Well I did it, I took the plunge, I have left the ranks of the ?employed? to become an entrepreneur. This past friday was my last day at Microsoft and yesterday was my first day as full-time ?Founder and Consultant? with my own firm, JobMachine, Inc.
So what am I going to do now? Read on...
Every year on my birthday I take a long look at my achievements and goals. Many people do this on New Year?s Eve, but for me turning one year older has always been the best occasion to be introspective. What I decided this year is that with all the changes going on in our industry there has never been a better time for me to follow my passions for consulting and training. I?ve worked on JobMachine.net for almost ten years and have watched it grow from hobby to underground phenomenon, but now it?s time for me to take my own business to ?the next level? and ?go big.?
Today marks the first day of my campaign to revolutionize the research and sourcing industry. Over the years I have trained, mentored (and learned from) many successful individuals, and I have openly shared my knowledge with thousands of people who would listen, but those efforts have mostly been at the grass roots level. I have achieved my goal of being surrounded by some of the industry?s best minds, and been fortunate to have had the honor of learning from and working with companies like Microsoft, Google, Coke, Cisco and Motorola. There has never been a better time for me to get involved with building organizational capabilities at an industry level instead of focusing on one company at a time.
Our three primary solutions offerings are as follows:
Knowledge Transfer
- Knowledge Injection: CheatSheets, Books, public webinars, one-on-one coaching, and self-paced online courses
- Sourcing Academy: build competencies, skills and capabilities through customized live webinar series and on-site training labs
Building Organizational Capabilities
- Consulting: architectural design or re-engineering of sourcing/research organizations (eliminate bottlenecks, identify and fill gaps, align sourcing resources with the rest of the organization)
- Metrics: advice on tracking lead generation activity for optimization of efficiencies, measuring productivity and OFCCP compliance
Sourcing Pathology and Assessment
- Sourcing Checkup: provide a 360 degree view of the sourcing organization and how it connects into other recruitment and HR functions (SWOT analysis, recommendations on how to motivate teams and improve existing processes)
| 21 comments
|
flag
