We are a venture-backed u.S. Based startup that is seeking to better understand the talent recruitment market. We are particularly interested in talking with executives at firms that place top-tier software engineering talent, but are open to other specialties too. We would like to conduct up to 5 phone consults with experts in this space.
Some of the discussion points will include:
- fee structures
- comp plans
- competitive landscape
thanks!+30 Other Responses
looking for independent headhunters based in london, uk who are
open to long term contracts. We will need at least two experts, in multiple fields.
Thanks+5 Other Responses
Health Care Recruiting
Health care recruiter- consultant
we are looking for a health care recruiter- consultant to assist on a marketing/recruiting recommendation for our client. You should have experience in recruiting primary care physicians and physicians assistants for a large hospital like facility. Looking for recommendations and insight in utilizing various channels (digital, traditional,etc.) for new and innovative ways to recruit. Project is immediate, short term and can be done remotely.+9 Other Responses
Talent Acquistion Strategy
On behalf of my f500 pharma company, i would like to understand the specific sub-categories under the broader category of talent acquisition to create a category strategy that would help them procure these services. They want to understand these markets to make informed decisions about the strategy, understand the top suppliers and their capabilities as well as the total cost of ownership along with the best practices when it comes to the below mentioned sub-categories:
b. Contingent recruiting agencies (not contingent labor)
c. Recruiting engines (those like linkedin)
the deliverables would include the market overview, best practices and supplier analysis for the highlighted sub-categories.+16 Other Responses
Looking for a linkedin expert. Someone us based (can work remotely) that has worked w/ linkedin platform, specifically for recruiting (understanding of linkedin recruiter) as well as other add on products/features (lifestyle pages, highlight jobs, etc). + 5 years experience. Excellent w/ data and reporting. Understanding of how to use from a recruiter perspective as well as lead gen tool.+17 Other Responses
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.+3 Other Responses
Medical Device Ceo And Board Members
Mdb is an authorized zintro partner.
Mdb is looking for a ceo and three board members for one of its new start-ups called electroblate, inc.
Can you help us fill these positions? If your referral for the ceo position is hired you will earn a reward of $20,000. If your referral for a board position is appointed you will earn $10,000. Note: you are welcome to apply for the positions, but are not eligible for a referral fee for referring yourself.
Here is how it works:
1. Submit the candidates (or apply) via the following links:
- ceo position: http://bit.Ly/1rxtd43
- board position(s): http://bit.Ly/1wrhraj
2. Within one week you will receive feedback and you will be kept up to date with the progress.
Here is a brief description of electroblate and you can learn more by clicking on the links provided above. Electroblate, inc. Is a clinical-stage, medical device company developing a unique platform to induce programmed cell death (apoptosis) in soft tissue non-thermally. By inducing apoptosis the body doesn't recognize injury and repairs the treated tissue with normal tissue in the treated area. The applicable worldwide market, exceeds $15 billion, and targets multiple therapeutic applications, such as tumor/cyst/unwanted tissue ablation, and multiple cosmetic applications.
The company is a technology “roll-up” being created by mdb to acquire the operations and ip of three companies and two universities, enabling electroblate a dominant ip position in this technology area. In addition, the principal scientists and inventors are equity holders and will be working with the company to help further the technology platform.
Thanks again for your help in our mission of maximizing the probability of success of these disruptive technology companies!
chris+151 Other Responses
Talent Acquisition Services
I am writing on behalf of a consulting firm that conducts expert interviews in support of industry-wide studies for many of the world's fortune 1000 companies. We help businesses answer questions by engaging with the world’s most relevant experts. So far we have delivered over 750 studies with input from more than 15,000 individuals. We are an authorized zintro partner.
For a current study, we are trying to understand the global market for talent acquisition services (including recruiting, assessment, onboarding, contingent/on-demand resources, technology). We are interested in speaking with experts with strong knowledge of the following:
1. Market overview perspective - landscape, what segments are growing quickly, innovation, and technologies of interest
2. Start-up community in talent acquisition services
3. Fortune 500 buyers (former/current director/vp) of talent acquisition services
4. Market trends (e.G. Robotics, ai, automation, etc.)
please note that we are only interested in your personal point of view and expert insight and are not seeking any confidential information.
We are scheduling 45-60 minute discussions with experts this and next week and are happy to offer a negotiable usd 250 compensation for each interview. Please note that we are handling the standard zintro fee separately, hence the expert is not involved in paying this.
We would welcome any referrals to other relevant experts as well.
kruti+25 Other Responses
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+34 Other Responses
I work in direct sales for a jewelry company. In order for me to advance i need to recruit and have my own team. I do events and shows which are good for sales but don't have luck recruiting. I have even put ads all over the us canada mexico and a couple of other countries, but no luck. I really need help in recruiting.+7 Other Responses
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.+66 Other Responses
Linkedin Talent Solutions Pricing
Our client required a pricing on linkedin talent solutions, below are the products related to linkedin talent solutions and also required pricing models for the same.
1. What is the cost of linkedin recruiter product in linkedin?
2. Cost of posting ads by a company in linkedin
3. What is the cost of linkedin jobs product
4. What is the cost of linkedin career page product
5. What is the enterprise fee for linkedin for a year
6. What is the best plan for organisations based on usage.
+22 Other Responses