MERRY CHRISTMAS

I wish you and your family a very happy Christmas and a 2010 full of health and good surprises for your life!

Thanks a lot for your support during this year.
Cheers!
Victoria Guillemette
LTAM Contract Recruiter

WE ARE SEEKING FOR A RECRUITER IN CHILE FOR A 3MONTHS CONTRACT -ASAP-

Responsibilities:

1. Implement staffing strategies to provide a qualified and diverse candidate pool.
2. Ensure hiring manager during the interview process and that interviews are conducted efficiently and professionally.
3. Interface to negotiate and exchange information with all levels of management.
4. Manage candidate process and act as a candidate advocate. Evaluate skill level, manage offer process, including reference checks, salary recommendations, offer letter generation and offer acceptance/declines. Negotiate offers by partnering with hiring manager, senior management and other groups as necessary.
5. Responsible for sourcing candidates through networking, internet postings, university relations, etc.
6. Passion for improving the customer experience with customers broadly defined as candidates, new hires, hiring managers and recruiters. Continuous follow-up with clients to confirm staffing plans and candidates needs are met.
7. Able to work independently and teamwork. Ability to prioritize multiple functions and tasks and manage work time efficiently.
8. Self-directed, detail-oriented, problem solver with a burning desire to contribute to the organization's reputation and success.
9. Proven ability to consistently and positively contribute in a high-paced, changing work environment.



Requirements:

Professional integrity.
4 + years technical recruiting experience, with a track record for building strong engineering teams.
Experience recruiting internally for the HR department or Recruiting department of a multi-national firm.
Long term positions with proven success working inside high technology software companies.
Experience working with Computer Scientists.
Outstanding verbal and written communication skills.
Ability to maintain accurate records and reports.
Excellent spoken/written English absolutely required.

If you are interested emil your English resume at vguillemette@gmail.com

Call or Email or Use Social Media?

by
Irina Shamaeva
Sep 30, 2009, 2:02 pm ET

Picture 2Many aspects of a recruiter’s job remain the same as in the past, before the arrival of social media. We all review resumes, assess the matches, interview on the phone, and meet prospects in person. Social media has added and keeps adding new options on how to get there. To remain competitive and productive we must figure out and start using social media in recruiting. I’d like to highlight some aspect of how it can work for us.

Let’s talk about the very interesting phenomena of communicating with potential candidates in ways that have not been there before. For years, we have been discussing whether to call first or email first. Some gurus suggest that you first send a detailed email, then leave a phone message, and then send a short email mentioning that you had called. Fine, but here are your other options today:

* Join a group on LinkedIn where the person is a member and send a message (which is free, by the way)
* Invite them to join a group on LinkedIn dedicated to their technical skills or their industry
* Look the person up on Twitter and follow him/her
* Re-tweet or reply to their tweets
* Share an article with them using the “share” button available on Ning and on many blogs
* Invite them to an interesting event posted on LinkedIn, or Ning, or elsewhere

(Note that when you invite somebody to an event or share content, you do not need to worry about the person not wanting to hear from you. All those systems have their built-in means of managing the person’s subscriptions.)

The above methods would let you reach more people, especially passive candidates. Your direct email may land in their junk folder. Your call may interrupt their day. (I can definitely say that as a former software engineer.) However, following them on Twitter or sharing news about their industry is a gentle, non-invasive way to get in touch with them. It also gives them a chance to take a look at your profile and figure out a bit about you before they respond. So, if you venture out on a particular network, make sure that your profile on whatever network that is, is professional, filled out, has your picture, and reflects your own or your company background.

Further on, built-in tools and tools built on top of social networks allow us to interact with lists of potential candidates with a touch of a button. It goes without saying that we need to figure things out about those people first, and avoid spam. But there’s nothing wrong in, say, following a list of people on Twitter whose profiles are promising, or sharing interesting content with a list of people who work in a particular industry. The “share” buttons available in many places, such as Ning networks, allow you to share an article with a list of email addresses. The (slightly buggy) tool twitterator.org allows us to bulk-follow a number of people on Twitter. You shouldn’t overdo this, of course; plus, Twitter has its (very reasonable) limitations and wouldn’t let you go too far in this direction. But these tools do increase our productivity.

Today most recruiters are on LinkedIn, many are on Facebook, and about 25% are on Twitter. This is based on some statistics that I have seen online, and is also true about my sourcing webinar attendees. There are endless online discussions on which network is the best, and whether some, such as Twitter, are “a waste of time.” Well, for one thing, Twitter and LinkedIn can hardly be compared. The functionality, the pace of communicating, the length and the nature of relationships are all very different, so your expectations also need to be different. And then, it makes most sense to me to use both LinkedIn and Twitter in conjunction, plus use other networks as well. If you have a targeted list of candidates, you can interact with them in different places simultaneously. You can look up information about them; they may be more present in one online place than the other. Perhaps they have a blog and would welcome your comments. You can invite the same person to a group on LinkedIn and follow them on Twitter, and so on.

There are ways to find the same people across networks. It’s, of course, easier if the person has a unique name and distinct keywords, such as technology skills, in the profile. However, if you get hold of an email address or a Twitter ID, this can sometimes get you pretty far in the sourcing process. In the recent SourceCon challenge I used the site pipl.com to look up people based on their username across networks. Pipl.com also allows you to look up people based on an email address.

An amazing, not explored by many, part of this communication with prospects is that the person may have very little info in their profile on one site vs. another, but based on what you have learned about them you might try to connect on either or both. Searching for candidates on one network and contacting them on another expands our sourcing capabilities.

Successful recruiting using social media requires new personal qualities. To conquer the social media world, we need to be fearless and open-minded. We also need either to be somewhat technical or to have coworkers who are. It’s not terribly hard to navigate different sites, but working with someone who is used to browsing and searching on the web helps. Then, there’s less structure out there now, so if you are creative, this is a useful quality; compare the well-defined ways of using a job board with the open-ended interactions on social networks. We need to get used to questioning our assumptions as we go. Facebook does not work like LinkedIn, so expect to see something different there. Assumptions do not work at all if you are used to searching in one or two places. Search syntax is different on Google, LinkedIn, Twitter, and Monster; though all these sites support Boolean logic, you can’t reuse the same searches around the social media.

Measuring our success is tricky. Since we still want to hire the best candidates and there are still traditional interviews and offer negotiation processes, perhaps checking how your social media activities affect your submission, interviewing, and hiring statistics makes a lot of sense. That said, we need to be spending a few hours here and there checking out what others do and what new tools show up.

It’s pretty exciting to be here, right?

SEEKING FOR A PARTNER MARKETING MANAGER-CONSUMER- FOR MCAFEE SAO PAULO

WE ARE SEEKING FOR A PARTNER MARKETING MANAGER-CONSUMER- FOR MCAFEE SAO PAULO ( ONLY LOCAL CANDIDATES-NO RELO)JOB DESCRIPTION: Partner Marketing Manager – Consumer



 Manage Partner Marketing Budget;
 Definition of acquisition and loyalty strategy together with ISPs (Internet Service Providers) and OEM partners;
 Define content to support online and offline communication material;
 Creation and production of training and collateral material;
 Events;
 Report and analysis of partners’ results.

Skills:

 Fluent English
 Spanish – good to have
 Budget management
 Development and execution of Acquisition mktg campaigns – B2C
 Online and Offline media management

Skill:
a dynamic person that can work with different projects at the same time by supporting and giving advices in a neutral way. Someone that can handle budget in detail, organize proof of performance documentation according to auditor’s checklist. This professional also has to understand how the consumer technology business work, in order to prepare presentations and documentations to support strategy for actual and new customers. This role also requires someone that can easily translate technical information to a didactic content that can be used to train the sales force and to be used in awareness and demand generation materials.



If you are interested email your English resume : vguillemette@gmail.com

Victoria Guillemette
LTAM Contract Recruiter at McAfee
Email: vguillemette@gmail.com
Mobile: 54911 59974810
Skype: Victoriag6
MSN: victoriag_telp@hotmail.com
http://www.linkedin.com/pub/0/bb1/192
Latam Searches http://wwwlatamsearchesblogspotcom.blogspot.com/

Leverage Your Own Social Network
by
Kevin Wheeler
Oct 22, 2009, 5:22 pm ET

Social networks are so hyped right now among recruiters that it is hard to separate their real value and purpose from often overblown marketing promises. By creating a social network specifically for your organization, you can differentiate yourself from the crowd, build your brand, and find most of the candidates you need without any other sourcing techniques.

Rethinking how we source is not easy. But the unrefined tools such as search engines, job boards, advertisements, and even referrals are slowly giving way to far more powerful social networks of candidates. These networks can be shaped for specific types of candidates and for specific skills and competencies. They can be the only source of candidates you have so that your focus can be on your brand and building awareness of your organization and the kinds of work you offer.

Does this sound a little pie-in-the-sky? Maybe given today’s level of understand and technology, it is a stretch to give up all other forms of sourcing, but I predict these networks will replace 90% of other sourcing techniques with in decade.
What Is a Social Network?

For those of us in recruiting, a social network may be better thought of as a pool of potential candidates or as a community of talent. This is not the same as a static database of candidates. It is an ever-changing, expanding network of people who have chosen to associate with one another virtually. I often make an analogy to a network being like a series of circles rippling out from a center. Those people at the center of the circles are your most valuable and most likely candidates. Each successive ring of candidates gets further from you, is less known, and therefore less valuable. LinkedIn denotes this by giving priority to those people you know and who know you and then giving lower priority to people who you know through others.
Why Create Your Own Social Network?

Most of us rely on the established networks for sourcing candidates. These include LinkedIn, Facebook, MySpace, and many others depending on your geography and specialty. These will always have some place in recruiting, but by creating your own network you can have much more impact and get better results.

The purpose of creating a social network is to bring the best people into your innermost circle. By building a relationship through frequent communication via whatever means make sense (telephone, email, Twitter, SMS, or IM), you get to know more about each other. Potential candidates can make decisions about whether they like you, the organization you represent, and the positions that are available. You get to screen candidates and select people who closely match your needs.

Creating the infrastructure for a social network can be demanding, but free ones such as Ning are available and provide some level of customization. Others are built from scratch or by using open source tools and modules. ERE.net’s community of users (you and me) is a good example of a social network of practitioners. We have common interests and any of us can find other recruiters who we might like to recruit or help to find a new position. This is an example of an open network, but it could just as easily be available only to people who answer some questions or pass through a filter of some sort qualifying them for membership.

With your own network, you can build in tests, require certain information, or in many ways decide if someone is the right person for your organization. By doing this you eliminate hundreds of unqualified people and reduce the time your recruiters spend screening out the unwanted.

A social network, or talent community, is always growing and changing. People can become a member of a talent community in several ways, but each requires them to learn more about the organization and provides the recruiter with more information about them. For example, if someone comes to the recruiting website and indicates an interest in a particular job, software can quickly assess a variety of things including aptitude for the job, interest, and skill level. People who answer questions in a certain way or who achieve certain scores can be referred to the most suitable positions, turned away completely, or forwarded directly to a recruiter for immediate followup. No one is asked to just “dump” their unevaluated resume into a hopper and wait for a follow up call — which usually never comes.
What Do Candidates Think?

Given these economic times, candidates are stressed and unhappy, as I have written in past articles. They are keen to find organizations that are responsive, friendly, and where they can showcase their own unique qualities. A social network allows this, and the candidates I speak with respond very positively to the immediate knowledge of how well they meet requirements. They are pleased to be invited to be part of a community they have an interest in and they are also glad to know right away that they are not a good fit and won’t be considered. No news is not good news to a candidate who is trying hard to refine his or her knowledge of different organizations and different positions, and who wants to maximize her time.

I am surprised that the hype about social networks revolves almost entirely around the public networks rather than on building your own. If you are in the planning stages for next year, set aside some of your budget to explore creating your own branded social network. You might be surprised at how well it works and at how it creates a far more efficient and candidate friendly environment than you probably have today.

Online Screening: Some Surprising Statistics

As social media plays an increasingly large role in job-hunting and recruitment, the “public persona” is bound to become more and more important. Job seekers research the employer, so employers work to build a persuasive employer brand. (Or at least they ought to!)
So should job-seekers build their own “brands” by crafting a search-friendly online identity? It looks as if those who don’t may swiftly fall behind . . .
A recent CareerBuilder survey found that 45% of employers use social networking sites to screen applicants–and that’s double the number from last year’s result. That in itself is surprising, but I was even more amazed at this figure: 35% of employers report finding content on social networking sites that caused them not to hire a candidate. The top reason (53%) was “candidate posted provocative or inappropriate photographs or information,” followed closely by “candidate posted content about drinking or using drugs” (44%). Criticizing former employers, co-workers or clients came in at 35%, with poor communication skills (29%), discriminatory comments (26%), lies about qualifications (24%) and sharing confidential information from past employers (20%) rounding out the mix.
On the other hand . . . only 18% of employers reported that online screening had a positive effect on their decision to hire a candidate. In those cases, 50% of the time it was because a profile “provided a good feel for the candidate’s personality and fit with the organization,” while 19% of the time it was because other people posted good references about the candidate. In between, were some interesting reasons in the 35% range: “candidate was creative”; “candidate showed solid communication skills”; and “candidate was well-rounded.”
Unsurprising numbers: The industries most likely to include online screening (via social networking sites and/or search engines) in their review process were Information Technology and Professional/Business Services. The most frequently researched sites were Facebook (29%), LinkedIn (26%), and MySpace (21%), followed distantly by blogs and following candidates on Twitter.
Best for last: 14% of employers disregarded a candidate “because the candidate sent a message using an emoticon.” The surprise here was not that employers found the smiley-face a turn-off, but that there were enough emoticon-includers to produce a statistical effect. (Much as I love emoticons personally, they just can’t be used safely until you’re not only hired, but the boss of somebody.)
It will be interesting to see how these statistics change in months to come. The CareerBuilder survey (which tapped 2,667 hiring managers and human resource professionals) found that an additional 11% of respondents plan to add social site screening to their candidate reviews.

WE ARE SEEKING FOR A FIELD ACCOUNT MANAGER FOR MCAFEE PERU.

DESCRIPTION OF FUNCTION AND RESPONSIBILITIES:

• Responsible for meeting and exceeding assigned revenue quota (e.g. Exceed quota of 3M+)
• Responsible for managing and growing territory, maximizing short term revenue, building future sales pipeline through demonstrated account and territory planning
• Ability to work with a sales engineering team and other areas of McAfee in closing complex networking-security opportunities at the C-Level.
• Partner with other business units in identifying other opportunities outside your core product portfolio
• Capable of closing software contracts and services in the range of $50K-$1M


EXPERIENCE REQUIRED:

• Consistent quota attainment selling security or networking products over 4 or more quarters
• Seven (7 +) plus years selling software and related products and services.
Understanding and working knowledge of networking topologies and technologies.
• Quantifiable sales track record demonstrated by increasing responsibilities, growth in territory and quota.
• Direct selling expertise, ‘hunter’ mentality. Working knowledge of channel sales model and utilizing the channel to drive revenue.
• Established contacts, rolodex and intimate knowledge of assigned territory. Must have established relationships and ability to network accordingly to generate new interest in target territory for product offerings.
• Formal sales training (Miller-Hieman, Sandler, Solution Selling etc.) and proven proficiency in implementing.
• Strong business acumen and professionalism. Leadership, accountability and self-starter qualities required.
• Excellent customer focus, strong attention to detail and ability to operate in a dynamic sales organization required.
• Experience working in a multi-tiered and multi-divisional corporation a plus.


QUALIFICATIONS/EDUCATION:

• Bachelor degree.

IF YOU ARE NTERESTED EMAIL YOUR ENGLISH RESUME AT vguillemette@gmail.com

Compensation: up to 180.000 soles OTE. This would not include salaries 13 and 14 which is paid in Perú.

Recession makes recruitment checks more stringent

21/07/2009

Experian Background Checking, the specialist candidate verification service, today revealed that the volume of recruitment background checks carried out in the first quarter of 2009 has increased by three per cent, despite the sharp drop in recruitment levels owing to the recession . The increase, measured against the same period in 2008 (January to March), demonstrates a tightening of recruitment practices across all sectors and company sizes.

With the economic downturn, attrition rates in companies are low as employees opt to stay where they are to retain their jobs in an unstable market and businesses recruiting are setting high standards for candidates to reach.

Avis Easteal, General Manager at Experian Background Checking, commented: “The tightening of recruitment practices is a response to the wide pool of candidates that employers can now select from. In times of recession, candidates are more likely to exaggerate their skills and or qualifications on their CV and employers want to be sure of selecting the right candidate. With companies reigning in costs at every opportunity, they don’t want to make a costly recruitment mistake.”

In addition, over the last quarter Experian has seen organisations increasingly looking beyond traditional employment references and requesting additional authentication, criminal record and adverse finance checks. Seven per cent of criminal record checks undertaken over the period highlighted convictions not disclosed in the application thus demonstrating the importance of this check.

Avis Easteal commented: “Organisations are increasingly aware of the financial, legal and reputational risks that recruiting a new employee can expose them to. Employers are becoming more diligent in their decision making and carrying out checks on the character of the candidate through Criminal Record and adverse finance checks rather than just focusing on their ability to do the job. Criminal record and adverse finance checks give known facts on which a decision can be made. Firms are rightly cautious and vetting candidates to a greater degree.”
onrec.com news can only be reproduced with the permission of onrec.com or if onrec.com is attributed as the source.

Partner Product Manager- McAfee- Colombia ( only locals)

The Partner Product Manager (PPM) - Partner Management is responsible for developing and managing multiple partner implementation portfolios. Within McAfee, Consumer Division, the PPM is expected to effectively serve as both a business manager and a technical implementation lead.
To achieve joint partner and McAfee program goals, the PPM is required to resolve problems and remove obstacles that may diminish business success by demonstrating strong communication, coordination and creative problem solving expertise. The PPM will work on a range of diverse partner implementation projects, requiring the detailed definition of published release requirements (PRDs), matrix team management, partner interactions, and the engagement of appropriate McAfee resources including business development, project management, application engineering, release engineering, web services, and customer/technical support. The PPM will work with engineering and product management to define, manage and deploy signed partner agreeements, while working with Business Development to monitor, track and optimize existing accounts. The PPM will also be responsible for providing pre-sales guidance and is expected to understand the current product offering set and deployment models as well as the road map features of future product releases - Support will be provided through the creation and publication of support tools; sales training; and on-site support for Tier 1 opportunities. The PPM will provide pre-sales support by having a diverse knowledge of existing and planned partner releases and best practices from successful partnerships.
The PPM will possess a diverse skill-set, including both a technical understanding of the Internet, consumer security software (anti-virus, anti-hacker, anti-abuse, and anti-spam) solutions and marketing expertise. Excellent written, presentation and analytic skills are required to manage the day-to-day operations of a partnership portfolio. The PPM role includes researching, validating, and prioritizing implementation requirements, documenting market and product requirements and evangelizing the partner program within the internal organizations.
Language Skills: Strong presentation skills. Fluency in English and Spanish, both written and verbal, is a must for all geography assignments.
Education Requirements: BS/BA - Marketing, Business Administration or technical degree; MBA a plus
Experience Required:
5-7+ years experience in product marketing/product management/partner management with a minimum of 3 years experience within a consumer-based web or software company.
Knowledge of XML a MUST.
Demonstrated business judgement, leadership and creative problem solving with cross-functional teams
Proven success delivering quality products/services or marketing programs with software/internet security solution and/or a web-based product

Victoria Guillemette
LATAM Contract Recruiter
Email: vguillemette@gmail.com
Skype: Victoriag6
MSN: victoriag_telp@hotmail.com
http://www.linkedin.com/pub/0/bb1/192

Systems Engineer -Located Colombia ( only locals) for McAfee

PRIMARY RESPONSIBILITY:
Systems Engineer (Levels 1 through 5): Oversees pre-sale and/or post-sale support of company products/systems. Provides technical support in sales presentations, product demonstrations, installation and maintenance of company products to ensure that the system is functioning according to specifications. Provides answers to customer inquiries concerning system software and applications. Provides software development and consultation to prospective users. May build a mini-application based on customer requirements to demonstrate feasibility of the application, often requiring rapid prototyping. Survey Tip: If employee performs installation and maintenance of client systems over a long-term contract on a fee-for-service basis, match to Systems Integration Specialist (5691-5695).
LEVELING REQUIREMENTS:
Level 1:
• KNOWLEDGE: Learns to use professional concepts. Applies company policies and procedures to resolve routine issues.
• JOB COMPLEXITY: Works on problems of limited scope. Follows standard practices and procedures in analyzing situations or data from which answers can be readily obtained. Contact with others is primarily internal.
• SUPERVISION: Normally receives detailed instructions on all work.
• EXPERIENCE: Typically requires no previous professional experience.
Level 2:
• KNOWLEDGE: Uses professional concepts; applies company policies and procedures to resolve a variety of issues.
• JOB COMPLEXITY: Works on problems of moderate scope where analysis of situations or data requires a review of a variety of factors. Exercises judgment within defined procedures and practices to determine appropriate action. Has internal and some external contacts.
• SUPERVISION: Normally receives general instructions on routine work, detailed instructions on new projects or assignments.
• EXPERIENCE: Typically requires a minimum of 2 years of related experience. In some companies, the requirement will be less.
Level 3:
• KNOWLEDGE: Uses skills as a seasoned, experienced professional with a full understanding of industry practices and company policies and procedures; resolves a wide range of issues in imaginative as well as practical ways. This job is the fully qualified, career-oriented, journey-level position.
• JOB COMPLEXITY: Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Demonstrates good judgment in selecting methods and techniques for obtaining solutions. Interacts with senior internal and external personnel.
• SUPERVISION: Normally receives little instruction on day-to-day work, general instructions on new assignments.
• EXPERIENCE: Typically requires a minimum of 5 years of related experience. In some companies, the requirement will be less.
Level 4:
• KNOWLEDGE: Having wide-ranging experience, uses professional concepts and company objectives to resolve complex issues in creative and effective ways. Some barriers to entry exist at this level (i.e., dept/peer review).
• JOB COMPLEXITY: Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Internal and external contacts often pertain to company plans and objectives.
• SUPERVISION: Determines methods and procedures on new assignments, and may provide guidance to other personnel.
• EXPERIENCE: Typically requires a minimum of 8 years of related experience. In some companies, the requirement will be less. At this level, graduate coursework may be desirable.
Level 5:
• KNOWLEDGE: Having broad expertise or unique knowledge, uses skills to contribute to development of company objectives and principles and to achieve goals in creative and effective ways. Barriers to entry such as technical committee review exist at this level.
• JOB COMPLEXITY: Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles. Exercises independent judgment in methods, techniques and evaluation criteria for obtaining results. Contacts pertain to significant matters often involving coordination among groups.
• SUPERVISION: Acts independently to determine methods and procedures on new or special assignments. May supervise the activities of others.
• EXPERIENCE: Typically requires a minimum of 12+ years of related experience. In some companies, the requirement will be less. At this level, graduate coursework may be expected.


Victoria Guillemette
LATAM Contract Recruiter
Email: vguillemette@gmail.com
Skype: Victoriag6
MSN: victoriag_telp@hotmail.com
http://www.linkedin.com/pub/0/bb1/192

MARKETING YOURSELF IN TODAYS LABOR MARKET!

Okay, if you're going to find the job that you want, you're going to have to learn a very basic skill of survival in the workplace today -- you're going to have to learn how to market yourself.

Now, if you're like I am, you're probably terrified of the prospect. I know that I was. I'd always thought that marketing was a skill that took years to develop and that only people who were suave and sophisticated where able to market themselves. Luckily, I discovered that just about anyone out there can learn to market themselves.

In today's electronic age, it's easier than ever for you to successfully market yourself. What you'll need is a little bit of money -- and we're definitely talking only a little bit here -- and some drive and initiative.

1. Get up a web page.

This is important. You're living in an age where people today might be looking for your talents from anywhere in the world and unless you're able to be found by them, you're going to lose out. Both ResumeDirector.com and ResumeArrow.com provide free resume web pages when you join their services.

2. Track down leads.

If you're going to learn to market yourself successfully, you're going to have to be willing to track down any and all leads. Forget about trying to find a place that's currently looking for an opening to be filled. In all likelihood, by the time that you found out about the opening, it was already filled. What you need to do is drop a line to various companies that you're interested in working for and introduce yourself. If you do so in a sincere and clever fashion, you'll make enough of a favorable impression that might well cause someone in the company to let you know when an opening appears.

3. Brochure yourself.

One of the most effective marketing tools out there is still the brochure. If you're going to learn to market yourself, it's important that you have a brochure that you can present to prospective clients or employment officers. (If someone finds out about you online, you can send them a postal brochure with all the information that you want to impart to them and it will have a much longer lasting effect upon them than just a webpage they might have visited.)

4. Print advertising.

Since you're learning how to market yourself, you might as well learn that the print medium is still strong and powerful and people are still using it to find the services and skills from individuals. If you're a writer, for example, you might consider taking out a small ad in WRITER'S DIGEST and advertising your services. Or, if you're involved with architecture, you can take out some small ads in some of the architectural digests that might well generate some leads -- and possibly even eventual employment.

5. Locate people directly.

You can use the search engines to program for your local area zip code, your particular job skills, and it will direct you to various websites that are locally owned. From there, you can contact the individuals directly and introduce yourself. This is one of the more effective ways of getting an "in" with a local company.

When you're learning how to market yourself, you need to focus on the skills that you possess and emphasize them. In addition, it's important not to oversell yourself. The more honest and truthful you are, the more likely it is that you'll be able to successfully market yourself.

10 REASONS YOUR SEARCH ISN'T WORKING!

Initially, it is overconfidence that the process will be easy and [that] time should be carved out for family, sports and other activities that were neglected when working. The opposite is true. Getting a job is usually more work than being employed," Villwock says. "The core mistake is not procrastination, not working on a résumé or not going to a networking meeting. It is not knowing the process and working the plan to get the job that you deserve." You don't get it: You've scoured the Internet for jobs. You've blanketed the market with your résumé. You've sent a basic cover letter with every application. Why isn't anything happening?
While simply submitting your application materials and waiting for an opportunity to fall in your lap might have been enough to land a job at one point in time, the frustrating reality of today's job market makes that type of job search impossible. Instead, today's job seekers must go above and beyond if they want to stand a chance at landing a great opportunity.
Competing for work is a process that requires full engagement but generates significant momentum, says Jim Villwock, author of "Whacked Again! Secrets to Getting Back on the Executive Saddle." But, many job seekers get distracted in their searches and get frustrated when they don't see results right away.

Here are 10 reasons your job search might not be succeeding:

1. You aren't networking
No one can help you find a job if you they don't know you need it. Your friends, family and previous employers all know someone who knows someone, so utilize their knowledge and connections as you look for work.
Additionally, make yourself (and your job search) visible on social and professional networking sites like BrightFuse, Facebook or LinkedIn. According to a survey by Robert Half International, 62 percent of executives think professional networking sites will be useful while searching for candidates in the next few years. Thirty-five percent of respondents said they would use social networking sites as a recruitment resource.
2. You're skipping the cover letter online
For some reason, people can't get used to the idea of how to submit a cover letter online, so they just skip the step altogether. Wrong move, people. Your cover letter is your chance to make a good first impression or address any inconsistencies on your résumé. When sending your application via e-mail, your cover letter serves as the body of the e-mail and your résumé is attached.
3. Your cover letter is generic
Now that we know you have to send a cover letter, the next step is making sure that it's not generic. You need to tailor each letter to a specific job and person, while clearly identifying the aspects of your background that meet the employer's needs, says Ane Powers, managing partner at The White Hawk Group, a career management firm.
"Your cover letter is your ticket to the interview. The ticket is voided and placed in the 'thanks, but no thanks' pile if it doesn't scream 'I am a perfect fit for this position,'" she says.
4. You're procrastinating
Oftentimes, when we don't see the results we want, we get frustrated and worried. After applying to so many jobs without hearing anything, you just don't have the energy to update your résumé, write a targeted cover letter or follow up with a hiring manager, so you put it off until tomorrow, then the next day and the next day. But why put off tomorrow what can be done today? Your dream job is not going to fall from the sky, so continue to endure and be proactive in your search.
5. You're only searching for jobs on the Internet
While job boards and company Web sites are a great starting place to find a job, the majority of open positions are never advertised, Powers says. Communicate with people who can help you: human resource managers, recruiters and successful professionals will all be key in discovering new opportunities.
6. You're not doing your research
This might be the most basic piece of job advice out there, yet some people still choose not to follow it. Executives polled by RHI said 25 percent of candidates didn't have any knowledge of the company or industry to which they're applying.
Things change every day in business, especially in today's market. It's important to know of any changes going on at the company where you're applying. If you are applying for work in a new industry, do some research to prove that you can be a valuable addition to that field.
7. You're blanketing the market with your résumé
"Attractive candidates demonstrate strategic marketing. Blanketing the market with your résumé demonstrates desperation and lack of strategic thinking," Powers says. Don't send résumés to every single job opening out there. Identify the organizations that meet your requirements and go from there.
8. You're not following up
Too many job seekers assume that if they haven't heard back from an employer, it's because they've been shot down for the position. While that may be true, there is also every possibility that your résumé never made it to its final destination or it got lost in the flood of submissions. Eighty-two percent of executives say candidates should contact hiring managers via e-mail, phone or personalized letter within two weeks of submitting their résumés, according to RHI. Just contact the hiring manager to say that you wanted to confirm your application was received and ask if there is anything else they need from you.
9. You have too many distractions
Try to focus on only your job search for a couple hours each day -- don't check your personal e-mail, make phone calls or surf the Internet (unless it's for jobs).
"Conducting a job campaign is a full-time job. As with any job, to achieve results, one needs to set goals and develop an action plan to achieve the goals," Powers says.
10. You don't ask for the job
Many candidates are shy about being to outspoken or upfront about their desire for the job, but many hiring managers will be impressed with your candor.
"Employers are looking for candidates who are excited about the position," Powers says. Be forward and ask for the position by telling the interviewer why it is a good fit for you and the organization.

Seeking for a Support Position – for McAfee. Locations: Colombia ( no relocation-only locals)

Dedication 24 x 7 support contact for Enterprise-level customers.
Candidates need to have Technical skills included knowledge in network protocols, Microsoft Exchange and Operational System, Lotus Domino, Linux and information security.
If also have knowledge in our products, including new products from Secure Computing, will be great.



EXPERIENCE REQUIRED:

The ideal candidate will have a 4 year degree and or 5+ years of demonstrated industry
experience or the equivalent combination of education and experience. The candidate must have a demonstrated, excellent organization skills, ability to communicate clearly within an account,
project management and strong problem resolution skills. The candidate must also possess a proven understanding of
corporate account business needs and knowledge of the support industry.
Prior applicable experience with named or dedicated accounts in a technical support environment and learning new
technologies while supporting existing products. Also requires extensive knowledge of TCP/IP Networking, hardware,
protocols, LAN configuration, security architectures and LAN/WAN technologies. Some travel required.
QUALIFICATIONS/EDUCATION:

Must possess strong technical account management skills
Strong knowledge of security hardware, software, and management platform with emphasis on installation,
troubleshooting, upgrading, integration, and client/server operations is desired.
Associates degree or Bachelors degree, especially in computer or technical related fields are desired.
Professional organization certifications in computing fields are highly desirable.
Progress towards or completion of certifications with Microsoft, Sun, or Linux is desired.

• At least two years of full time experience in customer care/customer technical support

If you are interested email resume at vguillemette@gmail.com REF PRESALES COLOMBIA

How To Ace An Interview

A job interview is a screening tool. For you, it's an opportunity to assess whether or not you want to work for a company. For the employer, it's an opportunity to decide whether or not they want to hire you. Both sides are looking for a match.

You can ace an interview and win the job you want even in this economy; even with the competition that wants the same job as you. You will have to work hard, but it can be done. Know that the work you do upfront and afterwards will make the "during" (while you are interviewing) much easier for you.

Here's a checklist to help you:


I. PREPARE BEFOREHAND

- Do your homework and find out who you will be interviewing with. You are looking for job title, responsibilities, accomplishments, as well as anything else that impresses you about this person.

- Know as much about the company as possible. Get on their web site and memorize their products and services. Look at their press release section for news. Talk to a few people about what they know. Look online for comments, discussions, blogs, forums, and additional insights. Don't just look for good news. Look for challenges that the company is facing, and think about how you might contribute to their success.

- Write out the top 3 points you want to make sure you get across.

- Write down what makes you different.

- Have a story/example for each bullet on the job description and each bullet in you resume. Include the challenges you were up against, the action you took to solve these challenges, and the results you achieved.

- Write down answers to questions such as your strengths, weaknesses, where you want to be in the future, etc. The questions that employers don't always feel comfortable asking. The same questions you don't always feel comfortable answering. Nevertheless, expect to be asked these questions anyway.

-Write down the answers to the questions you don't want to be asked. If you have a gap in your resume, have a good response for when you are asked about it. If you were fired, be prepared to tell the employer why with a positive spin. Don't shy away from these questions and hope they won't be asked. Expect them to be posed to you and have your answers mapped out and ready to go.

- Write down questions to ask the interviewer; three to five should do. Questions like, "What are you looking for in a candidate?" "What's the biggest challenge you are facing right now?" These questions may be answered during the interview, and other questions may come up as the discussion progresses, but these questions will give you a place to start.

- Write down an introduction; an opener that says who you are and what you do. Include your past title, the type of work you have been doing, why you are excited to be interviewing with this company.

II. DURING THE INTERVIEW.

- Be upbeat, passionate, and excited to be there.

- Use your prepared introduction and introduce yourself.

- Right after your introduction; say something flattering to the interviewer. Reveal what you like about the person or the company. Include what impresses you the most. Sincere flattery starts the interview off in a positive way.

- Answer questions and ask them. Remember, it's a two way conversation, and an opportunity for both parties to see if there is a match. Don't forget to listen and let the interviewer talk.

- Make sure you cover anything that was not discussed in the interview before you leave. For example, did you cover your 3 points? Did you tell the interviewer what makes you different? Did you handle all objections properly? Did you ask the questions you wanted to ask? Cover this now; afterwards may be too late.

- Tell the interviewer again why you want the job.

- Ask what the hiring process is, and when you can follow up with them again.

II. AFTER THE INTERVIEW.

- Send a thank-you note. Email one version .Thank you cards work well here.

- Include in your email anything you left out during the interview. Add credibility to your email by mentioning something specific the interviewer said that impressed you.

- If you promised to follow up on a specific day and time, keep that promise.

- Continue interviewing. No matter how great an interview went, no matter how many people told you that you are "the one," you do not have the job until you have formally been given a job offer in writing.


- Don't let everything ride on one job. Keep going until you are officially employed.


Posted By: Deborah Brown-Volkman

I'm looking for candidates for a Risk Manager - Latin America, Agri Commodities (Oilseeds/Grain/Ethanol/Sugar) position

I'm looking for candidates for a Risk Manager - Latin America, Agri Commodities (Oilseeds/Grain/Ethanol/Sugar) position for a Global Supply Chain Management Organization, this position is based in Sao Paulo, Brazil.

My client is offering a salary range of $100,000 - $150,000 USD/Yr. base.

Please find below job description for your review:

Duties / Experience / Comments

Our client is a market leader in managing the global supply chain of agricultural, industrial and energy products. They operate over multiple offices across the globe managing a diversified portfolio of essential raw materials, integrating the sourcing, marketing, processing, financing and transportation.

In Latin America our client’s primary product activities centre on the sourcing and exporting of oilseeds, wheat, corn,coffee, sugar, ethanol and fertiliser trading and marketing.

Reporting to the Head of Global Risk the Latin American Risk Manager is responsible primarily for providing independent identification, review, analysis and monitoring of the market risks of the Corporate trading desks across their Latin American operations.
Major responsibilities include working closely with traders and trading & management, quantitative, analytics and risk technology you will ensure the completeness and accuracy of the Value at Risk, Stress calculations and timely delivery of a daily oversight report explaining positions and movements in VaR; monitoring trades throughout the day to monitor their impact on positions against limits and look for any unusual activity.

The ideal candidate for this position will be someone who has had at least 5 years commodity trading experience gained within a trading house, energy company or bank and subsequently progressed their career specifically into a Market & Commodity Risk Management role.
Candidate will ideally have had extensive and diverse knowledge in commodity risk management
of Agri Soft .

Applicant must be local, must have a good knowledge of Latin American markets and will understand the risks and work with the trading desks to create monitor and analyze suitable limit structures, methodologies and movements and understand how this will impact the risks held by the desks. This role is at executive management level and involves managing a small team.
Applicants who have had a commercial background prior to risk will be particularly well regarded.

REQUIREMENTS:

• Bachelors degree in Math / Science / Economics/ Finance / Business / Commerce (with quantitative component)
• Solid product knowledge of a broad range of products especially grains and oilseeds, corn, soybeans, coffee, cocoa, sugar.
• Experience in Market Risk, Front Office or very strong Middle Office for a trading related business
• Excellent Excel skills incl VBA other programming skills would be and advantage
• Very good communicator – evidence of ability to interact and present at all levels
• Attention to detail and strong proven analytical background
• Fluency in Portuguese & English a must.

email resume vguillemette@gmail.com

Regional Director - CALA Location:Sao Paulo, Brazil

Description:

One of the world’s leading network engineering companies that provide technology and service to global wireless networks is growing and expanding to the Latin America region looking for a Regional Director executive position.

Responsibilities:

Responsible for leading all company’s customer operations in the Caribbean and Latin America (CALA) region, reporting to the Vice President, Americas. Will oversee all direct sales, customer intimacy and customer development, management of professional services, sales engineering and the support team.

Job functions:

• Exceed 100% of your annual business incentive targets.
• Make growth systematic in your territory and drive it on a year on year basis.
• Build and manage a qualified sales order pipeline.
• Maintain a healthy regard for risk management and do not expose the company to legal risks without corporate (CFO) approval.
• Company processes and procedures are adhered to within your region.
• Manage your expenses in line with the regional budget.
• Ensure costs and sales achievement % is inline.
• Build, develop, manage and motivate a: Direct sales team, Presales engineering team, Support team and Professional Services team.
• Partner with the leaders of the Americas Professional Services, Sales Engineering, Support, Finance and HR organizations to leverage best practices and ensure continuity with regional and global systems and processes

Requirements:

• 15 years in Sales and Sales Management, including Sales Engineering, is required.
• Extensive Enterprise software sales experience, including C-level engagement is required.
• Experience selling to wireless operators in CALA region is highly desirable.
• Experience working with partners / systems integrators to deliver services projects is desirable.
• Experience managing or working extensively with Professional Services Organizations is desirable.
• Four year college required, MBA highly desirable.
• Fluency in English and Portuguese, Spanish a plus.


Email resume: vguillemette@gmail.com

More Openings

- A Latin America - Risk Manager (Commodities), based in Sao Paulo.


- A Sales Representative - Sao Paulo, for a manufacturer of mechanical valves, metal couplings and fittings for all industries.


- A Regional Director - Caribbean & Latin America, based in Sao Paulo, for an enterprise software company, need a person that has solid experience withn the wireless service providers in Latin America.

Email resumes : vguillemette@gmail.com

Homer Simpson guide you to a successful career

Homer Simpson is a symbol of the working class citizen. He's overweight, lazy, and ignorant, but his quotes are brilliant and inspirational. Here are 5 lessons that can guide you to a successful career, all thanks to quotes by Homer Jay Simpson:


1. Take your work very seriously.
2. Hard work = Good work.
3. Further your education.
4. Work-life balance is very important.
5. Respect the dress code.


Dudley B. Dawson

Life in the Cubicle Examiner

Ideal answer to "What are your weaknesses?"...

Just thinking that I am getting a bit tired of hearing "I'm a perfectionist" from candidates when I ask them this question - they have no idea what they are saying and have clearly lifted this answer from any number of interview advice books/websites.

Clients are surely hearing this answer over and over and are probably hoping for something a bit more sincere and intelligent than 'perfectionist'.

I'd be interested to know what your thoughts are on:

a- answering this question ………
b- what advice you give to your candidates ………
c- the best answer you have heard/know of ……..

Wouldn`t this be much more interesting? Midnight Thoughts!!!

Seeking for a Associate Director Location: Rio De Janeiro / Sao Paulo, Brazil –Local candidates-No relocation

Job Description:

Description:
A leading global rating agency committed to providing the world’s credit markets with accurate, timely and prospective credit opinions is seeking an experienced professional for their Latin America group to provide high quality credit analysis and timely research on highly visible Brazilian financial institutions.

The successful candidate for this Associate Director/Director level analyst position must be able to demonstrate skills and experience that will allow for immediate primary coverage of a portfolio of issuers.

Primary responsibilities include:
• Read, analyze and interpret complex documents.
• Performing analysis of key quantitative and qualitative factors, detailed financial modeling.
• Conducting in-depth onsite meetings with senior corporate management of the institutions covered.
• Present companies to credit rating committee; communicate results to management.
• Respond effectively to sensitive inquiries or complaints.
• Effectively interact with sophisticated investors, sell-side analysts and media.
• Make effective, persuasive speeches and presentations in public forums.
• Write special reports, credit analysis and articles using original techniques or style.
• Communicate clearly, concisely and persuasively analytical opinion both orally and written to internal and external audiences.


Requirements include:
• English and Portuguese fluency a must. Strong English writing skills.
• Solid professional background with evidence strong credit skills.
• Successful candidate must possess 5+ years relevant experience.
• Knowledge of the Brazilian banking industry.
• Good presentation skills.
• Well-developed interpersonal communication skills.
• Understand complex concepts and applying logic to intellectual and practical problems.
• Full command of Microsoft Word, Excel, Power Point.
• Position requires 20% travel.

Candidates should be confident, mature, and dynamic as well as personable, independent and team player. Candidates must be self starters and have the experience and ability to cope with time pressure and deadlines.
Email resume at vguillemette@gmail.com

We are currently seeking an Enterprise Account Manager for McAfee- a Sr. Sales Position located in Mexico City ( no relo-only locals).

The IDEAL candidate must have:
• Background in Security a plus.
• Must have high Level Contacts in Big Enterprises
• Strong Sales Experience with the ability to exceed Assigned revenue quota. Direct sales experience "hunter" mentality.
• Responsible for managing and growing territory, maximizing short term revenue, building future sales pipeline through demonstrated account and territory planning.
• Capable of closing software contracts and services in the range of $45K - $1Million.
• Seven (7+) plus years selling software and related products and services. Understanding and working knowledge of networking topologies and technologies.
• An ideal candidate must be able to bring established contacts, rolodex and intimate knowledge of assigned territory. Must have established relationships and ability to network accordingly to generate new interest in target territory for product offerings.
• Excellent customer-focus, strong attention to detail and ability to operate in a dynamic sales organization required.
• Experience working in a muti-tiered and multi- divisional corporation a plus.

EDUCATION:


• Bachelors Degree or equivalent experience

If you are interested email your english resume to vguillemette@gmail.com

Seeking for a Support Position – for McAfee. Locations: Chile and Mexico ( no relocation-only locals)

Dedication 24 x 7 support contact for Enterprise-level customers.
Candidates need to have Technical skills included knowledge in network protocols, Microsoft Exchange and Operational System, Lotus Domino, Linux and information security.
If also have knowledge in our products, including new products from Secure Computing, will be great.



EXPERIENCE REQUIRED:

The ideal candidate will have a 4 year degree and or 5+ years of demonstrated industry
experience or the equivalent combination of education and experience. The candidate must have a demonstrated, excellent organization skills, ability to communicate clearly within an account,
project management and strong problem resolution skills. The candidate must also possess a proven understanding of
corporate account business needs and knowledge of the support industry.
Prior applicable experience with named or dedicated accounts in a technical support environment and learning new
technologies while supporting existing products. Also requires extensive knowledge of TCP/IP Networking, hardware,
protocols, LAN configuration, security architectures and LAN/WAN technologies. Some travel required.
QUALIFICATIONS/EDUCATION:

Must possess strong technical account management skills
Strong knowledge of security hardware, software, and management platform with emphasis on installation,
troubleshooting, upgrading, integration, and client/server operations is desired.
Associates degree or Bachelors degree, especially in computer or technical related fields are desired.
Professional organization certifications in computing fields are highly desirable.
Progress towards or completion of certifications with Microsoft, Sun, or Linux is desired.

• At least two years of full time experience in customer care/customer technical support

If you are interested email resume at vguillemette@gmail.com

We are seeking for Pre-Sales/Systems Engineer – McAfee – Location -Chile ( no relo-only natives)

We are seeking for Sales Engineers to partner with our Regional Sales Managers in pre-sales technical roles, showcasing our product solutions-setting up demonstrations and explaining features and benefits to customers-and designing and configuring products to meet specific customer needs.

Responsibilities
• Provide technical and sales support for accounts in assigned territory. This includes performing technical presentations / product evaluations for customers, partners and prospects as well as assisting with the development of sales plans and proposals for opportunities within the given territory.

• Additional responsibilities during the sales process include performing architectural design, managing RFP responses, determining systems specifications, performing integrations, and presales technical support.

• Direct the account and partner responsibilities for an assigned territory.



Required Skills and Experience


• Bachelor's degree in computer science, electronics, network computing, information systems or related field/work experience.

• At least 5 years experience as a sales engineer, in a technical support position and/or demonstrate complex networked environment support experience.

• Technical experience should include in-depth hands-on work in at least a two of the following areas: Email and/or Web infrastructure, Firewall technologies, Networking, Security technologies, UNIX.

• In addition to technological aptitude and the ability to learn quickly and stay current, the ideal candidate's interpersonal, presentation and troubleshooting skills should evoke passion and confidence.

• The candidate should possess excellent written and verbal communication, listening, negotiation and presentation skills.

• An ability to travel as required within your assigned territory.


If you are interested email your english resume to : vguillemette@gmail.com

Changing Careers: Which Career Path Should You Take -- Consultant or Corporate Executive?

Every time the economy expands or dips, executives who are tired, bored, displaced, or in search of above-market earnings come out of the barn in droves looking for "greener pastures". They frequently assume that their experiences running a "real" company qualify them to provide insight and expertise as a consultant to other companies.

Meanwhile, consultants looking for financial stability have thoughts of going corporate. Consultants are often confident of their abilities to lead organizations. Who could be better qualified than them to run a company from the inside? After all, they have been the guiding hand for many companies strategic, financial and technology direction. They have been trusted counsel for their top executives.

Unfortunately, grazing in the other "greener" pasture is more complicated that it seems on the surface.

What Life as a Consultant is Like

The defining characteristics of the consulting environment are remarkably similar from firm to firm, regardless of whether it is a large global firm or a small local firm. First and foremost, at a senior level, success is based on the generation of sales revenue. Dollars equal power.

As a consultant, engagements are driven by thought leadership and strategy. Your clients typically have a list of problems that need to be solved -- and the list changes frequently. Corporate decision-makers assure that consultants have special access to people and resources. After all, they have already or will shortly write a very large check for their services.

From a delivery perspective, work is often standardized and methodology-based. Engagements have a beginning, an end, and a defined scope. Often little or no responsibility for implementation or outcomes is specified.

But, there are some exceptions. Certain contractual arrangements have shared responsibility for results and that is reflected in the fee. Secondly, the consultant handles implementation of a system or process. However, once it is "done," the consultant still leaves and doesn’t have to live with the consequences. Supervision and personnel responsibility is usually limited to performance on the project by the team members.

Should You Be a Consultant?

* Are you energized by smart people doing interesting work?
* Do you enjoy a continuously shifting landscape of new problems to solve?
* Are you easily bored?
* Do you like providing "advice and counsel" with little responsibility for operational activities or outcomes?
* Is selling fun? Do you like the thrill of the chase?
* Do you enjoy socializing and building a network of contacts?

What Life as a Corporate Executive is Like

In corporations, whether public or private, profitability and shareholder value are the bottom line. For most executives, success is based on contribution to operating results.

Organizational leadership, from vision to planning through execution, drives performance. Decision-making and risk taking, with accountability for choices, is fundamental. Outcomes are everything. Activities are heavily implementation and results driven. Few projects are intellectually stimulating.

Most of the work of the organization is continuous and predominantly operational. Much is policy and procedurally based. There is a broad distribution of people in a corporation, with a tendency to gather around the mean in intelligence, motivation and interest in their work. Comprehensive personnel management is required by line and most staff executives to maximize the contribution of all employees in the company.

Should You Become a Corporate Executive?

* Do you like being on the front lines, directing others, making choices?
* Do you like to see things through to the end?
* Do you gain personal satisfaction from positive, measurable results that you had a significant role in delivering?
* Can you keep focus on the long-term while dealing with tactical and operational concerns?
* Are you willing to stand behind your decisions and be accountable for and part of outcomes with continuing consequences?
* As an insider, can you gain the respect of others for your business acumen?
* Are you energized by motivating and leading groups of people to successful achievement of common goals?
* Do others follow you and support you?

How to Align Yourself with the Career Choice You Make

If you are a consultant and still think you are a candidate for a change to a corporation, consider whether you are most suited for a consulting-like role or for an operating leadership position. Your business acumen, facilitation ability, and communication skills are key skills that will be valuable in a corporate role.

If you are an executive and still want to try your hand at consulting, consider whether you are most suited for a partner (translate that sales) role or for delivery management (translate that project or multiple projects). Your experience of making things work in the real world and your ability to negotiate complex organizations will be helpful in a consulting role.

Remember, both consulting and executive roles have challenges and rewards. Neither is as easy as it looks from the outside, looking in. As long as you find the one that works for you, you will be where the grass is greenest.



Article written by: Paula Asinof

We are seeking for Pre-Sales/Systems Engineer – McAfee – Location -Mexico ( no relo-only natives)

We are seeking for Sales Engineers to partner with our Regional Sales Managers in pre-sales technical roles, showcasing our product solutions-setting up demonstrations and explaining features and benefits to customers-and designing and configuring products to meet specific customer needs.

Responsibilities

· Provide technical and sales support for accounts in assigned territory. This includes performing technical presentations / product evaluations for customers, partners and prospects as well as assisting with the development of sales plans and proposals for opportunities within the given territory.

· Additional responsibilities during the sales process include performing architectural design, managing RFP responses, determining systems specifications, performing integrations, and presales technical support.

· Direct the account and partner responsibilities for an assigned territory.

Required Skills and Experience

· Bachelor's degree in computer science, electronics, network computing, information systems or related field/work experience.

· At least 5 years experience as a sales engineer, in a technical support position and/or demonstrate complex networked environment support experience.

· Technical experience should include in-depth hands-on work in at least a two of the following areas: Email and/or Web infrastructure, Firewall technologies, Networking, Security technologies, UNIX.

· In addition to technological aptitude and the ability to learn quickly and stay current, the ideal candidate's interpersonal, presentation and troubleshooting skills should evoke passion and confidence.

· The candidate should possess excellent written and verbal communication, listening, negotiation and presentation skills.

· An ability to travel as required within your assigned territory.