RefLetter_RS[1]John Sullivan
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Rob Swoboda is being recommended for a position by John Sullivan, the founder and CEO of HomeShore Solutions LLC, where Rob worked as a Senior Software QA Analyst. Rob played an integral role in the successful completion of the SIRIS project at Scottsdale Insurance Company, requiring both technical skills and the ability to navigate political environments. In addition to completing the job, Rob built lasting friendships. Rob is a highly qualified technical resource who also possesses valuable soft skills that can make a difference in project success.
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Dan Brogan is being recommended for a position by his former manager. As Project Manager and Director of Sourcing Strategies at EarthLink, Dan led initiatives that improved processes and controls while securing deeper discounts. He is described as reliable, innovative, and able to work independently or lead a team, and his former manager believes Dan would be an asset to any employer.
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This letter provides a recommendation for Rob, who worked as the head of Quality Assurance and documentation for two years at Pearson Education. The director praises Rob for his experience in different applications and for fully committing himself to tasks. Rob did an excellent job focusing the engineering team on testing and software readiness. The director was sad to lose such a dedicated employee who left a great mark on Pearson and will be missed by the entire team.
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RSI provides national construction, development, and facilities services. It was founded in 2003 by Ron Sparks who has over 40 years of experience in commercial construction. RSI focuses on retail construction and has completed projects for companies like Dollar Tree and O'Reilly Auto Parts. It prides itself on reliability, sustainability, and integrity in delivering high quality projects on time and on budget.
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The following are reference letters from throughout Rob\'s career. Do not take my word for it - what do others say about me.
Staffing and Recruiting @ Vbeyond corporation
VBeyond is one of the leading innovators in the Recruitment and Human Resource Domain. Established by Industry professionals, VBeyond has been serving the business interests in the regions of North America, India and EMEA. VBeyond has worked with the very best in terms of talent which in turn has enabled our valued clients across the globe to scale new heights. VBeyond banks on its talented and experienced IT consultants and have been providing consultancy on a host of IT services for both shot term and long term on-site projects. We have significant presence in the Banking, Finance and Insurance (BFI) arenas.
518 Integrative CasesThe lights of the city glittered outs.docx
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The lights of the city glittered outside Ken Vin-
cent’s twelfth-floor office. After nine years of late
nights and missed holidays, Ken was in the exec-
utive suite with the words “Associate Partner” on
the door. Things should be easier now, but the
proposed changes at Royce Consulting had been
more challenging than he had expected. “I don’t
understand,” he thought. “At Royce Consulting our
clients, our people, and our reputation are what count, so
why do I feel so much tension from the managers about the
changes that are going to be made in the office? We’ve an-
alyzed why we have to make the changes. Heck, we even
got an outside person to help us. The administrative sup-
port staff are pleased. So why aren’t the managers enthusi-
astic? We all know what the decision at tomorrow’s meet-
ing will be—Go! Then it will all be over. Or will it?” Ken
thought as he turned out the lights.
Background
Royce Consulting is an international consulting firm whose
clients are large corporations, usually with long-term con-
tracts. Royce employees spend weeks, months, and even
years working under contract at the client’s site. Royce
consultants are employed by a wide range of industries,
from manufacturing facilities to utilities to service busi-
nesses. The firm has over 160 consulting offices located in
65 countries. At this location Royce employees included 85
staff members, 22 site managers, 9 partners and associate
partners, 6 administrative support staff, 1 human resource
professional, and 1 financial support person.
For the most part, Royce Consulting hired entry-level
staff straight out of college and promoted from within.
New hires worked on staff for five or six years; if they did
well, they were promoted to manager. Managers were re-
sponsible for maintaining client contracts and assisting
partners in creating proposals for future engagements.
Those who were not promoted after six or seven years gen-
erally left the company for other jobs.
Newly promoted managers were assigned an office, a
major perquisite of their new status. During the previous
year, some new managers had been forced to share an of-
fice because of space limitations. To minimize the friction
of sharing an office, one of the managers was usually as-
signed to a long-term project out of town. Thus, practically
speaking, each manager had a private office.
Infrastructure and Proposed Changes
Royce was thinking about instituting a hoteling office
system—also referred to as a “nonterritorial” or “free-
address” office. A hoteling office system made offices
available to managers on a reservation or drop-in basis.
Managers are not assigned a permanent office; instead,
whatever materials and equipment the manager needs are
moved into the temporary office. These are some of the
features and advantages of a hoteling office system:
• No permanent office assigned
• Offices are scheduled by reservations
• Long-term scheduling of an office is feasible
• Storage s ...
518 Integrative CasesThe lights of the city glittered outs.docx
518 Integrative Cases
The lights of the city glittered outside Ken Vin-
cent’s twelfth-floor office. After nine years of late
nights and missed holidays, Ken was in the exec-
utive suite with the words “Associate Partner” on
the door. Things should be easier now, but the
proposed changes at Royce Consulting had been
more challenging than he had expected. “I don’t
understand,” he thought. “At Royce Consulting our
clients, our people, and our reputation are what count, so
why do I feel so much tension from the managers about the
changes that are going to be made in the office? We’ve an-
alyzed why we have to make the changes. Heck, we even
got an outside person to help us. The administrative sup-
port staff are pleased. So why aren’t the managers enthusi-
astic? We all know what the decision at tomorrow’s meet-
ing will be—Go! Then it will all be over. Or will it?” Ken
thought as he turned out the lights.
Background
Royce Consulting is an international consulting firm whose
clients are large corporations, usually with long-term con-
tracts. Royce employees spend weeks, months, and even
years working under contract at the client’s site. Royce
consultants are employed by a wide range of industries,
from manufacturing facilities to utilities to service busi-
nesses. The firm has over 160 consulting offices located in
65 countries. At this location Royce employees included 85
staff members, 22 site managers, 9 partners and associate
partners, 6 administrative support staff, 1 human resource
professional, and 1 financial support person.
For the most part, Royce Consulting hired entry-level
staff straight out of college and promoted from within.
New hires worked on staff for five or six years; if they did
well, they were promoted to manager. Managers were re-
sponsible for maintaining client contracts and assisting
partners in creating proposals for future engagements.
Those who were not promoted after six or seven years gen-
erally left the company for other jobs.
Newly promoted managers were assigned an office, a
major perquisite of their new status. During the previous
year, some new managers had been forced to share an of-
fice because of space limitations. To minimize the friction
of sharing an office, one of the managers was usually as-
signed to a long-term project out of town. Thus, practically
speaking, each manager had a private office.
Infrastructure and Proposed Changes
Royce was thinking about instituting a hoteling office
system—also referred to as a “nonterritorial” or “free-
address” office. A hoteling office system made offices
available to managers on a reservation or drop-in basis.
Managers are not assigned a permanent office; instead,
whatever materials and equipment the manager needs are
moved into the temporary office. These are some of the
features and advantages of a hoteling office system:
• No permanent office assigned
• Offices are scheduled by reservations
• Long-term scheduling of an office is feasible
• Storage s.
Castillo
Ross Castillo worked collaboratively with John Rhodas at IBM for over nine years. Rhodas found Ross to be a hardworking individual with a broad understanding of technology who was trusted to help clients design, plan, and implement advanced recovery solutions. Ross is dedicated and enthusiastic, able to work on multiple projects at once while meeting deadlines due to his superior organizational skills. Based on his experience and performance, Rhodas highly recommends Ross as a top technical candidate in the IT industry.
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We provide confidential, practical and informed advice to both the clients and candidates that we represent. By listening to their needs, researching, then providing fast and effective solutions we build long-term partnerships with these professionals.
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The following are reference letters from throughout Rob\'s career. Do not take my word for it - what do others say about me.
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VBeyond is one of the leading innovators in the Recruitment and Human Resource Domain. Established by Industry professionals, VBeyond has been serving the business interests in the regions of North America, India and EMEA. VBeyond has worked with the very best in terms of talent which in turn has enabled our valued clients across the globe to scale new heights. VBeyond banks on its talented and experienced IT consultants and have been providing consultancy on a host of IT services for both shot term and long term on-site projects. We have significant presence in the Banking, Finance and Insurance (BFI) arenas.
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The lights of the city glittered outside Ken Vin-
cent’s twelfth-floor office. After nine years of late
nights and missed holidays, Ken was in the exec-
utive suite with the words “Associate Partner” on
the door. Things should be easier now, but the
proposed changes at Royce Consulting had been
more challenging than he had expected. “I don’t
understand,” he thought. “At Royce Consulting our
clients, our people, and our reputation are what count, so
why do I feel so much tension from the managers about the
changes that are going to be made in the office? We’ve an-
alyzed why we have to make the changes. Heck, we even
got an outside person to help us. The administrative sup-
port staff are pleased. So why aren’t the managers enthusi-
astic? We all know what the decision at tomorrow’s meet-
ing will be—Go! Then it will all be over. Or will it?” Ken
thought as he turned out the lights.
Background
Royce Consulting is an international consulting firm whose
clients are large corporations, usually with long-term con-
tracts. Royce employees spend weeks, months, and even
years working under contract at the client’s site. Royce
consultants are employed by a wide range of industries,
from manufacturing facilities to utilities to service busi-
nesses. The firm has over 160 consulting offices located in
65 countries. At this location Royce employees included 85
staff members, 22 site managers, 9 partners and associate
partners, 6 administrative support staff, 1 human resource
professional, and 1 financial support person.
For the most part, Royce Consulting hired entry-level
staff straight out of college and promoted from within.
New hires worked on staff for five or six years; if they did
well, they were promoted to manager. Managers were re-
sponsible for maintaining client contracts and assisting
partners in creating proposals for future engagements.
Those who were not promoted after six or seven years gen-
erally left the company for other jobs.
Newly promoted managers were assigned an office, a
major perquisite of their new status. During the previous
year, some new managers had been forced to share an of-
fice because of space limitations. To minimize the friction
of sharing an office, one of the managers was usually as-
signed to a long-term project out of town. Thus, practically
speaking, each manager had a private office.
Infrastructure and Proposed Changes
Royce was thinking about instituting a hoteling office
system—also referred to as a “nonterritorial” or “free-
address” office. A hoteling office system made offices
available to managers on a reservation or drop-in basis.
Managers are not assigned a permanent office; instead,
whatever materials and equipment the manager needs are
moved into the temporary office. These are some of the
features and advantages of a hoteling office system:
• No permanent office assigned
• Offices are scheduled by reservations
• Long-term scheduling of an office is feasible
• Storage s ...
518 Integrative CasesThe lights of the city glittered outs.docx
518 Integrative Cases
The lights of the city glittered outside Ken Vin-
cent’s twelfth-floor office. After nine years of late
nights and missed holidays, Ken was in the exec-
utive suite with the words “Associate Partner” on
the door. Things should be easier now, but the
proposed changes at Royce Consulting had been
more challenging than he had expected. “I don’t
understand,” he thought. “At Royce Consulting our
clients, our people, and our reputation are what count, so
why do I feel so much tension from the managers about the
changes that are going to be made in the office? We’ve an-
alyzed why we have to make the changes. Heck, we even
got an outside person to help us. The administrative sup-
port staff are pleased. So why aren’t the managers enthusi-
astic? We all know what the decision at tomorrow’s meet-
ing will be—Go! Then it will all be over. Or will it?” Ken
thought as he turned out the lights.
Background
Royce Consulting is an international consulting firm whose
clients are large corporations, usually with long-term con-
tracts. Royce employees spend weeks, months, and even
years working under contract at the client’s site. Royce
consultants are employed by a wide range of industries,
from manufacturing facilities to utilities to service busi-
nesses. The firm has over 160 consulting offices located in
65 countries. At this location Royce employees included 85
staff members, 22 site managers, 9 partners and associate
partners, 6 administrative support staff, 1 human resource
professional, and 1 financial support person.
For the most part, Royce Consulting hired entry-level
staff straight out of college and promoted from within.
New hires worked on staff for five or six years; if they did
well, they were promoted to manager. Managers were re-
sponsible for maintaining client contracts and assisting
partners in creating proposals for future engagements.
Those who were not promoted after six or seven years gen-
erally left the company for other jobs.
Newly promoted managers were assigned an office, a
major perquisite of their new status. During the previous
year, some new managers had been forced to share an of-
fice because of space limitations. To minimize the friction
of sharing an office, one of the managers was usually as-
signed to a long-term project out of town. Thus, practically
speaking, each manager had a private office.
Infrastructure and Proposed Changes
Royce was thinking about instituting a hoteling office
system—also referred to as a “nonterritorial” or “free-
address” office. A hoteling office system made offices
available to managers on a reservation or drop-in basis.
Managers are not assigned a permanent office; instead,
whatever materials and equipment the manager needs are
moved into the temporary office. These are some of the
features and advantages of a hoteling office system:
• No permanent office assigned
• Offices are scheduled by reservations
• Long-term scheduling of an office is feasible
• Storage s.
Castillo
Ross Castillo worked collaboratively with John Rhodas at IBM for over nine years. Rhodas found Ross to be a hardworking individual with a broad understanding of technology who was trusted to help clients design, plan, and implement advanced recovery solutions. Ross is dedicated and enthusiastic, able to work on multiple projects at once while meeting deadlines due to his superior organizational skills. Based on his experience and performance, Rhodas highly recommends Ross as a top technical candidate in the IT industry.
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Dedric Robinson
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Rose International is a leader in providing Workforce Solutions and Technology Solutions to corporations and government agencies with offices in 21 U.S. cities and one in New Delhi, India. They offer a broad range of services including application development and integration, database performance optimization, operations maintenance and support, project management, staffing solutions, employment outsourcing services, and enterprise workforce groups. Rose International is a certified woman- and minority-owned business that has received several awards and recognition for its work.
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Enterprise Objectives
S Enterprise Objectives is a professionally managed IT management company in Saudi Arabia with a vision to be a leader in the region. The company provides network security, data management, infrastructure development, IP telephone solutions, and other IT services. It has a team of experienced professionals and works with major vendors and partners. The company also offers consulting services in areas like business process management, IT governance, and project management. It has successfully delivered solutions to major clients in Saudi Arabia.
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Headquarters in Dubai, strong local knowledge and extensive regional network combined with global reach, makes us the recruiter of choice.
We work with highly successful leaders with demonstrable achievements, who can drive your business forward and help you gain an edge against competitors in an increasingly competitive world. These individuals are in the top percentile within their field, can add instant value and be instrumental to the growth and success of your organisation.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
We provide confidential, practical and informed advice to both the clients and candidates that we represent. By listening to their needs, researching, then providing fast and effective solutions we build long-term partnerships with these professionals.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
- Accountancy & Finance
- Business Development & Sales
- Engineering
- Human Resources
- Information Technology
- Investment
- Legal
- Marketing
- Operations
- Procurement
- Property
- Supply Chain & Logistics
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RS Executive is a trusted provider of executive search, headhunting and bespoke recruitment solutions.
We work with highly successful leaders with demonstrable achievements, who can drive your business forward and help you gain an edge against competitors in an increasingly competitive world. These individuals are in the top percentile within their field, can add instant value and be instrumental to the growth and success of your organisation.
We provide confidential, practical and informed advice to both the clients and candidates that we represent. By listening to their needs, researching, then providing fast and effective solutions we build long-term partnerships with these professionals.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
- Accountancy & Finance
- Business Development & Sales
- Engineering
- Human Resources
- Information Technology
- Investment
- Legal
- Marketing
- Operations
- Procurement
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- Supply Chain & Logistics
Reference_Rod_Wilson 1.0
Rod Wilson was the Engineering Director at Trolex Ltd from 2014 to 2016, where he was responsible for technical strategy, product development, certifications, and production engineering. He is highly intelligent and skilled, able to identify and lead coherent teams. Rod communicates complex technical issues well with customers and partners. His former boss at Trolex highly recommends Rod as a tremendous asset to any employer, with wide-ranging skills and abilities.
Josh's letter
This letter is a recommendation for Josh Nelson to be considered for a position. It describes Josh as a focused, results-driven engineer who takes ownership of challenges and has strong project leadership skills. As a QA Project Engineer and Lead at The Nerdery, Josh has served as the lead on numerous large, long-term projects for international clients. He developed systems and strategies that have contributed and will continue to contribute to the success of the QA department. The letter urges the reader to strongly consider adding Josh to their team, as he will no doubt become an invaluable asset.
Conversation driven business 0713a
The document discusses Strategic Venture Consulting's Conversation Driven Business approach which involves designing business conversations to improve outcomes. It states that conversations are critical to business success but are often unplanned. The Conversation Driven Business approach has been validated over 20 years and can increase sales, innovation, and reduce waste across all business areas. It invites the reader to learn more about how designing business conversations can benefit their company.
sjg-resume
This document provides an overview of Samuel J. Greear's professional experience and qualifications. He has over 15 years of experience as a web developer and digital marketer. He has held roles such as Director of a web department for an advertising agency, Founder of a web video company, and Chief Architect for an online affiliate program. He has extensive experience with web technologies and digital marketing strategies. He currently works as an independent consultant assisting businesses with custom websites and digital solutions. He is also the Executive Director of a non-profit organization focused on trail development and maintenance.
Letter of Reference
This letter provides a reference for Shalin Bhatt of Has Tech Solutions. It describes Shalin as always willing to communicate effectively and fulfill weekly commitments on time with perseverance. As a key member of executive leadership, Shalin has a high standard for quality, attention to detail, and professional attitude. When facing unplanned deadlines, Shalin ensured projects were completed on time, accurately and efficiently while managing several projects simultaneously. The letter recommends Has Tech Solutions and Shalin as a strong asset and contractor for any company seeking e-commerce, web development or software development services.
Biography
Rob Moore is a Principal and founding member of ROCG, an international professional services and consulting firm specializing in business transition strategy, finance, and operations for privately owned and emerging growth enterprises. He has over 30 years of experience advising small and medium sized businesses on successful transitions, strategic planning, and cash generation strategies. Rob uses proven systems and processes to help clients determine their goals and aspirations and create plans to achieve them, which may require facilitating uncomfortable changes. He received his Bachelor's in Accounting and Master's in Taxation and has worked with hundreds of businesses across various industries.
Ref Letter from DrCGreene
Robb has worked as a project manager for six months and demonstrated admirable leadership skills and a collegial work style. He develops detailed project reports, organizes meetings, and communicates thoroughly with the team and management. Regardless of project chaos, Robb maintains a calm and direct communication style that allows others to focus on tasks and successful resolution. He is experienced with Scrum and Agile processes and the company's SDLC. The author recommends Robb for any team and is available to address further questions.
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518 Integrative CasesThe lights of the city glittered outs.docx
518 Integrative CasesThe lights of the city glittered outs.docx
518 Integrative CasesThe lights of the city glittered outs.docx
518 Integrative CasesThe lights of the city glittered outs.docx
More from Rob Swoboda
R.Swoboda Resume 8-2017
Robert L. Swoboda is a Quality Assurance Specialist with over 15 years of experience in software quality management and assurance. He has a passion for quality and continuous improvement. His objective is to build or work with dedicated QA teams to achieve maximum product quality at minimum cost. Some of his professional experiences include directing over 55 resources across multiple departments at Intel and developing and implementing QA methodologies and processes. He has expertise in test coordination, quality best practices, risk assessment, defect management, and test automation.
Beta Test Methodology
This document provides an overview of beta testing methodology and best practices. It discusses the purpose and value of beta testing, as well as the typical structure and process, including preparing a beta plan, identifying beta sites and participants, releasing builds, and compiling data and feedback. It also describes the recommended beta documentation set, including internal documents like a beta test plan and matrix for tracking progress, and external documents for communicating with customers. The goal is to manage the beta process effectively and collect meaningful data to evaluate the product before its full release.
R. Swoboda Beta Testing presentation-lite
This is a hi level PPT overview of the Beta Test Methodology I presented at he 2010 Star East Conference.
Qa exploratory test charter template
The document provides a template for an exploratory test charter. The charter includes sections for introduction, context, execution, and reporting. The context section describes the test environment, coverage area, and tasks. The execution section is for documenting testing notes, output files, issues, and bugs found. The reporting section summarizes the time spent on design, execution, issue investigation, and other phases of the exploratory test.
Generic exploratory-charter-template-empty
The charter session will verify that the system performs as expected without any errors or adverse functionality. It will test the system in various environments using different browsers, platforms, and input data. Issues and bugs encountered will be documented and reported on to determine if the system meets its intended purpose.
QA Anchor advocate for quality
The document discusses the role of a QA Anchor. A QA Anchor infuses a software development team with quality practices and behaviors to produce working software. They collaborate with and coach the team, advocate for test automation and empower the team to take ownership of quality. As an integral part of an agile team, the QA Anchor helps create outstanding user experiences through practices like exploratory testing and behavior-driven development.
QA Anchor Advocate for Quality
Their is a new role called a QA Anchor, this role is much more of QA then the classic QA/QC roles we are used to. Please review this slide deck and find out more about what a QA Anchor does and how this job function works.
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RefLetter_RS[1]John Sullivan
- 1. To whom it may concern, I consider is an honor and privilege to be able to write this letter of recommendation for Rob Swoboda. I am the founder and CEO of HomeShore Solutions LLC. While operating a small, focused, project based and service oriented consulting firm I have come to know Rob in the capacity of a Senior Software QA Analyst. As a consultant Rob played an integral roll to the success of the SIRIS project at Scottsdale Insurance Company which required not only technical understanding of software and their business processes but also a personality that enabled him to navigate through a highly political environment of internal employees. While Rob was able to do this gracefully to complete the job, he also built many lasting friendships. While Rob is a highly qualified technical resource to any project or team, it is leaders like Rob who possess the intangible soft skills that ultimately make the difference in a success of a project. Sincerely John Sullivan Founder and CEO HomeShore Solutions LLC