My friends at Six Degrees, I am writing to you with joyous news and a small favor to ask!

Today Finalists were publicized concerning Recruiting Award Categories to be announced at the LinkedIn Talent Connect Conference in Las Vegas (Oct 17-19).

It is with great pleasure that I can announce today that my deliverables and my client, Informatica, are officially FINALISTS for each of the three categories

* Recruiting Innovation: Dave Mendoza, Informatica
* Recruiting Organization: Informatica
* Talent Hunter: Andy Short, Informatica

If you can create an account today on the site and vote on behalf of our cause if you deem it deserving we would be most grateful! We are hoping you would lend your support and vote for us at bit.ly/n4YgL6

THE RULES: “The competition is set, as we move into the voting process. Your goal is to obtain as many crowd-source votes as possible from your network (within your company, co-workers, hiring leaders, vendors, etc.). In addition to the judging panel, Talent Connect attendees will also be invited to vote.”

Also PLEASE TWEET as follows:

@davemendoza & Informatica nominated for LinkedIn Talent Connect 2011 Recruiting Award. Lend your support & vote! bit.ly/n4YgL6

See Description of Innovation Below:

Dave Mendoza
Informatica
SixDegreesfromDave
ldavemendoza@gmail.com

LinkedIn Talent Connect AWARDS FINALIST – “Recruiting Innovation”
By Dave Mendoza

“Informatica’s talent acquisition strategy emphasizes competitive intelligence (CI) mapping and how it can translate findings into actionable sourcing channels. CI findings are cataloged into a streamlined and simplified library that can be easily shared with stakeholders to act as a decision making aid. Major corporations that invest in developing deep and highly organized CI libraries focus on product marketing objectives. Talent acquisition objectives are seldom afforded such order and precision. Informatica has developed an intuitive approach that combines CI with subject matter expertise, product line and social media ecosystems in mind.”

Yet another example of Intuit’s social media strategy within their talent acquisition organization has few if any equals.

Chris Cox, one of their star lead generation experts introduces himself … within his own Linkedin Profile.

Maybe someday if I jump up and down enough clients will follow.

Follow @crizzcoxx
Follow @IntuitCareers
Follow Chris Cox and connect with him on Linkedin

It’s fresh and raw

easily accessible,

Twitter career accounts on display within the video

high forecasted job families clearly outlined for job seekers.

One more reason Chris and his team are often mentioned within my own best practices reports. Oh and yes, Intuit has been a fantastic and open contributor whenever my surveys requests are made. Thanks! You’re my heroes!

“Passive Talent”, “Talent Pipeline”, “Best Practices”, ERE, Sourcer, Sourcing, “Talent Strategies”, Awards

View Other job seeker relevant tools and advice at David Perry’s latest launch, www.PutAmericaBackToWork.com

** To View Climber Catalyst offerings and capabilities first-hand register for free HERE

In a challenging economic environment, we often assume that the number of unemployed provides target rich active candidates that are easily assessable. The unexpected complication however reveals a more complex introduction exchange between recruiter and job seeker. The disenfranchised effected by layoffs likewise become disconnected from their corporate brand, corporate emails bounce, corporate numbers become disconnected – often relegating name generation research to a short shelf life. The under employed is likewise an under appreciated statistic within the latest employment discussions and their job title and employer on a social media profile doesn’t provide the complete picture of the availability. Basically, the robust people finding utility can only be as useful as the up-to-date status of individual profiles and the energies we invest in reading ‘between the lines’.

Unemployed? Check out the Unemployment Calculator

Climber’s Catalyst approaches the challenges described handedly. It was designed specifically to enhance the recruiter to job seeker, relationship experience through a seamless capability for introductions. It can create instant networks then transition to Linkedin or other social media applications – introducing them to existing targets among college educated professionals within a salary range of $50k to $160k. Though each are subscription based, the similarities with the Ladders, ends there. Climber’s Catalyst provides both employers and candidates with an actual marketing and distribution platform, in addition to SalesForce Automation Software to support its backend aspects.

Climber’s Catalyst utilizes a sales-oriented approach to track source destinations, and to market prospects to potential recruiters to gain momentum in their career journey. It provides a workable technology solution similar to the metric aspects commonly associated as strengths of a CRM. Staffing organizations can access the ratio of how best to qualify process aspects; i.e., how many actual leads to connection to the pivot point of an actual resume sent, to the number of interviews established to accomplish an actual hire.

Catalyst is built upon a modular platform which allows organizations to instantly connect, in a very targeted, precise manner and it can do so, ‘socially’ all from one place. Recruiters can access Catalyst’s Resume Center –whereas Job Seekers can modify their existing resume to fit a particular job opening. With an enterprise account, if 5 or more recruiters from a corporate brand are interested, Catalyst can build them a free micro-site, with video etc to brand the employer experience.

A Unique, Corporate Branded, Social Integration Like No Other

Through Catalyst’s distribution network, jobs are viewed by 27 million unique visitors a month. The Network directs traffic to over 330 distributed, search optimized job sites. Recruiters can SEO their own individual profiles across the major search engines with a consistent, corporate branded experience. Furthermore, Catalyst offers the unique extras that are unmatched in this arena, with search optimized, branded video housed on-site that can likewise be distributed to across social media networks or shared anonymously. Multiple twitter feeds can be fed, as well as LinkedIn profiles with auto-update/auto-tweet. Moreover, catalyst offers candidate feeds/job tweets with dynamic content easily accessible for a user friendly , eye catching experience.

Climber’s Catalyst offers 3 types of distribution networks:

(1) narrow – Company XY wants java programmers for example, a corporate recruiter can click and immediately distribute within their network to attract referrals; (2) industry oriented – say for example, nurses in Denver, or all healthcare at once within an associated in geographic area;
(3) geographic radius specific – within a 50 mile radius, or broader.

A recruiter or a candidate can import their Linkedin network or specific individuals to heighten the effectiveness of their efforts and create targeted emails which can reach up to 5,000 people at a time.

A One Click, One Stop Jobs connector on Linkedin and Throughout

The tactics to the networking strategy are maximized with Catalyst’s click frequency of auto posting to multiple LinkedIn and twitter accts; to include auto hash tags and even a tiny url. It creates a focused way to harness social media with click through metrics provided that pin point effectively to your featured jobs. The platform allows auto access to your network email enhancing the number of successful candidate opt-in’s. A recruiter can even advertise within your LinkedIn profile – advertising jobs, and an open invite to ‘connect with Climber’s Catalyst profiles to redirect interested applicants.

The job feeds are likewise easily reconfigured by importance in real-time; a recruiter can rotate jobs up or down according to their individual priority. The widget capability can even be made available to niche blogs, and just as easily updated hourly to highlight your jobs.

Export your LinkedIn Network and Import it into Climber.com Catalyst

I will continue to keep you informed as Climber’s Catalyst“>Climber Catalyst and their broader suite of products evolve. Their intriguing use of social media tells as much about how technologies are providing job seekers another look.

View Climber Gallery for Screen Shots

Resume Carousel: Resume Generator, Resume Templates & Resumes

** Make sure to take advantage of the free registration at Climber Catalyst, for job seeker and recruiters alike to experience its capabilities first-hand: HERE

Adrienne Carlson’s blog covers the latest developments and resources which will be of interest to MBA’s and business professionals. Adrienne shared her take on social networking etiquette with me a few weeks ago and I am happy to share it with you:

“Unlike Facebook and the like, LinkedIn is strictly a social network for professionals with over 48 million members in over 200 countries. Working like a sophisticated online business card, members from those new to the workforce all they way to CEO’s of Fortune 500 companies utilize the free service. However, there is a right and wrong way to do it, ….. the top ten rules of LinkedIn Etiquette for Business professionals.”

Since we’re on the topic, I’d love to be informed on why Linkedin removed personalized invites. I viewed it as the preferred method on their FAQS section but nonetheless … it’s gone. Let’s say, for example, when someone reconnects with you from college days, you would be less likely to recall and more likely to click “Doesn’t know” unless you have an opportunity to be reintroduced. One can conjure many examples where someone would be more likely to appreciate the advantage of a personalized introduction with legitimate origins in the request. Some would argue that a “one line, one-size-fits-all” invite complicates the process of creating meaningful connections. I am merely observing what others have expressed and I will be as intrigued as much as anyone about this recent change.

READ MORE

Diana Roberge
Hometown: Kennebunkport, ME
sdroberge@roadrunner.com
Facebook: http://tr.im/jlSA
Linkedin: http://www.linkedin.com/in/dianaroberge
Employment History: *Sr. Staffing Research Specialist at Unum
* Recruiter & Immigration Specialist at IDEXX Laboratories
* Recruiter at I-many, Inc.
Interests: Scrapbooking, Wine, Hiking, Bicycling, Kayaking,Traveling, Music, Gymnastics
Favorite TV Shows: CSI, House, Amazing Race, Anthony Bourdain: No Reservations, Bizarre Foods with Andrew Zimmern
Favorite Movies: Parenthood, Robin Hood: Prince of Thieves
Favorite Quotations: Veni, vidi, vici

Diana Roberge recently completed her sourcing position at Unum. She is an experienced sourcer, expert in full lifecycle recruiting, building processes and strategies, metrics and process improvement, project management, immigration and training.

Q&A with Diana Roberge

Six Degrees: Tell us of your home world.

Diana: I have been married for almost 17 years to my best friend and the most thoughtful person I know, Scott Roberge. He just threw me an “Amazing Race” 40th birthday party in which teams (made up of some of our closest friends and myself) raced for a day around Southern Maine performing tasks along the way to the pit stop. Hours & Hours of preparation to make my day unforgettable. Our daughter, Sienna, is 11. Her love for music, gymnastics, and life itself is infectious. Rounding out our family is Belle (our cat) and our new addition Jovi (a Border Collie/Lab mix we rescued the day before Thanksgiving).

Diana: On a warm summers day you can find me with my family bicycling to the beach, kayaking, or hiking in the mountains. On a cold winters day sledding, snowshoeing or skiing are always enjoyed. When the weather isn’t cooperating or it’s been a long week at work I like to unwind by scrapbooking in my craft room. We are always planning our next great adventure and have been fortunate to enjoy some beautiful destinations in the last several years including Costa Rica, Colorado, Utah, California and the Caribbean. I even broke out of my shell and surprised everyone by climbing Angel’s Landing in Zion National Park …summiting on Mother’s Day 2007 proved all it takes to accomplish something is to “put one foot in front of the other”…don’t stop…just keep moving forward.

Six Degrees: How many years have you been in the staffing industry?

Diana: I’ve been a recruiter for 13 years and can’t imagine doing anything else.

Six Degrees: How did you get started as a recruiter?

Diana: In 1996 I decided to get out of retail management and into something with a more predictable schedule. A friend who worked for Manpower called concerning an opening in her office. She thought I would enjoy and excel at recruiting. After 3 years with Manpower I became a corporate recruiter for I-many, a contract management software company at the time based in Portland, Maine. Reporting directly to one of the officers of the company and being the only recruiter (for most of my career with them) forced me to develop a strong foundation of skills needed to succeed in this industry. Unfortunately, after 4 years, several reductions in force and a pending acquisition by another company, it was time for me to walk myself out the door. I was unemployed for about 30 minutes. Yes 30 minutes. While driving home with my car packed full of boxes from my office the cell phone rang with an offer to work for IDEXX Laboratories. IDEXX Laboratories allowed me to use my experience to create a staffing process from the ground up for a very strong biotech company. I became the project manager for their first ATS installation and subsequently became point person on other key staffing related projects. I took on all immigration matters and became an expert in H-1B visas, TN visas, O visas, and the long process of obtaining Green Cards for employees. In 2007 I was speaking with Tim O’Connor when he mentioned he was leaving Unum and was wondering if I would be interested in his position. Unum offered the chance to lead their sourcing efforts and for the past year and a half I’ve been a sponge absorbing and applying everything from advanced Boolean searches to the power of networking. A little practice and persistence has really paid off. One afternoon on the web and a cold call later for instance landed two hires…a specialist in quantitative analysis and an actuary.

Six Degrees: What single event had the most impact on your sourcing/recruiting career?

Diana: First week as a recruiter at Manpower I went to meet with the HR Manager and Plant Manager for one of our biggest clients, a tannery. I quickly came to the conclusion that they were frustrated with how the account had recently been managed and were not at all excited about having to train a new recruiter on how to meet their needs. Now coming from a retail management background in leather goods gave me an idea. Instead of just listening to the Plant Manager explain what it took to operate each piece of equipment I began to interject questions and comments that would show him I was interested in their operation. He was surprised when I asked if they tanned the leather using vegetable dyes or a chromium based method. He really started opening up to me when I pointed to a machine we were approaching and asked what pattern they were applying today to the leather with the plating machine. It’s all about making a connection!

Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?

Diana: I’ve been fortunate to work with so many wonderful people over the years who have supported me. However, my former manager at I-many who remains my friend to this day is the person I attribute my overall outlook on recruitment to. He’s opened up my eyes to many things that have stuck with me throughout the years. He has an uncanny way of flipping a discussion or situation so you learn and grow not from his past experiences, but from your own thought process. Most importantly he’s helped me develop a balance between my passion for my work and the rest of what life has to offer outside of the office. I remember the day he stopped an important meeting with our immigration attorney that was running later than expected…it was my daughters first day of kindergarten (we had ½ day kindergarten in the afternoon). He insisted I leave the office immediately so I wouldn’t miss putting her on the bus for the first time. He said I could finish this discussion later, but I would never get this moment back with my daughter. Little moments in time have made for some powerful lessons not only of how to balance my life, but how to respect the balance my colleagues and candidates try to achieve as well.

Six Degrees: Tell us about your recent work

Diana: My primary focus for the past 18 months has been to source Physicians, Nurse Practitioners, Actuaries, and a variety of individuals with Financial and Marketing backgrounds. There are about a dozen people in the staffing organization at Unum. We collectively support the four home offices & all field offices throughout the US.

Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples?

Diana: Microsoft has had some pretty impressive talent on their recruiting team. They foster creative sourcing initiatives and have developed some incredible individuals in this industry.

Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?

Diana: The use of technology to creatively source candidates and above all maintain relationships with those individuals will have a huge impact on this industry. I think we are only seeing the tip of the iceberg now. Building strong relationships and connecting with people as individuals and not just another applicant is what people are craving. People love technology and what it can do for their careers, but are increasingly upset with how cold technology can be. It’s a big turn off to be treated as just another resume. It’s powerful to be treated as an individual who can make a significant contribution to an employer. I hear this everyday in the voices of people I speak with. They are truly shocked that I pick up the phone and get to know what makes them tick. There even more surprised when I drop a quick note off to them or call them back after a while to touch base and let them know I’m still interested in their career.

Six Degrees: What is your next career goal? What do you need to do to get there?

Diana: My immediate goal is to find a new avenue for my career as my position was eliminated March 31st. The cool thing about being in this industry and accustomed to networking is that when life throws you something unexpected you have a bag of tricks to get you through.

• Recruitingblogs.com
• Linkedin Profile
• Facebook
• Company Website
• Email Andrew

Six Degrees: Tell us of your home world.

Andrew: I currently live in the Historic Core of downtown Los Angeles with my girlfriend Terri. Terri works in post-production for WB’s “Gossip Girl.” We’re pet free, .. For now.

I’m a rarity in Los Angeles in the fact that I don’t own a car. I take the Metro to and from work daily. In our spare time, both Terri and I are involved with the LA Derby Dolls roller derby league and are also part-time foodies and cineastes. My project for 2009 is a downtown LA food blog. I also produce/direct one to two stage plays a year.

Six Degrees: How many years have you been in the staffing industry?

Andrew: I’ve been in recruiting, in one form or another, for approximately eight years.

Six Degrees: How did you get started in the staffing industry?

Andrew: I initially began in staffing, providing contract labor for American Honda Motor’s national headquarters in Torrance, CA. There were as many as 300 contractors at any one time ranging from administrative and customer service contractors to technology and automotive professionals. I moved on to run a full-cycle third-party search desk. I worked primarily with automotive component manufacturers. Next, I contracted with Mattel toys providing international logistics, technology, administrative and security professionals, both domestically and abroad.

I was introduced to Sourcing at Toyota Financial Services and provided Talent Acquisition for Finance, Operations and Field positions. At TFS, I had the opportunity to re-work field recruiting processes, experience new tools, and learn the value of sourcing to a recruiting process.

I’m currently at Parsons Corporation which is a global engineering and construction management firm. I manage our sourcing function that assists with executive level searches, strategic hires for business development, highly specialized technical roles, and large-scale staff augmentation

Six Degrees: What single event had the most impact on your sourcing/recruiting career?

Andrew: I don’t know that there has been a single event that has had a specific impact on my career, but there have certainly been several people along the way that have refined my outlook on how I do my job.

Do you have mentor(s) or people who have otherwise made a direct impact on your overall outlook on recruitment, capabilities, and/or model your career after?

Andrew: First and foremost, I’d credit LaTasha Folk from Toyota Financial Services for helping me define and perfect the role of the sourcer in the recruiting process. One of my current business partners at Parsons, Joe Piotrowski has been invaluable in refining my outlook and commitment to process. I’ve also benefitted heavily from my current team; Holly Klotz, Lisa Kearney, Joyce Ly and Ibrahim Zaghw for continually challenging my outlook on approach and communication. I’d also like to thank my sourcing foil, Annette Herrera, for her longtime friendship and advice.

Conceptually, there, of course, is El Dave, for introducing the concept of open networking. Shally Steckerl for continuing to push the viability of a sourcing function in the marketplace. And 97% of the blogosphere, which I steal from on a regular basis to make myself look smarter. I’m standing on the shoulders of giants and the view is good.

Andrew: In my current role with Parsons, I manage a team of four, soon to be five, corporate sourcing professionals that assist our federal, water, commercial and transportation business units. My team provides market intelligence, marketing recommendations, and talent location/acquisition services for our in-house executive search function. We also consult with our business development groups to find key hires who may be needed to supplement our current staff in order to win new projects. Finally, we provide support on niche technical positions and large-scale hiring initiatives for project ramp-up.

Six Degrees: (A) What other companies’ recruiting operations do you admire or have heard are best-practice examples?

Andrew: There are so many companies that inspire me to change my way of thinking about recruiting and sourcing. I’d point to Google’s commitment to quantification of all parts of the recruiting process and their attention to metrics. Invitrogen’s repositioning recruiting/sourcing as a revenue generating function. Microsoft, in general, for being as committed as they have been to sourcing as a function in recruiting.

(B) In what aspects are they superior?

Andrew: Generally, I think any of the examples that I gave or could think of have strong ideas about what recruiting means to their specific environment coupled with a commitment to apply that operationally. In some ways, I think at Parsons, we’re still in the process of starting to come of age with those concepts.

Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?

Andrew: The biggest general news story that will have an impact on my work is the election coupled with the economy. The push for economic stabilization through infrastructure construction could be a strong boon to Parsons at a time when most private industry will be re-assessing facility expansion. Secondarily, the continued attention to the environment, green construction, and alternative energy infrastructure will all be areas of growth for Parsons in the immediate future. I have to say that I feel very lucky to be working in the industry I’m in and for the company I work for, right now. The events of the past six months have been fairly portentous for our industry.

Have you ventured into the public domain with speaking events, or publications, per se, to represent your company or, more specifically, the art of sourcing?

Andrew: I tend to be fairly low-key when it comes to speaking events, awards, etc. I was able to take part in a panel discussion of Sourcing Metrics with Chris Murdoch from Yahoo and Angela Harper from Harrah’s at the 2008 Kennedy Sourcing Summit in Las Vegas. I tend to me much more likely to be an attendee than a speaker.

Six Degrees: What is your next career goal? What do you need to do to get there?

Andrew: Being only two years into the sourcing program here at Parsons, there is still a lot of work to be done around perfecting process, communication, and effectiveness. That said, in the future, I’d be interested in working internationally to set an off-shore sourcing capability, handling both domestic US and international hiring.

A Quick Question on how recruiters get paid

Do me a big favor my friends, Click & Participate:
http://polls.linkedin.com/p/34164/rseha

Sean Rehder, my “roomie” at many of the recruiting conferences, and I had an interesting discussion while at the last ERE San Diego conference. Sean builds sourcing and community management applications using Salesforce.com CRM for sourcers and recruiters. So together, he and I have seen quite few different ways that sourcers and recruiters find and hire candidates.

However, this discussion was not about techniques or tools – more precisely It had to do with the concept of how recruiters would frame the statement – “show me the money.”

This discussion was about what sourcers/recruiters get paid for and how they would like to get paid. Sean created a Linkedin.com poll question that anyone can answer and I the link is below.

The question is….if you could pick what you got paid for, what would it be?

The choices are….

Here is the link: http://polls.linkedin.com/p/34164/rseha

There is also a place for discussion so feel to add in your “2 cents.”

Dave Mendoza
Facebook Profile: http://profile.to/davemendoza
Facebook Group: http://groups.to/sixdegreesfromdave
Twitter: http://twitter.com/davemendoza
Join SixDegreesfromDave: http://tinyurl.com/sixdegreesfromdave

I have noticed that whereas 170 million have flocked to Facebook and millions to Twitter, our staffing community has not adopted as quickly in utilizing the search and relationship potential to a comfort level traditionally given to Linkedin.

According to my peers, changes to LinkedIn will increasingly limit its functionality for sourcing purposes, albeit the Cybersleuthing methodology will remain the key. Take a look at this discussion string and see if you’re not alarmed by what you see: http://tinyurl.com/cfafr7

According to our friend, Maureen Sharib, Recent LinkedIn Developments are as follows:

Made the “bulk accept” feature nearly impossible to find
Made it impossible to see your group member emails
Made it impossible to export your group members for communication other than once/weekly
Someone said (at that link) that LI is getting set to change the ability to see 100 profiles down to 60 as of 4/23

I am not confirming, but rather making the case that as a staffing community and early adopters, this is a wake up call to start diversifying the platforms in which our group thrives and in which we directly connect and develop relationships with one another.

Don’t fall behind. In this economy, being an early adopter is crucial if we are to successfully evolve in this economic transition. For those of you who have already joined Facebook, I strongly recommend you double check if you have edited your profile with a robust representation of your personality and professional strengths. Many colleagues remain hidden in search results due to minimalist profiles that lack their present employer or job title or areas of expertise, etc. It’s not simply about having an account – it is about making the most of each social network you join. As suggested with Linkedin, we cannot depend on anyone network for professional or personal networking. We cannot allow social media to grow without us or a role for us to target new talent – moreover, we need to be an integral part of their long-term strategies.

Even if you can confirm you are on Linkedin or Facebook, or Twitter or RecruitingBlogs.com (RBC) – do yourself a favor and check your profiles to ensure they are up-to-date. Ensure above all you have added as many personal and professional email addresses on each of these to be found. Check your settings, and check that your profiles are complete and interesting. If you worry about job stability or uyou have since been laid off – I can attest that many of you are being lost with emails that bounce for exactly this reason – an outdated email or committing to one that risks disconnecting you.

Today and throughout this week – do yourself and our group a favor and look over the checklist of social media to ensure your current, relevant and searchable:

Do you have a Facebook account? If so, is it current, do you have more than one email address listed? Is your profile complete with interesting aspects of your likes and dislikes and specialties?

Do You have a Linkedin account? Do your account settings provide for multiple email addresses in case you get laid off? Have you confirmed each email to ensure they are saved? Is your employer and job title up-to-date? Click Account Settings on top right corner, then click Email Addresses under Personal Information within the Settings page. It will list “Your primary email address is currently: XXXX. Click to add. In fact Linkedin encourages you to add more email addresses, “Add an email address: Adding an email address is useful if you expect to be invited to connect at more than one address. We recommend that you add both a personal and work email address.” * Then Click “send Confirmation Message” and confirm the email once you receive a message in your email inbox.

Now that the basics are behind us, how current are you with belonging to “Six Degrees from Dave”, the group on each of these social networks?

1) Are we directly connected on Facebook? Click to double check we are “Friends” – http://profile.to/davemendoza

2) Do you have “Six Degrees from Dave” as a listed group you belong to on Facebook? Click to double check you belong -
http://groups.to/sixdegreesfromdave

3) Do you have a Twitter account and do you follow me? Click – twitter.com/davemendoza

4) Do you belong to our new Official Membership Feed? Everyone needs to click to ensure they have updated info for our group. We can now identify by locality, region, job title, employer if you complete the form. Click: tinyurl.com/sixdegreesfromdave

5) Do you have an account on RecruitingBlogs.ning.com? If so, double check you joined our subgroup location CLICK – recruitingblogs.ning.com/group/sixdegree

6) Have you bookmarked our home site to get daily updates on our industry, interviews and top ten listings to network? Bookmark Add ‘this site’ it today and register to receive updates.

Each step goes a long way to staying interconnected with a life raft in this economic climate. We are here for you and each other. Be found, find others. It’s why “Six Degrees from Dave” has never been more relevant.

I’m with you in your concerns. You are never alone in our group.
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