March 2009 Social Networking & Recruiting Passive Candidates

Anne Nimke brings almost 30 years of experience in both human resources and staffing to Pinstripe. She is a recognized leader in the RPO arena seasoned veteran world of talent strategy. She has lead strategic client engagements including RPO Solutions that are the flagship programs in the industry, Anne has also lead long term outsourced talent acquisition programs for professional, non exempt and hourly staffing needs and consulting projects including applicant tracking selection and implementation, employment agency RFP and contract negotiation, and HR/Recruitment Department realignment and reorganization. She graduated from Marquette University with honors and is currently a member of the HR Outsourcing Association (HROA), is Vice Chair of the RPO Association, is a member of SHRM’s National Staffing Special Expertise Panel and is former President of the MMSHRM Chapter and co-chair of the WI State SHRM Conference. Your Speakers Today! Anne Nimke Co-founder and Exec. Consultant

Anne Nimke brings almost 30 years of experience in both human

resources and staffing to Pinstripe.

She is a recognized leader in the RPO arena seasoned veteran world of talent strategy. She has lead strategic client engagements including RPO Solutions that are the flagship programs in the industry, Anne has also lead long term outsourced talent acquisition programs for professional, non exempt and hourly staffing needs and consulting projects including applicant tracking selection and implementation, employment agency RFP and contract negotiation, and HR/Recruitment Department realignment and reorganization.

She graduated from Marquette University with honors and is currently a member of the HR Outsourcing Association (HROA), is Vice Chair of the RPO Association, is a member of SHRM’s National Staffing Special Expertise Panel and is former President of the MMSHRM Chapter and co-chair of the WI State SHRM Conference.

About Pinstripe Pinstripe Inc. designs, builds, and manages high performing, outsourced talent acquisition and management solutions that help organizations win the war for talent and create sustainable competitive advantage. Pinstripe’s Healthcare Group is a leading human resources and recruitment outsourcing partner that works with healthcare organizations to improve Talent Management and Workforce Utilization Systems while reducing overall labor costs and improving efficiencies. Visit us at www.pinstripetalent.com or www.pinstripehealthcare.com

Pinstripe Inc. designs, builds, and manages high performing, outsourced talent acquisition and management solutions that help organizations win the war for talent and create sustainable competitive advantage.

Pinstripe’s Healthcare Group is a leading human resources and recruitment outsourcing partner that works with healthcare organizations to improve Talent Management and Workforce Utilization Systems while reducing overall labor costs and improving efficiencies.

Visit us at www.pinstripetalent.com or www.pinstripehealthcare.com

Pinstripe Customers Pinstripe Healthcare

Agenda The Challenge and Opportunity Today Mobilizing Web 2.0 for Recruiting Using Social Networking LinkedIn Facebook Twitter An Integrated Web 2.0 Recruiting Strategy Summary and Questions

The Challenge and Opportunity Today

Mobilizing Web 2.0 for Recruiting

Using Social Networking

LinkedIn

Facebook

Twitter

An Integrated Web 2.0 Recruiting Strategy

Summary and Questions

Take-Aways The New Recruitment Tool: Social Networking Sites Social Networking: Recruiting the Passive Candidate Through Networking Sites You Have All Names – Now What? For more information – [email_address] 877.797.3379

The New Recruitment Tool: Social Networking Sites

Social Networking: Recruiting the Passive Candidate Through Networking Sites

You Have All Names –

Now What?

For more information –

[email_address]

877.797.3379

The Challenge and Opportunity Today

The Challenge and Opportunity Today

In case you hadn’t noticed— the market is tough and getting tougher… Traditional “post and pray” recruitment strategy is becoming less and less effective

In case you hadn’t noticed—

the market is tough

and getting tougher…

Generations Veterans - “Work First!” Boomers - “Live to Work!” Generation X - “Work to Live!” Generation Y - “Live, then Work!” Generation Z – “Live/Work NOW ALSO other names for Millenials: Gen Z – after Gen Y born 2000+ Gen C – “click/content/connect” Gen V – “virtual” Gen Now - immediacy Gen@ - The MySpace Generation

Veterans - “Work First!”

Boomers - “Live to Work!”

Generation X - “Work to Live!”

Generation Y - “Live, then Work!”

Generation Z – “Live/Work NOW

There is an incredible PARADOX! 15% fewer 35 to 45 year olds Baby Boomer Retirements Immigration is down and Female participation in workforce is at all time high US Growth 3% to 4% Global Growth even Faster Vacated Jobs + Newly Created Jobs = 33 to 52 Million open positions 11M to 23M person SHORTAGE of talent overall by the turn of the decade; Significant “war for talent” now in many arenas - US Dept. of Labor Demographic Challenges Rising unemployment Lots of Applicants Significant changes in staff needs and open requisitions RIFs Reduced resources Economic Challenges

15% fewer 35 to 45 year olds

Baby Boomer Retirements

Immigration is down and Female participation in workforce is at all time high

US Growth 3% to 4%

Global Growth even Faster

Vacated Jobs + Newly Created Jobs = 33 to 52 Million open positions

11M to 23M person SHORTAGE of talent overall by the turn of the decade; Significant “war for talent” now in many arenas

- US Dept. of Labor

Rising unemployment

Lots of Applicants

Significant changes in staff needs and open requisitions

RIFs

Reduced resources

What does it take? Leadership with a sense of urgency Role-modeling a candidate, internal customer and employee-centric vision Review of your Recruiting Strategy Accountability and rewards

Leadership with a sense of urgency

Role-modeling a candidate, internal customer and employee-centric vision

Review of your Recruiting Strategy

Accountability and rewards

Mobilizing Web 2.0 for Recruiting

Mobilizing Web 2.0

for Recruiting

What is Web 2.0 anyway? It is a knowledge oriented environment where human interaction generates the content that is published, managed and used Although the term suggests a new version of the World Wide Web… it does not refer to an update to any technical specifications, but to changes in the ways end users use webs. Evolution of Web 2.0 The Age of Handheld Internet has ARRIVED!

It is a knowledge oriented environment where human interaction generates the content that is published, managed and used

Although the term suggests a new version of the World Wide Web… it does not refer to an update to any technical specifications, but to changes in the ways end users use webs.

Quick access to knowledge, know-how & know who! Expansion of social connections and broadening of affiliations Self-branding and expression of a personal digital identity & reputation Referrals/testimonials/benchmarking RSS updating Why Network Socially? Web 2.0: A Strategy Guide Any Sheun Internal Social Networking BeeHive – IBM BlueShirt Nation – BestBuy D Street - Deloitte

Quick access to knowledge, know-how & know who!

Expansion of social connections and broadening of affiliations

Self-branding and expression of a personal digital identity & reputation

Referrals/testimonials/benchmarking RSS updating

Internal Social Networking

BeeHive – IBM

BlueShirt Nation – BestBuy

D Street - Deloitte

Blogging Smaller Companies fair better Inbound marketing activity had 62% lower cost than outbound Blogging, Social media, SEO and Pay-per-click 75% found blogs useful, important or critical and 75% blog at least weekly HubSpot

Smaller Companies fair better

Inbound marketing activity had 62% lower cost than outbound

Blogging,

Social media,

SEO and

Pay-per-click

75% found blogs useful, important or critical and

75% blog at least weekly

HubSpot

Goal: Find more candidates Internal Candidates Create robust communication to current employee database and insure employees in career path are recruited Active Candidates Qualify job search criteria and ensure robust recruitment marketing to candidates looking for a job now - online and off on web and in your current ATS & CRM Selective Candidates Research and mine resume/ candidate database for candidates actively…daily Passive Candidates Find and maintain relationships with currently employed talent that might not be looking to change jobs today

Internal Candidates

Create robust communication to current employee database and insure employees in career path are recruited

Active Candidates

Qualify job search criteria and ensure robust recruitment marketing to candidates looking for a job now - online and off on web and in your current ATS & CRM

Selective Candidates

Research and mine resume/ candidate database for candidates actively…daily

Passive Candidates

Find and maintain relationships with currently employed talent that might not be looking to change jobs today

Who uses 2.0? Generation X: Born between 1964-1980, Age 45-28 How do we reach Generation X? MORE interactive media - internet banner advertising, job boards, e-cards, text messaging, cinema advertising, mobile media, billboards, public transportation, radio, cable LESS traditional Generation Y/Millennial: Born 1980-1995, Age less than 28 How do we reach Generation Y? MOSTLY interactive and alternative media – job boards (using behavioral marketing), internet banner ads, networking sites, RSS feeds, blogging, text messaging, streaming video, flash e-cards, email marketing, splash pages, mobile media, fun radio, fun cable, coffee cup sleeves, sporting event and/or program advertising. They REJECT the traditional!

Generation X: Born between 1964-1980, Age 45-28

How do we reach Generation X?

MORE interactive media - internet banner advertising, job boards, e-cards, text messaging, cinema advertising, mobile media, billboards, public transportation, radio, cable

LESS traditional

Generation Y/Millennial: Born 1980-1995, Age less than 28

How do we reach Generation Y?

MOSTLY interactive and alternative media – job boards (using behavioral marketing), internet banner ads, networking sites, RSS feeds, blogging, text messaging, streaming video, flash e-cards, email marketing, splash pages, mobile media, fun radio, fun cable, coffee cup sleeves, sporting event and/or program advertising.

They REJECT the traditional!

Recruiting 1.0 The Internet: “ It’s Not Your Father’s Recruiting Anymore”

Recruiting 2.0 - Applying Web 2.0! Google Facebook YouTube

Today's Trends with Social Networking Social Networks On-line version of the age old employee referral Phenomenon Reach passive candidates Tap Gen Y & Millennials Enhance Employer brand

Social Networks

On-line version of the age old employee referral

Phenomenon

Reach passive candidates

Tap Gen Y & Millennials

Enhance Employer brand

Business Directories For research, prospecting, sales and recruiting Non Interactive, although you may edit your own profile These sites offer search capability Most offer both free and paid subscriptions Business directory sites are now moving to Web 2 type platforms

For research, prospecting, sales and recruiting

Non Interactive, although you may edit your own profile

These sites offer search capability

Most offer both free and paid subscriptions

Business directory sites are now moving to Web 2 type platforms

Social Networking For personal, not business, interests Interactive: You create and edit your own profile, and invite friends. Friends can interact with you through your page. Search capability, but users can keep their profiles “private” Business Networking For research, prospecting, sales, recruiting. Interactive: Create and edit your profile, invite colleagues to join your network. These sites offer search capability Most offer both free and paid subscriptions Networking Sites

Social Networking

For personal, not business, interests

Interactive: You create and edit your own profile, and invite friends.

Friends can interact with you through your page.

Search capability, but users can keep their profiles “private”

Business Networking

For research, prospecting, sales, recruiting.

Interactive: Create and edit your profile, invite colleagues to join your network.

These sites offer search capability

Most offer both free and paid subscriptions

Structure of Social Networks Anthony Robin Barry Sandy Trade Assoc Mike Shelia Adam Evan Matt Friends Frank Jenn Chet Sue Barry’s Co Workers Lois Terry Leslie Joyce Bill’s Staff Bill Megan Anne Maria

Polling Question – Creative Recruiting We have mobilized the following to find talent: Video on your career page Have a company blog LinkedIn for recruiting Facebook for recruiting Twitter for recruiting Company Page on LinkedIn, Twitter or Facebook RSS feeds to candidates Live chat for applicants

We have mobilized the following to find talent:

Video on your career page

Have a company blog

LinkedIn for recruiting

Facebook for recruiting

Twitter for recruiting

Company Page on LinkedIn, Twitter or Facebook

RSS feeds to candidates

Live chat for applicants

Using Social Networking LinkedIn Facebook Twitter

Using Social Networking

LinkedIn

Facebook

Twitter

What is and how does it work? Conducting Candidate Searches Locating Candidate Contact Info Using Social Networking

What is and how does it work?

Conducting Candidate Searches

Locating Candidate Contact Info

What is ? LinkedIn is a networking site for professionals More than 34 million registered users in over 150 industries and 400+ economic regions LinkedIn allows its users to invite other professionals and contacts to be a part of their network (and be known as a ‘connection’ http://en.wikipedia.org/wiki/LinkedIn

LinkedIn is a networking site for professionals

More than 34 million registered users in over 150 industries and 400+ economic regions

LinkedIn allows its users to invite other professionals and contacts to be a part of their network (and be known as a ‘connection’

http://en.wikipedia.org/wiki/LinkedIn

Features of LinkedIn – Your Network 2) Contact information not available, can access through your connections and connections shared with the contact. 3) Total number of people user can contact, can view their information, but not contact information Available at an additional cost 1) Direct contacts, full contact information available.

Getting Started Click here to register and start creating your profile. Follow step by step instructions to populate your profile

Building your Personal Profile

Building your Personal Profile

“ Linking” With Other Professionals Once you have invited professionals that you know and contacts from your email address books to your network, the next step is to see who from previous employers and schools belong to LinkedIn.

Once you have invited professionals that you know and contacts from your email address books to your network, the next step is to see who from previous employers and schools belong to LinkedIn.

Conducting Candidate Searches Once you have a network, you are able to search your network for potential candidates Use the keyword search or name search function to complete simple searches. Use the advanced search function to enter more than one criteria to search on Drop down box for location specific search

Once you have a network, you are able to search your network for potential candidates

Conducting Candidate Searches Example: I need to find a list of Engineers within the Pharmaceutical Industry who live around the Milwaukee, WI area:

Example: I need to find a list of Engineers within the Pharmaceutical Industry who live around the Milwaukee, WI area:

Outreach to People and Groups

Finding Candidate Contact Information If a candidate is not a 1st degree connection through your LinkedIn network how do you reach out to them? Profile Corporate websites Use the clues Search Engines Directories

If a candidate is not a 1st degree connection through your LinkedIn network how do you reach out to them?

Conducting Candidate Searches Profile: Use the Clues!

Finding Candidate Contact Information Google your clues. (Name, location, company name, college or university)

Finding Candidate Contact Information Google -- @companyname.com By obtaining other email addresses from the same company, you can often determine your prospect’s email address. In this example, we assume that Anne Nimke’s email address is animke@pinstripetalent.com

Conducting Candidate Searches LinkedIn “Super Advanced Search” Search string formula: Site:www.linkedin.com (Keyword1, keyword2, keyword3)

What is and how does it work? Using Social Networking

What is and how does it work?

What is ? Facebook is a social networking site for individuals Over 150 million active users in all age groups Largest age group is 18-21, but fastest growing is 30 years and older Used to be mostly personal use, but now businesses are successfully getting involved in a variety of ways Organized into networks: city, workplace, school and region Uses profiles much like LinkedIn, but with a heavy amount of interaction between friends Public and private messages Posting personal pictures and video Sharing links and notes http://en.wikipedia.org/wiki/Facebook

Facebook is a social networking site for individuals

Over 150 million active users in all age groups

Largest age group is 18-21, but fastest growing is 30 years and older

Used to be mostly personal use, but now businesses are successfully getting involved in a variety of ways

Organized into networks: city, workplace, school and region

Uses profiles much like LinkedIn, but with a heavy amount of interaction between friends

Public and private messages

Posting personal pictures and video

Sharing links and notes

http://en.wikipedia.org/wiki/Facebook

How to Get Started with Facebook Go to www.facebook.com and sign up for an account Get involved! Find your friends using Search and Contact Importer Interact: post pictures, tell people what you’re doing, become a fan, join a group, comment on a friend’s profile or status

Go to www.facebook.com and sign up for an account

Get involved!

Find your friends using Search and Contact Importer

Interact: post pictures, tell people what you’re doing, become a fan, join a group, comment on a friend’s profile or status

Toolbar – shortcuts for commonly used pages Features of Facebook Home page / News Feed: Notifications portal and aggregate view of friends’ updates Profile: A link to your Facebook profile to update your information and view public Wall posts Friends: List of your friends, sortable by network and customizable lists Inbox: Send a private message to one or many friends; compiled in a conversation view Search box: Global or network search for people, groups, fan pages Settings: Change privacy settings, who sees you and when

Toolbar – shortcuts for commonly used pages

Profiles: Facebook vs. LinkedIn Facebook LinkedIn

Facebook

LinkedIn

Facebook Fan Pages and Groups Can become a fan of just about anything: a person, organization, company Create a page to post: Company overview Contact information Video Press releases Visitors may create: Discussions about your company and industry Company reviews

Can become a fan of just about anything: a person, organization, company

Create a page to post:

Company overview

Contact information

Video

Press releases

Visitors may create:

Discussions about your company and industry

Company reviews

Facebook Search

Creating a Fan Page or Group From your Home page, select Page Manager on the right side Select the Pages link Click on Create Page Choose your Page Category and submit Edit basic and detailed info Add a profile picture Use the Applications section to add/edit advanced modules like video Once final, start inviting your friends to become a fan and build a network of fans

From your Home page, select Page Manager on the right side

Select the Pages link

Click on Create Page

Choose your Page Category and submit

Edit basic and detailed info

Add a profile picture

Use the Applications section to add/edit advanced modules like video

Once final, start inviting your friends to become a fan and build a network of fans

Facebook for Recruiting Find candidates by looking for groups and pages that they frequent Contribute to discussions and send private messages

Find candidates by looking for groups and pages that they frequent

Contribute to discussions and send private messages

Utilize Facebook applications for career networks Facebook for Recruiting

Utilize Facebook applications for career networks

Conducting Candidate Searches Facebook “Super Advanced Search” Search string formula: Site:www.facebook.com (Keyword1, keyword2, keyword3)

Facebook Advertising Take out an ad on Facebook Ads run along the right side of most Facebook pages Users see relevant ads based on information in their profiles and the groups they are members of Create targeted ads based on geography, keywords Image or text-based Get analytics of who is clicking on your ads and make immediate adjustments

Take out an ad on Facebook

Ads run along the right side of most Facebook pages

Users see relevant ads based on information in their profiles and the groups they are members of

Create targeted ads based on geography, keywords

Image or text-based

Get analytics of who is clicking on your ads and make immediate adjustments

What is and how does it work? Using Social Networking

What is and how does it work?

What is ? Twitter is a microblog social networking site, where users answer the question “What are you doing?” in a variety of ways Over 5.5 million users and growing rapidly Messages, or “tweets”, are limited to 140 characters People “follow” each other instead of becoming friends (you don’t have to follow someone just because they’re following you!) Quick and easy to digest multiple messages in a feed format - FAST Approx. 1.5 million tweets are sent daily It is a low-risk casual way to connect with individuals (Gen Z!) Use to promote: Career Fairs Job openings Press Releases

Twitter is a microblog social networking site, where users answer the question “What are you doing?” in a variety of ways

Over 5.5 million users and growing rapidly

Messages, or “tweets”, are limited to 140 characters

People “follow” each other instead of becoming friends (you don’t have to follow someone just because they’re following you!)

Quick and easy to digest multiple messages in a feed format - FAST

Approx. 1.5 million tweets are sent daily

It is a low-risk casual way to connect with individuals (Gen Z!)

Use to promote:

Career Fairs

Job openings

Press Releases

How to Get Started with Twitter Go to www.twitter.com and sign up for an account Watch the video and view the Twitter FAQ Follow a few friends to get started Visit a profile and click “Follow” under the person’s image i.e. http://twitter.com/PinstripeTalent , http://twitter.com/animke

Go to www.twitter.com and sign up for an account

Watch the video and view the Twitter FAQ

Follow a few friends to get started

Visit a profile and click “Follow” under the person’s image

i.e. http://twitter.com/PinstripeTalent , http://twitter.com/animke

Twitter Search Build a network of followers by using search and other tools Start with Twitter search and then move on to advanced search tools Click “Search” at the bottom of any page and search for anything!

Build a network of followers by using search and other tools

Start with Twitter search and then move on to advanced search tools

Click “Search” at the bottom of any page and search for anything!

Finding People Google search is the most flexible, giving you the ability to search names, bios and tweets. An example of a basic site search: Twellow.com: search bios MrTweet.net: “following” reports

Google search is the most flexible, giving you the ability to search names, bios and tweets. An example of a basic site search:

Twellow.com: search bios

MrTweet.net: “following” reports

Sharpen Your Twitter Skills Send a tweet: simply enter something in the “What are you doing?” box Reply: use the “@” symbol and someone’s username followed by your message to send a reply Retweet/RT: forwarding on a message or link to your network, potentially creating a viral effect Track your posted link clicks analytics at http://cli.gs Direct Messages: conduct a private conversation

Send a tweet: simply enter something in the “What are you doing?” box

Reply: use the “@” symbol and someone’s username followed by your message to send a reply

Retweet/RT: forwarding on a message or link to your network, potentially creating a viral effect

Track your posted link clicks analytics at http://cli.gs

Direct Messages: conduct a private conversation

Set up an RSS feed to monitor common search queries Tweet frequently! New job openings Events - career fairs, webinars Relevant articles and advice on the job market, interviewing Network with recruiters to learn best practices and new tactics More Twitter Tools

Set up an RSS feed to monitor common search queries

Tweet frequently!

New job openings

Events - career fairs, webinars

Relevant articles and advice on the job market, interviewing

Network with recruiters to learn best practices and new tactics

Live Tweeting Using Hashtags Start a Live Career Open House using hashtags Use hashtags: a designation included in your tweets for conversations on specific groups or events Think of a unique name for the hashtag, because others could accidentally use the same tag No registration necessary – just start posting using #yourhashtag Encourage attendees to post questions, comments, job inquiries and more Reply publicly using both #yourhashtag and @personname so everyone can see the answers, but they know who the answer is directed towards

Start a Live Career Open House using hashtags

Use hashtags: a designation included in your tweets for conversations on specific groups or events

Think of a unique name for the hashtag, because others could accidentally use the same tag

No registration necessary – just start posting using #yourhashtag

Encourage attendees to post questions, comments, job inquiries and more

Reply publicly using both #yourhashtag and @personname so everyone can see the answers, but they know who the answer is directed towards

Integrated Web 2.0 Recruiting Strategy

Integrated Web 2.0 Recruiting Strategy

Career Site

Magazine Podcast Newsletter Communication Tools

Magazine

Podcast

Newsletter

Facebook

Facebook

YouTube

Blog

Twitter

LinkedIn

Summary and Questions

Summary and Questions

Employers of Choice know that Recruitment is NOT an HR Function or a “Program. Recruitment is EVERYONE’S Job!

Quick Tricks to do TODAY! Build your own LinkedIn Profile Email your toughest open requisition to all your 1st Degree Contacts Create corporate accounts/company group MySpace, Facebook, Twitter, LinkedIn Ask your employees to add a link to your company career site on their MySpace, LinkedIn, Facebook and Twitter accounts Run a Career Open House using Twitter hashtags Create “social networking” sources for your ATS Source Analysis Block out 1 hour per day for outbound passive candidate calls – schedule it for your “best mood” time

Build your own LinkedIn Profile

Email your toughest open requisition to all your 1st Degree Contacts

Create corporate accounts/company group

MySpace, Facebook, Twitter, LinkedIn

Ask your employees to add a link to your company career site on their MySpace, LinkedIn, Facebook and Twitter accounts

Run a Career Open House using Twitter hashtags

Create “social networking” sources for your ATS Source Analysis

Block out 1 hour per day for outbound passive candidate calls – schedule it for your “best mood” time

How Recruiters Work Technology is a tool! Eventually you have to pick up the Phone!

Technology

is a tool!

Eventually

you have to

pick up the

Phone!

Social Networking as a Recruiting Tool WHO? Business Networks best for professional/industry specific roles (i.e. Biomedical Engineer, VP Commercial Banking, Specialized Industry Sales Professional) Social networks– excellent that like to hire early talent You can find candidate afraid to post their resume on job boards HOW? 20 minutes a day to build a great network 2 - 3 hours per day – email and PHONE Limit your time & focus…Select 1 or 2 and do a deep dive STRATEGICALLY Important segment of your recruiting plan Become part of daily discipline for recruiters Infuse it into the individual recruiters daily plan ROI is there – You saw the results! “ What gets measured gets done!” Experiment! Have fun with it!

WHO?

Business Networks best for professional/industry specific roles (i.e. Biomedical Engineer, VP Commercial Banking, Specialized Industry Sales Professional)

Social networks– excellent that like to hire early talent

You can find candidate afraid to post their resume on job boards

HOW?

20 minutes a day to build a great network

2 - 3 hours per day – email and PHONE

Limit your time & focus…Select 1 or 2 and do a deep dive

STRATEGICALLY

Important segment of your recruiting plan

Become part of daily discipline for recruiters

Infuse it into the individual recruiters daily plan

ROI is there – You saw the results!

“ What gets measured gets done!”

Take-Aways The New Recruitment Tool: Social Networking Sites Social Networking: Recruiting the Passive Candidate Through Networking Sites You Have All Names – Now What? For more information – [email_address] 877.797.3379 www.pinstripetalent.com

The New Recruitment Tool: Social Networking Sites

Social Networking: Recruiting the Passive Candidate Through Networking Sites

You Have All Names –

Now What?

For more information –

[email_address]

877.797.3379

www.pinstripetalent.com