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  1. 1. Provide a clear description of your needs and your expectations of an expert, consultant or job candidate and Zintro will match it with the most relevant professionals in our platform.
  2. 2. Within a day or two typically 6 - 12 Experts, who have opted-in, will contact you with a brief explanation of their qualifications and how they can help.
  3. 3. You can communicate back and forth, qualify each other, connect and pay fees to Experts through Zintro.
  4. Zintro is free, anonymous and without obligation.

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Recent Hiring Inquiries

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Consultant And Contractor Hiring

Hi. We are interested in talking with people who have worked in hr and/or recruiting for global 1,000 companies. We are not interested the temp market but instead are focused on consultants with deep subject matter expertise and/or contractors with high value skills (like software engineers, etc.). Specifically, we would like to better understand: 1. Is the hiring of these consultants and/or contractors typically centralized or decentralized? 2. Who are the decision makers who would consider adding a platform like zintro to their sourcing tools? 3. What services do the hirers current use to fulfill this need? I have a modest budget for this research effort. Thanks in advance. --stuart

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    Sam |Artist and Creative

    I have provided recruiting services as a contingency and retained executive search consultant to lar...

    2.2 Hours Later
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    Bobby |Principal

    We do contingency recruiting for the parameters given below with a very specific and niche market se...

    2.2 Hours Later
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    Nicole |CEO/Founder

    1. We hire our HR consultants centrally 2. The decision make is the owner 3. We use an in-house tr...

    2.4 Hours Later
+34 Other Responses
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Luxury Accessories Sales Hiring

Looking for sales representative for swiss made highend-luxury accessories (brand new products). Focus on markets: russia, china, uae, usa, brazil / target customers: hnwi's & uhnwi's.

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    Geoff |Managing Director

    Hello This could certainly be of interest to me if it is a role that at least offers a good base plu...

    3.4 Hours Later
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    Robert |Zintro Expert

    I am interested in hearing more about this opportunity. Can you please provide additional informatio...

    4.4 Hours Later
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    Stephen |C.E.O.

    Hi I work with brands to find agents and distributors for them. Europe, Asia, U.S. all markets. 4 b...

    9.3 Hours Later
+8 Other Responses
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Bank Hiring

We have a client who would like to speak with someone who has it experience with a mid-sized bank hiring or purchasing a third party service from vendors who provide banking and payment software solutions and services. This would be a 60 minute phone consultation.

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    Amit |Managing Director

    Hi, I have 15+ years of experience with IT Services with Bank of America, JP Morgan an UBS Investmen...

    1 Hour Later
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    Vikas |Architect

    Hi, We have 9+ years of experience professionals in IT Services in different-2 domain including Bank...

    1.6 Hours Later
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    Jose Antonio |PMP - CONSULTANT

    I have more than 30 years of experience in Banking and finantial, both in IT...

    1.9 Hours Later
+13 Other Responses
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Human Resources Management

Holding company hr. Need experienced individual in transferring talent between a holding company and subsidiaries. Needs to be experienced in job description, approximate salary scale, strategic hiring. Needs to be familiar with: food & beverage, private labeling of consumer goods,

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    Peter |Managing Partner

    Please give me more info. Pc...

    1 Minute Later
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    Amita |Director of HR

    I am a *****ness partner with senior management. Extensive focus on talent acquisition wit...

    1 Minute Later
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    Manie |Independent HR Consultant

    I would be able to assist....

    1 Minute Later
+28 Other Responses
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Hiring Criteria For Front-end Web Developer

We are looking to speak, at a high-level, with experts involved in the decision-making process for hiring front-end web development professionals. We want to know the different hiring considerations (qualifications and skill sets) for front-end web development professionals. We would prefer to talk to experts that are based in any of the five-state areas of minnesota, wisconsin, north dakota, south dakota and/or iowa. This would be for a 30-minute paid phone consult. Please respond with a few short statements to the points below: 1. Are you or your team involved in the decision-making process for the selection of your company's front-end web developer employees? Please comment on the extent of your involvement on the hiring process for this role. 2. How frequent does your company hire front-end web developers? Please share your company's current fte's.

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    Steve |Co-Founder

    Quote for call...

    1.8 Days Later
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    Larry |

    I am happy to assist you in understanding the hiring process and requirement s ...

    3.1 Days Later
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    Mario |Owner

    Hi, I have been (1.) the decision maker (CEO/COO/Board Director/Advisor) and/or vital influencer for...

    3.7 Days Later
+66 Other Responses
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Hiring And Recruitment Advertising Technology

Our client is looking to speak with multiple experts based in the us who are from human resources or talent acquisition that evaluated a new technology platform used for new hire advertising and tracking across multiple recruitment sites. This is for a paid 30-45-minute phone interview. **please note that we are only interested in your personal point of view and are not seeking confidential information. ***referrals are highly appreciated kindly respond to the questions below as to your relevance in this space: 1. Have you recently evaluated a technical solution to advertise open positions with your company? Yes/no

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    Alhassan |Vice President, Human Resources - Total

    Yes I have ***** applicant advertising system ...

    26 Minutes Later
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    Adam |Chief Human Resources Officer

    We ***** solutions every year as the market is constantly evolving. As the CHRO I am sole de...

    29 Minutes Later
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    Chris |Founder & Operator

    I have extensive use evaluating, implementing & using multiple ATS - including the cost/benefits of ...

    52 Minutes Later
+96 Other Responses
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Pos Staff Management In Colombia

1. Looking for experts with experience in hiring and managing staff at the point of sales in colombia. Looking for information about various models in the industry for the process (pay role model, performance-based model etc.) 2. Also looking for information regarding the outsourcing of the process- how do global pharmaceutical / consumer care companies handle hiring and managing of staff at pos

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    Shrinivas |CEO

    I am knowledgeable and have consultancy expertise on this project subject. You can view my profile o...

    9.6 Hours Later
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    Larry |Certified Instructor

    Initial phone consult $200. I am expert in hiring decisions as well as staff supervision and manage...

    9.7 Hours Later
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    Raj |Principal Consultant

    Hello there, Please check it out my professional profile on LinkedIn.com *****.linkedin.com/i...

    12 Hours Later
+10 Other Responses
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Accounts Receivables Management

I work for a prominent expert network working in partnership with zintro. We would like to source multiple experts on behalf of an institutional investor. We are looking for industry experts and decision makers pertaining to account receivables management, specifically the use of third party arm providers versus in-house debt collection. We would like the experts to be employed at discovercard, 1st national bank of omaha,barclaycard or recently employed(no longer than 24 months removed) at capital one and american express involved in the decision process of 3rd party arm hiring.

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    KEITH |Director

    Hi, I am writing in response to your inquiry. I worked for over 17 years for American Express, with ...

    1.5 Hours Later
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    Simona |Business Consultant/Financial/HR Manager

    A highly successful chartered accountant with invaluable experience in budget, financial reporting a...

    2.8 Days Later
+9 Other Responses
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Hiring Strategies Cpg

We are working for a cpg firm and are trying to understand specific temp labor related trends in below given countries. Key questions we would require across countries are given below. Countries: • usa • united kingdom • china • france • canada • australia questions: 1. We would like to understand what hiring strategies cpg companies are using to tackle the tight temporary labor market for manufacturing and marketing occupations. We want specific examples (hiring strategies) used by cpg companies in above mentioned countries in past 6 months to 1 year. 2. Implications of factors such as limited talent supply for temp labor, rising wages and low unemployment rates of impact on job-fill rates across the countries. 3. What operating models do cpg clients use for temp labor staffing; example is it a global/regional staffing strategy, do they use msp (managed service providers) along with vms (vendor management services) and other strategies? 4. How are cpg companies using automation(rpa) and total talent management to tackle lack of talent supply for manufacturing and marketing roles?

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    Scott |VP Trade Marketing & Sales Planning

    35 year CPG industry expert with leading manufacturers including Fortune 100. Senior Sales and Mark...

    6.4 Hours Later
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    Joseph |Consultant

    Will not only share ***** available to help source the right ***** fill respective ...

    11.8 Hours Later
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    Sriram |Senior Global HR Professional

    Hello there, Having a hands-on experience working with over 35 countires including the specified one...

    17.8 Hours Later
+6 Other Responses
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Hiring

I'd like to perhaps have a brief conversation with 1-2 (or maybe more) hiring managers that satisfy all of the following (4) criteria: currently use retained search/contingency search firms to fill full-time positions use these firms to hire mid/senior level candidates make at least 10 hires/year through such firms work for us based companies (tech, financial services, retail would be ideal, but industry doesn't really matter) some of the '€˜types'€™ of topics i'm trying to understand are: at what point does the decision to use an outsourced provider make sense? Is it all about cost? If so, if industry fees were lower, would that accelerate the decision point? Or do you use these firms mostly for the '€˜really-hard-to-fill'€™ positions?€™ or for convenience/volume of candidates? Or is it about (lack of) internal capacity? At what point does it make sense to start building an internal recruiting team? Is it all about the quality and speed of candidate delivery? Or do you work with particular recruiters for particular reasons? Overall, i'm trying to get a better sense of 1) how much, and at what points, cost matters 2) discrepancies between the value proposition (of recruiting firms) from the reality (i.E. Most recruiting firms pretty much seem to have the same basic value proposition) that hiring managers deal with. I am an entrepreneur tangentially connected to the industry, and i'm considering a product/service geared towards the recruitment/placement industry.

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    Claudia |Sr. Consultant

    Hi Busii65d77, What great questions! I'd be an excellent resource for you because my expertise in...

    1.9 Days Later
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    julie |Executive Coach

    Hi, As a professional with 30 years of Retained and Fee for Service and Inhouse Search Experience, ...

    19.7 Days Later
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    Carol |Founder

    I have worked in the staffing business for 20 years and am happy to speak with you and share the pri...

    42.6 Days Later
+3 Other Responses
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Contingent It Staffing

A firm x which is among the top computing and it firms in the world with global operations and revenues of over us$ 70 billion, wants to look at the best practices for the hiring of contingent it labour for the following positions: application developer, systems management specialist, deskside support representative, package solution consultant, project manager, application architect, database administrator, systems administrator, customer service representative. With respect to the following countries: emea – czech republic, romania, hungary, uk, germany, france, italy, spain, south africa americas – us, canada brazil, argentina, mexico apac - india, china, japan, australia, singapore 1. What is preferred sourcing strategy (managed service providers, independent contractors etc.) for obtaining contingent it labour for the above mentioned countries? What all factors drive the selection of the same? 2. What are the different engagement models and different contract durations, adopted in the industry for obtaining contingent it labour? 3. What are the different pricing models (like flat fee, cost plus, revenue sharing etc.) and billing models (like hourly, monthly, daily etc.) that are prevalent in the industry for obtaining contingent it staffing? 4. What are the different components of cost structure (like employee pay, tax benefits, supplier staff costs, supplier profit margin etc.) and how do they vary across the different countries? P.S. Please respond with the list of countries for which you can provide the requisite information.

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    Kevin |Managing Director

    Nidhyana: What is the timeline of this project? My firm is able to provide research information ...

    3.5 Hours Later
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    Sherry |Executive Recruiter

    I have done a number of contingent/contract IT staffing projects here in the US and will give some h...

    5.9 Hours Later
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    Albert |CEO Tarlton & Sloan Consulting

    Nidhyana, Thank you for responding to my proposal. I would certainly be very interested in speaking...

    5.9 Hours Later
+9 Other Responses
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Restaurant Industry

Looking for hiring and developmental assessment tools for the restaurant industry.

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    Robert |CEO

    Hi Carol, We believe we can help you, we have *****rience in Restaurant ***** a...

    20 Minutes Later
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    Larry |Owner

    Carol: are you (your client) looking for some type of standardized test pre-hiring? Or what? Than...

    24 Minutes Later
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    Chrystal |Business Development Manager

    Carol Krause, I am interested in any *****ed for the hospitality industry, mainly have ...

    35 Minutes Later
+8 Other Responses
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