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TEEMA Breaks It Down: Interviewing

interviewWhat Happened?

You prepare your resume after hours of research on how to best showcase your experience and accomplishments.  You research various jobs and companies and solicit help from your network.  You write compelling cover letters and apply to selected job opportunities.

Your investment pays off and you are invited to an interview.  You know you are qualified for the role.  This is a great opportunity to find out more about the company, the role and the people that work there.  You want to establish if there are opportunities to expand your skills and build your career.  You can find out what they pay, if they have remote work options, how much vacation they offer and generally what benefits they provide to their employees.  You look forward to getting more information and deciding if this is the opportunity for you.

You go for the interview, get all the information you need and decide it is a great opportunity and you REALLY want the job.  Then you receive a standard rejection note…”thank you for your time… we had many qualified candidates…difficult decision…best of luck to you in your career.”

You are unlikely to get offered every job for which you interview but what happened?  Why didn’t they want to hire you?  You will probably never know as most companies will not provide detailed feedback.  There may have been another candidate more qualified for the role. Or you did something (or didn’t do something) in the interview that made you lose the opportunity.

Preparing for the Interview

Check your Mindset

If the above description is how you felt when you prepared and went for the interview, you may want to adjust your mindset.  Don’t see the interview as your opportunity to get more information and decide if it is the right role for you.  Instead, see the interview as your opportunity to demonstrate why the company should want to hire you, not the other candidate(s) they are interviewing.  This may sound counter intuitive because you need to get more information and you may decide you don’t like the company, the corporate culture or the job.  You may get a low salary offer or not like their benefits.  If that happens, you can professionally withdraw from the interview process and move on.  But don’t focus on what you want when you are preparing for the interview or when you are in the interview.

The interviewer asked to meet you so you can assume your resume shows you have the skills and experience required.  Now they want more information about your skills, attitude, communication and interpersonal skills.  They interview you based on your resume.  They hire you, or don’t hire you, based on how you present your skills and yourself in the interview.  You should assume you are not the only candidate interviewing for the job.  You are competing for the job.  And if another candidate does a better job of demonstrating why they should be hired, you lose.

Do your Homework

Some candidates think they can research the company and the role after the first interview, once they know they are interested.  During the first interview, when it becomes obvious you haven’t done your homework, the message you are sending is that you are not interested, not organized, and not prepared.  Who wants to hire that person?  Assume they will ask you “What do you know about us?” and be ready with an accurate, concise answer that shows why you are interested in the role and the company.

And do your homework on yourself.  Do not assume any questions about you or your experience to date are easy.  Review your resume and ensure you can go into detail on anything they may ask.  Find some standard interview questions online and practice answering in a concise, accurate way.  Ideally have someone do this exercise with you and give you feedback on what your answers convey to them.

A favourite interview question used by many hiring managers at the beginning of the interview is “So, tell us about you”.  The interviewer intends it to be an ice breaker and an opportunity for you to highlight what you think they should know about you.  If you have not prepared for this question you may go blank or you may drone on for five to ten minutes with irrelevant information, unable to stop yourself, even as the interviewer’s eyes glaze over.  Have a standard two minute overview about your professional history to date that you tailor for different opportunities to keep it relevant.  This question is a potential landmine if you have not prepared or it can be a great opportunity to start the interview well.

In the Interview

Be yourself.  Yes, you are going to be your professional self with your marketing hat on but don’t try to be someone you are not.  You are unlikely to carry it off and, if you do, you will end up with a job or a team culture that doesn’t suit you.

Dress code is important.  If you don’t know the company’s dress code, ask the person who invites you to the interview and always dress a little smarter than their dress code.  If they wear jeans, you wear slacks and a shirt.  Everyone understands if you are overdressed for an interview.  If you are dressed more casually than the interviewer, you send a message that you didn’t care about impressing them.  And, as unfair as it may be, the interviewer is assessing you before you even say hello.

Answering interview questions.  Make sure you understand what they are asking and seek clarification if you are not sure.  Answer the question directly and concisely.  Don’t use one word “yes” and “no” answers that sound terse but you should not have longwinded or irrelevant answers either.  A good rule of thumb for your answer is thirty seconds to two minutes.  And don’t focus on answering quickly. There is nothing wrong with taking a few seconds to think about what you want to say and how you want to say it.

The money question.  If they ask you what you are looking for I recommend you work on the assumption they pay fair market salaries and avoid naming a number if you can.  The discussion around compensation can happen at offer stage.  You may decide to turn a low offer down if it is not negotiable but that is better than not having the opportunity to consider an offer for a job you want.  Tell them your priority is a job and a company you can thrive in and you are assuming they will pay a market related salary.

Your turn to ask questions

Finally, they ask you if you have questions for them.  After 45 minutes of the interview being all about them, now it is about you.   Sort of.  Yes, you should ask questions.  What you ask and how you ask it makes as much of an impression on them as your interview answers.

Always have three to five interview questions written down to take with you into the interview.  If you don’t write them down, you may go blank or ask “instant death” questions.  Not asking any questions makes a poor impression as it is often interpreted as a lack of interest.  “Instant death” questions are questions about money, office hours, vacation days.  Yes, you need to know these things and you would not accept an offer until you have this information.  But when and how you ask these questions is important and I recommend you don’t ask them until the job offer stage or until they raise the topic.  The logic here is that this information isn’t relevant until the most important elements have been addressed (job, company, team culture).

Instead, focus your questions on the job, the team and the company.  This information will help you make a better career decision and these questions will demonstrate you are making a career decision.  After all of your work to prepare for this interview, it is a great way to wrap the meeting up.  Responding to “What questions do you have for us?” with a question like “How much do I get paid?” can end your meeting on a discordant note.  Rather ask something like “What are the key things you need this person to achieve in the first three to six months?”  Besides making a better impression, it will give you additional insight on the role.

Interviewing is tough.  And it is a skill that is not directly correlated to your ability to do the job.  Prepare and practice.   Ideally you get offered every role but, at a minimum, you won’t get knocked out for poor interview skills.  Unfortunately, it is not the best person for the job who gets the job – it is the person who does the best interview.


DarielleDarielle Pettem, Client Manager, TEEMA Solutions Group. Darielle is a recruitment professional with over 20 years of success helping companies solve their recruitment challenges. Her broad knowledge gained from a variety of market sectors combined with her experience in both the “in house” and agency world enable her to add value beyond making quality introductions. Darielle’s consultative and thorough approach can be leveraged to build expertise and quality in all aspects of talent acquisition and job searching. Darielle specializes in high tech recruitment with TEEMA Solutions Group (www.teemagroup.com)



By Vaclav Vincalek, CIO


manage-your-riskIf the USA wanted to put a person on the moon in 2015, NASA would be hard-pressed to repeat their grand achievement from 1969. Sure, we have better technology now – but the old Apollo rocket scientists who got Neil Armstrong to the moon and back are all long-since retired. Virtually all of their successors have been given their pink slips. That’s not exactly a small problem.

It’s also a problem to which most companies can relate.

When people first started talking about Knowledge Management, there was this idea that somehow you could extract all of the information you needed from employees and put it in a manual. Then you’d fire those employees. Next, you’d hire someone cheaper – just have them read the manual.

That was the theory. It never worked in practice.

Whether we’re talking about technology or business operations, the key to knowledge management is ultimately about keeping the right people around. I’ve seen this play out many times: a top executive wakes up with an amazing idea, brings it to the board meeting to set this new venture in motion – and then good old Gus, who has long outlasted the executive who hired him, adds his two cents:

“We tried this exact strategy out 10 years ago. We hired three total professionals to carry it out. We went all out on marketing… and we got nothing to show for it but a half-million dollar loss and some trade show signs and brochures I think you’ll still find in our utility closet.”

You don’t get that kind of sober second thought by reading a manual. People don’t operate that way. A company can either invest six weeks or maybe even a few months doing an intensive strategy review and risk assessment – or they can just ask Gus, who already knows where the landmines are buried.

Of course, it’s not all about negatives and counterfactuals. Every longstanding company needs someone who remembers where the old files are kept – the ones that couldn’t be exported out of the old database, but which are now vitally important with the taxman calling. Your senior IT executive might not be your fastest coder in Flash, but they’ll find the old hard drives in a flash on the sad day when your disaster recovery plan is needed.

Business continuity doesn’t come just from carefully-preserved terabytes of data on your servers; it comes from the people who know where to find solutions (or where to avoid problems) at just the right moment.

Technology helps public and private organizations maximize the value of what they do. We can help.



 By Steve Reimer, Vice President


At the start of The Imitation Game, the man considered to be the father of modern computer science is in a job interview. The interviewer, a military man, is rather cagey about the job itself, instead focusing on the essentials of Alan Turing’s skills and experience. Meanwhile, the candidate seems positively bored with the prospect of merely talking up what the recruiter can see in the dossier right in front of him. Turing knows why he’s there: to solve an insoluble problem; one that can win a war. He chooses not to dance and nearly gets himself kicked out of the interview – a circumstance that would have prematurely ended the last hope of a nation on the ropes.

It got me thinking: when it’s time to recruit top level candidates, companies don’t just need a particular set of skills. Usually, they need a certain result: higher sales, reduced costs, faster production, fewer coding errors, etc. Oddly enough, most companies aren’t very transparent about what they want from a new recruit – and that inability to manage expectations on both sides can cause big problems later on.

It’s understandable how this happens. The leadership team at firms with some history think they understand how the process works: input ‘x’ plus input ‘y’, at 40 hours per week for two or three consecutive business quarters, equals success. The old VP of Sales got a nationwide campaign up and running in 6 weeks and all the new hire has to do is follow those same tracks; success will surely follow.

That’s a misconception. In any business project or campaign, there are going to be many variables – and past success is not proof of future probabilities. “How long will it take to get this new product launched?” “What’s the sales strategy to launch this globally?” “How long will it take for us to fix this bug that’s killing our software sales?” For these and a million other business problems, giving the same inputs you tried last time won’t necessarily lead to where you want to go.

Instead of drafting job descriptions and interviewing based on skills and experience that you think will help find a person who can do the job, make sure you’re transparent about the problem the new hire is going to solve. They may have their own ideas about how to solve your problem – the best people will rise to the occasion.

Looking for a recruiter who can help you find executives to solve your problem? Contact us today.

Welcome New TEEMA Members – January Edition

fgMeet Frank Gump
Role: HY  |  Specialty: Supply Chain  |  Area: Florida

Frank is a seasoned professional in the career management, corporate recruiting & executive search industry. He works exclusively at the leadership & management levels, and understands the complexities of the leadership level search.



Meet Blake Warner
Role: HY  |  Specialty: General  |  Area: Utah

Blake has extensive experience building Elite Inside Sales & IT Teams. He brings to TEEMA experience of driving numerous IT sales floors from low triple digit annual revenues to multiple 8 digit. He has placed over 300 individuals in the past 24 months



Meet Jay McCarty
Role: HY  |  Specialty: Technologies  |  Area: Florida

With 20 years in Staffing, Jay has had the good fortune to work with Industry leading organizations, people & process. These experiences are the driving force behind every goal to ensure service delivery to clients, but ensure that client expectations are exceeded.



Meet Sarah Turner
Role: HY  |  Specialty: Technologies  |  Area: California

Prior to coming to TEEMA, Sarah has been working as a mostly perm-placement tech recruiter with the CyberCoders Boston office since 2010. Sarah loves what she does and—as it goes with all people—that most definitely shows up in the work that she does.



Meet Barbara Healy
Role: TM  |  Specialty: General  |  Area: Washington

Barbara brings 20 years of full cycle recruiting in both agency and corporate settings to TEEMA Group. Her focus is on recruitment of mid-management to non-management candidates who have proven track records in Operations.



Meet Jenny Genung
Role: HY  |  Specialty: Technoligies  |  Area: California

Jenny has been fortunate to have worked for such strong leaders throughout her career who believed in her ability & passion. By welcoming constructive criticism, working well under pressure & having the ability to lead, she quickly became a success to her clients, candidates, leaders and team. 



Meet Glenn McIntosh
Role: HY  |  Specialty: Technologies  |  Area: Texas

Over his 25+ year career in the staffing industry, Glenn has enjoyed matching the right candidates to the right roles & companies for the mutual benefit of all involved. He began his career in Healthcare, transitioned to Engineering & Technical recruiting.



Meet Jim Halyard
Role: CM  |  Specialty: Accounting & Finance  |  Area: California

Jim has over 10 years of experience fulfilling a diverse range of staffing and recruiting needs in the Finance & Accounting, Human Resources and Technology Sectors. His experience includes market development, strategic and consultative sales. 



Meet Darren Pembroke
Role: CM  |  Specialty: General  |  Area: Arizona

Darren brings significant client facing, consultative sales & marketing experience to TEEMA. Darren has been working in the staffing & recruiting industry since 2007, & has a great history of success in assisting his clients meet their talent needs & goals.



Meet Jeff Sprague
Role: TM  |  Specialty: Technologies  |  Area: California

Jeff began his Recruiting & Staffing career in the Silicon Valley in 1996. Jeff is an extremely efficient, solutions & results driven Recruiter with expertise in Contract Staffing, Permanent Staffing and Executive Search. He is an effective team builder and trainer.

Welcome New TEEMA Members – December Edition

64922dd1-c1f2-46cc-b63b-3112e138c565Meet Chris Smith
Role: Hybrid  |  Specialty: A&F  |  Area: Utah

Christopher has extensive experience in the areas of engineering & finance. He is an executive search professional specializing in attracting critical finance & accounting senior management talent for top organizations across a variety of industries. 


9a5df1ee-db90-4aa6-9949-74bc689cfae2Meet Scott Cavaioli
Role: Hybrid  |  Specialty: Tech  |  Area: Massachusetts

Scott has been a technical recruiter since 2008; he applies a functional understanding of technical requirements & long-term business practices. He has filled roles with companies as small as 10 and as many as 10,000 people.


9542b114-6da0-4a9b-939c-41fae4eb823fMeet Lori Moore Sharp
Role: TM  |  Specialty: Healthcare  |  Area: Pennsylvania

Lori brings 10 years of experience building relationships throughout her career in Medical Device Sales. She provides the highest level of service to both clients and candidates, and working to understand the needs of all parties.


521bda88-198b-4f19-9339-9c7f0a427356Meet Amanda Carter
Role: Hybrid  |  Specialty: Technologies  |  Area: California

Amanda has most recently been in an Executive Recruiting Director role and comes with 11 years of Recruiting experience. She has placed hundreds of candidates on a FT/Permanent and Contract basis.


62edb313-0a87-421e-83eb-436b531a22f9Meet Juliann Koehler
Role: TM  |  Specialty: Tech  |  Area: Arizona

Juliann started recruiting executive healthcare professionals & has expertise in IT.  With her background in management she is able to understand the needs of the client and what they are looking for.



d83959f5-572a-4275-af63-a3adf42ec609Meet Christine Selman
Role: Hybrid  |  Specialty: Tech  |  Area: Arizona

Christine has been recruiting IT & Engineering professionals for over 15 years. She is a dedicated, results driven professional who takes great care in partnering with her candidates & consultants every step of the way. 


d012dd2f-ee3c-41c5-b0c3-d180147297c7Meet Carol Neuner
Role: TM  |  Specialty: Technologies  |  Area: Arizona

Carol is an Executive search professional recruiter and career coach with 20 years experience focusing on the following industries: Manufacturing, distribution, healthcare, finance & accounting, defense, and aerospace.


0d03c6cb-a171-488d-abd9-d2601d11d8ddMeet Alishia Rajabali
Role: TM  |  Specialty: Tech  |  Area: BC

Alishia’s professional career includes 7 years of senior full cycle recruitment & client management in Accounting & Finance. She has had great success with small to large as well as multi-national recruitment firms and attributes her success to dedication and exceptional customer service.



By Vaclav Vincalek, CIO


city“Your tax dollars at work”. Usually, the phrase follows some obnoxious example of government inefficiency. But along with the negative, comes the positive: at least we expect that our system of elected representatives and the civil servants who carry out their directives are probably at least trying to keep us all happy. After all, if there are too many complaints before they solve our problems, there’s always a fix at the ballot box.

We recently helped out a municipality that wanted to better understand the value of the technology they were using to provide services to a fast-growing population. They wanted the assurance of 3rd-party experts that their IT team and their technology were providing the taxpayers with real value – a common and laudable goal.

We gave them an IT assessment, interviewing staff, delving into their systems and viewing their processes. They were curious about the possibility of migrating their data to a proprietary database, so we explored that and offered recommendations. In the end, we determined that their main challenges had less to do with technology (which seemed to be working as advertised for them, most of the time), but with communication and structural issues. A system that works just fine for 10,000 residents was not so efficient when a resource boom helped the town more than triple in size. The sheer number of service calls and bookings for maintenance schedules was starting to overwhelm the town – and the various departments affected hadn’t put in a request to IT to give them what they needed – because they didn’t know that was an option. They saw that IT was being told to hold the line on spending – so what was the point of saying anything?

We think of business as efficient and government as – well, not so efficient. Executives make decisions and those decisions get implemented. But IT projects can require capital investments with significant price tags – which can require votes of Council and the Mayor. Projects get held up by political realities (and taxpayers probably wouldn’t be happy with the reverse – unrestricted funding requests rubber stamped by civil servants unaccountable to the people).

Municipalities that want to keep the public happy need to ensure lines of communication are clear between departments, IT and the people who give the orders. In politics as in business, those that speak loudest often get their way – and whether it’s potholes or database problems, these things don’t get fixed unless someone advocates for change.

Technology helps public and private organizations maximize the value of what they do. We can help.



By Brian Antenbring, President


talentThe big news in the USA these days is a Presidential amnesty for millions of ‘undocumented’ people who have jumped the legal immigration queue, many by literally jumping a fence. The country struggles to attract top talent needed to keep the most cutting-edge firms ahead, while lower-skilled workers suddenly find themselves competing in a low-wage race to the bottom.

Meanwhile, in Canada, the situation is very different. Work visa regulations aren’t so stringent and that’s helping growing business hubs like Vancouver get the talent they need. Silicon Valley’s loss is Silicon Valley North’s gain. As a recent Business in Vancouver article noted, those immigrants aren’t just seeking employment in high-growth sectors, but actually hiring workers themselves as successful entrepreneurs.

We still see untapped potential, like the Forestry Engineer from Asia who drove me home from the airport in his cab a little while back. It’s not a seamless transition for everyone – but this steady stream of immigrants ultimately brings more opportunities that not all employers recognize.

Immigrants can bring an array of added value to any organization:

1) Language Skills. For any company with an international customer base, this is critical. Not enough companies take advantage of the possibilities to truly reach a global market. This can be particularly helpful in marketing, legal, and human resources positions.

2) Connections. In business, it’s not just what you know, but whom you know. New immigrants may maintain strong connections to potential customers or partners in places where you want to do business. At the very least, they can have critical insight into where to go searching to build those connections.

3) Business Culture. The in’s and out’s of doing business with firms from other countries have been the subject of countless thick business books and paid seminars. Having an expert in-house is a lot more effective.

4) Technical Skills. Back in the late 1980s, large North American firms struggled to learn from Japan’s just-in-time manufacturing and supply chain processes. Today, local engineering firms are looking at mag-lev technology developed in Europe and being implemented on a massive scale to move China’s teeming millions. An immigrant’s resume may include expertise you literally won’t find elsewhere.

5) Regulatory & Security Compliance. This area can be a nightmare for companies that want to focus on their core business activities. In many cases, regulations will be different for different countries – and the singular horror of going through privatization, nationalization and back again, or some similar catastrophe is the kind of experience that’s hard to find.

Looking for a recruiter who can help you find the best global talent? Contact us today.



By Brian Antenbring, President

web-design-trends-2015 (1)If you’re thinking of hiring in the next few months, it pays to know what’s in demand. In a knowledge economy driven by business intelligence, those with the skills will have no problem paying their bills. Companies need to pay to play if they want to retain top talent.


Employers who have been paying attention to the overall economy in North America over the last few years, characterized by a glacial rebound and sluggish growth, may have the wrong idea about their leverage. In the areas of IT, Accounting and Finance especially, overall packages of salaries and benefits remain higher than in other sectors. Mid-to-top tier executives are not afraid to jump ship and climb aboard with a competing firm.


Offering competitive salaries is an obvious way to lure in capable employees – but creative compensation packages that go beyond the allure of cash to offer employees a more comfortable work-life balance are needed to instill loyalty and avoid putting out a pricey counter-offer to keep ‘essential’ staff. Signing bonuses and other incentives are common for acquiring specialists in hot areas like regulatory compliance. Offering telecommuting and extra vacation time can be the difference between a great hire and no hire.


Consumer market trends, technological innovation and increasing regulation (especially in the financial sector) mean that adaptability and a generic skill set won’t cut it anymore – at least for those who are getting hired and paid at the top of their range.

For IT, mobile development, security compliance and big data are the buzzwords around in-demand skill sets. Mobile collaboration and apps are hugely important for business and modern living; protecting business and customer data is mission-critical and the skills required to pull it off are increasingly sophisticated; meanwhile, IT employees need to not just be able to harvest and collate big data, but use it to create actionable strategies to give their companies the edge.

In Accounting and Finance, that ability to offer strategic insight is also valued more than ever. It’s not enough to be able to put together an accurate balance sheet; CFOs, Treasurers and Accounting Managers are increasingly seen as strategic leaders who can control costs and boost productivity internally while also keeping an eye out for M&A opportunities. Those who can best tell stories with the data through sophisticated Excel models while offering actionable recommendations from business intelligence are poised to succeed – and are the top targets of savvy companies and recruiters.


In IT, it’s hard to overstate the growth of opportunities in a wide range of sectors, especially for Mobile applications developers, Software developers and Business intelligence analysts. In the Accounting and Financial areas, growing M&A activity have helped spur hiring in investment banking, as well as the commercial and regional banking area. Public accounting firms presently suffer from a shortfall of skilled staff, giving leverage to qualified recruits. Regulatory changes in health care in the USA are also spurring many companies to look for financial experts who can deal with complex new rules while helping to maintain the company’s bottom line.

In any environment, talent finds a home where it is needed; top talent is actively sought by firms looking for that critical edge over the competition. In our knowledge-based economy, those with the right combination of skills will prosper in 2015.

Looking for a recruiter who can help you take advantage of hiring trends to find a great fit? Let us know about your how we can help.

TEEMA Solutions Group Selected as a 2014 Red Herring Top 100 Global Company

TEEMA Solutions Group Selected as a 2014 Red Herring  Top 100 Global Company
PASADENA, Calif.—November 20, 2014—Red Herring announced its Top 100 Global in recognition of the leading private companies from North America, Europe, and Asia today, celebrating these startups’ innovations and technologies across their respective industries. View the list here.

Red Herring’s Top 100 Global list has become a mark of distinction for identifying promising new companies and entrepreneurs. Red Herring editors were among the first to recognize that companies such as Facebook, Twitter, Google, Yahoo, Skype, Salesforce.com, YouTube, and eBay would change the way we live and work.

“Choosing the companies with the strongest potential was by no means a small feat,” said Alex Vieux, publisher and CEO of Red Herring. “After rigorous contemplation and discussion, we narrowed our list down from hundreds of candidates from across the globe to the Top 100 Winners. We believe TEEMA Solutions Group embodies the vision, drive and innovation that define a successful entrepreneurial venture. TEEMA Solutions Group should be proud of its accomplishment.”

Red Herring’s editorial staff evaluated the companies on both quantitative and qualitative criteria, such as financial performance, technology innovation, management quality, strategy, and market penetration. This assessment of potential is complemented by a review of the track records and standing of startups relative to their peers, allowing Red Herring to see past the “buzz” and make the list a valuable instrument of discovery and advocacy for the most promising new business models from around the world.



Brian Antenbring, President, TEEMA Solutions Group accepting our award in Pasadena, CA on November 20, 2014
“It’s truly an honor for TEEMA to be recognized in Red Herring’s Top 100 Global companies.  On behalf of our Members and staff here at TEEMA, I’d like to thank Red Herring for this recognition; it validates all the hard work we’ve done here to support our great clients across the globe.”  – Brian Antenbring


What is Red Herring Global?

Red Herring Global is the culmination of a year’s work of scouring the globe and reviewing thousands of privately held companies from around the world. The pool of candidates for the award are the top private and game-changing companies from the Regional competitions in Europe, North America, and Asia.


About Red Herring

Red Herring is a global media company which unites the world’s best high technology innovators, venture investors and business decision makers in a variety of forums: a leading innovation magazine, an online daily technology news service, technology newsletters and major events for technology leaders around the globe. Red Herring provides an insider’s access to the global innovation economy, featuring unparalleled insights on the emerging technologies driving the economy.

Welcome New TEEMA Members – November Edition

Meet Samantha Boivin.
Role: Hybrid  |  Specialty: Tech |  Area: QC

Samantha has worked in the field of IT & business dev for 15 years +. She started as a marketing assistant & moved on to an IT services start-up where she worked for 6 years & covered many areas: banking, telco, manufacturing, pharma, retail.


Meet Rick Gilbert.
Role: Hybrid  |  Specialty: General  |  Area: CA

Rick has spent the past 10 years helping companies identify & hire mission critical leadership talent. He brings his vast experience to every search, having been a Vice President of HR, Regional Manager and Director of Training & Management Development.



Meet John Nilson.
Role: Hybrid  |  Specialty: Tech |  Area: AZ

John brings 20+ years of recruiting experience to TEEMA, having started as an Executive Recruiter seeking engineering talent for various clients in the Twin Cities area & moving into IT consulting in 1996. John has placed talent in contract & perm positions locally as well as nationally.


Meet Gretchen Spain.
Role: Hybrid  |  Specialty: Tech  |  Area: AZ

Gretchen has a background in Hospitality & Insurance sales. She likes to build long lasting relationships & is an advocate for both parties when offering solutions. She has a knack for seeing market trends & moves quickly once the “perfect match” is identified between candidate & client.


Meet Scott Bone.
Role: RD  |  Specialty: General  |  Area: OH

Scott Bone is a Senior Recruiter & Business Advisor with 9+ years of experience in conducting retained, direct-hire, consulting, contract-to-hire & contract searches for companies across the nation. Scott specializes in Executive Search, Sales & Marketing, Logistics & Supply Chain, Technology, HC/IT. 




Meet Mark Anderson.
Role: Hybrid  |  Specialty: Tech  |  Area: MN

Mark has 17+ years of sales experience, with 5 years in management. His career started in the IT training industry, where he enjoyed helping people to change careers. Looking for a greater challenge he transitioned into IT Staffing & Consulting, building relationships with clients & consultants.


Meet Jill Osinoff.
Role: TM  |  Specialty: Technologies  |  Area: FL

Jill is an IT recruitment professional with 20+ years of experience placing people in both full time positions & contract jobs  throughout the US. Prior to joining TEEMA, Jill ran her own IT recruiting business & produced career fairs for internet companies in New York City.


Meet Jalynn Andersen.
Role: TM  |  Specialty: Technologies  |  Area: BC

Jalynn has specialized in IT Recruitment since 1996. With experience in both agency and in-house recruitment, she has worked in Toronto, London & Vancouver. She loves the evolving nature of the technology space which adds to her enthusiastic approach to getting great people great jobs. 


Meet Nena LaLumia.
Role: RD  |  Specialty: General  |  Area: TX

Nena has been in the staffing industry for 20 years. She began as a recruiter for a national staffing company, Spherion & TRC Staffing. Over the 10 years, she progressed to a RD position managing 12 branches. She took that industry experience & opened her own staffing company specializing in contact-center staffing.


Meet Matt Hart.
Role: TM  |  Specialty: General  |  Area: Montreal
After many years in sales, Matt was recruited by a small recruitment firm in Montreal to help with their business development & recruitment. He became the owner/operator & has ran this recruitment firm very successfully for the past 4 years. 


Meet Darren George.
Role: Hybrid  |  Specialty: Tech  |  Area: CA

Darren has 20 years in the Tech recruiting industry & is privileged to have been a part of the Silicon Valley Internet revolution. He thrives on being constantly challenged & helping others in the process. He has a passion for making a connection & creating a win/win for client & candidate.


Meet Robert Peysner.
Role: TM  |  Specialty: A&F  |  Area: FL

Bob Peyser has over 25+ years in recruiting and client management positions. He was Vice President of a large recruiting firm supervising their Financial Institutions Practice and for the last 15 year has been owner/principal of his own recruiting practice


Meet Lakisha Fatusi.
Role: TM  |  Specialty: Technologies  |  Area: CA

Lakisha has over 15 years in the staffing industry and 5 years in IT consulting. Her passion is Direct Hire Placement, Contract and Onsite Staffing. Her main focus has been in the Healthcare, Accounting and Information Technology sectors.


Meet Andrew Romero.
Role: Hybrid  |  Specialty: Tech | Area: AZ

Andrew is a TA & HR seasoned professional with 15+ years of full life cycle recruiting experience at the Corporate, RPO/Onsite & Staff Augmentation levels. He brings expertise in identifying & recruiting strong talent while matching both skills and culture for the client & candidate.


Meet Amy Kuecks.
Role: Hybrid  |  Specialty: General  |  Area: UT

Amy is a respected recruiter with over 20-years of experience in the staffing industry. She acquired a passion for staffing while recruiting in college. Over the years, Amy has placed admin, sales, technical, & executive professionals both in contract & direct hire positions