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cool by Greg Savage…………………….…..12
How The CIA Keeps Employees Happy by
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Employment Branding for Passive Candi-
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Step 1: Meeting with the hiring manager...20
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Step 3: Creating an email template ….......22
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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 |
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 |
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
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.
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
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
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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 |
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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 |
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 |
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 |
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 |
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 |
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 |
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
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
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
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
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
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
|Featured Recruiter|
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
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
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
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
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
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
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
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.
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.
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
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.
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.
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.
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.
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.
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
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
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
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
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.
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.
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.
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.
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.
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
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
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
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
75