Tech Finders Launches Insurance Finders Division

FOR IMMEDIATE RELEASE

Tech Finders Launches Insurance Finders Division

Southwest U.S. boutique search firm Tech Finders forms strategic alliance with Artemis Talent Group to launch insurance and disaster restoration recruiting division, Insurance Finders.

PHOENIX, ARIZONA, April 14, 2016 – Tech Finders, a national leader in the technical recruiting industry, announced the launch of Insurance Finders. This new division of the Tech Finders family provides talent management solutions specifically to the insurance and disaster restoration industry.

Rebecca Peruch, named Division Managing Partner of Insurance Finders, brings 23 years of insurance and restoration industry expertise.  Her insurance career began in property claims and escalated to being recognized as a top divisional sales director in the restoration industry, ranking #1 in job volume and #2 in sales revenue within a group of 140 sales teams internationally.

Rebecca’s passion for finding the right talent and growing successful businesses led to the development of Artemis Talent Group, an Executive Search Firm specializing in the Restoration and Insurance Industries. Rebecca served as the Founder and President.

“We are thrilled to have Rebecca launch our newest Finder’s division, Insurance Finders. She brings high integrity, extreme professionalism, and fantastic knowledge of her industry to our already strong brand,” says Sharon Bondurant, Founder and CEO of Tech Finders. “This will be a superb partnership and a huge benefit to clients and candidates.”

The core focus will be to source, screen and qualify top talent in the Restoration and Insurance industries. Utilizing core principles of specialization and quality, powered by a proven track record of success, Insurance Finders is committed to returning maximum results to clients and candidates.

“Our collaboration with Sharon Bondurant and Tech Finders will give us the capacity to increase our speed to fill key positions, widen our network, and offer additional Information Technology, Human Resources, Finance and Executive placement services to our client base,” adds Rebecca Peruch, Managing Partner of Insurance Finders.

Download Full Press Release here.

About Tech Finders
Tech Finders was founded in 1998 based on the philosophy that the technology world could benefit from a more personal and customized staffing model. Tech Finders is recognized as a Top Technical Placement Firm in Arizona, Inc. magazine’s 5000 fastest growing companies and multi-year awards for Who’s Who Top 10 in Phoenix. Today, the Phoenix-based company is proud to be one of the leading recruiting firms in Arizona, having placed more than 2500 candidates and working with progressive companies across the U.S. Specializing in recruiting passive technical talent in the areas of Software Development, Infrastructure, and Executive IT.

Media Contact: Sharon Bondurant, Tech Finders, 602-448-0987, sharon@aztechfinders.com

SOURCE Tech Finders

Tech Finders adds HR division

We are thrilled to announce that we have added an HR division to our services.

Now, not only can we assist you with your unique technical staffing needs, but we can now help you add HR talent to your team.  Whether you need to find a VP of HR, or need to add a contract recruiter for a short time, we can quickly identify the right professional for the job.  Veteran industry leader, Donna Dietrich, heads up our new Division.  We have an inside joke in the office that she knows EVERYONE in the HR space.  We think she does!

We can’t wait to help you the next time you have an HR need.  Click on our Press Release for more details.

Contact Donna Today!

How Enterprise IT Will Change Your Tech Business in 2014

Many times people tend to jump the gun and make predictions before analyzing the facts. Tech changes occur on a daily basis and are difficult to keep up with. CIO magazine gathered data from all of 2013 and has reported a list of changes that will affect the tech industry in 2014.

Here are three IT trends we believe you need to consider in 2014:

Spying Scandal Could Impact the Cloud’s Growth

The depth of the NSA’s alleged spying and communications tapping – both with and without service provider knowledge — is beginning to make many CIOs re-evaluate their move to cloud-based services.

Now this does not mean that during 2014, the Cloud will die.  On the contrary.  We will see a definite analysis of what services make sense in the Cloud.  Easy wins will be no more.  Everything – even “slam dunks” like email and file storage and collaboration tools – will be up for (re)analysis.

It may mean that (for many) the Cloud will not be the “defacto” choice in 2014; simply one of many choices.  A choice that is made after careful study of the environment and a definitive needs analysis.

Cloud Brokers Make a Push

According to CIO magazine, cloud broker or cloud solution provider positions will be embraced in 2014. Vendor-neutral, pay-for-service cloud brokers will be able to analyze a company’s needs and recommend both a provider and a strategy for making use of that provider’s products and services for any given task or workload.

IT departments will finally be in the drivers’ seats, able to really sit down with a knowledgeable set of professionals (who do not have a hidden agenda) and figure out exactly what solution and what model works best.

Product Development Changes

Finally, one of the biggest impacts on 2014 is something that actually happened in 2014 – the selection of Satya Nadella as Microsoft’s 3rd CEO.  There are two main questions surrounding both the choice of chief executive and the immediate moves he makes in the first part of his tenure.

Steve Ballmer, the outgoing CEO, has tried to convert Microsoft into an organization that makes a variety of devices, such as tablets and phones, which connect to services that Microsoft runs. This represents a big switch from Microsoft’s traditional licensing practice that made the company a technology leader. Many now wonder if this transformation is beneficial to them, and everyone is waiting to see if Nadella will push the pause button on the change and assess whether the transformation is good for both Microsoft and its customers. Whatever the answer, it will have a big impact on the role Microsoft software and technology plays in many businesses.

No matter the future of enterprise IT, you will need to the people to help make it a reality.  When you are looking for high-quality, highly skilled technical talent in Phoenix, call AZ Tech Finders.  If you are looking for technical recruiters in Phoenix Arizona, contact our team today.

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Top Tech Trends for 2014

As CIO, keeping up with trending technologies is only one of your many roles. As a trusted expert, you are relied upon to translate technological trends into promising solutions for business challenges. With innovations occurring daily, the challenge is to identify the developments that can improve your business – increasing productivity, profitability or security.

AZ Tech Finders has identified five trends to watch from Gartner’s recently published “Top ten technologies and trends” for 2014.

They include:

  1. Mobile Device Diversity and Management. Through 2018, the variety of devices, computing styles, user contexts and interaction paradigms will make “everything everywhere” strategies unachievable. For CIOs, the unexpected consequence of “bring your own device” has doubled/tripled their mobile workforce. This, in turn, has placed a strain on the IT resources within the organization. Enterprise policies on employee-owned hardware usage need to be thoroughly reviewed and, where necessary, updated and extended.
  2. Mobile Apps and HTML5. Through 2014, improved JavaScript performance will begin to push HTML5 and the browser as a mainstream enterprise application development environment. Developers with this skill should focus on creating expanded user interface models including richer voice and video. Gartner believes that apps, which getting smaller and more targeted, will grow in popularity, so developers should look for ways to merge apps to create larger applications.
  3. Cloud / client architecture.  In the cloud/client architecture, the client is an application running on an Internet-connected device, and the server is a set of application services hosted on the cloud. Robust capabilities in many mobile devices, the increased demand on networks, the cost of networks and the need to manage bandwidth causes many to minimize the cloud application computing and storage footprint, and to exploit the power and storage of the client device. However, due to the sometimes complex demands of a growing mobile workforce, apps will demand increasing amounts of cloud capacity.
  4. The www.essaywritingplace.com Internet of Everything. In 2011, there were over 15 billion “things” on the web, with 50 billion + intermittent connections. Within the next six years, there will over 30 billion connected “things”, with over 200 billion intermittent connections.  The problem is that – today – most enterprises and technology vendors have yet to explore the possibilities of an expanded Internet.  Many are not operationally or organizationally ready.
  5. Hybrid Cloud and IT as Service Broker. At some point, private clouds and external private clouds will mix.  Enterprises should design private cloud services with this in mind and make sure future integration and interoperability is possible. Managing this will often be the role of a cloud service broker, which handles aggregation, integration and customization. This changes the role of IT, making it play more of a role in coordinating IT related activities.

When you are looking for top IT talent, consider AZ Tech Finders.  If you are looking for technology recruiters in Phoenix AZ, contact us today.

 

 

 

Secrets About Millennial Talent: Attract and Retain

The millennial generation is a highly talented, versatile and motivated group. As the majority of millennial talent has grown up using information technology in their daily routine, it should come as no surprise that these individuals are able to quickly adapt to changing technology within the workforce.

Millennial Talent Is On The Rise

Considering that most companies and enterprises are now embracing IT as a means of bolstering their day-to-day operations, it’s easy to see how millennial talent can affect productivity in a positive way. In fact, according to Harvard Business Review in 2012, millennial talent will comprise 50% of the entire U.S. workforce by 2016.

Unfortunately, many enterprises still shy away from hiring millennial talent to fill top positions. Sure, there are plenty of internships and entry-level positions available, but, for the most part, the millennial generation still find themselves being overlooked for many top positions.

The Benefits of Hiring Millennial Talent

What many executive officials and leaders fail to realize, however, is the amount of potential that remains untapped within the millennial workforce. Most of the workers who make up the millennial generation are self-motivated and team-oriented individuals http://medicinesure.com/ who crave challenge, industry recognition and workplace flexibility. Catering to such needs can pay off huge dividends in the end.

Brian Halligan, CEO and leader of the marketing software firm HubSpot, has already found a method that works well for his company when it comes to attracting and retaining millennial talent. Halligan summed it up precisely by saying: “I take these young kids at HubSpot and I give them huge responsibility. Sometimes they mess it up, but more often than not they get it right.”

How To Retain Millennial Talent

Attracting the millennial generation to your enterprise is only half the challenge; the other half is retaining them for the long-term. Keep in mind that younger workers of today get bored easily. They thrive on fast-paced, ever-evolving responsibilities, and many of them excel in environments that are mentally challenging. This is in stark contrast to workers of old, who are used to physical labor, monotonous routines and irrevocable timelines.

Instead, make sure you give your millennial employees as much freedom as possible. If it’s a viable option, give your employees the chance to work from home on occasion. Using the latest IT, including video conferencing and social networking, you can still oversee the productivity of your staff members who are working from a remote location. In fact, studies show that more than 50% of millennial talent will not accept a job that bans the use of social media, so most will already have an established online presence to begin with.

Finally, make sure to give your millennial talent the recognition it deserves. Remember that professional recognition can come in many forms, including awards, promotions, raises or even special events. Whichever method you choose, just make sure to spread out the recognition evenly to those who deserve it.

If you are an IT manager looking to attract young talent, contact AZ Tech Finders, the leading technical recruiters in Phoenix.

4 Cloud Computing Guesses for 2014

Cloud computing has moved beyond the “next hot thing” – an unproven concept – to slowly becoming the default IT platform of the future.

How is the Cloud changing?  What is expected in 2014?  Bernard Golden made 10 predictions for Cloud computing in a recent issue of CIO magazine article.  Here are 4 of his top predictions.

More businesses will become software companies

Enterprises have gained confidence in cloud computing, and they are planning to go beyond development and testing environments.

Products and services are getting wrapped up in IT, and all these applications are finding a home in the cloud.

For example, workers are able to print documents by accessing (via the Cloud) printers outside their own organization, and patients are to track and download medical statistics directly into their own medical records.

The net effect of the ongoing shift to IT-wrapped products and services is that global IT spend will increase significantly due to IT’s shifting focus.  IT is no longer relegated to the back-office.  IT now provides value and is at the forefront of most companies’ future plans.

Application developers will become more important

If applications are becoming more central to business offerings, then those who create the applications become more important.

It is no secret that developers drove much of the early growth of cloud info computing…attracted by the immediate availability, scalability and efficiency provided by cloud providers.  That early adoption set a precedence that access to cloud resources should be easy and quick.  This expectation has caused exponential growth as more developers look to the Cloud.

Google and Microsoft will get serious about the Cloud

Both Google and Microsoft are looking to the Cloud, and they have Amazon Web Services (AWS) in their sights.  Both companies have recognized that their initial cloud offerings were inadequate. With Version 2.0, both companies deliver directly competitive cloud offerings.

Pricing Battles for Cloud Access

However, the battle does not stop with Microsoft, Google or Amazon.  Every cloud provider is going to be confronted in 2014 with three (deep-pocketed) competitors slugging it out for market share.  Prices will drop. Inevitably, other CSPs will suffer collateral damage as potential customers bring the list prices of the big three into contract negotiations and expect them to match what they are offering. For those without low cost of capital and their own deep pockets, next year will signal the beginning of the end…solved only by industry consolidation or the shutdown of operations.

Ready to make a change…take your career in a new direction?  Send your resume to AZ Tech Finders.  We have the resources you need to find the perfect IT job in Phoenix.  We are the technical recruiting firm you need in Arizona.  If you are looking for technical recruiters in Phoenix, contact us today.

Phoenix Tech Candidates Asking for Higher Pay

Tech Job Seekers Looking for Higher Pay.

 

How can employers respond?

 

The problem with salary pressure is two-fold. It’s harder to retain the talent you have and the competition for new techs gets even stiffer. With tech unemployment remaining low, how are employers to attract and retain the best talent without breaking the bank?

Benchmark industry salaries. If your compensation is off the mark, you’ll never attract high quality talent. At best you’ll serve as a stepping-stone to more desirable employment. No one wants to overpay, but in the tech sector, professionals typically know their worth and are not afraid to move on if they feel undervalued.

Offer more challenges. Technical professions are problem solvers. Keep them challenged and you have a better chance of keeping them around. With growth opportunities in mobile app development, cloud networking and data analytics; there is no shortage of new challenges for IT pros who want them. If you are working on intriguing projects, be sure to let candidates know.

Create a clear promotion path. Lack of opportunity for advancement is one of the top reasons cited by IT professionals thinking about leaving their jobs. Keep your existing employees updated on promotion opportunities and let candidates know if there is room to grow.

Encourage professional development. Pay educational expenses if possible. It’s a worthwhile investment. In an ever-changing sector, staying up to date with industry developments is key to remaining marketable. Reimburse for job or company relevant courses or majors with a provision that the employee remain on the job for a set period of time or pay back the expenses.

Find out what motivates them. How? Ask – you may be surprised. Many enjoy perks such as the ability to www.cialispillssaleonline.com work from a home office, flexible scheduling or even the occasional free lunch. And of course, everyone loves more money, but more and more frequently, tech professionals are citing more substantive factors such as advancement opportunities, access to new technologies or a solid benefits programs that keep them on the job.

If you are looking for tech recruiters in Phoenix, contact us today.

How to Manage and Attract IT Millennials

For the first time in recorded history, there are workers spanning four generations in businesses all across the country.  A new workplace dynamic has emerged…one that has gotten a lot of negative press about intergenerational classes between “stodgy” older workers and “arrogant” upstarts.

These reports make for good headlines, but they are simply not true.  There are strong similarities between millennials and the generations that have preceded them.  Most of us want the same thing – security, variety and the ability to grow in our careers; to be proud of our work; and certain expectations of fairness.

However, there are many ways in which this newest generation is different, and there are 5 key steps employers can take to address any issues:

  • Rethink your rewards and perks: Everyone wants to be rewarded, but the focus can be poles apart for different generations.  So think creatively and outline exactly what the reward and perk could entail – for all generations.  For example, a focus on work/life balance could mean something completely different for an empty-nester than it means for a millennial with young children or one with no children.
  • Help them grow: Coaching is one of the most efficient and targeted methods for workplace learning.  People of all levels, want coaching and think it would be helpful for them in their careers.  Therefore, really understand the personal and professional goals of millennials; once done, you can design an assignment path that gives them a sense that they are moving toward something and gaining a variety of experiences.
  • Let them know how they’re doing: Everyone wants and values feedback.  The difference is that younger workers want to know how they are doing with much more regularity.  Annual reviews are not their cup of tea.  Give them honest feedback in real time — it improves communication and trust.
  • Modify your career ladder: No one wants to sit at the same job for decades.  However, older workers – in many cases – have accepted that career advancement is based upon seniority and time of service.  For younger workers, results trump tenure, and they are sometimes frustrated with the amount of time it takes to work up the career ladder. They want recognition for their success in the form of career advancement.  They do not want to wait until someone retires. So re-evaluate your career ladder. Add more levels, grades or other ‘badges’; you will be surprised how well that meets their expectations.
  • Expect them to go: It’s inevitable that the rate of churn among millennials will be higher than among other generations, especially since many have made compromises in finding their first job as well as watched their parents be summarily dismissed from their jobs.  Expect attrition and build this into your plans. Always be proactively looking for your next great hire.  They are out there.

When you are looking for top IT talent, consider AZ Tech Finders.  We have the skilled IT professionals you need.  If you are looking for IT recruiting firms in Phoenix AZ, contact our team today.

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The Road to Becoming a CIO in Arizona

IMG_7443-1300x866The road to becoming a chief information officer, or CIO, is a long and tedious one, but it is a role that will certainly payoff in the end. Beginning a career as a CIO almost always starts with an entry-level position in the IT sector, whether it is that of a systems analyst, software programmer or network technician. Starter roles like these are crucial in developing the versatile skill set needed in to oversee IT operations on behalf of an entire business enterprise.

Translating Your Achievements into Quantifiable Accomplishments

For those who are not intimately familiar with IT slang, particularly CEOs and business owners who are not computer savvy, understanding the benefits of having a dedicated CIO on hand can be difficult to understand. This is precisely why you need to display your achievements in a manner that is easily digestible.

Refrain from using technical jargon wherever possible, and try to provide real world examples of how CIOs have helped similar companies. Moreover, backing up this information with hard statistics and figures can go a long way in painting a clear picture of the benefits of a CIO.

Finally, try not to bog anyone down with extensive reports, whitepapers or other technical documents. Instead, make sure to display all of this information in a clear and concise manner while utilizing available software to create presentations and charts that are both visually appealing and easy to understand.

Brand Development

The hard work doesn’t stop once you’ve obtained the role of CIO. In fact, this is where things really begin to pick up steam. You’ll need to take into account any brand strategies that are already in place, taking care to utilize corporate branding protocol on a day-to-day basis. Furthermore, you’ll need to be adept at forecasting, anticipating and adapting to new trends within the ever-evolving IT industry in order to ensure future brand sustainability.

Balancing Organizational Goals with IT Strategy

As a dedicated CIO, one of your biggest concerns should be the balancing of company goals with those of your own IT strategy. With a vast increase in service management options, as well as the availability of new innovations such as cloud-based computing, CIOs have more creative freedom than ever before when it comes to developing an internal IT strategy.

Many different forms of data storage, governance, protection and security can all be used, even interchangeably, to cater to the specific needs of nearly any company. However, if these tactics fail to match up with the long-term goals of the organization, or if they are detrimental to the enterprise, you might find yourself back at square one.

In Conclusion

Whether you are an experienced IT professional looking to start your own career path on the road to becoming a CIO, or if you are an established enterprise looking to supplement your workforce through the application of a dedicated CIO, you can rely on the experts at AZ Tech Finders to help you throughout all of your professional endeavors. If you are looking for technical recruiters in Phoenix, contact our team today.

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The Inc 5000 Experience and Reflections on Starting Tech Finders

10703667_722301087846862_2140922562176245932_nAnticipation for the Inc. 5000 Conference and Awards Ceremony began nearly six months prior to the event held at the JW Marriott in Phoenix on October 15, 2014.

Over a thousand entrepreneurs and company leaders gathered for three days of seminars, celebrations and sharing of success stories.

The energy and excitement was truly motivational in itself, which brought back memories of starting Tech Finders. It all started as I sat cross-legged on viagra tablets for sale the floor of a spare bedroom with only a fax machine, a phone book, and a ton of ambition.

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But now I sat at the Inc. 5000 event just like a proud parent at graduation admiring my company that had matured and grown into something bigger than just me. I couldn’t help but think, “my baby is growing up!”

10420157_697550463655258_3645908336281493571_nTech Finders couldn’t have grown — hands down — without my team. During the last four years our focus was laser sharp when it came to discovering the BEST recruiting talent in Phoenix, and that in turn put us on the Inc. 5000 list

By BEST, I mean we discovered recruiters with character, passion, and a genuine love for recruiting. And of course, that also means working with people who have an amazing talent for connecting people and opportunity.
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All of this started with Kristy Bach, VP of Tech Finders joining our team — and then contagiously — we attracted many more star team members.

I want to thank my team from the bottom of my heart for being my better half and for joining me in this journey. We are just getting started!

– Sharon Bondurant, Founder and CEO

 

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