I ought to send Scott Thompson a thank-you note.  The former CEO of Yahoo recently stepped down (or perhaps was gently pushed) after it was revealed that he had been … let’s just say “less than accurate” about his academic credentials.  He claimed to hold a degree in computer science from Stonehill College – a major that did not exist at that institution when he graduated in 1979.  After a less-than-six-month stint running the search engine, he is now back on the job market where he will need to present a publicly updated version of his resume to potential employers.

I’m eternally grateful to Mr. Thompson for shedding such a glaring light on a topic we recruiters deal with all the time.  People constantly ask me about how to finesse less-than-ideal job and school data.  Sometimes, you’re only in a position for a short time.  Sometimes, there are gaps in your employment history.  Sometimes, you’re the CEO of one of the biggest Internet firms in the world and you falsify your academic history.

My answer to this type of question is always the same:  all versions of your resume should be honest, complete and consistent.  It’s much easier to explain something slightly irregular than it is to back-peddle out of a lie.

If you worry that your background is not what employers are looking for, follow the guidelines below to keep your integrity and your career intact.

Use irregularities to your advantage.  If any questions arise about your past positions or their timeframes, those are great discussion points for a cover letter or interview.  Make the most of the opportunity to have a conversation with a potential employer about what you’ve learned from imperfect experiences.

Include all positions, regardless of tenure.  Don’t characterize a short-term employee position as something it’s not (like a contract gig).  There are a million reasons why people leave jobs after a short period of time, and those reasons are not always negative.

Don’t go back and alter resume items.  It’s never a good idea to retroactively modify your work or school history (unless it is to correct a falsehood).  You may think the current version of your resume is the only one out there, but recruiters and employers hold onto resumes – which means they might have more than one of yours on file.  It raises red flags when the details of a person’s resume change over the years - dropped employers, changed employment dates, inflated titles – you get the picture.

List end dates.  If you’ve ended a job or a contract assignment, don’t indicate that the position is still “current.”  Recruiters and members of your professional network won’t know to consider you an active job candidate if your resume implies that you’re still hard at work someplace else.

Maintain your LinkedIn updates.  Keep your status line current and accurate.  If you’re looking for a new job, say so by “sharing an update” on your page.  LinkedIn is a very effective tool to help you broadcast your search.

Discretely manage your LinkedIn page.  It’s great to keep your LinkedIn page up-to-date, but don’t announce to the world every time you modify your profile.  Adjust your settings so that your “Activity Broadcasts” are unchecked.  That way, you can keep your online resume current without making it seem like you’re constantly playing with the facts.    (For more on this, see How to Remove Lies from Your Resume and LinkedIn profile.)

Even though I’m grateful to Scott Thompson, I don’t advise anyone to do what he did.   Make your resume authentic and honest, in both print and online versions.  Otherwise, you’ll just be that candidate who would have gotten that job had it not been for that thing.  And nobody wants to be – or hire – that candidate.

Chris Englin
Founder
Big Wave Recruiting

The VP, International is responsible for the Leadership/Management, Business Development, Sales and Account Management of our International division.

Leadership/Management
• Contributes to the overall International Business Plan that entails international strategies, priorities, roadmap, global market insights, industry trends, and key growth opportunities.
• Provide vision and strategy for long term growth and success of the International business.
• Orchestrates the development and implementation of organization-wide policies and successful achievements of short-term and long-range strategic plan.
• Set goals in accordance to the “PlayNetwork Strategic Plan” Internationally.
• Ensure appropriate systems and processes are used to track plan versus actual results and necessary action implemented to meet/exceed planned results.
• In partnership with Sr. Management, establish the overall tone (ex. Style, approach, responsibility, accountability) for the organization and extends this across the company and global partners.
• Development and management of direct staff
• Lead employees and joint venture staff so that each recognizes the importance of his/her role in achieving overall business success.  Sustain and strengthen a highly effective team, inspiring them toward a high level of involvement/ownership in the business process.
• Communicate clearly and frequently across all levels verbally and in written format to ensure understanding of alignment and objectives.
• Extensive cross-functional and cross-culture experience working across all departments including Marketing, Legal, Finance and IT.
• P&L Management and attainment of revenue and expense goals
• Responsible for the preparation and control of annual budget; develop and manage effective cost containment/reduction systems.
• Provide and facilitate an environment that encourages innovation and creative problem solving

Sales/Business Development/Account Management
• Leads global growth strategy for sales and business development.
• Management of sales planning, strategic account management and sales execution in highly complex, global accounts
• Tour all market territories to drive execution of key sales and operational initiatives on a regular basis.
• Ensure PlayNetwork’s positive public image by engaging with customers and attending public relations events.
• Ensure quality by monitoring products, services and procedures.
• In partnership with finance, corp. strategy, business analysts, operation teams and local market leaders, conduct in-depth cost analysis across all international markets. • Gather country intelligence, local industry dynamics and insights on an ongoing basis to deepen our understanding of the international markets.
• Establish a strong rapport with local business leaders across Retail Services group, Network operators, and local sales organization in our international markets.

Experience/Education
• Bachelor degree, MBA desirable.
• 10+ years of business development and management experience Global business and strategy development experience strongly preferred
• Proven experience in the Asian Markets
• Proven M&A and VAR/Channel Relations experience
• Brand Emergence in new markets
• Ability to lead and deliver well-planned Business Proposals for executive approval
• Results driven – Take ownership to bring an opportunity from an idea to product execution
• Self-starter with exceptional business judgment
• Demonstrated track record of financial success through increasing sales and profits.  Strong understanding of financial principals as they relate to distribution operations.
• Strong understanding of basics in marketing and growth through targeted business direction.
• Familiarity with administrative, managerial and financial procedures.
• Basic understanding of all operations, services and equipment.
• Knowledge of regulatory agencies.
• Prior experience analyzing and integrating M&A activity
• Expert on global market and cultures

Language Skills Required
• Preferably Korean, Mandarin, and Japanese

Required Skills and Abilities
• Strong natural leadership skills; professional, very strong presence/image.
• Willingness to execute within the spectrum of tactical and strategic level
• Superb communication, interpersonal, business analysis, planning, organizational, diplomacy, and negotiation skills.
• Sees global implications of technology
• Appreciation for shareholder interests/value
• Ability to work in a multi cultural environment
• Ability to effectively deliver clear, concise communication
• Ability to hire, assess, evaluate and train subordinate Executive and Senior Managers
• Ability to deal with sensitive situations with tact and proper judgment under pressure.
• Able to effectively provide, receive, and respond positively to constructive feedback.
• Ability to anticipate, identify and respond to changing business priorities.
• Strong executive presence, meeting management and presentation skills required.

Behaviors
• Leads by example and exemplifies the PlayNetwork Guiding Principles of integrity, teamwork, professionalism, resourcefulness, passion and respect in actions and behaviors.
• Inspires others through his/her professionalism and work integrity.
• Progressive, visionary in thought; that has a proven track record of getting results.
• Highly Motivated individual focused on team accomplishments
• Interactive leadership style that provides for open, frequent and constructive communication
• Resolves issues through the balance of data, quality tools/processes and what is right for the business; leverages the collective strength of the team for an optimal outcome in a changing environment.
• Care about the well-being of people; with the ability to bring out the best in their team.
• Participates in the building and maintains a positive and healthy organizational culture.
• Anticipates future opportunities, consequences and trends accurately due to broad knowledge and perspective.
• Aggressively seeks global partners.
• Evangelizes PlayNetwork as a global leader.

To be considered for this position:  Chris Englin, Big Wave Recruiting

RESPONSIBILITIES:

• Establish the company Total Compensation/Rewards philosophy, strategies and priorities to ensure that compensation, benefits and reward/recognition programs support the company’s business strategy and goals.
• Direct the design and administration of global compensation practices, base pay salary structure and bonus plans serving as primary compensation analyst.
• Work with internal team and external advisors to evaluate, plan and execute market competitive and cost effective solutions to group health, life, dental, A&D and retirement programs including global markets in Asia and EMEA.
• Monitor market trends to ensure total rewards are competitive to attract and retain top talent for U.S and global markets (exempt and non-exempt employees).
• Manage vendors and third party solution providers including negotiating contracts/renewals.
• Create and update job descriptions and complete global job leveling guidance and requirements.
• Manage communication strategy and implementation of Total Compensation and Rewards programs ensuring they are understood by employees.
• Serve as subject matter expert and liaison on all matters relating to Total Rewards.
• Maintain knowledge, understanding and compliance with all international, federal and state statues for total rewards programs.
• Manage implementation of global HRIS and payroll replacement system including change management processes for the company’s employees, managers and leaders.
• Responsible for creating reports, analysis and execution of annual merit and long term incentive plans.

QUALIFICATIONS:
• Bachelor’s or Master’s degree in Human Resources, Business or related field
• 7-10 years’ experience in designing and administering Total Compensation & Rewards programs for global companies including; compensation, benefits, recognition and rewards, and employee engagement programs
• Experience managing compensation, benefits and HRIS functions
• Knowledge of international, federal and state laws governing compensation & benefits administration practices
• Expert in federal and state wage & hour and employment regulations including ERISA, HIPPA, COBRA, FLSA, etc.
• Outstanding analytic, strategic thinking and problem solving capabilities
• Proven ability to effectively communicate and influence at all levels of an organization including negotiation skills
• Strong project management skills
• Ability to manage multiple projects/tasks with multiple priorities including strong prioritization skills
• Highly effective at managing third party vendor relationships
• Outstanding personal leadership abilities
• Strong HR systems experience including managing migrations to new HRIS platforms/systems and expert Excel user
• Strong team player and collaboration skills
• (G)CCP/CEBS certification is strongly preferred

To apply, please contact Chris@BigWave.com

What you should bring to the table:

• Strategic: you have a vision and can communicate that clearly. You’re passionate about what you do and can work with the CEO and management team on the strategy around hiring, retention, employee development, and culture.
• Creative: status quo doesn’t work for this group nor should it. You think outside the box and you’re not afraid to take thoughtful risks. You realize that you can’t take a one-size fits all approach to recruitment and human resources and don’t want to. You learn from your mistakes and have a flair for the unexpected.
• Recruiting: Build recruiting team with the ability to hire world-class engineers and high-technology marketers in Seattle and San Francisco, as well as hundreds of real estate agents across the U.S.
• Training and Development: Create a learning culture with mentorship opportunities so our employees thrive in their current roles while grooming up-and-comers for management positions.  You’re approachable, accessible and able to guide our managers to identify problems with performance and effectively communicate to solve problems and manage more efficiently.
• Culture: Build on Redfin’s culture through fun and innovative programs/events that keep our values at heart.  Recognize top performers, but not to the detriment of those who support them.
• Administration and Legal: Ensure our total rewards packages are fair and equitable and that Redfin is in compliance with all state and federal laws.
• Analytical: Numbers are your friends.  You like metrics and love what they tell you about how to improve your business and where to spend a little more of your time and attention.  You are able to translate numbers into action.

Requirements:

• Experience: 10+ years of progressive HR generalist or management experience in fast-paced environments, preferably start-up experience, and involvement in high-growth, top-brand companies with a history of results & excellent performance with competence across HR functions: recruitment, employee relations, performance management and organization development.
• Command: Expert-level ability to build partnerships with executives and manage projects while leading and developing the HR and recruiting teams.
• Smarts: you’ve got a college degree, can communicate & write well and are sharp as a tack at grasping new things.

Redfin is an equal opportunity Employer.

Contact: Chris Englin, Big Wave Recruiting, chris@bigwave.com

Big Fish Games is seeking a talented Compensation Manager responsible for facilitating the development and strategy of the compensation design and structure for the organization. In this role, the successful candidate will also administer the Company’s various compensation programs (base pay, bonus, stock, perquisites, or any benefits that can be monetized) to ensure that the total rewards package Big Fish Games offers its employees is competitive and in line with the market.

Responsibilities include but are not limited to:

Management of compensation programs:

• Incentive/bonus plan implementation, communication and administration
• Work with HR Director on the administration of the Annual and Mid-Year Employee Evaluations and salary review processing
• Executive compensation program consultation, implementation, and administration
• Stock option plans or long-term Incentive program implementation
• Development and administration of salary ranges/grade levels and job family/career paths

Develop and perform wage and salary administration:

• Remain current on domestic and international compensation trends and practices as well as any changes in regulations
• Reviews job descriptions reflecting job responsibilities, activities, duties, requirements, and FLSA exemptions
• Maintenance and reporting of salary structure information
• Coordinating with HR to select, complete, and analyze survey data
• Appropriate wage and salary support for the Company budget process. Ability to model and demonstrate financial impact of compensation plans in support of compensation plan analysis and design
• Creation and administration of all raise and bonus documentation
• Provide counsel to Recruiting on employment offers
• Work with HR, Recruiting, and internal clients to resolve any compensation related issues
• Monitor and/or liaison with payroll coordinator on out-of-cycle pay raises and bonuses
• Frequent and regular (monthly or quarterly) total rewards benchmarking of competitors

Skills, experience and educational requirements:

• Bachelors Degree required, Masters preferred
• 8-10 years of compensation experience in the public or private sector; combination of both highly desired
• 5+ years of demonstrated data analysis, problem solving and research experience
• 3 years of advanced skills in MS Excel including analysis and modeling expertise
• Experience with high tech and/or games industry preferred
• Experience with mergers & acquisitions, and international compensation preferred
• Strong communication, presentation and interpersonal skills, and the ability to interact and influence senior management to initiate change and lead best practices Experience with multiple HR systems highly preferred.
• Must be able to prioritize, work under pressure, and manage complex projects on time and on budget
• Ability to work both independently as well as in a team partnership. Self-motivated and able to work with little direction
• Strong knowledge of compensation surveys, custom survey design and statistical analysis, incentive plan design and analysis, job evaluation methodologies and pay structure analysis and design

Come be the next Big Fish in the Pond!

Contact: Chris Englin, Big Wave Recruiting, chris@bigwave.com

NetVU is a unique organization because its very foundation—as well as its reason for being—is insurance agents volunteering to help their fellow agents. NetVU was created by independent insurance agents to help their fellow Vertafore system users run and grow their agencies in a more efficient manner through business technology.  NetVU’s success is driven by volunteer members and talented NetVU staff who believe that these efficiencies can best be achieved through collaboration with each other, with Vertafore, with our insurance carriers, and with other industry vendors and groups. We all are born wanting to make a difference and to impact the world in some positive way. NetVU’s past leadership and all the thousands of volunteers who have come together within NetVU have made that kind of difference. Their commitment, their guidance and their passion have made the industry stronger, have made independent agents more successful, and have empowered tens of thousands of users throughout the country. NetVU’s thriving, successful membership is the legacy of NetVU’s volunteers—and the insurance industry is much better because they took the time to make a difference. It is with great pleasure that we kick off our newest search engagement to find the Executive Director for NetVU. Position is located in Irving (Dallas), Texas, and local candidates are preferred.

You will be expected to:

• Be a dynamic leader–this is the senior leadership role at NetVU
• Have a passion for the mission
• Provide overall leadership for the organization by managing the staff and volunteers of NetVU through the execution of short and long range plans
• Maintain strong working relationships with Vertafore management and staff
• Demonstrate strong communication skills with staff, with volunteers, with Vertafore, with sponsorship partners, and with all other relevant industry groups
• Possess a proven and successful track record as a senior executive building and driving a first rate organization
• Have a strong knowledge in the area of large volunteer-driven, membership based organizations
• Manage the finances of the organization
• Be a strong advocate for the needs of NetVU members with various industry groups

Think this job was made for you? Contact Gina Peckman at Dynamo Recruiting

This role is embedded in the HR department to assist in planning, developing and executing employee communications related to Total Rewards and other Human Resources initiatives. Use an audience focused, metric-based, strategic approach to develop and deploy clear, consistent and relevant content internally through effective and efficient communication channels. Create employee communications that raise awareness and increase understanding so employees take an active role in all employee programs.  This position is responsible for managing the HR communications process, not managing a team of people.

• Provide strategic communications counsel to and partner with HR senior leadership team to remain current on challenges and opportunities affecting the company and its employees
• Make recommendations on how to best frame and position key issues utilizing strategic communications approaches and vehicles
• Develop, maintain, measure and use continual improvement on new communication mediums
• Support executive communications on HR communications issues as needed through speech writing and research
• Manage Total Rewards website content , including all legally required communications
• Manage key HR-related internal events
• Ensure the alignment of internal communications with external communications messaging and strategies
• Execute the highest levels of quality, adhering to corporate identity guidelines, project cost estimates and finished product distribution commitments to enterprise customers
• Provide internal communications counsel to HR business leaders on emerging, confidential and time-sensitive issues
• Work closely with senior business leaders, human resources, and total rewards teams
• Monitor and contribute to the organization’s competitive edge by developing and executing best in class strategies

Requirements Knowledge, Skills & Ability:
• Bachelor’s degree in communications or related field
• Minimum of 8 years organizational communications experience demonstrating increasing scope and influence in a corporate environment
• Advanced project management experience
• Proven HR writing and editing skills for both print and electronic mediums
• Proven metrics-based communications results
• Demonstrated experience managing web portal content and design and managing multiple communication channels
• Flexibility, multi-tasking, comfort working in a matrixed environment
• Strong change management communications skills

Apply to:  Chris Englin, Big Wave Recruiting

Calico Energy Services was founded in 2009 by a group of seasoned energy, enterprise software, and business automation professionals. From the Company’s inception, our vision has been to redefine the way the world delivers and consumes energy. Calico was formed with a strong set of core values that enables the Company to maintain a leadership position in the industry and deliver the highest level of commitment to our customers.

Leveraging our team’s experience, Calico developed its visionary software platform, the Energy Intelligence Suite™ to provide our utility and power provider customers with an award-winning software service and a broad set of energy management applications and services. These include energy data aggregation and analytics; command and control; demand side management; and intuitive technologies that engage customers in reducing energy use.

Vision: Redefine the way the world delivers and consumes energy

Values: Innovation, Integrity, Teamwork, Diversity, Leadership, Attitude, Fun

History: Deep knowledge of the energy industry, enterprise technology development, business automation, engineering excellence, architecture, integration, management, market growth, capitalization, and M&A

Focus:  Flexibility, Insight, Control, Impact

The Vice President of Sales, reporting to the President, will be a key member of the senior management team expected to maximize revenue growth by leading and inspiring the Sales organizations. You will plan and implement all Sales, both direct and indirect channel sales.  This is a technology, enterprise level sales process, and as such we require that proven experience selling into utilities.

Job functions:

•          Implement world class best practices for a high growth Sales organization in the technology sector
•          Develop and implement strategic sales plans, forecasts and performance goals to achieve corporate sales objectives
•          Develop and manage sales operating budgets and personnel
•          Achieve targeted sales growth rates while operating within the operating budget
•          Build indirect sales channels including resellers, VAR’s, and SI’s.
•          Manage proper and insightful dashboards, metrics, and reports showing critical success factors including sales pipeline, bookings, key sales activity, lead generation, and other key areas of the operation
•          Review and analyze sales performance against programs, quotes and plans to determine effectiveness
•          Demonstrate ability to lead sales teams toward terrific results
•          Execute on targeted lead generation programs that achieve terrific financial returns
•          Recommend product feature sets, positioning, packaging, and pricing strategies to produce the highest possible long-term market share

Requirements:

•          Degree in marketing or business, MBA preferred
•          A minimum of 10 years directly related experience in technology companies with progressive senior sales management responsibilities
•          Proven track record in a high growth technology company (software, hardware appliance, or software on demand) as a senior sales executive where you have demonstrated the ability to grow both direct sales and channel sales using world class sales best practices
•          Proven expertise building, growing and accelerating an enterprise level sales organization
•          Proven management track record including recruitment, employee selection and development to achieve company goals and objectives
•          Demonstrated in-depth experience building indirect sales channels including resellers and system integrators
•          Sound metrics driven sales and marketing processes and techniques with sound financial principals
•          Proven senior management team experience
•          Ability to effectively communicate orally or in written form with all levels of management, as well as internal and external customers
•          Excellent interpersonal and communication skills
•          Familiarity with commercial and industrial energy management is a plus

If you are a world class VP of Sales, welcome to a different kind of experience. Intelligent. Honest. Flexible.

Please contact us at either of the email addresses below. We look forward to hearing from you! gina@dynamorecruiting.com

MorphoTrak is the world leader in multibiometric technologies for fingerprint, iris and facial recognition, and an acknowledged expert in identification systems. Its solutions meet a wide range of security needs for people, companies and governments worldwide, including identity management, personal rights for residents and travelers, physical access to airports or other high-value sites, and logical access, either online or via secure terminals.
MorphoTrak reports to its global parent Morpho (formerly Sagem Securite), an international company with offices worldwide.

POSITION: HUMAN RESOURCES MANAGER
REPORTS TO: Vice President, Human Resources
SUPERVISES: HR Specialist (this individual is a shared resource for the HR team)
TRAVEL:  Will require some travel; not greater than 15-20%

SUMMARY OF RESPONSIBILITIES:
As a strategic partner, the Human Resources Manager (HRM) aligns the HR objectives/initiatives with corporate business strategy, specifically with clients (employees/management) within the designated business units, serving as a consultant to management on human resources related issues (employee relations, compensation, employee engagement, organizational design/competency building, talent management including recruiting and selection, retention/engagement, coaching, employee development, and succession planning).  The HRM will formulate partnerships across the HR function to deliver value-added service to management and employees, based on the overall business objectives of the organization.  The HRM will also function as employee advocate, champion and change agent.  The HRM will maintain an effective level of business literacy about the designated business units financial position, mid-range plans, culture and its competition.

DUTIES & RESPONSIBILITIES:
Conduct weekly/regular meetings with assigned business units.
Consult with business unit(s) management at all levels, providing HR guidance when appropriate.
Analyze trends and metrics in partnership with HR team to develop solutions, programs and policies.
Manage and resolve complex employee relations issues.  Conducts effective, thorough and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance, and partner with legal department, where appropriate and as required.
Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
Provides HR policy guidance and interpretation.
Working in conjunction with hiring and department manager as well as corporate recruiting resource, develop offer terms for new hires, promotions, transfer.  Assist departments in interview process and selection.
Provide guidance and input on business unit restructures, workforce planning, and  succession planning.
Identify training needs for business units and individual coaching needs.
Participate in evaluation and monitoring of success of training programs.  Follow-up to ensure training objectives are met.

PROBLEM SOLVING/JUDGMENT:
Must be able to work on a variety of tasks of difficult scope and complexity where analysis of data and/or situations requires evaluation of multiple factors. Ability to operate independently within established department/company practices and execute appropriate action.

SUPERVISION REQUIRED:
Persons in this position will be expected to be highly self-directed, obtaining guidance and direction as necessary from the Vice President of Human Resources.

SUPERVISORY RESPONSIBILITIES:
Persons in the position will have responsibility to mentor other less-experienced team members providing guidance, advice, and recommendations.

CONTACTS:
Will serve as primary HR interface with assigned Business Unit’s and/or departments.  Will also work with external vendors, as necessary, resources at Safran USA, and interface with other HR team members.

DECISION MAKING:
Responsible for making appropriate decisions within the framework of established department and company policies and practices. Provides information, assistance and recommendations that are considered in the formulation of management policy.

MINIMUM SKILLS & QUALIFICATIONS:
Bachelor’s degree in Business Administration, Human Resources, Industrial Relations, Industrial/Organizational Psychology or a related discipline in which business knowledge and an understanding of human resource practices are gained.
Minimum 5-8 years of progressive HR Generalist responsibility (i.e., handing employee relations, compensation, performance management, etc.) and HR leadership experience with clear career progression.
Must have experience driving business solutions through influence and collaboration in a global, matrix organization.
Ability to manage conflicting priorities in a fast-paced environment, as well as partnering with business executives and operations leaders in order to develop appropriate solutions and ensure stakeholder buy-in.
Ability to manage multiple business units in a variety of locations.
Proven working knowledge of local labor laws and government requirements.
Must possess demonstrated strong communication, coaching, listening, and interpersonal skills with the ability to relate to individuals from multi-cultural backgrounds, and build trusting relationships in order to gain support and achieve results, at all levels within the organization.
Must possess strong conflict resolution skills, and proven ability to apply techniques at all levels of the organization.
Ability to work in environment with international objectives and ability to understand issues domestically and internationally in order to communicate effectively with clients.
Must have experience in researching and accurately analyzing various types of data in order to integrate people processes, systems and technologies.
Must have experience in working collaboratively with business partners to effectively resolve problems.
Must be self-directed, and motivated, as well as accountable for results.
Must possess self-initiative to identify and anticipate client needs and make recommendations for implementation.
Must be proficient in Microsoft Word, Excel and PowerPoint.
Knowledge of other languages (especially French) and working in multi-cultural environments are a definite plus!

To be considered for this role, please send your resume to Chris Englin, Big Wave Recruiting

Culture:
Most of the team members have the same “gene”: the one that makes their families and friends always bring their electronics to figure out, set up, and fix! The teammates can’t wait to get new gear and seek the excitement that comes with seeing how it all works.
If this describes you, then this company has an exciting team atmosphere which you’ll love, made up of many different work styles and personalities. They will train you on the details but allow you to be successful at your job, based on your style and abilities.

Our VP Retail Sales is responsible for ensuring a great customer experience, reliable operational execution and leadership development of a team consisting of approximately 2000 employees. This position will assume responsibility for small format retail stores, operations inside highly regard national retailers. These are respected brands and newly formed partnerships by this company.

You will be expected to:
• Participate as a valued member of the senior management team.
• Must have a proven and successful track record as a world class senior retail sales executive, building and driving a first rate sales team in a very fast paced growth multi-store retail company.
• Proven track record in transforming new teams; this position will assume the leadership position for retail distribution in its initial year of launch.
• Proven track record in Customer Service, execution of programs to support customer experience standards and policies.
• Personnel Development, training all field staff, developing bench-strength to be promoted into management roles.
• Must assimilate the retail team within the host retail environment
• Strong senior management team skills.
• Strong interpersonal skills and people skills including demonstrated ability to hire, manage, motivate and engage truly great retail sales people.
• Be a dynamic leader–this is the senior sales role at the company.

To Apply:
Think this job was made for you? Give us a call! Or forward this post to someone you just know would be a match for the VP of Retail Sales!

Gina Peckman, Dynamo Recruiting