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Network Manager 


For any general comments or questions (or if you want to JOIN) about the T.E.A.M. Hiring Network, contact...

Sean Rehder
Orange County, CA
951.858.4901 Work
Contingent Worforce Organization

What the Experts are Saying About TEAM Hiring...
"In a tight labor market where talent is in short supply, top professionals will benefit from this model. A longer-term relationship with a recruiter - in some ways like the agent relationship enjoyed by athletes and entertainers - is still a largely untested model, but its time has come."

- Allan Schweyer
Executive Director
Human Capital Institute



"A reasonable effort to articulate an 'agent' relationship. Certainly it can work- especially for well-known, high-demand professionals. Logic is there and firms will adopt any reasonable practice that gets them what they want.

Still -you'll need a lot of patience and passion to innovate 3rd party models- pushing large boulders uphill."

- Gerry Crispin, SPHR
Principal & Chief Navigator at CareerXroads

Payroll and Employee Benefits
MyBizOffice
13454 Sunrise Valley Drive
Fifth Floor
Herndon, VA 20171

Info: 877-391-8463
Support: 800-556-0270
Member: 800-944-4318

TEAM Hiring Contacts at MyBizOffice

Kristin Dobbins
Direct: 703-793-6005


Julie Sullivan
Direct: 703-793-6006


Advisors...
Jeremy Langhans
Sr. Recruiter
949.872.2328 Home Office
425.736.6189 Mobile
www.jeremylanghans.com
LinkedIn.com



Peter Donohue
Business Development Manager
650.610.9120 Office
www.helpuhire.com
LinkedIn.com



Shally Steckerl
Talent Acquisition Consultant
770.598.5158 Office
www.jobmachine.net
LinkedIn.com



Lucia Apollo Shaw
Owner at HireWorks
919.960.3411 Office
www.Hire-Works.com
LinkedIn.com



Beth Minter
Corporate Recruiter
615.886.9079 Office
LinkedIn.com



Mark Jennings
VP and Owner at Synergroup Systems
909.980.7171 Office
www.itonshore.com
LinkedIn.com



Previous Items
Concept
Talent Employment and Acquisition Management Hiring, an alternative to today's staffing model that is built upon hiring through personal and professional networking relationships.

Mission Statement
Become an integral component within a company's overall Human Capital Management strategy, and a critical driver of business performance.

Work Agreement
TEAM Hiring's Work Agreement between Hiring Customers and Recruiters.

The TEAM Hiring concept is based upon full disclosure and this document details the relationships, mark-ups, and fees that are associated with TEAM Hiring.

There are no costs to join and/or participate in the network. The ony time there is a "cost" is when a Hiring Customer makes a hire or employs a member of the Talent group. I feel these costs are fair, ethical, and practical. They are also standard "across the board" for the entire network.

Key Network Points
  1. A free, association based workforce network without corporate ownership or fees.

  2. A single recruiter, chosen by the Talent, for representation allowing for long term relationships and full disclosure of information.

  3. Direct access to a network of industry professionals that agree to follow the network's highest principles of business ethics and have a proven record of marketplace honesty and integrity.

  4. One, independent employer of record service which allows for employee benefits "rollover."

  5. One, independent employer of record service that provides a single invoice to Hiring Customers for all contingent and contracted staff and commission payouts.

Wednesday, December 22, 2004

I was asked if TEAM Hiring is the same as Top Echelon?

Some differences between Top Echelon and TEAM Hiring (to the best of my understanding)...

* Top Echelon is a "add-on" for the current staffing model. TEAM Hiring is an alternative to the current staffing model.

* Top Echelon is a network for recruiters. TEAM Hiring is a network for recruiters, hiring managers, and Talent.

* Top Echelon benefits recruiters. TEAM Hiring benefits recruiters, hiring managers and their companies, and Talent.

* With Top Echelon, Talent is still required to work with many different recruiters and their agencies. Meaning, no benefits roll over, no long term career development, and no commitments to or from each other. With TEAM Hiring, I'm trying to build a way for the recruiter and the Talent to be able to build a long term relationship with ethical and professional commitments to each other. I think today's Talent/Recruiter relationship is a quick hit or miss type situation. I think its that way, not because people like it, but because there are not any other viable options out there.

* All fees will paid by the Hiring Customers after a placement through the network has been made. Otherwise, there are not costs (to participate, for instance). Top Echelon has a monthly charge for membership

* No one "owns" relationships in this network. Hiring Managers can give their Job Orders to which ever Listing Recruiters they want to. Most likely these will be given to ones with whom the Hiring Manager has developed a relationship with. As the Hiring manager moves in their career, they can also "take with" them the Listing Recruiters that work with them. With the Talent/candidates, each Talent chooses a single Holding Recruiter to represent them to all the Listing Recruiters in the network. Of course, the Holding Recruiter must be in agreement with this relationship. As time goes on, if either the Talent or Holding Recruiter wish to end the relationship, they can. For instance, if the Talent does not feel they are being represented/marketed in the best way, they can choose to have a different Holding Recruiter represent them with no "penalties." I'm hoping this acts like a "filter" of sort. I'm thinking that the as people begin to qualify their own personal network the best will rise to the top and be noticed.

Top Echelon is good at what it does, but TEAM Hiring is about doing something different. I think they are apples and oranges and serve two different purposes.

Posted by Sean Rehder | 12/22/2004 09:55:02 AM | (0) comments


Monday, December 20, 2004

MyBizOffice

On Friday, I had a great conversation with the people at MyBizOffice.

I plan on moving forward with a having them act in the role of the vendor that supplies back office support to the TEAM Hiring Network. This includes single invocing the Hiring Customers, w2 paychecks, invoicing for recruiters, paying of commission checks, benefits, etc.

They will provide another vendor option for people. The other option is Innovative Employee Solutions. I would say they are similar, but have a different business focuses. It will be interesting to see how the two choices plays out.

Any feedback from anyone regarding mybizoffice? Ideas, comments,etc..
Posted by Sean Rehder | 12/20/2004 09:59:57 AM | (0) comments