Archive for the ‘Careers’ Category

Seeking VP of Digital Services

Thursday, September 23rd, 2010

Job Code: #143039
Title: VP Digital Services
Job Type: Direct Hire
Job Location: Addison TX

Job Description:

Vice President, Digital Services

Our client is one of the fastest-growing marketing services agencies in the country.  Known for its dynamic team environment, this super creative group is currently seeking a Vice President of Digital Services.

The selected individual will be responsible for all aspects associated with the Agency’s delivery of digital work for Web sites, promotional micro-sites, social-applications, Web applications, Email deployments, Mobile applications, and Web-based software development.  The position is not responsible for digital media planning and buying such as paid search, display media, social media monitoring/management, Internet marketing or creative design, but is responsible for the development and production of relevant assets.

Other responsibilities will include:

  • Process development, implementation and optimization that properly estimates project costs, controls expenses during development, ensures efficient resource usage, and facilitates the delivery of near-flawless, on-time work products; this includes but is not limited to methodology development, quality control checks, definition of roles/responsibilities, and other tasks required to fine-tune the operation of the digital teams.
  • Interfacing with other departments, as needed, during the development of strategy and campaigns as well as the implementation of integrated marketing solutions that cross multiple channels.
  • Leading the digital team including staffing, planning, hiring, coaching and development.  Mission is to continue to build a stronger, growing team and capability, and to raise the overall talent level.   Direct reports will include a Senior Director of User Experience and a VP of Programming/Technical Development; each of these direct reports have functional teams reporting to them.

Background and experience should include:

  • 7+ years in a senior director role/digital services leadership position
  • Significant & proven  leadership experience in the interactive/digital space, preferably at an Interactive Agency
  • A broad and deep understanding of Web technologies and interactive marketing
  • Proven experience overseeing and guiding the management of staffing, budgets and other fiscal operations impacting the agency P&L
  • Achieves revenue and margin goals for area of accountability
  • History of managing and mentoring teams  as well as coaching & developing digital/interactive teams
  • An understanding of project management methods, constraints and dependencies
  • A proven track record directing programs and client engagements
  • A proven record of growing accounts and developing new business

Contact Craig Fisher craig@alistsolutions.com 214-394-0909

Happy New Year Job Seekers?

Monday, January 4th, 2010

Although the holiday season has come and gone, it is not too late to  work on New Year’s resolutions.  Especially for job seekers!  My recent Job-Hunt.org article provides many choices for improving the job search process.

Link to Article:  New Year’s Resolutions for Job Seekers

Recruiters don’t ease up during the holidays – neither should you

Monday, December 14th, 2009

Story from Craig Fisher Posted by Miriam Salpeter on Keppie Careers

Recruiters don’t ease up during the holidays – neither should you – Original post on KeppieCareers.com

Published on December 2nd, 2009

smartphone.red2306615976_2952f1cc23_mIf you are a regular reader, I hope you are already convinced that it’s important to job hunt during the holidays. Do you know where you are going with your job hunt? Today, I’m happy to share insight from the “other side of the hiring desk.” Today’s contributor, Craig Fisher, is a management and information technology recruiter, staffing entrepreneur and co-founder of A-List Solutions.

 

I know Craig via Twitter and saw him tweet on the Tuesday before Thanksgiving about placing a candidate:

craig tweet

Of course, I immediately DMed and asked if he’d contribute to this series. This is Craig’s take on looking for a job during the holidays…

 

So perhaps you are thinking that hiring managers won’t be in the office over the holidays.  Maybe you should ease up on your job search.  But you should know that your friendly neighborhood recruiter is likely still in touch with those managers and trying to make placements happen.

 

As a case in point, I just placed a candidate in a great new position.  It is Tuesday evening before Thanksgiving.  I was able to facilitate a background check and offer letter while both candidate and client were already out for vacation.  All parties were thrilled and the candidate gets to start work on this coming Monday morning.

 

Today it is easier than ever for recruiters to do business even when nobody is at work.  Smart phones make it so easy to text and view documents.  And smart recruiters know that many hiring managers are trying to spend budget money right now before year end.

 

Just remember that we recruiters are ALWAYS trying to get people placed in jobs.  And we are likely in touch with many of our clients even when they are out of the office.  Recruiters work hard all through the holidays.  And if you are a job seeker, you should too.

 

Craig Fisher is a founding partner of A-List solutions, blogger at http://blog.fishdogs.com/ and host of the TalentNet Live #TNL recruiter forum. As a 15-year recruiting industry veteran, Craig is a social recruiting and new media branding strategist for job seekers and employers. Follow Craig on Twitter @Fishdogs

Recruiters don’t ease up during the holidays – neither should you : Keppie Careers by Miriam Salpeter

How The Best Candidates Get Picked

Tuesday, October 13th, 2009

Part of how recruiters earn their fee is by determining who are the best candidates for the client’s job opening.  Some candidates may feel a little put out when they are not selected to be presented to a client. 

Understanding what qualifies as the best candidate for a job may dispel any myths or mysteries about the selection process recruiters use.  An article I’ve written for Job-Hunt.org gives an objective description and some guidelines for job seekers.

Click here to read the article.

Six New Rules of Executive Job Search

Tuesday, August 25th, 2009

Meg profile Guest blogger:  Meg Guiseppi, CPBS, MRW, CPRW

I was commiserating recently with Jeff Lipschultz of A-List Solutions about how overwhelming the new world of executive job search can be for those facing one.

With fewer jobs at every level, when faced with a layoff or when considering a career transition, executives may find they’re not in demand the way they used to be. In the past, they were probably approached as passive job seekers by recruiters who slid them into their next great gig. They can no longer rely so heavily on recruiters to place them.

So much has changed in just the past year or so. Several factors deeply impact landing  an executive job today − personal branding, the need for a strong online footprint, the rise of social media, the fact that recruiters and hiring decision makers source candidates on social networking sites such as LinkedIn, and, of course, the current state of the economy, resulting in much more competition in the job market for fewer top-level jobs.

Jeff shared his advice on connecting and working with recruiters in a Q&A with me on my Executive Resume Branding Blog, “Working with Executive Recruiters.”

Senior-level executives who come to me for help are all at sea when it comes to understanding what they need to do first, what they shouldn’t do, and that they need to build a different kind of job search strategy.

Here are six tactics that will help you get a handle on and excel in today’s new world of executive job search:

1. Personal branding to differentiate and strategically position you.

In brief, personal branding links your passions, key personal attributes, and strengths with your value proposition, in a crystal clear message that differentiates your unique promise of value and resonates with your target audience.

One of the many powerful things about branding is that it generates chemistry for you and helps hiring decision makers connect you with and see you in the jobs they’re trying to fill. Branding shows them how you make things happen.

2. Portfolio of career marketing communications for your personal brand toolkit.

An executive resume, career biography, covering letter or email message, and reference dossier are must-haves.

But you may need other documents such as a Leadership Initiatives Profile, Achievement Summary, One-page Networking Resume, Performance Milestones, Product Launch Chronology, Project Management Highlights, Technology Skills, Training & Certifications, Speaking Presentations, Publications, Patents, Commitment to Community Service, etc. Name the document to fit the content and target.

Get ready to transform these documents into your online identity-building strategy.

3. LinkedIn profile and strategy.

Did you know that recruiters and hiring decision makers routinely search LinkedIn for talent and even have special applications designed for that purpose?

If you do nothing else online, you have to have a great LinkedIn profile. But don’t stop there. Get busy making connections, joining clubs, and leveraging all this site boasting over 45 million professional members has to offer.

Go back to your executive resume and career biography and copy relevant contentLinkedIn E-book into the appropriate sections to create your LinkedIn profile. Download a copy of my FREE E-book, “Executive Branding and Your LinkedIn Profile: How to Transform Your Executive Brand, Resume, and Career Biography into a Winning LinkedIn Profile.” The book takes you through building a branded profile, step by step.

Optimize your profile and make it searchable using the relevant key word phrases hiring decision makers will be looking for in candidates like you.

Once your profile is together, be sure to include a link to it in your email signature and at the top of your resume, along with contact information.

4. Tap into the hidden job market with targeted industry and company research.

Track down warm leads at companies of interest to you, identify the challenges they’re facing, learn about the company culture, and pinpoint how you can help.

Circumvent the gatekeepers by identifying and connecting directly with top decision makers through LinkedIn, Twitter, Facebook, and other online social networks.

Your research also arms you with market intelligence, serves as your due diligence for companies, and positions you as an informed, engaged candidate in interviews.

5. Face-to-Face Networking Strategy

Along with online networking, in-person networking is still one of the best ways to land a job. Many executives neglect their networks when they’re not job seeking − a serious mistake. You’ll need to revive your connections and once again start practicing "give to get" networking.

Leverage the Internet employment portal Job-Hunt.org to connect or re-connect through professional associations & societies, company, military & government alumni groups, and networking & job search support groups.

6. Online personal brand-building and online brand identity management.

What will recruiters and hiring decision makers uncover when they Google "your name"? Checking out candidates’ online presence before even considering or contacting them is pretty much standard practice now.

If they find nothing about you online, you probably don’t exist to them. Conversely, if they find information that discredits you, you’ll probably be out of the running. You’ll need to run damage control and start building up accurate, on-brand results to push down the negative ones.

Here are a few places to build a presence online and increase the number of positive search results associated with you:

  • Create a VisualCV and Google Profile.
  • Blog in some way − your own blog and/or guest blog and comment on other relevant blogs.
  • Create key word-rich profiles on Twitter and Facebook and get busy leveraging all they have to offer.
  • Write book reviews on Amazon and other online book sellers.
  • Publish articles and/or white papers online.

For more strategies, see my series of blog posts, Top 10 Best of C-Level Executive Job Search Strategies

 

© Copyright Meg Guiseppi, 2009. All rights reserved. Used with permission.

A C-level / Senior-level Executive Branding & Job Search Strategist and CEO of Executive Resume Branding, Meg Guiseppi loves collaborating with forward-focused corporate leaders to differentiate their unique value proposition, demystify today’s world of executive job search, and strategically position them for success. A 20-year careers industry veteran, Meg has earned multiple certifications ? Reach Certified Personal Branding Strategist, Master Resume Writer, Certified VisualCV Creator, and Certified Professional Resume Writer.

Meg works one-on-one with clients to define their personal brand, craft interview-generating documents ? elite resumes, career biographies, cover letters, and collateral documents. She transforms these documents into a strong online footprint with LinkedIn, Twitter and other social networking profile creation, VisualCV creation, and other online identity-building strategies.

For a wealth of insider tips on personal branding and executive job search, visit her Executive Resume Branding Blog/Website. View Meg’s LinkedIn profile. Follow Meg on Twitter.

Take a Ride at a Carnival for Career Help

Monday, July 27th, 2009

Ferris Wheel There is a fairly new concept in career/job search circles that is coming to your town–the Carnival!  Alas, there will not be any cotton candy or ring toss (or two-headed camel).  But, there will be a lot of advice on how to approach selecting a career path and finding a new job.  Career Carnivals are a collection of blog posts by different experts shared in one place on the Internet (usually someone’s blog).  It’s a great idea.

Certainly, the traditional approaches are still a great resource, too.  I recently was on a four-person recruiter panel speaking to a group of over 100 on one topic:  Working with Recruiters.  It was very helpful to many.  However, it was limited to one hour, one topic, and available only to those who could make the session.

Recently, one of my blog posts was included in a Carnival started by Ben Eubanks and hosted by Jacqui Barrett-Pindexter. In this post, there are over 15 different topics covered by over 15 experts including:

  • Tips and tools for the job search process
  • Resume advice for clearly communicating about your talents
  • Managing through the interviewing process
  • Sharing your job leads with others to increase your own likelihood of success
  • Career development
  • And my post: "Ten Reasons to Take Up Biking During a Job Search"

Once again, Social Media has found a way to virtually link a group of experts together resulting in a one-stop shop for information that a lot more than 100 people can use.  Another advantage of these Carnivals is increased accessibility to the experts.  Most of these authors appreciate feedback and like to help.  Your support network can grow very fast by visiting the Carnivals.

Most of us have been a little nervous about jumping on some of the attractions at the Carnival, but don’t worry, this one is safe and the ticket is free.  Enjoy the ride!

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