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Wednesday, 24 October 2018
How to Find the Best Recruiting Firms in San Francisco
Topic: employment
Finding the right talent is of crucial importance for companies ( ) as it can impact their day to day work operations as well as their projected future growth. Increasingly, many companies are willing to avail of the services of recruiting firms to find high-qualified executives and other personnel. It makes more sense time-wise, and effort-wise.

If you are in the San Francisco area, contacting some of the best recruiting firms in San Francisco and having them tap into their many resources and contacts to find the right people for you will prove to be more of a money-saver in the long run, over anything you might try to manage on your own. The higher the recruiting firm’s profile, the more qualified talent it will have on its roster. How do you go about finding a recruiting firm that is right for you though?

Here are some points to consider when selecting the right recruiting firm:

Wide Expertise

Ideally, the recruiting firm will have the knowledge and expertise to fill positions from mid-range to the topmost tiers, both for new startups as well as for well-established organizations across a wide range of industries and business sectors.

Good Network

An extensive and updated network across San Francisco is a must. The recruiting firm must know who the best people are in any given field, if they are available for hire, and, if already employed, if they might be interested in switching careers.

Successful Track Record

Does the recruiting firm have a high placement rate with some of the best companies in San Francisco? That is a clear indication that they know what they are doing and have the requisite experience. You want to work with them in that case.

Agile and Responsive

Most companies prefer to fill their open positions as soon as possible with appropriately qualified candidates. The recruiting firm should be positioned to cut back delays in the hiring process and to speedily adjust to any reasonable changes in the client’s requirements and to respond to them as soon as possible.

Client Feedback

Recruiting firms generally tend to have long-term relations with their clients, since recruiting talent is not a one-time event and satisfied clients will be requiring their hiring services again. The best recruiting firms in San Francisco will have glowing testimonials across the board and, in every likelihood, enough work to not actively need to scout for new clients.

Promotion and Marketing

Whether they are seeking new clientele or not, the top recruiting firms remain cognizant of industry events and continually promote their expertise with industry-relevant content. They will have plenty of informational resources such as articles, eBooks, white papers, case studies ( ), podcasts, and videos on their websites, aimed at both clients and candidates, and they will give you a clear idea of how they screen and match the right people with the right job to bring about a winning business combination.

Posted by brucem231 at 7:41 AM EDT
Thursday, 18 October 2018
Six UI Developer Interview Questions to Ask
Topic: employment

The responsibilities of a UI developer are many, therefore, the candidate needs to be proficient in modern programming languages and framework such as AJAX, .NET, XHTML, PHP, and Ruby.

To make things easier for you, we have compiled a list of good UI Developer interview questions to ask all candidates.

What Is Semantic HTML?

Semantic HTML introduces meaning to the webpage and makes it more than a presentation. For example, a <p> element indicates the enclosed text inside the element is a paragraph. Semantic Tags are important as they provide additional information about your document and clarity about content is communicated to the search engine that helps in better indexing.

Semantic tags are important from a development point of view, and the candidate you are interviewing ( ) should have a good knowledge about it.

What Are the Debug Tools Used to Resolve Any Issue with a Webpage?

Some common debug tools used by developers are Chrome Dev. tools, W3C validator, and Firebug

What Is Position Property and What Are Its Three Attributes?

The position property specifies the positioning method used for an element. Its main attributes are static, relative, fixed, absolute, or sticky. It is necessary for the candidate to know about position property as it is specifically used to make complex layouts.

What Are the Limitations for Serving XHTML Pages?

The poor browser support for XHTML is one of the most significant factors that limit XHTML capacity. For example, Internet Explorer 8 and lower version cannot parse XHTML into XML, and they show a download box for unknown file types.

According to a browser market share report, there is still a large number of users using Internet Explorer 8 or lower versions. The candidate you are interviewing should have this knowledge as browser compatibility is an important factor in user interface development.

What Is the Difference Between Linking a Website, Image, and an Email Address?

It is one of the important UI Developer interview questions ( ) that help you check the candidate’s knowledge of fundamentals. The right answer is to link images, you should use <img> tags. You need to specify the image in quotes using src in the opening tag. For example, < img src=”XMLrocks.jpg”> < /img>

For hyperlinking a website, you need to use the <a>tag with a href attribute to indicate the address of the target page. For example- <a href="">. If you want to link to a page on your website, you need to simply write this <a href="page3.html">

What Is the Difference Between Include () and Require () When an Error Is Encountered?

The right answer is Include () will raise a warning if it fails while Require () will raise a fatal error.

These are only some of the UI Developer interview questions you should ask every candidate. You can add more deep knowledge questions related to Ruby, AJAX, HTML to gain an understanding of the expertise of candidates in UI development.

Do you have any questions?

Posted by brucem231 at 3:06 AM EDT
Friday, 7 September 2018
Five Common UI Developer Interview Questions
Topic: employment
A right UI developer will have both development and web designing skills. Some of the skills ( ) you need to look for are a good knowledge of HTML/CSS, JavaScript, and an understanding of responsive design.

Here are some common UI Developer interview questions that will help you assess the knowledge of a candidate of the programming elements mentioned above.

1.   What Are the Different Ways to Reduce Page Load Time?

The right answer is - remove unnecessary widgets, compress images, put CSS at the top and script references in an external file or at the bottom, HTTP compression, caching, minimize redirects, and reduce lookups.

Page load is an important aspect of UI development and so the candidate should have an advanced knowledge of the subject.

2.   How Do You Structure JavaScript and CSS in the Application so That Other Developers Find It Easy?

Both front-end and back-end developers have to work together. Also, many times front-end developers have to continue with the work done by previous employees. The candidate needs to have an understanding of the commenting throughout to move the project forward. It is also necessary that candidate follows standard coding practices that include code organization and code commenting and shows a willingness to make things easily understandable for others.

3.  What Is a Major Sign That a Website Has Issues and Not Responsive?

It is one of the important UI developer interview questions that check candidate knowledge about website performance. The right answer is the presence of a horizontal bar in desktop screens or mobile is an indication that the website has responsive issues.

4.  What Makes a Good Color Scheme?

Some of the good color schemes used by developers are:

Monochromatic- using different hues of the same tint such as using pale green with deep green. This color scheme is good for background and foreground combination.

Analogous – using colors that stand next to each other on the rainbow wheel. For example- blue and green, orange and yellow, red and purple. This color scheme is ideal for elements placed next to each other.

Complimentary- using colors that stand opposite to each other on the rainbow wheel. For example- green and red, blue and yellow, orange and purple. These color pairs can be used in is background and foreground colors.

5.  Which Video Formats You Prefer for Embedded Videos and Why?

The right answer is major browsers and OS support MP4 format, so it is the preferred format for embedded videos. To ensure there is no compatibility issue, you need to keep copies of videos in WebM and OGV formats and all formats should be listed as source elements in the video tag.

It is necessary the candidate knows about general video formats supported by web browsers and knows how to handle exceptions.

Even though the majority of the front-end development work is done through GUI, it would be good if the candidate has a mastery over major coding languages. These UI developer interview questions ( ) help you check a candidate’s overall knowledge of front-end development and related technologies.

Posted by brucem231 at 3:59 AM EDT
What are the Marketing Interview Question You Need to Ask Every Candidate?
Topic: employment
Marketing positions are tough to fill. You can put the software developers through coding test to know whether they are good or not. But hiring for a marketing position ( ) is a bit ambiguous. Even past performance and education cannot be considered good indicators of future performance in marketing.

To make things easy for you, we have compiled a list of marketing interview questions to help you identify if a candidate will be a good hire for your company.

1.  Tell Us About An Innovative Marketing Strategy That You Would like to Implement in Your Next Job

This question will help you discover how much the candidate has kept himself or herself updated about new marketing trends and technologies. In their answer, you need to look at whether the candidate can name modern innovative marketing tactics. You need to see whether the candidate has enough knowledge and confidence to implement these innovative tactics.

A good candidate will show her happiness about getting an opportunity to implement an innovative marketing strategy. The candidate should show eagerness to know about the target audience of the marketing campaign and general information about them before proceeding further with such a strategy.

2.  How Would You Respond to a Negative Review Left by a Customer on a Social Media Website?

It is one of the important marketing interview questions that help you understand how the candidate addresses the negative press. Negative reviews are part and parcel of marketing strategy. The candidate needs to have a plan to deal with the negative press that is a common thing today.

When the candidate is answering the question, you need to look at following things:

•  Is the candidate feeling comfortable and confident while talking about dealing with negative reviews?

•  Can the candidate draw a plan that can convert negative press into positive branding?

•  What does the candidate think about the negative press? A setback or an opportunity to set things right?

The candidate should be focused on addressing the customer issue first and then make efforts towards brand building.

3.  If You Have Successfully Marketed a Product or Service, How Did You Measure Its Success?

The objective of the question is to test the candidate’s knowledge about analytical tools and the methods used by the candidate to measure success. In marketing, you cannot say a campaign is successful until you have metrics that tell the story of your success. Some of the things that you should look into the answer are:

•  Does the candidate know about different ways to test customer awareness online and offline?

•  How good is the candidate with metrics?

•  Does the candidate have interest and knowledge about quantification and data?

The candidate should have knowledge about the popular analytical tools such as Google Analytics, KissMetrics, and Google Search console.

The marketing interview questions ( ) shared in this post dig deep into what the candidate actually did in the previous company. Do you any questions? Let us know your comments below.

Posted by brucem231 at 3:11 AM EDT
Friday, 31 August 2018
Seven Must-Ask Digital Marketing Interview Questions
Topic: employment
If you are planning to build a digital marketing team ( ), you need to find candidates who have a strong knowledge of digital marketing tools and strategies.

Here is the list of must-ask digital marketing interview questions along with answers that can help you identify the right candidates.

1.  What Is the Role of SEO in Digital Marketing?

SEO focuses on gaining organic hits for your website while digital marketing goes beyond SEO and it focuses on the complete online existence of your website. SEO is also called integrated digital marketing.

2.  Which Is the Best Form of Marketing – PPC, SEO, or Digital Marketing?

PPC and SEO are part of digital marketing and each has its unique advantages. If you want to know which is better, there is no right answer because it all depends on your needs.

If you want quick traffic and ready to pay for it, PPC is the way to go. If you have a limited budget and willing to spend time and put efforts to drive traffic to your website, SEO is the best option.

3.  What Is Google Ads and How Does It Work?

It is one of the important digital marketing interview questions. Google Ads is an advertising platform by Google in which advertisers can bid for specific keywords for their advertisements to appear on Google search results pages. Advertisers create a Google Ads account and choose specific keyword terms and specify the maximum amount they are ready to spend.

If there are several advertisers bidding for similar keywords, an online auction is held. Google takes the keyword information and the maximum bid amount from different Google Ads accounts and the account with maximum bid amount wins. Besides maximum bid amount, quality score is an important element for determining ad placement. The advertisement needs to be relevant to the user and the keywords targeted for.

Whenever anyone searches with the keywords specified, Google displays your business information (advertisement) and links in the Ad section of the Google Search results page.

4.  What Are the Main Areas Where Keyword Optimization is Done?

Keywords placement is important for better ranking. Some of the areas where keyword optimization is conducted are:

·  Website URL

·  Website Title

·  Meta tags

·  Headings

·  Web Page Content

5.  What Do You Mean by a Responsive Website?

A responsive website is the one that is capable of adjusting its layout as per screen orientation, or size (vertical or horizontal) of a device it is seen on. It plays an important role in enhancing the overall user experience.

So these are some digital marketing interview questions that you can include in your selection questionnaire. Now that you have knowledge about the basic areas of digital marketing ( ), get ready to interview potential candidates with more confidence.

Do you know any other digital marketing questions that should be part of this list? Please feel free to comment.

Posted by brucem231 at 2:03 AM EDT
Thursday, 30 August 2018
A Quick Guide to Managing Creative Teams
Topic: employment
Managing creative teams is not the same as managing regular employees because creative people ( ) are not the ones who just follow a set of rules. This is one of the important traits that make them successful in the design-oriented field.  Here are some leadership tips to manage a team of creative people.

1.  Let Them Fail

The biggest fear in mind of creative professionals is the failure, and this is what holds them back to branch out of the norm. However, failure plays an important role in the creative process. If your creative team sets on a safer path and takes decisions to avoid risk, they are more likely to lose the creative objective. As a manager or team leader, you need to accept and even respect creative failures.

2.  Don’t Be Bossy

People don’t like to be told what to do and how to do and that holds true for creative people. Instead of ordering them to do specific things all the time, you need to act as a coach and give them suggestions that would help them improve team performance.

Creative people like challenges so you need to help them in solving creative challenges using their creativity and guide them rather than giving orders.

3.  Prioritize Trust and Communication

You need to be optimistic and trust your team. Strong leadership and trust go in hand in hand and great leaders share a trait of being highly trusted by their team. Team managers who inspire trust get more loyalty and innovation from their creative teams.

Similarly, effective communication amongst team members and managers would ensure everyone is on the same page. You should allow your creative team to do their job in their own way and avoid micromanaging different aspects of their work.

4.  Spend Time to Know Their Strengths and Weaknesses

According to a leading study, when managers focus on employees’ strengths while reviewing their performance, the productivity rose by 32%. The same study showed focusing on weaknesses resulted in a decrease of performance by 27%.  This shows the importance of knowing the strengths and weakness of team members.

Knowing each team member’s strengths and weaknesses help in the effective delegation  while managing creative teams that translates into higher morale and enhanced productivity.

5.  Encourage Brainstorming and Collaboration

Brainstorming is an effective technique that can be practiced in groups or alone. Brainstorming sessions encourage people to come up with unique ideas that may seem crazy when looked at the first time.  However, some of these ideas can be used to craft creative solutions to problems.

Teams that work together have some common goals. Collaboration gives every team member to participate and communicate their ideas. Also working towards the same goal gives team members a sense of purpose that also acts as a motivator to do good work. Hence, you need to encourage collaboration and brainstorming in your creative teams.

Follow the tips given above when managing creative teams ( ) and you would help your team unlock innovation which would help your organization impressive results.

Posted by brucem231 at 7:41 AM EDT
Monday, 5 June 2017
Top 7 Reasons for Using a Recruiting Agency from Los Angeles
Topic: employment
Hiring the best employees is important for every organization. However, it is a challenging task that demands specialists. A recruiting agency from Los Angeles ( Vitamintalent/Recruiting-agency-los-angeles ) could be of great help to companies who intend to cut down costs and also speed up the recruitment process.   Here are a few reasons to use a recruitment agency.

1.  Best Access to Active and Passive Candidates

One of the reasons for using recruitment agencies is they can find superior candidates than your in-house recruiters as they have the best access to active and passive candidates. People who are actively looking for a job are more likely to register with a recruitment agency and this ensures recruitment agencies have a large pool of talent that consists of hundreds or thousands of potential candidates.

Top passive candidates with more than 3-5 years of experience are in touch with third party recruiters to keep them updated about opportunities in different companies. They might consider a new position in your company if asked by the recruitment consultant. It would be difficult for in-house recruiters to reach such passive candidates.

2.  Time Saver

If a company posts positions on job boards, expect the floodgates to open, with hundreds of applications for each position. Consider the time and effort needed to sift through huge piles of resumes and filtering the ones that might be suitable for the job.

When you use a recruitment agency, all recruiting tasks such as posting adverts, scanning resumes, preparing lists of potential candidates, arranging interviews is done by the agency. This is definitely time-saving for your company.

3.  Offer Longer Guarantee Periods

Attrition costs are huge for companies who fail to select the right candidates. A good recruitment agency is more likely to hire stronger candidates whose career goals match with opportunities in your organization. The new hires are more likely to stay with your organization for a longer period.

4.  Expertise

The main job of the recruitment agencies is keeping a tab on the employment market. They have years of experience of screening, filtering, and profiling candidates. Your in-house recruiter team might not have that level of expertise that will lead to recruitment delays and cost overruns.

5.  Temporary Workforce

Recruitment agencies can help you meet temporary staffing demands to meet project deadlines or help you deal with seasonal workload more efficiently. These agencies take responsibility for all aspects of the temporary hiring of employees. Some recruitment agencies ( Vitamintalent/What-we-do ) might take these employees on their payroll and take away the stress of managing such employees.

6.  Low Risk

Using recruitment agencies is low risk as leading recruitment consultants follow a policy – No Hires, No fees.  Thus, there is no downside of using such recruitment agency as you don’t have to pay them if they are not successful in finding the best candidates for your company.

7.  Additional Services

Some recruitment agencies also offer a range of specialist services like tests that give your organization unique insight into future hires.

Thus, you can see using a recruiting agency from Los Angeles will help you get the best people on-board that can be a long-term investment that keeps on performing.

Posted by brucem231 at 1:27 AM EDT
Thursday, 20 April 2017
Get Rid of these 3 Mistakes to Manage Creative Teams Successfully
Topic: employment
Leading a creative team is a difficult task, as you cannot apply general rules of team management when handling creative people. You need to take into account various factors such as personal independence, different thought process, different motivators, balancing work objectives, space for creativity, and productivity with time… managing all this can be a challenge.

If you are managing creative teams ( vitamintalent/managing-creative-teams ), you need to have good understanding of the creative process and management process. To ensure your team is effective and delivers great results, here are few mistakes to avoid when leading creative people.

Mistake 1 – Failing to Provide Creative Briefs

It is a common misconception the blank slate inspires creative people to produce brilliant work. Unfortunately, things don’t work this way. A limitless scope actually harms creativity as there are too many possibilities.

If you give your creative team a large amount of choice, it will only delay projects. The creatives will end up spending too much time in exploring possibilities that does no good. Hence, you need to provide a creative brief that sets boundaries and constraints for the project.

With clear objectives set, talent will start solving the problem and find the most creative solution. When you give them a brief, ensure it contains everything they would want to know. Incomplete briefs will lead to revisions that will frustrate the team members.

Mistake 2 – Force Creative Brilliance with One-Size-Fits-All Attitude

Business processes exist for a reason and you will see different department following same procedures for increasing productivity and submitting their finances. Imposing similar strategy for creative processes won’t work. If you restrict creatives to follow the same creative processes, it will only curtail their individual creativity. Creative processes are unique to individuals and trying to change or imposing restrictions will not lead to great results.

To ensure the business processes and creative processes don’t overlap, you need to follow a procedure when handling clients.

Mistake 3 – Absence of Effective Constructive Criticism

An opinion about the creative material is often subjective- what one may like, others might dislike. This factor makes feedback and criticism a difficult task for people managing creative teams. You need to recognize that creatives put more than effort and time in their work- they invest their emotions.

When feedback is given in the wrong way, it only hurts people. It not only damages relationships, but also discourages creativity. When creatives invest emotionally in a project and get hurt, next time they will be investing less in the project ( vitamintalent/what-we-do ) that will affect the quality of the work.

All this does not mean you should avoid giving feedback; you need to give constructive feedback. For example, you can start by appreciating their efforts, and time they have put in and then mention what you didn’t like in a softer language. Avoid using strong words like “hate” or similar words when expressing your opinion about the output.

These are the common mistakes committed by the leader when managing creative teams. By avoiding these mistakes, you can ensure your creative team reaches its highest creative potential and delivers great results.

Posted by brucem231 at 3:17 AM EDT
Tuesday, 7 March 2017
Tips for Leading and Managing Creative Teams
Topic: employment
Managing a workforce of creative professionals calls for a certain degree of sensitivity to individual skills. Creatives are innovative beings and have unique individual motivation that keeps them going. So, when you are managing teams of professionals who need to be immensely creative to accomplish their job functions, a new level of complexity is added.

Effectively managing creative teams requires not only the excellent skills to handle the teams, but also requires technical proficiency and an understanding of the creative employees’ work and the culture needed to foster it best.

And this is a big challenge, since the task is spectacularly difficult. Well, management itself is a creative opportunity, if you are alert to it.

Do you have the challenge of managing creative teams? Keep these tips in mind :

1.  The Challenge – Managing creative people is difficult for two reasons. Firstly, creative people are independent-minded. A good majority of them don’t like purely being ordered what to do, so they are not always keen on being managed in a tight-fisted manner. Secondly, creativity is inherently risky and unpredictable. And as a manager you are under pressure to minimize risks and bring out predictable results.

So, if you are to flourish, you will need to allow a certain amount of creative freedom to these employees while still maintaining control of the results. It’s just not an easy balancing act.

2.  The Opportunity – When we anticipate creativity, we consider people doing the hands-on performance or execution: the designers, artists, writers, musicians, dancers, and so on. But there is another type of creativity, that is more about coordinating, directing, and facilitating others’ efforts. This is the creativity of the creative director, the film director, the entrepreneur, and the manager.

Managing creative teams ( VitaminTalent/Managing-Creative-Teams ) is difficult. The good news is, it is indeed a creative opportunity.

3.  Goal-setting – Leading and supervising is a goal-focused approach, so it is essential to set well-defined goals for your team members. A good groundwork for goal-setting is SMART :

S : Specific – What exactly do you want to achieve?

M : Measurable – Know how much have you achieved?

A : Attractive – What is the benefit for everyone who is involved?

R : Realistic – What makes you think you can achieve your goal?

T : Timed – Set the deadline

Along with goal-setting, the manager should also get into the habit of asking questions with a goal-focused mindset, in everyday conversation with their creative employees.

4.  Listening – This involves putting your own concerns and ideas ‘in a box’ while you passively listen to what the other person is saying and actively engaging with them, showing that you are giving them the whole attention. This is referred to as ‘active listening’.

5.  Providing feedback – The key to providing effective feedback is that it should be practical and non-judgmental. If you deliver specific feedback about teams' actions and their consequences, then they will certainly evaluate their performance for themselves.

Managing Creative Teams Means Being HUMAN

Creative people can be the most fulfilled people. They do what they do because they love doing it. Motivation and purpose are not a problem. Your job as a manager is to create and protect ( VitaminTalent/What-We-Do ) their creative environment for them.

Being a manager sometimes means becoming a human barrier. Sometimes, it means becoming the advocate to the business and creatives and vice versa. Sometimes it is becoming their mentor, but most of the time it means simply being HUMAN.

Posted by brucem231 at 3:08 AM EST
Thursday, 2 February 2017
Why You Need Creative Recruiters from Los Angeles to Attract the Right Talent
Topic: employment
If you have ever hired creative staff for your organization, you would know the difficulty in finding the right candidate for the job.  The easiest way to get the best talent on board is hiring a professional recruiter to do the hiring for you.

No matter what your requirements are, creative recruiters in Los Angeles ( Vitamintalent.Com/Creative-Recruiters ) can provide immediate access to skilled talent.  Here are some of the reasons to work with creative recruiters.

1.  Industry Expertise

A specialist recruiter understands the industry inside out and knows the skills required for different creative job positions. In fact, some of the creative recruiters could have been part of creative industry working as a designer, writer, graphic artist, or marketer. Their background gives them a clear insight into the abilities they need to look for in candidates to ensure they are perfect for the creative job position in your company.

2.   Extend Reach to Talent Pool

Creative recruitment agencies build their own talent pools which have a wide range of creative people.   You may write the best job description to catch the attention of candidates, but there is no guarantee it will attract the best talent.

When you work with creative recruiters in Los Angeles they extend your reach to the best talent who are working elsewhere, and might not have seen the job posting. Creative recruiters know about such talented people who are not actively looking for a job but might be interested in better job opportunity.  If you are recruiting in-house, it will be difficult to reach such gifted people.

3.  Cost Savings

Recruiting cost is not limited to the hiring process alone. It also includes the costs of bad hires. Employee turnover costs are quite high. According to a study, a bad hire cost might be equivalent to 30% of the person’s annual salary or even more.   You can avoid this by outsourcing the work to creative recruiters who have years of experience in recruiting creative people. Undoubtedly, you will benefit from their expertise.

4.  Saves Time

Recruitment tasks demand a large amount of time and energy.  It is more likely you will receive hundreds of resumes for every job ( Vitamintalent.Com/What-We-Do ) position and the first step would be sorting through piles of applications to find potential candidates.  This may require you to spend hours or even days to complete such time-intensive tasks. With creative recruiters handing the recruitment, you don’t waste time doing these tasks.

5.  Flexibility

Creative recruiters can help you get freelance, temporary workers in the hours of need. Hiring temporary workers can be difficult due to different rules and compensation structures. However, creative recruiters have the experience to bring temporary workers onboard within a short time.  This flexible work arrangement help companies keep staff levels optimal as business needs change.

Creative recruiters can find best creative talent in the shortest time and at lower costs. The added benefit is you are not required to navigate through the complicated maze of hiring; the creative recruiter does it for you.

Posted by brucem231 at 4:38 AM EST

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