Human Resources Executive and Leader on a mission to make organizations better by making HR better.
Writer/Contributor at: RobinSchooling.com, Recruiting Daily, SHRM, HR Examiner, and a variety of other sites. Interviewed and quoted in Yahoo, Monster, HR & Talent Management, Smartbrief on Leadership, HRM America and the Baton Rouge Business Report.
Matt has led digital, social media, content & channel marketing for some of the world’s coolest companies.
Currently he is the Managing Editor for Recruiting Daily, LLC, whose flagship property, RecruitingBlogs.com, is the largest social network and content sharing destination dedicated to recruiting and staffing in the world. He manages all editorial content, partnerships, promotions and thought leadership for RecruitingBlogs.com, RecruitingDaily.com, RecruitingWebinars.com & RecruitingTools.com.
Glen is a senior recruiting executive with over 16 years of experience, with amazing story of how he climbed the ladder.
He has his own blog where he gives his opinions about recruitment world.
Katrina has trained many SMEs to Corporates and she is The Searchologist.
As an independent,without allegiance to any particular network or technology, she is a top notch recruiting practitioner. Gives great tips and techniques that are perfectly suited to you, your jobs and your company.
Mentors startups, works at http://improbable.io, and writes about it.
Willem makes great articles with funny notes, easy to read and a lot to learn. Very special and unique way of helps startups.
Founder of #tru Conferences, speaker, blogger,advisor, Bill is very interesting guy.
Never wears a suit and always wears a hat. Worked in and around recruiting for the last 30 years. He is also ranked the third most influential person in the field of online recruitment.
Calls herself Evil HR Lady and she is trying to demystify human resource department.
Funny way of looking at it but Suzanne is one of the top bloggers out there and she has innovative way of thinking.
Responsible for attracting, developing, retaining and delighting "Googlers".
In 2010, he was named “Human Resources Executive of the Year” by HR Executive Magazine. And loves comics? We had to put him here. Had to!
Bill Kutik is considered the leading independent analyst of the HR technology marketplace with specialties in HCM, Recruiting, Talent Management, SaaS, mobile and social networking.
For 20 years, he was consulting editor for Esther Dyson's leading computer industry newsletter, Release 1.0. Previously he was the founding editor of the monthly magazine, Computers in HR Management; managing editor of Ziff-Davis' Computer Industry Daily; and a reporter for The New York Times and The New York Daily News. He has also published articles in Newsweek, Washington Post, Institutional Investor, New York Magazine, Business Month, IHRIM Journal, Cruising World and Backpacker (where he was the founding editor).
Founder of The Muse, Wall Street Journal & Harvard Business Review contributor, Y Combinator alum. Forbes 30-under-30 & INC 15 women to watch in tech. She gets things done.
She Previously worked on vaccine introduction in Rwanda and Malawi with the Clinton Health Access Initiative and before that, at the management consultancy McKinsey & Company. She now spends every waking hour thinking about TheMuse.com.
He has worked as a Recruiter in Ireland and the Caribbean since 1998 but now runs Social Talent, the world's leading provider of Online Recruitment Training.
The Black Belt in Internet Recruitment is the leading Sourcing qualification for the modern recruiter with nearly 10,000 Black Belts trained and certified. Social Talent delivers online training, testing and certification of the Black Belt in Internet Recruitment qualification via our Enterprise scale behavioural learning platform, Mentor.
One of the best editors at RecruitingTools.com with a great knowledge of HR in general.
She uses her sense of humor, understanding of recruiting and HR to knock out informative, smart, addictively clickable blog posts about tools you do use, will use or should use as a recruiter or a person who just wants to hire top talent.
She is committed to fostering innovation in the changing talent landscape by incorporating employee centric practices and emerging technologies into an organization's people DNA.
She has a passionate curiosity for disruptive technologies, story tellers, social hr, employer branding, and entrepreneurial approaches. She says she nerd out on these topics a lot.
Sourcer and Recruiter turned Editor and Conference Organizer.
He worked in Talent Acquisition and Recruiting industry for more than a decade. He has broad experience in diverse environments, including third party agency settings, recruitment process outsourcing providers, and internal corporate HR departments.
Jimmy is a writer and editor who publishes a weekly newsletter for people who want more from their work.
You can expect:
It's an exploration of this awkward time between college and retirement.
He is our weekly dose of inspiration.
By understanding how search works and how to “speak Boolean” to various systems, you can find web pages that you are looking for in a matter of minutes.
Her mission is to help fellow professionals master the skills of "boolean search". She practiced Internet research while performing Sourcing Projects for clients in various industries and searching for potential candidates for her Brain Gain Recruiting jobs. She uncovers easy-to-replicate ways to find target professionals and relevant competitive intelligence info.
With 22 years of global human resources and talent acquisition leadership experience, Jason Buss is a recognized expert with deep experience in identifying, recruiting and hiring high-performing teams.
As the Vice President of Talent Acquisition at MongoDB, Jason is responsible for the strategy and delivery of recruiting solutions. Prior to MongoDB, he served as recruiting innovation officer for SmartRecruiters and vice president of global talent acquisition and diversity for Ameriprise Financial. As the founder of the Recruiters.Network, Jason leads several of the nations largest and most active regional recruiting peer networks and communities. He is also the creator and editor of Talent HQ.
David is a respected influencer, writer and speaker on people analytics and the future of work.
He partners with leading organisations to leverage data and analytical thinking to design talent strategies that are aligned to business priorities and drive value, improved performance and competitive advantage. He also believes HR leaders should embrace rather than fear the intensified lens on the function these heightened expectations bring.
Meghan M. Biro is a globally recognized Talent Management and HR Tech brand strategist, analyst, digital catalyst, author and speaker.
As founder and CEO of TalentCulture and Founder of the #WorkTrends Community, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft, IBM and Google, helping them recruit and empower stellar talent. Meghan has been a guest on numerous radio shows and online forums, and has been a featured speaker at global conferences. She is a regular contributor at Forbes, Huffington Post, Entrepreneur and several other media outlets.
Over the past decade, Jim Stroud has built an expertise in lead generation strategies, social media recruiting, video production, podcasting, online research, competitive intelligence, community management and training. He has consulted for such companies as Microsoft, Google, MCI, Siemens, Bernard Hodes Group (acquired by Findly) and a host of startup companies. Here is his blog!
Steve has been focused on the implementation of technology solutions to solve business problems for over 15 years, working with organizations ranging from telecommunications to consulting to higher education. He is currently the Co-Chair of the HR Technology Conference, the world's largest gathering of the global HR Technology community, and a writer/editor for Human Resource Executive magazine. Check out his blog!
Kris is a VP of HR type who has led HR practices in Fortune 500s and venture capital-held startups. He works for a living, and believe that the key to great business results is to get great people, then do cool stuff to maximize their motivation, performance and effectiveness once you have them in the door. That's his simple definition of talent management. He believes that all forms of HR administration should be squeezed down to the smallest amount of time possible, giving you more time to do stuff that matters
Will Staney is the founder and principal consultant at Proactive Talent Strategies, LLC. During his career as a recruiting leader, he developed a passion for building what he calls "modern recruiting machines". With his consulting firm he is helping clients like GoDaddy, Realtor.com,and others optimize their recruiting strategy and build a content marketing approach to talent attraction.
After 15+ years of successfully leading HR and Talent Acquisition departments for Fortune 500s and smaller technical firms, Tim took over running the contingent staffing firm HRU Technical Resources in Lansing, MI. Serving as the Executive Vice President, Tim runs the company his mother started over 30 years ago, and don’t tell Mom, but he thinks he does a better job at it than she did! Check out his blog at www.timsackett.com. Because he’s got A LOT to say, and FOT just isn’t enough for him.
Geoff Peterson is Chief Sourcer for Sourcing Supply, a provider of monthly sourcing subscriptions for name generation and talent sourcing. Geoff is a frequent recruiting and HR industry speaker on advanced sourcing, social recruiting and mobile recruiting at ERE Expo, SHRM, recruitDC, Onrec Expo, Kennedy Information and Minnesota Recruiters, having appeared in 50+ conferences, webinars and events. Geoff also developed the twice annual online recruiting event, Mobile Merger, featuring sessions on mobile recruiting and mobile app development. In addition, Geoff is the author of The Sourcer's Playbook, a 181-page visual guide to finding talent online.
Founder and CEO of Red Branch Media, an agency offering marketing strategy and outsourcing and thought leadership to HR and Recruiting Technology and Services organizations internationally. She is a consistent advocate of next generation marketing techniques with over 15 years of experience in the HR and Recruitment space. She has built successful online communities, deployed brand strategies and been a thought leader in the global recruitment and talent space.
Shalyn is the author of blog HR Bartender and president of ITM Group Inc., a South Florida-based training and human resources consulting firm focused on working with companies to retain and engage talent. During her 20+ years in the profession, she has earned a reputation for bringing business solutions to reality. Her areas of expertise include: organizational development, training, employee relations, and job design. She has a broad knowledge of workplace social media, strategic planning, and recruitment. Shalyn is also skilled in new program design, project management, and human resources compliance.
Jay is a "Type A" leader who understands that human resources leadership and talent acquisition is about high energy, creativity, strong personal connections and making changes that push organizations forward. He says that "if HR is not pushing to make work better, then HR has failed.", and we agree with him! Jay believes that the core responsibility of leadership is to be a brand ambassador for your organization. He has embraced that idea both at the regional and national events where I speak, in the social recruitment work I've implemented, and on my leadership blog NoExcusesHR.com.
As a high-profile global business executive, China has extensive experience in growing high-performing, mission-driven organizations within the competitive human capital management (HCM) marketplace, and has built a reputation as an effective turn around leader based on my success in improving operational effectiveness, driving business growth and optimizing profits by creating a strong workplace culture to gain the competitive edge. Check out her blog!
Over fourteen years experience in the design and implementation of Recruitment and Human Resources strategies, from sourcing initiatives, recruitment process re-engineering, HRIS selection and implementation, Reward and Recognition, Performance Management and OKR implementation, usage of a metrics led approach and building teams of recruiters that drive up quality and drive down costs. He has successfully recruited for many areas - software development, trading, financial services and sales. Check out Matt's blog!
Craig Fisher leads marketing and employer brand at Allegis Global Solutions RPO. His digital branding methods have been adopted as best practices by companies like CA Technologies, Linkedin, Zappos, YUM! Brands, Hootsuite, and many more. He's the author of Inbound Recruiting, and a popular keynote speaker at tech, social media, HR / recruiting, and sales conferences worldwide.
As a recruiter in 2003, he caught the early wave of digital marketing and tested many talent attraction tactics. Some failed, some didn’t, so for years he kept updating and testing strategies while managing hiring campaigns for giants like IBM, Accenture, SAP, and Deloitte. Jörgen is employer brand consultant specialised in helping challenger brands attract talent. Author of "Employee Advocacy: The Ultimate Guide", and founder of LinkHumans.
Shally builds enterprise recruiting engines for Fortune 500 brands helping them efficiently find unfindable talent. Since 1996 he has pioneered Talent Sourcing. Some know him as the creator of the original Sourcing Cheatsheet, the one that started it all and launched the sourcing industry. Others know Shally through thousands of presentations worldwide or because he wrote the industry defining textbook The Talent Sourcing and Recruiting Handbook. Check out his blog!
Andy is skilled in designing and implementing recruitment strategies, my knowledge and expertise also includes social media recruiting (author of the best seller Social Media Recruitment), recruitment marketing, employer brand, recruitment process and recruitment technologies. Check out his blog!
Mervyn is a talent acquisition analyst looking at emerging trends impacting on hiring, retention and engagement in the HR, recruitment and technology sectors. Also an award winning recruitment blogger who regularly writes for a number HR and recruitment technology sites. Advises on content marketing strategies. Reports from recruitment, HR and technology events in the US and Europe and also a speaker, panellist and chairman at a number of industry conferences. Check out his book!
Katherine started the UK Sourcers LinkedIn group, a small network of recruitment professionals happy to help out with sourcing related questions. They hold (semi)regular events for the sourcing community in the United Kingdom. You can look for them on Eventbrite. She recently started the AirSource podcast and radio show.
Since 1987 Jerry has recruited and managed teams within the staffing world. Many clients count on him to provide IT talent for critical organizational and departmental roles throughout the Midwest. He founded Professional Search Group (PSG) nearly 20 years ago and has been growing ever since! This is a small group of dedicated recruiters committed to providing professional, knowledgeable and dependable service.
Kevin is a certified Talent Acquisition Strategist (TAS) and Human Capital Strategist (HCS) by HCI.He has over 18 years of domain expertise with the human resource and talent acquisition industry and related technology marketplace, and is a respected leader in recruiting, candidate experience, human resources and talent management. He is currently the Talent Board President of Global Programs responsible for all aspects of the Candidate Experience Awards program and other Talent Board activities worldwide.
John Sumser is a principal analyst for HRExaminer, an independent analyst firm covering HR Technology and the intersection of people, tech, and work. John’s mix of experience over the course of his career gives him a broad and unique perspective on the industry. Like anyone trying to process a lot of information, he is two or three steps ahead in some areas and still learning about others.
Domain expert with 15 years experience in the recruitment industry, Hung is an advisor on staffing to many of the top Startups in London. Led Talent Acquisition for BraveNewTalent, PeerIndex, Qriously & Thought Machine.
President @@RecruitingDaily - at the intersection of HR and technology, Writer, speaker, & advisor
Dean has over 20 years of Staffing, Recruiting, Research, HR, Training, Management, Resource/Talent Management, Process Improvement and Project Management experience in Fortune 100 companies. He is highly experienced in A-Z full cycle recruiting, employment law and more. Expert in staffing metric, creation and reporting, Account Management, OFCCP, OSHA, AA compliance, HR & Business Partnerships, EEO, on boarding, requirements gathering, pipeline building, Employee/Customer Satisfaction Surveys, Immigration and more.
Noel has extensive experience negotiating physician contracts, recruiting contracts, developing staffing models, developing hiring strategies, training recruiters, and managing teams of recruiters. He has created and implemented marketing and direct mail programs for a national recruitment agencies and systems. Noel has also sourced, interviewed, hired, and trained 100's of entry level physician recruiters for one of the largest companies in the industry. Mentored and developed top producing Recruiters for 15 + years. He is a regular writer for RecruitDaily.
Two of the biggest challenges in technical hiring are identifying people who are smart but don’t get things done and people who get things done but aren’t smart.
Treat your employees right, so they won't use your internet
to search for a new job.
We just want to have great people
working for us.
It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.
I choose a lazy person to do a hard job. Because a lazy person
will find an easy way to do it.
We are never in lack of money. We lack people with dreams,
who can die for those dreams.
Make your team feel respected, empowered and genuinely excited
about the company’s mission.
Responsible people thrive on freedom and are worthy of freedom. Our model is to increase employee freedom as we grow rather than limit it.
Most good programmers do programming not because they expect to get paid or get adulation by the public, but because it is fun to program.
The secret to successful hiring is this: look for the people
who want to change the world.