The document summarizes the results of a SHRM poll on the impact of the recession on the construction, mining, oil, and gas industry.
Key findings include:
- 57% of organizations in the industry lost 10% or less of their staff since 2007, an increase from 45% in 2010. 10% lost over 50% of staff, up from 6% in 2010.
- 46% of organizations reported being in a significant or mild financial recovery in 2011, up from 36% in 2010.
- 66% of organizations were currently hiring in 2011, up from 50% in 2010.
The document also examines recruiting challenges, types of jobs most difficult to fill, and compares staffing
U.S. employment rate data and trends: August 2014 JLL
After months of job creation greater than 200,000, August posted the slowest addition in eight months as sectors across the board registered a summer slowdown of sorts.
This may look discouraging, but improved consumer confidence, job openings that match pre-recession peaks, slowly-but-surely growing quits and a host of other indicators are all pointing in an upward direction—signaling that this is likely an aberration rather than a new normal.
See more real estate and economic research at http://bit.ly/1qHcQQR
U.S. employment rate data and trends: August 2014 JLL
After months of job creation greater than 200,000, August posted the slowest addition in eight months as sectors across the board registered a summer slowdown of sorts.
This may look discouraging, but improved consumer confidence, job openings that match pre-recession peaks, slowly-but-surely growing quits and a host of other indicators are all pointing in an upward direction—signaling that this is likely an aberration rather than a new normal.
See more real estate and economic research at http://bit.ly/1qHcQQR
U.S. employment update and outlook: October 2014JLL
Unemployment dips to 5.9 percent in September—its first time below 6.0 percent during the recovery.
The U.S. economy got back on track in September, bouncing back from a sluggish August with 248,000 net new jobs. Growth occurred across sectors and geographies, with office-using industries in particular benefiting from improved corporate confidence leading to permanent hiring.
Total unemployment, which includes discouraged and marginally detached workers, also declined slightly to 11.8 percent, bringing it below the 10-year average.
With numerous other employment metrics all pointing up—including job openings, voluntary quits and CEO confidence—sentiment will only become more optimistic over the coming months.
See more real estate and economic research at: http://bit.ly/1vIGt6m
Entrepreneurship at a Glance 2016 presents key indicators for measuring the state of entrepreneurship and its determinants. The single most important message from this year’s publication concerns tentative signs of a turning point, and more widespread recovery, in start-up rates in many OECD countries.
Tom McDonnell, Medium-term trends in the Irish labour market and possibilitie...NUI Galway
Dr Tom McDonnell, NERI, Medium-term trends in the Irish labour market and possibilities for reform presented at the 6th Annual NERI Labour Market Conference in association with the Whitaker Institute, NUI Galway, 22nd May, 2018.
PE929 Marginal Offshore Field DevelopmentpetroEDGE
Marginal offshore oilfield development requires more careful risk management than more economically robust field developments. As such, project management of marginal field development also requires an additional degree of scrutiny, particularly in regard to project drivers. Any adverse effects to these drivers, such as cost blowouts and schedule overruns will likely result in commercial failure. However, the most important project driver is related to reserves or specifically the oil recoverable by individual wells. Failure of reservoir well performance, for whatever reasons tends to have a devastating effect.
The course commences with the principles of project management, including project drivers and economic considerations, and definitions of marginal fields. Secondly, the three project elements are addressed: reservoirs, facilities and wells, paying particular attention to uncertainties, options, design and risks. Thirdly, the course covers management processes, including tollgating and post-implementation reviews, as well as cost estimating and control, and schedules. Finally, the course covers economic evaluation aspects; project risks and analysis; and examples of project failure.
Marginal offshore production platform feasibilityguest651e92c
Final presentation of a feasibility study performed this year (2009) covering many aspects of marginal platform design, fabrication, transport and installation.
Introduction to Project Economics in Oil and Gas Exploration and Production (Upstream) Industry, including basic project economics method and example of calculation.
Professional PowerPoint template for oil and gas presentations.
This is a fully customizable template with individual graphic elements and images. You are free to adjust cover, divider, and content slider header layouts.
Download at: http://www.powerpointteam.com/oil-industry-powerpoint-template.html
Available in standard and widescreen format.
Your comments will be highly appreciated. Thank you!
Oil 101: Introduction to Oil and Gas - UpstreamEKT Interactive
Oil 101: Introduction to Oil and Gas - Upstream
What is Upstream? This Midstream content is derived from our Oil 101 Upstream ebook and can be found in our oil and gas learning community.
This Upstream module includes the following sections (use the links below for quick access):
-Introduction to Upstream
-Upstream Business Characteristics
-Oilfield Services
-Reserves – Formation and Importance
-Production – The First Step in Adding Value
-The Unconventional Future of Upstream
Upstream
What is Upstream? Most oil and gas companies’ business structures are segmented and organized according to business segment, assets, or function.
The upstream segment of the business is also known as the exploration and production (E&P) sector because it encompasses activities related to searching for, recovering and producing crude oil and natural gas.
The upstream segment is all about wells: where to locate them; how deep and how far to drill them; and how to design, construct, operate and manage them to deliver the greatest possible return on investment with the lightest, safest and smallest operational footprint.
Exploration
The exploration sector involves obtaining a lease and permission to drill from the owners of onshore or offshore acreage thought to contain oil or gas, and conducting necessary geological and geophysical (G&G) surveys required to explore for (and hopefully find) economic accumulations of oil or gas.
Drilling
There is always uncertainty in the geological and geophysical survey results. The only way to be sure that a prospect is favorable is to drill an exploratory well. Drilling is physically creating the “borehole” in the ground that will eventually become an oil or gas well. This work is done by rig contractors and service companies in the Oilfield Services business sector.
Production
The production sector of the upstream segment maximizes recovery of petroleum from subsurface reservoirs.
Offshore pile design according to international practiceWeb2Present
In this webinar, industry leading organizations present:
- Learnings from project Borkum West 2, one of German´s most advanced offshore wind projects
- The challenges of the piling design and results of the geotechnical investigation
- Recommendations and observations about potential hazards or obstruction during the foundation installation
Register for free here:
http://www.web2present.com/upcoming-webinars-details.php?id=116
U.S. employment update and outlook: October 2014JLL
Unemployment dips to 5.9 percent in September—its first time below 6.0 percent during the recovery.
The U.S. economy got back on track in September, bouncing back from a sluggish August with 248,000 net new jobs. Growth occurred across sectors and geographies, with office-using industries in particular benefiting from improved corporate confidence leading to permanent hiring.
Total unemployment, which includes discouraged and marginally detached workers, also declined slightly to 11.8 percent, bringing it below the 10-year average.
With numerous other employment metrics all pointing up—including job openings, voluntary quits and CEO confidence—sentiment will only become more optimistic over the coming months.
See more real estate and economic research at: http://bit.ly/1vIGt6m
Entrepreneurship at a Glance 2016 presents key indicators for measuring the state of entrepreneurship and its determinants. The single most important message from this year’s publication concerns tentative signs of a turning point, and more widespread recovery, in start-up rates in many OECD countries.
Tom McDonnell, Medium-term trends in the Irish labour market and possibilitie...NUI Galway
Dr Tom McDonnell, NERI, Medium-term trends in the Irish labour market and possibilities for reform presented at the 6th Annual NERI Labour Market Conference in association with the Whitaker Institute, NUI Galway, 22nd May, 2018.
PE929 Marginal Offshore Field DevelopmentpetroEDGE
Marginal offshore oilfield development requires more careful risk management than more economically robust field developments. As such, project management of marginal field development also requires an additional degree of scrutiny, particularly in regard to project drivers. Any adverse effects to these drivers, such as cost blowouts and schedule overruns will likely result in commercial failure. However, the most important project driver is related to reserves or specifically the oil recoverable by individual wells. Failure of reservoir well performance, for whatever reasons tends to have a devastating effect.
The course commences with the principles of project management, including project drivers and economic considerations, and definitions of marginal fields. Secondly, the three project elements are addressed: reservoirs, facilities and wells, paying particular attention to uncertainties, options, design and risks. Thirdly, the course covers management processes, including tollgating and post-implementation reviews, as well as cost estimating and control, and schedules. Finally, the course covers economic evaluation aspects; project risks and analysis; and examples of project failure.
Marginal offshore production platform feasibilityguest651e92c
Final presentation of a feasibility study performed this year (2009) covering many aspects of marginal platform design, fabrication, transport and installation.
Introduction to Project Economics in Oil and Gas Exploration and Production (Upstream) Industry, including basic project economics method and example of calculation.
Professional PowerPoint template for oil and gas presentations.
This is a fully customizable template with individual graphic elements and images. You are free to adjust cover, divider, and content slider header layouts.
Download at: http://www.powerpointteam.com/oil-industry-powerpoint-template.html
Available in standard and widescreen format.
Your comments will be highly appreciated. Thank you!
Oil 101: Introduction to Oil and Gas - UpstreamEKT Interactive
Oil 101: Introduction to Oil and Gas - Upstream
What is Upstream? This Midstream content is derived from our Oil 101 Upstream ebook and can be found in our oil and gas learning community.
This Upstream module includes the following sections (use the links below for quick access):
-Introduction to Upstream
-Upstream Business Characteristics
-Oilfield Services
-Reserves – Formation and Importance
-Production – The First Step in Adding Value
-The Unconventional Future of Upstream
Upstream
What is Upstream? Most oil and gas companies’ business structures are segmented and organized according to business segment, assets, or function.
The upstream segment of the business is also known as the exploration and production (E&P) sector because it encompasses activities related to searching for, recovering and producing crude oil and natural gas.
The upstream segment is all about wells: where to locate them; how deep and how far to drill them; and how to design, construct, operate and manage them to deliver the greatest possible return on investment with the lightest, safest and smallest operational footprint.
Exploration
The exploration sector involves obtaining a lease and permission to drill from the owners of onshore or offshore acreage thought to contain oil or gas, and conducting necessary geological and geophysical (G&G) surveys required to explore for (and hopefully find) economic accumulations of oil or gas.
Drilling
There is always uncertainty in the geological and geophysical survey results. The only way to be sure that a prospect is favorable is to drill an exploratory well. Drilling is physically creating the “borehole” in the ground that will eventually become an oil or gas well. This work is done by rig contractors and service companies in the Oilfield Services business sector.
Production
The production sector of the upstream segment maximizes recovery of petroleum from subsurface reservoirs.
Offshore pile design according to international practiceWeb2Present
In this webinar, industry leading organizations present:
- Learnings from project Borkum West 2, one of German´s most advanced offshore wind projects
- The challenges of the piling design and results of the geotechnical investigation
- Recommendations and observations about potential hazards or obstruction during the foundation installation
Register for free here:
http://www.web2present.com/upcoming-webinars-details.php?id=116
Introduction to offshore oil and gas surface facilities, including drilling rig types, topside and substructures, jacket, compliant tower, jack up, gravity based structure, fpso, fso, semi submersible, tlp, spar, wellhead platform, processing platform, pipeline, and surface facilities selection
TEDx Manchester: AI & The Future of WorkVolker Hirsch
TEDx Manchester talk on artificial intelligence (AI) and how the ascent of AI and robotics impacts our future work environments.
The video of the talk is now also available here: https://youtu.be/dRw4d2Si8LA
Each month, join us as we highlight and discuss hot topics ranging from the future of higher education to wearable technology, best productivity hacks and secrets to hiring top talent. Upload your SlideShares, and share your expertise with the world!
Not sure what to share on SlideShare?
SlideShares that inform, inspire and educate attract the most views. Beyond that, ideas for what you can upload are limitless. We’ve selected a few popular examples to get your creative juices flowing.
The Ongoing Impact of the Recession—Overall Financial Health and Hiringshrm
HR professionals reported slightly improved financial health in 2012 compared with 2011. One-half (51%) of organizations reported a mild to significant improvement compared to 12 months ago (42% in 2011), whereas one-quarter (27%) were in a mild or significant decline (34% in 2011).
SHRM Survey Findings: The Ongoing Impact of the Recession—Construction, Minin...shrm
Three-quarters (74%) of organizations in the construction, mining, oil and gas industry that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 51% in 2011. The top three reasons given for recruiting difficulty were lack of the right skills among candidates (52%), lack of the right work experience (44%), and competition from other employers (40%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
SHRM Survey Findings: The Ongoing Impact of the Recession—High-tech Industryshrm
The majority (82%) of organizations in the high-tech industry that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 71% in 2011. The top reasons given for recruiting difficulty were lack of the right skills among candidates (49%), competition from other employers (48%), lack of the right work experience (34%), and the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (34%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
The Ongoing Impact of the Recession—Recruiting and Skill Gapsshrm
Two-thirds (66%) of organizations that are currently hiring full-time staff indicated that they are having a difficult time recruiting for specific job openings, an increase from 52% reported in 2011. HR professionals indicated that the top four applied skills gaps for job applicants are critical thinking/problem solving (53%), professionalism/work ethic (46%), written communications (41%) and leadership (38%).
SHRM Survey Findings: The Ongoing Impact of the Recession—Manufacturing Industryshrm
Over three-quarters (79%) of organizations in the manufacturing industry that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 68% in 2011. The top reasons given for recruiting difficulty were lack of the right skills among candidates (54%), lack of the right work experience (46%), and the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (28%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
SHRM Survey Findings: The Ongoing Impact of the Recession—State and Local Gov...shrm
One-half (52%) of organizations in the state and local government that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 34% in 2011. The top reasons given for recruiting difficulty were the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (53%), lack of the right skills among candidates (43%), and competition from other employers (35%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
SHRM Survey Findings: The Ongoing Impact of the Recession—Professional Servic...shrm
Over two-thirds (70%) of organizations in the professional services industry that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 57% in 2011. The top reasons given for recruiting difficulty were lack of the right work experience (50%), lack of the right skills among candidates (49%), and competition from other employers (39%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
The Ongoing Impact of the Recession—Global Competition and Hiring Strategiesshrm
View other SHRM Research results at www.shrm.org/surveys.
Lack of relevant qualifications and competition for talent are the top reasons that two-thirds (66%) of organizations are having difficulty hiring qualified full-time employees, according to HR professionals. Strategies organizations are using to deal with these recruiting challenges include: expanding advertising efforts (47%), using social media to find passive job seekers (44%), collaborating with education institutions (37%) and expanding the search region (36%).
SHRM Survey Findings: The Ongoing Impact of the Recession—Finance Industryshrm
Two-thirds (66%) of organizations in the finance industry that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 49% in 2011. The top three reasons given for recruiting difficulty were lack of the right skills among candidates (55%), lack of the right work experience (50%), and the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (38%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
SHRM Survey Findings: The Ongoing Impact of the Recession—Federal Governmentshrm
One-half (50%) of federal government agencies that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 35% in 2011. The top three reasons given for recruiting difficulty were lack of the right skills among candidates (44%), lack of the needed credentials/certifications (40%), and the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (37%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
SHRM Survey Findings: The Ongoing Impact of the Recession—Health Industryshrm
Two-thirds (65%) of organizations in the health industry that were hiring full-time staff reported difficulty recruiting for specific open jobs, an increase from 50% in 2011. The top three reasons given for recruiting difficulty were competition from other employers (39%), the candidates’ pay requirements not matching the hiring organization’s salary or hourly rates (38%), and lack of the right skills among candidates (36%). This report is one of eight industry-level SHRM survey findings that look at skill gaps, recruiting challenges and recruiting strategies for employers in the U.S.
This research sought to determine what types of policies organizations are implementing in regard to political activities in the workplace, particularly as they relate to the 2016 presidential election. The survey also looked at whether organizations encouraged their employees to vote in political elections and whether employees were given time off to vote.
Shrm survey findings using competencies to achieve business unit success finalshrm
SHRM surveyed executives of business units other than HR (e.g., CEO, CFO, Vice President) to learn more about their views of what it takes for leaders to be successful across HR departments and different functional areas such as finance and accounting, sales and marketing, and IT. Specifically, this report focuses on the competencies needed now and in the future, including Business Acumen, Communication, Consultation, Critical Evaluation, Ethical Practice, Global and Cultural Effectiveness, Human Resource Expertise, Leadership and Navigation, and Relationship Management. The report also looks at which competencies are lacking in the labor pools of candidates for HR and other business units, and how to address those competency gaps.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
On June 30, 2015, the Department of Labor (DOL) released proposed changes to the overtime regulations. This survey was designed before DOL proposed these changes to the overtime regulations and represents the HR profession’s general perspective on FLSA overtime exemptions.
SHRM/Ascendo Resources: The Importance of Social Media for Recruiters and Job...shrm
This research, conducted in collaboration with Ascendo Resources, looks at the importance of having a social media presence for job seekers, as well as social media strategies HR professionals use for recruitment. Overall, 87% of HR professionals said it was either very or somewhat important for job seekers to have a social media presence on LinkedIn, and 83% agreed it was important to be on a relevant professional or association social networking site. In the past year, nearly two-thirds of organizations (65%) had hired new employees who were sourced through social media sites.
SHRM'S 2010 Healthy Food and Drinks in the Workplace poll surveyed HR professionals about healthy offerings in their organizations. Forty percent of organizations have formal or informal practices and/or policies in place that promote healthy food and drinks in the workplace. Nearly all employees have responded favorably to these organizations’ efforts to promote healthy food and drinks for work-related functions where food is served, in on-site vending machines, in the company cafeteria, etc.
The Society for Human Resource Management (SHRM®), the world’s largest association devoted to human resource management, has collaborated with Globoforce® on a series of surveys about employee recognition. Our goal is to elicit trends among HR leaders and practitioners about what challenges they face and what strategies help them conquer those challenges. In the 2015 survey, 80% of organizations indicated they have an employee recognition program, and more than one-half (58%) have a program that is tied to their organization’s values. Overall, respondents said employee recognition programs had a positive impact on employee engagement, happiness and workplace relationships, but the impact was perceived to be greater for those with values-based programs.
This research collected comprehensive information on the prevalence of organizations hiring 2015 college graduates with undergraduate and graduate degrees. The findings revealed that one-fifth of respondents (20%) indicated their organizations hired 2015 college graduates to begin working after graduation, and 15% indicated they hired 2015 college graduates to begin working before graduation. Among organizations that indicated they had hired 2015 graduates, 18% offered higher total compensation to 2015 college graduates than to 2014 college graduates; the majority (81%) offered compensation that was “about the same.”
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
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Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!