My endorsement of Darrin Grella

Recently, one of our best decided to leave the agency in search of a new challenge. Darrin Grella has moved on from the Rosetta team, to puruse his ultimate passion: Sales. Working for Global Executive Solutions Group, a MRI company, Darrin will have the opportunity to spend everyday building both client and candidate relationships, while creating the future of independence that he is focused on achieving. Why anyone would make a move like this in the market we are in, is hard to grasp. But Darrin isn't just "anyone"...he is one of those who will make it happen.

Writing an endorsement of Darrin on LinkedIn would not offer the appropriate justice for his talents. He is eternally positive and is one of the most innovative recruiters I have worked with. He is always seeking to learn and develop his skills. When Darrin started working for us, I had to show him how to turn his laptop on, and now he is addicted to Twitter and his blog. Darrin is a consumate TEAM player...he always takes the time to make others around him better. He understands that you can only be as good as the people you are surrounded with and he does not have an arrogance which prohibits him from accepting advice from others.

If you are seeking a professional Recruiter to aid you in your current or future job search (related to Darrin's focus in Interactive Marketing Executives), get connected with Darrin. He will help you.

If you represent a company in need of attracting key talent, get connected with Darrin. He will help you. In a market like we are in, when the pool of avaiable talent is as big as it is, and when it is painful to think about paying a fee, ignore all of the other recruiters that are scrambling for your business, and utilize Darrin.

Those who encounter Darrin will be glad they were so lucky.

Those who hire Darrin will receive a dedication and focus that exceeds most other candidates.

Those who work with Darrin will realize how much more they like their job when Darrin is there.

Those who get to know Darrin will understand the true meaning of a "good dude".


Email Darrin <dgrella@globalesg.com>


Ron Laneve
ron@ronlaneve.com

Three months in, the future looks bright at Rosetta

I've been taking lots of heat lately from my friends who coerced me into blogging, for not writing anything in the last three months. To say I have been a little busy is an understatement. But I am back, and have lots of new ideas to share. First, here's an update on the integration progress.


The Rosetta / Brulant acquisition has been intense and non-stop. It will be well into 2009 until Brulant is an after thought, however things are going very well. I will admit, on a personal level it has been tough to let go of the Brulant brand, the story, and the talent acquisition focus that we have created over the last several years. However, like all successful survivors, an evolution must occur. In this case I have had the privilege to watch the evolution unfold and in some aspects worked to control the environment in which it has developed.


Not to sound trite, but great firms / agencies / companies (whatever your preference) are absolutely defined by the people who work within them. In the case of Rosetta, the combination of talent across all geographies is absolutely awesome. From the senior executive team to the recent college graduates, the energy that exists as collaboration between once separate entities occurs, has been inspiring. The best way that I can summarize the success of our integration is that everyone is winning in this deal!

• Clients from both organizations now have direct, one path access to Rosetta's patented personality based marketing methodologies, Brulant's refined technology implementation expertise and the combination of intensive Creative and Customer Experience services from both companies. By the way we are now serving half of the Fortune 500!
  
• Team Members from both organizations are benefiting from expanded growth opportunities through exposure to new service offerings, an increased diversity in shared talent for collaboration, and best of breed operational excellence around professional development & performance management.
  
• Candidates for employment opportunities with Rosetta have a unique organization in which to spread their wings. We are always on the cutting edge of technology, we have proven to be leaders in marketing innovation, we have award winning creative capabilities, we are always attacking unique challenges that require pragmatic problem solving capabilities....and most importantly it is ingrained in our culture to have fun.
  
• The Market is winning as well. In these times of financial stress, our approach of very specific market segmentation and targeting, provides our clients with the ability to succinctly measure the ROI on each dollar that is spent on positioning their products and services. Conversely, through Rosetta's approach, consumers are more informed than ever on the buying decisions that they are contemplating.

I have worked in various dynamic companies throughout my career. I can say without hesitation that Rosetta is comprised of the brightest collection of individuals I have ever been around. The opportunity that we have created through the combination of our firms appears to be truly game changing. Stay tuned...

Ron Laneve
ron@ronlaneve.com

Rosetta & Brulant, A Product of Prevailing Species

"In the long history of humankind (and animal kind, too) those who learned to collaborate and improvise most effectively have prevailed." -- Charles Darwin



In maintaining my theme of Darwinism, I am excited to announce that Brulant's merger with Princeton, NJ based Rosetta creates an new interactive agency (species) poised to establish a best of breed organization. With the combination of Brulant's significant expertise in developing robust on-line Customer Experience solutions and Rosetta's strategic segmentation based marketing focus, the new Rosetta will offer its combined client base the opportunity to truly connect with its constituents on a personal basis. This combined talent in this "new" organization will drive a value to Internet Marketing that is unique and proprietary.

As the evolution of Internet Marketing continues, it is clear that the direct connection with the "person", the independent buyer of products and services on-line, is a requirement to achieve ultimate success and market share. The beauty of this concept is that it is actually possible and better yet, measurable! Internet Marketing done right (done the Rosetta way), provides our clients with a platform to make informed decisions on very specific marketing investments, as well as presents a logical method for return on investment analysis.

This is only half of the benefit that the new Rosetta can provide for our clients. Organizations faced with the challenge of managing multiple marketing and technology partners no longer have to be concerned with the oversight of this burden, and can focus on their core business operations. When the Rosetta Value Proposition is partnered with the creative and technology execution prowess of legacy Brulant, the result is a highly leveraged, results driven, measurable solution creating a unique and personal experience for the ultimate consumer.

This model drives consumer loyalty, facilitates community development around a brand, and ultimately drives significantly increased revenue!

The Opportunity...

Rosetta provides an ENORMOUS opportunity for talented individuals with various backgrounds and capabilities. We are seeking professionals with experience in Brand Management, Agency Account Management, Creative Design, On-line Customer Experience, Search Engine Management, Business Consulting, and Technology expertise. These needs are just high level examples describing our talent acquisition requirements. For more detail check out the careers section at:

ROSETTA CAREERS & BRULANT CAREERS

On a personal level, to be deeply ingrained in this integration of independently successful firms, and to participate in the strategic, technological, operation and cultural evolution has been a substantial learning experience to say the least. As with all "great ideas", they look great on paper, but execution is always the key. Time, as is the key component to all evolutionary developments, will ultimately dictate whether or not this new breed was meant to be sustainable or not. In this specific case, the application of incredible talent should prove to be the environmental force necessary to propel Rosetta to significant future success!


Press Coverage...

Below is a list of several links providing more detail on the deal:

• Internet Retailer
• Media Post (includes OMMA Magazine and many other interactive/marketing focused pubs)
• Crain's Cleveland Business
• ClickZ
• bNet
• Paid Content
• Marketing Vox News
• The Cleveland Plain Dealer (print and online)
• Ad Median
• Smart Brief
  

Ron Laneve
ron@ronlaneve.com

Interviewing Etiquette : Where did it go?

"Ignorance more frequently begets confidence than does knowledge: it is those who know little, and not those who know much, who so positively assert that this or that problem will never be solved by science." -- Charles Darwin

So...I am going to diverge from the topic plan I have, to vent about a pet peeve I am seeing repeatedly in recent times. Why don't job seekers at least act like they give a crap??

Because of the volume of recruiting we are involved with at my firm, and because I have such an awesome team, I don't have the opportunity to speak with too many candidates like I used to. However, recently I have re-entered the fray to keep my skills sharp and make sure we are assessing talent wisely.

Today I interviewed a guy who has been laid off since February, on a severance through the end of the year, and has specifically sought out our organization to make a career change. No experience in consulting, but well educated, has proven banking / financial expertise, and is a good communicator. I sit down to talk with him and hand him my card. Card goes into the suit pocket...he never even looked at it! Ok, fine...whatever.

He had two interviews before me with two of our top notch business analysts. He was also prepped significantly by one of my best recruiters. He had a chance to review our site and come prepared with questions, have those questions answered in three previous meetings the same day, and still he cannot articulate to me what we do. But he is convinced that our firm is the place for him. Huh?

I am fairly laid back in my interviewing style. I prefer to have a conversation with candidates versus following any formal interviewing methodology. I am typically not a stickler for formal thank you notes and pretty resumes. I am simple...just give me some good content. However, in lieu of being able to do that....how about taking some notes in your interview? How about coming prepared with a list of questions which would maybe show me you did some research on the firm and the opportunity? How about putting forth an effort towards appearing like you are ready to be a consultant? Show me just a modicum of self awareness. Give me the basics...that's all I ask.

This is just one example that is fresh in my mind that drove me to finally write about it. As I have ramped up my interviewing, this "attitude", "style", "lack of preparation" -- whatever you want to call it -- is unfortunately more the rule than the exception. And worse yet, the kids out of college are doing it too! Who is preparing this bunch? Wow!

Am I asking too much? Am I too proud of the firm I work for, and have expectations that are too lofty for people who want to join my firm? Please, let me know.

Recruiting is absolutely an evolving beast, and interviewing methods on both sides are changing as well...but I have to believe that some things must remain consistent.

Ron Laneve
ron@ronlaneve.com

The Evolution Continues...

“A man who dares to waste one hour of time has not discovered the value of life.” -- Charles Darwin

As promised, here is the rest of my story. Longer than hoped...but an evolution doesn't occur overnight!

When Stuart (owner of Career Enterprises, now StoneSearch) came to me in July 2001 and said, "hey, you can keep working here, but I can't pay you", the writing was clearly on the wall. There was just no way, following the dotcom bust, that companies in Cleveland were going to pay us fees for finding technology talent for them. So, home I went.

The next six months were random and job searching was fruitless. Luckily in March 2002 my CASE connections pulled through and I was hired by Acero (another Bioinformatics firm based in Cleveland, also now defunct). I spent the next 6 months working in Palo Alto, CA at the offices of Incyte Genomics in a Business Analysis role. Key lesson: adaptation to a changing environment is necessary for survival.

To add to my employment roller-coaster, Acero sent us home in August 2002 on what they described as a "two week unpaid break". We all knew they were in financial distress so this was no surprise. But clearly a return to work was not imminent. Once again, my CASE connections pulled through and Brulant came knocking on my door. Brulant (New Media at the time) had previously offered me a job when I was with Career Enterprises in 1999. At that time, my loyalty to Stuart was too strong and I declined the opportunity. When I joined Brulant in 2002, we were at 32 total people...and little did I know, the growth was about to begin!

At Brulant I was hired to be Recruiter, Staffing Manager, Human Resources & Benefits Coordinator and everything else a small firm needed me to do. By the way, Recruiting was the only one of these things in which I had experience! Luckily, I wasn't being asked to cure cancer. For a firm that size, I could perform all of those duties without causing too many human relations or legal issues for Brulant. Slightly over a year from my start at Brulant, the only opportunity that I would have prompted me to leave the firm, formally presented itself. Xteric Technology Group had a place for me. Key lesson: recognizing a true opportunity to develop and enhance preferential career skills parallels the natural selection process.

Xteric had become stable enough to support six whole people when they were ready for me. Started by Stuart Taylor (my previous boss from Career Enterprises), Rick Simmons and Brad Wertz, Xteric specialized in custom web-based application development using Miscrosoft and J2EE technologies. To provide value at Xteric, I took on the Director of Operations role. I was responsible for HR, Recruiting, Staffing, Marketing, Client Management, Business Development, Infrastructure, AP/ AR...whatever was required to help an entreprenuerial firm grow and succeed. Xteric grew from three to sixty employees in about 3 years before it was acquired by Brulant in March 2006.

Brulant, due to Len Pagon's influence, was (and still is) exceptional at developing new business. Xteric, due to Brad Wertz's extraordinary business acumen and leadership, was superior at operational management. The combination of distinct expertise, in addition to several strong relationships between the firms, instantly created a powerhouse in NorthEast Ohio for Interactive Marketing and Technology services. Very quickly, Brulant would become a nationally recognized leader in building online channel adoption and optimization in the Retail & Consumer Products and Financial Services industries. The selection of the best traits from both firms, creating a new, more optimal, organizational "species" would have made Darwin proud.

Over two years later, and after managing the addition of three hundred net new employees, my role at Brulant remains the Director of Talent Acquisition and Staffing. As I reflect upon my career evolution and observe the rapid changes in recruiting strategies, I want to share my thoughts on Talent Acquisition and Talent Management -- two disctint concepts. My future posts will be focused on specific recruiting and staffing topics in which I believe the principles of scientific theory and natural selection can be applied.

Ron Laneve
ron@ronlaneve.com

Beginning Of An Evolution

“It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change.” – Charles Darwin

A story I am sure that has been told many, many times: after years of encouragement, I am finally starting a blog. Hey, I just needed some time to think of a topic that would afford me more than one blog post. And who else has been able to relate the principles of Darwinism to Talent Acquisition?? Seriously, as a degreed Biologist with over ten years of recruiting experience, I see many parallels between both disciplines. My goal for this space is to explore the pressing aspects of talent acquisition and development, and how the processes intersect with Darwinian natural selection.

I am starting simple, by telling my story. I hope my short autobiography can provide some initial context for my perspectives yet to be shared. How did I take a Biology degree from CASE and become talent acquisition expert? How did I take a job in contingency recruiting and become a staffing guru in a high paced, rapidly growing professional services firm? How did I build such a talented team of recruiting talent at Brulant, which has hired over 400 people in the past two and a half years?

Of course the above questions have a simple answer: it was an evolution.

From a very young age I wanted to be a Genetic Engineer and in 1996 I graduated from Case Western Reserve University with a B.S. in Biology. I wanted to take my passion for science, combine it with my childhood exposure to my grandparent’s farm and greenhouse, and save the world by making better crops! After one summer in the lab, I realized that I needed to be interacting with people -- instead I was handling test tubes of radioactive markers used for performing DNA sequencing on the genomes of ascaris lumbricoides! Don’t get me wrong, it was cutting edge stuff….just not my cup of tea. I am still thankful to Dr. Tim Nilsen for the opportunity.

New plan: pursue a business spin on my degree and experience. Luckily, three months after graduation I received a call from Manuel Glynia and his firm NetGenics (now defunct). His firm, NetGenics, specialized in building software to accelerate data analysis leading to drug discovery. NetGenics gave me the perfect opportunity -- Account Management and Business Analysis for a start-up. It was a rapidly growing technology company focused on Bioinformatics. Better yet, all of this was in my own back yard of Cleveland Ohio!

NetGenics also exposed me to recruiting people at all levels to our firm; 100+ new hires in the first year after I started. Many of these people had to relocate to Cleveland to join the company. We built a large team of Java developers before anyone in Cleveland knew that Java was more than coffee. However, like most 24 year old people at their first job, I thought I knew it all and could do better on my own, so I left to pursue an executive recruiting role with Career Enterprises (now StoneSearch). This boutique firm, focused on building the staff of emerging software product companies, provided the foundation for the next evolution of my career.

My next post will cover the second half of my story which will further explain the inspiration behind my blog. Recruiting, developing young talent, career path creation, and recognizing top performers -- all of these processes rely on the same concepts that are the basis of Darwin’s theory of Natural Selection. Technology recruiting and evolutionary theory are more inter-related than you can imagine.

Stay tuned…

Ron Laneve
ron@ronlaneve.com