Beth Duvall Fischer is an experienced senior level executive and technical recruiter with over 15 years of experience recruiting for various industries including professional services, healthcare, software, CDN, accounting, consulting, marketing, legal and human resources. She has recruited for roles such as C-level executives, directors, managers, software engineers, salespeople and more. She is skilled in full life-cycle recruiting including sourcing candidates, screening interviews, coordinating technical interviews, negotiating offers, and developing pipelines. She has worked as both an in-house recruiter and executive recruiter/CEO of her own firm.
Project RPO focuses on short -term, urgent, seasonal or niche/speciality hiring needs. It re-builds your talent pipelines and delivers high-quality talent in a rapid, cost-efficient way helping you optimize your resources during peak and slow times within a very short, strict timeline.
Onboarding Secrets: 10 Steps to Effective Onboarding and Boosting Your Retent...Tim Ruef
HR functions as the critical bridge to all parts of the organization. Yet, there is no organizational process more lacking in terms of cross functional linkages than onboarding. Onboarding mistakes occur in over 50% of new hires, are estimated to account for over 15 times the manager's total compensation, and have an extraordinarily negative impact on the organization's bottom line. While HR should not be wholly responsible for executing effective onboarding, they must successfully build the bridge by educating and leading key stakeholders within the organization to work together.
Project RPO focuses on short -term, urgent, seasonal or niche/speciality hiring needs. It re-builds your talent pipelines and delivers high-quality talent in a rapid, cost-efficient way helping you optimize your resources during peak and slow times within a very short, strict timeline.
Onboarding Secrets: 10 Steps to Effective Onboarding and Boosting Your Retent...Tim Ruef
HR functions as the critical bridge to all parts of the organization. Yet, there is no organizational process more lacking in terms of cross functional linkages than onboarding. Onboarding mistakes occur in over 50% of new hires, are estimated to account for over 15 times the manager's total compensation, and have an extraordinarily negative impact on the organization's bottom line. While HR should not be wholly responsible for executing effective onboarding, they must successfully build the bridge by educating and leading key stakeholders within the organization to work together.
What would you offer employers looking for a scalable recruiting solution that’s more cost effective and flexible? Recruitment process outsourcing is a recruiting model that emerged in response to companies’s needs to cut recruiting cost and hire best talent without having the internal resources and expertise in-house. RPO is currently on the rise with growing adoption rates from large and small-to-medium (SMB) businesses alike. In 2016, Credance reported “The recruitment process outsourcing market worldwide accounted for revenue of US$ 3,537.2 Mn in 2014. The market is projected to expand with a CAGR of 14.4% during the forecast period from 2015 to 2022.”
If you’re considering adding RPO services to your recruiting offering, knowledge and experience are likely your greatest barrier to entry. What RPO services should you offer? How do you negotiate and close an RPO contract? What should you include in a service level agreement? What technologies should you use and what does an RPO implementation look like?
Cynthia Cohen and Maru Gonzalez have been in the RPO industry for over ten years and currently provide support and consultation for companies looking to transition into RPO.
Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters
Building a Business Case to Support Your RPO DecisionHROAssoc
This webinar explores key RPO business case concepts and showcase an innovative recruiting cost modeler to help you overcome challenges associated with creating a holistic business case for recruitment process outsourcing (RPO).
Webinar highlights:
• Provides a holistic analysis of your current state recruiting program
• Contributes to the development of a solid Recruitment Process Outsourcing (RPO) business case
• Provides a step by step approach to streamlining your communication for your RPO business case to leaders within your organization
• Uses intellectual capital and solution architect expertise gained over numerous RPO solutions and implementations
Presenters:
• Dawn Pellar, Global RPO consultant currently a member of IBM’s Global Process Services Group for HRO
• Valerie Egan, Head of Resourcing-North America for Linde
From project-based Recruitment Process Outsourcing to a full-scale program, learn about the client’s need, the type of RPO program that was implemented, and the metrics used to measure results. Perfect for individuals dipping their toe in RPO waters, or those looking to refresh their approach. You don’t want to miss this straightforward in-depth discussion on the benefits of RPO.
Is your current investment in talent acquisition positioning your company for long-term success? Companies that want to be successful must first understand the market conditions specific to their organization, understand their current hiring gaps and make an investment in creating an agile talent acquisition solution that aligns directly with business needs. The last step is creating a business case that can be shared with executives that will show the cost/benefit of investing in talent acquisition.
Human Resource Planning And Management Powerpoint Presentation SlidesSlideTeam
Identify current and future HR needs to achieve business goals with our attention-grabbing Human Resource Planning And Management PowerPoint Presentation Slides. This human capital strategy PowerPoint slide deck consists of a varied range of PowerPoint templates such as strategic human resource plan framework, forecasting HR requirements, assessing the current HR capacity, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Showcase the pathways to implement HR strategy using the manpower planning process PPT visuals. Discuss the tools and techniques that are used by human resources for strategic planning such as social media, management information systems, policy, etc. HR departments can use this readily available strategic human resource management PPT visuals to assess the current capacity and forecast future needs. They can also use it to set goals and objectives for the company. Thus, download our professionally designed human asset management PowerPoint slideshow and forecast the future human resource requirements of the organization. https://bit.ly/2PxyIVn
Many HR leaders think that big companies like Apple, IBM, and GE have talent acquisition all buttoned up with either huge recruiting departments or by using recruitment process outsourcing (RPO) to manage their recruiting function.
What you may not know is that RPO isn’t just for big business.
Whether your company has 50, 500, or 2500 employees, the benefits of RPO are available to you too. Join us for this enlightening webinar to discover why RPO is a match made in Heaven for businesses just like yours.
Human Resource Management Strategy Powerpoint Presentation SlidesSlideTeam
Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
What would you offer employers looking for a scalable recruiting solution that’s more cost effective and flexible? Recruitment process outsourcing is a recruiting model that emerged in response to companies’s needs to cut recruiting cost and hire best talent without having the internal resources and expertise in-house. RPO is currently on the rise with growing adoption rates from large and small-to-medium (SMB) businesses alike. In 2016, Credance reported “The recruitment process outsourcing market worldwide accounted for revenue of US$ 3,537.2 Mn in 2014. The market is projected to expand with a CAGR of 14.4% during the forecast period from 2015 to 2022.”
If you’re considering adding RPO services to your recruiting offering, knowledge and experience are likely your greatest barrier to entry. What RPO services should you offer? How do you negotiate and close an RPO contract? What should you include in a service level agreement? What technologies should you use and what does an RPO implementation look like?
Cynthia Cohen and Maru Gonzalez have been in the RPO industry for over ten years and currently provide support and consultation for companies looking to transition into RPO.
Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters
Building a Business Case to Support Your RPO DecisionHROAssoc
This webinar explores key RPO business case concepts and showcase an innovative recruiting cost modeler to help you overcome challenges associated with creating a holistic business case for recruitment process outsourcing (RPO).
Webinar highlights:
• Provides a holistic analysis of your current state recruiting program
• Contributes to the development of a solid Recruitment Process Outsourcing (RPO) business case
• Provides a step by step approach to streamlining your communication for your RPO business case to leaders within your organization
• Uses intellectual capital and solution architect expertise gained over numerous RPO solutions and implementations
Presenters:
• Dawn Pellar, Global RPO consultant currently a member of IBM’s Global Process Services Group for HRO
• Valerie Egan, Head of Resourcing-North America for Linde
From project-based Recruitment Process Outsourcing to a full-scale program, learn about the client’s need, the type of RPO program that was implemented, and the metrics used to measure results. Perfect for individuals dipping their toe in RPO waters, or those looking to refresh their approach. You don’t want to miss this straightforward in-depth discussion on the benefits of RPO.
Is your current investment in talent acquisition positioning your company for long-term success? Companies that want to be successful must first understand the market conditions specific to their organization, understand their current hiring gaps and make an investment in creating an agile talent acquisition solution that aligns directly with business needs. The last step is creating a business case that can be shared with executives that will show the cost/benefit of investing in talent acquisition.
Human Resource Planning And Management Powerpoint Presentation SlidesSlideTeam
Identify current and future HR needs to achieve business goals with our attention-grabbing Human Resource Planning And Management PowerPoint Presentation Slides. This human capital strategy PowerPoint slide deck consists of a varied range of PowerPoint templates such as strategic human resource plan framework, forecasting HR requirements, assessing the current HR capacity, skill gap analysis plan, organizational skills program matrix, company’s recruitment strategies, evaluating recruitment strategies, recruitment budget to name a few. Showcase the pathways to implement HR strategy using the manpower planning process PPT visuals. Discuss the tools and techniques that are used by human resources for strategic planning such as social media, management information systems, policy, etc. HR departments can use this readily available strategic human resource management PPT visuals to assess the current capacity and forecast future needs. They can also use it to set goals and objectives for the company. Thus, download our professionally designed human asset management PowerPoint slideshow and forecast the future human resource requirements of the organization. https://bit.ly/2PxyIVn
Many HR leaders think that big companies like Apple, IBM, and GE have talent acquisition all buttoned up with either huge recruiting departments or by using recruitment process outsourcing (RPO) to manage their recruiting function.
What you may not know is that RPO isn’t just for big business.
Whether your company has 50, 500, or 2500 employees, the benefits of RPO are available to you too. Join us for this enlightening webinar to discover why RPO is a match made in Heaven for businesses just like yours.
Human Resource Management Strategy Powerpoint Presentation SlidesSlideTeam
Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
SENIOR HR HEALTHCARE LEADER with exceptional maturity, self-discipline, skills, and experience across a broad spectrum of HR disciplines, technologies, KSAs, and industries. Capitalizing on 17+ diverse and successful years within the Healthcare Industry providing HR leadership and administration aligned with corporate strategies, coupled with advanced technical skills develop a confident, responsible leader. Demonstrated and recognized success in analyzing, validating, and communicating HR data, metrics, and analytics as well as meeting requests in a timely, confidential, and lawful manner.
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
When introducing Workday into your organization, how you manage change is critical to a successful transition. While change is most often driven from a technology perspective, a successful change management program should be focused on the impact to strategy, business processes, and people. Increasing user adoption of Workday and improving how work gets done within an organization requires an intentional investment of effort.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Beth Duvall Fischer Resume
1. Page 1 of 3 Beth Duvall Fischer, HCS
BETH DUVALL FISCHER, HCS
ATLANTA, GA
EMAIL: beth@bethduvallfischer.com ♦ CELL: (404) 931-5328
https://www.linkedin.com/in/bethduvall ♦ https://twitter.com/talentatlanta
https://www.bethduvallfischer.com
SENIOR LEVEL EXECUTIVE AND TECHNICAL RECRUITER
Strategic Business Partner adept at cultivating relationships with business owners for talent acquisition needs and
full, life-cycle recruiting. Broad background in recruiting for multiple industries and technologies. Strong ability to
build successful teams to achieve business goals. Consummate Human Resources Partner.
EDUCATION & CERTIFICATIONS
2014 HUMAN CAPITAL STRATEGIST (HCS) CERTIFICATION, Human Capital Institute
2008 EXECUTIVE MANAGEMENT CERTIFICATE PROGRAM ¡ eCornell® University
2006 STRAYER UNIVERSITY, Newington, VA (studied Business)
SUMMARY OF EXPERIENCE
· Full life-cycle recruiting process such as: Creative sourcing, Telephone Screens, In Person Interviews,
Coordination of Technical and Leadership Interviews, Conducting of Roundtable Meetings to Assess
Candidates “In Process”, Candidate Selection, Pipeline Development and Reporting (active and passive
candidates)
· Negotiates and Extends offers: Negotiates and extends offer letters and employment contracts
· Industries: Professional Services, Healthcare, Software, CDN & OTT, Accounting, Consulting, Marketing,
Legal & Compliance, Human Resources, Strategy and Mergers & Acquisitions
· Technologies: .Net, ASP.Net, C#, C++, WCF, WPF, Java, J2EE, IceFaces, JavaScript, HTML, HTTP,
Servlets, JSP, Swing, APIs, Hadoop, AngularJS, SQL Server, MongoDB, GIT, Linux, Drupal, Open Source,
Open Stack, Business Intelligence, SOA, SaaS, Cloud, Mobile Development, ERP, SAP, Storage
· Roles Recruited for: C-Level, Principals, Directors, Consultants (Associate, Managers, and Senior
Managers), Software Architects and Engineers, Enterprise Sales, Enterprise Account Managers, Network
Engineers, Pre-Sales Engineers, Accounting, Audits, Mergers & Acquisition, Technical Account Managers, IT
Project Managers, Human Resources, Recruiters
· Human Resources: Vendor & agency management, Immigration Policy, Legal & Compliance Issues (EEO,
OFCCP, FMLA, etc.), Employee Benefits, Workforce Planning, Succession Planning, Annual Review
Processes and Procedures, Documentation
· ATS Software: Jobvite, Bullhorn, JobScience, Sendouts, Workday, and Taleo
EMPLOYMENT HISTORY
INNOVATIVE TALENT SEARCH ¡ ATLANTA, GA
CEO/EXECUTIVE RECRUITER NOV 2012 – PRESENT
Incorporated and managed an Executive Search Firm to conduct national recruitment of Information Technology,
Executive, C-Level, Software, and Sales focused on start-ups, small, and mid-sized companies. Utilized my
Human Capital Strategist certification to consultant on best practices within talent acquisition and human capital
strategy.
MARKETO (CONTRACT) ¡ ATLANTA, GA
SENIOR CORPORATE RECRUITER JUN 2015 – NOV 2015
Marketo is the leader in digital marketing software and solutions via their SaaS platform.
Achievements:
• Full life-cycle recruiting (sourcing, interviewing, coordination of technical and leadership interviews, offer
negotiation and extension) for 20+ requisitions at any given time
• Maintained a strong pipeline of active and passive candidates to insure ratio of 14:1 candidates per
requirement
• Partnered with 15 business owners nationally to understand requirements and team needs
• Utilized Jobvite for ATS and Excel for Pipeline Reporting
ABILITY NETWORK (CONTRACT) ¡ Minneapolis, MN (WORKED REMOTE FROM ATLANTA)
SENIOR CORPORATE RECRUITER MAY 2015 – JUN 2015
ABILITY Network has been leading the way with their SaaS, web-based healthcare technology.
Achievements:
• Full life-cycle recruiting for 17+ requisitions at any given time
• Maintained a strong pipeline (five times the requirement load) of active and passive candidates fully
utilizing all sourcing strategies
2. Page 2 of 3 Beth Duvall Fischer, HCS
CONCURRENT COMPUTER CORPORATION (CONTRACT) ¡ ATLANTA, GA
SENIOR CORPORATE RECRUITER FEB 2015 – APRIL 2015
Concurrent is a global software and solutions company that develops breakthrough technologies such as: Storage,
CDN, OTT, Live Streaming, and Real Time.
Achievements:
• Served onsite as the first and only RPO (Recruitment Process Outsourcing) consultant as the organization
developed a hiring plan to increase headcount by 25% within 45 days
• Managed 12+ job requisitions at a given time for Software Engineers, Pre-Sales Engineers, Technical
Project Manager, QA, Integration Engineers, Storage Solutions Engineers, Data Architects, and Product
Development (CDN, OTT, and Storage (SAN & NAS) across the organization.
WINTELLECT ¡ ATLANTA, GA
SENIOR TECHNICAL CORPORATE RECRUITER & HUMAN RESOURCES DEC 2013 – FEB 2015
Brought on board by the Chief Operations Officer to manage all talent acquisition and Human Resources efforts for
a niche, Microsoft consulting firm.
Corporate Recruiting:
• Managed the full, life-cycle recruiting for all permanent and contract employees to include: sourcing,
interviewing, managing the interview process, negotiating and extending offers of employment
• Extensive sourcing, telephone, Skype, and in person interviews for all potential candidates
• Maintained a strong pipeline of active and passive candidates fully utilizing all sourcing strategies
• Worked daily with the CEO, Director of Consulting, and the Director of Sales to advise on and develop
hiring plans for all permanent and contract employees
• Managed candidate pipeline and accurately report to CEO & Director of Consulting on a weekly basis
Human Resources Activities:
• Participated in all weekly Leadership Meetings with CEO, Director of Consulting, Director of Sales, and
Director of Finance
• Developed and managed all Recruiting and Human Resource budgets
• Managed the entire on-boarding process
Achievements:
• Implemented and documented a formal recruiting process and methodologies to insure a consistent
interview process
• Developed the “hiring profile” for Wintellect to establish a base-line for new hires
• Developed a means to report on metrics for the leadership team
• Researched and implemented a new ATS System including company-wide training
• Developed “Company Overview” for recruiting efforts to attract passive talent
NTT CENTERSTANCE ¡ PORTLAND, OR (WORKED REMOTE FROM ATLANTA)
CORPORATE RECRUITER FEB 2013 – NOV 2013
NTT Centerstance is a Cloud Services Consulting Firm and a SFDC Platinum Partner. Brought on as the first and
sole recruiter for the entire North America (Canada and USA), reporting to the Director of Operations, Director of
Sales, and the Vice President.
• Performed full life cycle recruiting for various practices including Strategy & Business Management
Consulting, Cloud Solutions, SFDC Implementations, and Data Migration to determine technical and
cultural fit
Achievements:
• Implemented formal recruiting process and methodologies to insure a consistent interview process
• Developed a means to report on metrics for the leadership team
• 23 New Hires YTD 2013
• Researched and utilized additional methods and job boards to expand upon existing recruiting efforts
• Developed technical and personality interview questionnaires for technical interviewers to insure a
standard process and thorough assessment of SFDC Configuration Consultants, Business Analysts, and
Project Managers
DAUGHERTY BUSINESS SOLUTIONS, INC. ¡ ATLANTA, GA
SENIOR CORPORATE RECRUITING LEAD (ATLANTA AND DALLAS PRACTICES) MAY 2010 – NOV 2012
Daugherty Business Solutions is a privately held management and IT professional services firm that works with
Fortune 500 level clients and up. Joined an underperforming team in May 2010, soon became the sole Recruiter
and was able to double the Atlanta practice from 45 Consultants to 100+ within less than two years.
• Worked with Directors and the Vice President to develop a recruiting strategy that continually replenishes
the candidate pipeline for interim and salaried consultants based on market conditions, the existing
bench/consultant pool, and current and projected pipeline of client engagements
• Established the recruiting strategy for two of five company practices (Dallas and Atlanta)
3. Page 3 of 3 Beth Duvall Fischer, HCS
• Was the strategic partner with Delivery, Engagement Managers, and Operations to insure client delivery
success through the full life-cycle hiring of top talent through in depth technical and behavioral interviews
to assess skills, competencies, cultural fit, and professional goals
• Developed and reported all hiring metrics to senior leadership team while looking for gaps to improve
upon existing processes
• Performed as the Recruiting SME that works to enhance the company brand while understanding
company profile, business, clients, markets conditions, and key competitors
Achievements:
• 150% of Quota Attainment for 2010 with 21 permanent hires
• 125% of Quota Attainment for 2011 with 30 permanent hires
• Developed and implemented Recruiting On-Boarding Process for new Recruiters
• Created and maintained all job descriptions and postings for job boards
• Hired and trained three new, Senior Corporate Recruiters for 2011
• Most hires by any recruiter within the Company for January 2011 at 7 hires
• Close ratio of 83% for 2011
• Kicked off the Dallas practice with the first hire of a Senior Principal from a “Big 4” firm for a new market
• Partnered with and attended technical and leadership interviews to better understand role definitions and
requirements
• Sponsored the Microsoft SQL Server SIG BI User Group meeting, with one of our Information Architects
as the guest speaker. The User Group had a banner attendance of 55 guests.
• Took ownership of insuring all new members to the Recruiting Committee were properly calibrated for
technical interviews
• Initiated “On Boarding Committee” to provide guidance on hiring process and gaps
• Attended client meetings to better understand our engagements and clients
• Managed all metrics and reporting to accurate forecast recruiting pipeline to senior leadership
HSGI, INC. ¡ ATLANTA, GA
CLIENT MANAGER/TECHNICAL RECRUITER SEPT 2009–MAY 2010
Staffing Company specializing in Engineering (Civil, Electrical, Industrial, Mechanical, Aerospace, etc.) and
Information Technology.
Achievements:
• Managed a full desk that encompassed sales, recruiting, and client management
• Prospected, closed, and managed accounts such as: Tenet Healthcare, United States DoD, AAR
Corporation, GE – Global Research Division, Dolby Laboratories, AkzoNobel, Telapoint, as well as many
others
• Subcontracted on numerous government bids totaling over $100 million in total award dollars
SAILING HIATUS (2001–2009)
Opportunity to sail the Eastern Caribbean, South America, and East Coast of the United States for 7 years.
Accomplishments:
• Captained and maintained a 45’ and a 51’ private sailing yacht while encompassing over 12,000 nautical
miles of offshore sailing experience within the United States, Eastern Caribbean, and South America
• Acquired a USCG 6-Pack Captains License and five ASA (American Sailing Association) certifications
MEMBERSHIPS
SHRM (SOCIETY FOR HUMAN RESOURCE MANAGEMENT)
HCI (HUMAN CAPITAL INSTITUTE)
WIT (WOMEN IN TECHNOLOGY)