LaunchSummit – Conversations on Career Potential   How to Work with a  Recruiting/Search Firm                   January 14...
My Background   Co-founder and Principal of RecruitaStar,         Assisted thousands of people with their    LLC (www.re...
Purpose: What will you Learn/Gain?   Overview/Goals of Session:    ◦ Benefits of working with a search consultant.    ◦ P...
Benefits of Working With a Recruiting/Search FirmRecruiting/search consultations can be a valuable professional service fo...
Facts About Recruiters and Their Daily Job ResponsibilitiesFacts you should know about recruiters and their daily jobrespo...
Search Firms Predict the High Growth Industries – Top Industries Growth Predictions Based on Search Firm Activity         ...
Manpower Employment Outlook Survey for Industry Net Employment Changes          Of the more than 28,000 employers surveyed...
Top Reasons Companies Choose to Retain an Executive Search Firm          Source: 2009 AESC Executive Recruiting and Talent...
Companies Choose to Retain an Executive Search Firm for a Shortage of Talent            Source: 2009 AESC Executive Recrui...
Understand the Type of Recruiter You Are Working WithRetained Executive Search:Search project is exclusively contracted an...
Recruitment Firm Models – Contingeny/Non-ExclusiveFirms working on a contingency basis will only earn a fee if the firm i...
Recruitment Firm Models – Contingeny/Non-ExclusiveContingency recruitment is typically applied in thefollowing situations:...
Recruitment Firm Models– Retained/ExclusiveRetained Search means that the search firm has structured a contract signed by...
Recruitment Firm Models– Retained/ExclusiveRetained executive search consulting is appropriate when the salary level of th...
Difference in Approach/ProcessKey differences between retained and contingency recruiting in the way the process iscarried...
Questions to Qualify a Recruiter•Who are your client companies?•What level/type of professional(s) do you recruit?•Special...
Guidelines a Professional and Responsible Recruiter Should FollowSafeguarding of Information - a recruiter should always a...
Strategies To Use to Get a Recruiter’s Attention                       Treat Recruiter as an “EMPLOYER”This means you shou...
Strategies To Use to Get a Recruiter’s Attention                                        Be HonestThere are consequences to...
Strategies To Use to Get a Recruiter’s Attention                              Have Specific Job TargetMany recruiters spec...
Strategies To Use to Get a Recruiter’s Attention                       Develop a Comprehensive Resume Recruiters need to k...
Does My Online Brand Really Matter to Recruiters?•MyBusinessMVP.com states:“77% of executive recruiters use searchengines ...
Strategies To Use to Get a Recruiter’s Attention When Responding To a Job Posting When a Recruiter is Listed, Use a       ...
Strategies To Use to Get a Recruiter’s Attention                        Think Twice About Email Blasts  Technology can be ...
Choosing a Recruiting FirmIt is important that you select the recruitment firms that best matches your needs.Some general ...
Choosing a Recruiting FirmKorn/Ferry International released an iPhone application called Korn/FerryConnect which gives use...
Recommended Books    and Resources   Directory of Executive and Professional Recruiters 2009-2010 – is the    premier jun...
Closing    Closing Thoughts (Toby Nathan)    Questions                                   Contact Toby                   ...
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How to work with a recruiting search firm january 14th 2010 for launch summit

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  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • RecruitaStar, LLC, 200 S. Wacker D., Suite 3100, Chicago, IL 60606
  • How to work with a recruiting search firm january 14th 2010 for launch summit

    1. 1. LaunchSummit – Conversations on Career Potential How to Work with a Recruiting/Search Firm January 14, 2010 Presented by Toby Nathan,Principal at RecruitaStar, LLC, toby@recruitastar.com RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    2. 2. My Background Co-founder and Principal of RecruitaStar,  Assisted thousands of people with their LLC (www.recruitastar.com), a Chicago career search, developed/enhanced based business partner and a recruitment resumes and helped define their personal support provider that takes on a company’s brand, taught interviewing best practices, upfront part of the hiring process. and helped develop a customized job search strategy. Fourteen (14) years retained executive search experience.  Worked with individuals from a variety of industries and functional areas, including, Fourteen (14) years experience in the but not limited to human resources, health care industry where I served as a accounting & finance, operations, sales and senior human resources manager with a marketing, technology and management special emphasis on recruitment, consulting. compensation and benefits.  BS in Psychology and Business I have extensive experience consulting and Administration from the University of Illinois partnering with organizations and hiring at Champaign-Urbana; MS in Industrial executives to assist them with their Relations from Loyola University. AIRS recruitment needs using best practices and Certified Internet and Social Sourcing proven sourcing techniques. Recruiter. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    3. 3. Purpose: What will you Learn/Gain? Overview/Goals of Session: ◦ Benefits of working with a search consultant. ◦ Provide you with recommended strategies to use to get a recruiter’s attention. ◦ Provide guidelines that a professional and responsible recruiter will always follow. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    4. 4. Benefits of Working With a Recruiting/Search FirmRecruiting/search consultations can be a valuable professional service forcandidates to understand themselves and benefit from in the following ways: Free to job seekers and minimal time investment on your part. Access to a wide variety of job opportunities/and the hidden job market. Know what their client is looking for. Recruiters can provide a wealth of information on resumes, cover letters, interview techniques, for example. They can sell you before the interview. Recruiter’s prep you for the interviews and tell you what to expect. Provide feedback. Help you land a position faster, with better compensation, and with an organization you otherwise might not have been able to get into. Confidentiality in your job search. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    5. 5. Facts About Recruiters and Their Daily Job ResponsibilitiesFacts you should know about recruiters and their daily jobresponsibilities:•They spend about 4-5 hours a day on the phone.•They make contact with hundreds of people every week.•They can receive up to 400+ emails daily.•They rely on their network for current industry information and market trends.•They are compensated for finding the right candidate for their client (companies).•In today’s business environment, recruiters will “Google” you to view your online presence. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    6. 6. Search Firms Predict the High Growth Industries – Top Industries Growth Predictions Based on Search Firm Activity 2008 2007 2009 2008 2009 • Healthcare • Healthcare • Healthcare • Green • High Technology • Business Technology • Business Services Services • Pharmaceutical/ • Pharmaceutical/ Medical/Biotech • Pharmaceutical/ Medical/Biotech • Business • Medical/Biotech • High Technology Services • Financial • Energy/Utilities • Energy/Utilities Services/Banking RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    7. 7. Manpower Employment Outlook Survey for Industry Net Employment Changes Of the more than 28,000 employers surveyed, a significant 73% expect no change in their January through March 2010 hiring plans, the highest in the survey’s history. Twelve percent anticipate an increase in staff levels and 12% expect a decrease in payrolls, resulting in a Net Employment Outlook of 0%. After seasonal adjustment, the Net Employment Outlook becomes +6%. The final 3% of employers indicated they were undecided about their hiring intentions. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    8. 8. Top Reasons Companies Choose to Retain an Executive Search Firm Source: 2009 AESC Executive Recruiting and Talent Management Report Source: 2009 AESC Executive Recruiting and Talent Management Report RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    9. 9. Companies Choose to Retain an Executive Search Firm for a Shortage of Talent Source: 2009 AESC Executive Recruiting and Talent Management Report RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    10. 10. Understand the Type of Recruiter You Are Working WithRetained Executive Search:Search project is exclusively contracted and paid forwhether a placement or not has been made.Contingent:Payment is made to the recruiter when a successfulplacement has been made. There is typically noexclusivity contract – so multiple recruiters can workon the same position.Contract/In-house:Paid by the hour not by placement. Individual typicallyworks with the Human Resources Department. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    11. 11. Recruitment Firm Models – Contingeny/Non-ExclusiveFirms working on a contingency basis will only earn a fee if the firm is responsible for identifying and presenting the hired candidate to the client.A contingent search may be structured contractually with the client. Typically, the fee is 100% "back end" loaded based upon a percentage of the hired candidates first year cash compensation. Without being paid in advance, a contingency recruiter has no assurance of being paid at all.Typically, the client is free to work with other search firms or source candidates on their own.Most often a CR cannot afford to invest a great deal of time working on any particular engagement, because a successful outcome may depend on factors beyond the recruiter’s control. CR’s typically work with a large number of job openings using a database of known candidates. They look for matches and send those resumes as soon as possible.CS to be less oriented toward candidate assessment and "fit" and more about getting the potential candidates job resume in front of the client so that the client can make his/her own assessment.CS is geared to identifying qualified candidates, however, not necessarily the most qualifiedcandidates that could be found if significant research and in-person interviewing were to be applied to the hiring company’s particular need. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    12. 12. Recruitment Firm Models – Contingeny/Non-ExclusiveContingency recruitment is typically applied in thefollowing situations:•When the salary level of the position is less than $100k.•When many people are likely to be qualified for the position.•When multiple vacancies with the same job description are being filled.•When the hiring organization wants to take more responsibility for screening, interviewing and negotiating with candidates. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    13. 13. Recruitment Firm Models– Retained/ExclusiveRetained Search means that the search firm has structured a contract signed by the client defining what will be provided in the way of outcomes and responsibilities for both the search firm and the client.The contract calls for exclusivity for the search firm much the same way a company might expect to experience when retaining an external law firm to handle a particular legal matter.In RS, unless for some reason the project does not stay on the agreed-upon schedule or other defined process steps are missed, or unless the client does not get appropriate candidates, then the full agreed-upon fee is paid by the client. However, these fees are paid in “installments” to match the progress made by the search firm. In that regard, fees are paid only after certain milestones are reached. The final fee can often be paid once the selected candidate (by the client’s standards) is met and hired.The Association of Executive Search Consultants (AESC) is the professional association representing retained executive search consulting firms worldwide. Many retained search firms are members and are bound by a Code of Ethics and Professional Practice Guidelines. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    14. 14. Recruitment Firm Models– Retained/ExclusiveRetained executive search consulting is appropriate when the salary level of the position isabove $100,000 and when it is critical to hire the most qualified person available. The clientwill also want: A recruiter who will make a dedicated effort on its behalf to filling the position, and who will take into account nuances of the hiring organization’s culture and other critical issues related to the job vacancy. This includes thoroughly screening candidates through in person interviews before finalists are presented.Evaluation of internal candidates against an external shortlist. A go-between to help persuade an executive to leave a desirable position for a better opportunity, and to help negotiate the terms of the move. A high degree of confidentiality in the recruitment process. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    15. 15. Difference in Approach/ProcessKey differences between retained and contingency recruiting in the way the process iscarried out:RR’s are expected to evaluate all candidates being considered. As a result, the RR’s will never present a candidate to more than one client at a time. A contingency recruiter usually is in a race against time/other sources to present a winning candidate, and often presents attractive candidates to as many clients as possible.CR’s tend to be more specialized by industry and function. RR also specialize but, because they are driven by original research for each engagement, are willing and able to apply that process across industries and functions, especially when they recruit from outside the client’s industry.Fees for the two kinds of service are similar-typically for RR, 30-35% of guaranteed first-year compensation for the hired candidate. RR’s make an estimate of the fee and bill for a portion of the fee to initiate the engagement, with several subsequent invoices leading to a final bill that makes an adjustment based on the actual compensation package awarded to the hired candidate. CR’s on the other hand, receive one lump sum on hiring and is typically up to 25% of the compensation. In addition to the fee, retained consultants ask clients to reimburse them for out-of-pocket expenses—mainly travel expenses for candidate interviews. This often adds 10% to 15% to the fee. CR’s typically don’t incur these expenses.RR’s are not motivated to sell candidates in the same way; they are being paid for the process of selecting the best candidate, so can be more objective about whether a particular individual is the right choice. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    16. 16. Questions to Qualify a Recruiter•Who are your client companies?•What level/type of professional(s) do you recruit?•Specialization?•What geographical location?•Length of time in the recruitment field?•Average placement fee?•How many placements last year - 2009?•What percentage (%) do you charge clients? RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    17. 17. Guidelines a Professional and Responsible Recruiter Should FollowSafeguarding of Information - a recruiter should always ask for your approval prior tosubmitting your resume to a prospective employer (R=Y, C=N).Effective Communication - finding a good match between the client and companymeans the recruiter must be both a good listener as well as providing you with timelyverbal status reports.Operate Efficiently – most professionals/executives are generally busy individuals withlittle free time. An executive recruiter should always respect your valuable time andoperate as efficiently as possible.Seek Permission First - once again, the recruiter will always seek your permission priorto contacting any of your job references or reaching out to a company on your behalf.(R=Y, C=N)Disclosure of Information - prior to accepting an offer, the successful candidate shouldunderstand the entire compensation package, relocation requirements, as well as the jobrequirements.Two-Way Trust – First and foremost, there needs to be a trusting relationship betweenclient and recruiter. For example, withholding critical information, such as your currentsalary, leaves the recruiter with too much guesswork to work effectively. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    18. 18. Strategies To Use to Get a Recruiter’s Attention Treat Recruiter as an “EMPLOYER”This means you should understand that recruiters work for their clients. So treat the first interaction with a recruitment agent as your first round interview. Impress = prospective employer introduction and getting marked as a “good” candidate and called more often for future opportunities. Build Long Term Relationships Look at this interaction in a long term perspective. Build rapport with your recruiter, provide answers to all questions they are asking. Also ask as many questions you have about the prospective position. Give them all theinformation on the type of job that you want. Keep interacting with the recruiter on a regular interval. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    19. 19. Strategies To Use to Get a Recruiter’s Attention Be HonestThere are consequences to lying, omissions and misrepresentations made to a recruiter. First of all, a majority of recruiters use Google, LinkedIn, ZoomInfoand other business and social networking sites to learn more about candidates. Consequently, being dishonest and hiding critical facts are the fastest ways to ruin a relationship with a recruiter. Do Not Hide Any Career Related IssuesDo not hide any career related issue. Remember although they work for clients - it is their interest also to get you placed. So never hide any facts from the recruiter will help them in proposing you for just the right position. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    20. 20. Strategies To Use to Get a Recruiter’s Attention Have Specific Job TargetMany recruiters specialize by industry and/or function. A recruiter may only workwith healthcare professionals while another may specialize in placing executives in all industries. If you are unclear about your job target or you are open to any opportunity that comes up, a recruiter is probably not your best option. Have a Well-Crafted MessageWhether your first contact with a recruiter is by email or by telephone, you mustbe able to quickly articulate your core competencies and qualifications, describe the value you bring to the table and provide evidence of your career achievements. Prepare and practice your 30-second elevator pitch. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    21. 21. Strategies To Use to Get a Recruiter’s Attention Develop a Comprehensive Resume Recruiters need to know the details. Your resume should have the dates/yearsidentified for every position within the last 10-15 years and the graduation yearsin the education section despite your age. Top tier degrees can be listed on the first page of the resume and use a bulleted format to highlight your quantifiable accomplishments. Branding Yourself Online With the advent of professional/social networking sites (LinkedIn, Facebook, Twitter, Spoke, Jigsaw, and Ziggs for example), the sourcing stage of the recruiting process has become much easier. The executive search firm’s support staff uses many sites/searches which provides faster identification of talent in the Web 2.0 space. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    22. 22. Does My Online Brand Really Matter to Recruiters?•MyBusinessMVP.com states:“77% of executive recruiters use searchengines to research applicants”.•Trackur.com states:“59% of hiring managers are influenced byyour online reputation”.•Careerbuilder.com 2009 Survey states:“the number of employers using socialnetworking sites to screen candidates hasmore than doubled in the last year. Out ofmore than 2,600 hiring managers, 45%reported using social networking sites toresearch job candidates’ backgrounds forinformation that verified – or supplemented –the information on their resumes”. “One-in-Five Employers Use Social Networking Sitesto Research Job Candidates”. Source: “Social Media Recruiting Starfish” is from Jobs in Pods. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    23. 23. Strategies To Use to Get a Recruiter’s Attention When Responding To a Job Posting When a Recruiter is Listed, Use a Table in the Cover Letter and Key Words Inserting a table with two columns in a cover letter and using key words will allow the recruiter to quickly scan the document and decide whether you arematch. Use one column to list the jobs required experience and qualifications and list your corresponding qualifications in a second column. With over 500candidates competing for the recruiters eyes, dont leave anything to chances. Develop a Compelling Subject Line A compelling subject line message will increase your chances of getting therecruiter to open your e-mail right away. Use something to make an immediateconnection - if you were referred by someone or met the recruiter recently at a networking event, put that in the subject line. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    24. 24. Strategies To Use to Get a Recruiter’s Attention Think Twice About Email Blasts Technology can be both your friend and enemy in your job search. The highvolume of email received by recruiters has prompted high levels of email filteringand bulk mail settings. While you may have the opportunity to send your resume and cover letter to 250 recruiters, there is no guarantee that it will be seen. Inaddition, there are some recruiters may choose to ignore resumes sent through bulk mail as they view the candidates as being unfocused. Offer SomethingA relationship with a recruiter is like any other relationship and there needs to be equal give and take. If you have qualified contacts, industry insights or currentmarket news that the recruiter can use, be the first one to offer a helping hand. You will reap the benefits in the long run. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    25. 25. Choosing a Recruiting FirmIt is important that you select the recruitment firms that best matches your needs.Some general guidelines:Ask a FriendDo Your Own Research Look in the trade press for firms advertising or commenting on industry issues, or look online - on, say, Google - for the areas you wish to work in. It’s generally best to use an agency that has the capability to find both temporary and permanent jobs, as it gives you greater flexibility in your job search. Some agencies still only do one or the other.Check WebsitesTalk to the Recruitment ConsultantBe Selective There’s very little point in emailing your resume to every recruiting firm out there. Be focused. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    26. 26. Choosing a Recruiting FirmKorn/Ferry International released an iPhone application called Korn/FerryConnect which gives users unprecedented access to their executive recruitmentservices, including the ability to view job opportunities, contact consultants,review thought leadership and more.Besides the standard job listings, the application allows you to search forKorn/Ferrys office locations worldwide by integrating with Google maps. You canalso search for a consultant by name, office, specialty or practice. There is alsofunctionality to add a consultant to your personal address book with a singleclick. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    27. 27. Recommended Books and Resources Directory of Executive and Professional Recruiters 2009-2010 – is the premier junior, senior, and executive-level job seekers guide for researching and contacting recruiting firms that will best facilitate their career goals and is considered the “The Industry Bible” – The Wall Street Journal. - published by Kennedy Information. Comprehensive firm information 13,000+ Retained and Contingency Recruiters 6,000+ Locations in the U.S. Canada and Mexico Salary Minimums Detailed Contact Information for each Firm Job Seekers Guide to Working with Recruiters - published by Kennedy Information. The Riley Guide Link - http://www.rileyguide.com/firms.html - lists articles and publications about using executive search and recruiting firms. Also provides a list of companies and descriptions. RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606
    28. 28. Closing  Closing Thoughts (Toby Nathan)  Questions Contact Toby Contact Toby Please don’t forget to link with me Please don’t forget to link with me to grow your network on LinkedIn! to grow your network on LinkedIn! www.linkedin.com/in/tobyrnathan www.linkedin.com/in/tobyrnathan toby@recruitastar.com toby@recruitastar.com http://twitter.com/tobyrnathan http://twitter.com/tobyrnathan 312.332.4222 312.332.4222 RecruitaStar.com RecruitaStar.com RecruitaStar, LLC RecruitaStar, LLC 200 S. Wacker, Drive, Suite 3100 200 S. Wacker, Drive, Suite 3100 Chicago, IL 60606 Chicago, IL 60606 RecruitaStar, LLC, 200 S. Wacker Drive, Suite 3100, Chicago, IL 60606

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