What is YOUR Best Recruiting Advice -- 20 words or less**

*What is YOUR Best Recruiting Advice -- 20 words or less**
by The Recruiter Network - #1 Group for Recruiters




-Joshua Wheaton • life is 10% what happens to you and 90% how you take it. NEVER let it be personal.

-Joe Nyitray, SPHR • Even the worst source can produce the best candidate. Don't get locked into bureaucracy with preferred vendors, prior sourcing methods, etc.

-Tom Mahon, CPC • "The harder you work, the luckier you get" and, "You cant compete in the marathon unless you take that first step".

Tom Mahon CPC

Specialist in the recruitment and placement of Engineers in Connecticut since 1983

-Jaime E Martinez • Reason for Leaving is so Important
14 days ago


-Phil Todaro • Be honest and be real...never BS your clients or candidates. Good for them and less stress for you.

- Chris Marker • Be HONEST, be ethical, treat others as you want to be treated, get to the heart of the matter APPROPRIATELY.

- Ranjani Bora • Recruit the person by not with his educational or experience background but with his love and interest in the job.

-Lee Rankin • Guess what - candidates become clients if you let them.

WE ARE SEEKING FOR A FIELD ACCOUNT MANAGER FOR MCAFEE IN BRASILIA-
INTERVIEWA WILL START ON TUESTADAY AND WENDESDAQY- EMJAIL YOIUR ENGLISH VERSION OF YOURM RESUM,E ASAP- TO Victoria-Guillemette@mcafee.com-





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 Victoria_Guillemette@mcafee.com

CHANNEL MGR - SAO PAULO, BRAZIL

CHANNEL MGR FOR DASSAULT SYSTEMES IN SAO PAULO, BRAZIL

RESPONSABILITIES:
• Channel Development and Management .
• Develop our Partners network.
• Manage and support partners during the sales cycle from demand creation to closing to reach objective of revenue assigned
• Support Business Plan Agreement process for existing Partners with Region Manager.
• Contribute to enable Partners Investment and growth.
• Design and Execute a strategy of Partner recruitment.
• Network in line with the Region sales Plan to increase offers, opportunities of development with association, integrators , etc
• Organize Partner Executive meetings with local marketing, channel sales developer and region manager.
• Support validation on the market of new offers
• Participate to the proposal definition
• Reach objective of revenue assigned to his Region or industry segment
• Build business plan agreement process with partners
• Manage Forecast
• Manage partners request ( transaction , support and escalation)
• Contribute to develop Partners sales skills on tech topics and new competencies
• Insure skill transfer on strategic accounts etc
QUALIFICATIONS

• 6/8 channel sales experience in software companies
• Bachelor
• Fluent in English

IF YOU ARE INTERESTED EMAIL ENGLISH RESUME TO vguillem.40@gmail.com REF SAO CHANNEL

CHANNEL MANAGER -BUENOS AIRES, ARGENTINA

CHANNEL MANAGER FOR DASSAULT SYSTEMES IN BUENOS AIRES, ARGENTINA

RESPONSABILITIES:
• Sales Development and Management on Latam South
• Manage and support partners during the sales cycle from demand creation to closing to reach objective of revenue assigned
• Support validation on the market of new offers
• Participate to the proposal definition
• Reach objective of revenue assigned to his Region or industry segment
• Build business plan agreement process with partners
• Manage Forecast
• Plan and develop opportunities with partners
• Manage partners request ( transaction , support and escalation)
• Contribute to develop Partners sales skills on tech topics and new competencies
• Insure skill transfer on strategic accounts etc
QUALIFICATIONS

• 6/8 channel sales experience in software companies
• Bachelor
• Fluent in English

IF YOU ARE INTERESTED EMAIL ENGLISH RESUME TO vguillem.40@gmail.com REF ARG CHANNEL

What is Personal Branding?

You might have heard about personal branding, it is a much hyped concept that is all over the web at the moment. How does it affect us normal folks and what can we do to make the most of personal branding? Jorgen Sundberg, aka The Undercover Recruiter, will briefly explain what it is, what you should be doing and what you can expect from it.

What is personal branding?

Personal branding is how you project yourself to the world, how you create and maintain your image. Your brand is just as much about your profession and career as your background, what type of person you are, your interests and any interesting facts.

Personal branding is essentially very similar to company branding, for example the golden arches of McDonald’s or the jester used by The Motley Fool have become instantly recognizable as part of those companies. This is what you want for yourself, you want to stand out from the crowd and be memorable.

Personal branding is where you and your career are bundled together into one. It’s the way you market and promote the image of yourself. What you do and what you are all about and above all what you can do for others. Compare your personal brand to a rock star’s image, something that needs to be maintained.

All interaction you have with other people make up your personal branding. Having a meeting, making a phone call, sending an email are all activities that demonstrate your brand. Offline and online, you only get a few seconds for a first impression so you will want to get it right.

Do I need a personal brand?

You already have one. What you need is to maintain it and make sure it projects what you want it to by staying consistent continuously improve it. You will want to take control of your brand because you want to be noticed and stand out from the crowd. It will help you to be seen by current and prospective clients, business partners, employers and so forth. You want people to remember who you are and what you do.

Your online brand

First impressions count, also online. It’s free and very simple to sign up for online networking sites and they are great tools for promoting your brand. Any typical professional will have a profile with Linkedin or Facebook, some will have lots more than this. As long as you use and maintain your profile in the right manner, you are on to a winner.

Try googling your name and see what happens. Now consider that others (prospective customers for instance) do the same. Are you happy with what they see? If you were a client, you would probably want to see a supplier with a professional profile on Linkedin and possibly other platforms.

We already know that headhunters and HR people are all over LinkedIn like a cheap suit. Guess what, they also cross reference you on Facebook, Twitter, Myspace and other sites to see that you are not simply putting on a corporate act. Make sure the brand you project is consistent and well positioned, it will help you to get that raise, promotion or even a new and better job. Just like having 20 recommendations on LinkedIn weighs in your favor, one ‘wrong’ photo can be a complete dealbreaker and leave you regretting ever signing up for that service.

My experience

I have long been prolific on LinkedIn and used it as a tool for expanding my network and to do research on people and companies. I have a large and growing network which has supported me when building this site and even coming up with ideas for posts. I set up The Undercover Recruiter to promote myself as well as the blog. Setting up a blog is optional and perhaps not the first step you want to take, although if you have the time it is definitely worth looking into. I promote this blog across a few platforms (mainly LinkedIn, Facebook & Twitter) and try to have exactly the same brand on all of them.

Call to action

Make sure you are consistent with everything you communicate to the world. This includes how you speak, your emails, online presence, your resume and even how you dress. Will your prospect customer be surprised or even disappointed when they meet you for the first time? You have to make sure you are one and the same across all channels and you will then come across as genuine and trustworthy. Share information about yourself, tell stories and inspire others. Add some personality to your brand, we all know it’s easier to sell on emotions than facts. When you think you are finished, anyone should be able to locate you online and find out what you do and what makes you special. If this isn’t the case, you need to put some more work in.

Bottom line

You need to be aware of your personal brand and you should ensure that you are projecting the right image of yourself. By being consistent and congruent, online and offline, you will build up your image and people will notice and trust you. As long as this is a positive message, you will improve your chances of having a great career/building your business/making friends/whatever your goal is.

by Karalyn on August 18, 2010

20 great ways to find jobs using LinkedIn

LinkedIn is a goldmine for jobs, information about jobs, and people who can help you find your dream job.

LinkedIn is an absolute gold mine of information on jobs, and, as far as I am concerned, a real game changer in the business of online recruitment. Companies like Rio Tinto have signed deals with LinkedIn to directly target their passive pool of candidates. LinkedIn will promote Rio Tinto jobs through their network. I recently received something similar in my inbox from Hudson, a global recruiter, suggesting I might like a consulting job. While I wasn’t interested, I was interested enough in having a look at what they were offering.

LinkedIn is a game changer for job seekers as well. It can put the power back into the hands of candidates and out of the hands of recruitment consultants. There are plenty of ways you can be proactive, rather than reactive in your job search. Here are my 20 top LinkedIn job hunting tips, in no particular order.

1. Get a decent profile. There is no point being half-hearted. This point is my big bandwagon point for Australian professionals and job seekers.

2. Connect with people. Look up people from your past and find out where they work now. Use the connect email to invite people for coffee and find out what they are up to. Show some interest in them, and what you are looking for, job wise, will inevitably come up.

3. Join groups of interest and participate in discussions. I know of one person who did little more than this. He was approached by a recruiter about a job, based on the thoroughness of a question he answered.

4. Find a role model networker who is working in your desired area. Look to see which groups they belong to and join those.

5. Start a group around your area of interest and expertise. Invite people who can add value to join. Welcome them to the group and ask them a question directly. You can build up your knowledge of their organisation, any problems they may be facing, and approach them with a solution in mind (you).

6. Look to see who has viewed your profile, and add them to your network. If they are recruiters, see if they have jobs coming up in your area. As a carrot to see you, mention that you may have useful contacts for them.

7. Look to see where people with your background are working and what their responsibilities are. That way if you want to approach a company directly about jobs, you are making an informed and targeted approach.

8. Invite people out for coffee to find out what they do. This is a good tactic if you want to change careers. You can find out the good, bad and ugly about their jobs, and whether that might be an area of interest for you.

9. Add value to your network. Be known as someone helpful. You often have to build trust with people before you can ask them for favours. If you see someone asking a question, then answer it. Be proactive and send them an email with a link.

10. Update your status with recent information of use to your network. You’ll give people a reason to contact you if you do that.

11. Link your LinkedIn profile to your personal emails.

12. Read recruiter Stacy Donovan Zapar’s post on how to make it easy for people to connect with you.

13. Put your LinkedIn link to your Facebook profile. I have seen jobs come through friends, and Facebook is one place people tell their friends if they’re looking for staff. You want to make it easy for people to check you out.

14. Target people with big networks. That increases the pool of people you can search to make contact with if you are looking for jobs. Invite me to connect. I have over 8000 first degree connections.

15. Go along to social events that are organized via LinkedIn. There is only so much you can achieve online. Trust is better built face to face.

16. Ask a connection for an introduction. That’s kind of one of the big points of LinkedIn.

17. Ask for recommendations. A strong recommendation from a former manager carries a lot of weight. This is one big area recruiters and employers focus on when they look at your profile.

18. Find out what a job really requires. Job advertisements often have a lot of woolly wording. If you can, find a company insider to give you the insight into what the company is about, or even what the job requires. They may even pass on your resume, and save the company a recruitment fee.

19. If you’re actively looking and public about it, join the job seekers groups on LinkedIn. You’ll find heaps of great tips. Mine is InterviewIQ You can ask me a question there and I’ll answer it.

20. Hire me to optimize your profile to hit the top page of your profession when headhunters search.


by Karalyn on December 9, 201

WE ARE SEEKING FOR A ACCOUNT MANAGER FOR MCAFEE MEXICO.

WE ARE SEEKING FOR A ACCOUNT MANAGER FOR MCAFEE MEXICO.
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 Victoria_Guillemette@mcafee.com

Systems Engineer -Located Mexico ( only locals) for McAfee

Systems Engineer -Located Mexico ( 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.


IF YOU ARE NTERESTED EMAIL YOUR ENGLISH RESUME AT Victoria_Guillemette@mcafee.com

SECRETARIA EJECUTIVA

Oferta de trabajo

ASISTENTE EJECUTIVA

LATAM SEARCHES 20 sep


País/Ciudad:Argentina Capital Federal
Área:Secretaria
Tipo de puesto:Full-time
Sexo:Indistinto
Vacantes:1
Salario:No EspecificadoDescripción del aviso de empleo:Telecommunications’ Company is looking for a Executive Assistant in Buenos Aires to provide administrative assistance to their Latin America General Manager

Responsibilities :

1. Coordination of calendar and meetings

2. Travel arrangements for Latin America General manager and Latin America team

3. Meeting Arrangements’

4. Maintain and update Latin America action item list, and other responsibilities as required.

Job Qualifications

• BS degree preferred

- 3/4 years experience as and Executive Assistant

• Strong working knowledge of Microsoft office suite of projects

• Excellent organizational skills, with ability to handle executive’s calendar and scheduled day

• Ability to speak and understand English and Portuguese

• Excellent interpersonal skills, with the ability to effectively interact with all levels within DS, senior level executives to junior level employees, with ability to assert as necessary and in an appropriate manner

• Organizacional savvy

• Detail oriented IF YOU ARE INTERESTED EMAIL ENGLISH RESUME TO vguillem.40@gmail.com

REF: Executive Assistant - Please specify desired salary

GERENTE DE SERVICIOS -BUENOS AIRES-

Oferta de trabajo

GERENTE DE SERVICIOS

LATAM SEARCHES 20 sep


País/Ciudad:Argentina Capital Federal
Área:Tecnología
Tipo de puesto:Full-time
Sexo:Indistinto
Vacantes:1
Salario:No EspecificadoDescripción del aviso de empleo:Software Company is looking for a Services Manager in Buenos Aires

Role:

Will further develop and implement a Services strategy for our LATAM region consisting of Argentina, Brazil & Mexico.

This individual will lead the Services practice and serve as the main liaison with his/her counterparts in the US and EMEA.

The candidate will be based in Argentina

Qualifications:

-10+ years’ experience leading a Services operation in a software development organization or consulting firm. – MANDATORY

-minimum of 3 -5 years’ experience in a leadership role managing people and revenue budgets in excess of $5million

- requires a minimum of a BS Degree in a major technical discipline -international experience with services projects in Brazil

– exposure to engagements in Mexico, Europe and/or US will be a plus.

-must be experienced in executive client relationships and comfortable at C-level interaction

- background in either Services Implementation Practice or in Services Sales is required.

-experience in building strategies with Project Management Solutions or Supply Chain Solutions is important

-Product Lifecycle Management knowledge/experience is a plus.

-fluency in English is a must and knowledge of Portuguese a strong plus

-familiarity with SaaS solution a plus

-successful track record of achieving Services quota and respectable margins

Responsibilities

- services business in Latin America

- work with the WW Services leader and the LATAM Business leader in establishing a service strategy, practice and develop a service ecosystem

- hires, manages, coaches and appraises the performance of subordinates

- will direct Project Managers and Services consultants activities

- works closely with subordinates in identifying major components or responsibilities of each project or assignment.

- works closely with technical personnel in studying product design, customer requirements, performance standards and cost estimates for all projects and assignments.

- establishes timetables for completion of each major phase of each project or assignment.

- reviews progress of each project or assignment, coordinates activities and resolves problems/delays.

- establishes budgets, controls and approves expenditures for all assigned projects or assignments.

- coordinates proposal preparation on each project and reviews and monitors master plans and schedules.

- maintains contact with client/user to ensure that their expectations are being satisfied.

- establishes and maintains contact and communications with all participants involved to ensure conformance with the requirements of each client/user.

Additional notes:

-BACKGROUND COMPANIES LIKE Oracle, IBM, Accenture , Sap IS A MUST

-Candidate could be a leader at large organization who is now ready to step into a more senior, or top, role

-Candidate must be capable of carrying a $2million quota in 2011

If you are interested email your English resume to vguillem.40@gmail.com Ref: Services Position

Software Company is looking for an Account Manager IN Mexico City

Software Company is looking for an Account Manager IN Mexico City


Position Summary:
The candidate will represent the company’s products and services to new and current users, to an assigned set of accounts, through management of the sales process and virtual sales team in order to achieve maximum sales, profitability and growth.

Position Responsibilities:
 Sells company's products and services to new and current users, to an assigned set of accounts, through management of the sales process and virtual sales team in order to achieve maximum sales, profitability and growth.
 Develops account development and sales strategies for assigned opportunities.
 Researches prospective accounts, evaluates customer needs, and satisfies customer requirements by developing configuration and proposals, product presentations, and the generation of sales orders.
 Leverages Sales Management in devising sales plans and strategies.
 Collaborates with supporting departments to develop field marketing campaigns and promotional communications.
 Prepares and performs complex product demonstrations and product prototypes for potential customers including product analysis, design implementation and product integration.
 Collaborates with Solutions Consultants (pre-sales) in meetings with customer's technical personnel to help in addressing complex product questions.
 Evaluates and summarizes monthly activity and forecast reports for management, identifying successful sales activities, sales trends, special account information or issues and any follow-up action required.
 Keeps abreast of products, applications, market conditions, competitive activities and promotional trends.
 May train less experienced sales employees.

Knowledge/Skills/Experience:
This is an experienced, senior or semi-senior level sales position. Qualified candidates must posses the following:
• BS in Computer Science, Mechanical Engineering, Business Management or equivalent education and/or experience.
• Minimum of five (5) years’ experience in the sale of PLM software, ERP systems, Database Software, and/or Integrated Complex Software systems and solutions to end-users.
• Proven ability to achieve assigned sales quotas in excess of $1.0 million.
• Highly developed and diversified communication skills and techniques.
• Fluent in English language – written and conversational
• A good solution selling background
• Success at managing large enterprise-wide deals
• Ability to sell to C-level executives.
-Domain experience in one or more of the following business domains: Energy (Oil & Gas, Power Generation & Distribution)
- Plus: Experience in selling into the following companies/organizations: PEMEX, CFE, or similar organizations


IF YOU ARE INTERESTED EMAIL YOUR ENGLISH RESUME TO vguillem.40@gmail.com
REF : AM –MEXICO-

Software Company is looking for an Account Manager in Rio de Janeiro-

Software Company is looking for an Account Manager in Rio de Janeiro-

Position Summary:
The candidate will represent the company’s products and services to new and current users, to an assigned set of accounts, through management of the sales process and virtual sales team in order to achieve maximum sales, profitability and growth.

Position Responsibilities:
 Sells company's products and services to new and current users, to an assigned set of accounts, through management of the sales process and virtual sales team in order to achieve maximum sales, profitability and growth.
 Develops account development and sales strategies for assigned opportunities.
 Researches prospective accounts, evaluates customer needs, and satisfies customer requirements by developing configuration and proposals, product presentations, and the generation of sales orders.
 Leverages Sales Management in devising sales plans and strategies.
 Collaborates with supporting departments to develop field marketing campaigns and promotional communications.
 Prepares and performs complex product demonstrations and product prototypes for potential customers including product analysis, design implementation and product integration.
 Collaborates with Solutions Consultants (pre-sales) in meetings with customer's technical personnel to help in addressing complex product questions.
 Evaluates and summarizes monthly activity and forecast reports for management, identifying successful sales activities, sales trends, special account information or issues and any follow-up action required.
 Keeps abreast of products, applications, market conditions, competitive activities and promotional trends.
 May train less experienced sales employees.

Knowledge/Skills/Experience:
This is an experienced, senior or semi-senior level sales position. Qualified candidates must posses the following:
• BS in Computer Science, Mechanical Engineering, Business Management or equivalent education and/or experience.
• Minimum of five (5) years’ experience in the sale of PLM software, ERP systems, Database Software, and/or Integrated Complex Software systems and solutions to end-users.
• Proven ability to achieve assigned sales quotas in excess of $1.0 million.
• Highly developed and diversified communication skills and techniques.
• Fluent in English language – written and conversational
• A good solution selling background
• Success at managing large enterprise-wide deals
• Ability to sell to C-level executives.
-Domain experience in one or more of the following business domains: Energy (Oil and Gas, Power Generation and/or Distribution); Brazilian Government and/or Military organizations
- Plus: Experience in selling into the following companies/organizations: Petrobras, Vale, Marinha Brazilera (Brazilian Navy), ElectroBras, or similar organizations

Compensation Package:
TBD


IF YOU ARE INTERESTED EMAIL YOUR ENGLISH RESUME TO vguillem.40@gmail.com
REF : AM –RIO DE JANEIRO-

Telecommunications Company is looking for an Executive Administrative in Buenos Aires

Telecommunications Company is looking for an Executive Administrative Position
Location: Buenos Aires

Provide administrative assistance to LATAM GM to include coordination of calendar and meetings, travel arrangements for LATAM GM and LATAM team, meeting minutes, maintain and update LATAM action item list, and other responsibilities as required.

Job Qualifications
• BS degree preferred. 5/6 years experience in the Executive Assistant Role.
• Strong working knowledge of Microsoft office suite of projects
• Excellent organizational skills, with ability to handle executive’s calendar and scheduled day
• Ability to speak and understand English and Portuguese
• Excellent interpersonal skills, with the ability to effectively interact with all levels within DS, senior level executives to junior level employees, with ability to assert as necessary and in an appropriate manner
• Organizational savvy
• Detail oriented

If you are interested email your English resume to vguillem.40@gmail.com Ref Executive Admin-
Do not forget to ad salary desires

Software Company is looking for a Services Manager in Argentina

Software Company is looking for a Services Manager
Location: Argentina

Role:
will further develop and implement a Services strategy for our LATAM region consisting of Argentina, Brazil & Mexico. This individual will lead the Services practice and serve as the main liaison with his/her counterparts in the US and EMEA. The candidate will be based in Argentina

Qualifications:
-10+ years’ experience leading a Services operation in a software development organization or consulting firm.
-minimum of 3 -5 years’ experience in a leadership role managing people and revenue budgets in excess of $5million
- requires a minimum of a BS Degree in a major technical discipline
-international experience with services projects in Brazil – exposure to engagements in Mexico, Europe and/or US will be a plus.
-must be experienced in executive client relationships and comfortable at C-level interaction
- background in either Services Implementation Practice or in Services Sales is required.
-experience in building strategies with Project Management Solutions or Supply Chain Solutions is important
-Product Lifecycle Management knowledge/experience is a plus.
-fluency in English is a must and knowledge of Portuguese a strong plus
-familiarity with SaaS solution a plus
-successful track record of achieving Services quota and respectable margins

Responsibilities
- services business in Latin America
- work with the WW Services leader and the LATAM Business leader in establishing a service strategy, practice and develop a service ecosystem
- hires, manages, coaches and appraises the performance of subordinates
- will direct Project Managers and Services consultants activities
- works closely with subordinates in identifying major components or responsibilities of each project or assignment.
- works closely with technical personnel in studying product design, customer requirements, performance standards and cost estimates for all projects and assignments.
- establishes timetables for completion of each major phase of each project or assignment.
- reviews progress of each project or assignment, coordinates activities and resolves problems/delays.
- establishes budgets, controls and approves expenditures for all assigned projects or assignments.
- coordinates proposal preparation on each project and reviews and monitors master plans and schedules.
- maintains contact with client/user to ensure that their expectations are being satisfied.
- establishes and maintains contact and communications with all participants involved to ensure conformance with the requirements of each client/user.


If you are interested email your English resume to vguillem.40@gmail.com
Ref: Service Position

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.