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Who's Who in High Tech Recruiting Guidebook Winter 2014

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Who's Who in High Tech Recruiting guidebook showcases the latest tools and technical recruiters servicing the high tech sectors. Whether you are looking to hire a search firm or acquire the right sourcing tools for your recruiting project, you'll find them here! Articles included in this edition: P.6 Find Almost Anybody's Email Address With Linkedin P.9 The Five Websites All Tech Recruiters Need to Know About P.12 Somebody resigned. Don't be a fool. Stay cool. P.14 How The CIA Keeps Employees Happy P.17 Employment Branding for Passive Candidates P.20 Effective Recruiting Steps 1 to 4 P.25 How Hubspot's First VP of Engineering Hired Their First 40 Technical Hires P.31 Top 10 Pitfalls in Managing in Employment Contracts as You Go Global P.35 Broaden Your MBA Talent Search
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Page 1: Who's Who in High Tech Recruiting Guidebook Winter 2014
Page 2: Who's Who in High Tech Recruiting Guidebook Winter 2014

2

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Page 3: Who's Who in High Tech Recruiting Guidebook Winter 2014

3

FEATURED ARTICLES

Find Almost Anybody’s Email Address With

#LinkedIn by Irina Shamavea ……………….6

The Five Websites All Tech Recruiters Need

to Know About by Gild………………………..9

Somebody resigned. Don’t be a fool. Stay

cool by Greg Savage…………………….…..12

How The CIA Keeps Employees Happy by

J.C. Carleson…………………………………...14

Employment Branding for Passive Candi-

dates by John Sumser………………………...17

Effective Recruiting by Marilyn Manzi

Step 1: Meeting with the hiring manager...20

Step 2: Creating a sourcing matrix ……......21

Step 3: Creating an email template ….......22

Step 4: Phone Screen ……………………......23

How HubSpot’s First VP of Engineering Hired

Their First 40 Technical Hires by Entelo……..25

Top 10 Pitfalls in Managing in Employment

Contracts as You Go Global by Ute

Krudewagen……………………………………31

Broaden Your MBA Talent Search………….35

FEATURED RECRUITERS

LaBine & Associates…………………………….36

GDI Infotech……………………………………..37

Hatstand Ltd……..….…………………………..38

Kismet Staffing…….…………………………….39

Michael Page US.....………………………...….40

Talent Avenue……………...……………………41

GreeneSearch……………..…………………....42

Randstad US...……...……………………………43

Goldstrike!.......…………………………………...44

Southeast TAX Connection…………………...45

Devon Wright……………………………………46

Recruiter Listings by Industry………..……...…47

WIN THIS BOOK! We are giving away Work Like A Spy (Business

Tips from a Former CIA Officer) to one lucky

reader. This is a book every manager should

read. To enter the drawing send us an email

with your name, title and company name to

[email protected].

TABLE OF CONTENTS

IMPORTANT NOTE: The Who’s Who in High Tech Recruiting Guidebook is produced by enetRecruiter, LLC. enetRecruiter is a service plat-

form built to better connect hiring companies to essential HR & Recruiting tools and resources. All the resources and individuals featured

in the guidebook are for general reference. enetRecruiter does not guaranty or warrant the accuracy, completeness of the information

contained in this guidebook, or the qualifications, competence of the individuals and companies featured. Certain information con-

tained in this guidebook is subject to change. Be sure to confirm with featured companies regarding their service offerings and pricing.

Additionally, the authors of featured articles may have paid a fee to be included in this guidebook and featured recruiters includes

both members as well as non-members on enetRecruiter.com.

Copyright © 2014 enetRecruiter, LLC. All rights reserved. No portion of this guidebook may be reproduced without written permission

from enetRecruiter, LLC. Contact us at [email protected] or visit our site at www.enetrecruiter.com.

Page 6: Who's Who in High Tech Recruiting Guidebook Winter 2014

6

Many of you have read through the post Find (Almost) Anybody’s Email Address by Rob

Ousbey and use his technique. Rob has developed a Google Doc email permutator bit.ly/

name2email to create a list of potential correct email addresses of a person. Rob suggests

that after populating the list with the possible email addresses we use http://

rapportive.com to verify which one is correct.

For those who may need more than an occasional email guesswork: Here is how to do the

same verification faster and, in some cases, more reliably, using #LinkedIn. The technique

below is a variation of my 2010 post, that worked beautifully for almost four years, but is no

longer working for those of us who got the new LinkedIn Contacts.

The technique below is good for some other sourcing hacks besides the address guessing.

Have a name and a company name?

Step 1. Use the famous bit.ly/name2email tool to generate a list of possible email address-

es.

Step 2. Use this file: Outlook-Export-Format (download the csv file). Paste the list of emails

from the Step 1 into the “email” column.

Example. Suppose we want to find the correct address for Siobhan Neilland who works at

Amazon. The Outlook-formatted file, which is the result of the steps 1 and 2, will look like this:

Find Almost Anybody’s Email Address with #LinkedIn By Irina Shamaeva, Partner and Chief Sourcer at Brain Gain Recruiting

| Recruiting & Sourcing |

Page 7: Who's Who in High Tech Recruiting Guidebook Winter 2014

7

Step 3. On the Contacts Settings Page on LinkedIn select the “Outlook contacts import” op-

tion to import the saved file.

This is it!

Here is what you will see in this particular example in the Contacts’ MS Outlook-imported

section, found among the “Sources”. The person number two on the list is the one.

So here is the result: we

have identified the email

of the person in question. If

you look at her profile, you

will see this email listed

now “for us personally” in

the “Contact Info” section

of the profile. (Finding her

correct email wasn’t such

a hard task in this specific

case, since she also lists

the email address publicly

on the profile.)

As a “side effect” in this

case we have found one

more real person who is

using another one of the

generated email address-

es.

Apparently, the rest of the

email addresses do not

point to any LinkedIn

members.

Now… if you are looking to verify the correct email addresses of several people, you can

do this in only one “step 2/step 3″ action for all of them, just by pasting the emails in ques-

tion to the end of the outlook export file’s “email” column. The file will get extra rows but will

continue working just fine. You can accomplish all of the guesswork about many people in

one shot.

Find Almost Anybody’s Email Address with #LinkedIn By Irina Shamaeva, Partner and Chief Sourcer at Brain Gain Recruiting

| Recruiting & Sourcing |

Page 8: Who's Who in High Tech Recruiting Guidebook Winter 2014

8

Further Applications of the “Hack”

Here is a variation of quickly solving another sourcing task, using the import function as de-

scribed above.

You could use the technique in the steps 2-3 for a different sourcing task: verifying that for a

given list of employees at a specific company everyone has email addresses following a

specific pattern. In this scenario you may start with auto-creating a list of Emails instead of

the email permutator.

There’s another thing or two that can be done with this… later.

If the target professional population you are working with is typically registered on LinkedIn,

then this method of locating their correct email address may find more up-to-date results

than Rapportive. This is because Rapportive crawls social profiles and is “behind” compared

with straight checking with LinkedIn, as I have explained in this post. In any event it’s quick

and is worth trying.

For those people who are not on LinkedIn but are on another network such as Google+,

Rapportive may work better; the two approaches can be combined, of course.

Please keep an eye on this blog for other methods to be described, soon. ■

Irina Shamaeva is a recognized leader in Sourcing, Social Recruiting, and Internet

Research. She is Partner and Chief Sourcer at Brain Gain Recruiting, an executive search

firm with the focus on placing software development and management consulting can-

didates nationwide. In addition to sourcing for her agency, Irina takes on Sourcing /

Name Generation/Internet Research projects across numerous industries and geogra-

phies – which she loves doing!

Find Almost Anybody’s Email Address with #LinkedIn By Irina Shamaeva, Partner and Chief Sourcer at Brain Gain Recruiting

| Recruiting & Sourcing |

Learn to Source Like a Pro Sign Up for the People Sourcing

Certification Program Designed and regularly updated by industry leader Irina Shamaeva, taught by a team of Master

Sourcers, the Program stands out in the content quality and the practical value it provides.

Teams from many large corporations have raised their productivity by attending the sourcing

classes we provide. Visit us at http://sourcingcertification.com

Page 9: Who's Who in High Tech Recruiting Guidebook Winter 2014

9

The Five Websites All Tech Recruiters

Need to Know About By Gild

| Recruiting & Sourcing |

Hunting for developers to hire is time consuming and rather difficult, if you don’t know

where to look.

Normally, when recruiting, you might start your search on LinkedIn. But the problem is devel-

opers don’t use it regularly. With tight hiring deadlines and low developer activity on a go-to

professional network, one question comes to mind: where are the developers?

In this article, we’ll cover five websites that developers are actively participating on, but you

may not know exist.

FIVE WEBSITES TECH RECRUITERS NEED TO KNOW

Data Science Central

Data Science Central is a community website that was built for - you guessed it - data sci-

entists. This is a rich resource that covers every spectrum of data science - from analytics to

visualization.

Why recruiters should pay attention to this website:

As the amount of data created on the web increases, it’s important to have people that

can examine this data and turn it into useful information.

By keeping tabs on Data Science Central, not only will you have a better understanding of

data science topics, you’ll improve the way you communicate with this profession.

TopCoder

TopCoder, owned by Appirio, is a website where professional designers, developers, and

data scientists work on problems for fun and rewards.

Why recruiters should pay attention to this website:

TopCoder differentiates itself from other websites for tech talent by weaving in gamification.

With the ability to solve real problems, tech talent can showcase their abilities. And as a re-

cruiter, this is exactly what you want to see.

SitePoint

Sitepoint is a content platform where professionals in all areas of web development write

helpful articles.

Page 10: Who's Who in High Tech Recruiting Guidebook Winter 2014

10

Why recruiters should pay attention to this website:

Sitepoint allows anyone in web development to write for the website. This serves as a great

platform for developers to share their expertise and help others succeed.

You can use Sitepoint the same way you would use a site like Stack Overflow. If you’re look-

ing for a developer that specializes in Ruby, you can view the Ruby topic on Sitepoint and

get an idea of who’s knowledgeable.

XDA-Developers

Searching for developer talent that specializes in mobile technology? With over 5 million

registered users, XDA-Developers is a community and resource dedicated to mobile tech.

Why recruiters should pay attention to this website:

The mobile revolution is here and because of it developers that specialize in mobile tech-

nology are in high demand. With a large user base, XDA-Developers is a great website you

can use to start your search and keep your finger on the pulse of the mobile world.

Geeklist

Geeklist is a social network built for developers and anyone interested in technology.

Why recruiters should pay attention to this website:

For tech talent, Geeklist can potentially be a better place to spend your time than LinkedIn.

With the ability to share links, communicate with users who share similar interests, and follow

specific technical topics, Geeklist is a network developers want to be part of.

As a tech recruiter, you need to go where your target candidates hangout. This social net-

work is one to keep on your radar.

THIS IS THE TIP OF THE ICEBERG

We covered five websites in this article, but the reality is new niche websites are popping up

every day.

| Recruiting & Sourcing |

The Five Websites All Tech Recruiters

Need to Know About By Gild

Page 11: Who's Who in High Tech Recruiting Guidebook Winter 2014

11

If you’re going to succeed as a tech recruiter, you need to know where tech talent is par-

ticipating. It doesn’t matter if a social network has millions of users or hundreds. If your target

candidates aren’t active there, you’re wasting your time. Find out where your target candi-

dates hang out and go there. Your next developer hire may be out there just waiting to be

discovered. ■

Gild is changing the way everyone — from startups to Fortune 1000 organizations — finds

and evaluates technical talent. Gild scours the web for developers, using predictive tech-

nology to automatically evaluate their abilities. That means you not only find candidates —

you know who can get the job done. Backed by proprietary data analysis that examines

developers’ actual work, Gild’s tech hiring software is used by growing companies to find

the developers they need to innovate. Founded in 2011, Gild is headquartered in San Fran-

cisco and has offices in Salt Lake City and Milan.

| Recruiting & Sourcing |

The Five Websites All Tech Recruiters

Need to Know About By Gild

Page 12: Who's Who in High Tech Recruiting Guidebook Winter 2014

12

A while ago I wrote what proved to be a popular blog about how to resign with grace.

But what about the manager who gets a resignation? How should they behave?

Sad to say, the commercial world is rife with mind-blowing tales of how badly bosses react

when an employee resigns.

In the recruitment industry we all know of cases of petty, vindictive and childish behaviour

when an employee resigns, especially to go to a competitor.

I wrote before that the way you exit a company defines you in some way, and can hurt or

help you in the future. The same goes for the receiver of the resignation.

I appreciate better than most that the emotions that flood you when an employee resigns

unexpectedly can cloud your judgment. You are angry, feel betrayed, scared of the reper-

cussions perhaps.

But retaining your dignity and acting with grace is the best way.

Keep calm. This is hardest thing to do sometimes, I know. Retain your cool. Avoid saying

threatening things. “I will get you for this”. Avoid saying emotive things. “After all I have

done for you, you repay me with this?” You look foolish at best, and you inevitably inflame

the situation. Mostly, if you behave like this it gives the departing employee all the ammuni-

tion they need to neglect their remaining obligations to you and the company. So, you lose.

Understand the reasons. This is hard. The employee has prepared their ‘spiel’. They have fi-

nessed how they portray the reasons. Often it’s designed to diffuse the situation, and is not

the real reason at all. Sometimes it’s an outright lie. You need to dig and explore, calmly

and rationally, why this person wants to leave. Maybe the situation can be saved, if that is

what you want. Maybe you can learn something about your own business that could save

future resignations.

Don’t make an impulsive counter-offer. You face losing a key person. You throw more mon-

ey at them. There and then. Never a good look. Often regretted. First explore the reasons.

Dig and discuss. A restructured package or evolved role may be an answer. But that comes

later, in another discussion, if at all.

Don’t boot them out the door. This happens all the time. It makes no sense. If the person is

going to take data or secure relationships for their future job, trust me, they have done that

already! The damage is already done. So now you need to act in your best interests. And

your best interest may be to keep them right where they are while you put a few things in

place to mitigate the damage. It might be just for a week, or a few days. But don’t kick

them out the door in a knee-jerk display of pique. Be cool. Be smart. Suppress the emotion

Somebody resigned. Don’t be a fool. Stay Cool. By Greg Savage

| Employment |

Page 13: Who's Who in High Tech Recruiting Guidebook Winter 2014

13

and the impulse. Play to the commercial imperative.

Don’t be petty. “Well, you can stop using the company car park from today then!” You look

like a jerk. Be bigger than that.

Thank them. Yes, I know you are hugely pissed off. But this person worked for you. And if

they are still there, we presume you valued their input. Thank them. It can do no harm, and

usually helps a lot.

Pay them what they are owed. Your choice, but shortchanging someone at this point inevi-

tably leads to bitterness and often costly repercussions. And your remaining staff will hear of

it and your reputation will be damaged.

One door closes, another opens. If I only had a dollar for the times I have felt, and others

have told me “We were devastated when she resigned, but in fact it’s been for the best.

We never realized how destructive she was in the team, and things are much better now

and other people have stepped up…” A resignation may be a negative, but it’s also an op-

portunity. Look for that opportunity. Who can you promote? What team structure can you

now change for the better?

Keep the door open. My attitude to this is simple. If the person leaves on a sour note. Lies, is

destructive, does not stick to their notice obligations, or coasts through that period, they are

history to me as far as future employment goes. If, on the other hand they resign for sound

reasons of their own, give appropriate notice, help with handover, maintain the right atti-

tude, the last thing I say to them is this. “I wish you well, and if the circumstances are right for

both of us, the door may well be open here in the future”. I probably re-hired 25 people

over the years. And they just about all worked out, because now they know the grass is not

greener on the other side.

The way you handle stressful and challenging situations defines you as a leader. It adds to,

or detracts from, your internal credibility too.

I know it’s easy for me to give this advice, and in truth there are many times I have not be-

haved like this myself. But I learned. I got better. I handled things differently over time.

And I was much happier, and more effective as a leader, for it. ■

Greg was the founder of leading recruitment companies Firebrand Talent

Search, People2People and Recruitment Solutions. He is an established global

leader of the recruitment industry and a regular keynote speaker worldwide.

Greg provides specialized advice for Recruitment, Professional Services & Social

Media companies. Check out Greg’s blog here http://gregsavage.com.au/.

Somebody resigned. Don’t be a fool. Stay Cool. By Greg Savage

| Employment |

Page 14: Who's Who in High Tech Recruiting Guidebook Winter 2014

14

You may think an organization with dangerous working conditions, mind-blowing stress, and

thankless assignments would have trouble with retention. You would be wrong. Here's why

top secret agents stick around.

Obviously, the CIA is not a perfect place, and the job isn’t for every-

one. As with any job, there are pros and cons to the undercover

profession. The bureaucracy can be maddening, advancement

can be slow, and there are plenty of incompetent jerks, just like in

any large organization.

Yet the clandestine service manages to retain many officers whose

skills, education, and experiences would allow them to pursue their

choice of opportunities in the outside world. In fact, the retention

rate in the clandestine service compares very favorably to the pri-

vate sector. So why do the employees stay?

A big part of the reason for the impressive retention is because of

the CIA’s mission. Case officers believe in what they do, and they

like making a difference in the world. The travel opportunities, the glamour of the job, and

the excitement also keep people around. But while these factors are not fully replicable in

the corporate world, the CIA also utilizes a number of organizational strategies that can cer-

tainly be duplicated by private employers to keep talented and in-demand employees

happy and productive.

The following organizational structures and strategies used by the CIA are listed not only be-

cause they appeal to high-performing individuals, but because they also contribute to high-

performance for organizations:

1. Encourage frequent rotation. CIA officers change assignments frequently. My own assign-

ments have lasted everywhere from 60-day stints in war zones with minimal infrastructure to

almost three years in a more stable position. Perhaps more important, each of my assign-

ments was drastically different from the last. For a self-confessed job-hopper such as me, this

was very appealing. There was little opportunity to get bored and ample opportunity to

learn.

High performers hate stagnant environments. Small companies in particular, though, fre-

quently face headroom limitations that make upward mobility difficult. A company with on-

ly six employees simply can’t justify promoting to the management ranks everyone who

shows potential; to do so would result in a top-heavy, unproductive organization. However,

allowing talented employees to move between departments, functions, and locations

breeds a multidimensional workforce, and also helps to circulate knowledge and talent

throughout your organization. It also keeps things interesting for your employees, who might

How the CIA Keeps Employees Happy By J.C. Carleson

| Employment |

Page 15: Who's Who in High Tech Recruiting Guidebook Winter 2014

15

otherwise begin to feel stuck. The next item is related:

2. Be a résumé builder. Ironically, the best employers are often those who make it the easi-

est to find work elsewhere. That’s because the top employers provide the best training op-

portunities, the most challenging assignments, the most capable mentors, and the most di-

verse experiences. The better and the more challenging the job, the better it makes as an

entry on a résumé.

It’s hard to beat “Clandestine Service Officer, Central Intelligence Agency” for an eyebrow-

raising résumé entry. By becoming an employer recognizable in your own right for the quali-

ty and talent of your workforce, though, you become more attractive not only to the top

candidates, but also to your customers and clients.

3. Match the person, not the title, to the task. After I finished my year of training to become a

clandestine service officer, I reported for my first day of work expecting not much more

than instructions on where to find my desk and introductions to my new colleagues. I was

stunned, then, when the first words out of my new boss’ mouth were, “Did you pass your fire-

arms training?” I had--in fact, I had done surprisingly well for someone who doesn’t like guns

--but I couldn’t imagine why she was asking. It turns out that she wanted me to head to Af-

ghanistan. As soon as possible. It was not the first day on the job that I had anticipated, but

this was shortly after 9/11, so I quickly agreed to go.

If you are serious about attracting the top talent in your industry, you can’t afford to let your

employees languish in unchallenging positions. Too often, employers recruit bright and tal-

ented individuals, but then hesitate to give them any real responsibility until they are more

“seasoned” or more senior in the organization. In the meantime, the talented recruits are

bored out their minds and likely to spend their ample free time surfing the Internet for a bet-

ter job.

I’m not advocating that employers put untested new hires in situations where a beginner’s

mistake could be costly for the organization. I do, however, believe that employees’ skills

and abilities--not their seniority or job title--should determine who is best qualified for the

highest-stakes assignments.

When the CIA identifies a high-profile target, careful attention is given to selecting the right

officer for the job. Consideration is given to language, nationality, personality, gender, age,

and area of expertise. It does not always make sense for a 55-year-old English-speaking

white male electrical engineer from Wisconsin to try to recruit a twenty something female

hijab-wearing Middle Eastern student who speaks only Arabic, for example--even if the 55-

year-old is a highly skilled senior officer.

Human resource practices within the CIA are substantially different from those within a pri-

How the CIA Keeps Employees Happy By J.C. Carleson

| Employment |

Page 16: Who's Who in High Tech Recruiting Guidebook Winter 2014

16

vate organization. Because of the nature of the work and the requirement for top-secret se-

curity clearances, clandestine careers can be far more intrusive and emotionally involved

than a typical nine-to-five job. Moreover, CIA officers are in demand from private-sector

employers, and--yes-- sometimes even from foreign governments that are just as eager as

we are to establish penetrations of their rival intelligence services. All the more reason, then,

for the CIA to employ an organizational and personnel structure that facilitates critical work

while simultaneously motivating and monitoring employee performance.

Whether or not national security depends upon your organization’s success, your workforce

can benefit from some of the CIA’s recruiting and organizational strategies. Whether you

are hiring a CEO or a fry cook, you should have confidence that your selection process is

fair, accurate, and effective. And once you have built an organization, you should put in

place a structure that maximizes performance and attracts and retains top talent. ■

Excerpted from Work Like a Spy: Business Tips from a Former CIA Officer.

Published by Portfolio/Penguin. Copyright J.C. Carleson, 2013.

J.C. Carleson is a former undercover CIA officer and corporate strategy consultant.

She spent nine years conducting clandestine operations around the globe before

trading the real world of espionage for writing about espionage.

How the CIA Keeps Employees Happy By J.C. Carleson

| Employment |

Page 17: Who's Who in High Tech Recruiting Guidebook Winter 2014

17

Originally published two years ago, the meat of this post remains newsworthy. All of the fal-

deral surrounding employment branding is focused on active candidates. There is a deeper

and more important conversation to be had about reaching passive candidates.

These are the people who are working and have no idea that your company exists.

The candidate universe has six major components:

Active (looking right now, shipping resumes)

Researching (Starting to look, no applications)

On Alert (willing to take a job if the right opportunity presents itself)

Less Than Happily Employed (unsatisfied but not looking)

Happily Employed (not looking)

Disenfranchised (gave up looking)

Communicating the story behind your employment brand is done differently by segment.

You might ask yourself whether you ever want to reach some of those segments. That’s a

local decision. But, there are some you definitely want to reach who won’t know about

your work with the other segments.

Particularly in shortage environments, being known to people who currently aren’t in the

market is really important. Having them think of you once they decide to enter the market is

where you want to be.

I like what NetTemps used to say:

“While some think passive candidates include all qualified individuals who are not

currently looking for a job, this is a wishful (almost delusional) way of looking at

things. A passive candidate is someone who is not looking for a job, but would be

open to taking one if the right opportunity came along. People who are happily

employed and not open to taking a new job are not candidates for employ-

ment, passive or otherwise-and you will have to wait until they have a very bad

day at work before you can consider them a legitimate prospect.”

Here’s the conventional wisdom about “passive candidates”.

Passive candidates are defined as candidates who are satisfied with their current posi-

tion and are accomplishing great things. (Association for Automatic Identification and

Mobility)

Passive candidates are not actively looking for a new position. They are satisfied in their

current position. The best search firms are typically experts at engaging passive candi-

dates in a 1:1 approach. (The Passive Candidate Mindset)

Employment Branding for Passive Candidates By John Sumser, HR Examiner.com

| Employment |

Page 18: Who's Who in High Tech Recruiting Guidebook Winter 2014

18

Employment Branding for Passive Candidates By John Sumser, HR Examiner.com

You can’t recruit and hire passive candidates using the same workflow nor the same re-

cruiters used for active candidates. (Lou Adler, ERE)

A passive candidate is a candidate who is not actively applying to open requisitions and

who is employed. (Lindsey Gurian)

Passive candidates don’t need a ‘job’, they already have one. Passive candidates need

to be offered opportunities which will allow them to change the trajectory of their ca-

reer. This raises the bar and makes employer branding more important than ever be-

fore. (Welcome to the Talent Economy by Daniel Shapero)

How to Be a Successful Passive Candidate: Constant Networking (Debra Feldman, the

JobWhiz)

Sadly, the vast majority of applicants do not possess the skills you are looking for. They’re

not even close. You see, the truly qualified individuals are busy working in their fields of

expertise and will never see your ad. We call those people “passive candidates.” (Miller-

Abrahamson)

It’s simpler, really.

Some of the experienced people who are already working in the industry don’t get jobs by

sending out applications. The most important thing about ‘passive candidates’ isn’t that

they are passive, it’s that they are qualified. When they want the next job, they network

around the industry. When you want them to work for you before they’re ready to move,

you network to them.

There are no new entrants to the market who are experienced. As obvious as that is, it gets

left out of the conversation all the time. People who are new apply for jobs one way. Peo-

ple who are experienced do it differently. People who are really happy in their work don’t

do it.

If I am new to the business, I need your website to tell me about your cultural values, the

good works you do, the heroic journey of your CEO and the visionary view that drives your

work. If I am experienced, I learn about you at trade shows and from the woman two cubi-

cles over who used to work for you.

So, what is Employment Branding for seasoned professionals?

Well, it isn’t glossy and full of advertising-speak.

The employment branding task, when reaching out to experienced workers, is complicated

territory that hasn’t been fully defined just yet. Here are some things to think about.

| Employment |

Page 19: Who's Who in High Tech Recruiting Guidebook Winter 2014

19

Employment Branding for Passive Candidates By John Sumser, HR Examiner.com

1. Communicating the company’s reputation in a way that is consonant with the market’s

view. This is harder if the company has a bad reputation or is going through a rough

patch. Attempts to repair a bad reputation have to be gradual and part of a long

range plan. On the other hand, if the company has a stellar marketplace persona, re-

cruiting gets accelerated. It’s easier to recruit experienced workers to Facebook than HP

right now.

2. Understanding the company’s reputation requires constant market monitoring. Experi-

enced people post reviews on Glassdoor. Inexperienced people read them. Experi-

enced people don’t need to; they are plugged into the industry grapevine.

3. The more an industry relies on contractors and consultants (say Entertainment, Publishing,

Banking, Healthcare), the more these itinerant workers control the company’s reputation

in the marketplace. Managing the contractors’ perception of the company is the last

thing on most supervisors’ minds. They’re the first people that experienced folks talk to

about what it’s like over there.

4. Even if you have a crummy reputation, people will come to work for you if you offer

them skills, money or big opportunities that they don’t currently have. Armed Forces are

particularly good at this.

5. The important things about a company’s reputation vary. Everyone knows that Great Big

Consulting Company X is a sweatshop. The insiders also know that 10 years of working for

them enables you to write your own ticket.

Experienced employees in your own company are the foundation of great employment

branding in the industry. Figuring out how to collect and interpret their view of the firm is the

first step. The Glassdoor data tells you what they are saying. That’s where you start. ■

John Sumser is the founder, principal author and editor-in-chief of the HRExamin-

er Online Magazine. John explores the people, technology, ideas and careers of

senior leaders in Human Resources and Human Capital. John is the also principal

of Two Color Hat where he routinely advises Human Resources, Recruiting De-

partments and Talent Management teams with product analysis, market

segmentation, positioning, strategy and branding guidance.

| Employment |

Page 20: Who's Who in High Tech Recruiting Guidebook Winter 2014

20

Effective Recruiting Step 1:

Meeting with the hiring manager By Marilyn Manzi, SF Workplace Examiner

The first meeting with the hiring manager is fundamental. Asking the right questions will give

you the information needed to create a matrix for sourcing. In preparation for the face-to-

face with the hiring manager, read the job description thoroughly. Make connections

about how the requirements play a role into the primary responsibilities.

For example, you have been given the assignment to fill a Project Manager role. A general

project manager requires attention to detail, strong interpersonal skills, and the ability to

hold others accountable without being hostile. A strong understanding of the foundation of

a project manager will allow you to ask “branch questions.” Meaning, there is the founda-

tion/trunk that grounds all general job descriptions; learning how this Project Manager job

differs from another Project Manager job is by asking branch questions.

During your informational interview with a hiring manager, you would begin describing gen-

eral foundation skills of a Project Manager role: For example, I understand that this person

will be putting together material for employees to meet milestones and ensure success

through strong interpersonal skills; however, it is unclear to me which departments this em-

ployee will be engaging with in this role. The hiring manager may respond like this: We are

seeking a Project Manager that has experience coding for front-end; has the ability to

speak technical terms with the engineering team, design, product management, and high

level executives.

Utilize open-ended questions to keep the conversation fluid, such as: “If you were to hire

someone today for this role, what would success look like 3 months from now?” Once you

have gathered as much information as possible in 15-30 minutes, it is highly recommended

to implement a reflection process immediately after speaking with the hiring manager.

Post It Exercise: Take out Post-It notes and write 1-3 words on each note. The words will be

derived notes taken with hiring manager; categorize these Post-Its. For example, you have

“2-3 years experience,” “retail experience,” “digital background,” “graduated with a de-

gree in Computer Science” on 4 separate Post-It notes. To simplify the details, create two

categories including: “2-3 years experience in digital retail” & “Computer Science or related

degree” This will be two of your “must haves” as you create a matrix for sourcing.

In sum, it is important to ask the right questions and have a lot of details to categorize, sim-

plify, and include in your matrix. Streamlining information will give you control and compre-

hension of what the hiring manager is looking for on a clear and concise level.

Marilyn Dyan Manzi, MA, is the Talent Acquisition Manager @ Westfield Labs & a regis-

tered Marriage and Family Therapist intern with the Board of Behavioral Sciences. In her

specialty as a Recruiter, she applies her learned skills as a psychotherapist to her practice

in observing employee behavior, creating a sourcing matrix, phone screening, in person

interviewing, onboarding, and understanding what retains employees.

| Recruiting & Sourcing |

Page 21: Who's Who in High Tech Recruiting Guidebook Winter 2014

21

Effective Recruiting Step 2:

Creating a sourcing matrix By Marilyn Manzi, SF Workplace Examiner

The role of a Talent Acquisition Manager at a startup can become overwhelming if you do

not utilize reflection for samples of your populated results. It is important to try different

methods of sourcing to obtain desired outcomes.

The sourcing matrix is crucial for targeting your desired audience, measuring your data, and

keeping a record for future opportunities.

Please refer to “Step 1” of the recruiting process before moving onto the following infor-

mation.

Gather your “must haves” from the Post-It exercise results from "Step 1" and list horizontally

across row 2 on an Excel spreadsheet; refer to picture attached for visual description. No-

tice, each column includes separate boxes that are complementary components of your

matrix for sourcing potential candidates.

Preferred sourcing platform: LinkedIn Recruiter

In LinkedIn Recruiter, there is an advanced search option to utilize Boolean search method.

Input your manual matrix located on your Excel spreadsheet (use quotations for exact re-

sults):

· “investment banking” AND “market analysis” AND “business development” AND excel

AND (methodical OR analytical OR systematic). *I excluded “SF Bay Area” and “Ivy League

University” because LinkedIn offers a checkbox for refining these two components.

· Run search=populated results based on your created matrix; great job for making it to this

level; you are well on your way!

Once you reach your results, you can refine the process. Select both “SF Bay Area” and Ivy

League graduates by checking the desired list of schools. Sort through and ensure your re-

sults meet your requirements.

In sum, learning how to source efficiently comes with refinement; if your matrix is not provid-

ing you with effective results: step back and reflect on each component; is there anything I

can do to make this more clear or concise?

Once you have your list of potential candidates, your goal is to achieve at least a 20% re-

sponse rate.

Step 3, we will learn how to create an email template encompassing human emotion VS.

spam.

| Recruiting & Sourcing |

Page 22: Who's Who in High Tech Recruiting Guidebook Winter 2014

22

Effective Recruiting Step 3:

Creating an email template By Marilyn Manzi, SF Workplace Examiner

Software Engineers, Visual Designers, and UX Designers are in high demand. Hooking a can-

didate that is contacted multiple times a week requires communication that grabs their at-

tention. Create an email template that is general enough and allows you to manipulate a

couple of sentences in order to tailor it to your recipient. Personalizing your message will

give you a much higher ROI.

Include personal information that is specific enough to hook the candidate. For example,

choosing a book: You will more than likely purchase a book by reading the back cover, the

first few pages, or someone you trust refers you the book.

Your potential candidates will buy your message if you raise their interest level high enough

to respond. The introduction sentence should entail something like this: “I am struck by your

education in x and how it plays into your career now. It may not have much correlation or a

lot and curious to understand through your shoes is probably difficult to comprehend via

LinkedIn research.”

After you have hooked the candidate’s interest level, transition into your idea of how you

believe they could be a fit for the role. For example, “It appears that you have the ability to

create harmony in your work environment based on having experience as a manager.”

At this point, you have hooked the candidate and opened their mind to the idea of the po-

sition you are about to pitch. Before describing the position, introduce the culture of the

company. For example, “I thought of you because x company is a great place to work be-

cause the team is x.

The next goal is to relieve the reader of pressure. This will allow the reader to remain open-

minded and spare 15 minutes to speak with you. For example, “I am not trying to sell you on

this job or be pushy. I just thought of you for this role and can be more strategic in what you

are truly seeking in a position, if any. You may be happy where you are and cheers if that is

the case. If you are thinking about a change of environment, please read the job descrip-

tion here:”

In sum, one way to create a successful email template includes a personal hook, a real ex-

ample of how the candidate's experience matches the position you are pitching, descrip-

tion of the company, and remaining neutral in your closing paragraph.

| Recruiting & Sourcing |

Page 23: Who's Who in High Tech Recruiting Guidebook Winter 2014

23

Effective Recruiting Step 4:

Phone Screen By Marilyn Manzi, SF Workplace Examiner

The hook email, caught the attention of a passive candidate. Your created “hook” email is

important because it is the first attempt at opening a door to this candidate’s interest level.

The hook email template will serve both rapport building and time efficiency, if emailed,

thoughtfully.

You have met with the hiring manager, created a matrix for sourcing, an email template

with plug in spaces, have your applicant tracking system in place, and you are ready for

screening these candidates on the phone. Double-check the background of your hooked

candidate; is the candidate qualified according to your sourcing matrix? Ask yourself what

is unclear while comparing their background to the matrix before scheduling a phone

screen.

Creating questions that are tailored to the candidate is essential for a successful phone

screen. Your questions should be 50% qualifying within the matrix and the other 50%, behav-

ior related. Placing candidates in front of hiring managers represents you; surprise the hiring

manager with your ability to match complementing personalities.

To hold the interest of the candidate during the phone screen, ask questions about the

candidate's career passions, initially. Utilize the art of open-ended questions; asking “yes” or

“no” questions sets you up for limited information. Body language is a key element to under-

standing a candidate's truth to what they are saying; however, over the phone you want to

pay attention to voice tone. For example, does the candidate have a flat affect when talk-

ing about their current responsibilities? If you notice their voice become more passionate

discussing certain responsibilities, focus on those when you are selling the position. If you

have the candidate's needs understood, you can frame the position into an appealing per-

spective.

Your introductory questions will entail gathering information related to their career vision.

Reflect back what you heard from the candidate to allow the words to be heard and un-

derstood; this is how the candidate will begin to relax and be more authentic with you. Af-

ter your reflective listening skills paid off, provide a summary of the company’s vision and

highlight what would be appealing to the candidate's goals. Ensure that the candidate un-

derstands the information you have relayed by asking how they understand the vision;

again, reflective listening is key. If the candidate practices reflective listening, this is a strong

interpersonal skill; you want candidates that have this ability.

During the phone screen, be sure to confirm the following: 1) Authorized to work in the Unit-

ed States. 2) Double check your matrix; does this candidate meet each “must have?” 3)

Candidate’s availability for a phone interview; document at least 3 different time/day op-

tions.

| Recruiting & Sourcing |

Page 24: Who's Who in High Tech Recruiting Guidebook Winter 2014

24

Effective Recruiting Step 4:

Phone Screen By Marilyn Manzi, SF Workplace Examiner

Set aside a window of time each day to complete phone screens including a 5 minute

break to take fresh notes for each candidate. The habit of a scheduled window allows you

to analyze how many phone screens you are completing within a consistent time frame. ■

| Recruiting & Sourcing |

Reach over 5,000 HR &

Recruiting Professionals!

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our next 2015 edition of

Who’s Who in High Tech Recruiting Guidebook

For more information, please contact us

at [email protected].

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and connect with high tech recruiting professionals.

Page 25: Who's Who in High Tech Recruiting Guidebook Winter 2014

25

How HubSpot’s First VP of Engineering Made Their

First 40 Technical Hires By Entelo.com

The following is an exclusive interview with Yoav Shapira, HubSpot's 1st VP of Engineering.

Entelo sat down with their former Vice President of Engineering to learn his tactics for hiring

and scaling a talented tech team — all from the ground up.

Between 2007-2012, Shapira was a core member of HubSpot’s management team, serving

as vice president of the engineering and the platform strategy teams. He arrived to Hub-

Spot only a year after the company was founded, and led the hiring initiatives to build a ro-

bust department of engineers, product managers, and designers.

By the time he left the company in 2012, HubSpot’s product and engineering team had

grown at an exponential rate. In its early stages, HubSpot boasted a grand total of 10 em-

ployees. These days, the company that spearheaded inbound marketing SaaS under the

same name, is made up of over 500 team members.

Despite working with underqualified recruiters and their sub-par candidate recs, Shapira

customized HubSpot’s tech hiring using one key rule to not only filter out bad candidates,

but also less-than-stellar tech recruiters.

Entelo: You hired employees 4-40 for the HubSpot tech team, which included designers,

product managers, and engineers. What were some differences between how you ap-

proached hiring employees for the product and engineering teams?

Yoav: With product, we were lucky that we had these other groups like the IMCs, consult-

ants, account managers, because we had these people who were forced to learn our

methodology and our points from the beginning and they had at least a few months of get-

ting to know our customers and their goals, their complaints and their pains, which made

them really good candidate PMs.

What we had to screen for was wattage, organization skills, being detail-oriented, and

communication skills with engineers, whereas if you had to go to the outside world, you sort

of have to look for a bunch of different things. A lot of those were pretty filtered for us.

I also hired QA (quality assurance)/test engineers. We tried slotting them into teams, then

investing more in test automation and creating a team for that. The latter worked much

better than the former. Manual QA is a thing of the past.

| Recruiting & Sourcing |

Page 26: Who's Who in High Tech Recruiting Guidebook Winter 2014

26

How HubSpot’s First VP of Engineering Made Their

First 40 Technical Hires By Entelo.com

Where did you find most of the engineers you’d bring in for interviews?

Referrals. At that point, the team I was supervising, that referrals worked best. This started

when we had 15 or 20 people who were at least a couple of years in.

We went from the Paul English playbook, where every couple months to three months, I

called people on the team and I said, “Who’s the best person you’ve ever worked with

who you haven’t referred yet?” and I would follow up with those candidates.

At that point, we could also afford to fly people in for interviews, which we couldn’t afford

at first and if it came down to it, we could also afford to relocate them. We switched from a

mix that was mostly recruiters, to probably 75% referrals, and some recruiters were always in

the mix.

There was a big evolution. We didn’t have big network, so we hired a lot of contingency re-

cruiters. At first, we turned to these recruiters because they sent us that candidate. Then we

put in place the “three strikes and you’re out” rule. If a recruiter sent us three candidates

that we didn’t hire, we stopped the relationship. And they knew this upfront. I’d tell recruit-

ers what we were looking for, and then gave them feedback on what was good and what

was bad about every candidate.

Then you ended up with two contingency recruiters who were great at their jobs. What’d

you like about them?

These recruiters either owned or co-owned the firm that they worked with, and weren’t just

normal employees of a big staffing agency. There was an incentive in being more relation-

ship-oriented, less transactional, and more responsive to our feedback.

You’ll tell a lot of recruiters that you’re looking for a specific engineer candidate. They’ll pre-

tend they understand, and send you someone completely different. So you tell them,

“Nope. This was not the person I was looking for,” and send you someone very similar the

next day. Importantly, I spent the time giving them careful, detailed feedback on each

candidate, good and bad. Well beyond just a cursory "nope." If I spend the time giving the

feedback (not to mention interviewing the candidate in the first place), they best well listen.

Those guys make money on a contingency basis because if they don’t make successful re-

ferrals, they don’t make any money. In-house recruiters tend to be mediocre.

| Recruiting & Sourcing |

Page 27: Who's Who in High Tech Recruiting Guidebook Winter 2014

27

How HubSpot’s First VP of Engineering Made Their

First 40 Technical Hires By Entelo.com

With that said, when companies get bigger, they hire in-house recruiters, because they think

they need to have someone dedicated to this and they need recruiters to coordinate and

process candidates. Shortly after I left, HubSpot hired at least one in-house recruiter. Now I

think they have multiple full-time in-house recruiters. Engineers still do most of the interview-

ing, but recruiters coordinate the whole process. We never did that while I was there.

We tried recruiting on general job boards, then moved on to more category-specific ones

like Stack Overflow, 37Signals (now Basecamp), Joel on Software, and Authentic Jobs.

There was a lot of noise, bad candidates, unqualified people, and some of them came

from agencies.

Then we did a lot of stuff around Craigslist and LinkedIn. We split-tested a lot of ad copy

with short and long job descriptions that were heavy on ninjas and rock stars and tried out

more traditional copy, too. Those had mixed results.

These job boards, contingency recruiters — no matter what, when you had someone’s info

put in front of you, what info was given to you upfront and was it actually valuable? Do peo-

ple just give you a resume, and you had to do research on them?

Yup, I usually got a resume by default. I would go through sites like Google, LinkedIn,

GitHub, or Open Source to find out what I could about the candidate.

What was the standard operating procedure to find a developer? Would you go to GitHub,

Stack Overflow, or were there some sites better than others?

I love it when a candidate has their own website. My site is a one-page static site that links

to everything, but I’d love for them to have a domain. It’s okay if it’s white labeled, but hav-

ing a domain is a good sign.

Recruiters can recognize a digital native when they have their own domain. I’d look for that

in their emails, too. If they had [email protected] on their resume, it’s better than john-

[email protected]. I don’t care where it goes to behind the scenes, but good candidates

demonstrate they’re digital natives.

I do look for a LinkedIn profile, that’s pretty standard. But these days and even then, which

was maybe three to five years ago, I was okay if a candidate didn’t have a great LinkedIn

profile. LinkedIn is not what it used to be. Everyone is gravitating towards social media sites,

like Facebook, and there's less separation between personal and professional.

| Recruiting & Sourcing |

Page 28: Who's Who in High Tech Recruiting Guidebook Winter 2014

28

How HubSpot’s First VP of Engineering Made Their

First 40 Technical Hires By Entelo.com

I look at GitHub, Apache, Mozilla, and other open source contributions anywhere I can find

them. I’ve never really looked at Google+, but if they have that, that’s okay, too. If they

have code, I look at the code itself. I want them to, at least, have some sort of online pro-

file, personal website, or portfolio. That’s huge.

One issue we’ve heard people run into is they’ll see people have large presences on

GitHub, and they have a lot of commits to open source repositories, but when we bring

them into interview, they’re not actually good at writing code. Is there a quick way to audit

someone’s coding chops?

I might have only seen that happen only once or twice, so it’s pretty rare when it happens,

but it does happen.

At HubSpot, the first interviewing round, even if you had a lot of open source, included a

coding challenge that any candidate could do remotely. We also screened for factors

like cultural fit and a candidate's interest in the company's mission.

We’d do the coding challenge with a shared Google Doc — one person writes code and

the other person can see it. We also used similar tools like FizzBuzz and see[Mike]code,

which anyone should be able to test with whether or not they have open source contribu-

tions before they come into the office.

And by the way, every single time we skipped that test because someone was really senior,

we almost always regretted it. Good candidates crush that test, and they don’t mind it.

How would that change if you were looking for a product level or a design person. For a de-

signer, would you look at their visual portfolio and that’s it?

With a designer, it’s a little more subjective. You look at their visual portfolio if they have

one, and you hope you like it. Even if I don’t like it, I still try to understand how they got their

design, which you can do again with Google Docs or over the phone.

You could both look at the portfolio at the same time, pick one of their projects and ask,

“Tell me how this came about.” Hopefully they can explain an evolution that shows they

took into account users’ needs, did some market research, looked at comparables, and

ended up with something. If they have something that’s well-rationalized and well-

supported, even if I don’t like it visually, at least that makes sense, and that’s good.

| Recruiting & Sourcing |

Page 29: Who's Who in High Tech Recruiting Guidebook Winter 2014

29

How HubSpot’s First VP of Engineering Made Their

First 40 Technical Hires By Entelo.com

With product candidates, it’s actually similar, but a little more abstract. On their resume, you

look for an achievement and hope they can explain how they got there. I’d say, “Oh you

increased this feature from this adoption to that adoption. Tell me how that came about.

Tell me how you prioritized your road map." Stuff like that. But the initial screening stage is

harder with product people than it is with developers.

For product people, especially a good referral from someone who says, “Hey, I worked with

this person. They’re smart, worked hard, worked fast,” we’ll bring them in to interview them

in-person because it’s hard to do a quick, efficient screening over the phone.

Did diversity hiring among the engineering and product teams ever come up in manage-

ment meetings?

Yes, not in every single management meeting, but it came up when we were recruiting and

looking at our pipeline. We were actively thinking, “How do we find more minority candi-

dates?” We never actually solved that nugget that well, but we always wanted to. I would

love to find more qualified minority candidates. All the research is there that shows that di-

versity on the team is great for a company. Diversity hiring came up regularly, and we never

had a good solution.

What are a couple of things you tried that didn’t work very well?

We sponsored a Python for Women workshop at our office, which brought a bunch of wom-

en to learn how to code. It seemed like a good idea, but they were too beginner. They may

have been at a better level maybe two or three years down the road.

We also told our recruiters, obviously, we’d love to have more minority candidates. That did-

n’t help much. I don’t think we tried to tweak our job board ad copy to target minorities.

That could’ve been interesting. It’s hard to do it in a legal way, but we never really tried.

What do you think disconnect was?

There weren’t a lot of great examples of things you could do to find more candidates. There

wasn’t even evidence that the candidates were there. It’s not like there was a place we

knew of that had 50% of the team who were women. Otherwise, I would’ve tried to reach

out and ask them, “How did you make that happen?” But we didn’t know of any such

place, a comparable or company that was really good.

| Recruiting & Sourcing |

Page 30: Who's Who in High Tech Recruiting Guidebook Winter 2014

30

How HubSpot’s First VP of Engineering Made Their

First 40 Technical Hires By Entelo.com

Let’s say you could go back and talk to the HubSpot management team on recruiting on

your first day. Advice?

Invest more in co-op programs. We did a little bit of the Northeastern co-ops, and I

would’ve done more. You get them for about six months, not just three, and that’s enough

time to shape and mold them, and that’s a big difference. I’m sure Northeastern may be

relatively unique, and I’m sure that’s not the only school that has co-ops programs.

Find other co-ops nationwide and really recruit hard at those places, as opposed to just MIT

or Harvard or whatever. Find schools that have co-ops, grab as many smart cohorts as you

can, and teach them for about six months. Your goal should be to hire them as full-time em-

ployees. That’ll fill all your entry-level, junior-level recruiting needs potentially forever with

scalable approach.

One piece of advice for recruiters trying to place folks on engineering teams?

Learn how to code just so you can do the screening more efficiently. And, like everyone

says, quality over quantity is true at all levels, even college recruiting. If you talk to executive

recruiters, like really high end — “Help-me-find-the-CFO” sort of recruiters — those guys

know it’s quality over quantity.

I don’t know why the people who are recruiting at the junior or mid-levels think that it’s a

volume business. It’s not. If you give me one awesome perfect candidate that I’m likely to

hire every three months for a year, I would love you, Mr. Recruiter, and keep paying you

and be happy about it. But they try to scam me with all these people for entry-level jobs,

and that sucks. I want you to actually do the filtering and funneling for me in an efficient

way.

Yoav Shapira is currently the Vice President of Product Management at Jana, a mobile

tech platform founded in 2009 with global customers, including Microsoft, Google, Unilever,

P&G, Johnson & Johnson, Nestlé, Danone, and General Mills.

Thanks, Yoav, for the insight! As he mentioned, recruiters' referral networks are one of the

best sources for finding top candidates. ■

Entelo gives companies a competitive advantage in building great teams. The Entelo plat-

form leverages big data, predictive analytics and social signals to help recruiting organiza-

tions find, qualify and engage with in-demand talent. To learn how leading companies like

ESPN, Facebook, GE, and Salesforce are building their teams using Entelo, visit

www.entelo.com

| Recruiting & Sourcing |

Page 31: Who's Who in High Tech Recruiting Guidebook Winter 2014

31

The CEO of an emerging growth company called me a while ago, a bit shocked after hav-

ing seen the employment contracts that had just been issued to a couple of new hires in

Hong Kong. “How could they be longer than mine!? Are you sure that is the approach we

should take as we expand our operations?”

This CEO, like many US executives, employment lawyers and HR representatives, is accus-

tomed to one- or two-page US-style at-will offer letters. But in many jurisdictions around the

world,. detailed employment agreements are not only customary and best practices, but

are simply required. In fact, as foreign companies expand into the US, we see the reverse

phenomenon – foreign companies rolling out foreign-style employment agreements to US-

based regular employees, thus losing the benefits of the unique concept of at-will employ-

ment in the US.

Against this background, here are ten important pitfalls to be aware of as you develop your

global employment documentation:

1. You don’t use a contract. Outside the United States, your employees will expect a con-

tract – and might sue if they don’t get one! Written employment agreements are best prac-

tices and they can incorporate crucial terms such as probationary periods, termination

grounds, or working time provisions. In fact, many jurisdictions require written employment

agreements. In China, for instance, a company that fails to issue a written employment

agreement within one month of the commencement date will be subject to double wage

claims. In the European Union, under Directive 91/533/EEC, an employer is required to in-

form its employees of all relevant terms of the employment relationship within two months of

commencement of employment; commonly, this information is provided in the employ-

ment agreement. Several EU member states have more stringent requirements.

2. You fail to protect your company by including probationary periods and proper termina-

tion provisions. Given the lack of at-will employment, probationary periods are crucial out-

side the United States. Each country has different rules on the maximum duration of a pro-

bationary period, whether renewals are permissible, etc. (e.g., Germany permits a six-month

probationary period, China six months for open-term contracts, but only one month for fixed

-term contracts of less than one year, and two months for contracts longer than one

year). If you include a probationary period, make sure to make any termination decisions

before expiration of the probationary period. In various jurisdictions, termination provisions

are crucial as well. While they may not always give a company full protection (since ulti-

mately, it is statutory restrictions that determine in which instances terminations are permissi-

ble), they often give a company at least a good starting point to enforce a termination

(e.g., in case of violation of company policies such as a code of conduct).

3. You don’t think strategically when it comes to employment contracts. One size does not

|Employment|

Top 10 Pitfalls in Managing Employment Contracts

as You Go Global By Ute Krudewagen, Partner at DLA Piper

Page 32: Who's Who in High Tech Recruiting Guidebook Winter 2014

32

fit all. Before you embark on drafting employment agreements for your international opera-

tions, think through the strategy you want to use. The most common approach is to pre-

pare a local-law-compliant employment agreement in line with best practices and the

standard approach of the specific jurisdiction where you hire. Some companies feel strong-

ly about global consistency, though, and would rather create a “global” template that

would only be localized as necessary under local laws. One hybrid approach is to agree on

company-specific clauses (such as references to specific global policies and commission

plan or bonus language – keeping in mind that internationally, once granted, variable

compensation is hard to take away or amend) to include in any agreement globally, while

otherwise working off local templates.

Also consider the interrelationship between your contract and policies. In some jurisdictions,

it is advisable to incorporate relevant handbook policies in the contract (e.g., in the UK you

need to mention disciplinary and grievance procedures). Having policies incorporated

(e.g., data protection) can also often protect the company if claims are brought to show

the employee was aware of procedures. Finally, do not forget data privacy considera-

tions. Consider, for instance, whether you need consent to the transfer of personal data in

the employment agreement, or a standalone data privacy notice.

4. You don’t properly address assignment of intellectual property. Keeping your intellectual

property safe starts from day one. Have you considered how to address IP assignment? If

there is a standard proprietary information and inventions assignment agreement (PIIA) you

want to use, this must be localized under local laws. Sometimes, specific policies and pro-

cedures are required. In China, for instance, absent company rules on payments made for

employee-created patents, a company will end up paying an amount determined under

statutory rules. In Russia, trade secrets must be specifically outlined in a company trade se-

crets regime or those trade secrets will not enjoy protection.

5. You use the wrong employing entity. Make sure your employees (and the government

and courts) know who’s the boss. A common mistake is to print the employment agreement

on the parent company’s letterhead, or to include the parent company as employer of

record in the contract. This is only accurate where that company in fact acts as the em-

ploying entity (which is not feasible in some jurisdictions, like Brazil, Mexico or Russia). Where

you have set up an international structure of local subsidiaries, these should be expressly in-

dicated to be the employing entity, or you risk joint employer liability and permanent estab-

lishment exposure of the employing entity, thus obliterating all the tax planning the compa-

ny has done. One exception to this rule: if stock option grants are made in a parent com-

pany, that company should be issuing the stock award documentation.

6. You use the wrong template. Which template to use is not determined by the employing

entity, but by the jurisdiction in which the employee performs his or her services. While most

|Employment|

Top 10 Pitfalls in Managing Employment Contracts

as You Go Global By Ute Krudewagen, Partner at DLA Piper

Page 33: Who's Who in High Tech Recruiting Guidebook Winter 2014

33

jurisdiction recognize the principle of choice of applicable law, this is usually overridden by

considerations of public policy, and employees are almost always deemed protected (for

example, see Article 8 of the Rome Convention). Accordingly, an employee in France

should receive a French law-governed employment agreement, even if the employee

works for a UK employing entity. Otherwise, the employee could enjoy the best of both

worlds (in this example, UK contractual rules, plus French statutory rules).

Also, templates for specific individuals or situations should be used where appropriate, such

as fixed-term employment agreements (where permissible), managing director or entrust-

ment agreements (e.g., in Germany or Japan for certain individuals in corporate roles), or agree-ments with specific working time provisions depending upon level of the employee.

7. You fail to translate your contract. No surprise, but employees should be able to under-

stand their agreement or it will not be enforced against

them. It is always fascinating when employees who used to be

fluent in English during their entire employment relationship

seem to have lost their ability to communicate in that lan-

guage when it comes to bringing a termination lawsuit. In-

deed, many jurisdictions (such as Belgium, France or Poland)

require employment agreements to be in the local language,

even for an employee fluent in a foreign language. Absent

that, the agreement will not be enforceable (at least not

against the employee).

8. You insert unenforceable non-compete provisions. You

may think US state-to-state rules are confusing, but it gets much more interesting abroad.

Rules on post-termination restrictive covenants vary significantly from jurisdiction to jurisdic-

tion, with many following a general reasonableness approach (as in Australia, the United

Arab Emirates or the UK), others prohibiting them outright (e.g., India, Mexico and Russia)

and yet another set of jurisdictions requiring specific payouts for post-termination non-

competes (e.g., China, France and Germany). If you include such provisions in your em-

ployment agreement or PIIA, ensure that you understand the legal requirements. For in-

stance, in Germany, once included, a post-termination non-compete can only be terminat-

ed with a one-year advance waiver, or the company will end up paying the mandatory 50

percent post-termination non-compete compensation even if it has no desire in enforcing

the provision.

|Employment|

Top 10 Pitfalls in Managing Employment Contracts

as You Go Global By Ute Krudewagen, Partner at DLA Piper

Page 34: Who's Who in High Tech Recruiting Guidebook Winter 2014

34

9. You don’t issue your contract on time. Often, some delay is not a big deal, but there are

jurisdictions (most often in the common law context) in which a valid contract is predicated

not only on offer and acceptance, but also payment of a consideration, and these actions

must happen within the proper timeframe. For example, if an employee in Canada receives

his or her employment agreement after having commenced employment, then that em-

ployee will not be technically bound by the agreement, since no additional consideration

was provided for the contractual restrictions set out in the contract. Ongoing employment

is not sufficient.

10. You let your contracts become stale. Last but not least, keep in mind that laws change,

as do your company’s practices. Implement a process to regularly review your template

agreements and make sure they still provide you the best protection possible. ■

Ute Krudewagen is a partner in DLA Piper's global employment group. She handle issues around the

world wherever her clients have a global workforce, including in Asia Pacific, Europe, the Americas,

and the Middle East. She clients range from start-up companies just "going global" to established mul-

tinational companies with a large and varied global workforce in industries such as IT, fashion/retail,

oil/gas, manufacturing, etc. You can find Ute’s blog on global employment and labor law at

www.internationalemploymentlawyer.com.

|Employment|

Top 10 Pitfalls in Managing Employment Contracts

as You Go Global By Ute Krudewagen, Partner at DLA Piper

Page 35: Who's Who in High Tech Recruiting Guidebook Winter 2014

35

Are you finding yourself in an MBA recruitment comfort zone?

Skilled MBA candidates can be found at every graduate business school, regardless of size,

rank and location. Many employers limit their recruitment efforts by singling out schools in

their “backyard”, focusing on a small number of top ranked business schools, sticking to old

habits, or simply recruiting from the alma maters of their senior executives year-after-year.

As recruiters look to find the leadership candidate "needle in the recruitment haystack," a

diversified search can help them discover high potential candidate sets they would have

otherwise missed.

Any graduate business school student is ahead of the game, going above and beyond in

pursuit of higher education in preparation for the future. Value isn’t always defined by a

“top five” reputation. Take a lesson from some of the most well-known names in business:

McKinsey and Amazon.

McKinsey, the world renowned consulting firm, is always on the lookout for exceptional can-

didates worldwide. Brian Rolfes, Director of Global Recruiting, explains that “there is no

McKinsey ‘type,’ (…) Our culture is defined by the diversity of our people and the strength

of our values.”

Seeking “people who thrive in a fast-changing environment”, Amazon recruits talent from a

wide range of locations. According to CNN Money, last year the tech firm hosted over 170

interns from more than two dozen business schools.

By strategically sourcing talent from a larger pool of candidates online, virtual recruitment

allows companies to explore MBA talent across the board. Instead of narrowing a search by

school or location, recruiters can use a global search to discover valuable candidates

based off of their experiences, skills, preferences, group involvement, etc. Whether a job re-

quires a Mandarin speaking consultant with a marketing background, or a French speaking

financial advisor from the west coast, the comprehensive MBA Focus database and its ad-

vanced search capabilities will help you extend your reach to business leaders from more

than 75 leading graduate business schools around the world. ■

|Recruiting & Sourcing|

Broaden Your MBA Talent Search By MBA Focus

Page 36: Who's Who in High Tech Recruiting Guidebook Winter 2014

36

LaBine & Associates Specialize in IT and Sales

San Mateo, CA

Laura LaBine is a Recruiting Specialist based in the San Francisco Bay Area,

bringing over ten years of experience in the staffing/recruiting industry. Her

company helps small and medium size businesses grow, working closely with

them to find a solution that best matches their needs.

LaBine believes in delivering high touch customer service with a commitment

to excellence. With a team of recruiters at her side, LaBine remains hands on

at performing expert-level sourcing of top talent through the Internet, cold

calls, writing and placing ads, networking, and employee referrals to find de-

sired prospects with the negotiation and people skills to retain such individuals.

We Specialize In The Following: Industries Start ups, Small Businesses, Service Companies, Manufacturing Companies.

Function IT, Sales, Operations, Web, Marketing and Administrative roles.

General Service Area North America, CA

Laura LaBine, Chief Talent Officer

http://www.LaBineAndAssociates.com

1-650- 577-5954

[email protected]

|Featured Recruiter|

Page 37: Who's Who in High Tech Recruiting Guidebook Winter 2014

37

GDI Infotech IT Consulting and Staffing

Ann Arbor, MI

GDI Infotech offers IT Solutions for Information Management and Information Technology

Consulting Services. GDI uses the innovative InfoReady Platform to offer information discov-

ery and collaboration solutions to bring people and critical information together for valua-

ble results. GDI's flexible delivery models include onsite staffing, offsite project services, and

offshore development. While GDI has adapted and changed with the introduction of new

technological demands, our commitment to customer service and value-added delivera-

bles has never faltered.

We Specialize In The Following: Industries Technology Industries

Function Information Technology

General Service Area North America, MI

Cory Cooper, PHR

www.gdii.com

1-734-477-6900

[email protected]

|Featured Recruiter|

Page 38: Who's Who in High Tech Recruiting Guidebook Winter 2014

38

Hatstand Ltd. Financial IT Consultancy

New York, NY

Hatstand is a global IT consultancy that works within investment banking focusing on trading

systems, connectivity, data management and regulatory change; with offices in London,

Geneva, New York, Hong Kong and Singapore.

• Full life-cycle staffing from sourcing through offer negotiation for front-office

IT consulting roles in the investment banking industry

• Partnered with external hiring managers to assess staffing needs

and define requirements for open positions

• Quickly adapted to US market and competitive investment banking industry

We Specialize In The Following: Industries Financial Markets

Function Financial IT

General Service Area North America, NY

Bram Spiessens, Resourcing & Selection Executive

www.hatstand.com

1-212-918-4568

[email protected]

|Featured Recruiter|

Page 39: Who's Who in High Tech Recruiting Guidebook Winter 2014

39

Kismet Staffing Recruiting for Technology Companies

Portland, OR

Recruiting for technology companies nationwide. Experienced in locating specialized talent

for technical, scientific and executive positions. Particular expertise in the scientific technol-

ogies industries: Battery, Power, Semiconductors, Precision Engineering, Chemical, Biotech,

Solar.

I've happily placed candidates in roles such as: Senior Software/Controls Engineers, Assem-

bly Technicians, Senior Mechanical Engineers, Power Device Engineer, Lithium-Ion Battery

Engineer, Senior Electro-Mechanical Engineer, Principal Mechanical Engineer (Plasma), Prin-

cipal Solar Process Engineer, Senior Systems Engineer, Director of Engineering, Staff Process

Engineer (CMOS), Ion Implant Scientist, and Director Systems Design.

We Specialize In The Following: Industries Semiconductor, Mechanical, Industrial Engineering, Consumer Electronics,

Nanotechnology, Renewable Energy, Manufacturing, Professional Services

Function Engineering, Technical Roles

General Service Area North America, OR

Molly Eaton, Owner/Principal Recruiter

www.kismetstaffing.com

1-971-207-5572

[email protected]

|Featured Recruiter|

Page 40: Who's Who in High Tech Recruiting Guidebook Winter 2014

40

Michael Page Nick Powell, Executive Director

Contingent and Retained Recruitment

San Francisco, Bay Area, CA

Michael Page is one of the world's leading professional recruitment consultancies, specializing in the place-

ment of candidates in permanent, contract, temporary and interim positions with clients all over the world

and has grown by organic expansion rather than through mergers or acquisitions. Established as a specialist

recruiter in 1976, PageGroup has expanded rapidly over the past 36 years and now has 155 global offices in

36 countries.

While size has its advantages, it doesn't define us - the nature of our organic growth means that each new of-

fice is integrated into the region that it serves. It also means that as an employer looking to hire, or as a candi-

date aiming to grow your career you have the best of both worlds; a team that understands the market and

geography you operate in, plus the resources and expertise of an international network at your disposal.

PageGroup’s strategy remains consistent: organic growth by region and discipline, focusing on growth mar-

kets, development of home-grown management expertise and a structure that champions our own talent.

Our San Francisco office opened in 2011, serving Michael Page’s growing client base and bridges the gap in

demand for professional recruitment solutions in the Western United States.

We Specialize In The Following: Industries Technology & Financial Sectors

Function Sales & Marketing, Accounting & Finance, Engineering

General Service Area North America, CA

Nick Powell, Executive Director

www.michaelpage.com

1-415-926-7401

[email protected]

|Featured Recruiter|

Page 41: Who's Who in High Tech Recruiting Guidebook Winter 2014

41

Talent Avenue Creative Talent Staffing

San Francisco, Bay Area, CA

This isn’t some stuffy, corporate recruiting firm. Talent Avenue leads to great jobs. And, it’s

the shortcut to finding great talent.

We meet face-to-face with all talent. UI, UX, art directors, copywriters, producers/project

managers, graphic designers, design directors, creative directors, account managers, smart

thinkers and great presenters. From junior, mid, senior and awesome, etc. , we know good

people at every level.

Our staff has experience at Communication Arts, Venables Bell & Partners, Butler Shine Stern

& Partners, Yelp and many other creative shops and booming startups. We will help you find

Freelance, Freelance to Fulltime, Direct Hire and Internships.

We Specialize In The Following: Industries Advertising, Marketing, Creative & Production, Interactive/Entertainment

Function Creative roles such as Art Director, Design Director, Graphics Designer, Production

Artist, Production Director, Web Designer, Web Developer, Ad Account Director,

Marketing Manager, Public Relations Manager

General Service Area North America, CA

Jessica Cizek, Account Manager

www.talentavenue.com

1-415-814-2770

[email protected]

|Featured Recruiter|

Page 42: Who's Who in High Tech Recruiting Guidebook Winter 2014

42

GreeneSearch, Inc. Specialize in Engineering and

Product Manager Roles

San Mateo, CA

Founded in 2004, we provide the level of professionalism, industry experience and career

guidance technology professionals should expect when seeking a new opportunity.

GreeneSearch works directly with leading venture capital firms to help build their technical

teams for premier and emerging enterprise software, online consumer, mobile and gaming

companies.

We have a combined 40 years of technology industry experience in engineering, marketing

and business development, which gives us first-hand knowledge of the technology market.

We Specialize In The Following: Industries Information Technology, Computer Software, Software Development

Function Information Technology, Engineering, Product Management

General Service Area North America, CA

Rob Greene, CEO

www.greenesearch.com

1-650-817-5300

[email protected]

|Featured Recruiter|

Page 43: Who's Who in High Tech Recruiting Guidebook Winter 2014

43

Randstad USA Joseph Sciscione, Technical Recruiter

Greater New York City Area, NJ

For more than 25 years, Randstad Technologies has been connecting companies around

the world to customized technology solutions that meet and surpass objectives. We com-

bine our deep industry expertise with our broad range of full-service capabilities - recruit-

ment, consulting, projects, outsourcing - to deliver the right fit to our clients and candidates.

From recruitment to technology solutions aimed at protecting and maximizing the value of

technology investments, we power our clients' success - and drive our candidates' growth.

Randstad is a $22.0 billion global provider of HR services and the second largest staffing or-

ganization in the world. From temporary staffing to permanent placement to in-house, pro-

fessionals, search & selection, and HR Solutions, Randstad holds top positions around the

world and has approximately 29,300 corporate employees and around 4,500 branches and

in-house locations in 39 countries around the world.

We Specialize In The Following: Industries Information Technology, Finance

Function Business Analysis, Data Management, Project Manager, Software and Application

Developer

General Service Area North America, NJ

Joseph Sciscione, Technical Recruiter

http://technologies.randstadusa.com/

1-732-623-5929

[email protected]

|Featured Recruiter|

Page 44: Who's Who in High Tech Recruiting Guidebook Winter 2014

44

Goldstrike! Ken Reed, Founder

San Francisco Bay Area, CA

Ken Reed founded Goldstrike in 2013, after building two previous successful recruiting firms

that focused on engineering, high-tech and Asia/Pacific. His first firm, TKO Personnel, ran 17

years, through the purchase by NASDAQ-traded Hall Kinion. His second firm, TKO Phoenix,

focused only on overseas recruiting. Goldstrike is a new firm that builds on the successes

and lessons learned over 25 years of recruiting and combines recruiting in North America

and overseas markets.

We Specialize In The Following: Industries The hardware, IT and systems engineers who build the key technologies and devices

that enable today’s ‘internet everywhere’ revolution.

Function Engineers and managers for US SME’ (small to medium enterprises) entering or ex-

panding in Asia/Pacific countries.

General Service Area North America, CA and Asia Pacific

Ken Reed, Founder, Head Prospector

www.goldstrikers.com

1-408-942-0138

[email protected]

|Featured Recruiter|

Page 45: Who's Who in High Tech Recruiting Guidebook Winter 2014

45

Southeast TAX Connection Placing Corporate Tax Professionals

Greater Atlanta Area, GA

Southeast TAX Connection is a professional search firm that specializes exclusively in recruit-

ing and placing tax professionals at corporate tax departments and accounting firms

throughout the Southeast region. From our headquarters in Atlanta, we serve clients in

Georgia, Tennessee, Virginia, the Carolinas, Florida, Alabama, Louisiana and Arkansas.

Our dedicated search consultants source, screen and deliver “Best in Class” tax talent cov-

ering all skill sets, including: federal and state income tax compliance, tax accounting and

provision, international tax and transfer pricing, tax planning and research, mergers and ac-

quisitions, audit and controversy, sales and use tax, property tax, and tax technology. We

serve tax professionals at all career levels, from seniors and managers to directors and vice-

presidents.

We Specialize In The Following: Industries All

Function Tax Professionals

General Service Area North America, GA

Carlton Eaton, Vice President

www.southeasttaxconnection.com

1-678-557-2709

[email protected]

|Featured Recruiter|

Page 46: Who's Who in High Tech Recruiting Guidebook Winter 2014

46

DEVON Wright Direct Hire and Temporary Staffing

New York, NY

DAVON Wright is a full-service, nationwide staffing agency that offers flexible staffing op-

tions. When you have identified a position that is critical to your organizational growth, the

time to fill that position needs to be managed closely. Many businesses are utilizing the ser-

vices of nationwide staffing agencies to gain access to talent and adjust their workforce

based on the ever changing needs of their business. DAVON Wright Recruiting & Staffing

Solutions offers temporary, temp-to-hire and direct placement options which gives you the

access to quickly increase or decrease your workforce as needed.

We Specialize In The Following: Industries All

Function Executive, Legal, Finance, Industrial, Warehouse, Manufacturing

General Service Area North America, NY

William Gray, Director of Talent Acquisition

http://www.davonwright.com

1-888-494-2795

[email protected]

|Featured Recruiter|

Page 47: Who's Who in High Tech Recruiting Guidebook Winter 2014

47

Allah Smith

Recruiter

Houston, TX

Brenda Rose

Executive Recruiter

Danville, CA

Carlton Eaton

VP

Marietta, GA

Danielle Peters

Recruiter

Valencia, CA

Danita Streight

Recruiter

Sugar Land, TX

Dean Teschner

Executive Recruiter

Atlanta, GA

Deirdre Prete

Recruiter

New York, NY

Dora Cerrillos

Partner

Chatsworth, CA

Emily Davey

Recruiter

Akron, OH

Iris Smith

Senior Recruiter

Marietta, GA

Jon Mahoney

Recruitment Manag-

er, Perm Accounting

and Finance

Boston, MA

Julie Trinh

Accounting

San Jose, CA

Kevin Hampton

Executive Search

Consultant

Houston, TX

Kimberly Grant

Sr. Recruiter

Selbyville, DE

Larry Revier

Senior Recruiting

Manager

Golden Valley, MN

Lisa Haynes

Staffing Manager

Denver, CO

Lisa Martin

Recruiter

Phoenix, AZ

Mark Roman

Executive Recruiter

Edison, NJ

Monty Tolbert

Sr. Managing Partner

Pomona, NJ

Sara Strickler

Senior Executive Re-

cruiter

Parsippany, NJ

Shawn Mahoney

assistant vice presi-

dent

new York, NY

Shirley Hou

Recruiter

Dalian, Outside U.S.

Stacey Clark

Branch Manager

Westlake Village, CA

Tamara Burks

Sourcing Manager

Tampa, FL

Tim Bramley

recruiting director

Redondo beach, CA

Tracy Bell

National Recruiter

Plano, TX

Darren Bagnall

Recruiter

San Francisco, CA

Denise Marshall

Sales Manager

La Palma, CO

Eric Meine

Senior Recruiter

San Diego, CA

Jamie Lee

HR Director

San Francisco, CA

Jennifer Rosky

Senior Executive Re-

cruiter

Los Angeles, CA

Kara Folsom

Senior Recruiter/

Account Manager

Cranston, RI

Larry Schofield

Recruiter

Idaho Falls, ID

Larry Spivey

Managing Director

Charlotte, NC

Martin Igbinogun

Technical manage-

ment

Oakland, CA

Roni Zapin

Analytics Recruiter

New York, NY

Rosenda Teta

Recruiter

Los Angeles, CA

Traci Hughes

Founder, President

Austin, TX

Anita Singh

Recruitment

Specialist

Bothel, WA

Annette Wise

Sr. Recruiter

Little Rock, AR

Brett Harwood

CEO

Portland, OR

Chip Cameron

Global Technology

Specialist

Orlando, FL

Diana Ratsavong

Recruiter

Philadelphia, PA

Eric Edwards

Founding Partner

Vail, AZ

Ian Weinstock

Recruiter

Arlington, VA

James Harris

Director of Recruiting

Jonesboro, LA

Jerry Frank

VP Scientific Search

New York, NY

Joseph Repetto

Technical Recruiter

Beverly, MA

Kitty Alvarez

Global Vice President

Recruiter

Tampa, FL

Michael Birdsell

Director of Opera-

tions

San Francisco, CA

Nancy Murphy

Senior Technical Re-

cruiter

Littleton, CO

Ray Young

Sr. Intel Recruiter

Lanham, MD

Steve frank

Recruiter

Hartford, CT

Terri Clayton

President

Norfolk, VA

Tracy Richards

Executive Recruiter

(Principal)

Cameron Park, CA

Lynn Guo

Recruiting Manager

Beijing, Outside U.S.

Swisher Leslie

President

Miami, FL

Andrew Schloss

Recruiter

Sterling Heights, MI

April Dollinger

Recruiter

Warren, MI

Jason Liu

HR Recruiter

shanghai, Outside

U.S.

Johnny Wu

Recruiting Consultant

Shanghai, Outside

U.S.

Linda Liu

Headhunter

Ningbo, Outside U.S.

Rita Smieska

Technical Recruiter

Clinton Township, MI

Shannon Smith

Direct Placement

Recruiter

Bloomfield Hills, MI

Steven Xin

Global Staffing Man-

ager

Fujian, Outside U.S.

Wenchao Dong

Recruiter

Livonia, MI

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Accounting /

Tax

Advertising and

Marketing

Aerospace and

Defense

Architecture

Automotive

Aviation /

Aerospace

Page 48: Who's Who in High Tech Recruiting Guidebook Winter 2014

48

Alex Knox

Sr. Technical Recruiter

Calabasas- ere, CA

Andrea Carden

Sr. Recruiter

Huntsville, AL

Elizabeth Nelson

Managing Director

Dallas, TX

Laura Comiskey

Contract Recruiter

Sherwood, OR

Lisa Retchless

Technical Recruiter

Redmond, WA

David Huch

Senior Recruiter

Irving, TX

Dyanna Gonzaga

Vice President, Talent

Acquisition and Staffing

San Francisco, CA

Germaine Robinson

Recruiter

Queen creek, AZ

Jon Reisinger

Account Executive

Spokane, WA

Kyle Jude

IT Recruiter

Plano, TX

Peg English

Director of Recruiting

Seattle, WA

DAVID CLAY

Sr. Staffing Consultant

Livermore, CA

Ed Giorgi

Executive Recruiter,

Clinical Research

Rockville, MD

Jim Schlaffer

Technical Recruiter

Simi Valley, CA

Marina Mann

Principal

Oak Park, CA

Venkatesh Bolappa

Technical Recruiter

San Francisco, CA

Vinnie Warren

Sr. Technical Recruiter

San Jose, CA

Anthony Galio

Recruiter

Clayton, NC

April Miller

Technical Recruiter

Irvine, CA

Kinh DeMaree

Recruiting Specialist

Mountain View, CA

Pamela Dixon

Staffing Advisor/

Recruiter

Sacramento, CA

Regina Farr

Recruiter

Gastonia, NC

Sam Lewis

Mgr. Recruitment

Milwaukee, WI

Sharon Spurrier

Recruiter

San Jose, CA

Shibu Cherian

Senior Technical Re-

cruiter/Consultant

Lilburn, GA

Stepnanie Lewis

Managing Director

Atlanta, GA

Tommy Winston

CEO

Wellington, CO

Brian Ply

Associate-Senior Re-

cruiting Manager

Alexandria, VA

Doug Gray

Principal

Warrenton, VA

Jimmy Matthews

Recruiter

King of Prussia, PA

Lee Knight

Vice President

Jacksonville, FL

Maritess Hochderffer

Recruiter

San Francisco, CA

Nanda Fowler

Perm Placement Con-

sultant-Engineering

Milwaukee, WI

Urszula Roman

Recruiter

Kirkland, WA

Audra Montgomery

Sales Recruiter

Pleasanton, CA

Brian Barrera

Talent Acquisition Man-

ager

Carrollton, TX

Diane Benveniste

Recruiting Consultant -

Sales & Marketing and

IT Operations

Sammamish, WA

Jane Crisler

Recruiter

San Antonio, TX

Julie Fanelli

Recruitment Manager

Brooklyn, NY

Leah Quist

Account Manager /

Recruiter

San Jose, CA

Lee Ballen

Director

London, Outside U.S.

Pamela Claughton

Principal/Senior Recruit-

er

Plymouth, MA

Saide Nikkar

Senior Recruiter/

Recruitment Mgr

Los Angeles, CA

Todd Culotta

IT Recruiter

Virginia Beach, VA

Wendy Hart

President, Partner Con-

sultant

Lake Stevens, WA

Beverly Auton

Recruiter

Mountain View, CA

Jiajia Du

Headhunter

Beijing, Outside U.S.

Mark W. Stein

Partner

Mclean, VA

Glynda Finister

President

Dayton, OH

Jill Hernstat

CEO

San Francisco, CA

Kim Hagee

Executive Recruiter

Pembroke Pines, FL

Leah Cummings

VP of Recruiting

Palm Beach, FL

Tera Edmunds

Recruiting Manager

Coralville, IA

Vicki Lauter

Principal

Atlanta, GA

Aaron Lintz

Recruiter

Margate, FL

Anjay Bajaj

Director

Irvine, CA

Arthur Jones

Partner

Yorba Linda, CA

Bernard Burney

Recruiter

Rolesville, NC

Bob Martin

Recruiting Strategist

Newark, DE

Calvert Zhu

Headhunter

Shanghai, Outside U.S.

Colleen Jones

COO

Foothill Ranch, CA

Dave Brar

Manager

Elk Grove, CA

Dave Love

Sr. Technical Recruiting

Consultant

Centerville, OH

Deborah Vazquez

CEO

Ft. Lauderdale, FL

Elaina Frizzell

Co-Founder/President

& Recruiter

Banking

Biotechnology

Call Center

Civil Engineering

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Cloud

Computing

Commercial

Real Estate

Communications

Computer

Games

Page 49: Who's Who in High Tech Recruiting Guidebook Winter 2014

49

Elaina Frizzell

Co-Founder/President

& Recruiter

Oak Ridge, TN

Eric Hoagberg

Managing Partner

Raleigh, NC

Fred Threatt

Technical Recruiter

San Martin, CA

Jay Adhiya

Sr. HR/Recruiter

Boston, MA

Jemel Buck

Managing Director

Sterling, VA

Jim Trainor

Partner

Pewaukee, WI

Ju Shim

Sr. Talent Acquisition

Manager

New York, NY

LaTasha Siler

Senior Recruiter

Greensboro, NC

Lisa Osborne

Recruiting Specialist

Havertown, PA

Liu Suki

HR

Guangzhou, Outside

U.S.

Manish Iyer

Business Manager

Mt. Laurel, NJ

Marc Rodriguez

Recruiting Manager

Santa Ana, CA

Maya Russo

Senior IT Recruiter

Atlanta, GA

Melissa Holmes

Senior Technical Re-

cruiter

Overland Park, KS

Mini Dhingra

Partner

Tarrytown, NY

Nazo Haroutunian

Senior Associate

New York, NY

Nik Gutscher

Sr. IT Recruiter

Overland, KS

Nishi Karla

Manager

Chicago, IL

Philip Isom

Principal

Albany, NY

Rebecca Lee

COO

Beijing, Outside U.S.

Rob Cantu

Consultant

San Antonio, TX

Roni J

Owner

Atlanta, GA

Sam Laconia

Sr. IT Recruiter

Alpharetta, GA

Sanket Deshpande

Recruiter

Ann Arbor, MI

Sarang Matkari

Director - Recruitment

Parsippany, NJ

Sean Taplin

Director

London, Outside U.S.

Stephanie Quinones

Talent Acquisition Man-

ager

Orlando, FL

Steve Biondi

Senior recruiter

Pacifica, CA

Steve Goloskov

Sr. Technical Recruiter

Baltimore, MD

Tony Hotko

President

Lombard, IL

Uma Varadarajan

Resource Manager

Santa Clara, CA

Ward Wilson

Sr. Technical Recruiter

Salt Lake City, UT

Carl Kenny

Senior Technical

Recruiter

Santa Clara, CA

Cathy Wu

HR Coordinator

San Jose, CA

Jennifer King

Recruiter

Englewood, CO

Luong Phu

Corporate Recruiter

Fremont, CA

Marjean Bean

Owner

Little Rock, AR

Matt Nelson

Contract Technical

Recruiter

San Francisco, CA

Matt Pettis

Engineering Recruiter

Raleigh, NC

Melissa Horton

Staffing Consultant

Mountain View, CA

Phoenix Bu

Market Recruiter in Chi-

na

Beijing, Outside U.S.

Richard Sun

Recruiter

Shanghai, MI

Beau Gould

Senior Recruiter/ CEO

Virtual, CA

Karen Adkins

Technical Recruiter

Leasburg, NC

Kristina May

Owner

San Francisco, CA

Phillip Parker-Walker

Technical Recruiter

Gaithersburg, MD

Rob Allen

Recruiter

Denver, CO

Shea Lewis

Recruiter

Pleasanton, CA

Stephen Blank

Recruiter

Chicago, IL

Tami Heyden

Recruiter

Scottsdale, AZ

TD Sykes

Regional Recruiter

Little Rock, AR

Tracy Lightsey

Executive Recruiter

Atlanta, GA

Tracy Peterson

Training Evangelist

Campbell, CA

Abhijeet Srivastava

Talent Acquisition

Mount Laurel, NJ

Amanda Arias

Corporate Recruiter

Los Angeles, CA

Ashley Hernandez

Recruiting and Sales

Manager

Naperville, IL

Barbara Marks

Corporate Recruiter

Atlanta, GA

Cheryl Elliott

HR Director

Sunnyvale, CA

Chris Ahsing

Sourcer

Martinez, CA

Chris de los Reyes

Sr Employment Coordi-

nator

Mountain View, CA

Chris Schellenberg

Recruiter

San Diego, CA

Cyril Moreau

IT Recruiter

San Francisco, CA

Dan McLaughlin

Principal

Torrance, CA

Dana Pefferly

Sourcer

Mesa, AZ

Daniel Miller

Healthcare IT Recruiter

Solon, OH

Daniel Parrillo

President - Sr. Tech Re-

cruiter/Staffing Man-

ager/Software Engi-

neer

San Francisco, CA

David Sadler

Talent Acquisition Spe-

cialist

Estero, FL

Deepa Saluja

Sr. Technical Recruiter

Fremont, CA

Diane Wales

recruiter

San Francisco, CA

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Computer

Hardware

Computer

Networking

Computer

Software

Page 50: Who's Who in High Tech Recruiting Guidebook Winter 2014

50

Dominika Skladowska

Recruiter

BIOT, Outside U.S.

Donna Rutledge

Sr. Technical Talent

Partner

San Mateo, CA

Dorothy Dodenhoff

Sr. Manager - Recruit-

ment

Charlotte, NC

Doug Cohen

President & Founder

Medfield, MA

Ed Gentile

Recruiting Manager

Brighton, MI

Ed Thorpe

Sales/Engineering Re-

cruiter

Santa Cruz, CA

Frances Gomillion

Technical Recruiter

Mclean, VA

Helen Leong

Consultant

San Francisco, CA

Herb Deitz

President

San Carlos, CA

Hether Brice

Senior Candidate De-

velopment Recruiter

Austin, TX

Irfan Anjum

Technical Recruiter

New York, NY

Jagdeep Kathuria

Partner

Sterling, VA

Jeff Beavers

Chief Marketing Officer

Chicago, IL

Jeff Wiehardt

Director, Talent

Acquisition

Maryland Heights, MO

Jim Henry

Sr Recruiter

Seattle, WA

Julian Gonzalez

Human Capital Lead

Baldwin, NY

Kate Rhoades

Recruiter

Cary, NC

KayLee Haw

Senior Recruiter

San Mateo, CA

Kelli Upton

Recruiting Manager

Ravensdale, WA

Keren Douek

Director of Recruitment

St. Louis, MO

Kyle Herman

Owner

Beaver Dam, WI

Leslie Dutton

Recruiter

Palo Alto, CA

Lisa Bays

Senior Technical, Engi-

neering, & Operations

Recruiter

Bellingham, WA

Luan Lam

Head - Global Talent

Acquisition

San Francisco, CA

Maggie Wang

Senior Staffing Consult-

ant

Beijing, Outside U.S.

Maria Tselevich

technical recruiter

Foxboro, MA

Mark McCumber

Manager

Charlotte, NC

Martin Prashanth

Lead IT Recruiter

Princeton, NJ

Mary McHenry

Technical Recruiter

Tracy, CA

Matt Brown

Talent Acquisition Man-

ager

Chicago, IL

Matthew Liptak

Manager, Talent Acqui-

sition

Burlington, MA

Michael Crouch

Recruiter

Santa Clara, CA

Michael James

Recruiter

Alexandria, VA

Michael Lucier

Senior Staffing Consult-

ant

Salem, NH

Michelle You

Technical & Executive

Recruiter

Walnut Creek, CA

Mike Dodds

Client Services

Manager

Pittsburgh, PA

Milann Ruddy

Technical Recruiter

Santa Clara, CA

Natalie Fu

Recruiter

Shanghai, Outside U.S.

Nicole Tembrevilla

Engineering Recruiter

Santa Clara, CA

Paige Blankenship

Recruiting Team Lead

Dacula, GA

Patrick Scott

Senior IT Recruiter

the colony, TX

Priti Beri

Recruiter

Mountain View, CA

Raff Gan

Director

Singapore, Outside U.S.

Rajalakshmi Jambulin-

gam

Talent Acquisition Man-

ager

Edison, NJ

Rajesh Naidu

Resource Manager

Santa Clara, CA

Ravikumar Dabburi

Recruiter

Powell, OH

Rob Caulfield

Director

Durham, NC

Ronald Shields

Co-Founder

Oxnard, CA

Rose Mauriello

President

Woburn, MA

Ryan Harding

Recruiter

Glendale, AZ

Sally QIN

Principal Recruiter

Beijing, Outside U.S.

Sanjay Pallikonda

SR. IT Recruiter

Houston, TX

Sarah Qi

Sr. Recruiter

Beijing, Outside U.S.

Scott Spears

Lead Recruiter

San Ramon, CA

Shannon Gakenheimer

Corporate Recruiter

Raleigh, NC

Shashi Kushwaha

Recruiter

Fremont, CA

Sheri Shaw

Director of Company

Owned Professional

Search

Indianapolis, IN

Shreya Chopra

Sr. Recruiter

San Francisco, CA

Sophie Thomas

Sr. Technical Recruiter

Chicago, IL

sreekesh Thampy

Technical Recruiter

Santa clara, CA

Steve Navarro

Sourcer

San Jose, CA

Sunny Zhong

Senior Recruiter

Shanghai, Outside U.S.

Susanne McEvoy

Staffing Consultant

Stamford, CA

Sylvia Hilmy

Recruiter

Sunnyvale, CA

Tiffany Nguyen

Talent Acquisition Man-

ager

San Carlos, CA

Vinesa Blackwell

Senior Technical Re-

cruiter

Sausalito, CA

Vinothini Arunachalam

HR Assistant / Recruiter

San Jose, CA

Will Murphy

HR Manager

Chicago, IL

Yuvaraj Dhanasekar

Talent Acquisition

Natick, MA

Alex Minero

National Skilled Trade

Recruiter

Glendale, CA

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Construction /

Building

Page 51: Who's Who in High Tech Recruiting Guidebook Winter 2014

51

Bret Mathews

District Staffing

Manager

Phoenix, AZ

Damon Mitchell

recruiter

Sebring, FL

Janette Nixon

Recruiter

MCLEAN, VA

Lorna Carlson

Recruiter

Aurora, CO

Nikki Lewis

Senior Recruiter

Blue Bell, PA

Robin Sowell

Senior Talent Acquisi-

tion

Pasadena, CA

Sally Thompson

Director

San Francisco, CA

Brent Reitherman

Recruiter

San Diego, CA

Charrish Birell

Recruiter

Morgan Hill, CA

Danielle Soto

Sr. Manager Talent

Acquisition

Alviso, CA Gina Hecht

Senior Technical

Recruiter (SW & HW)

Laguna Niguel, CA

Kelly Brown

Recruitment

Coordinator

Bentonville, AR

Kiwen Peng

Recruiter

Shenzhen, Outside U.S.

Tao Peng

Specialist

Shenzhen, Outside U.S.

Adam Mehra

Sr. Recruiter

Plymouth, MI

James Harris

Director of Recruiting

Jonesboro, LA

Jim Eccles

Senior Recruiter

San Antonio, TX

Keith Swinehart

Principal

Denver, CA

Lillian Hill

Sr. Technical Recruiter

Arlington, VA

Maxine Woods

Recruiter

Houston, TX

Stefani Spanos

Senior Technical Re-

cruiter

Roseville, CA

William Boczany

Principal

McLean, VA

Alisha Siecinski

Corporate Recruiter

Seattle, WA

Carrie Ma

Recruiting Manager

Beijing, Outside U.S.

Derrick Burnette

Recruiter

Concord, NC

Karen Gao

Recruiter

Beijing, CA

Kathy Wolkner

Senior Recruiter

Farmington, CT

Lisa Parrott

Diversity Recruiter

Seattle, WA

Rafika Shariff

Sr. Recruiter

Bellevue, WA

Saini Praveen

Director

Hyderbad, AP, Outside

U.S.

Shane Golden

Recruiting Manager

Chicago, IL

Doug Dolan

Driven Recruiter

Kensington, MD

Francine Navarro

Fundraiser Coordinator

Katy, TX

Janina Lee

Executive Recruiter

Erie, PA

Kemmy Payne

Director of Admissions

Greenbelt, MD

Latifah Dortch

Recruiter

Paterson, NJ

Lauren Marion

HR Consultant

Gaithersburg, MD

Lucky Daftuar

Senior Consultant

Gurgaon, Outside U.S.

Marc Dawson

Managing Director

Shanghai, Outside U.S.

Pat Bowman

Principal

Houston, TX

Yvonne R Griffin

Researcher/Sourcer

Detriot, MI

Jia Yin

Senior Recruiter

Shanghai, Outside U.S.

Loren Guerra

Sr Recruiter

Austin, TX

Doris Bergman

Sr. Recruiter

Livermore, CA

Elizabeth Kiely

Green Recruiter

Long Beach, CA

David Wagner

Self-employed

Campbell, CA

Mike Smith

APAC Head of Facilities

Management and Cor-

porate Real Estate Re-

cruitmernt

Perth, Outside U.S.

Steve Navarro

Recruiting Consultant

San Jose, CA

Tiffany Peery

Sr. Technical Recruiter -

Engineering

Tempe, AZ

Trish Velez

Staffing Consultant

Tri-Valley, CA

Will Dodge

Recruiter

Austin, TX

Alla Farber-McEntee

Founder & President

Princeton, NJ

Amy Feng

Recruiter

Beijing, Outside U.S.

Becki Clague

recruiter/ owner

Palo Alto, CA

Bram Spiessens

IT Recruiter

New York, NY

Clayton Heimann

Recruiter

Selma, TX

Jeremy Hobbs

Recruiter

New York, NY

Keith Sharpley

Technical Recruiter

New York, NY

Kim Schools

Executive Recruiter

Virginia Beach, VA

Merion Benhiba

Recruiter

Novato, CA

Mike Land

Recruiter

Centerville, UT

Paloma Martinez

Recruiter

Dallas, TX

Queena Wang

Headhunter

Shanghai, Outside U.S.

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Consumer

Electronics

Defense and

Space

Ecommerce

Education /

Learning

Entertainment /

Show Biz

Environmental

Services

Facilities /

Office Manage-

ment

Financial

Services

Page 52: Who's Who in High Tech Recruiting Guidebook Winter 2014

52

Ryan Gagstetter

Lead Technology Re-

cruiter

Stamford, CT

Shanna Howard

Talent Acquisition Part-

ner

Allen, TX

Susann Jessie

Recruiter

Beverly, NJ

Todd Nakasone

Contract Recruiter

Pasadena, CA

Waleed Ahmed

Senior Executive Re-

cruiter

New York, NY

Jason Glasser

Recruiter

Prosper, TX

Martha McCabe

Sr. Recruiter

West Palm Beach, FL

Michael Villarreal

Recruiting Manager

Sunnyvale, CA

Michael Wilson

Senior Recruiter

Clinton, MD

Mike Regan

Sales

Minneapolis, MN

Ruchita Bagul

Technical Recruiter

Baltimore, MD

Samantha Matson

Manager, Corporate

Recruiting

Newark, CA

Steve Anderton

Principle

Marblehead, MA

Daniel Weber

Technical Recruiter

Elmwood Park, IL

Enrique Colon

Senior Recruiter

Washington, DC

Nicole Murray

Sr. Recruiter

Knoxville, MD

Lee Sharp

Director

San Diego, CA

Lynette Vallecillo

Director of Operations

Alpharetta, GA

Nancy Shiver

Account Executive

Atlanta, GA

Peter Rust

CEO

Stamford, CT

Sandra Stocks

Senior Recruiter

Atlanta, GA

Susanne Wolgast

Recruiter

Ft. Lee, NJ

Adam Limmer

Owner / Recruiter

Scottsdale, AZ

Amien Conway

IT/HCIT Recruiter

Denver, CO

Amy King

Executive Recruiter

Overland Park, KS

Anne Strickroot

Healthcare Recruiter

Franklin, TN

Anu Kaley

Corporate recruiter

Lawrence Township, NJ

Beth minter

Recruiter

Nashville, TN

Brian Hensley

Healthcare and Well-

ness Recruiter

Charleston, SC

Brian Stanley

Corporate Recruiter

Redondo Beach, CA

Caroline Vizcarra

Recruiter

Los Angeles, CA

Cathy Conerly

Sr. Exec. Staffing Con-

sultant

Dallas, TX

Chasity Zolliecoffer

Regional Recruiter

Memphis, TN

Clint Robinson

Recruiting Consultant

Irving, TX

Coreen Darnall

CEO and President

Lake Orion, MI

Courtney Shelor

Sr. Recruiter/

Credentialing Specialist

Springfield, VA

Daniel Geller

Regional Recruiter

Buffalo, NY

David Popp

Senior Recruiter

Annandale, VA

Dawn Rennich

Director of Staffing

Golden Valley, MN

Diane Welch

HR Recruiter

Rancho Cucamonga,

CA

Dina Rudolph

Sr. Recruiter

Glendora, CA

Dominique Robinson

Independent Recruiter

Conyers, GA

Don Richard

Healthcare Recruit-

ment Manager

New Gloucester, ME

Elaine Zanetas

Recruiter

Arlington, MA

Emma Nichols

Communication &

Sourcing Specialist

Greensboro, NC

Ethan Harralson

Operations Manager

Allan, TX

Gabby Potts

Lead National Recruiter

Seattle, WA

Gina Smith

Principal/Recruiter

Chicago, IL

Greg Weishaar

Recruiting Manager

Macedon, NY

Haifa Faraj

Virtual Recruiter

Ardmore, OK

Jeramy Doyle

Senior Staffing Consult-

ant

Riverton, UT

Jesse Prins

Talent Acquisition Spe-

cialist

Grand Rapids, MI

Karen Keitt

President/CEO

Charlotte, NC

Kathy Staffing

Executive Sales

Recruiter

Doylestown, PA

Ken Russell

Regional Executive

Recruiter

Fairview Park, OH

Laquanda Stewart

Recruiter

Charlotte, NC

Linda DiPietrantonio

Founder

Everett, MA

Lisa Scott

Managing Partner

Furlong, PA

Lloyd Fasssett

Founder

Bend, OR

Manager Talent Acqui-

sition

Talent Acquisition

San Diego, CA

Marie Francis

Branch Director

Clancy, MT

Melinda Bates

Contract Recruiter

Clearwater, FL

Michael Deitsch

Recruiter

Charleston, SC

Michelle Chaisson -

Moore

VP of Strategic Ac-

counts and Recruiting

Dallas, TX

Michelle Prescott

Corporate Recruiter

Denver, CO

Nikki Ziello

Manager, Recruiting

Operations

Birmingham, AL

Nikkol Williamson

National Recruiting

Director

Raleigh, NC

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Fine Arts /

Creative Arts

Government

Graphic Art and

Design

Health Care

Page 53: Who's Who in High Tech Recruiting Guidebook Winter 2014

53

Ou ling

HR Manager

Shenzhen, Outside U.S.

Paul Lukey

Executive Director

Bloomington, IN

Ralph Steeber

CEO

Cleveland, OH

Rich Newmark

Senior Healtthcare Re-

cruiter

New York, NY

Ron Pobuta

Recruiter

Calabasas, CA

Scott saliva

Consultant

Carle Place, NY

Steven Comingdeer

Associate Principal,

Human Capital & Or-

ganizational Effective-

ness

St Anthony, MN

Tamer Micheel

Senior H.R Recruitment

Specialist

Doha, Outside U.S.

Traci Brown

Sr. Recruiter

Atlanta, GA

Tuwana Scriven

Senior Recruiter

Stone Mountain, GA

Valerie Stasch

Recruiter

Greensboro, NC

Vicki Knowles

Talent scout

Woodside, CA

Charles Moore

Managing Partner

Wilmington, DE

Jocelyn Donegan

Managing Partner

Austin, TX

Mark Fort

Sr. Recruiter / Manag-

ing Partner

San Jose, CA

Mark Walton

Recruiter

Lancaster, PA

Roger Wilkerson

Owner

San Jose, CA

Amanda Burden

Recruiter

Orlando, FL

Bonnie OBrien

Recruiter

Hackensack, NJ

Chris Scioscia

Director

San Diego, CA

Joe Burnett

Recruiter

Pomona, CA

Kevin Paulsen

President

Colorado Springs, CO

Lisa MacLellan

Owner

Mint Hill, NC

Marc Richards

Vice President

New York, NY

Mark Turpin

COO

Austin, TX

Pam Copeland

Vice President Opera-

tions

Snellville, GA

Rahul Pandit

Director

Sunnyvale, CA

Ross Wolfson

President

Des Plaines, IL

Sarah Christopher

Senior Director of Culi-

nary Recruitment

Los Angeles, CA

Stacey Stockman

President, Recruiter

& Executive

Coach

Jupiter, FL

Sue Harley

Area Recruitment Man-

ager

Zephyr Cove, NV

Suzanne McFarland

HR Generalist

Highlands Ranch, CO

Toni Buccarelli

Sourcer - Recruiter

Yorktown, VA

A-DelCor Search

Group

Recruiter

Marietta, GA

Ajay Jaitly

Business Manager

Fremont, CA

Ajeet Singh

Technical Recruiter

Centereach, NY

Alex Lu

Associate

Shanghai, Outside U.S.

Allan Leung

HR Coordinator - Re-

cruiting

Houston, TX

Alma Chen

Consultant

Shanghai, Outside U.S.

Alyssa Green

Candidate Researcher

Los Angeles, CA

amaravadi srinivas

Techinical Recruiter

Ashburn, VA

Amilya Teasley

Recruiter

Pennsauken, NJ

Amy Clem

Executive Recruiter

Ashburn, VA

Amy Limon

Sr Recruiter

San Jose, CA

Amy Wang

Senior Consultant

Beijing, Outside U.S.

Ana Bordianu

HR Internship

Shanghai, Outside U.S.

Andrea Jenkins

Recruiter/Co-Owner

Austin, TX

Angela Donahue

Associate Recruiter/

Sourcer

Amsterdam, NY

April Kenoly

Executive Recruiter

Las Vegas, NV

Benjamin Bhadru

Recruiter

Morganville, NJ

Bert Dickerson

Sr. Recruiter

Fairfax, VA

Beverly Auton

Sr. Technical Recruiter

San Jose, CA

Bharat Gunti

IT Recruiter

Farmington Hills, MI

Bharat Priyadarshan

Sr. IT Recruiter

Farmington Hills, MI

Bharath Kumar

IT Recruiter

Valencia, CA

Bill Clark

Contract Recruiter

Cameron Park, CA

Bree Silveira

Recruiter - Special Pro-

jects

San Rafael, CA

Brenda Simon

Director

Maple, Outside U.S.

Brian Dela Cruz

Sr. Technical Recruiter

South field, MI

Brooke Amaral

Managing Director

Los Angeles, CA

Caitlin Blouin

Technical Recruiter

Goffstown, NH

Cameron Perry

Director

kirribilli, Outside U.S.

Carol Moore

Independent virtual

Recruiter

Chicago, IL

Carolyn Ciampa

Talent Advisor

Lowell, MA

Catherine Cao

HR Executive Searcher

Shanghai, Outside U.S.

Cato Haggerty

Staffing Consultant

Humble, TX

Charles DeLano

Technical Recruiter/

Sourcer

Campbell, CA

Charles Washington

Recruiting Consultant

Lynn, MA

Christian Schou

Director of Talent

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Hospital

Services

Hospitality

Human

Resources

Page 54: Who's Who in High Tech Recruiting Guidebook Winter 2014

54

Sourcing

Brooklyn, NY

Christopher Ben

IT Technical Recruiter

Piscataway, NJ

Christopher Ceraso

Founder

Allison Park, PA

claire Gould

Senior Consultant

Carramar, Outside U.S.

Courtney Young

Consultant

HEYWORTH, IL

Craig Bogdanovic

Recruiter

Barrington, RI

Cris Piasecki

Technical Recruiter

Santa Clara, CA

Daisy Li

Headhunter

Qingdao, Outside U.S.

Dana Baldwin

Account Executive

San Jose, CA

Darlene Guilford

Sr. Recruiter

Danville, CA

David Mayer

Senior Staffing

Consultant

San Jose, CA

David Tucker

VP-Talent Acquisition

Raleigh, NC

Davida Black

Senior Recruiter

West Grove, PA

Dawson Leong

Contract Recruiter

South San Francisco,

CA

Deb Cianciola

Recruiting Manager

Rochester, NY

Deb McClanahan

Principal

Novato, CA

Deborah Albers

Executive Recruiter

Tualatin, OR

Denise Banholzer

Recruiter

Santa Clara, CA

Dharm Sachdeva

Sr. Recruiting Manager

Bridgewater, NJ

Domonic Wiedenhoeft

Talent Acquisition Re-

cruiter

Pewaukee, WI

Don Troupe Jr

Talent Executive and

Consultant

San Francisco, CA

Donna Cooper

Recruiter

Phoenix, AZ

Dwayne Trainer

President

Saint Louis, MO

Ed Lawrence

Talent Acquisition Con-

sultant

Waukegan, IL

Ella Moore

Associate Recruiter

McLean, VA

Eric Shajil

Technical Recruiter

Walnut Creek, CA

Erik Boyd

Technical Recruiter

Edison, NJ

Faith Bell

Independent Place-

ment Specialist

Leavenworth, KS

Fallon Nelson

Recruitment Consultant

San Francisco, CA

Fred Dai

Managing Director

Beijing, Outside U.S.

Gagandeep Singh

Purba

Sr Technical Recruiter

San Ramon, CA

Gary Reynolds

Owner

Sutter creek, CA

George Ross

Recruiter

Greensboro, NC

Gerry Salinas

Recruiter

Carrollton, TX

Hilary Harvey

Executive Recruiter

Leawood, KS

Hyacinth Kinley

Consultant Virtual

Recruiter

Sumter, SC

Ingrid Guevara

HR/Talent Acquisition

Consultant

El Dorado Hills, CA

Irene Zhu

Consultant

Shanghai, Outside U.S.

Issac Asher

SR US IT Recruiter

New Jersey, NJ

Jack Chang

Director

Bulleen, Victoria, Out-

side U.S.

James Duran

CEO

San Jose, CA

JEFF BICE

Recruiter/Sourcer

SANTA CLARA, CA

Jeffrey Standridge

Recruitment Director

Hamlet, NC

Jen Clark

Recruiter

Hebron, KY

Jimmy Robbins

Recruiter/National Ac-

count Manager

Cottleville, MO

Joann Maciejewski

Partner

Burbank, CA

Joanne Angelique Re-

bustillo

Sr. Recruitment Officer

Burlington, MA

Jody Stedman

Search & Recruitment

Consultant

Greenville, SC

Joe Baker

Director, Sales

Recruiting

Cleveland, OH

John Homitz

Senior Technical

Recruiter

San Jose, CA

John OConnelll

Recruitment Consultant

West Chester, PA

Jon Paquin

Senior Recruiter

Sterling, VA

Joseph Le

Lead Sourcer

Boston, MA

Joseph Pannone

Recruiter

Providence, RI

Juan Beltran

Executive Director

Beijing, Outside U.S.

Kalif Kinlaw

Recruiter

Denver, CO

Kalyan Sharma

Technical Recruiter

Columbia, MD

Kate Walker

HR Consultant

Orinda, CA

Katerina Baranyuk

Technical Recruiter

Seattle, WA

Katherine Kane

Sr. Staff Recruiter/Team

Leader

Fort Lauderdale, FL

Kavitha Ratnam

Technical Recruiter

Mountain View, CA

Kelly Hay

Recruiter

San Francisco, CA

Kevin Robinson

Sr. Technical Recruiter

Orlando, FL

Kimberley Mendez

Senior Recruiter

Spring, TX

Kimberly Kenner

Sr. Corporate Recruiter

Fullerton, CA

Kofi Scott

Recruiter

King of Prussia, PA

Lani Seals

President

San Pedro, Outside U.S.

Larry Magee

Recruiter

Plano, TX

Latonya Cooper

Recruiter

Loma Linda, CA

Laura Gonzalez

Principal

Corona Del Mar, CA

Lee Love

Technical Recruiter

Huntington Beach, CA

Luchana Nelson

Recruiter

Higley, AZ

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 55: Who's Who in High Tech Recruiting Guidebook Winter 2014

55

MA Chen

HR Supervisor

Beijing, Outside U.S.

Marcy Rubin

Sr Technical Recruiter

Palm Harbor, FL

Mary Williamson

Principal

Oak Park, IL

Matt Smith

Recruiting Manager

Palm Beach, FL

Maureen Magrath

Executive Recruiter

Alamo, CA

Melissa Benedetti

Talent Acquisition Guru

Santa Fe, NM

Michelle Grossso

Recruiter

Needham, MA

Mike OMalley

Director of Recruiting

and Sales

Cincinnati, OH

Milton Marrero

US Army Recruiter

Conroe, TX

Mridul Bansal

Account Manager

Santa Clara, CA

Murphy Lee

Consultant

Shenzhen, Outside U.S.

Myilette Moore

Senior Recruiter

Cedar Park, TX

Nandini Aithal

Recruiter

Santa Clara, CA

Natascha Harris

Talent Manager

Lawrenceville, GA

Naveen Surisetty

Sr. Recruiter

Poughkeepsie, NY

Nguyen Trang

HR Business Partner

Ho Chi Minh, Outside

U.S.

Nicole Donnelly

Talent Acquisition

Advisor

Linthicum Heights, MD

Nicole Gill

Recruiting Manager

Tempe, AZ

Nicole Spence-Martin

Recruiter

Old Harbour, Outside

U.S.

Norma Lopez

Lead Consultant

Winter Garden, FL

Ophelia Moye

Senior Placement Spe-

cialist

Holly Ridge, NC

Oscar Leiva

Sourcing Specialist

Hawthorne, CA

Parth Sarthi Dwivedi

senior Technical Re-

cruiter

Shelton, CT

Patricia LaSalle

Senior Recruiter

Houston, TX

Patti Crespin

Executive Recruiter

Glendale, AZ

Paul Crowley

President

Nashua, NH

Paul Kelly

Founder and CEO

Dallas, TX

Paul Schumaker

Corporate Recruiter

Los Angeles, CA

Penny Torry

Independent Recruit-

ing Consultant

Woodbridge, VA

Peter Castillo

Director Talent Acquisi-

tion

Saddle Brook, NJ

Peyton stein

Sr. Recruiter

belvedere, CA

Rachael Peng

Headhunter

Guangzhou, Outside

U.S.

Raina Pintor

Senior Recruiter

Boise, ID

Rebecca Zatarain

Principal Consultant

Campbell, CA

Renee Harrison

Recruiter

Centreville, VA

Richard Payne

Executive Recruiter

Antioch, TN

Rob Greene

CEO

San Mateo, CA

Robert Clark

HR Recruiter

PISCATAWAY, NJ

Robert McNeilly

Recruiter

North Port, FL

Rona Qiu

Associate Consultant

Shanghai, Outside U.S.

Rosalyn Collier

Recruiter

Los Angeles, CA

Ryan Tarriff

Recruiter

Shrewsbury, NJ

Sameer Phaase

Talent Acquisition

Breingsville, PA, PA

Sandie Kwon

Recruiting Manager

West Hollywood, CA

Santosh Kumar

Sr. Technical Recruiter

Cherry Hill, NJ

Scott Baillie

Sr Technical Recruiter &

Staffing Consultant

Renton, WA

Serrana Zorrilla

Sr. Talent Acquisition

Consultant

San Jose, CA

Seshu Sarvepalli

Technical Recruiter

Santa Clara, CA

Seth Sharp

Sr Talent Acquisition

Professional

Fort Worth, TX

Shakti Singh

Sr. Technical Recruiter

Euless, TX

Shanil Kaderali

Talent Strategist/

Principal

Los Angeles, CA

Sherry Junker

Senior Recruiter

Roseville, CA

Simon Ross

Recruiting Specialist

Shelton, CT

Sonja Duray

Sr. Recruiter

Barrington, IL

Stephanie Younger

Owner

Midfield, AL

Stephen Black

Recruiter

West Grove, PA

Sunil Konki

Resource Manager

Concord, CA

sunil kumar

Talent Acquisition

Hyderabad, Outside

U.S.

Susan Edgington

Sr. Recruiter

New Middletown, OH

Susan Schultz

Executive Recruiter

Los Angeles, CA

Tami Puckett

Recruitment Specialist

Brownstown, MI

Telles Mario Cezar

Headhunter

São Paulo, Outside

U.S.

Teresa Clark

Principal Recruiter

Falls Church, VA

Theresa Wilkerson

Talent Acquision

Oakland, CA

Tim Bartley

Senior Search Consult-

ant

Hawthorn, Outside U.S.

Tim Berti

Owner

San Jose, CA

Tim Rex

Senior Account Man-

ager

Easton, PA

Tommie Jean Thomas

Senior Executive Re-

cruiter

Cibolo, TX

Toni Fisher

Recruiter

Irvine, CA

Tony Marshall

Director of Operations

Durham, NC

Tonya McDonough

IT Recruiter

Camp Hill, PA

Tracee Dashner

Technical Recruiter

Kennedale, TX

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 56: Who's Who in High Tech Recruiting Guidebook Winter 2014

56

Tyra Smith

Sr. Recruiter

Reno, NV

Umesh Kumar

Technical Recruiter

Milpitas, CA

Upender Grewal

Recruiter

Mechanicsburg, PA

Veer Ranganath

Senior Technical

Recruiter

New York, NY

Veroncia Smith

Engineering Recruiter

San Jose, CA

Veschion McDonald

Jones

Director of Business

Development National,

Director of California

Burbank, CA

Vidya Santhanam

Principal Consultant &

CEO

Santa Clara, CA

Vikram Dhani

CEO

San Jose, CA

Vimal Samani

Resource Manager

Gandhinagar, Outside

U.S.

Volora Howell

Chief Digital Recruiter

Orange, NJ

Wesley Roe

Recruitment Consultant

Chicago, IL

William Wang

BM

Shanghai, Outside U.S.

Zainab Groessner

Senior Talent Acquistion

Consultant

San Francisco, CA

Zamzaam Uddin

Account Manager

Hillsborough, NJ

Aaron Berkenwald

Technical Recruiter

St. Louis, MO

Aaron Cuellar

Talent Sourcer

San Antonio, TX

Abdul Mobeen

Team Lead Recruit-

ments

Chantilly, VA

Adam Froehlich

IT Recruiter

Bloomington, MN

Adam Hall

Recruiter

Seattle, WA

Aditya Kiran

Technical Recruiter

woburn, MA

Adrian Peterson

Technical Recruiter

Houston, TX

Adrienne Parker

Talent Acquisition

Pleasanton, CA

Al Donovan

President

Nahant, MA

Alan Robson

Technical Recruiter

Eden Prairie, MN

Alan Smith

Sr. Manager Business

Development

Herndon, VA

Alberto Tavarez

Recruiting Manager

Miami Lakes, FL

Alex Montoya

IT Recruiter

Dallas, TX

Alexis Castillo

Recruiting Manager

Coral Gables, FL

Allan Cabanilla

Technical Recruiter

Edison, NJ

Alton Elmore

Client-Partner

Fremont, CA

Amit Kumar

Day CQ5 Consultant

Warrenville, IL

Amy Griebel

Senior IT Recruiter

Brookfield, WI

Amy Pariseau

Technical Recruiter

Dallas, TX

Anderson Campbell

Recruiting

Sr. Recruiter

North Baldwin, NY

Andrea Arlinghaus

Technical Recruiter

Cincinnati, OH

Andrew Kent

director

Palo Alto, CA

Anna Hoensheid

Technical Recruiter

Novi, MI

Anna Phan

Chief Talent Officer

Great Falls, VA

Anoop Nair

Technical Recruiter

Chicago, IL

Antara Mukherjee

Lead- Talent Acquisi-

tion

Bridgewater, NJ

Anthony Cannady

CEO

Montclair, VA

Aravind Ramachan-

dran

US IT Recruiter

Santa Clara, CA

Arun Mani

Technical Recruiter

Houston, TX

Arun Rajamani

Recruiter

East Brunswick NJ., NJ

Arun Sharma

Technical Recruiter

Walnut Creek, CA

Ashely Price

Owner

Memphis, TN

Ashim Suri

Senior Technical Re-

cruiter

Santa Clara, CA

Aubrey Backman

Tek Talent Agent

coconut creek, FL

Barbara Franey

Corporate Recruiter

New York, NY

Barbara Taylor

Manager National Tal-

ent/Owner

Redondo Beach, CA

barbara yeakey

Senior Recruiter

Bloomington, MN

Ben Moy

Technical Recruiter

Morrisville, NC

Bert Suarez

Senior Recruiter, Talent

Aquisition

Port Jefferson, NY

Betty Bai

Senior Staffing Consult-

ant

Beijing, Outside U.S.

Bhaavna Sarathy

Recruiter

Seattle, WA

Bharath Kumar

AsiaPac SAP Recruit-

ment

Singapore, Outside U.S.

Bill Keiser

Technical Recruiter

Schenectady, NY

Blake Williams

Sr. IT Recruiter

Cary, NC

Bobbi Sanchez

Senior Technical Re-

cruiter and Account

Manager

River Ridge, LA

Bobbie Rogers

CEO

Buford, GA

Brad Bederman

Account Manager

Dallas, TX

Brad Bederman

Owner

Plano, TX

Brad Wiens

Corp recruiter

Chandler, AZ

Brae Johnson

Senior Account

Executive

Addison, TX

Brenda Davis

Executive Recruiter

Bowie, MD

Brenda Mitchell

Senior Executive

Leader

Duluth, GA

Brian Cortright

Principal / Recruiter

Wauwatosa, WI

Brittany McClarey

Recruiter

Jeffersonville, IN

Caleb Fullhart

Principle Consultant

Woodbury, MN

Caleb Leiker

Sr. UX & Technical Re-

cruiter

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Information

Technology

Page 57: Who's Who in High Tech Recruiting Guidebook Winter 2014

57

Overland Park, KS

Carene Morton

CEO

West Vancouver, Out-

side U.S.

Carl Bradford

Owner

Keller, TX

Carole Dempsey

Recruiter

Chicago, IL

Cassandra Pina

IT Recruiter

Houston, TX

Catherine Milenbaugh

Recruiter

Algonac, MI

Cathy Stevens

Technical Staffing Ar-

chitect

Chatsworth, CA

Chad Harris

Sr Tech Recruiter

Falls Church, VA

Chad Herndon

Sr. Recruiter

Mobile, AL

Chaitali Mody

Sr. IT Recruiter

San Jose, CA

Chaitanya Sriventech

Technical Recruiter

Herndon, VA

Chandani Parbhoo

Technical Recruiter

Beverly Hills, CA

Charles Zavolta

Recruiting Manager

Fairfax, VA

Chris Allen

IT Recruiter

Roswell, GA

Chris Dumont

Recruiter

Hudson, NH

Chris Hyland

Virtual Recruiter

San Francisco, CA

Chris Wilson

Technical Recruiter

Columbia, MD

Christina Garza king

Sr. IT Technical Recruit-

er

Missouri City, TX

Christina Regan

IT Recruiter

Portsmouth, NH

Christy Kirksey

Senior Technical/ Exec-

utive Recruiter

Greensboro, NC

Clifford Branch

CEO/Owner

Elizabeth City, NC

Coby Collver

Sr. Internet Recruiter/

Social Networking

Redmond, WA

Cody Smith

Sr. Technical Recruiter

McKinney, TX

Colleen Bott

Technical Recruiter

Parsippany, NJ

Colleen Jenkins

Technical Recruiter

Mansfield, MA

Conzuelo Sorg

VP, Talent

Sneads Ferry, NC

Corey Bearden

Headhunter/Recruiter

Lafayette, IN

Cory Cooper

Recruiting

Manager

Ann Arbor, MI

Craig O'Connor

Account Manager

West Des Moines, IA

Cris Adam Alesna

Internet Researcher

Mandaluyong, Outside

U.S.

Cyndi Stanford

Account Executive

Atlanta, GA

Dale Duppong

Director of IT Talent

Aquisition

Lakeville, MN

Dale Romick

Technical Recruiter

Dublin, OH

Dallin Swenson

Account Executive

New York, NY

Dan Goldberg

VP - IT Recruitment

New York, NY

Dana Potter

Talent Acquisition Spe-

cialist

Westwood, KS

Daniel Cunha

Recruiting

Boston, MA

Daniel Martinez

Sr. Technical Recruiter

Georgetown, TX

Daniel Mullender

Recruitment Lead

Melbourne, Outside

U.S.

Daniel Vitalo

Recruiting Manager

Maywood, NJ

Danielle Boykin

Corporate Recruiter

McLean, VA

Danielle Meyer

Recruiter

Melville, NY

David DaPra

Senior Technical Re-

cruiter

Apple Valley, MN

David Sanders

Sr. Technical Recruiter

Overland Park, KS

David Sforza

Lead Technical Recruit-

er

Winchester, VA

David C Scalisi

Sourcer Recruiter

San Francisco, CA

Davion Cross

Technical Recruiter

Rolesville, NC

Dawn Nelson

Sr Technical Recruiter

Martinsburg, WV

Daya Sharma

Recruiter

Astoria, NY

Dean Carboni

Sr. Technical and Com-

pliance Recruiter

Folsom, CA

Dean Logan

Principal

Long Beach, CA

Debbie Guzman

President

Walnut, CA

Deborah Stewart

Relationship Manager

San Jose, CA

Deepak Garg

System Analyst

Sunnyvale, CA

DeLane Garner

Senior Recruiter

Orlando, FL

Denise White

Senior Technical Re-

cruiter

Richmond, VA

Derek Zeller

Recruiting Manager

Alexandria, VA

Desiree Brosiou

Corporate Recruiter

Tampa, FL

Deziray Thompson

Recruiting Manager

Shelton, CT

Dianna DeConciliis

Senior Placement Con-

sultant

Waltham, MA

Dimple Das

Researcher

Sydney, NE

Donnie Trice

Sr. Recruiter

Missouri City, TX

Douglas Brenner

Recruiter

New York, NY

Dustin Wallace

IT Recruiter

Hillsborough, NJ

Ed Pedini

Senior Technical Re-

cruiter

Seattle, WA

Elizabeth Dimartino

Senior Technical Re-

cruiter

Sacramento, CA

Elizabeth Laux

IT Recruiter

Dallas, TX

Emmanuele Archange

Sr. Recruiter

Hollywood, FL

Eric Tanner

IT/IS Recruiter

Cincinnati, OH

Erica Wainwright

Technical Recruiter

Lisle, IL

Erica Williams

Sr. Recruiter

Hanover, MD

Erin O'Connor

Recruiter

King of Prussia, PA

Ernest Ball

CEO

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 58: Who's Who in High Tech Recruiting Guidebook Winter 2014

58

Atlanta, GA

Ezhil Pandiyan

Lead Recruiter

Tampa, FL

Franck DEBKA

Headhunter

SAINT CLOUD, Outside

U.S.

Franco Burgos

Recruiting Director

Orlando, FL

Frank Neville

Lead Recruiter

Iselin, NJ

Frank Suwalski

President

Fountain Valley, CA

Franklin Smith

Sr Technical Recruiter

Chicago, IL

Fred Shafer

Lead Recruiter

Dublin, OH

Gabriel Sugar

Technical Recruiter

Denver, CO

Gale Rosen

Exec Recruiter

Bronx, NY

Gem Garcia

Sr. Recruiting Consult-

ant

San Francisco, CA

George Smith

V.P. Sales and Opera-

tions

Pittsburgh, PA

Gina White

Recruiter

Los Gatos, CA

Gino Gonzales

Recruiting Manager

Parsippany, NJ

Gopinath Rajendran

Deputy Manager -

Global Staffing

Sterling Heights, MI

Grace Ruhland

Recruitment manager

Santa Clara, CA

Greg Barman

Technical Recruiter

Denver, CO

Hanuman Pullela

Sr Talent Acquisition

Specialist

Iselin, NJ

Harry Anderson

Recruiter

Milford, CT

Harsh Bhatt

Senior Technical Re-

cruiter

South Plainfield, NJ

Harsh Makhija

Lead Associate

Edison, NJ

Heinz Bartesch

Principal

Novato, CA

Herman Kalra

Geo Lead - Talent Ac-

quisition

Bridgewater, NJ

Huey Gerald

Talent Acquisition Spe-

cialist

Marietta, GA

Ilana Eides

Technical Recruiter

Woburn, MA

Irem Aydogdu

Recruitment Specialist

IZMIR, Outside U.S.

Jack Vinson

IT Consulting

Troy, MI

Jackie Hevey Zalewski

Recruiter

Pewaukee, WI

Jacky Kuo

Senior Recruiting Con-

sultant

Shanghai, Outside U.S.

Jake Roche

Project Recruiting Man-

ager

Tampa, FL

James Polu

Technical Recruiter

Ashburn, VA

Jan Cartwright

Sr Executive Recruiter

Macomb, MI

Janis Cooper

Independent Recruiter

Bowie, MD

Jaqueline Hurley

Recruiter

Memphis, TN

Jared Moore

Executive Recruiter

Mechanicsburg, PA

Jasmine Padhye

Technical Recruiter

Irvine, CA

Jason Boehm

Technical Recruiter

Dallas, TX

Jason Clark

Corporate Recruiter

North Salt Lake, UT

Jason Fernandez

Sr. Technical Recruiter

Edison, NJ

Jason Moitoso

Technical Recruiter

Livermore, CA

Jason Rush

CEO / President - Sales,

Recruiting & Marketing

Carrollton, TX

Jason Ungar

Technical Recruiter

Irvine, CA

Jeff Habura

Recruiter

Mountain View, CA

Jeff Lin

Manager

Plainsboro, NJ

Jeffery Swick

SR Recruiter

clayton, NC

Jen Nickell

Sr. Resources Manager

Danvers, MA

Jennifer Gallagher

Senior Technical Re-

cruiter

Exton, PA

Jennifer Morris

Technical Recruiter

Waterford, MI

Jeremy Nichols

Recruiter

St. Louis, MO

Jessie Bent

Sr. IT Recruiter

Minneapolis, MN

Jessie Parker

Sr Technical Recruiter

Iselin, NJ

Jitendra Khairnar

Sr. IT Recruiter

Murray, UT

Joe Guzman

Sr Recruiter

Plano, TX

Joe Rosenfield

CEO

Green Bay, WI

Joe Sciscione

Technical Recruiter

Freehold, NJ

John Bayard

Legal Consultant and

Recruiter

Philadelphia, PA

John Deen

Principal

Frisco, TX

John Filleti

Talent Acquisition Con-

sultant

West Roxbury, MA

John Trebisky

Recruiter

Plano, TX

John Trim

Recruiter

Tampa, FL

John Wilson

President

Naperville, IL

Jon Bernardez

Account Manager /

Recruiter

Santa Clara, CA

Jonathan Mentz

Recruiter - Team Lead

Troy, MI

Jonathan Monahan

Executive Recruiter

Mt Kisco, NY

Joseph Nazoa

Senior Recruiter

San Francisco, CA

Joseph Ybarra

Technical Recruiter

Linthicum, MD

Josh Brence

Technical Recruiter

Denver, CO

Julie Feldman

Senior IT Recruiter

Hilton Head Island, SC

Julie Ganucheau

Sr. Technical Recruiter

Lexington, KY

Julina Throop

Technical Recruiter

Ottawa, Outside U.S.

Justin Atkins

Technical Recruiter

Baltimore, MD

Justin Swift

Recruiter

Irving, TX

Kalyan Sharma

Resource Coordinator

Herndon, VA

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 59: Who's Who in High Tech Recruiting Guidebook Winter 2014

59

Kam Taylor

Recruiting Manager

Issaquah, WA

Karey Kenney

Technical Recruiter

Redmond, WA

Kathy Braun

President & CEO

Sterling, VA

Katie Wilber

Technical Recruiter

Bellevue, WA

Katy Amaya

Sr. Technical Recruiter

San Francisco, CA

Kay Caviness

Corporate Recruiter

Austin, TX

Kellie Mook

Principle

Champaign, IL

Kelly Hutchison

Technical Recruiter

Reston, VA

Kelly Sarley

Corporate Recruiter

Vienna, VA

Kelvin Medrano

Technical Recruiter

Reston, VA

Kevin Beal

Corp Recruiter

Raleigh, NC

Kevin Yuen

Managing Recruitment

Consultant

Central, Outside U.S.

Kimberly Mitchell

Strategic Sourcing Re-

cruiter I Hewlett-

Packard Storage Enter-

prise Group

Houston, TX

Kisha Thompson

Recruiter

Tampa, FL

Kristin Kelley

Talent Acquisition

Specialist

Montgomery Village,

MD

Kristina Crowley

Recruiter

Victor, NY

Krushant Soni

Technical Recruiter

Schaumburg, IL 60173,

IL

Kyle Cooper

National Account

Recruiter

Dallas, TX

Lata Nethi

Director, Recruitment

Ashburn, VA

LaTonya Jackson

Lead Professional IT

Recruiter

Johns Creek, GA

Leah Zara

Executive Search Re-

cruiter

Hoboken, NJ

Lee Ginsberg

Managing Partner

Pittsburgh, PA

Leigh Chesimard

Technical Recruiter

Alpharetta, GA

Leon Harris

Sr. Talent Acquisition

Consultant

Murrieta, CA

Liberty Morris

Recruiting & Sales Asso-

ciate

Montvale, NJ

Linda Bohling

Senior Technical Re-

cruiter

Charlotte, NC

Linda Forseth

Recruiter

St Bonifacius, MN

Lisa Anderson

Principal

Alexandria, VA

Lisa Barton

Sr. Partner

Memphis, TN

Lisa Lee

Sr Technical Recruiter

Dallas, TX

Lisa Matkowski

Recruiting Manager

Boston, MA

Lisa Smithson

Sr. Recruiter

Stafford, VA

Lisa Young

Sr. Technical Recruiter

Clayton, NC

Lucia Liu

Recruiter

Shenzhen, CA

Luis Massot

Technical Recruiter

Hemet, CA

Maggie Leung

Recruiter

Santa Clara, CA

Manu Muraleedharan

Technical Recruiter

Morristown, NJ

Maqdoom Mohammed

Resource Delivery Man-

ager

San Jose, CA

Marc Debearn

Senior Recruiter

Mitchellville, MD

Marc Kirschenbaum

Senior IT Recruiter

New York, NY

Marcello Cedrola

Senior Recruiter

Les Adrets de L'Esterel,

Outside U.S.

Marian Vance

Recruiter

Farmers Branch, TX

Marilyn Myers

Sr. Talent Acquisition

Recruiter

San Jose, CA

Marion Fern

Corporate Recruiter

Chicago, IL

Marjo Able

Sr. Recruiter

San Antonio, TX

Mark M

Recruiter

Troy, MI

Mark Spencer

Business Development

Manager

Santa Clara, CA

Mark Winner

Director of Recruitment

Suite 660, PA

Martha Parsons

Owner

Fairfax, VA

Matt O'Dell

Recruiting Manager

Sandy, UT

Matthew Lunney

Staffing Agency

Annapolis, MD

Matthew Stuart

Recruiter

New York, NY

Melanie Morris

Recruiter

Suwanee, GA

Melissa Rodriguez

Social Media Recruiter

San Juan, Outside U.S.

Michael Cymerman

President

Washington, DC

Michael finch

search director

Houston, TX

Michael Heller

Executive Chairman

and CEO

Howell, NJ

Michael Scornavacco

Recruiter

Westchester, IL

Michelle Roberts

Sr. Technical Recruiter

Seattle, WA

Mike Hanes

President and Dallas IT

Recruiter Guy

Dallas, TX

Mohammed Shamsher-

khan

Senior Recruiter

Coppell, TX

Mohan Rao

Business Development

Manager

Irving, CO

Monica Brown

Sr. Talent Acquisition

Atlanta, GA

MURALI GOUD RAMPU-

RAM

Vice President

Elkridge, MD

Nagaraju Akkiraju

Sr.Executive Manager

Brookfield, WI

Nancy Wojack

Recruiter

Southfield, MI

Naomi Fisher

Recruiter

San Ramon, CA

Nave Ku

Director

San Diego, CA

Nick Broom

Senior IT Recruiter

Phoenix, AZ

Nick Mancino

President

Coral Springs, FL

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 60: Who's Who in High Tech Recruiting Guidebook Winter 2014

60

Nick Powell

Executive Director

San Francisco, CA

Nicole Todd

Sr. Technical Recruiter

Rancho Cordova, CA

Nilesh Jain

Sr. Technical Recruiter

Sunnyvale, CA

Nujam Ali

Technical Recruiter

Fremont, CA

Ona Schissel MA

Director

San Francisco, CA

Pankaj Mohite

Technical Recruiter

Houston, TX

Paresh Phansalkar

Business Development,

US staffing

Chantilly, VA

Patti Luther

Executive Recruiter

Gahanna, OH

Paul Antognoni

Account Manager

Frederick, MD

Paul Bayse

Recruiting Manager

New York, NY

Paul Kennedy

IT Recruiter

Newport Beach, CA

Paul Steven

Technical Recruiter

Princeton, NJ

Pawan Jaiswal

Talent Acquisition

Houston, TX

Pedro Rial

Director of Business De-

velopment

San Juan, Outside U.S.

Pete Ostergard

President, Career

Central

Spotsylvania, VA

Phil Marshall

Leadership Search Spe-

cialist

Austin, TX

Philip Chila

Recruiting Manager

Boston, MA

Philip Gimson

Executive Recruiter

Doylestown, PA

Phillip Perez

Full Life Cycle Recruiter

San Jose, CA

PINKESH PATEL

Sr. Technical Recruiter

Jersey City, NJ

Polly Maloy

Senior Technical Re-

cruiter

Katy, TX

Prabhakar Choudhary

Technical recruiter

New Jersey, NJ

Prabhu Jayapal

Director - Talent Acqui-

sition

Hoffman Estates, IL

Praneeth Nagilla

Technical Recruiter

Banalore, Outside U.S.

Praveen Tata

Resource Manager

Naperville, IL

Preetha Sayeekrishna

Lead Recruiter

Alpharetta, GA

Prerita Shah

Recruiter

Milpitas, CA

Priya Raghavan

Recruiting Manager

Plainsboro, NJ

Priyanka Yadvendu

Technical Recruiter

Fremont, CA

Rachel Stephens

President

Long Lake, MN

Rahul Sharma

Technical Recruiter

Jersey, NJ

Raj Kilaru

Business Development

Manager

Herndon, VA

Raja Kreshnaswamy

Senior Executive

Chennai, Outside U.S.

Raja M.R

IT Recruiter

Herndon, VA

RAJA SHEKAR

Business Development

Manager

Kentucky, CT

Rakesh Reddy

Recruiter

Naperville, IL

Ralph Misa

Technical Recruiter/

Business Development

San Francisco, CA

Ramakrishna Sarika

Technical Recruter

Columbia, MD

Ramandeep Gill

Technical Recruiter

NYC, NY

Ravi Goel

Co Founder & Manag-

ing Partner

Tustin, CA

Ravi Kumar

Head-IT Staffing

Cape Coral, FL

Ray Melesky

Recruiting Consultant

Portsmouth, NH

Rena Brackbill Savage

Technical Recruiter

Enola, PA

Richard Barton

Senior Technical Re-

cruiter - Independent

Old Hickory, TN

Richard Crook

Director

United Kingdom/Spain,

Outside U.S.

Rick Fernandez

Technical Recruiter

San Ramon, CA

Rick Silva

Managing Director

Beverly, MA

Rick Zabor

Owner

Marietta, GA

Rob Cuttito

Sr. Technical Recruiter

Ramsey, NJ

Rob MacPherson

Recruiter

New York, NY

Robert Cavaliere

Staffing Consultant

Brighton, MA

Robert Duhon

Technical Recruiter

Dallas, TX

Robert Reed

Sr Technical Recruiter

Minneapolis, MN

Robert Smith

Owner

Tampa, FL

Robin Hutson

Global Recruiter

Dingmas Ferry, PA

Rod Dmitriev

Executive IT Recruiter

Purchase, NY

Roger RP

Recruiter

Troy, MI

rohan sawant

Sr.recruiter

clearwater, FL

Ron Dokes

Sr. Technical Recruiter

Indianapolis, IN

Rowena Tsang

Technical Sourcer/

Recruiter

San Jose, CA

Ruben Escobedo

Recruiter/Staffing Advi-

sor

El Paso, TX

Ruchika Varun

Recruiter

Farmington, MI

Ruth Dorsainville

Recruiter

New York, NY

Ruthie Powell

Sr IT/Technical Sourcer/

Recruiter

Roswell, GA

Ryan Fritzsche

Senior Technical Re-

cruiter

Scottsdale, AZ

Ryan Pagapulan

Technical Recruiter

San Francisco, CA

Ryan Whitaker

Recruiter

St. Louis, MO

Sai Chand

Sales Recruiter

Phoenix, AZ

Sai Patnaik

Technical Recruiter

Bhubaneswar, Outside

U.S.

Sam Sachleen

Technical IT Recruiter

Sanford, FL

Sam Stone

Senior Recruiter

Vienna, VA

Sandhya Singh

Director

San Jose, CA

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 61: Who's Who in High Tech Recruiting Guidebook Winter 2014

61

Sandhya Vibhagar

Recruiting Manager

Irvine, CA

Sandra Yoho

Sr. IT Recruiter/Business

Developer

Magnolia, TX

Sandy Montini

Nationwide Talent Ac-

quisition Specialist

The Villages, FL

Santhosh Sagar

Technical Recruiter

New Jersey, NJ

Saurabh Munot

Recruiter

San Jose, CA

Scott Boren

Sr. Technical Recruiter

Raleigh, NC

Scott Burghardt

National recruiter

Vestal, NY

Scott Landsman

Sr. IT Recruiter/ Ac-

count Manager

Towson, MD

Scott Newman

Recruiting Manager

Austin, TX

Scott Wilson

Sr. Recruiter / Founder

Lexington, KY

Sean Lyons

Sr. Recruiter

Reston, VA

Seshu Sarvepalli

Technical Recruiter

Santa Clara, CA

Shane Caldwell

Corporate Recruiter

El Segundo, CA

Sharon Borde

Senior Recruiter

Madison, WI

Sharon Church

Project Manager

Dallas, TX

Sheila Earley

Director

Lakewood, NJ

Shiraaz Ali

Manager

Bellmawr, NJ

Shiva Iyer

Owner

Smyrna, GA

Shivani Sharma

Team Lead

Fremont, CA

Simon Greaves

ANZ/APAC Search

Consultant

Freshwater, Outside

U.S.

Sonja Duray

Sr. IT Recruiter

Barrington, IL

Sreenivasa Amara

Resource Manager

Sunnyvale, CA

Srikar Varma

Recruiter

Louisville, KY

Srinivasan Thu-

lasiraman

Recruiting Manager

Marlborough, MA

Srinivasreddy Garlapati

Technical Recruiter

Pospect, KY

Stephanie Grimshaw

Executive Recruiting

Manager

St. Louis, MO

Stephanie Venuto

Principal Recruiter

Mansfield, MA

Stephen Ibitoye

CEO

Grandville, MI

Steve Bush

Recruiter

St. Louis Park, MN

Steve Delaney

Recruiter

Crystal Lake, IL

Steve DiSalvo

Recruiter

Edina, MN

Steve Leppert

Senior Technical Re-

cruiter

Lewis Center, OH

Steve Reynolds

President

Westwood, MA

Stuart Burkhart

IT Recruiter

Watauga, TX

Subhajit Saha

Lead Recruiter

Holtsville, NY, NY

Sunil Dhanrajani

Recruiter

Morristown, NJ

Sunil Sriven

IT Recruiter

Herndon, VA

Sunny Baviskar

Talent Acquisition

Houston, TX

Susan Caldwell

Sr. Partner

Memphis, TN

Susan Klein

Senior Recruiter

Chicago, IL

Susan Nuss

President

Newtown Square, PA

Suzanne Lai

Recruiting & HR Princi-

pal

Lutherville, MD

Suzanne Stech

Sr. Technical Recruiter

St. Louis, MO

Tammy Mass

Sr. Technical Recruiter

Troy, MI

Tara Smith

Recruiter

Beaverton, OR

Taryn Little

Manager of Staffing &

Placement

San Antonio, TX

Teddy Krzywiecki

Technical Recruiter

Canonsburg, PA

Teresa Walters

Recruiter

Mission, KS

Teri Owens

Recruiting Manager

Pleasanton, CA

Terry Koster

Managing Director

Isle of Palms, SC

Thayne Martin

Recruiter

Chandler, AZ

Tim Tottenham

Sr. Recruiter

Mississauga, Outside

U.S.

Tina Sivilli

Program Staffing

Columbia, MD

Tod Dyler

Independent Recruiter

Pune, ALL

Tom Byrne

VP/Recruiting

Tampa, FL

Tom Mazzulla

Sr. Staffing Specialist

Walkertown, NC

Tony Hoban

Manager of Business

Development

Troy, MI

Tracey Clayton

Sr. Technical Recruiter

Rockville, MD

Tracy Webster

President

Cincinnati, OH

Trent Baker

Recruiter

Centennial, CO

Ty Smith

SR, Technical Recruiter

Memphis, TN

Umendar Goud

Senior-IT Recruiter

Chantilly, VA

Usha Dogra

HR

Fremont, CA

Valerie Baggett

Lead Technical Recruit-

er

Dallas, TX

Valerie Johnson

Recruiter, Vice Presi-

dent

Chicago, IL

valerie marchalot

Recruiter

Herndon, VA

Valerie Slamka

Senior Recruiter

Bloomfield, NJ

Valerie Stayskal

President

Addison, IL

Vamsi Betha

IT Recruiter

Ann Arbor, MI

Vijai Kumar

Mobile Developer

San Jose, CA

Vijai Kumar

Account Manager

Edison, NJ

Vijay Be

Recruiter

Irving, TX

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 62: Who's Who in High Tech Recruiting Guidebook Winter 2014

62

Vikas Sharma

QA or BA

Fremont, CA

Vimal Kumar

SR IT Recruiter

Bellevue,, WA

Vipul Shenoy

Sr. Technical Recruiter

Somerset, NJ

Vivek Kashyap

Talent Acquisition -US

Hawthorne, NY

Viveka Nanda Gunna

Technical recruiter

Ann Arbor, MI

Walter Kowal

Executive Recruiting

Partner

Philadelphia, PA

Wendi Greim

Sr. Recruiter

Millersville, MD

Yasir S. Jilani

Director | IT Recruiter |

SAP (SME) Consultant

Toronto, Outside U.S.

Yvonne Hallman

Sr. Technical Recruiter

San Francisco, CA

Yvonne Sylla

Senior Recruiter

Conyers, GA

Divya Shravanthi

Executive Recruiter

New Jersey, NJ

James Whittle

Director

Tinton Falls, NJ

Jill Merrell

Senior Recruiter

Tinton Falls, NJ

Marcella Mathews

Director of Recruiting

Willowbrook, IL

Alice Lu

Co-founder

San Jose, CA

Allen Fei

Sr. Recruiter

Los Angeles, CA

Becky Carlson

Sr. Technical Recruiter

Bellevue, WA

Brian Matterson

Career Evolutionist

Kailua, HI

Danny Zhang

Recruiter

Shanghai, Outside U.S.

Deidra Vanderheiden

IT Corporate Technical

Recruiter

Wichita, KS

Drew Kolanz

Executive Recruiter

Irvince, CA

Eric Dimacali

Sr. Recruiting Consult-

ant

Arcadia, CA

Frank Zong

Senior Recruiter

Beijing, China, Outside

U.S.

Geoff Brooks

Independent Recruiter

Guilford, CT

Harry Anderson

VP Recruiting

Milford, CT

Heather Holahan

Recruiter

New York, NY

Jessica Franco

Recruiter

Culver City, CA

Jim Sullivan

Executive Recruiter

Garden City, NY

JoAnne Auerbach

Executive Recruiter &

Consultant

San Francisco, CA

Kate Kennedy

Senior Technical Re-

cruiter

Bellevue, WA

Katherine Saxton

Sr. Recruiter

Brentwood, CA

Kem Boggs

Director of HR

Bellevue, WA

Ken Andrews

Recruiter

Bothell, WA

Kevin Sullivan

Recruiter

San Antonio, TX

Kory Ferbet

Technical Recruiter

Seattle, WA

Leslie Dutton

Recruiting Manager

San Francsicso, CA

Leslie Ugarte

Recruiter

San Francisco, CA

Lisa Zee

Founder, HR, Recruiting

Consultant

San Jose, CA

Lori Kline

Director Talent Man-

agement

Austin, TX

Mariel McAlister

Corporate Recruiter

Indianapolis, IN

Michele Collison

HR/Recruiter

San Francisco, CA

Oksana Gerasymenko

HR intern

Shanghai, Outside U.S.

Paige Pitman

Senior Recruiter

Winter Park, FL

Razza Mitchell, ACIR,

CIR, CDR

Certified Recruiter

Aurora, CO

Roxanne Dinel

Proactive sales agents

Chicago, IL

Sheridan Hall

Recruiter

Austin, TX

T.G Samuels

Recruiter

San Francisco, CA

Ted Williams

Owner

Laveen, AZ

Vincent Clayton

Sr. IT Recruiter

Nashville, TN

Y-Vonn Teh

Principal

Los Angeles, CA

Jill Levin

Principal

Los Angeles, CA

Michelle Bigler

Senior Consultant

Chicago, IL

Renee Carson

Recruiter

Christchurch, LA

Sally Brandon

President

New York City, NY

Ada Zhao

Assistant Consultant

Guangzhou, ALL

Betty Serafino

Owner/President

Carmel, IN

Bob Zhu

Staffing Manager

Beijing, Outside U.S.

Bobbie Hill

Recruiter

Columbus, OH

Bridgette Eckman

Manager, Talent Acqui-

sition

Brownstown, MI

Clara O'Brien

Recruiter

Renton, WA

David Desenberg

Technical Recruiter

Columbus, OH

George Seipel

Recruiter

Groveport, OH

Giulia Ferraris

Sr. Recruiter

Fremont, CA

Greg Seago

Sr Recruiter

Dublin, CA

Heather Scarberry

Sr. Recruiter / Account

Manager

Creston, IA

James Dolan

Talent Acquisition

Arcadia, CA

Josie Qiao

Search Consultant

Shanghai, Outside U.S.

Jun Lee

Talent Acquisition

Foshan, Outside U.S.

Kim Porter

Professional Recruiter

Grand Rapids, MI

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Insurance

Internet / Web

Technology

Legal Services

Manufacturing

Page 63: Who's Who in High Tech Recruiting Guidebook Winter 2014

63

Lila Brennan

Director of Staffing

Norcross, GA

Lisa Huang

Recruiter

Shanghai City, Outside

U.S.

Lisa Schultz

Recruiter

Austin, TX

Meghan Ensley

Recruiter

Chatsworth, GA

Naomi Berman

Founder

Wilton, CT, CT

Norman Wicklund

Recruiter

Toledo, OH

Nuria Berro

Assistant Manager

Bloomington, MN

Rachael Fishel

Recruitment Specialist

Tigard, OR

Sabrena Alvin

CEO

Roswell, GA

Shellie Sullivan

Senior Partner

Excelsior, MN

Stephanie Machrone

Corporate Recruiter

York, PA

Tricia Strong

Senior Recruiter - Talent

Acquisition

Chicago, IL

Benjamin Shi

Consultant

Shanghai, Outside U.S.

Erik Neikirk

Vice President

Dacula, GA

Gary Brewin

Senior Recruiter

Boxford, MA

Ilene Rein

Recruiter

Hillsdale, NJ

John Cox

Recruiter

Lisle, IL

John Long

Recruiter

New Orleans, LA

Lisa Bartins

Executive Director

Pittsburgh, PA

Melody Li

Recruiter

Shanghai, Outside U.S.

Nishant Trivedi

NA

Sunnyvale, CA, CA

Barbaros Horozal

Recruiter

Maslak, Outside U.S.

Mark Makary

Director of Recruiting

Alexandria, VA

Curtis Hart

Recruiter

Long Beach, CA

Linda Nero

Account Executive

San Rafael, CA

Mary-Margaret Walker

CEO

Santa Clara, CA

Ann Kramer

Recruiter

Franklin, WI

Anne Gleaton

West Region Sales Re-

cruiter

Nashville, TN

Daniel Michael

Consulting Partner

San Francisco, CA

Jim Brady

Recruiter

Boston, MA

Karnitia Holmes

Consultant

Chicago, IL

Alysa Kowis

Sr. Technical Recruiter

Houston, TX

Angela Yang

Executive Recruiter

Houston, TX

Donna Antosiak

Human Resource Direc-

tor

Sunnyvale, CA

Erika Mar

Sr.Recruiter

West Islip, NY

Hannah Barrett

Recruiter

Southsea, Outside U.S.

Josue Chavez

Sr. Staffing Specialist

Houston, TX

Leighton Aureyre

HRM

Shanghai, Outside U.S.

Sam Mitchiner

Senior Recruiter

Bellaire, TX

Tobin Hellums

Sr. Recruiter

Houston, TX

XIE Sharon

Recruiter

Shanghai, Outside U.S.

Aneeka Harrison

Recruiter

Brentwood, MD

Bob Calamita

President

Jacksonville, FL

Bob Corbin

Senior Recruiter/

Sourcer

Sutton, MA

Carl Pungerchar

Account Manager /

Recruiter

Cleveland, OH

Carol Bell

Recruiter

Long Beach, CA

Cassandra Burn

Professional Search

Consultant

Cocoa, FL

Chris Coleman

Director

London, Outside U.S.

Christine Orem

Sr. Lead Recruiter

Reston, VA

Cindy Pierce

Senior Professional Re-

cruiter

Austin, TX

Daniel Oliver

Sr Technical Recruiter

San Diego, CA

Dann Johansson

Sourcer/Recruiter

TAMPA, FL

David DeFalco

Talent Acquisition Con-

sultant

Cary, NC

David Hay

Director

Warwick, Outside U.S.

Dee Pitts

Sr. Recruiter

Boynton Beach, FL

Dev Singh

Technical Recruiter

Milpitas, CA, CA

Diana Engeszer

Executive Director

St. Louis, MO

Doris Fellenz

Recruiter / Talent

Acquisitions Specialist

Ocean, NJ

Douglas Unger

Managing Director

Bridgeport, CT

Ediz Gur Gocenoglu

Executive Recruitment

Consultant

Istanbul, Outside U.S.

Eric Till

Sr Technical Recruiter

Atlanta, GA

Gaynor Blackmon

Recruiting Consultant

Aurora, CO

Heather Smith

Recruiter - Contractor

Parrish, FL

Ilene Rein

Recruiter

West Palm Beach, FL

Jack Albrecht

Managing Partner

Fort Worth, TX

Jamie Bond

Recruiter

Los Angeles, CA

Jeff Kloth

Senior Recruiter

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Mechanical,

Industrial

Engineering

Media /

Journalism

Mobile Apps/

Devices

Technology

Oil, Gas, Energy

Other

Non-Profit

Page 64: Who's Who in High Tech Recruiting Guidebook Winter 2014

64

Charleston, SC

Jennifer Wachtstetter

Executive Recruiter

Miami, FL

Jim Moore

Recruiting Guru

Wake Forest, NC

Justin Bonner

Account Talent Man-

ager

Racine, WI

Kiran Jallepalli

Technical Recruiter

Jersey City, NJ

Kyle Klotz

Senior Recruiter

Findlay, OH

Lisa Young

Sr. Technical Recruiterv

Clayton, NC

Lynne Goodrich

Sr. Recruiting/HR Con-

sultant

Chesapeake, VA

Mary Burback

GM

Brookfield, WI

Matty Meyerberg

Director of Recruiting

Monroe Township, NJ

Melissa Adamo

Vice President

New York, NY

Michaun Fowler

Recruiting Consultant

West Boylston, MA

Monica Ellis

Recruiter

Ogden, UT

Nick Walker

Senior Recruiter

Houston, TX

Nicole Ceranna

Talent Acquisition Man-

ager

Denver, CO

Nicovanna Shannon

Executive Recruiter

Montgomery, AL

Ophelia Pittman

Senior Recruiter/

Manager

Holly Ridge, NC

Patricia Meza

Recruiter

San Jose, CA

Richard Czop

President

Tonawanda, NY

Rishi Banerjee

Sr. Manager - Talent

Acquisition

John's Creek, GA

Ronda Acker

Founder/Executive Re-

cruiter

Franklin, TN

Rosie Titus

Recruiter

Austin, TX

Scott Goebel

Recruiter

Plano, TX

Sean Rego

Senior Executive Re-

cruiter

Sebring, FL

Sha'Ron Downing

Technical Recruiter

Herndon, VA

SHAWNDETTA MILLER,

MBA

SR. RECRUITER-VIRTUAL

NY, NY

Steve Feinberg

Sr. Talent Acquisition

Specialist

Plymouth, MN

Tamie Tocco

Search Consultant

Atlanta, GA

Tina Pearcy

Recruiter

Corona, CA

Toni Baffo

Talent Acquisition

Beverly Hills, CA

Tracie Fitzpatrick

Business Owner

Mount Macedon, Out-

side U.S.

Treani Swain

Regional Recruiter

Los Angeles, CA

Wendy Colaiacovo

Sr. Technical Recruiter

Roswell, GA

Wendy Robelo

Recruiting Sourcer

El Cerrito, CA

Yvonne Griffin

Reserach/ Recruiter

Metamora, MI

Zeynep Akkiris

Global Talent Recruit-

ment Manager

Istanbul, Outside U.S.

Charles Choi

Associate Consultant

Guangzhou, Outside

U.S.

Jackie Bandish

Executive Recruiter

Warrington, PA

Jeff D'Italia

Director

Portsmouth, NH

Jeffrey Boyle

Technical Recruiter

Cherry Hill, NJ

Jennifer Mataya

Director of Recruiting

Waukesha, WI

Lei Foerster

Talent Acquisition Spe-

cialist

Baltimore, MD

Alan Martin

Director

Manchester, Outside

U.S.

Ann Frey

President

Coto de Caza, CA

Ann Montgomery

Senior Search Director

McLean, VA

Audrey Williams

HR Business Partner

Vienna, VA

Billy Phillps

Founder / Executive

Recruiter / Account

Manager

Plano, TX

Carole Neuner

Recruiter

Tempe, AZ

Celeste Hoff

Technical Recruiter

Canton, GA

Cindi Bowles

Sr. Technical Recruiter

Frederick, MD

Cindy Mita

Sr. Technical Recruiter

Martinsville, NJ

Damian penston

Recruitment Consultant

(in-house)

Hawthorn, Outside U.S.

David Charles

Business Development

Executive

East Windsor, NJ

Dayna Braun

Sr Recruiting Consultant

Plano, TX

Dorothy Giannotti

Nat'l Sr. Staffing

Recruiter

Palm Beach Gardens,

FL

Erik Nixon

Recruiter

Tampa, FL

Gaurav Sharma

Senior Recruiter

Hoboken,, NJ

GW Wilson

Recruiter

Atlanta, GA

Gyan Jharia

Resources Specialist

Brunswick, NJ

Janet Jones-Parker

Managing Director

Chapel Hill, NC

Janny Wang

North America

Recruiting Specialist

Dalian, Outside U.S.

Joe Flores

Client Partner

Farmers Branch, TX

John Mullin

Consultant

Boston, MA

Kelly Hansen

Sr. Technology

Recruiter

Bellevue, WA

Liz Rathborne

Executive Recruiter

Marion, MA

Lori Rubin

Director of Resource

Management

Alpharetta, GA

Michael Doran

Contract corporate

recruiter

Grayslake, IL

Michael Reynolds

Technical Recruiter

New York, NY

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Pharmaceutical

Professional /

Consulting

Services

Page 65: Who's Who in High Tech Recruiting Guidebook Winter 2014

65

Parijat Bodas

Sr. Resource Specialist

Nagpur, Outside U.S.

Paul Bradbury

Managing Principal

Campbell,, CA

Ray Stawick

Sr. Recruiter

Frankfort, IL

Sam Yu

Senior Recruiter

Shanghai, Outside U.S.

Sara Bradley

Client Recruiting Con-

sultant

Charlotte, NC

Sayyad Ahmed

Global Talent Acquisi-

tion Specialist

Elk Grove Village, IL

Scott Plumstead

Managing Partner

Pine Brook, NJ

Sharon Breiner

Recruiting Manager/

Recruiter

Seattle, WA

Simon Evans

Co-Owner

Harwich, MA

Stephanie Foreman

Recruiting Lead

Houston, TX

Suzette Zaragoza

Corporate Recruiter

Martinez, CA

Tuhina Purohit

SR Recruiter

Santa Clara, CA

Yun Yu

headhunter

Beijing, Outside U.S.

Aaron Kotikala

Recruiter

McLean, VA

Adam Ray

Lead Recruiter

Livonia, MI

Adam Staton

Recruiting Consultant

Raleigh, NC

Adam Wolff

Lead Technical

Recruiter

Woburn, MA

Adriana Petersen

Principal/Executive

Recruiter - Life Sciences

Corona Del Mar, CA

Ahmed Mohammed

Recruitment Executive

Media, PA

Alan Adkins

President

Tokyo, Outside U.S.

Alan Luo

Managing Partner

Shanghai, Outside U.S.

Alana Alcini

Regional Director of

Operations

San Jose, CA

Albert Peniche

Technical Recruiter

Palmdale, CA

Alberto Prieto

President

New York, NY

Alex SunIT

Sr. IT Recruiter

Alpharetta, GA

Allen Hargrove

Technical Recruiter

Denver, CO

Alyssa Dambach

Technical Recruiter

Monroeville, PA

Ambra Mundula

Sr. Recruiting Consult-

ant

Beijing, Outside U.S.

Amy Anderson

Sr. Technical Recruiter

Chicago, IL

Andre Brinders

Chief Executive Officer

Montana Park, Outside

U.S.

Andre Davis

Management consult-

ant / recruiter

San Francisco,, CA

Ankit Pandey

Account Manager

North Brunswick, NJ

Ankit Saxena

Assistant Manager

Sacramento, CA

Ann-Christine Roope

Managing Director

Los Gatos, CA

Anne Downing

Sr Recruiter

Phoenix, AZ

Anthony Elumeze

Recruiter

NEW YORK city, NY

April Durel

Executive Recruiter

Grayson, GA

Arindam Sen

Recruiter

East Brunswick, NJ

Arindam Sen

Recruiter

East Brunswick, NJ

Arnold Arnan

Senior Technical Re-

cruiter

Bellevue, WA

Asit ray

Lead Recruiter

Livonia, MI

Audrey Bernstein

Recruiter

Livingston, NJ

Bala Veera Tadavarti

Recruiter

Fountain Valley, CA

Ben Wong

Senior Technical Re-

cruiter

Bay Area, CA

Beth Bransky

Sr. Recruiter

Irvine, CA

Beth Paschos

Recruiter

Enterprise, AL

Beth Shandling

Research Manager

Chicago, IL

Beth Taylor

Recruiter

Chattanooga, TN

Betty Adams

President

Irving, TX

Bhavya Naidu

Recruiter

San Francisco, CA

Bhumika Ghimire

Technical Recruiter

Bridgewater, NJ

Biju Joseph

Assistant Manager-

Client Services & Deliv-

ery at Helios & Mathe-

son (Staff Augmenta-

tion)

Bangalore, Outside U.S.

Bill McCann

Talent Acquisition Part-

ner

Havertown, PA

Bill Wescott

Recruiter

Bothell, WA

Bindhu Beldona

Sourcing Lead

Redmond, WA

Bobby Phelps

Technical Recruiting

Consultant

Austin, TX

Bree Maddox

Sr Technical Recruiter

Minneapolis, MN

Brenda Bell

Senior Recruiter

Dallas, TX

Brendan Lorentz

Recruiter

Seattle, WA

Brian Baginski

Sr. Corporate/

Executive Recruiter

Minneapolis, MN

Brian Bowman

Co-Founder / Sr. Re-

cruiter

Fletcher, CA

Brian Burns

Technical Recruiter

Annapolis, MD

Brian Felice

Internal Recruiter

Audubon, PA

Brian Hamilton

Sr Technical Recruiter

Lexington, MA

Brian Smith

Managing Director

Los Angeles, CA

Brian Wigdor

President

Cypress, CA

Britto Ambrose

Training Lead

Bellevue, WA

Bruce Mitchell

CIO

Duluth, GA

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Real Estate

Recruiting /

Headhunting

Page 66: Who's Who in High Tech Recruiting Guidebook Winter 2014

66

Buffy Kinasz

Recruiter

Kincheloe, MI

Cameron Armani

Partner/Recruiter

Encinitas, CA

Cami Scott

National Recruiter

Salt Lake City, UT

Candice Anderson

Principal

Raleigh, NC

Candice Zaniewski

Corporate Recruiter

Sherwood, OR

Candrice Haight

Sourcing Specialist

Hanover, MD

Carlton Eccleston

Technical Recruiter

Pittsburgh, PA

Carol Linstrum

Consultant

Bend, OR

Caroline Cafaro

Director of Recruit-

ment/Principal

Westfield, NJ

Caroline Tracy

Office Professional

Staffing Coordinator

Columbia, SC

Carolyn Divelbiss

Director of Recruiting

Mentor, OH

Carolyn Kerzner

principal

Thousand Oaks, CA

Casey Pianta

Corporate Recruiter

Nashville, TN

Catherine Leatherman

Senior Recruiter

King of Prussia, PA

Cathy Soto

Sr. Business

Development Manager

San Jose, CA

Cecilia Liu

Consultant

Shanghai, CO

Char Tansey

Recruiter

Maple Grove, MN

Charlie Davenport

Professional Recruiter

Hermitage, TN

Cheryl Wright

executive recruiter

Manhattan Beach, CA

Chris Gonzales

Recruiter

Seattle, WA

Chris Jones

Director-Staffing

Metachun, NJ

Chris Stanley

Director of Sales and

Recruiting

Plano, TX

Christine Botelho

Sr. Recruiter

San Jose, CA

Cindy Hudgins

Executive Recruiter

Chicago, IL

Colette Resnikoff

Sr. Account Manager

Wimberley, TX

Conzuelo Sorg

Talent Manager

Menifee, CA

Cori Swidorsky

Executive Recruiter

Pittsburgh, PA

Courtney Meyer

President

Menlo Park, CA

Courtney Minturn

Self-Employed Execu-

tive Recruiter / Strate-

gic Sourcer

Fort Lauderdale, FL

Cyndee Banda

Senior Recruiter

Cypress, TX

Cynthia Neuwalder

Executive Recruiter

Cupertino, CA

Daniel Martinez

Sr. Recruiter - Industrial

Specialist

Fife, WA

Daniel Molloy

Senior Recruitment

Consultant

San Jose, CA

Daniel Smilansky

Executive Search Con-

sultant

Los Angeles, CA

Danni Barker

Sr Executive Recruiter

Fort Walton Beach, FL

Danny Powell

Managing Partner

Houston, TX

Darlene Guilford

Sr. Recruiter

Danville, CA

David Clay

Recruiter

Fremont, CA

David O'Callaghan

Director

Minneapolis, MN

David Schwarz

Recruiting Leader

Medford, NJ

David Trujillo

Recruiter

San Mateo, CA

Dawn Goar

Recruiting Manager

Folcroft, PA

Deb Mullen

Executive Recruiter

Berlin, CT

Deborah Brunda

Technical Recruiter

Farmington Hills, MI

Debra Avery

Sr. Executive Recruiter

Wrightwood, CA

Debra Kuo

Managing Director

San Jose, CA

Deep Prakhar Singh

IT Recruiter

Mt. Laurel, NJ

Deidra Witt

Sr. Technical Recruiter

Acworth, GA

Denise Chaffin

Managing Partner

Cahone, CO

Denise Rendtorff

Headhunter / Partner

São Paulo, Outside

U.S.

Dennis Do

Account Manager

riverside, CA

Derek Lenehan

Manager of IT Recruit-

ing Services

Columbus, OH

Desmond Lee

Senior Recruiter

Singapore, Outside U.S.

Diane DeLisse

Owner/Recruiter

Trenton, OH

Dileika Wilson

Recruiter

Salisbury, NC

Donna Morgan

Recruiter

McLean, VA

Dora Pereda

President

Oaks, PA

Doris de Guia

Recruitment Director

New Port Richey, FL

Ed Harrison

CEO

Lenoir City, TN

Eddie Dayan

IT Recruiter

Manhattan, NY

Edward Lavine

Talent Acquisition Advi-

sor

Coto de Caza, CA

Elisabeth Myers

strategic sourcing spe-

cialist

Alpharetta, GA

Elizabeth Caldwell

Managing Partner

Somers, NY

Emma Martinez

Recruiting Manager

Santa Clara, CA

Erik Mason

Owner

Dallas, TX

Erin O'Brien

Owner

Matthews, NC

Erlyn Hinojas

VP Client Services

Houston, TX

Executive Finance

Placement Recruiter

TAMPA, FL

Fernanda Contreras

Recruiter

Aventura, FL

Gari Di Stefano

Talent Acquisition Man-

ager

Delray Beach, FL

Garry Wylie

Recruiter

Penshurst, Outside U.S.

Gaurav Sharma

BDM

Somerset, NJ

Gayle Donner

Sr. Executive Recruiter

Los Angeles, CA

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 67: Who's Who in High Tech Recruiting Guidebook Winter 2014

67

Gerald Smith

Executive Recruitment/

Office M

Memphis, TN

Gina Mascera

Recruiter

Chicago, IL

Glenn Kudysch

Senior Recruiter

Stratford, CT

Greg Aufschlager

EVP

South Lyon, MI

Greg Scott

Account Manager

San Jose, CA

Hanzel Smart

Technical Recruiter

Pleasanton, CA

Hari Krishna

OPT Recruiter

York, PA

Harsh Shah

Technical Recruiter

Morristown, NJ

Heather Nordyk

Recruiter

Paramus, NJ

Heather Pelaez

Recruiter

Newark, DE

Heather Seely

Talent Partner

New Hope, MN

Henrique Bessa Dias

Headhunter - Director

Finance & Tax / Legal /

Insurance

São Paulo, Outside

U.S.

Henry Baity

Sr. Recruitment Consult-

ant

Hayward, CA

Holly Zancanaro

Principal

Castle Rock, CO

James Dan

Managing Partner

Annapolis, MD

James Rabbett

Director

Broadstairs, Outside

U.S.

Jamie Rogers

Director of Talent Ac-

quisition

Woodstock, GA

Jason Smith

Director of Recruiting

San Jose, CA

Jason Tate

Principal

Ardmore, PA

Jenn Sanchez

Owner/Recruiter

Lincoln, NE

Jenna Kotchavar

Recruiter

Everett, WA

Jennifer Wolf

Recruiter

Denver, CO

Jennifer Yousif

Corporate IT Recruiter

New York, NY 10016, NY

Jeremy Bingham

Senior Recruitment

Specialist

Brisbane, Outside U.S.

Jerry Iverson

HR and Recruiting

Rochester, NY

Jesse Farran

Executive Recruiter

Calabasas, CA

Jessica Holley

Technical Recruiter

Fort Lauderdale, FL

Jessica Horowitz

Engineering Recruiter

Wilmington, NC

Jeswanth Gunti

IT Recruiter

Famington Hills, MI

Jim Campbell

Recruiter

Atlanta, GA

Jim Donaldson

Sr. Recruiter - CIO

Cartersville, GA

Jim Parker

In Transition

Aurora, IL

Jim Walaitis

Corporate Recruiter

Manchester, MO

Joanne Trout

Recruiting Specialist

Cobb Island, MD

Jodie Garrison

Recruitment Marketing

Yogini

Austin, TX

Jody Molchen

President

Worthington, OH

Joe Ding

Consultant

Shanghai, Outside U.S.

John Buckley

President

New York, NY

John Carnovsky

staffing

Royal Oak, MI

John Hennessy

Partner

Johns Creek, GA

John McInnis

President

West Roxbury, MA

Jonathan Epstein

Partner

San Francisco, CA

Jonathan Paul

Senior Recruiter

Ladera Ranch, CA

Josh Slimmer

Principal

New York, NY

Joshua Udell

Technical Recruiter

Lake Worth, FL

Joy Hood

Senior Technical Re-

cruiter

Raleigh, NC

Joyelle Vollero

Talent Acquisition Team

Lead

Atlanta, GA

Judy Lack

Contractor/Consultant

Mission Viejo, CA

Julie Cottle

Talent Acquisition Man-

ager

San Francisco, CA

Julie Woods

Recruiter

Chicago, IL

Juliette McIlroy

Lead Technical Recruit-

er

Santa Clara, CA

Justin Bonner

Senior Staffing Supervi-

sor

Racine, WI

Kassandra Tandoc

Staffing Consultant

Fremont, CA

Katharine Reilly

Principal

Ft Washington, PA

Kathy Turner

Owner and Senior Re-

cruiter

Fort Worth, TX

Katie Kraemer

Recruiter

Portland, OR

Katie Seal

Director of Recruiting

Frisco, TX

Kaushal Parekh

Recruiter

Morristown, NJ

Kaye-Leigh Collins

Sr. Sourcing Specialist -

Recruiting

Springdale, AR

KC Butler

Global Managing Di-

rector

Marietta, GA

KC Dell

Senior Recruiter

Portsmouth, NH

Keith Bunescu

Managing Partner

Chicago, IL

Keith Steiner

Sales/Staffing Consult-

ant

Westland, MI

Ken Ford

Senior Recruiter

Charlotte, NC

Ken Kimbrough

President

Marietta, GA

Kevin Montgomery

General Manager

Douglasville, GA

Kevin Ross

Recruiter

McLean, VA

Kevyn Cole

Executive Recruiter

Costa Mesa, CA

Keynisha Adebisi

Technical Recruiter

New York, NY

Kim Klodowski

Director of Sales and

Recruiting

Frisco, TX

Kim Louis

Resource Manager

Sunnyvale, CA

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 68: Who's Who in High Tech Recruiting Guidebook Winter 2014

68

Kimberly Gillette

Recruiter

Eagleville, PA

Kristen Kummerl

Senior Executive

Recruiter

Clinton Township, MI

Kristen Morcos

Account Executive/

Recruiter

Palo Alto, CA

KRISTY PERO

VP of Recruiting

Jupiter, FL

Kyle McDowell

President

Litchfield Park, AZ

L Rayzer

Recruiting Manager

Huntington, CT

Laisin Lee

Owner

Orlando, FL

Lalit Hirani

Sr. Recruiter

San Jose, CA

Lara Oettinger

Talent Sourcing Spe-

cialist

Cedar Rapids, IA

Larry Cadwell

President

The Villages, FL

Laura LaBine

President

San Mateo, CA

Laura Okoroji

Sr. Recruiter

Austin, TX

Leesa Meintzer

Executive Recruiter

Martinez, CA

Lena Rice

Recruiting Manager

Atlanta, GA

Leo Coquard

Headhunter trainee

Shanghai, Outside U.S.

Leonardo Volpi

Headhunter - Executive

Manager

Campinas, Outside U.S.

LeQuay Marsh, MHCS,

ECRE

President & Principal

Consultant

Lakewood, OH

Lesli Mais

Recruiting Manager

Fort Worth, TX

Leslie Benya

Senior recruiter

Kent, WA

Leslie Martin

Owner

Franklin, TN

Leya Nguyen

Staffing Director

Lewisville, TX

Lincoln Neely

Director of Business De-

velopment

Greenbrae, CA

Linda Nicolai

President

Los Angeles, CA

Linda Noltemeier-Jones

Director of Business De-

velopment

San Antonio, TX

Lisa Korte

Senior Contract Re-

cruiter/ Director, Talent

Acquisition

San Diego, CA

Lisa Kovac

Contract Staffing Spe-

cialist

Canton, OH

Lisa Noeltner

Senior Point Recruiter

San Jose, CA

Lisa Pulvermacher

Project Coordinator

Brookfield, WI

Lisa Verde

Director

Alpharetta, GA

Lori Noonan

Director, Recruiting

Florence, KY

Lori Singer

VP

Costa Mesa, CA

Lorie Schroeder

Recruiting Manager

Minneapolis, MN

Luke Brandt

National Recruiting

Manager

Chandler, AZ

Major Hinton Jr.

Senior Talent Acquisi-

tion Specialist

Germantown, MD

Mandy Bossard

Senior Recruiter

Spokane, WA

Manjiri Vilekar

Director Recruiting Ser-

vices

San Ramon, CA

Marc Hanson

National Sales Recruiter

Tampa, FL

Marcel Martin

Account Manage-

ment, Business Devel-

opment, Sales, HR, Re-

cruiting

Bellflower, CA

Marcus Kirksey

Recruiter

Kathleen, GA

Marilyn Maggio

Sr. Technical Recruiter

Mechanicsburg, PA

Marilyn Myers

Sr. Talent Acquisition

Consultant

Bay Area, CA

Mark Berger

Sr. Technical Recruiter

Fort Lauderdale, FL

Mark Carlson

Sr. Vice President &

Executive Recruiter

Grafton, MA

Mark Clare

Commercial Director

Leeds, Outside U.S.

Mark Gambirasi

CEO

San Francisco, CA

Mark Landay

Managing Director

Santa Monica, CA

Mark Oppenheim

Sr. Technical & Scien-

tific Recruiter

Edison, NJ, NJ

Mark Pass

Corporate Recruiter

Waltham, MA

Mark Stein

Partner

Clarksburg, MD

Mark Anthony Herrera

Technical Recruiter

Cainta, CA

Mary Mansfield

Founder

McCall, ID

Marybeth Caulfield

Recruiter

Raleigh, NC

Matt Lunney

Managing Partner

Nashua, NH

Matt Ramos

Sr. Tech Recruiter

Wakefield, MA

Matthew Lanier

Corporate Recruiter

Wakefield, MA

Maty Corral-Avila

Sr. Talent Acquisition

Consultant

Berkeley, CA

Maureen Rae

Consultant

Mutdapilly, Outside U.S.

Mayra Gonzalez

On-site Manager

Ontario, CA

Melanie Schleif

CEO

McMinnville, TN

Melissa Potera

Sr. Technical Recruiter

Kirkland, WA

Melissa Powers

Sr. Account Manager

Newburyport, MA

Meng Her

Account Manager |

Recruiting Specialist

Brooklyn Park, MN

Mia Harris

Sr. Technical Recruiter

Alpharetta, GA

Michael Baker

Sr. Technical Recruiter

Farmington Hills, MI

Michael LoCoco

Sourcing coordinator

Suwanee, GA

Michael Marante

COO

DeBary, FL

Michael Moreau

Manager

Stratham, NH

Michael Nelms

Sr. Recruiter

San Diego, CA

Michael Puckett

Owner

New Haven, MI

Michaela Elder

Sr. Recruiter/Resource

Manager

Charlotte, NC

Michelle Gilgan

Senior Recruiting

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 69: Who's Who in High Tech Recruiting Guidebook Winter 2014

69

Consultant

Tiburon, CA

Mike Thiel

Recruiter

Caldwell, ID

Mohd Younus Saleem

Sr. Technical Recruiter

Louisville, KY

Monica Milner

Executive Recruiter

New York, NY

Monika Dhawan

Technical Recruiter

Lynnwood, WA

Naga BalaKrishnan

Technology Recruiter

(Direct Hire)

East Brunswick, NJ

Nandan Sharma

Sr. SAP Recruiter

Santa Clara, CA

Natalie Foy

Intern

Chicago, IL

Nate Holman

Recruiter

Perrysburg, OH

Nathan Main

Senior Partner

Wallingford, CT

Naveen Grover

Technical Recruiter

Santa Clara, CA

Neeraj Mohandas

IT Recruiter

Austin, TX

Nehru Jawahar

Delivery Manager

Santa Clara, CA

Neil Lawrence

Sr. Recruiter

Tulsa, OK

Nelda Bass

Sr. IT Recruiter

Katy, TX

Nelson Anderson

senior associate

El Segundo, CA

Nick Powell

Executive Director

San Francisco, CA

Nick Roman

Technical Recruiter

Orlando, FL

Nicolas Milonas

VP Asia

Shanghai, Outside U.S.

Nisha Acharya

Technical Recruiter

Alpharetta, GA

Ona Schissel MA

Director

San Francisco, CA

Pamela Goodwin CPC,

CSP

Executive Recruiter

Danvers, MA

Paras Khandelwal

Sr. US/ IT Technical Re-

cruiter

Atlanta, GA

Pat Caldwell

Owner/Recruiter

Sioux Dalls, SD

Patches DeShazo

Recruiting Consultant

Deer Park, TX

Patrick Oxley

Recruiting Manager

Indianapolis, IN

Patti Avornyoh

Director

Shelton, CT

Patti Luther

Sr. Recruiter

Gahanna, OH

Paul Bova

Managing Partner

Darien, CT

Paul Dhanjal

Managing Director

London, Outside U.S.

Paul Krawczynski

VP Business Develop-

ment

Durant, OK

Paul Murphy

Sr. IT/ Technical Recruit-

er

Piscataway, NJ

Paul Perkins

Sr. Technology Recruit-

er

Providence, RI

Paul Subhakar

Sr. Technical Recruiter

Studio City, CA

Paula Presley

Account manager

Louisville, KY

Pauline Rush

Recruiter

New Jersey, NJ

Pete Maher

Technical Recruiter

Ashburn, VA

Peter Bukowski

President

Buffalo, NY

Peter Heyer

Recruiting Consultant

Centennial, CO

Phil Tiene

Recruiter

Philadelphia, PA

Pieter Wolfaardt

Sr. Recruiter

Hollister, CA

Piyush Vatia

Recruiter

Washington, DC

PJ Cunningham

Vice President

Mayo, MD

Praful Kumar

Sr. Resourcing Specialist

Atlanta, GA

Prasad Mamidela

Sr. Technical Recruiter/

Lead

Irving, TX

Prashoon Sharma

Talent Acquisition Man-

ager

Santa Clara, CA

Prathima Yellapragada

Business Development

Manager

Longmont, CO

Precise Search Group

Executive Search Firm

Minneapolis, MN

Priscilla Peraza

IT Recruiter

Houston, TX

Prudence Minnihan

Managing Partner

Los Altos, CA

Purvi Mashru

President

Ashland, MA

Rachel Sterrett

Sr. Executive Recruiter

Akron, OH

Rachel Yates

Senior Recruiter

Somerset, NJ

Rafi Shaik

Talent Acquisition

Chicago, IL

Raghu Malempati

IT Recruiter

Herndon, VA

Rahshad Slocum

Technical Recruiter

San Francisco, CA

Raina Pintor

Recruiter Extraordinaire

Boise, ID

Rajasekhar Patibandla

Sr.IT Recruiter / Sr.

Bench Sales Recruiter

Hyderabad, Outside

U.S.

Rajiv Ryan

International Talent

Scout

Bangalore, Outside U.S.

Rakesh Vijay

Talent Accusation Ex-

ecutive

New Jersey, NJ

Ramneet Nayyar

US IT Recruiter

Virginia, VA

Raul Velez

Sr. Staffing Consultant

Discovery Bay, CA

Raymond Williams

Sr. Corp Recruiter

Fairburn, GA

Regina McNeill

Staffing Consultant

Lexington, SC

Regina Mendoza

President / Executive

Recruiter

Austin, TX

Renee Chubb

CEO

Columbus, OH

Renee Kennedy

Owner / Recruiter

East Longmeadow, MA

Rich Ortega

Sr. Technical Recruiter

La Mesa, CA

Rick Cooper

Sr. Recruiter

Houston, TX

Ricky Waikhom

Technical Recruiter

Naperville, IL

Rob Cotton

President / Executive

Recruiter

TRAVERSE CITY, MI

Rob Delp

CEO

Norcross, GA

Robert Deck

president

parkland, FL

Robert Geary

Senior Recruiter

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 70: Who's Who in High Tech Recruiting Guidebook Winter 2014

70

Antioch, TN

Robert Leis

Founder

Laguna Beach, CA

Robert Vargas

Senior Virtual Technical

Recruiter

Hickory, NC

Rohshann

Anoushiravani

Recruiter

Los Angeles, CA

Roland Matte

Executive Search Con-

sultant

Longs, SC

Rosalie Chimera

President

BOLINGBROOK, IL

Ross Marian

VP - CoE (US Staffing)

Clovis, CA

Roy Parker

Operations Manager

Okemos, MI

Ryan Kelly

Director - Business De-

velopment

West Hills, CA

Ryan Schortmann

Lead Recruiter

Plymouth, MA

Sajid Khan

Recruiter

Hyderabad, Outside

U.S.

Sam Pendleton

Sr Technical Recruiter

Boston, MA

Samantha Carroll

Senior Recruiter

Woodland Hills, CA

Samuel Park

Technical Recruiter

Park Ridge, IL

Santosh Pillai

Recruiter

North Brunswick, NJ

Sarah Rodriguez

Corporate Recruiter

Livermore, CA

Saranmai Kalluri

Sr. Recruiter

Seattle, WA

Scott Porteous

Senior Technical Re-

cruiter

Kirkland, WA

Scott Walent

Technical Recruiter

San Francisco, CA

Sean Margalit

Sr. Recruiter

Pismo Beach, CA

Sean McGowan

Director

Carlsbad, CA

Sean Stovall

Interview Coach and

Job Search Strategist

Bloomington, MN

Sean Symms

Sr Recruiter

Houston, TX

Shamika Thompson

Technology Recruiter

New York, NY

Shari Burke

owner

Houston, TX

Shashank Mishra

Recruiter

Milpitas, CA

Shavonne Hayes

Lead Recruiter

Houston, TX

Sheila Tobin

Corporate Recruiter

San Jose, CA

Sheri Morgan

Corporate Recruiter

Roseville, CA

Sheryl Gundersen

VP, Recruiting

Plymouth Meeting, PA

Shiva Vijayan

Senior Technology Re-

cruiting Professional

York, PA

Shree Kumar

Director

Pittsburgh, PA

Sid Sydel

Business Development

Manager

Jersey City, NJ

Simon Gray

Technical Recruiter

Richmond, VA

Sonali Desai

Recruiter

Fremont, CA

Sonja Fehlberg

Recruiter

Louisville, KY

Sreekesh S Nair

US IT Recruiter

Austin, TX

Stacy Smith

Sr. Recruiter

Irving, TX

Stephanie Owens

Recruiter

Tacoma, WA

Steven Davis

Managing Director

New York, NY

Steven Messina

Recruiter

San Francisco, CA

Stuart Slater

Partner

San Francisco, CA

Suhasini Rao

Sr IT Recruiter

Greensboro, NC

Sundar Rajan

Team Lead

Milpitas, CA

Suresh Kumar

Technical Recruiter/

Lead

Santa Clara, CA

Suresh Venkat

COO

Arnold, MD

Surya Manickam

Resource Development

Manager

Seattle, WA

Susan Bromberg

Senior Technical Re-

cruiter/Owner

River Vale, NJ

Susan Dunphy

CEO

Creston, IA

Susan Sesma

Staffing Manager

Carlsbad, CA

Swapnil Kale

Technical Recruiter

Duluth, GA

Syed Faizan

Director - Talent Acqui-

sition

Northville, MI

Sylvia Bazan-Jaykus

Talent Acquisition Spe-

cialist

Plano, TX

Tamara Swearingen

Senior Technical Re-

cruiter

Pleasanton, CA

Tania Wahl

Team Leader/Head

Hunter

Cape Town, Outside

U.S.

Tawni Argent

Recruiting Specialist

Palo Alto, CA

Teresa Tabarez

HV Technical Recruiter

Colorado Springs, CO

Terrance McRae

Principal Consultant

Washington, DC

Terri Harper

Recruiter

Richardson, TX

Thomas Clarke

Director of Recruiting

Operations

Newark, DE

Thomas V. Blomberg

Recruiting Manager

Eden Prairie, MN

Tim Andren

Associate Consultant

Irvine, CA

Tina Tracy

Managing Partner

Auburn, CA

Todd Horinouchi

Talent Acquisition Pro-

fessional

Irvine, CA

Todd Markowitz

Executive Recruiter

Columbus, OH

Tom Chavez

SR Recruiter

Castro Valley, CA

Tom Riley

Operations Manager

Wayne, PA

Tony Crisci

Managing Partner

Mesa, AZ

Tricia Cooke

Sourcer

New Gloucester, ME

Trish English

Recruiter

San Carlos, CA

Valerie Ingham

Sr. Recruiter

Cape Canaveral, FL

Van Treadaway

Chief Talent Scout

Atlanta, GA

Vanetta Simon

CEO/Founder Simon

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Page 71: Who's Who in High Tech Recruiting Guidebook Winter 2014

71

Staffing, LLC

Charlotte, NC

Veera Shekar

Operation Manager

San Ramon, CA

Veronica Dsouzza

Technical Recruiter

New Jersey, NJ

Vic Kumar

Senior Recruiter

San Jose, CA

Viju Vibudhan

Technical Recruiter

North Brunswick, NJ

Vikram Gill

Recruiting Manager

Newark, DE

Vince Milne

Recruiting Operations

Director

Greendale, WI

Vinnie Levine

Recruiter

San Mateo, CA

Vivian Keys

Founder

Los Gatos, CA

Wayne Cozad

CEO

Port Charlotte, FL

Wayne Rigney

Managing Partner /

Executive Recruiter

Madison, CT

Wayne Schofield

Principal Technical Re-

cruiter, Operations

Manager

Londonderry, NH

William Gray

Director of Talent

Acquisitions

New York, NY

Xixi Qi

Recruiter

Shanghai, Outside U.S.

Yinhe Ma

Recruiter

Beijing, Outside U.S.

Ellen Zhao

Overseas Recruiting

Supervisor

Shanghai, Outside U.S.

Tom Janci

Recruiter

Oakland, CA

Landon Phillips

Director

Austin, TX

Steve Sapita

Technical Recruiter

Sycamore, IL

Bill Breitinger

Recruiter

Minneapolis, MN

Deana Oslund

President

Mount Prospect, IL

Doug Shaffer

Sr. Recruiting

Coordinator

Oklahoma City, OK

Jack Albrecht

Managing Partner

Fort Worth, TX

Linda Gardner

Recruiting Manager

Houston, TX

Anish Shah

Practice Lead -

Consumer; Retail

Mumbai, Outside U.S.

Azizah Mathly

Sr Recruiter

Sumner, WA

Cara Hale

Corporate Recruiter

The Colony, TX

Chris Shaw

Technical Recruiter

San Francisco, CA

Karen Brewer Biren

Recruitment Manager

Aventura, FL

Libby Du

Recruiter

Shenzhen, Outside U.S.

Susan Edmunds

Recruiting Manager

Cedar Rapids, IA

Tiffany Garrett

Regional Recruiter

Rosemont, IL

Tugce Celik

Recruitment Senior

Specialist

Istanbul, Outside U.S.

Wendy Zhang

Recruiter

Shanghai, CA

Scott VanGorden

National Account

Manager

Leawood, KS

Wang Hao jun

Recruiting manager

Shanghai, Outside U.S.

Helena Henry

Executive Recruiter

Victorville, CA

Prashant Singh

Sr. Technical Recruiter

Noida, Outside U.S.

Scott Wathen

Recruiter

Los Gatos, CA

Alan LaRotonda

Recruitment & Sourcing

Professional

Orangeville, PA

Dayna Romanick

Sr Recruiting Manager

Austin, TX

Edward Kim

Senior Recruiter

Englewood Cliffs, NJ

Ken Reed

Head Prospector

MILPITAS, CA

Matthew Martens

Technical Recruiter

Murray, UT

Molly Eaton

Owner/Principal

Recruiter

Portland, OR

Robin Shen

HR Manager

Shanghai, Outside U.S.

Sondra Frost

Recruiting Manager

Fremont, CA

Susan Dinga

Principal

Los Gatos, CA

Tom Mahoney

Partner

Los Angeles, CA

A’Lisa Paquet

Lead Corporate

Recruiter

Waukesha, WI

Ananth Kumar

IT Recruiter

San Ramon, CA

Caitlin Donnelly

director of recruiting

and training

Austin, TX

Cheryl Hardy

CMO

Las Vegas, NV

Cynthia Tauer

Director of Talent Ac-

quisition

Denver, CO

Dan Girardin

Software Search Con-

sultant

Waltham, MA

Daniel Shaw

Manager – Talent

Acquisition

Newark, CA

Darrell Wilkerson

Operations Manager

Dallas, TX

Dean Xin

Recruiter

Dalian, Outside U.S.

Deepak Yadav

Senior Associate Hiring

Arlington, VA

Ellia Kassoff

President

Irvine, CA

Erin Dominguez

Technical Recruiter

Denver, CO

Hemanth Badda

Technical Recruiter

Fremont, CA

Jeremy Hay

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Restaurant

Renewable

Energy

Research and

Development

Retail

Science

Security

Semiconductor

Software

Development

Search Engine/

Marketing

Page 72: Who's Who in High Tech Recruiting Guidebook Winter 2014

72

National Technical Re-

cruiter

Charlotte, NC

Lisa Savage

SAP Staffing

Middletown, DE

Mallory Miller

Professional Recruiter

Chicago, IL

Penny Hunt

Senior Technical Re-

cruiter

Centennial, CO

Perry Shifflett

Senior Development

Recruiter

Glen Allen, VA

Phil Jeffress

Technical Recruiting

Consultant

Suite B, WA

Ravi Peddaboiena

Recruiter / Business De-

velopment

NJ, NJ

Rob Snodgrass

Manager, Talent

Culver City, CA

Salehah Hassan

Technical Recruiter

Seattle, CA

Scott Knowles

CEO

Woodside, CA

Tanna Lambert

VP Talent Development

Austin, UT

Tony Chmiel

COO

Bedford, TX

Tony Trinh

Recruiter

San Francisco, CA

Vanu Pilimai

Sr. Recruiter

Tustin, CA

Alice Zarate

Resource Consultant

Melbourne, Outside

U.S.

Amanda Bell

Technical Recruiting

Manager

Sn Francisco, CA

Amber Babcock

Recruiting Consultant

Conroe, TX

Andrea Cascos

Senior Technical

Recruiter

Austin, TX

Andrea Richardson

Recruitment Specialist

Tigard, OR

Angel Torres

Recruiter

San Jose, CA

Angelo N. Pancho

Sr. Corporate Recruiter

Sacramento, CA

Anju Gulati

Manager Recruiting

Services

Lisle, IL

Barbara McGhee

Recruiter

Santa Maria, CA

Ben Greenberg

Technical Recruiting

Consultant

Austin, TX

Ben Greenberg

Technical Recruiting

Consultant

Austin, TX

Beth Paolicelli

Technical Recruiter

Reston, VA

Bill Rieger

Exec Recruiter

San Jose, CA

Bob Smith

Sr. Recruiter

Las Vegas, NV

Brady Banks

Sr. Recruiter

Lindon, UT

Branden Odell

Executive Recruiter

Red Hook, NY

Brett Padalecki

Sr. Technical Recruiter/

Lead

San Jose, CA

Bruce Allen

Technical Recruiter

Foster City, CA

Bryan Ferraro

Sr. Recruiter

Denver, CO

Bryan Holmes

Recruiter

Salt Lake City, UT

Cara Allamano

Human Resources

San Francisco, CA

Carmel Johnson

Sourcer

Mountain View, CA

Charles Bridges

Senior Recruiter

Raleigh, NC

Charlie Anderson

Consultant

Westborough, MA

Cheri Hoggard

Recruiting Coordinator

Redmond, WA

Chris Walter

Technical Recruiter

Harrisburg, PA

Cynthia Williams

Senior Recruiter

Concord, CA

Dakota Younger

Senior Recruiter/

Founder

Culver City, CA

Dan Contreras

Sr. Talent Associate

Bellevue, WA

Dane Encarnacion

Recruiter

El Segundo, CA

Darren Lawson

VP of Recruitment

San Francisco, CA

David Fernandez

Senior Recruiter

Somerville, MA

Dawn Thawnghmung

Recruiter

Clarksville, TN

Deb North

Principal

Silver Lake, KS

Debbie Hoskins

Recruiter/Sourcer

Toledo, OH

Denise Lidell

CEO

San Diego, CA

Diamond Lesane

Principal

Lithonia, GA

Edward Lavine

Solution Sales Consult-

ant and, FLC Recruiter

Coto de Caza, CA

Elizabeth Forbes

Sourcer

San Francisco, CA

Erika Oliver

Sr. Recruiter

Denver, CO

Erin LeMire

Sr. Recruiter

Playa Vista, CA

Evan DeCoste

Sr. Technical Recruiter

Mountain View, CA

Evan Gary

Senior Recruiter

New York, NY

Florina Tong

Sr. HR Business Partner

Naperville, IL

Frank Rich

President

Poway, CA

Gail Forbes

Recruiter

Orinda, CA

Gary Erickson

Managing Partner

Sarasota, FL

Gary Espinoza

Technical Recruiter

Chantilly, VA

Geoffrey Moss

Senior Recruiter

Geelong, Victoria, Out-

side U.S.

Greg Olson

Principal Recruiter /

Founder

Provo, UT

Gwynne Ellis

Talent Acquisition Man-

ager

Englewood, CO

Howard Smith

U.S. Tech Recruiting

Manager

New York, NY

Jan Ver Eecke

Founder

Barnstable, MA

Janine Davis

President

Torrance, CA

Jason Ugland

Sr. Technical Recruiter

Phoenix, AZ

Jeff Laurita

Enterprise Applications

Recruiter/Sourcer

Lakewood, CO

Jeff Ragan

Technical Recruitment

Manager

McKinney, TX

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Technology

Page 73: Who's Who in High Tech Recruiting Guidebook Winter 2014

73

Jeffrey Allor

VP of Recruiting Ser-

vices

Rochester Hills, MI

Jesus Lopez

Technical Recruiter

New York, NY

Joel Borrello

Recruiting Manager

Pittsford, NY

John Keenan

Recruiter

New York, NY

Jordan Mayer

Technical Sourcing Re-

cruiter

Seattle, WA

Joseph Yeh

Technical Recruiter

Millbrae, CA

Joseph Yoo

Senior Recruiter

Austin, TX

Justin Smith

Recruiter

Southfield, MI

Kettlin Domenech

IT Recruiter

Plymouth Meeting, PA

Kevin Reimsn

Technical Recruiter

Bellevue, WA

Kristy Bellingham

Chief Headhunter

Raleigh, NC

Lance Harvie

Director - Talent Expert

- Embedded Systems

Development

Boston, MA

Laura Uselton

Senior Technical Re-

cruiter

Denver, CO

Lisa Clark

Lead Sourcing

Specialist

Irving, TX

Lisa Olson

Sr. Recruiter

GLENDALE, AZ

Lucas Grey

Recruiter

Morrisville, NC

Martie Bond

Managing Director

Redwood City, CA

Matthew Walker

Senior Technical Re-

cruiter

San Francisco, CA

Megan Ruch

Technical Recruiter

Atlanta, GA

Melissa Lewkowicz

Recruiter, Talent Acqui-

sition

New York, NY

Michael Chiang

Director

Los Angeles, CA

Michael Clements

President

Scottsdale, AZ

Michael Clemons

VP Talent Acquisition

Corporate Services

San Antonio, TX

Michael Fortin

IT Recruiter

Dallas, TX

Michael Stevens

Recruiter

New York, NY

Michael Stone

Technical Recruiter

New York, NY

Michelle Gordon

Recruiting Consultant

Los Angeles, CA

Nate Stewart

Direct-Hire Recruiting

Manager

Cincinnati, OH

Nicole Maddox

Technical Recruiter

Seattle, WA

Noel Posavec

Recruiting Manager

Perry Hall, MD

Oboh Aigbe

Recruiter

San Jose, CA

Patrick Higgins

Executive Recruiter

Naperville, IL

Paul Li

Recruiter

San Francisco, CA

Pepper Roney

Ninja Recruiter

Chico, CA

Rachel Bass

Sr. Recruiter at YOH

Philadelphia, PA

Rashmi Singhal

Sr Recruiter

Campbell, CA

Raymond Choy

Consultant

Cupertino, CA

Rebecca Chang

Sr. Talent Aquisition

Specialist

Hacienda Hts, CA

Rik Kretzinger

Recruiter

Pleasanton, CA

Robert Rogers

I.T Recruiter

Arlington, VA

Robin Martinelli

Recruiter

San Mateo, CA

Rosina Hagopian

Staffing Consultant/ Sr.

Technical Recruiter

Marlborough, MA

Ryan Biancofiori

Senior Partner,

Recruiting

Seattle, WA

Skip Graham

Managing Partner

Denver, CO

Stephanie Spatz

Sr Talent Manager

San Francisco, CA

Sudhir Techrecruiter

Recruiter

Toronto, Outside U.S.

Tanya Pisa

Business Development

Manager/Recruiter

San Jose, CA

Tanya Samuels

Director

San Francisco, CA

Tarsha Lomax

Sr. Recruitment

Consultant

West Hollywood, CA

Tina Scott

Sr. Recruiting

Consultant

Baton Rouge, LA

Valerie Davis

Talent Acquisition Man-

ager

Gresham, OR

William Kelly

Technical Recruiter

Robbinsville, NJ

Yvette Elarms

Technical Recruiter

San Jose, CA

Dennis Young

President

Celebration, FL

Gavin Williams

Recruiter

London, Outside U.S.

Ishita Majumdar

Senior Director

Fremont, CA

Josie Carlin

Manager, Recruiting

San Ramon, CA

Lee Macapil

Technical Recruiter

Northbrook, IL

Linda Sheldon

Talent Acquisition Re-

cruiter

Hilliard, OH

Lisa Bartins

Executive Director

Pittsburgh, PA

Michele Remondelli

Senior Recruiter

Basking Ridge, NJ

Prasad Yamala

Sr Resource Specialist

San Diego, CA

Prashant Gautam

Semiconductor/

Telecom Recruiter

Morristown, NJ

Pratip Rao

Senior IT Recruiter

Pittsburgh, PA

Rebekah Bedell

National Corporate

Recruiter

Northborough, MA

Rosetta Bernasko

Corporate Recruiter

Bear, DE

Sandy Inklebarger

Sr. Recruitment

Manager

Allen, TX

Troy Gwin

Recruiter

Rosedale, MD

Usman Siddiqui

Accounts Manager

West Palm Beach, FL

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Telecommuni-

cation

Page 74: Who's Who in High Tech Recruiting Guidebook Winter 2014

74

Yvonne Rowe

Sr Recruiter

Santa Cruz, CA

Tom Jordan

Senior Recruiter

Jacksonville, FL

JeanAnn Puente

Talent Acquisition

Leader

Flower Mound, TX

Kyle Bedore

Co-Founder

Santa Monica, CA

Richard Thomas

Opening for SEO Spe-

cialist

Nashua, NH

Alex Brown

IT Recruiter

Piscataway, NJ

Eric Yaeger

Sr Technical Recruiter

San Diego, CA

Recruiter

Kat Zorko

Recruiter

San Diego, CA

To view details of the individuals listed in this directory or to send them a message, please visit www.enetrecruiter.com.

Training

Services

Travel and

Tourism

Venture Capital

/Private Equity

Web Design and

Development

Wireless

Technology

Page 75: Who's Who in High Tech Recruiting Guidebook Winter 2014

75


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