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The benefits of Hiring A Commercial Home loan Broker. Written by admin on 03 June 2011. In regards to real estate property or residence issues, people generally would like to do it on their own only simply because they feel that it is their very own … Other than giving you advice, these brokers also allow you to obtain loans which can fulfill your personal monetary requirements. A industrial mortgage loan broker could be of significantly support in getting you a loan …

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SeaMicro Continues Rapid Growth: Opens New World Headquarters, Expands Executive Team

May 31, 2011

SUNNYVALE, CA–(Marketwire – May 31, 2011) – SeaMicro , the pioneer in low power server technology , today announced important milestones in its continued rapid expansion with a new 68,000 square-foot headquarter in Sunnyvale and the hiring of Neena Pemmaraju for its newly created position of vice president of Solutions and Technology.

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SeaMicro Continues Rapid Growth: Opens New World Headquarters, Expands Executive Team

May 31, 2011

SUNNYVALE, CA–(Marketwire – May 31, 2011) – SeaMicro , the pioneer in low power server technology , today announced important milestones in its continued rapid expansion with a new 68,000 square-foot headquarter in Sunnyvale and the hiring of Neena Pemmaraju for its newly created position of vice president of Solutions and Technology.

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Obama Admin Changes Course In Crackdown On Illegal Immigration

May 30, 2011

Obama administration officials are sharpening their crackdown on the hiring of illegal immigrants by focusing increasingly tough criminal charges on employers while moving away from criminal arrests of the workers themselves.

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Gold River Productions Inc. Announced Today That It Has Filled Another Key Managerial/Sales Position

May 20, 2011

SALT LAKE CITY, UT–(Marketwire – May 20, 2011) – John Ohlin, President and Chief Executive Officer of Gold River Productions ( PINKSHEETS : GRPS ) Inc. announced today the hiring of an experienced V.P. of Sales for the patent pending World Home. The V.P., “whose name we are not making public at this time, has vast experience as both a general contractor and in the construction of homes made from a variety of composite materials. In his current position, he has been responsible for both national and international sales and will bring immediate introductions to potential customers within our borders as well as with a dozen foreign countries. Our patent pending World Home ‘is vastly superior to any similar type of product I have ever seen,’ he told me,” Mr. Ohlin stated.

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Park Sterling Corporation Expands Its Business Line in Growth Markets With New Hire

May 20, 2011

CHARLOTTE, NC–(Marketwire – May 20, 2011) – Park Sterling Corporation ( NASDAQ : PSTB ), the holding company for Park Sterling Bank, announced today the hiring of David L. Shelnutt, formerly Director, Monitored Credit Group for Carolina First Bank. Mr. Shelnutt, overseeing a team of veteran bankers, will lead the newly formed Asset Based Lending (ABL) business, which will operate out of Greenville, South Carolina.

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Profire Energy Inc. Announces the Hiring of Key Management Talent for the Continued Development of the US Market

May 11, 2011

LINDON, UT and EDMONTON, AB–(Marketwire – May 11, 2011) – Profire Energy Inc. ( OTCBB : PFIE ) announced today the hiring of several key employees in accordance with the development of the US marketplace and the recent release of its new combustion management system, the “Profire 2100.”

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MCPc Adds to Virtualization Solutions Team, Enhances Virtualization and Cloud Offerings

May 10, 2011

CLEVELAND, OH–(Marketwire – May 10, 2011) – MCPc, Inc., a Cleveland-based technology products and solutions provider , has announced the hiring of key personnel to enhance its virtualization and cloud services . The company welcomes Andy Jones , group president for the presales division of the Advanced Technology Group, and Brian Cambier , virtualization architect, to its virtualization and cloud team.

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Gold River Productions Inc. (GRPS-Pink Sheets) Announced Today That It Has Filled a Key Managerial Position Necessary to Initiate Factory Operations in Its Primary Utah Facility

May 10, 2011

SALT LAKE CITY, UT–(Marketwire – May 10, 2011) – John Ohlin, President and Chief Executive Officer of Gold River Productions ( PINKSHEETS : GRPS ) Inc., announced today the hiring of a multi-talented experienced plant manager, Scott Taylor. He will be managing all facets of the day to day factory operations to include but not limited to, staffing clerical, back office personal and the hiring of factory employees, overseeing all capital equipment projects, high speed factory automation and quality control. With this important addition in place we are now well under way to the realization of our strategic business plan as we prepare to start producing both of our highly sought after proprietary product applications.

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Viator, Heffner to Lead ETS’s Common Assessment Work

April 20, 2011

PRINCETON, NJ–(Marketwire – Apr 20, 2011) – Educational Testing Service (ETS) today announced the hiring of two outstanding assessment leaders to guide the company’s work in supporting the consortia of states planning to develop common assessments.

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Portfolio Recovery Associates Appoints Senior Vice President, Human Resources

March 28, 2011

NORFOLK, VA–(Marketwire – March 28, 2011) – Portfolio Recovery Associates, Inc. ( NASDAQ : PRAA ), a company that purchases and manages portfolios of defaulted consumer receivables and provides a broad range of receivables management and payments processing services, today announced the hiring of Michelle F. Link as senior vice president, Human Resources. Link is appointed to the newly created role on the Executive Team effective March 28, 2011.

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Greenlight Technologies Reports Record Growth in 2010

March 8, 2011

Strategic Expansion Continues With Strong Revenue Growth, New Products and Hiring of Industry Veterans

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Caroline Dowd-Higgins: Marketing Overqualified to Your Advantage in the Job Search

March 1, 2011

If you are lucky enough to land a job interview in this difficult market, make sure you are in control of your message. This is especially important for seasoned candidates who often hear that they are overqualified for a position. With a generation of experienced individuals that were laid off in the recession, organizations are seeing a lot of senior candidates apply for roles below their typical pay grade. It’s up to the veteran candidates to prove their value-add more than ever since many companies are fearful of flight risk and resist taking on individuals whom they believe will only be around until they find a better opportunity. Age discrimination in the employment arena is still rampant and often veiled with the overqualified term. If you find yourself fighting to prove your worth as an experienced professional, here are some selling points to consider when marketing yourself for a new opportunity. Think like the hiring manager. Assuage the company fear factor right off the bat and address flight risk and high salary expectations. If you have done your research, you will know the expected salary range for the position and let your employer know you are realistic about what the position pays. If you have a history of longevity or loyalty to a company, share that so the employer understands you won’t leave the first chance you get a better gig. Enthusiasm works — desperation doesn’t. Explain why you are genuinely interested in the position and why you are a value-add to the organization. Be authentic and sell your skills, competencies, and experiences as a return on investment for the employer. Recruiters can smell desperation in all candidates so focus on opportunities that are really a good fit. It will be better for you and the employer in the long run. Life experience is a good thing. In addition to your education and professional posts, wisdom and life experience are priceless. Develop a compelling story about how your time in the work saddle has empowered you with communication skills and team work abilities that taught you how to play well in the company sandbox and your ability to respond well to constructive criticism. With age comes wisdom . While newbie hires may be shiny and bright with the ink barely dry on their diplomas, a more seasoned professional is more likely to choose an organization based on the company values that match their own. A recent Harvard Business Review discussed how overqualified employees tend to perform better and don’t quit any sooner than other employees. For an experienced hire — it’s more about job satisfaction and fit than merely just finding work. Ability to handle change. A practiced candidate often brings depth to a position and has experience handling challenge and change in the work environment. Showcase your resiliency and flexibility and your willingness to solve problems outside of the box. Show examples of the positive effect you can bring to the workplace. A values re-assessment. The corporate sector was hit hard with lay-offs and down-sizing in the recession and many driven 80+ hour/week careerists have re-evaluated their personal and professional values. Often they are looking for more balance and jobs that are not as high on the company ladder, on purpose. The older worker may be happier in a more middle-rung role because it reflects a values shift that better meets their lifestyle. Be seen before you apply. The power of the informational interview is more important than ever. Most positions aren’t even posted and being overqualified might get your CV weeded out by an HR professional or skill scanning software program before you are ever seriously considered. Reach out to company prospects and request a brief meeting to learn more about the culture and company mission. Be on your best and most approachable behavior in these non threatening sessions and wow them with your personality and know-how. Even if no positions are currently posted, these in-person meetings allow you to be seen and heard so when something does become available you will be well remembered and your over-qualification will not be a threat. The hiring manager may be your daughter’s age. Since the person with the hiring authority may be much younger, it’s important not to scare them when you do land the interview. Be gentle and use humble confidence to tout your professional accomplishments. Put their fears to rest by illustrating how you are successful at relationship building and maintenance in organizations. Mirror the behavior of your hiring manager and make them feel at ease and most importantly, in control! In the best case scenario companies should hire for fit, train for skill, and always hire the best talent available, even if they are more seasoned than the hiring manager and other colleagues. It’s up to the candidate to sell yourself as the ultimate value-add. Be well prepared the next time someone throws the overqualified term in your direction and spin this into a positive return on investment for the company. In the end, no company has control over who stays and who leaves so seriously considering experienced talent should be a no brainer. Caroline Dowd-Higgins authored the book “This Is Not the Career I Ordered” and maintains the career reinvention blog of the same name ( www.carolinedowdhiggins.com ) She is also the Director of Career & Professional Development at Indiana University Maurer School of Law.

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Hedge Fund Software Innovator HazelTree Fund Services Hires New CEO, Announces Funding

January 19, 2011

NEW YORK, NY–(Marketwire – January 19, 2011) – HazelTree Fund Services, Inc. announced the hiring of Stephen Casner as the company’s Chief Executive Officer. Mr. Casner joined the firm in 2010 and oversees all corporate functions with particular emphasis on the sales and implementation of the company’s next generation Treasury Management system www.hazeltree.com for hedge funds. 

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Hedge Fund Software Innovator HazelTree Fund Services Hires New CEO, Announces Funding

January 19, 2011

NEW YORK, NY–(Marketwire – January 19, 2011) – HazelTree Fund Services, Inc. announced the hiring of Stephen Casner as the company’s Chief Executive Officer. Mr. Casner joined the firm in 2010 and oversees all corporate functions with particular emphasis on the sales and implementation of the company’s next generation Treasury Management system www.hazeltree.com for hedge funds. 

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Xun Energy Hires Executive Vice President, Marketing and Strategic Development

December 21, 2010

PORTLAND, OR–(Marketwire – December 21, 2010) – Xun Energy, Inc. (“XNRG”) ( OTCBB : XNRG ) Xun Energy, Inc. announces the hiring of Wayne St. Cyr as Executive Vice President, Marketing and Strategic Development after an aggressive search for the right proponent.

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Les McKeown: Is Your Business Falling Into ‘The Big Rut’?

December 7, 2010

Over-dependence on systems and processes is natural to a particular stage in any organization’s development — one which I call ‘ Treadmill .’ While we’ve all experienced the frustrating tendrils of this kind of bureaucracy, it actually becomes highly dangerous if complexity and redundancy begin to distort reality. Treadmill usually occurs after a fast-growing company has begun to introduce systems and processes to tame the creative chaos it has unleashed. Too often, leaders see the benefits those systems and processes bring, and then overdo it. Google is a good example (in its core search activity), as is Disney, whose very existence depends on staying innovative and not succumbing to creativity-sapping bureaucracy (currently, it’s losing the battle). Left unchecked, an organization in Treadmill will slide inexorably into the next stage in decline, an almost-always fatal stage I’ve labeled ‘ The Big Rut ‘. When it’s in The Big Rut, the organization is so far in the grip of systems, processes and procedures that creativity, risk-taking and real entrepreneurial zeal and passion are almost completely extinguished. The creative burst that spurred the company to success is gone: the mavericks, boundary-oversteppers and entrepreneurial types are slowly expunged (or expunge themselves) and there is no-one left in senior positions who will wave a red flag and stop the company’s inevitable decline into irrelevancy. So, how does senior management of an organization in Treadmill prevent a decline into The Big Rut? There are three keys to ensuring that a reasonable dependence on systems and processes doesn’t swell into arthritic bureaucracy: 1. Re-tool your hiring process The number one amplifier of bureaucracy for any organization in Treadmill is the hiring process. Once the organization discovers the real benefits of adhering to good systems, the tendency is to emphasize compliance and detail-orientation when hiring new people, at the expense of initiative and risk-taking. These new hires then in turn hire in their own image, and the organization is populated with systems-focused types who value form over function, efficiency over effectiveness, compliance over results. The key to staying out of The Big Rut lies in introducing the word ‘and’ into your hiring profiles: by redefining the must-haves for new hires to identify people who value compliance AND initiative, a systems mindset AND creativity, compliance AND effectiveness. Netflix is a great example of a rapidly growing organization that gets this — as can be clearly seen in the ‘must-haves’ they look for in new hires (and note — they have this slideshow embedded right into the job page on their own web site so all potential new employees are well aware of what the company is looking for). 2. Refresh your performance assessment process When an organization reaches Treadmill, the performance assessment process typically begins to focus on non-compliance and infractions — what this person didn’t do in the period under review — rather than on the successes they achieved, and how the organization can ‘bottle’ and repeat that success. To avoid sliding into The Big Rut, the performance assessment process must be re-focused to emphasize and encourage those entrepreneurial activities that keep the organization flexible and vibrant: what did this person do that was exceptional, showed initiative and was creative (even if they failed)? How can the organization learn from both their successes and their failures? How can we repeat this person’s successes in a wider context (and not just punish failure)? One impressive example of this is in Cisco ‘s leadership competency model: CLEAD (Collaborate, Learn, Execute, Accelerate, Disrupt). Out of all the leadership competencies Cisco could have included, during all the kill-me-now, do-we-have-to-discuss-this-again meetings that I’m sure they had, somebody worked hard to get ‘disrupt’ in there — and assessing key people against their ability to disrupt is exactly what’s needed to stay out of The Big Rut. 3. Provide a safe mentoring environment The third major amplifier of bureaucracy in Treadmill is the pressure to adhere to systems and processes in real time: it sucks the entrepreneurial air out of the organization, negating the opportunity for people to experiment, take risks and show initiative. A great way to counter this is to provide a mentoring program which doesn’t mirror the reporting lines in the organization, thus providing people with a safe environment in which they can try out ideas and experiment, without worrying that they might invoke a career-limiting reaction from their manager and supervisor — GE has been renowned for this for years, providing even entry-level leaders with structured cross-functional mentoring to encourage creative thinking. An additional secondary ‘win’ can be achieved by asking those mavericks, boundary-oversteppers and entrepreneurial types — who otherwise may well be looking for greener, less hidebound pastures to work in — to act as the mentors. Take a close look at your systems and processes — are they providing a safe haven for entrepreneurial risk-taking, creativity and initiative or are they choking the life out of your business? Want to know how close you are to Treadmill, or (gulp) The Big Rut? Take the Predictable Success Lifecycle Quiz .

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Portfolio Recovery Associates Appoints President, Government Services

November 16, 2010

NORFOLK, VA–(Marketwire – November 16, 2010) – Portfolio Recovery Associates Inc. ( NASDAQ : PRAA ), a company that purchases and manages portfolios of defaulted consumer receivables and provides a broad range of receivables management and payments processing services, today announced the hiring of Mike Pelone as president, Government Services.

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Scott Gallagher Joins Venio LLC as Executive Vice President of Sales

November 10, 2010

NEW YORK, NY–(Marketwire – November 10, 2010) – Venio has recently announced the hiring of Scott Gallagher as Executive Vice President of Sales. Leveraging his extensive industry and unclaimed property experience, Scott will lead new business development for Venio. Gallagher is well experienced in the shareholder services industry, specializing in unclaimed property, as well as Oddlot and Post Merger Cleanup programs.

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Portfolio Recovery Associates Appoints Vice President

October 26, 2010

NORFOLK, VA–(Marketwire – October 26, 2010) –   Portfolio Recovery Associates, Inc., ( NASDAQ : PRAA ) a company that purchases and manages portfolios of defaulted consumer receivables and provides a broad range of receivables management and payments processing services, today announced the hiring of Elizabeth Shumadine as vice president, Business Development.

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American Internet Services Names New Chief Executive Officer

September 14, 2010

SAN DIEGO, CA–(Marketwire – September 14, 2010) –   American Internet Services (AIS), a leading provider of data center and connectivity services in the western United States, today announced the hiring of Timothy Caulfield, a data center industry veteran, as chief executive officer. Caulfield will leverage his expertise to bolster the AIS portfolio of services and build upon the foundation laid by Alessandra Lezama, who is leaving after three years of leading the company.

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Video: RBC’s Breza Says Hurd Could Succeed Ellison at Oracle: Video

September 8, 2010

Sept. 8 (Bloomberg) — Robert Breza, an analyst with RBC Capital Markets Corp., discusses the appointment of former Hewlett-Packard Co. Chief Executive Mark Hurd as co-president at Oracle Corp. and HP’s lawsuit seeking to block the hiring. Hurd resigned from HP last month over ethics violations. Breza speaks with Deirdre Bolton on Bloomberg Television’s “InsideTrack.” (Source: Bloomberg)

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Wendy N. Powell: Refusing to Hire the Unemployed

August 16, 2010

Joe was at the top of his game. He was a well-respected manager when his wife’s job tanked, forcing the dual income couple to go into quick action. The wife found employment out of town and bid a fond farewell. “We’ll only have to be a commuter family for awhile,” they thought. After all, Joe can get a new job with his credentials. You’ve heard the rest of this employment story before. Joe thought that he would get a quick response to his job search. He pushed out his résumé expecting results. As a suddenly unemployed professional, Joe applied for countless employment opportunities that seemed like perfect fits, but could not get a single interview. “What is going on?” he thought. “I have all of the qualifications, but it doesn’t seem to matter.” Joe was coming face-to-face with a new and all-too-common HR trend — refusal to hire the unemployed. According to the U.S. Department of Labor July 2010 unemployment report , 9.5% of Americans are currently unemployed. In that 9.5% sit amazingly qualified individuals who have lost their jobs due to factors that have nothing to do with their performance — the economy, company mergers, hostile takeovers or a firm’s realization that it can no longer afford the employee who earned tons of merit-based bonuses and promotions over the years. Now isn’t that motivating for those of us who are high achievers and contributors? Of course companies layoff employees who are not contributing to the bottom line, but too many people lose their jobs because of conditions that have nothing to do with their performance. What about that talented sea of people, the new version of the starving artist, who is overly qualified for the position? Many unemployed workers are Baby Boomers who made too much money. Are we planning on tossing away this sector of our society that solidly meets the posted selection criteria? Is this the American way? Are we going to be relegated to the freeway off ramp in a suit waving our resumes to the passersby? I’ve seen it and it sickens me. What about the very talented students who are soon to be fresh out of college with no jobs? Are companies planning to discount that sector of society as well? Now, if employees want to get ahead of the employment curve and look for job opportunities while they are still employed, let me tell you this: if the company gets wind of your job hunt, they will view you as disloyal and show you the door. Just this week it happened to a stunning former colleague who was trying to do just that, find a job while still employed. Yep, they found his resume on Career Builder , and he was fired. He has now joined this new category of discounted candidates. Another employment Catch-22? I think so. Employers Sure you have throngs of candidates that you must evaluate. Sure you need to make decisions based on solid relevant data. You need to follow your selection criteria, really? What a novel idea. Yes, this is the key. Employers write up solid and defensible selection criteria, post it, use available tools to find the qualified candidates and follow it. That is the way you will hire the right candidate. If you don’t want to spend time wading through cabinets full of résumés and cover letters, there are wonderful internet search tools out there that you can use on job posting sites to weed out unqualified candidates before they get to the point of serious consideration. Perhaps the cream will rise to the top of the employment heap and the most qualified will become more evidently consistent with your criteria. Many employers claim that they can’t afford the staff necessary to screen all of the qualified candidates. In the end, it’s a much less expensive process than paying attorney fees to defend your hiring practices in a challenge. Candidates Job candidates, you need to be prepared to explain your qualifications and prove that the employer should and can afford to hire you. Put it out there, front and center! Tailor your résumé to the position. It’s more important now than ever because of the competition. Be ready to explain exactly what you can do for the company. Make yourself indispensable. Maybe more of these qualified and unemployed candidates can band together and call out those employers who flatly discount the unemployed workers in favor of unethical selection criteria. Perhaps the huddled masses will be able to prove that hiring practices are tied to the traditional statutory rights of age, race, sex, with virtually no assessment of real job qualifications. New Legislation Finally employers take note of the new HIRE Act , signed by President Obama on March 18, 2010. The bi-partisan “Hiring Incentives to Restore Employment Act of 2010″ provides incentives and tax relief to private business and encourages the hiring of unemployed workers. The provisions of the HIRE Act include: Applies to employees hired between Feb 3, 2010 & Jan 1, 2011 Exemption of the public sector employer’s 6.2% share of the Social Security payroll tax for the employee (if unemployed for 60 days or more or worked fewer than 40 hours for another employer during that period) for the rest of 2010. If the new employee remains on the payroll for 52 weeks, there is additional eligibility for a tax credit of up to1,000 on the tax return for 2011. The employee must make at least 80% of the pay received in the first 26 weeks of employment. Hire the most qualified candidate and not just the son of your cousin’s best man or niece’s sorority sister. You never know when the tables will turn and you will become the next unemployed candidate. And make sure to keep an eye out for Joe. He could be waiting in the wings to make you look great!

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ISSI Announces Larry Powers as Chief Strategy Officer

June 28, 2010

PALO ALTO, CA–(Marketwire – June 28, 2010) –  ISSI is announcing the addition of features that enhance the TEAMS offering, along with the hiring of Larry Powers as Chief Strategy Officer, to lead their business development campaign for 2010. This is part of the new goal by ISSI to eliminate paper tax exemption certificates within five years. 

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Credit Checks For New Employees Called Into Question: Some States Pass New Laws Limiting Role

April 10, 2010

With millions of Americans nursing damaged credit reports after a bruising recession, some lawmakers are seeking to limit the use of credit reports as a factor in hiring. Legislators in more than a dozen states have introduced bills to curb the use of credit checks during the hiring process, and three states have passed such laws.

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Mark Heisten Joins the Master Franchise Support Team

April 1, 2010

SAN MATEO, CA–(Marketwire – April 1, 2010) –   Vanguard Cleaning Systems , Inc. is pleased to announce the hiring of Mark Heisten as Vanguard’s Vice President, Business Development based in the San Mateo, California office. Mark brings a wealth of marketing experience to Vanguard from his prior career at Visa, a leading payment system brand, where he was Senior Business Leader of the commercial product marketing group. He was responsible for global marketing activities in the B to B segment.

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Jobless Rate Holds at 9.7% in Face of Snow as U.S. Payrolls Fall by 36,000

March 5, 2010

By Timothy R. Homan March 5 (Bloomberg) — The U.S. unemployment rate held at 9.7 percent and payrolls fell less than forecast, indicating the labor market strengthened even as East Coast snowstorms forced some employers to temporarily close. Payrolls dropped by 36,000 last month after a revised 26,000 decrease in January, a Labor Department report showed today in Washington. Manufacturers added workers for a second straight month, the first back-to-back gain since 2006, while construction companies fired workers. Stocks and the dollar rallied while Treasuries slid as investors reckoned the economy would have added jobs were it not for seasonal snowfall records in cities including Baltimore and Philadelphia. The U.S. needs employment growth to sustain a recovery from a recession that has cost 8.4 million jobs since December 2007. “We do have an economic recovery, it’s certainly uneven, but it’s there,” said John Silvia , chief economist at Wells Fargo Securities LLC in Charlotte, North Carolina, who correctly forecast unemployment would be unchanged. “The job market is still continuing to improve for those that have the skills.” The Standard & Poor’s 500 Index rose 1.4 percent to close at 1,138.7. The dollar strengthened 1.5 percent to 90.3 yen at 4:56 p.m. in New York from 89.02 late yesterday. The yield on the 10-year Treasury note rose eight basis points to 3.68 percent. Payrolls were forecast to decrease by 68,000, according to the median estimate of 82 economists surveyed by Bloomberg News. The jobless rate was projected to increase to 9.8 percent. Technology Services Among companies adding workers is Accenture Plc, the world’s second-largest technology-services provider, which plans to boost payrolls by about 50,000, with as many as 9,000 jobs being added in the U.S. by the end of August. “We are seeing a very broad uplift globally” in demand, John Campagnino , director of worldwide recruiting, said in a March 3 interview. He said the trend “brings us right back to the pre-recession” levels. The number of temporary workers increased by 48,000 in February, the fifth straight monthly gain. Payrolls at temporary-help agencies often turn up before total employment because companies prefer to see a steady increase in demand before taking on permanent staff. Christina Romer , President Barack Obama ’s chief economist, told Bloomberg Television that it’s “very realistic” to expect employment growth in the U.S. in the next few months. Even so, “anyone that goes out and talks to people across this country knows that the labor market is still very distressed.” Factory Payrolls Factory payrolls increased 1,000 in February after rising 20,000 in the prior month. The median forecast by economists called for a drop of 15,000. Payrolls at builders fell 64,000 after decreasing 77,000. Financial firms reduced payrolls by 10,000 after a 13,000 decline. The labor market may be slow to recover from the biggest slump since World War II, giving the Federal Reserve scope to keep interest rates low and putting pressure on Obama and lawmakers to foster job growth. “A lot of people are not seeing the kind of job gains or income gains that they are looking for,” said Wells Fargo’s Silvia. “There is going to be a lot of dissatisfaction with politicians and that is giving rise to this political angst.” Many companies have been reluctant to hire even after the world’s largest economy grew at a 5.9 percent annual rate in the last three months of 2009, the most in six years. Underemployment Rate Economists surveyed by Bloomberg last month projected the jobless rate will average 9.8 percent in 2010 and end the year at 9.5 percent. The underemployment rate — which includes part-time workers who’d prefer a full-time position and people who want work but have given up looking — rose to 16.8 percent from 16.5 percent. The number of part-time workers for economic reasons climbed to 8.8 million in February from 8.3 million the previous month Two storms blanketed parts of the country in early February, the second coming during the week that included the 12th of the month, the government’s survey week. Today’s report showed 1 million Americans said bad weather prevented them from getting to work during the survey week. About 290,000 people on average say bad weather has prevented them from getting to work, according to February figures going back three decades. Economists at Macroeconomic Advisers LLC in St. Louis projected the weather would reduce the payroll count by anywhere from 150,000 to 220,000 workers. The drop will probably be reversed this month, they said. January 1996 The most recent storm of similar intensity that occurred during a survey week was in January 1996. The current data for payrolls that month, which have gone through several revisions since the initial estimate, show a 19,000 drop in employment followed by a gain of 434,000 in February. Government payrolls decreased by 18,000 in February. State and local governments reduced employment by 25,000, while the federal government added 7,000. The increase at the federal level reflected in part the hiring of 15,000 temporary workers to conduct the 2010 census. The Census Bureau said it will hire 1.15 million temporary workers in the first half of the year to conduct the population count that takes place every 10 years. The program may have the biggest impact on payroll figures in April through June, when the bulk of the hiring will take place, and will then subtract from the job count the following months after the work is done. To contact the reporter on this story: Timothy R. Homan in Washington at thoman1@bloomberg.net

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CRC Health Group, Nation’s Leading Provider of Behavioral Health Services, Hires CMO

February 8, 2010

CUPERTINO, CA–(Marketwire – February 8, 2010) – CRC Health Group, the nation’s leading provider of behavioral health services, today announced the hiring of Gary Fisher as the company’s Chief Marketing Officer.

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Small Business Tax Credit: See The DETAILS Of Obama’s Hiring Credit

January 29, 2010

This morning, as President Obama visits a small business in Baltimore to unveil a temporary tax credit to encourage the hiring of new employees, The Agenda would like to fill you in on the details. The initiative, which would require Congress’s assent, is more generous than earlier versions that have floated around Washington, and it’s tailored more specifically for small businesses.

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Small Business Tax Credit: See The DETAILS Of Obama’s Hiring Credit

January 29, 2010

This morning, as President Obama visits a small business in Baltimore to unveil a temporary tax credit to encourage the hiring of new employees, The Agenda would like to fill you in on the details. The initiative, which would require Congress’s assent, is more generous than earlier versions that have floated around Washington, and it’s tailored more specifically for small businesses.

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The Camden Group Expands Services and Offices in Response to Expected Healthcare Reform

January 7, 2010

Firm Bolsters Expertise in Clinical Integration and Accountable Care Organizations With Hiring of SVP and New East Coast Division

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Olympia Capital Markets Group Hires Former Shearson/Lehman American Express Managing Director

December 11, 2009

NEW YORK, NY–(Marketwire – December 11, 2009) – Olympia Capital Markets Group today announced the hiring of Ronald Whitman Weiss. Mr. Weiss has a proven track record of success creating and investing in alternative investments with major Investment Banking firms, real estate finance, M&A, REIT management, Real Estate Mutual Fund & Hedge Fund, real estate development and as a senior securities analyst and attorney. Mr. Weiss has over 40 years of experience, which includes accomplishments as Chairman & CEO of Shearson/American Express Real Estate Corp. and as Managing Director of Shearson/American Express. Mr. Weiss has originated and underwrote over 500 public and private placement venture capital deals, limited partnerships, real estate investment trusts, oil & gas, equipment leasing and other corporate financings.

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Education Realty Trust, Inc. Announces Randall L. Churchey Selected as President and Chief Executive Officer

December 3, 2009

MEMPHIS, Tenn., Dec. 3, 2009 (GLOBE NEWSWIRE) — Education Realty Trust, Inc. (NYSE:EDR) today announced the hiring of Randall L. (Randy) Churchey, 49, as President and Chief Executive Officer, succeeding Paul O. Bower effective January 1, 2010.

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Deep Blue Marine, Inc. Announces Hiring of Archaeologist

November 25, 2009

SALT LAKE CITY, UT–(Marketwire – November 25, 2009) – Deep Blue Marine, Inc. ( PINKSHEETS : DPBE ) is pleased to announce the hiring of Alejandro Selmi as their official company archaeologist. Mr. Selmi comes with high accolades, an impressive resume and years of experience. The importance of having a qualified underwater archaeologist cannot be underscored. The necessity of ensuring that artifact recovery is being done in compliance with government requests and United Nations guidelines is a responsibility that Deep Blue Marine takes very seriously. The sites that Deep Blue Marine are currently diving on, as well as those that will be undertaken in the near future, are an essential part of the host country’s history and all recovery must be done with the respect and dignity each site has earned.

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Infor Names Robert Humphrey New Chief Marketing Officer

November 9, 2009

Infor Chairman and CEO Jim Schaper Calls Hiring of Robert Humphrey: “A Signal to the Marketplace… We’re Taking a Stand”

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Video: Davis Says U.S. Policies May Hinder Labor Market Growth: Video

November 6, 2009

Nov. 6 (Bloomberg) — Steven Davis, a professor at the University of Chicago, talks with Bloomberg’s Margaret Brennan about the impact government programs may have on jobs growth and economic sentiment. Davis also discusses the “disincentive” effect created by extending unemployment insurance and the hiring enviromment. Payrolls fell by 190,000 workers last month and the jobless rate soared to a 26-year high of 10.2 percent, according to figures released from the Labor Department today. (Source: Bloomberg)

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KinetiCast Adds to Its Business Development Team

October 29, 2009

COXSACKIE, NY–(Marketwire – October 29, 2009) – KinetiCast, provider of online presentation software for sales and marketing professionals, announces the hiring of Lily Alayne Fenestre, who will be responsible for business development. Fenestre will work specifically on lead development and nurturing activities, client communications and presentations, and managing sales and marketing initiatives. She recently received her Master of Business Administration from the University at Albany, New York and holds a Bachelor of Arts degree in Liberal Studies from the Vermont College of Norwich University, Montpelier, VT.

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All-Star Creative Eddie Snyder Joins The Morrison Agency

October 14, 2009

ATLANTA, GA–(Marketwire – October 14, 2009) – The Morrison Agency ( www.morrisonagency.com ) announced today the hiring of award-winning creative talent Eddie Snyder ( www.eddiesnyder.com ) as the agency’s senior VP-chief creative officer. Snyder has spent his career developing smart thinking and powerful business-building ideas for brands like Aflac, Aruba Tourism Authority, Black & Decker, CibaVision, Coca-Cola, Durex condoms, Havertys furniture stores, Kodak, Quikrete Concrete, Russell Athletic and Time Warner. He joins The Morrison Agency after a brief stint at Partners & Napier. Prior to that, he served as executive VP-chief creative officer of Fitzgerald + CO.

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AMNE Issues Corporate Update

September 25, 2009

NEW HAVEN, CT–(Marketwire – September 25, 2009) – American Green Group, Inc. ( PINKSHEETS : AMNE ) ( www.americangreengroup.com ) is pleased to announce the hiring of John Alden Ward (Al) who has joined Paradigm Polymers as Operations Manager. Mr. Ward will be responsible for the day-to-day operations of the company, including oversight of Equipment Sales and Technical Training. Mr. Ward, formerly President of Award Specialty Services of Suburban Atlanta, has been in the Polyurethane Foam and Coatings business for more than 25 years, and brings a wealth of personal knowledge and contacts to the Paradigm Polymers’ family of companies.

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Princeton National Bancorp, Inc. Announces Promotion of CFO and Hiring of Executive Vice President & Banking Group Manager

September 3, 2009

PRINCETON, IL–(Marketwire – September 3, 2009) – Princeton National Bancorp, Inc. ( NASDAQ : PNBC ), the holding company of Citizens First National Bank, today reported the appointment of Todd D. Fanning as Executive Vice President & Chief Financial Officer and the hiring of Thomas D. Ogaard as Executive Vice President & Banking Group Manager. Fanning joined the Company in December of 1990 as Assistant Vice President & Controller, was promoted to Vice President & Controller in 1993, Vice President & Chief Financial Officer in 1997, and Senior Vice President & Chief Financial Officer in 2005.

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UBS Hires Bankers From Merrill Lynch, Goldman to Bolster Fixed-Income Unit

August 11, 2009

By Ambereen Choudhury Aug. 11 (Bloomberg) — UBS AG , Switzerland’s largest bank by assets, hired more than 20 senior bankers from competitors including Merrill Lynch & Co. and Goldman Sachs Group Inc. to strengthen its fixed-income division. The hires include Dimitri Psyllidis , who joined Zurich- based UBS from Merrill to head foreign exchange and rates trading globally, according to a memo sent to staff yesterday. He will report to Carsten Kengeter and Jeffrey Mayer . Bobby Gerjarusak joined in Hong Kong from Goldman Sachs to run fixed- income, currency and commodities structuring in Asia-Pacific. UBS, the European bank with the biggest losses from the global credit squeeze, aims to become a leader in fixed income, currencies and commodities, “as measured by profitability, client ranking and market share,” said the memo from Kengeter and Mayer, who jointly head that business. UBS was alone among the biggest investment banks in reporting negative revenue, of 59 million Swiss francs ($54.5 million), from trading bonds, currencies and commodities in the second quarter, according to data compiled by Bloomberg. Rebuilding this business may take nine more months, Chief Executive Officer Oswald Gruebel said last week. In April, Gruebel tapped Alexander Wilmot-Sitwell and Kengeter as co-heads of the investment bank to replace Jerker Johansson , who held the role for 13 months. A UBS spokesman in London confirmed the contents of the memo and said the hiring occurred over the past few months. The Financial Times reported the hiring earlier today. The Swiss bank hired Rajeev Misra , who previously worked for Deutsche Bank AG, as global head of credit trading in May. His role will also broaden to co-head of emerging markets with Ritesh Dutta , the memo said. Credit Suisse Group AG, UBS’s largest Swiss competitor, said last month profit at its investment bank jumped more than fivefold to 1.66 billion francs as trading revenue doubled. Gruebel, 65, joined UBS in February after retiring as head of Credit Suisse in 2007. To contact the reporter on this story: Ambereen Choudhury in London at achoudhury@bloomberg.net

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