|
|
|
|
VisionSpark News
As we near the end of Q3, VisionSpark is proud to announce the addition of a new staff member and a long list of open searches across the country. Please feel free to share these opportunities with your network.
Join us in welcoming our new office assistant, Vicky Florian
Vicky is a graduate of Mercyhurst University, where she earned a Bachelor of Science in Sports Medicine and played D2 field hockey. Vicky connected with VisionSpark's core values and mission and is excited to continue her professional career with the VisionSpark team. Learn more about Vicky here.
New Service: Professional Search
Are you tired of recruiters that don't evaluate talent for key positions? Explore our professional search services (recruiting for mid-level positions).
Open Searches
We are currently searching for right-fit candidates to fill the following positions:
Executive Search:
Professional Search:
Stay Informed
Follow us on LinkedIn to be informed of our latest open searches.
|
|
|
“I would tell them if they are looking to just fill a position and spend a lot of money to do it, call a recruiter or a headhunter. If they want to fill a position with a qualified person that will fit the culture of your company and your leadership team, use VisionSpark.”
— Jerry Vogel, President, Wigwam Mills
|
|
|
From the VisionSpark Blog:
|
|
|
"Retain Company Leaders by Using Stay Interviews"
Can you afford to lose one of your company's leaders? Don't wait until the exit interview to learn what you could have done to make them stay. Explore how stay interviews can help you retain employees too valuable to lose.
Read this post to learn:
- How to keep your employees happy
- How to ask the right questions
- How to do the math to uncover the value of stay interviews
Continue reading
|
|
What VisionSpark Clients Say:
|
|
|
“Like many companies, my friends struggle with identifying, attracting and retaining talent. Mis-hires are legion. I believe the VisionSpark methodology offers a higher probability of success than conventional methods (e.g., headhunters, shallow searches, poor screening, inconsistent interviewing).”
— Mike Lauber, CEO, Tusco Display
|
|
|
|
|
|
|
|
|
|
