3 Reasons Why Your Personal Brand Loves LinkedIn

3 Reasons Why Your Personal Brand Loves LinkedIn Your personal brand is one of the main factors that will differentiate you from other candidates throughout your job search. Too many executives make the mistake of thinking c-level personal branding doesn’t matter once they reach a certain level, especially if they have no intentions of leaving their current job. The truth is establishing and maintaining your personal brand is important no matter what stage you’re at in your career. Your executive LinkedIn profile is one of the best ways to do both. Here’s why LinkedIn can be so valuable for personal branding for senior level managers. You Are More Discoverable Online You have to expect recruiters and hiring managers to do an online search for your name after you send them a resume or meet them at a networking event. The ultimate goal should be to have your executive LinkedIn profile show up at the top of the search results. If that happens, they will read the information you want them to and it will demonstrate your personal brand accordingly. With the right mix of keywords and content, your LinkedIn profile can be a major reason why you get recognized. A Platform For Demonstrating Your Knowledge and Expertise Part of c-level personal branding is demonstrating what you have to offer to potential employers. LinkedIn is the perfect platform for broadcasting your value, whether you do so by joining LinkedIn groups, commenting on or sharing posts or even posting original content. The more active you are, the more knowledgeable you will seem depending on the nature of the posts you make. Shows You Are Savvy With Today’s Technology Sometimes not being active on LinkedIn is worse than not having a profile at all. Companies today want to know how savvy you are with technology. How you utilize your executive LinkedIn profile is one way to do it. Recruiters can’t tell if you simply don’t prioritize c-level personal branding or if you don’t have the knowledge to build your profile. Most of the time they will default to assuming you aren’t technologically savvy, so do your personal brand a favor and polish your profile. Professional Resume Services believes c-level personal branding and crafting the perfect resume go hand-in-hand. There are so many different variables to think about in today’s job searching landscape, so it’s easy to overlook some aspects. Our experts are ready and willing to help you out with any part of your career efforts, so don’t hesitate to contact us at any time for assistance.

A Freelance Writing Resume Sample is Important For Career Success

<h1>A Freelance Writing Resume Sample is Important For Career Success</h1><p>Freelance composing resume test is an incredible method to get your vocation moving and get your resume took note. There are numerous valid justifications to get an expert resume for the activity you're applying for. Having an expert resume will have the effect between you recovering a call and not.</p><p></p><p>After you make your CV, what does it resemble? The primary thing you have to take a gander at is the arrangement. Numerous individuals battle with their own proficient resume and duplicate them into Word archives that are intended for resumes. In case you're hoping to get your resume saw by selection representatives or HR experts, you will need to keep things professional.</p><p></p><p>Professional positions incorporate triple A for Attention, arrangement, and Reading level. That implies you'll have five classifications to round out, a s opposed to only one. This will be perused too, so you'll be considered for the position. Keep it organized with the goal that you don't need to peruse it once more, yet rather, you can skirt the data you needn't bother with. Make it look proficient, and you'll likewise get a job.</p><p></p><p>Many individuals don't have an expert CV. They don't have a clue how to design their own resume. Independent composing resume test can give you a few hints on the best way to design your own resume for your particular needs.</p><p></p><p>For model, the composing test could begin with a heading that expresses your objective. At that point it goes into your aptitudes, experience, training, and achievements. You may likewise discover an area that permits you to quickly depict why you're really great individual for the job.</p><p></p><p>Another choice is list the preparation programs you've joined in and the expert associatio ns you're an individual from. At last, you could list a line for your accomplishments, for example, your honors, confirmations, or achievements that have been recorded on your resume. These are on the whole components that help to cause your CV to show up professional.</p><p></p><p>Most critically, recollect that an independent composing resume test is just in the same class as the CV it depends on. A CV is significant, however they are just useful on the off chance that you follow the means portrayed previously. On the off chance that you have a terrible CV, you'll never get a call back.</p><p></p><p>Your continue is significant, yet the aptitudes you put in it is similarly significant. Ensure that you are proficient when you compose your CV. This will help land you the position you merit and permit you to have a durable career.</p>

Unknown Facts About Resume Writing Course Canada

<h1> Unknown Facts About Resume Writing Course Canada </h1> <h2>The Benefits of Resume Writing Course Canada </h2> <p>The guides will likewise show you exactly how to raise the chance of meetings, tell about the primary watchwords for effective CV and the best approach to utilize them in an appropriate manner. The instructional class is easy to follow and comprehend. Work Experience In the present exercise, you will figure out how to transform sets of expectations into publicizing duplicate. You will get a great deal of important information and strategies that permit you to create a noteworthy resume. </p> <h2> The Battle Over Resume Writing Course Canada and How to Win It </h2> <p>You genuinely feel sure, solid and steady, and arranged for anything! It's likewise imperative to consider the kind of work you truly are keen on being employed to do. In the event that you'd prefer to do a few one of a kind things, at that point assem ble a couple of explicit resumes. </p> <h2>The Appeal of Resume Writing Course Canada </h2> <p>Describe explicitly the manner in which the content says. Today the principle issue in resumes are the suitable key terms and expressions that are precarious to google. You may likewise get in touch with us through email or telephone in the event that you have further inquiries. </p> <p>Many bosses cross-reference your resume to your on-line nearness. You will get the data and information that will empower you to impact before your opposition, order more prominent charges, and lift your customer referrals. LinkedIn profiles are likewise fundamental to a ton of occupation searchers. Therefore, it's essential you make a hard-hitting, experience-centered profile. </p> <p>Confident and able people are actually who businesses are needing to employ. You can get that work as well! Employment searchers get in touch with me every day to verify they ge t their profession moving the best possible way. Oh dear, many occupation searchers become overpowered before they even start. </p> <p>For that reason, it's essential to be in a situation to create an appropriate resume to persuade the business that you're fantastic for the position. Consumer loyalty has ever been my most prominent need. Try not to foresee a business to recognize what you should be. You are likewise ready to get a sentiment of the inward language utilized inside a particular industry or organization. </p> <h2> The Secret to Resume Writing Course Canada </h2> <p>Books have spirits and should resemble. For other people, you may require an altogether new resume. Qualifying courses must be aware of various writings and in numerous examples they sold lowpriced products to the educating started. Where up-and-comers had the capacity to perceive the d. Third time in. </p> <h2>Resume Writing Course Canada - Overview </h2> <p>New courses start each month to ensure that we have the correct extent of understudies to coaches promptly accessible, if it's not too much trouble verify you settle on a beginning date when you continue through our shopping basket, at checkout. All charges are non-refundable when you are taken a crack at the instructional class. After you complete the most broad program in the business, so there's no proceeding with training necessity. In case you're keen on concentrating in Canada, you have to have an examination license. </p>

43% of Working Moms End Up Leaving Their Job Heres Why You Need to

43% of Working Moms End Up Leaving Their Job â€" Here's Why You Need to Over 75% of expecting moms state theyre eager to come back to work, however 43% wind up finding employment elsewhere. However while plainly new mothers need more help at work, tending to the issue in an exhaustive way is no simple accomplishment. That is the reason Fairygodboss Co-Founder and President Romy Newman collaborated with Maven Founder and CEO Kate Ryder to have an online class How to Support New Moms When They Return to Work that offers down to earth counsel in three key zones: 1. Why ladies find employment elsewhere and why it makes a difference when ladies find employment elsewhere Fairygodboss look into shows that the main explanation ladies exit their positions is on the grounds that they feel their workplace doesnt bolster changes in their own lives. Overviews additionally demonstrate that female jobseekers need greater adaptability so they can progress at work and parity their family simultaneously and that all activity searchers need top tier medical advantages. Newman clarified why this should matter to organizations: If youre upholding for approaches and projects that help sexual orientation assorted variety, its consistently basic to attach it to financials, she stated, including that having more ladies in initiative positions prompts more benefit for organizations. She and Ryder shared information from The Boston Consulting Group that shows that Fortune 500 organizations with in any event three female chiefs see a 53% expansion consequently on value and a 42% expansion consequently on deals. 2. Womens wellbeing in the work environment Today, just 12% of representatives in the nation approach paid leave and even the individuals who do take paid leave regularly have an extremely troublesome time progressing back to work. Actually, Maven has discovered that one of every five ladies experience the ill effects of post pregnancy anxiety with no prompt access to treatment alternatives, and 90% of ladies report division uneasiness when coming back to work. Indeed, even men are really seeing paternity leave and family benefits when theyre picking their occupations, Ryder stated, including that more drawn out take off alone doesnt tackle the issue. Baby blues and come back to-work support are the most basic missing bits of womens wellbeing in the working environment, and staging mothers once more into the work environment can help reduce both passionate and physical pressure and thus improve maintenance. Newman and Ryder focused on this can't fall altogether on the workers shoulders supervisors, too, need to ever be considered responsible for assisting with offering extra help during this progress period. 3. Best practices for family-accommodating workplaces The online class concentrated on what organizations can do past growing their paid leave arrangements, outlining what some baby blues and come back to-work programs resemble. Fifth Third Bank, for example, has a fiercely mainstream maternity attendant program that helps pregnant ladies and new mothers with their expanded remaining burden by looking for staple goods or dealing with different tasks. Organizations can accomplish more to help breastfeeding mothers who are siphoning grinding away by improving their lactation offices or transportation breastmilk for voyaging workers. In addition, supervisors need to start routinely checking in with representatives who have recently had children and need to let the returnee set the pace. A few ladies who come back from leave arent given new difficulties and they feel limited, Newman clarified. Its a troublesome time to feel depreciated at work. For additional tips on the most proficient method to more readily bolster new mothers at work, viewthe online course slides here.

A faster and better way to recruit Extreme Interviewing - The Chief Happiness Officer Blog

A quicker and better approach to enroll Extreme Interviewing - The Chief Happiness Officer Blog The manner in which most organizations enroll new individuals needs some genuine improvement. Taking or not taking an occupation is a major choice, but you as a candidate should choose dependent on only a couple of prospective employee meetings. The outcome is that when you appear for your first day at a new position you have little thought what the activity, the administrator or the collaborators are truly similar to. You might be in for certain astonishments. Additionally, its hard for a supervisor to know whether shes recruiting the correct individual, when all she needs to go on is a CV, a character test and a couple of prospective employee meet-ups with that individual. How might she know what this individual is truly similar to? A few people meet inadequately yet are incredible to work with. Others appear to be enchanting, elouquent and skilled in meetings, and afterward end up being not very good to work with. Theres gotta be a superior way. This is the reason I was glad to hear that the great individuals at Menlo Innovations in Ann Arbor, Michigan have figured out how to recruit individuals that is both quicker and superior to the customary way. They call it Extreme Interviewing (a term theyve trademarked, btw). Its the coolest, most inventive way I have known about to recruit new individuals and the outcomes are stunning! Peruse on to perceive how they do it. The most effective method to do Extreme Interviewing There are three essential standards in Extreme Interviewing. Drop the normal prospective employee meetings The primary standard of Extreme Interviewing is to drop the possibility of ordinary prospective employee meetings, and to rather reproduce the genuine workplace in the organization as steadfastly as feasible for the competitors. Along these lines, questioners see the applicants in genuine working conditions and competitors discover what working there is truly similar to. Include the current group The subsequent guideline is to include the current group in recruting, instead of leaving it to HR and the administrator. Existing colleagues are in an incredible situation to evaulate the characteristics of new collaborators all things considered, theyll be working with the ones that get employed. Also, theyll be getting a move on, if the recently recruited employees are substandard. Character matters What's more, the last guideline, is to concentrate similarly on close to home abilities and specialized aptitudes. A competitor might be a virtuoso in his field, however to Menlo it is important more that she can convey and collaboration well. Objectives for recruting These are their objectives while recruting: Dont simply increment headcount, increment the groups yield over and over again, adding individuals to a task negatively affects efficiency as the new individuals adjust. Profitability just builds a lot later. Raise fresh recruits to an acceptable level rapidly Help them throught the expectation to absorb information on Menlos items, innovation and eXtreme Programming. Meeting up to 50 candidates in a single week Yes, you read that right. Proceed with work while talking with Continue the work on existing undertakings while recruiting. Presently that is driven. Additionally, Menlo Innovations base their advancement chip away at the IT anticipate model called eXtreme Programming (or XP) which is fundamentally unique in relation to increasingly conventional improvement strategies and need to utilize similar standards while enrolling. Heres a past post about XP and how it very well may be utilized in non-programming ventures. The most effective method to do Extreme Interviewing Heres how Menlo did it once, when they expected to enlist 12 new engineers every one of those new designers. 1: Find up-and-comers HR worked with a specialist for two months to discover reasonable up-and-comers. They didn't concentrate on specialized aptitudes however on discovering applicants with vitality, eagerness, interest and a capacity to impart unmistakably. 50 individuals were welcome to apply, and every appropriate candidate had their first meeting booked for a similar time. 2: Involve the current group simultaneously On the day preceding the main meeting, twelve volunteers from the current group were collected to become familiar with the talking procedure. The volunteers worked through the activities that the up-and-comers would be approached to perform so they would be acquainted with them They likewise audited the objective of the main meeting: To recognize applicants with great cooperation, correspondence and relational abilities. 3: First meeting make your accomplice look great Upon the arrival of the principal meet (a saturday) all the applicants showed up together. They were amassed, taken care of and given a short prologue to eXtreme Programming and to the organization. They were informed that they were not being assessed on their programming gifts in this round however just on their capacity to think basically, pose great inquiries lastly on their capacity to make their accomplice look great. They were then set to take a shot at undertakings that were fundamentally the same as expected work at Menlo, under the management of existing Menlo representatives. Since all work in XP ventures is finished by two individuals working two by two, the up-and-comers were obviously likewise cooperating two by two. This activity immediately uncovered who was happy to help other people and who simply needed to look great themselves. It likewise demonstrated who was acceptable at drawing on the information on their accomplice to settle on far better choices. During this brief exercise the room was loud and vivacious, particularly like Menlos ordinary workplace. Toward the finish of the twenty-minute time frame applicants were taken back to a focal seating territory for guidance on the subsequent exercise, while questioners made brisk notes about the collaborations they had watched. After three activities the questioners arranged up-and-comers into three gatherings: Poor collaboration aptitudes, satisfactory cooperation abilities and solid cooperation abilities. The fifteen with the most grounded cooperation aptitudes were welcomed back for a subsequent meeting. 4: Second meeting take a shot at real undertakings at Menlo Second meetings were booked during typical working hours during the week that followed the main meetings. In this round, every candidate worked with a current Menlo representative on genuine assignments, permitting the meeting group to evaluate the up-and-comer without basically testing the person in question. This gave the questioners an incredible method to both survey a competitors specialized abilities and to get a sense for how that individual would fit in at Menlo. The competitors likewise got another immediate taste of what working at Menlo resembles. 5: Making the choice Presently the time had come to choose who to extend to an employment opportunity, and the group did this dependent on the inquiry ?which of the up-and-comers do you accept would make great pair-programming partners???? They immediately showed up at a positioning and the VP chose to make offers to the main eight applicants. Seven of the eight competitors acknowledged positions. Results The outcomes were dazzling: The new representatives fit in rapidly How rapidly? All things considered, when Menlo rehashed the procedure a month later with another meeting group comprising of veteran workers and some fresh recruits, the candicates couldn't tell the new representatives from the old clocks. Likewise, after only a month and a half, a fresh recruit was talented enough in the practices to guide another representative simply joining the group. Low representative turnover There was just a single designer lost to steady loss during the life of the group. Reusing the procedure Menlo recruited fourteen designers inside two months utilizing this procedure and six all the more later utilizing a littler variation of the procedure. It is likewise utilized in non-IT divisions of Menlo Innovations. Making life simpler Managers at Menlo considered it a delight to oversee and work with such a group. I feel overwhelmed by this technique for some reasons, especially that: Its extreme Its a practically all out takeoff from the customary employing process. What's more, obviously we as a whole expertise well that works :o) Its steady and compatible The entire employing process is only an expansion of the manner in which they as of now work at Menlo, making it simpler for the organization to assess candidates and for candidates to know whether they will fit in. Its comprehensive Existing representatives who need to particpate get the opportunity to help select their new associates. It underlines relationship building abilities Because group working aptitudes and character are as significant as specialized abilities. Its effective You get countless meetings finished with generally not many ressources. It works And it works obviously superior to the customary way. Richard Sheridan, the originator of Menlo spearheaded this methodology in his past activity as a VP at Interface Systems. In those days, a colleague got some information about the achievement of this procedure, saying Rich, you couldnt have realize it would have been such a triumph when you began this change procedure. For what reason would you say you were ready to face such a challenge? Richs answer was straightforward: When you understand that the danger of changing is far not exactly the danger of remaining the equivalent, emotional change is in reality simple. Also, above all, for my cash, representatives love working for Menlo. A normal expression is its fun being us!. Equals in different organizations The strategy helps me to remember two comparative practices by higly effective organizations: Southwest Airlines and their maxim Hire for demeanor train for expertise is a great deal like Menlos center around correspondence and participation abilities first and specialized aptitudes second. This bodes well considering the requirement for compelling collaboration experienced by all organizations today. Semco (a Sao Paulo-based organization with 3.000 representatives) additionally bunch interviews. They get all the candidates together simultaneously and they are then met by a gathering of Semco representatives who pick who to employ. They even let representatives pick their own supervisors along these lines. This shows what we have here is a way to deal with recruiting that is better, more effective and less expensive than the ordinary way. Maaaaybe it would merit giving it a shot at your organization? An extraordinary large thank you to Michael Andersen, a previous worker of Menlo, for enlightening me concerning them. UPDATE: Michael says something with his most recent Menlo encounters. He appears to like it :o) On the off chance that you preferred this post Im almost certain youll likewise appreciate these: Why sets of expectations are futile Why mystery pay rates are a baaaaaad thought Top 5 transport

Alexandra Levits Water Cooler Wisdom How to Love What You Do

Alexandra Levit's Water Cooler Wisdom How to Love What You Do Although my friends sometimes accuse me of being unromantic, I don’t believe in the concept of soulmates. I just don’t think that there is one person out there with whom we are destined to spend our lives. Rather, I feel that there are a number of people out there who could make us happy. It’s the same thing with careers. Far too often, I see people putting unimaginable pressure on themselves as they struggle to find their one true passion. But in fact, it’s likely that they could be satisfied doing a variety of jobs. A better solution is often to love what you do instead of endlessly striving to do what you love. Marty Nemko is a friend of mine and a pioneer in the advice space. I have been reading his work for years, and I’ll never forget one article he wrote for Kiplinger.com. In the piece, Nemko agrees with me that finding career contentment is often a matter of diving in wholeheartedly into the job you have, or the best job that’s available to you. He suggests that the best path for most people is to pick a practical career with the following characteristics: Moderately challenging Meaningful work A kind, competent boss Pleasant co-workers Learning opportunities Reasonable pay Reasonable work hours A short commute Nemko says that a job with even half of these will make you more likely to love your job than if you had pursued a long shot career. He illustrates the idea with the story of Gary, a mentee who recently graduated from Michigan State with no clue what he wanted to do. His cousin told him that a job was open in a dashboard manufacturing plant. Gary wasn’t passionate about dashboards; who is? But he was tired of living on his parents’ sofa, so he took the job. Because Gary was bright and curious, he asked lots of questions and soon became the go-to guy on the factory floor. Soon after that, Gary got a promotion and a raise and felt genuinely excited about his future in the industry. Apparently, feeling expert at something â€" even something as mundane as dashboards â€" and being recognized for that expertise, is more likely to create career passion than going after a pipe-dream career.Here are some tips for loving what you do and creating a more meaningful work experience where you are. Jumpstart your engagement Imagine you are one of the hundreds of people who apply for jobs with your organization every day. What is going through these candidates’ minds? What do they view about your job as desirable? Think back to when you first started your job. Pretend it’s your first day and echo your initial enthusiasm for your work. - For more tips, check out the full post at Intuits Fast Track blog.

Employee Retention Strategies to Boost Your Recruiting Efforts

Employee Retention Strategies to Boost Your Recruiting Efforts Employee retention plays a big part in how recruiting, and sourcing strategies are created and executed. That’s a given. However, there’s a lot of conversation and noise in the industry about how everyone wants to find and hire top talent, while the retention aspect often gets assimilated or assumed as part of that process and forgotten.  Having highly engaged employees also leads to employee referrals. While referrals might be the smallest population of candidates, they are much more likely to be hired and fit the company culture.  The reality of the recruiting and sourcing industry is retention is the foundation recruiting, and sourcing are built on â€" we all want to add the best people to our teams and keep them active, productive and satisfied in their space, but we need to have a mindful and proactive strategy in place to retain them so they will stay with our organization in the long run. However, employee retention and candidate engagement aren’t just items to cross off at the end of your recruiting and sourcing to-do’s â€" it’s how your employees and their unique personalities fit into your strategy. The truth lies in your employee and candidate voice. Here are some ways to better get to know your team, empower their employee voice and boost your retention strategies: Advocate for your team Employee engagement is the most significant hurdle that can make or break your hiring strategies, but it’s the underlying foundation for building a strong relationship with your candidates. It’s the culmination of all the hard work you’ve accomplished throughout your hiring efforts. You’ve developed all these relationships with candidates, but how can you know whether your efforts are having a substantial impact on whether the candidate stays in your organization longer than a year, three years, or even five years and beyond? That’s where culture and calibration come into the engagement process. You can’t expect to keep top-performing employees in a single role or position forever. If you aren’t actively helping them find ways to grow and develop, they’ll do so on their own â€" and likely look for opportunities outside of your business. You need to help your team build their careers if you want them to place increasing value on their position with your organization. Invest in your team Investment is more than just throwing money at development programs or the latest and greatest technology. Companies spend more than $750 million a year in attempts to boost employee engagement, but 1 in 3 American workers are engaged in their jobs. Due to this fact, US businesses report $450 billion to $550 billion in lost productivity each year. One solution to this issue is employee empowerment: Employees are 26% more satisfied with their work when they have an element of authority and/or autonomy in their position. 70% of employees rank empowerment as an essential element of their engagement. Highly empowered employees showed engagement levels in the 79th percentile, whereas disempowered workers rated in the 24th percentile for engagement. Going beyond making your team feel important and valuable in their roles, making your team feel critical to your company culture is a great way to invest in your employees. They’re more than just workers â€" they’re team members, i.e., your friends and work family. “One way we empower employees at IQTalent Partners is by allowing them to own and lead in areas where they have a personal passion.  Our team members initiate our quarterly corporate community outreach programs. They evaluate nonprofits within the Nashville community and then become a part of the process in deciding which charity will receive our firm’s financial and volunteer support.” Kendra Deas, Director of Human Resources, IQTalent Partners, Inc. While empowerment is very much related to engagement, it’s crucial to acknowledge that they are also separate retention strategies. After all, it’s entirely possible for employees to be engaged without being empowered. If your focus is retention, you want your team to know they can speak up when they feel disengaged and burned-out, but more importantly, you want them to trust that you will do something about it to meet their needs. The idea with empowerment is to tackle employee issues like frustration, burnout, disengagement, low productivity, and even attrition at their roots and give employees the means to overcome these issues. Empowered employees are 67% more willing to put in extra effort on the job, meaning these are the people your team needs. Why? Because they take creative risks, driving business growth that results in higher revenue gains. They’re your “go-getter” rockstar employees. So how can hiring managers, recruiting and sourcing teams, and HR executives empower within their organizations? Grant employees autonomy over their work. When employees are allowed to make decisions on their own, it enables them to perform their best, unhindered work. Delegating authority to your team members shows them they are trusted.  We trust them to make decisions and let them know that it’s OK to make mistakes, as long as they are learning and don’t repeat the same ones again and again. Part of empowering your team is giving them the ability to solve their problems. We can be there as a resource, but they are the decision makers. Have your team’s back Arguably the most crucial retention strategy you can incorporate into your recruiting and sourcing strategies is relationship building. It’s the vital trust that lets employees know that you always have their best interest in mind. Hiring and onboarding processes can be a whirlwind, so it’s essential to devote a good chunk of your interactions with your team to get to know them in and out of your recruiting and sourcing strategies. Different personality types have different work styles, and youre bound to have some combination of introverts and extroverts on your team. Empowering your team by giving them importance and autonomy in their roles enables them to decide how to go about meeting goals and benchmarks. This helps foster a positive and inclusive work environment for your company culture while allowing your team to unleash their creativity and unique ideas. The overarching theme here is the employees’ needs matter. As hiring managers and leaders, we can use our influence and reach to empower them. An investment in employee retention will pay dividends in the long run. Building relationships, strengthening trust, and engaging employees in ways that cater to their unique lifestyles and personalities will create team members who become long-term, valuable employees for the future. About the author:  Chris Murdock is the Chief Sourcing Officer and Founder of IQTalent Partners. Chris has over 12 years of executive recruiting experience and leads search execution and client relationships along with supporting searches across the firm. Prior to Founding IQTalent Partners, Chris was a Sourcer with Yahoo!’s internal Executive Recruiting team in the corporate offices in Sunnyvale, California. Previous to Yahoo!, Chris was an Associate in the Menlo Park, California office of with Heidrick Struggles, where he recruited for software, hardware, professional services, and semiconductor clients. Before Heidrick Struggles, Chris worked in the Retail Practice of TMP Worldwide in Atlanta, Georgia. While with TMP Worldwide, he worked on CEO, General Merchandise Manager, and various VP and Buyer level searches. Chris earned a bachelor’s degree from Vanderbilt University.