Search Results - venture

Blog Post: How do the southern uni's compare to the north?: Newcastle upon Tyne, in the North East of England, has an estimated population of 300,000 people. The city, or the ‘Toon’ as it is referred to locally, is synonymous with culture, a…; Added by Jake Holyoak at 3:36am on December 3, 2019

Blog Post: 6 Lockdown Money Challenges to Help Save Money

For many of us, penny-pinching hasn’t exactly been a choice as of late. Most of our normal treats and vices have been off-limits while the UK has been in lockdown, and only recently have…

Added by Caitlin Purvis at 7:23am on July 27, 2020

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

Comment on: Blog Post 'Amazing Boolean Post': websites, of which mine was one, however I did find a copy (link below) by Kwikwap. I couldn't find the one that Shally reformatted into PDF while he was at Arbita. My original Geocities website was put up in 1990. In 2001 I updated it and inserted "Copyrighted 2001"/ Below is an excerpt from the page. URL for full text is: http://www.kwikwap.co.za/linkedin/docs/Boolean%20Tutorial.pdf BOOLEAN SEARCH TUTORIAL for TECHNICAL RECRUITERS by John Childs, Technical Recruiter This tutorial on Boolean search strategies is being offered for free to enable technical recruiters to more effectively mine the Monster and Headhunter resume databases. CAUTION: The concepts below also apply to other databases, but NOT all Boolean search engines were created equally......... .............All material contained herein is COPYRIGHTED 2001, ALL RIGHTS RESERVED and may not be reproduced for any commercial or for-profit venture or endeavor. Sharing with friends and fellow-recruiters for free is permitted. I never thought of myself as deserving credit as the first ever recruitment blogger. Thank you for bringing it to the fore. I will be looking for that commemorative plaque in the mail. Hopefully someone reading this will have read the original post that actually mentions 1990 to the immediate left of my picture on the website and send you and me a copy. BOOLEAN SEARCH TUTORIAL for TECHNICAL ... - Kwikwap www.kwikwap.co.za/linkedin/docs/Boolean%20Tutorial.pdf‎ This tutorial on Boolean search strategies is being offered for free to enable ..... bio can be found at: www.geocities.com/jcrecruits/John_Childs_Resume.html It's funny you should mention phrenology because I have using that for some time as part of my bag of tricks I use in my recruiting. The only problem is a) not living in the same city as some candidates which makes it difficult for me to get to lay my hands on their heads to read their bumps and lumps and b) understandably, not everyone is wild about my process. However, I will say that when I have found a willing subject/candidate, the efficacy of this technique, along with my perspicacious ability, has proven invaluable in making great placements!! I’ve been able to accomplish all this without having to resort to any methods that could be construed as being either pernicious or insidious. I’ll have to admit I don’t do calligraphy or handwriting analysis however I have discovered a remarkable way to truly discern the true nature of a candidate and that is by placing tea leaves in their open palms and have them stand in a dark room for one hour and then when they come out, I read their tea leaves. Of course this by no means will obviate the need for a good old-fashioned interview. The fax machine has really gotten a bad rap as of late. I know, I know we have the wonders of email and powerful PCs, but for certain applications, there is absolutely no substitute for a fax machine. Similar to a line from a movie that said, “there’s no substitute for a Porsche”. Yes, I agree with you that Ronald Reagan was the greatest president ever. A role model for all to follow! He, like the Personnel Department, is as relevant today as the day it was born. I look forward to reading your treatise on concept clustering and semantic enablement in recruitment along with practical examples, but alas, I suspect that will require time travel into the future…..if only Marty hadn’t wrecked that car! Since you have called into question my dubious claim as having made this post on a website of mine (different from my current website, and BTW, you can have more than one website), I must go ahead and confess that my Masters and Bachelor’s degrees in Electrical Engineering were from a mail order house. The masters cost $25 and the bachelors was $15 which I thought was a rip-off. My master’s thesis was regarding stabilizing the Saturn V rocket in the first 40 seconds of flight which I just outright copied from the back of a Marvel comic book. I also came up with the name of a fictitious university, Auburn University, and even claimed I was a member of Tau Beta PI which means you graduated in the top fifth of your class in an engineering curriculum in which only one out of five who enter graduate.…; Added by John A. Childs, MSEE, BSEE, CIR at 1:26pm on March 13, 2014

Blog Post: Is good recruiting about experience, expertise or talent?: One thing that many years in the recruitment industry has taught me, is that actually in the big scheme of things we know comparatively little. Yes of course we know our industry, our marketplace and…; Added by Andy Headworth at 9:37am on August 19, 2009

Blog Post: Tech Hiring Is Slowing Down: Added by Ninh Tran at 1:08am on May 7, 2016

Blog Post: Happy Holidays, and 2009-What about the Economy? Social Networking? Recruiting to a new level? 'Tis the Season to Be Grateful: I will remember 2009. I will remember how Twitter made a new platform Recruiters now use as a means to find talent, I will remember how Linkedin…; Added by Mike Rasmussen at 3:54am on December 2, 2009

Blog Post: Changing Career Paths?: People lately have been asking me if now is a good time to change career paths. Well actually they have been telling me they think it’s a good time to do that. I don’t…; Added by Jeff LeFevre at 2:29pm on December 13, 2010

Blog Post: Your Complete Guide to Hiring an Accountant: The advantages of enrolling the administrations of productive and expert accountants are endless. Regardless of whether it is acquiring charge investment funds or…; Added by Sophia Smith at 4:42am on November 19, 2021

Blog Post: Keep Home Offices Secure in the Era of COVID-19