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Looking For Top Talent? Make it Personal

Future of Work Series From HR Tech World Continues with Angie Verros, vaia talent

 
Angie Verros, vaia talent - TotalPicture interviewAngie Verros

Are you trying to source passive candidates with cookie-cutter, generic solutions? Good luck with that!

Welcome to a Talent Acquisition Channel Podcast I'm your host Peter Clayton. Today I'm excited to be speaking with Angie Verros, a brilliant talent acquisition tactician. Angie has worked on every side of recruiting - from agency, to third party to contract to corporate - she's been there and done that. Armed with a marketing degree, she started her career as a rookie stock broker in New York City, so she knows a thing (or ten) about cold-calling and rejection!

Angie and I have been following each other around the country at various conferences this year, the latest being HR Tech World in San Francisco. Angie is based in Chicago, and very active in a number of organizations, including ATAP, (The Association For Talent Acquisition Professionals), where she is the community manager for ATAP's Facebook page.

Angie is the founder of vaia talent and former talent acquisition leader at high growth organizations in the Chicago metro area. As you'll hear in our conversation, she's a passionate, strategic and innovative talent acquisition leader, with a unique combination of successful recruiting leadership, coupled with talent brand and operations experience.

Angie consults with a number of organizations including Proactive Talent Strategies, (founded by our friend Will Staney), and will be back in San Francisco this September, speaking at HireCONF.

TALKING POINTS

Angie, welcome to TotalPicture.

Obviously you cover a lot of ground. What are you currently working on?

On your recruiting assignments, do you have a specialty? Geography?

What are the hot-button issues regarding your consulting clients?

What kind of issues relating to talent acquisition are you most often involved in? (consulting assignments)

As you know, many of the conferences we've attended this year have focused on AI, machine learning , natural language processing - are you seeing any of these technologies being used by your clients?

If so, how is it impacting TA?

What trends are you seeing? (Relating to TA or sourcing)

I know one area you're passionate about is the candidate experience, after all you're topic at HireCONF isTake a Walk in Their Shoes, The Human Element - how would you assess the candidate experience in 2017?

The black hole is alive and well?

Another event we both attended was the Employer Branding Conference in Chicago. Back to your consulting work. What strategies seem to be most effective in promoting a company's employer brand?

Are there any tools or technologies you're currently using that you consider to be particularly helpful in your recruiting efforts?

You recently participated in a webinar with our friend Kevin Grossman at the Talent Board - the organization behind The Candidate Experience awards - what were some of your take-aways?

COMPLETE TOTALPICTURE TRANSCRIPT - ANGIE VERROS

Welcome to TotalPicture, your podcast resource for innovation, talent acquisition, sourcing, employer branding, leadership, staffing, career strategy and the tools and technologies accelerating business and professional growth. We cover many of the most important recruiting, leadership and HRTA technology conferences and events throughout the year.

Many opportunities are available to sponsor our award-winning content. To receive our media kit and schedule a free consultation, email This email address is being protected from spambots. You need JavaScript enabled to view it .

Welcome to our continuing series of Future of Work podcasts from HR Tech World in San Francisco. I'm your host, Peter Clayton. This Talent Acquisition podcast features Angie Verros. Angie has worked on virtually every side of recruiting, from agency to third-party, to contract, to corporate. She's been there and done that and we've been following each other around the country at various conferences, the latest being the HR Tech World in San Francisco.

Angie is based in Chicago and very active in a number of organizations including ATAP, the Association of Talent Acquisition Professionals, where she is the community manager for Facebook. And she consults with a number of organizations, including Proactive Talent Strategies, founded by our friend Will Staney and will be back in San Francisco this September, speaking at HIREConf.

Angie, thank you so much for taking time to speak with me here on TotalPicture. I'm really delighted to finally get you on the show.

Angie: I am too, Peter. Thank you so much. I know we've been talking about this for quite some time, so it's great to finally do it.

Peter: Absolutely and the last time we were together was out in San Francisco at HR Tech World, which was a phenomenal event, I thought. I'd love to get your impression of that particular conference and then just tell us a little bit about yourself and your background.

Angie: Absolutely. I think HR Tech World was great, especially for being in San Francisco for the first time, coming from Europe. I have not attended any of their European events, but am definitely going to be at the one in Amsterdam, and I'm really looking forward to that.

I thought it was a great event. I thought there were great people, great content. It was a great exhibit, a great location. I'm very excited that I was a part of that, excited that I was also included in Unleashed, their pre-conference event and the Startup Hub where I was able to go and talk a little bit about my company.

But yes, it was great hanging out with you Peter and I'm looking forward to the next one in Amsterdam.

Peter: Absolutely. So tell us about your company.

Angie: Yes. It's kind of funny, so 6 or maybe 7 years ago, I had a vision of creating a recruiting company. I don't think - I think I had this fear of, will I be able to get some business? It was very comfortable in corporate America, working as head of talent at a number of different organizations.

I just did it. I thought, now is the time. There's some great things going on within the recruiting world. So when I was asked to attend the Startup Hub in San Francisco, I thought, let me get my act together and get it started the right way.

So my company is called Vaia Talent and it's funny, because people are like, what is Vaia? Vaia stands for the initials of myself and my husband. We were talking about it a couple of years ago and we thought, let's come up with a name.

So the purpose of the company, obviously we are all familiar with struggles that companies have in order to source great talent for their organizations. So there's the anxiety you have when you just can't fill your acquisitions fast enough in order to keep up with your business needs.

I like to call it, we fill jobs when you're in a crunch. What Vaia does is we help companies achieve faster and smarter hires. We offer flexible and quickly enabled sourcing teams that can go into companies, be an extension of a company's teams and help them fill their positions.

So it's great. It's something that I've been doing on and off for the past couple of years, but thought that this is going to be the year for it to really take off.

Peter: I think one of the interesting things about your background is you've basically recruited on every different way you can recruit, in-house, third party, contract, and now your own company, right?

Angie: Yes. I have done it all. So the short version of my history is I actually got a degree in marketing. I became a stock broker right out of college because I wanted to see New York City and they offered a training program. Morgan Stanley had offered a training program to go to New York City. I had no idea what it was to get licensed and become an investment adviser and all that fun stuff.

So I did that for a number of years, but I really love technology and marketing and moved into a tech and marketing role where I can go and help advisers gain new business. I did that for a little while and then September 11 hit, and I was stuck in the financial services district without a job. So naturally, I went and started talking to recruiters.

One recruiter was just very honest with me and she said, you're never going to get a job in financial services, not now. The market's terrible, so why don't you just become a recruiter? So I thought, okay I guess I can do that. I know how to cold call. I know some folks in the financial industry. Let me do that.

So I was handed a Yellow Pages and some people who are listening probably don't know what Yellow Pages are, so I'm dating myself. I was handed a Yellow Pages, a phone and a computer and was told to recruit. I think I cried for 6 months. It was the most horrible experience of my life. I was making $300 a week on commission, waiting for a commission check to come. It was brutal.

But I think that having the experience from before, the rejection from the cold calling, Morgan Stanley going over to this environment was very helpful because I didn't stop.

So things started to get a little bit better. I didn't focus on going out to try to get clients. I focused on the sourcing piece, which was what I really liked. There were job orders. The firm I was working with had been around for about 50 years, so they have the orders and all I had to do was go find people. I thought, wow this is fun. This is great. I can go and find people, and I did.

I eventually went into corporate. I wanted to get out of the agency side, so I went into corporate. I worked for some corporate companies. I worked for some startups in Chicago, helped them grow their teams, RPO business, agency consulting. It's funny because I think that there are some people who think that when you're in recruiting, you must have a specialty in order to recruit for that particular industry. And I can agree to some extent, but I think that when you're a recruiter, when you're a hunter, when you're a sourcer, you can pretty much recruit for any industry.

I'd like to say that I fell in that category where I've looked for any purple squirrel you can possibly imagine in every type of industry. So I loved the fact that I have a very diverse background.

Wow, that was a lot.

Peter: Yeah and you know what, I think your marketing background has really served you very, very well because let's face it, recruiting is marketing.

Angie: Yes, yes. I agree, 100%. I mean you're marketing yourself every day regardless of what you're doing.

Peter: Right, right. So obviously, we've covered a lot of ground here, but what are you currently working on Angie?

Angie: So I'm working on a few different things. I am working with a very fast-growing startup in Chicago called Uptake Technologies. I'm working on that through Proactive Talent Strategies. It's a great firm, fast-growing. We have partnered with them in helping them fill their marketing and communication roles and we've done an amazing job helping them fill the roles. I don't know the exact number that we're at right now. We're in month 2 and we probably have about 10 to 12 hires so far. So that's going really well.

And then I have, one of my really exciting projects that I'm working on is for a software development company out in Greece. My background is my family is born and raised in Greece and I've always wanted to tap into that market. A few years ago, I met the founder of a software development firm. They were looking to grow and they only had about 20 people on their team and they had asked for some recruitment help from me. And fast forward about a year and a half later, they have about 225 folks in their organization. They're looking to expand and continue growing. So I help them with some sourcing efforts. I also help them with their employer brand, and that's been going very well.

Then I have a few other clients in the Chicago, and actually nationwide, that I'm helping on some of their sourcing efforts, to help them fill their jobs right now. So I've got a lot going on.

Peter: You sure do. Speaking about employer brand, that was another conference that actually was in Chicago a few months ago where we got to gather, which was another, I thought, really fantastic event which was the Employer Branding Conference.

Angie: Yeah. That was a lot of fun. That, the Employer Branding Conference, and Startup Chicago both happened at the same weekend, so it was really nice to get to meet a lot of people that came in, some old friends that I had known from before and then met a number of new people. I thought we really had a good time during that event, Peter.

Peter: So what are some of the hot button issues regarding your consulting clients that you're helping them solve at this point? How has recruiting changed the dynamics in 2017?

Angie: Sure. I think some issues that companies are having right now is that they haven't had dedicated resources when it comes to recruiting. So for me, when I jump in to help them with some of their roles that they're looking to fill, they're like, oh my gosh where were you? We've never gotten so many candidates before. I think that that has been something that I've seen throughout all of my clients.

Recruiting, I should say recruiters are in high-demand these days. So finding good talent to help build your recruiting teams within your organization has been a challenge. I think that generally, when you have a dedicated resource helping you with your roles, you're obviously going to have more success than not having any dedicated resources. That's what I've seen most recently, with some of my clients as far as some of the issues that they're having within.

I think just naturally, the supply versus demand, there's a demand for so many needs and there's not just enough people out there or we just can't act quick enough to get the people in front of them in order for them to go through the interview process.

So I think a number of different things, but going in and consulting with the business and taking a deeper look into how they're currently working and maybe what steps need to be taken in order to make a more effective and efficient recruiting process is definitely something that we work with our clients as well.

Peter: To continue this future of work theme that we've been focusing on in this show, as you know, a lot of the conferences this year have talked about AI and machine learning, and natural language processing and all of this new technology that's coming online. So from your perspective as someone who is out there in the trenches recruiting every day, are any of these technologies actually in place at this point in helping you in your recruiting process?

Angie: I would say yes and no, and I know many people may feel the same way. I think tools and technology, I think that they're great and they must be used. But I also feel that some people forget that there is that human aspect that we cannot forget.

I use a lot of the technologies in order to help automate. So when it comes to scheduling, when it comes to - I think scheduling is probably the one that's the most that I use. But as far as, I'm old school Peter, messaging candidates, I personalize every single message. I'm fortunate that I don't have a lot of crazy high volume roles because I think that that would be very difficult. But when I'm looking to fill a number of jobs for clients and I'm just "spamming" them, that doesn't really get you anywhere.

So I actually take the time and personalize every message to every single candidate. There are a number of great tools. I'm a big fan of - my scheduling tool that I use is YouCanBookMe. I think that that's a really great tool. Instead of going back and forth with candidates or with clients, you can send a link and they can schedule directly on your calendar. I'm a big fan of Clinch when it comes to automated recruitment marketing messaging.

So there are a number of different tools that I do use when I'm out helping out clients. But again, I think at the end of the day, tools and technology will only get you to a certain point and you have to incorporate that human piece into it each and every day.

Peter: I know that one area that you're very passionate about and I am as well is the candidate experience. And after all, your topic at HIREConf in San Francisco this fall is Take a Walk in Their Shoes: The Human Element. So how would you assess the candidate experience in 2017? Are we still looking at the black hole? Has it gotten any better?

Angie: That's so funny, I don't know. I mean I think there has been so much talk and buzz around the words "candidate experience" that people are paying more and more attention to it. But I think candidate experience is also a clich├ęd word. Candidate experience should just be the experience. It should come naturally within your interview and recruiting process. It shouldn't be something that you have to go crazy out of your way to do that.

Think about it. When I talk about candidate experience, I'm talking about treating the candidate like a customer, treating the candidate like a human being, making sure that they're aware of what the entire process entails from start to finish; being transparent, being human, keeping it real, keeping it entertaining. I think that these things should just fall naturally within recruiting.

Think about when you're going to go out and buy a pair of shoes, and I use that because back in my high school days I used to work at Nordstrom and I was in the shoe department. And I'll tell you, we gave the best customer experience ever. It was amazing. I just mentioned this on another interview the other day, going into the store from the employee lounge, there was a sign that said "Number 1, your customer is always right. Number 2, if the customer is wrong, go back to rule number 1."

And I still feel that it's the same way when it comes to candidates. I mean the impact that the candidate can experience, that we'll have if it's a consumer-based business, whatever the case may be, will make an impact. You don't want to be losing customers.

So I am, if you haven't noticed from my voice, but I am passionate on candidate experience. I think that it's something that needs to be incorporated into every recruitment process. And it's simple, just treating the candidate the way that you would want to be treated. That's it.

Peter: Right. And of course you get a lot of pushback especially with recruiters with high volume reqs on their desk, that they get 300 people applying for one job and there's just no way that they can personally connect with each one of those job applicants.

Angie: Yes. And that's something I struggle with also because you put out a platform like Clinch and you get a number of different people applying to your jobs. I think the most that you can do if you cannot get to every single candidate is at least put out a real, I mean it's going to be automated right, automated response. In that, say something like, thank you so much for your application. We are getting hundreds of resumes or whatever, you come up with whatever you want to write, and let's be realistic. If you don't hear back from us within a period of 7 to 10 days, please follow back up with us.

You just put together a human message and let them know. It's kind of an oxymoron, put together a human message, but it's going to be automated. But at least you're managing your expectations that hey, you're going to get a response ASAP or you're going to get a response in 2 weeks.

I think acknowledgement is key, so acknowledging that you are receiving their resume or application as opposed to what you just mentioned, the black hole. I submitted my resume and is it going somewhere where nobody is ever going to take a look at it? At least sending an acknowledgement note out there shows that it was received. I think that that's very important.

Peter: I agree with you. And you know Angie, virtually every ATS out there has an ability to implement an auto response to resume submission, and it's amazing the number of companies who don't take advantage of that.

Angie: Absolutely, yeah. I couldn't agree more.

Peter: Yeah. So back to the Employer Branding Conference in Chicago, what strategy seemed to be most effective in promoting a company's employer brand? You had mentioned that you're doing that for this company in Greece. So what kind of techniques and strategies do you find most effective?

Angie: Yeah. So I can't say that I'm an employer branding expert, but I can say that just getting the positive word out there about the company and generating some interesting content I think is very important. When I started working with Agile Actors, the company in Greece, they had no brand. They had no presence, although they were working with some huge companies in London and a couple of different European markets. But they didn't have exposure out in Greece.

Now Greece is a different market. But what I can say that I did with them is just simple things like tweeting out some content about what they're working on, or sharing a Facebook message about some of their development tools that they're using, taking some pictures and sharing that on Facebook, on Twitter or LinkedIn about here's what it's like to work at Agile. I think that that was something that helped a lot.

And to this day, when I get responses from candidates, they do come back and say, I've heard some really great things about your company. You're definitely spreading the word out there. I think it's just again, getting some interesting content out there, being real about it.

I mean my biggest pet peeve is when people just post jobs. I don't think that that's very effective. Yes, in between some interesting content you can post that you are looking for folks. But I think getting the interesting is out there.

And then also, you're going to showcase the good but there's going to be information out there. You've got Glassdoor these days where you've got the good, the bad and the ugly. People do take a look at that. Take accountability for some of the bad that's out there, but showcase obviously the things that currently work at your organization.

I think some of those strategies have been pretty effective and they're pretty basic, zero budget to share a post. I think that helps a lot.

And then getting your employees to believe in it and asking them to share with their networks as well is pretty effective.

Peter: Speaking about Glassdoor, you remember Gary V. out in San Francisco at HR Tech World and what he said about Glassdoor is when he fires someone, he encourages them to post a negative review of his company on Glassdoor. This guy is so out there and so attuned to his brand and how to really develop it. I've never heard that one before. Have you?

Angie: Yeah, but it was interesting that he said that. I mean let's face it, Gary V. is successful because he's doing something right.

Peter: And he's authentic.

Angie: Exactly.

Peter: What you see is what you get. There is no BS with this guy, at all.

Angie: Exactly. I mean I listen. I sat right in the front row, right next to you and I listened to him speak and took a lot away from him. And people can look at it in two different ways.

When I look at Glassdoor and I see a company that has 5 stars and the best ratings, and nothing negative, it doesn't seem legit to me. It seems as if the team inside is asking people to write all that great content. That's just my thought. I think that when you look at a Glassdoor profile and you see the good and the bad, I think it's real because you see some good and you see some bad.

On the one hand, you can think that Glassdoor is real estate for companies that companies don't approve of. And on the other hand, it's a place where people do go to Glassdoor to find out that information. But I also do believe in what Gary V. said about if you want to know the real stuff about a company, you're going to go and you're going to ask somebody who works there. And these days, we're all very well networked and we're going to find an employee that works there and we're going to hear the real deal.

So I get it from both sides. But people will reference Glassdoor and people will also go and check in with their networks to see what additional information they can find out. And then I also look at the responses. If there's a series of really bad reviews on Glassdoor, we'll take a look and see. Did the team internally take some time to post and reply to those comments so that we can see the other side of the story?

Because naturally, bad news travels faster than good news, just like you're going to have a bad experience at a restaurant and you're going to go and you're going to write a bad review. And you get fired from your company, you're going to go to Glassdoor because you're angry and frustrated and you're going to put up a bad review.

Your entire time at your company might have been amazing, but you had a bad exit so you're going to write about that. So I think it kind of goes both ways, but very interesting what Gary V. had said.

Peter: I've always thought a lot of this with Glassdoor is very bifurcated, meaning either it's people writing glowing reviews or people who hate the company, and very little in the middle ground, people who work there and go to work every day. It's a nice company. I like working here, but it's nothing remarkable.

Angie: Yeah.

Peter: It's not Google with 20 restaurants and free food.

Angie: Yeah. I think what I did at one company, I worked for a software development firm here in Chicago, Clarity Consulting; a great firm. They actually just got acquired by Proficient. But I was there for less than a year. It was an amazing experience. They didn't really have a Glassdoor presence. They didn't have best companies to work for, and part of the responsibilities that I had was to get the name out.

One thing that I did with Glassdoor, I personalized it with all of the employees. I asked to take them to lunch or grab a cup of coffee and talk to them about, what is it like to work here? Tell me a little bit about your experiences. I didn't send out like a blanket email saying, hey it's that time. Please go in and put in your Glassdoor reviews, because then you're kind of forcing your employees to do that.

I personally sat down, if I wasn't able to sit down with each and every one of them, it was a quick chat, like a Gchat saying hey, if you have a minute can you write a few things about what it's like to work here. Make sure you mention the good, the bad and the ugly. Don't just go in and put a stellar review.

And then within a period of months, we had some employees going in there and putting some pretty good content. Overall, I'd have to say the content was generally pretty good because it was a great company. But I did encourage them to put the bad as well because people want to know both sides.

Peter: Right. And of course, as you know Angie, there's a lot of controversy around Glassdoor, with companies who oftentimes I hear the comment, they're blackmailers because unless you buy a premium account with them, you really don't have much opportunity to go in and respond to negative reviews about your company right?

Angie: Yeah. That's what I had mentioned earlier. It's real estate owned by someone else, posting about your company and then you really don't have much to contribute to. But that kind of goes back to Gary V's comment. If you really want to find out more about the company, you're going to find a way. You're going to go and find a backdoor way to find out additional information as opposed to just Glassdoor. I don't think people rely solely on Glassdoor but it is a place that people do go to.

Peter: I know this fall is going to be very busy for you. You've already mentioned that you're going to be in Amsterdam at HR Tech World and you're going to be speaking at HIREConf in San Francisco. What other events are you planning on attending and speaking at?

Angie: Yeah, that's great. So I am going to be speaking at LinkedIn's Talent Connect also in Nashville and that is in October. There is a Glassdoor event I won't be speaking at, but it will be in Chicago. I'll be attending that since we were speaking about the Glassdoor just previously. And HRTX is also going to be in Chicago again, in either October or November and that's something that Recruiting Daily puts out. I'm working on getting the details down for that. I'll be speaking at that.

Those are the events. Right now, I will be in Greece in August and I'll be meeting with my clients over there, and we're talking about putting together potentially a recruiting workshop out to that market, so it's something that's in the works right now that could potentially happen around the Amsterdam time, either before or after.

So I have a few things going on right now.

Peter: Yeah, I would say so.

Angie: Yeah, and Sourcecon. I forgot to mention Sourcecon. I won't be speaking at Sourcecon. I will be at Sourcecon at the end of September. I'll be speaking at the spring session of Sourcecon in 2018.

Peter: And their fall event will be awesome because it's the 10th anniversary and it's in Austin. So that should be a lot of fun, right?

Angie: Yes. Absolutely. Will you be there?

Peter: Yeah.

Angie: Good, awesome.

Peter: Yeah, I am shooting for them at that event. So I will be there. So I just want to return to the candidate experience one more time because I know you recently participated in a webinar with our friend Kevin Grossman at the Talent Board, which is the organization behind The Candidate Experience Awards. So what were some of your takeaways from that webinar and what were people asking you to give them some advice and clarityon?

Angie: Yeah, that was a great webinar. So Kevin and I partnered up with The Muse and Lever to talk about candidate experience. I think at the end of the day, the biggest discussion, takeaway point was the business impact that candidate experience can have on your organization. Kevin shared a bunch of numbers and stats that were pretty amazing and for those who participated, they saw that and for those who didn't but registered will get all of the slide deck information with all of those powerful numbers.

But the key takeaway is again, from my perspective were the personalization, authenticity. I know some of these words are overused, but that's the truth behind it. And then the business impact, one example that we shared about the business impact was the Virgin Media example, where just by turning around their entire candidate experience, they made a massive revenue stream. There was an employee who had a bad experience and then customers started falling off. So I think that that was very important.

I think again, candidate experience should just come naturally within your process. So it was great to get on the webinar with Kevin and the rest of the folks. I thought it was a great webinar.

Peter: Angie, thank you so much for taking time to speak with me today on TotalPicture. I really look forward to seeing you this fall at a bunch of these upcoming events. Before we sign off, how can our listeners connect with you?

Angie: Absolutely, Peter, it was a pleasure. You can find me on Twitter. My Twitter handle is @angieverros. I love to tweet and I love to share GIFs.

Peter: There was a big debate at E Brand Con on whether it was [pronouncing GIF].

Angie: What is it? Is it [pronouncing GIF]?

Peter: It's GIF.

Angie: It is GIF, okay. So GIF, so is it Giphy?

Peter: According to the inventor, it's GIF, so I go by the inventor.

Angie: Okay, so GIF and Giphy I guess if that's the way that they are pronounced. And then I'm Angie Verros on LinkedIn. I am on Facebook and on Facebook I have a long last name. I took my husband's name, so on Facebook I'm Angie Verros Angelopolous. But you can find me on any one of those social channels. Yeah, I look forward to connecting.

Peter: Again Angie, thanks so much for speaking with me here on TotalPicture.

Angie: It was a pleasure. Thank you for having me, Peter.

Peter: That's our show. Your comments are welcome in Angie's show page in the Talent Acquisition Channel of TotalPicture.com.

While there, please sign up for our free newsletter. You can subscribe to our show on Apple Music, Google Play or Soundcloud and join the conversation on our TotalPicture Radio Facebook group. You'll find me on Twitter @peterclayton, @totalpicture and @jobsinpods.

TotalPicture is your podcast resource for talent acquisition, sourcing, employer branding, leadership, staffing, LND, career strategies, innovation and the tools and technologies accelerating business and professional growth. Opportunities to sponsor our podcast are available. To receive our media kit and schedule a free consultation, email This email address is being protected from spambots. You need JavaScript enabled to view it .

This is Peter Clayton. Thanks for tuning in.

{/slide="Interview Transcript"}
Peter Clayton

About Peter Clayton

Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.

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