is a fearless researcher and has freely shared his insights and techniques with me. I feel I've learned a lot from his cutting edge techniques and his take on the future of recruiting plays out for me in my bid to secure top technical talent daily." September 19, 2007 Kate Gordon, Senior Recruiter, VeriSign "Dan is great guy, very professional, focused and interested on getting to know the actual person to find the best fit." March 27, 2007 Federico Bockel, Sr Network Engineer, DTCC "Dan is one of the best sourcers of the industry and is always well equipped with new sourcing techniques and ways to find qualified talent for "hard to fill " jobs .He is very talented in sourcing and always ready to share information.I would highly recommend him." September 25, 2007 Nikhila Bhingarkar, Human Resources-Staffing, Oracle ( formerly Hyperion Solutions Corporation) "Dan has an incredible sense of how to best utilize information technology to attain and maintain a true competitive advantage. Use his resources and watch his amazing network bring you the results you need almost magically." October 18, 2006 Kevin Nations (kevinnations@gmail.com), Owner, SilverBack Marketing Corp View my profile on RecruitingBlogs.com…; Added by Dave Mendoza at 11:20am on January 8, 2009

Topic: Meet Claudia Faust, "Pearls of Wisdom Delivered Not Only on Wednesdays": book Profile Email: claudia@improvedexperience.com Phone: 954-692-3553 OR 877-344-4300 Meet my friend Claudia Faust, Independent provider of recruiting services including executive search, professional staffing and passive candidate sourcing. As a recruiter and leader of corporate recruiting organizations for 14 years, Claudia Faust brings her passion for people and analytics to hiring and retention. Over the years she has recruited and managed staffing organizations for globally recognized brands such as T-Mobile USA, Amazon.com, Microsoft, Sprint PCS, and Burger King Corporation; her expertise includes executive search, staffing, recruiter development and training, metrics development and implementation, workforce planning, recruiting technology and vendor selection. Claudia took this opportunity as a featured member in our interview series to do something those who know her are quite accustomed to: she shared of herself for others, and in the most personal, poignant way. When you venture forward, her responses regarding home and history, - be it children, marriage, and career, - she shares the type of deeply personal and introspective flashbacks that good friends do on a warm summer night sharing a few spirits under a full moon. When all is said and done, you leave refreshed and empowered someone cared enough about you to entrust a part of themselves. For anyone who knows Claudia, it is a familiar take away in what it is to befriend her. She is entirely authentic and even more formidable if you recognize her wisdom is not solely pertaining to a certain day in a week. Truth be told, I look forward to conference season each Fall and Spring, it gives me an opportunity to see friends new and old, and in each venture I get a hug from my friend Claudia and that endearing smile that is so sincerely welcoming. Claudia is many things, not least among them a class act and someone who so consistently provides value to her industry. More importantly, Claudia is a friend to something far bigger than you or I - she is a confidante and mentor to the daily visitors of RecruitingBlogs.com, not to mention the spotlight featured guest sharing "Wednesday Wisdom" Improved Experience builds feedback portals to help companies measure and improve the engagement and retention of their best talent. From earliest contact and throughout the employment life cycle, the Better HiresTM suite of products measures and benchmarks critical indicators of workforce engagement, employer brand, and recruiting effectiveness. Improved Experience products are real-time and subscription-based, utilizing patent-pending survey technology. Sales, operations and customer support are provided from Dallas, Miami and Copenhagen Q&A with Claudia Faust Six Degrees: Tell us of your home world, Claudia. CLAUDIA: I currently live in Plantation, Florida, about 10 miles inland from Fort Lauderdale. I say “currently” because my husband and I speak often about other places we’d like to live, and who knows where we’ll be five years from now. My husband is a brilliant, kind, wonderful engineer, and we’ve been married for three years; it took me forever to find my match (you’d think that as a matchmaker I would have been better at choosing a life partner for myself, but that wasn’t the case for me), so he sits firmly at the top of the list of blessings I count every day. I also happen to think he’s the cutest boy in the world, but that’s another story. I didn’t know my husband when I moved to Florida six years ago, and the story of how we met is too good not to tell you. At the time I was actually dating someone else: an Italian Count I had met while on a cruise from Venice to Istanbul; I dated the Count for over a year while thinking long and hard about what I wanted next from my life. In the summer of 2003 I decided to leave T-Mobile and step headlong into his world; we traveled frequently between his homes and businesses in Italy and south Florida for many months before I concluded that this nomadic life was not for me; I missed my kids and my friends, and even my work -- alas, I was living someone else’s fairy tale; it seemed only fair to acknowledge it and move on. It was the middle of January by then, and I had a choice: I could return to Seattle, or stay in Florida for a while. I chose the second option (no brainer), and took a condo on the beach for a much-needed sabbatical. It was a life-changing four months: I ate when I was hungry, slept when I was tired, and even recruited a bit here and there to replenish my savings account. But mostly, I walked the beach for hours every day. Family and friends came to visit, and I began to feel like an improved version of my old self once again. It was at sunset on one of those beach walks that I had a chance meeting with the cousin of one of my neighbors, a dark-eyed Turk with a quiet smile and a European accent wasn’t easy to place (turned out to be Denmark, where he had spent many years on his own journey). We chatted for a moment and then I went for my walk, returning an hour later to discover that he was gone, but a note in a bottle was carefully tucked into my sandals. The rest, as they say, is history; we were married two years later at sunset on that same beach, and my life feels like it has come full circle. Our blended family is split between two continents: in Denmark it includes a son, two daughters, and four amazing grandchildren, and here in the US, two sons and two more amazing grandchildren. Note the underscore on amazing , and yes I do love being a Grammie. Last summer our family expanded again with the adoption of three feral kittens that have since domesticated well and taken over both the house and our hearts. Life suits me just fine these days. SIX DEGREES: Tell us about a day in the life, what is that eclectic past time that makes you tick? Make us believe, Teresa “We Hardly Knew Ye!” CLAUDIA: Travel is perhaps the most visible pleasure for me – it doesn’t matter where I go or how I get there: I can be packed in a heartbeat, and if I forget something they probably sell it there too. There are so many beautiful places to see in the world, and fascinating people from every culture to meet. How can my feet not itch to start the next great adventure? I’m not athletic by any stretch of the imagination, but my interests are eclectic; I like to bike, ski (the jet-, water-, and downhill variety), snorkel, sail, and go for road trips in my Z3 (straight six, open road, let the big dog eat…you know what mean). I’ve also started working on a dive certification this year because the Bimini Road is both in my back yard and on my Bucket List. I love baseball (to watch, not to play); hate pub crawls (although hanging out for a while is lots of fun); love dancing (took belly dancing lessons my first year in Florida); and learned to hate golf the minute someone insisted I had to keep score. Pretty much a classic Gemini. SIX DEGREES: How many years have you been in the staffing industry? CLAUDIA: It feels like a lifetime, but it’s only been 14 years. Even though I’ve run a software company for several years now I still tend to think of myself as a recruiter first. SIX DEGREES: How did you get started in recruiting? CLAUDIA: I took a job at an executive search firm in Seattle back in 1995. The owner wanted to train someone to do candidate development for his clients in the wireless telecom industry; I spent the next two and a half years working beside him on what I like to call my hands-on MBA. I didn’t know much of anything about how big business worked before I met Marc, and I soaked up everything he was willing to teach me. It was an excellent education, and I’m thankful for it to this day. In 1997 my curiosity about the software industry drew me to a consulting firm that placed contractors at Microsoft; it was my introduction to technical product development and the “back office” side of the Internet, and I grilled the developers and architects I placed there to understand how all the parts fit together. This is where I also accepted what a geek I am at heart: my recruiting library contains books like “C for Dummies,” and “From Cloud to Code” that opened for me the world of a well run software organization. There was no shortage of recruiting opportunities in the late 90s in Seattle; I was recruited to Amazon.com next (where at one point my work load exceeded 400 requisitions); rather than obsess over the obvious, I mostly focused on sourcing and headhunting executive talent for new lines of business. This part of my job was pretty funny, by the way. Recruiting as a function was new to Amazon at the time and there wasn’t a lot of respect for the role there yet. So I was instructed to “go find candidates for the executive team to talk to” – but new business lines were so top secret before launch that I wasn’t even allowed to know what they were. So calls to prospects were interesting to say the least (“Hello Fortune 500 Executive, we’re looking for exceptional leaders with full P&L experience to lead business lines that I can’t tell you about or I’ll have to kill you. Interested?”). Lucky for me the Amazon.com brand was powerful even then, and the doors that it opened with candidates were truly amazing. In 1999 I joined yet another great Seattle company, T-Mobile USA, where I had the good fortune of leading Corporate Talent Acquisition for several years. If my time at the executive search firm was an experiential MBA, T-Mobile was my final exam. TMO was in a massive growth mode that year that came to a screeching halt when the Internet bubble burst in the economic recession of early 2000, and then rebuilt with locomotive speed in the years that followed. TMO gave me hands-on experience as a recruiting leader; I worked with an amazing team of recruiters, and had a front row seat to the effects of both good and bad HR and recruiting practices on every functional area of the business. It was, as Charles Dickens penned, “the best of times and the worst of times” as the company grew from fewer than 10 thousand employees to more than 22 thousand in four short years, and simultaneously grappled with stunning turnover rates in many departments. There’s a silver lining to every cloud though, as what I learned there became the catalyst for product development that would follow at Improved Experience. SIX DEGREES: Tell us about your company, “Improved Experience” CLAUDIA: Improved Experience is the company I founded with Alise Cortez in 2006, to provide enterprise feedback solutions for HR and recruiting. Some of my biggest frustrations as a recruiting leader came from the incredible lack of data (and data collection systems, for that matter) that were available to feed the decision making process when allocating recruiting resources, or planning outreach initiatives. It occurred to me that if I could somehow capture feedback from all of the stakeholders in the hiring process – candidates, new hires, hiring managers, recruiters, even my boss sometimes – and present it in a simple and compelling way, I could put critical business intelligence into the hands of recruiting and HR leaders to measure and improve business performance. So we built an online “feedback portal” technology – a diagnostic platform that measures and manages perception in the hiring process, after onboarding, and throughout the first year of employment. It took two years to finish the engine and the interactive survey technology that feeds it. Since then, we’ve released two products: Get Better Hires, a tool that explores candidate and new hire feedback and engagement; and Make Better Hires, a tool that explores feedback from the internal business customer about Quality of Hire, recruiting services and support, and talent market conditions. SIX DEGREES: What single event had the most impact on your career? CLAUDIA: I don’t think that for me it was a single event; rather, it was the opportunity to see recruiting from so many different perspectives: executive search, contract agency, corporate recruiting and corporate leadership. Each has its own unique drivers for success, and that understanding has powerfully impacted my view of recruiting as well as the business solutions my company offers today. SIX DEGREES: Do you have a mentor? CLAUDIA: I’ve been fortunate to work for some great companies along the way, and some very smart people. Janice Dilworth hired me at T-Mobile, and I still consider her a mentor; I wasn’t sure if it would work so well at the beginning, because she was a veteran HR administrator and I had a lot of assumptions about HR that came from years of working in a third-party environment (the old “us versus them” mindset). Janice trusted my expertise when it came to setting a bar of excellence for the team, and I came to deeply to trust her abilities to set broader strategy and protect us from the politics inherent in really big, rapidly growing companies. I learned not only from her knowledge, but by her example. SIX DEGREES: How do you personally expect to facilitate change within our industry? CLAUDIA: I truly believe that if something can be measured, it can be improved. My work at Improved Experience is about leveraging perception to improve business performance. By creating a mechanism that collects and reports this data in a transparent and compelling way, we can deepen communication between all of the stakeholders: the internal business customers who drive the hire, the recruiters who make it happen, and the talented candidates and employees they want so dearly want to attract and retain. And if that helps to solve the problem of the dreaded black hole in recruiting, while building stronger businesses, I think we’ll have accomplished something amazing. SIX DEGREES: What inspires you as you continue in your career? CLAUDIA: I’m inspired by people who don’t give up, ever. Churchill once said, quite simply, “Never, never, never quit,” and I think that that is perfectly said. I’m inspired by the part of the human spirit that rises in adversity, that stands its ground, that finds courage, that clings to hope. My youngest son spent ten years in the hell of drug addiction; watching in horror, I was there with him. My first year as a recruiter was his first failed attempt at recovery; he was 14 years old at the time. He tried again to get clean when he was 18, and failed again. At 22 he tried a third time; 60 pounds under weight for his six foot frame by then, we all knew that he didn’t have many chances left. He finally did it, and remains clean and sober 4 years later. People who don’t give up are rock stars to me. SIX DEGREES: What is your next career goal? How do you expect to get there? CLAUDIA: You know, I still can’t believe I’m doing what’s on my plate today. In the past three years I’ve taken all I know of recruiting and built a couple of software products, filed a patent, and worked with developers all over the world to get it done. I still have two more products that need to be built to complete this suite of enterprise feedback tools. Who knows what will happen after that? All I can say is that I’m pretty darned sure I won’t be bored. Recommendations For Claudia “You have an amazing concept that will revolutionize the industry. Treating applicants with respect will allow a company to attract the best candidates, and maintain a large labor pool!” February 27, 2006 Kathy Gillen “Claudia is a very talented professional with the ability to make candidates feel relaxed during all phases. She follows up with candidates and lets him know the status in an inspiring manner whether the results are positive or not. Claudia is difinitely a champion among executive search professionals.” July 19, 2005 Jonathan Jordan, client “As an executive recruiter, Claudia shines! She possesses all of the technical skills and knowledge of a superb recruiter, as well as the innate ability to align with clients and candidates. Her even cadence and unfaltering delivery have earned the trust of top executives world-wide. Claudia reels-in candidates that had no intention of "leaving home". With Claudia you truly get what you pay for.” June 23, 2005 Christy Miller, Senior Manager of Talent Acquisition, T-Mobile USA “Claudia is the very definition of what recruiters can and should be. In a world where so much focus is placed on process, Claudia is always looking for the desired outcome and managing to it with her stakeholders. A true a thought leader in her field, and among the most genuine people I know. I would highly recommend as a trusted advisor.” May 21, 2008 Michael Gaul, Director of Compliance & Fulfillment, American Background “Claudia was a great leader for myself and the entire recruiting team at T-Mobile. Her leadership and support never faulted and her consultative skills are beyond reproach.” August 6, 2007 Nathalie Becker, Manager, Talent Acquisition, T-Mobile USA “Claudia Faust was more than my manager, she is my mentor. She is a strong leader and extremely relationship oriented. She truly understands the recruiting industry and how talent is a competitive difference for companies. She is strategic in her approach to bring people and opportunites together. I recommend her highly to do retained search work or consult on best practices. Judy Wright” June 21, 2005 Judy Wright, Employment Brand Manager, T-Mobile “Claudia implicitly understands both the art and science of ALL aspects of recruitment. She is an incredible coach and mentor and very generous with her time and knowledge. I can’t recommend enough to partner with Claudia for any recruitment related needs. You are guaranteed a positive experience and solid results!” June 21, 2005 Annie Rihn, Sr. Recruiter, Zillow “Claudia has shown time and again her ability to find not only the right skillset but also the necessary personal qualities for senior level positions. Her attentiveness to the process makes candidates feel honored to have been considered no matter what the outcome.” June 14, 2005 Sharon Fitzpatrick, SPHR (LION), Senior HR Manager, T-Mobile “I worked with Claudia at T-Mobile. She is an exceptional recruiter and evaluator of executive talent. In addition to her great senior recruiting work she put together very good processes to improve the evaluation process and make the interview experience better for candidates. Claudia is very knowledgeable, and just as importantly, is a great person to work with. I recommend her highly.” June 10, 2005 Randall Birkwood, Director of Talent Acquistion, T-Mobile “I am pleased to endorse Claudia on two counts. First, as my manager, she was easily the most professional, supportive, instructive, competent manager I have had in my 20+ years in the workforce. As a recruiting professional, she has the best command of executive recruiting I have ever encountered and is a true class act.” June 8, 2005 Alise Cortez, Technical Recruiter, T-Mobile…; Added by Dave Mendoza at 4:40am on March 9, 2009

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2014 is about to end,…

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Blog Post: Spark of the Recruiter Civil War: The Pricing Paradox of Huge Fees

A New Recruiting Paradigm Emerges | …

Added by James Chmielinski at 1:02pm on December 30, 2014

Blog Post: What you can learn from the ‘Dark Ages’ of recruitment: I had a guy debating some recruiting matter with me on social media last week.…; Added by Greg Savage at 1:04am on May 5, 2015

Blog Post: The Best LinkedIn Account for Recruiters: As part of my job I’m often asked by both in-house and agency…; Added by Chris South at 1:00am on June 18, 2015

Blog Post: 5 Interviewing Mistakes Companies Should Avoid Like the Plague: When it comes to interviewing candidates, regardless of the position,…; Added by Skip Graham at 8:09am on August 3, 2015