The Recruiting Animal

@ChaddBalbi -- LINKEDIN: 

I provide in-house consultation and implementation services to companies to improve: time to fill a position, position fill rates, quality of hired talent and turnover rate.

Focus: emerging growth, middle-market, and venture-backed companies (along with the Fortune 1000).

@ALEX_MOYLE - LINKEDIN: 

ALEX leverages 19 years industry experience to provide sales, business development and leadership training to the recruitment industry. 

Areas of training:

- Creating B2B sales growth plans

- Building high value relationships with current and target clients. 

- Value proposition & negotiation, helping sales professionals stand out from the crowd.

- Sales management techniques (motivation, time management) for fee earning / billing managers

- Coaching & Performance management for managers

Nurtureit -- provides a single place to store the whole fee pipeline. It is super easy to use and update.

@JOBSBYDRE -- LINKEDIN: 

I am a big-time people person and have worked in IT for more than 10 years.

A few years ago, I had the opportunity to combine my love for people with my knowledge of IT by transitioning into IT recruiting.

I’m like eHarmony for Infrastructure Application Development teams. 

I really enjoy meeting new people, developing an understanding of their needs, then finding them their “perfect match.” 

Fun Facts:

- I served in the Army (Reserves)

- Won a certificate in 8th grade for asking the most questions.

- I’ve worked in cool places i.e The Pentagon & Capitol Hill

- I am kind of big (6’4 200+)

- I’ve performed stand-up comedy multiple times. 

- I’ve been night club security for high profile venues.

My career has allowed me to live in some of my favorite cities: DC, Vegas and, now, Miami. 

Specialties:

Contract, Contract-to-hire, Temp Project, Permanent Placement and Exec Search

Development: Java, C, C++, .NET, C#, Python, PHP, JavaScript, OOP, LAMP/MEAN, Ruby, Swift. Mobile, Objective C, R, Visual Basic, PL/SQL

Infrastructure: Network and Systems Engineers/Admins, Help Desk, Desktop Engineers, Microsoft SCCM & SharePoint Engineers/Admins, Cisco, CCNA, CCNP, CCIE, Exchange, VoIP, Virtualization/Cloud, VMWare, VMWare ESXi, Amazon AWS EC2, Citrix XenApp and Citrix Xen Desktop, DevOps, Project Mgrs, 

Front-End Development: HTML5, CSS3, JQuery, JavaScript, Angular.JS, Knockout.JS, React.JS, Node.JS, Bootstrap, UI/UX, Web Dev

Big Data: ETL, BI/Business Intelligence, Data Warehousing, DBA, Data Analyst

Executives: CIO, CTO, CISO, IT Directors

@TEDBAUER2003 -- LINKEDIN: 

I write (freelance, ghostwriting, copywriting) and edit for a variety of clients in multiple industries. (Mostly smaller and solopreneur, although some enterprise here and there.) My goal is to help you understand what content you need, the voice it should be in, and how to distribute it. Basically I want to help you solve problems and ensure you're not pumping more generic drivel into the digital noise void. Sound good? Message me.

@PoulterKen -- LINKEDIN: 

Identifying & Delivering High Quality Talent, you want to hire, driving your organization to a higher level of performance and ROI.

HIT Healthcare IT, HIMS Healthcare Information Systems, Big Data Analytics, BI, ETL, Data Scientist, SalesForce.com SFDC,BI, Linux / Unix Systems Engineers, Mobile Apps , eCommerce, SEO / SEM, Social Media Marketing, Web Development, Microsoft Technology Stack)

Information Systems/Information Technology

HIMS / HIT (Epic, etc.) & HIPPA Compliance / Regulatory / Audit

Engineering (Electrical, Mechanical, Welding, Metallurgy, Design, Science, Research) 

Finance 

Technology Sales

Sales "Rainmakers" Hunter's

Provider of Interim C- Suite (CIO,CEO,CTO etc.,) Directors

"Interim executives include experienced C-levels, Presidents, General Managers and Vice Presidents driving all major corporate functions"

@BillyMcDiarmid -- LINKEDIN: 

I'm a RecTech, HRTech and sourcing specialist. I help employers build talent pipelines.

My specialisms include:-

• Sourcing strategies

• Implementing demand generation campaigns

• Advanced boolean and x-ray searching.

• Talent mapping / pooling. 

• Social Media for recruitment / talent acquisition.

I'm a speaker and guest blogger, and contribute to recruitment communities. 

Give me a call - 07764 754 129 - or email [email protected].

@Hamilton_Iain --  LINKEDIN: 

Do you spend all your time reviewing agency CV's and searching social media trying to attract prequalified candidates? 

Recruitment has really spiraled out of control lately. It's time to go back to the basics. To attract a steady flow of prequalified candidates, you only have to focus two things: 

1. Have a talent pipeline.

2. Build a talent funnel. 

Do that and you will attract a steady flow of prequalified candidates towards your business and avoid agency fees.

Contact Me If You Want To Create A Continual Flow Of Qualified Candidates Towards Your Business -  [email protected]

@Shally -- LINKEDIN: 

I build enterprise recruiting engines for Fortune 500 brands to help them find unfindable talent.

I partner with the people most vital to your company’s success, the Recruiters and Sourcers responsible for hiring so your company can survive and thrive.

From the most experienced to ones new to the job, what we do makes Recruiters and Sourcers better.

When you partner with me your recruitment teams achieve their hiring goals through learning the most efficient and advanced techniques in the industry.

The results are an improved reputation in the talent marketplace, reduction in recruiting costs, increase in speed to hire, and more productive hiring teams.

Since 1996 I have pioneered Talent Sourcing. Some know me as the creator of the original Sourcing Cheatsheet, the one that started it all and launched the sourcing industry.

Others know me through thousands of presentations worldwide or because I wrote the industry defining textbook The Talent Sourcing and Recruiting Handbook (ISBN 978-1928734796). All you have to do is read any of the 100+ recommendations below and you’ll see why I’m the most sought out expert in this field.

We are successful because we begin with an objective evaluation. Our proprietary assessment removes all guesswork and provides a diagnostic that pinpoints areas of opportunity for both teams and individuals. We then meet and present the results along with a set of solutions that may include education, advisory services and sourcing support.

READY TO TALK? Call us at +1 (888) 804-7950 or visit thesourcinginstitute.com

@MikeRADP -- LINKEDIN --

You must depend on yourself and your own inner vision to meet your goals. This has defined me my entire career - results. Whether on a team achieving results or on projects I owned.

Personal Fact - Myers Briggs Personality type ENFP

ATTENTION Staffing Agency Recruiters. I typically DO NOT fill my roles through agencies. 

Mike is a Sr. Talent Acquisition Business Partner. He is passionate about Human Capital Management.

Mike has a personal approach to staffing, combining a professional personal touch, with a client service focused white glove VIP experience to every interaction.

@AndrewGadomski - LINKEDIN - Aspen Advisors

I started Aspen in 2006 because I thought too many recruiting departments were

1. wasting time and money on tools they didn't understand, 

2. using training that was taught once and forgotten, and

3. engaging vendors who could not prove their service value. 

There did not seem to be a company that large organizations could turn to in order to drive waste out and improvement in - whether at high volumes or for specialization. I thought why not toss up a shingle...

I set out to build a firm that used real evidence and proof to for decision making rather than hot bloated consultant speak.

My desire was to work with leaders who would check ego and improve recruiting without excuses.

Needless to say I was broke for a while. Ego checking is not exactly a LinkedIn registered skill.