Search Results - service providers

Topic: Meet Suzanne M. King, her Name's On The Door" at King Executive Search: eries please click here. "Since I’m used to working with C-level executives and minding their tightly arranged time schedules, I can be very concise and quick to prioritize a problem and how to handle it. Sometimes, a person who is not yet at a C-level or new to their decision-making function, needs more time to marinate in the available options before making a call. In this case, that person would view me as being too direct and I would need to be more watchful of them for readiness to accept my input." "It’s always been disappointing to watch someone try to struggle in a position when they are clearly beyond their Peter Principle. I’ve had to take over work in the past from others who were out of their element ... it was extra work to overcome what could have been resolved upfront by getting the right person for the job at the get-go." • RecruitingBlogs Profile • Linkedin • Website • Office: 949-718-0266 • Email RecruitingBlogs Articles: "Duplication of Effort," "What Do You Really Want?", "Take It Easy" Suzanne King has 20 years of experience as a corporate business professional. Her background leverages a career in accounting, finance, corporate strategy, and mergers and acquisitions. While working for public and private, global and strictly domestic, billion-dollar to boutique-sized, professional services and industry-based companies, Suzanne has led, managed, designed, built and downsized corporate teams for a variety of industries and functional areas. She has introduced well over 2,000 candidates to Fortune 150 hiring managers. Suzanne has in-depth knowledge of and expertise with corporate recruiting processes including the identification, screening, recruiting and hiring of technical, management and sales professionals. She is an award-winning recruiter and has designed processes used by Fortune 150 corporate recruiting professionals. Throughout her career, she has personally coached high potential individuals who have navigated various organizational cultures and corporate politics to rise in the ranks to positions of leadership and influence. Suzanne holds a BS in Finance and Economics from the University of Southern California and an MBA in International Business from Pepperdine University. Q&A with Suzanne M. King Six Degrees: Tell us of your home world. Suzanne: I married my college sweetheart and we share parenting and dog management duties as well as a love for business, real estate, fitness and recruiting. We’re a fantastically, fearless team. Six Degrees: What do you do for fun and adventure? Suzanne: Dance, martial arts, snow skiing, cooking for friends and reading. I’m a classically trained ballet dancer and a 2nd level brown belt in Tae Kwon Do. I grew up on the slopes because snow skiing is a family passion, and I used to race as a kid. Now, almost every Sunday I walk into one of my dear friend’s kitchen and make a meal for six people from whatever she has in her frig and pantry. It’s a fun challenge to make something delicious out of what someone else claims is “no food in the house”. Six Degrees: How many years have you been in the staffing industry? Suzanne: I suppose for longer than I’d realized before you asked this question. My approach to the staffing industry comes a bit at an angle. For years, I interviewed and hired people for my teams in corporate America. I also, interviewed numerous entrepreneurs and corporate executives as part of my time in the mergers and acquisitions field. In 2002, I became CFO of King Executive Search. When your name’s on the door, you wear many hats, so I ended up doing work for Oracle (initially in areas where my past career had cross-over and then eventually for a whole myriad of positions within various business units). I ended up becoming a two-time Everest Award winner. Who knew I would find a new application for my skills? Six Degrees: How did you get started as a recruiter? Suzanne: Recruiting was always part of my business as a corporate executive, but I became an external professional services provider seven years ago. Interestingly, looking for a good company to acquire has a lot of similar thought processes to looking for the best candidate for a given team. Although, there are a load less spreadsheets and contracts involved. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Suzanne: Korn/Ferry recruited me years ago to an M&A role for a medical device firm. The executive search consultant who worked with me was so good at her job and I really admired her how she approached me and knew her market. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Suzanne I have more than one mentor. Each has a different area of expertise but not a career similar to my own. It’s helpful to be able to tap into someone’s experience and perspective that comes at a situation differently. I try to assimilate inputs and go with the best approach that I can. Six Degrees: Tell us about your company, Susan. Suzanne: As Partner of King Executive Consulting, I’m directly involved in providing service to my clientele yet I also wear multiple “back office” hats. I recruit, coach, and develop business, while also tackling administrative tasks and managerial responsibilities. Our team is presently at five and we’ve got a growth plan, so stay tuned for more announcements from us. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Suzanne: The two that I admire are Heather Broome at Blue and Paul King at King Executive Search. They are prior Korn/Ferry executives, Paul was a Client Partner, who know how to cover the market and implement a senior level search. They are smart business people, well-networked in their communities and ultra professional. I consider them to be “Best of Breed”. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Suzanne: My undergraduate degree was in Finance and Economics so I lean towards these stories in the media. The recession, timing for recovery, global market health in relation to the U.S. market health and technological improvements are all on my watch list. I also keep a pulse on the stress level of the candidate pool because it affects how I implement. Six Degrees: Tell us about your broader involvement within the staffing industry: Suzanne: I speak at universities to help build awareness amongst the next generation of corporate executives and the executive coaching that I specialize in aims to improve the candidate pool. Six Degrees: Can you detail how the recession has affected your particular industry niche? Suzanne: Recessions don’t discriminate. The technology and medical sectors are hanging in there but search volume is reduced. More candidates are dealing with a lot of stress and need coaching to prepare for interviews and navigate highly political environments. 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. Suzanne: The social person in me is networking-friendly. LinkedIn, Plaxo, Doostang, Facebook, Twitter, Naymz, RecruitingBlogs, www.kingconsultant.com and a periodic newsletter are all places where you will find me. Six Degrees: What is your next career goal? What do you need to do to get there? Suzanne: My first incremental goal is to double the size of my firm. What do I need? Good people, hard work, creativity, perseverance and luck.…; Added by Dave Mendoza at 9:08pm on October 25, 2009

Topic: JobServe and IT World Canada Announce New IT Recruitment Niche Job Board for Canada: an unparalleled niche IT job-board for Canada to launch September 1st 2010. JobServe Canada will provide IT World with an integrated niche IT job board that will be tied back into JobServe.ca, allowing IT jobs on both sites to be cross-advertised. This move solidifies JobServe’s global leadership in online IT recruitment, and establishes a very strong niche IT presence in Canada. Customers of JobServe Canada will benefit by having the ability to access the IT community of IT World’s web and print publications, creating unprecedented reach and targeted advertising for recruiters at no extra cost. Readers of IT World Canada will now have a dedicated job board with thousands of IT jobs. Fawn Annan, President and Group Publisher for IT World Canada recently commented, “The new partnership offers added value to our users by providing them with the opportunity to search tens of thousands of IT jobs in Canada and around the world. We are incredibly pleased with the robustness of the new platform from JobServe and are looking forward to the response from our membership to this important part of our service to them.” Christopher Klotz, CEO of JobServe Canada said “This exciting partnership creates the first real IT niche job board in Canada that will be hard to match by anyone. With our global leadership in IT recruitment and IT World’s access to the technology worker in Canada, it is a partnership made in heaven.” The site will be accessible across all IT World Canada’s publications including ComputerWorld, NetworkWorld, CIO Canada, CDN, itBusiness.ca and direct on the website, jobs.itworldcanada.com, live from September 1. About JobServe Formed in January 2007, JobServe Canada is the result of the acquisition of JobShark.com, Canada’s largest independent job board. With its Canadian headquarters in Ottawa, Ontario, and its global headquarters the UK, JobServe also has offices in the USA, Australia, and Thailand. www.jobserve.ca About IT World Canada IT World Canada is the Canadian affiliate of International Data Group (IDG), the world’s largest IT information media provider. We’ve been creating conversations and building relationships with Canada’s technology professionals, business managers and executives for over twenty-five years by delivering timely, incisive information they can trust through a variety of digital publications, events and print brands. www.itworldcanada.com…; Added by Kathryn O'Brien at 11:05am on August 4, 2010

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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

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