March 18, 2018

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Career Strategy Interviews

Weekend Inspiration. Good in a Room By Stephanie Palmer


How to Sell Yourself (and Your Ideas) and Win Over Any Audience

Published on February 20 2013
Good in a Room
Stephanie PalmerGood In A Room

The perfect book to pitch on Academy Award weekend!

Business consultant and former MGM Director of Creative Affairs Stephanie Palmer reveals the techniques used by Hollywood's top writers, producers, and directors to get financing for their projects - and explains how you can apply these techniques to be more successful in your own high-stakes meetings. Because, as Palmer has found, the strategies used to sell yourself and your ideas in Hollywood not only work in other businesses, they often work better.

Hi this is Peter Clayton. We're trying something new here at TPR - calling it Weekend Inspiration - a short podcast you'll find right here every Friday afternoon. And unlike the interview format you're used to hearing - these podcasts will be just me talking!

Over the years, we have received hundreds of review copies of business books. Occasionally, we find books we think are exceptional - and that you - the listeners of this show - will benefit from, and should know about. All of the books I'll be discussing in Weekend Inspiration I've learned from, and have inspired me to take action.

If there's a business book you consider exceptional we would really appreciate your sharing the title with us - send us a Tweet @totalpicture, or email info at Also please use the discussion form below to let us know if you like the Weekend Inspiration idea and if you found this podcast - helpful and inspiring!

This is our second Weekend Inspiration show. Today, we're featuring Good in A Room, published in 2008 by Currency Doubleday, and available on iBook devices, Nook, Kindle or as an audio book.

CHAPTER 1 Why You Should Read This Book

The reason you should read this book is because the strategies and tactics that people use to sell ideas in Hollywood work in the rest of the business world. I have worked with entrepreneurs, executives, and professionals in industries such as real estate, financial services, retail sales, law, advertising, marketing, video games, and more. The techniques used to sell ideas in Hollywood not only work in other industries, they often work better.

As you already know, "good in a room" is a Hollywood term referring to creative people who excel at pitching in high-stakes meetings. I've had-literally-thousands of these meetings. During my time as a studio executive at MGM, I had over three thousand pitch meetings where writers, directors, stars, and producers would try to persuade me to buy their ideas.

Most of the time, ideas are pitched poorly. However, there are some people who succeed all the time. Over a period of years, I paid attention to what worked and what didn't. I identified the techniques that were being used in all of the successful meetings-regardless of who was pitching. I also found a considerable number of ways that the person pitching could break the deal, often without knowing it.

Many studio executives, or "suits," have backgrounds in sales, marketing, or finance. My degree is in theatrical directing from Carnegie Mellon. So when I started hearing pitches, I wasn't just thinking about whether to say yes or no. I was seeing the meeting as a theatrical performance.

Unfortunately, most writers, like most people, do not have a comprehensive strategy to deliver a great performance. When the time comes to pitch in a high-stakes situation, even someone experienced can stumble and ruin a golden opportunity without a solid meeting technique.

When someone with a great idea doesn't present it effectively, it not only hurts them, but all of us as well. Why? Because mediocre ideas will get purchased and produced if superior ideas aren't pitched well enough.

The fact is that when it comes to making a buying decision, buyers can more easily evaluate the information on the surface, i.e., the pitch. It's harder to evaluate what's inside. As you know, this is true beyond Hollywood. In a grocery aisle, success is determined more by the design and copywriting on the packaging than by the quality of the product. In job interviews, hiring decisions tend to look past differences in work experience and focus on how the candidates perform in the room. My point is not that pitching is everything. Rather, it's that good products deserve good packaging and great ideas deserve a great pitch.

Even shy, awkward, introverted people can learn to pitch well. One of my highlights from MGM was when I found a new writer named Mike who was pitching a high school comedy with a unique angle. His script was great, but his pitch was a disaster. He didn't know how to handle the small talk, he pitched too soon and with way too much detail-he broke the deal in a dozen different ways. Ordinarily I would just pass on his project, but I was frustrated with the quality of the movies we were making and I didn't want to send this great script back to the slush pile. So I coached Mike on how to perform in each stage of the meeting and told him exactly what to say when my boss asked, "So, what's your project about?"

The next day, Mike pitched his idea beautifully to my boss, and it sold right there in the meeting. Afterward, he told me that he'd been staying on his brother's couch for the last three months and was preparing to move back in with his parents. With this one sale, his career was on an entirely new trajectory. And for me, in a job where so much of my time was spent surviving cutthroat politics and producing mediocre ideas, helping Mike succeed was really gratifying. I realized then that I wanted to focus on pitching, not production.

A year later, I left my executive job and started my own company, also called Good in a Room, to help writers and directors with quality ideas get the attention and financing they deserve. Then I did an interview with National Public Radio and I started getting some remarkable calls. A fashion designer wanted help bringing out his summer collection. A marketing exec wanted to get promoted to VP. A financial advisor wanted to find new clients and expand her business.

Soon enough, my non-Hollywood clients were landing million-dollar accounts, doubling their client rosters, launching successful small businesses, increasing their revenue, and getting promoted. Sure, some of my clients were skeptical at first. William, for example, was a sixty-something financial advisor from Texas. We met at the Merrill Lynch campus in New Jersey. I was there to give the concluding presentation at the annual conference for top producers.

William was already quite successful. He didn't need to change how he was doing business. As well, he was in a conservative business in a conservative part of the country, so anything that came out of a liberal place such as Hollywood was immediately suspect.

Still, he wanted to take his business to the next level, and he was smart enough to realize that unless he wanted to simply put in more hours and work harder, he was going to have to try something new. I consulted with him the next morning before we went to the airport and suggested that he modify his standard approach in a few significant ways. He was doubtful, but he said he'd give it a shot when he got back to Texas.

When I landed in LA, William had already left me a message. Turns out the guy sitting next to him on the plane had just sold his business and needed a financial advisor he could trust. Rather than trying to "sell" him, as so many financial advisors do, my client practiced the Good in a Room techniques and signed him rather effortlessly.

Meeting a client on a plane is practically a cliché (though in reality, it doesn't happen very often), and all of the credit belongs to William. Still, the idea that a sixty-something financial advisor in conservative Texas could, with one consultation, master and successfully apply what works for thirty-something writers in liberal Los Angeles? Very cool.

Whether you work in Hollywood or not, the fact is that selling ideas is really difficult to do. The reason the pitching secrets of the most successful writers and directors are relevant is that these people have evolved an advanced method for selling ideas.

Whether you're a screenwriter, a journalist with an idea for a story, an entrepreneur with a business plan, an inventor with a blueprint, or a manager with an innovative solution, if you want other people to invest their time, energy, and money in your idea, you face an uphill battle.

First, ideas aren't tangible-no one can kick the tires of your idea. Second, ideas aren't quantifiable-the decision maker can't reliably estimate the value of your idea in monetary terms. As my boss at MGM used to say, "If we knew which ideas would be hits, we would only make hits." Third, ideas are risky-there can be millions of dollars on the line and reputations at stake when a buyer says yes to an idea. Fourth, people who buy ideas hear so many pitches that getting their attention and actually convincing them is exceptionally difficult. Finally, the more original your idea is, the tougher it is to pitch effectively. Any groundbreaking idea will be harder to sell simply because there isn't a precedent to show it will work.

As risks increase and buyers become more difficult to persuade, people who sell ideas must clear an even higher bar. We must get in the right rooms with the right people. We need a comprehensive strategy and the most advanced tactics. Then we can present ourselves and our ideas with confidence.


Meet the New KRAZOOM Job Search System


There are millions of job postings. But what are employers looking for?

Published on February 19 2013
Henning Seip Career Strategy Interview on TotalPicture RadioHenning Seip

According to Henning Seip, President and Co-founder of SkillPROOF and our guest in this Career Strategy Channel Podcast on TotalPicture Radio, the average job opening has 20 requirements. How do you know if you are you a good match?

The exercise is always the same: Find those where you match the requirements. Applying to any other would be a waste of your time - and the employers.

Enter KRAZOOM - a new, and easy to use job search and matching system for job seekers and employers. SkillPROOF Inc. developed KRAZOOM after discovering that the average online job posting has 20 skill and education requirements which job seekers have to match. Each requirement can have multiple words.

The widely used keyword search is a word guessing exercise with very poor matching capabilities. This leaves job seekers with a time consuming trial and error job search experience during which they read many job postings that are of no interest to them.

KRAZOOM aggregates job postings from around the Internet and indexes the requirements it finds in the text. Job seekers using KRAZOOM select from the job requirement index those they can match. KRAZOOM then sorts the job postings according to where job seekers match the most requirements. Job seekers can save their selections into a profile and use it when they search for jobs on KRAZOOM again.


Henning Seip KRAZOOM TotalPicture Radio Transcript

Hi, this is Peter Clayton. Welcome to a Career Strategy Channel Podcast on TotalPicture Radio. A Connecticut company called SkillPROOF just released a new, very innovative online search engine built specifically for jobseekers called KRAZOOM. That's Joining me to talk about the job search process and how to use job boards a lot more effectively is Henning Seip who is president and co-founder of SkillPROOF.

Henning, Welcome to TotalPicture Radio.

Henning: Good morning Peter. Thank you.

Peter: Henning, before we get into a discussion of KRAZOOM, tell us about SkillPROOF.

Henning: SkillPROOF is a company that I founded actually almost 11 years ago, and the reason I founded the company was to find ways to get information about what employers are looking for from jobseekers. When I first came to United States about 20 years ago, I worked for a company called Bantam Doubleday Dell as a hiring manager and at that time when I hire people, I read a lot of résumés, and it occurred to me that since I could not compare the résumés, it was very difficult for me to make a decision on whom to invite for an interview. It seems that this was a difficult process for basically anybody doing this. So later I came back to found KRAZOOM with the idea to improve the information about jobs and what jobseekers have to offer, and basically began a process that led me to the development of KRAZOOM.

Peter: Okay, so from what I understand, Henning, the research you've been conducting for SkillPROOF has really led to the development of this KRAZOOM product, is that correct?

Henning: That's correct. The employers on the internet, they communicate with the jobseekers a lot. So basically they do this by posting job openings on the internet, on job boards on their own corporate website and there are millions of these job postings out there and they are all text. The issue now is for a jobseeker to find those job postings that match actually their own backgrounds, so their skills and education, and they have to find this among these millions of job postings, and they want to find those that match their skills and education because reading any other job postings that are outside of their background would be just a waste of time.

Peter: Right, right.

Henning: I would love to be an astronaut, for example, but I would never fulfill the skill and education requirements for that job so why should I read the job posting for an astronaut unless I'm just curious about what the requirements are. So the issue really at hand for a jobseeker is to find those job postings where they actually have a chance to get an interview.

Peter: You told me, which I think is a really interesting statistic, that the average online job posting has 20 skill and education requirements. How did you come up with that number?

Henning: Basically what I started to do is I started to look at job postings on a large scale. I assembled and collected millions of job postings that I got from the internet with a computer and I started to look through this. I developed a process which basically goes into the text and finds the requirements and then basically builds statistic out of that. By going through millions of these job postings across industries, I was able to figure out that the average job posting has about 20 requirements that jobseekers have to match in order to have a chance for an interview and that basically led me to think about how are jobseekers going about the search today. The primary way they do this today is they use something called a keyword search. They go into job boards or ATS systems and then basically they search for jobs by using keywords.

Keyword search is basically this empty field where you can enter anything you like. There is no guide, there is no method for what you should enter. Basically it's a guessing game of words that people use to find job postings where they match the requirements.

Peter: Alright, so what you're telling me is that a keyword search is basically a guessing exercise with a very poor matching capability when it comes to doing job search, especially on job boards where you're looking for jobs that match the skills that you have.

Henning: That's correct. For example, I tried something yesterday entering just three words into a search field where the words were marketing, CPG (consumer packaged goods), and green. I'm trying to find job postings where a consumer packaged goods company wants to produce green products or look for people with that kind of experience. I conducted the search; what came back basically was I was able to match two words at best, which was marketing and CPG, and the third word green, that typically matched to something like green card but not green products. So the word green can be used in many, many different context and the search result came back with green cards primarily.

That basically shows the mismatch that occurs when you guess these words and that's a problem. That's a real problem. I just used three words. When you say, if I want to match the requirements in a job posting and there are 20 requirements in there and the requirements, let's say, is one word, I would have to guess 20 words, not 3, to match the requirements or find job postings actually that match my background.

Peter: Henning, let's unpack KRAZOOM. What does it do and how specifically does it work?

Henning: The way KRAZOOM works, it creates an index to the requirements in the text of the job posting. That basically eliminates the guessing of these requirements. Let me compare that to a business system that we all know. For example, the sales order system. If you have a business, you have a ales order system. Let's assume that sales order systems have two ways to look up customers, and you're trying to get a report on open orders from a range of customers. There are two ways to do this in our sales order system.

One way is you open a window and you get the list of all your customers and let's say you want the sales orders for all the customers that start with the letter M. So you select all your customers that start with the letter M from your list and voila, after pressing a button, you get the list of all the open orders for that customer group. So that's path number one.

Peter: Right.

Henning: Path number two, let's try the same thing with the keyword search. Let's assume there's a keyword search field and it would go through your sales orders. Let's say on your sales orders in the header, there's the customer name. Now, you may have let's say 60 or 80 customers that start with the letter M, and you may remember let's say the names of five of them. So you start entering five names but what about the other 75, what do you do there? Because the keyword search field doesn't give you any help. That's where the guessing start. So you go maybe through old orders or stuff like that to figure out what the names of your other customers are. It will take you a long time until you get all your open orders for the 80 customers that start with the letter M, and that's the exact difference between keyword search and KRAZOOM.

KRAZOOM takes the guessing away so that you have an index, you have a list from which you can pick those requirements that you can match and then the system pulls up all the job postings that basically where you match these requirements and sorts them on basically how well you match these requirements. That's the exact difference.

Peter: Let's take this one step further. Here's a quote from you, "People don't know what their marketable skills are. When you ask someone to take a blank piece of paper and write down their top 20 marketable skills, they typically draw a blank." I guess that really speaks to what you were just talking about is, what do you really put into that keyword search.

Henning: That's exactly right. That's exactly right. It's a straightforward exercise. It's a straightforward exercise. Take a blank piece of paper and take a pen, sit down and think about what are your top 20 marketable skills. If you start drawing a blank, then you feel there is something missing, there's information missing. If there would be a list, a list that somebody gives you with, let's say, 500 possibilities and you can go through that list and say I can do this and I can do that, and then you assemble those that basically belong to you, that makes it very easy. You need to have a list and it would help this index to create basically the top 20 marketable skills that you have and basically every human being has different sets of skills.

That's the difference from using keyword search.

Peter: From a user standpoint, when someone goes in to first use KRAZOOM, they really need to spend some time and think through what their real marketable skills are and select those out of this very long list that you provide people, is that...?

Henning: Actually, it's fairly straightforward, because what KRAZOOM does, it guides you into a section of the database where you will find most likely the jobs you're looking for. So you're not looking through the requirement list of thousands or even millions of job postings, you're looking through the requirement list of the jobs you're actually interested in and that list may be 300, 400 items long. You go down that list once. You assemble basically the requirements that you can match, the system keeps track of what you're selecting and you store that in a profile. So it's a one-time exercise. You will recognize the requirements that KRAZOOM produces for you simply because you have read them in job postings. You can actually audit the match by just clicking on the job posting that KRAZOOM shows you and then find the requirements in the text of the job postings and so it makes it actually very easy, very straightforward to go down that list of requirements and create your profile, then you save it and then the next time, basically you can automate that process. So you just pull up the profile, you click a button and KRAZOOM produces a list of job postings so you match at least half of the requirements because that's what I said is a threshold where it makes sense for an employer to start looking at the job applications.

Peter: I'm assuming you're aggregating job postings similar to the way that Indeed or Simply Hired are doing, is that correct?

Henning: Yes, that's correct. That's correct. So basically you're going out to the internet, pulling the job postings in and then analyze it for the requirements and then post the database with the job postings and the index of the requirements.

Peter: Is your database nationwide?

Henning: It's a nationwide database. Currently, I'm running about 200,000 job postings and hopefully, I can increase that if I get some help.

Peter: KRAZOOM jobseekers discover how they match jobs. However, you told me this includes - and you were just talking about this - that they find which requirements that they don't match which is called a gap analysis. Can you explain this to us a little bit?

Henning: Yes. The jobseekers go down the list of the requirements that they can match and KRAZOOM shows the job postings or the job listing similar like other job boards do that. Other job boards underneath the job title typical show a snippet of the job text and then they bold the words that were matched with the keyword search. Now in KRAZOOM, instead of the text snippets of the job posting, what we have there is the list of requirements that the system found in the text of the job posting and every time the jobseeker selects a requirement, the requirement then gets highlighted in the job listing. When the jobseeker is done with the list of requirements, then they can see right on the job listing, even before reading the job posting, they can see which requirements they match and which ones they don't match.

Now, that's the knowledge about what you don't match is important information because it gives you some feedback about what the employer is telling you through the job posting where the requirements that are not matched are your gaps. So if the requirement is that you can do JAVA programming but you don't have JAVA programming skills, it tells you there's a gap even though you matched let's say 60% or 70% of the remaining requirements or the other requirements on that job posting. Knowing your gaps helps you to, let's say, get some training if you're interested in that, or to work your résumé around that and your cover letter around that because you have to respond to these requirements to employers. That's what they are looking for because employers want to be heard. They want to be heard that you understand the requirements. By having the ability, having that information given to you automatically through the KRAZOOM system, it helps you to write your résumé and your cover letter much more specific to other than if you don't do that.

Because if you do this manually, which is happening today - you find a job posting on a job board, you read the job posting, you have to manually go in with a highlighter and highlight your requirements and match it to yourself and then basically put these into your résumé. It's very time consuming and for that reason, often is skipped, but it's the really important piece that jobseekers need to go through in order to just be more successful also with interviews.

Peter: Absolutely because as we all know, I mean any job posting on any job board today, if you're responding to it, it's going to through an applicant tracking system and that ATS is looking for those specific keywords that are in that job ad.

Henning: Absolutely. You see that's why on KRAZOOM, under every job listing, there's a link that says keywords for your résumé. What it does basically when the jobseeker clicks on that link, it shows the list of matching requirements. So a jobseeker can just cut and paste that into their résumé and cover letter and this way basically increase their chances that actually that employers are going to pick it up on the other side.

Peter: Is there a cost to using KRAZOOM?

Henning: The basic system is free but there is a function, if you want to really automate your job search where you apply your stored profile every day, it's just with a click of a button that KRAZOOM charges for that feature between $6 and $10 per month. The idea behind KRAZOOM is to improve the process meaning to save people time.

Peter: Right.

Henning: Save people time, meaning the jobseekers and save people time meaning the employers, so both sides, saving them time just by providing information that is more relevant to them and to reduce the search, the guessing through these keywords.

Peter: From what I understand Henning, you're hiring at SkillPROOF for marketing person, is that correct?

Henning: Yes, I'm looking for a marketing partner in the Northeast. The next step for me is basically to expand and to put this on to a larger footing. Also perhaps to raise money for the system and the idea, the technology behind it because I believe it has a wide application.

Peter: How long has KRAZOOM been in development?

Henning: I developed KRAZOOM over the past 3 years. I have tested this and prototyped this with about 1000 jobseekers here in Connecticut. It has been an ongoing process simply because when you take the keyword search away and replace that with an index, job search changes and it changes actually quite dramatically. The system has evolved through jobseekers who gave me feedback on what they liked and what they didn't like and where it was useful for them. So since 3 weeks, basically the latest version that is out there now, this is very streamlined system.

Peter: Back to this job opening you have, if we have some savvy marketing people in the Northeast that are interested in connecting with you, what's the best way of doing so?

Henning: Either connect to me by email or call me here in Connecticut at 203-275-8155.

The email address is henning.seip AT

Peter: Is there anything I haven't asked you that you would like to share with the audience regarding KRAZOOM?

Henning: What I'd love to get is just more feedback from jobseekers. The more jobseekers try it out and work with it and give me feedback, the more we can actually improve it and streamline it further. So that would be great if that would happen.

Peter: Henning, thank you so much for taking time to speak with us today on TotalPicture Radio.

Henning: Thank you very much, Peter, for having me.

We've been speaking with Henning Seip, president and co-founder of SkillPROOF and KRAZOOM. You'll find this interview in the Career Strategy Channel on TotalPicture Radio. That's along with a complete transcript of our conversation. We'd really appreciate your leaving comments and suggestions on Henning's feature page. Sign up for our free newsletter on the homepage at, follow me on Twitter @peterclayton, join our Facebook group TotalPicture Radio to stay up to date on all of our interviews and you'll find me on LinkedIn as well. I'm always happy to connect with our listeners. Just mention you're a TotalPicture Radio listener in the invitation to connect.

Thanks for listening.


Kevin W. Grossman. Tech Job Hunt Handbook Podcast


Career Management Means You. 'Cause No one is going to do it for you.

Published on January 31 2013
Kevin W. GrossmanKevin W. Grossman

Find a new or better tech job. Stay relevant and employable despite constant new developments. Manage your tech career for long-term success.

"A big disconnect... is the fact that although many companies have made progress in creating high-quality candidate-experience career sites, when it comes to actually applying for the jobs, it's like trying to traverse an M.C. Escher drawing where you end up where you never started from. Yep, read that one again. And then, imagine the painful application experiences you've had over the years." Kevin W. Grossman

Welcome to a Career Strategy channel podcast on TotalPicture Radio. Joining producer/host Peter: Clayton is our good friend, Kevin W. Grossman. Kevin is a top social influencer in leadership, human resources, talent management and recruiting, as well as a prolific "HR business" blogger. You can follow Kevin on Twitter @KevinWGrossman, where he co-hosts a popular weekly Twitter Chat -- #Tchat. Kevin has just published his first career management book titled Tech Job Hunt Handbook. In his day job, Kevin works in marketing and sales for BraveNewTalent, is an advisor for JobEscrow, pioneers and inventors of the new "Employment Escrow" industry.

The recently published Tech Job Hunt Handbook is a career management book-targeted to technology professionals-that reflects today's new economic realities. (However, in reading Tech Job Hunt Handbook, ninety percent of the information is applicable to any career professional.) As we all know, the world of work is constantly changing, and staying professionally relevant while competing for more specialized tech jobs in areas like cloud computing, mobile and social applications, analytics and big data in a highly competitive global economy is critical.


How to Earn the Opportunity to Be Heard


An interview with Terri Sjodin, author of Small Message, Big Impact - The Elevator Speech Effect

Published on December 04 2012
Terri SjodinTerri Sjodin

"If you want me to speak for two minutes, it will take me three weeks to prepare, if you want me to speak for thirty minutes, it will take me a week to prepare. If you want me to speak for an hour, I'm ready right now." Winston Churchill

First, what Terri Sjodin will teach you how to accomplish in her new, updated edition of Small Message, Big Impact - The Elevator Speech Effect is not your father's elevator pitch. This is not Pong, this is Wii, with a story a compelling as Wreck it Ralph.

Terri shows not only how to perfect your personal elevator speech, but also how to take your message and communicate it in a meaningful and persuasive way to help maximize opportunities, grow your personal brand, raise your platform, and take everything to the next level. This isn't just a book about elevator speeches, but about how they can become a bridge to your new future. 

Terri is the principal and founder of Sjodin Communications, a public speaking, sales training, and consulting firm. For more than twenty years she has served as a speaker and consultant for Fortune 500 companies, industry associations, academic conferences, CEOs, and members of Congress.

Reputation: The Whole Truth About Jobsearch For Executives


The Rise of Social Networking and the Demise of the Resume

Published on July 31 2012
Debra Feldman, The JobWhiz
Debra Feldman

"I don't think there is wide awareness that social networking is not just for businesses.  Everyone is personally impacted by social networking today; no one can hide behind a corporate role/persona/ professional job title nor is it sane or safe to risk allowing your public reputation, and often first impression, to be represented by hearsay, random, online search results." Debra Feldman

Why is reputation today so important?

When did  the job market change making reputation a key element of job searching success?

How does this affect individuals seeking a new position?

What should individuals do to be competitive in today's market?

In today's world, your reputation precedes you; before you actually connect with a stranger, you will probably both get a first impression of the other based on Googling names. In the past, you had to provide a description of your background and could control what you wanted to share; you prepared a resume extracting the data that was most relevant to a given opportunity.  Nowadays, you may never have the chance to promote your strengths or discuss your interests one -to-one  if your online persona is damaging or simply incomplete.  For this reason, it is critically important to monitor your online persona and to generate a positive webinality, rather than leave your reputation up to search engine algorithms.

Welcome to a special Career Strategy channel podcast on TotalPicture Radio with producer/host Peter Clayton reporting. We're delighted to have back with us today a frequent contributor and nationally-recognized expert who designs and personally implements swift, strategic, and customized senior level executive job search campaigns Debra Feldman. Debra is the JobWhiz.

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