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Many people over the years have asked me for help in finding their next job. Through the resume feedback we give to people, we try to point them down the right path with additional suggestions about how to increase/maximize their exposure to more and better career opportunities. I thought other individuals might either benefit from some of the same suggestions, or know someone who might. As such, I've written an article that I've called:

Ten Commandments for Conducting a Successful Proactive Job Search Campaign

Do you find yourself (or know someone) in a situation where you need or want to conduct a proactive job search campaign?

Regardless of your reasons, need, or desire to engage in a proactive job search, conducting a proactive job search can be one of the most frustrating challenges for anyone at any level and at any point in their career. Why? Because the outcome is often a function of timing, and has nothing to do with how marketable you are. That said, increasing your marketability and exposure to opportunity only improves your ability to capitalize on being in the right place at the right time to take that next step in your career.

With the right strategy and approach not only can your increase your exposure to more opportunity, you can also increase your exposure to better opportunities.

It isn't complicated, but it can be a lot of hard work and it's critical you have access to the right tools to get the job done.

Use the following Ten Commandments to help you network and expedite your way through your next proactive job search.

1. It all starts with your resume if you are going outside of your immediate "friends & family" business contact network.

There's a very binary measurement of a resume's value - it either opens doors or it doesn't.

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This of course assumes you have a solid handle on your career path and are not in need career counseling/coaching. If you don't have a solid handle on your career path you might want to consider the folks at www.TheOxfordProgram.com and www.Assessment.com as resources to help you get your career path pointed in the right direction.

Most executives fall into the trap of trivializing the importance of having the best possible resume by saying, "I communicate my value and the substance of my career best in an interview."

If your resume isn't -pin sharp- in its ability to concisely articulate your unique differentiated career value proposition by quantifying the scope and scale of responsibility you've held and the business impact your efforts have produced in a -measurable- way for each position you've held in your career, you are dead before you even start. You will simply get lost in the pile of resumes that end up in electronic or physical recycle bins without a second thought - let alone without an interview.

You really need to understand the quality, content and format of your resume (especially for an executive) is a strong reflection of your capabilities and focus.

Executives are given a -measurable- scope and scale of responsibility, and they are paid to produce -measurable- business impact. Nobody is paid to simply produce effort.

It is amazing how many executive resumes fail to articulate this -measurable- information. Most resumes are nothing more than unquantified statements of effort that beg the question: "That's nice, so what did that effort produce in the form of any -measurable- business impact?"

Don't fall into the trap of failing to articulate your -measurable- scope and scale of responsibility, and the -measurable- business impact you've driven in your resume.

Also give serious thought to abandoning the traditional 1-2 page resume format. Constraining yourself to a traditional 1-2 page resume format is the equivalent of commiting job search suicide. Instead, focus on devoting enough physical space to adequately differentiate your career. Why? Because if you try to jam your career value proposition into a 1-2 page resume, you risk being lost in a sea of 1-2 page vanilla resumes.

Some may think this is heresy, but it is simply common sense.

If you are trying to differentiate yourself, it probably isn't a good idea to have a resume that looks like everybody else's.

Want to see how -everybody- else looks? Just look at the -AFTER- "Samples" that e-Resume (examples), Career-Resumes (examples), and even Monster's Resume Center (examples) touts as massively differentiating "Stellar" resumes to see how -EVERYBODY- looks when they constrain themselves to this 1-2 page criteria.

If your goal is to conform and look like EVERYBODY else - and as a result - compete head-to-head in today's job market, then by all means follow their advice. If you want to change the game in your favor and get interviews that others with the same vanilla resumes won't - then don't follow their advice. Simply ask yourself if you want to work for someone that believes the length of someone's resume is a valid hiring criterion, and make your own decision.

Be very careful in reacting to feedback that "Your resume is too long." Why? Because the -only- person you should listen to that comments on the length of your resume is someone that can actually benefit by hiring you. Any other feedback is coming from someone that does not need to hire you, and as such can't benefit from the information that is actually in your resume (i.e., the feedback is totally out of context).

Don't put your success in the hands of a "professional resume writer". Why? Just ask yourself, who knows better what the value of your career accomplishments are - you or someone else that hasn't even come close to having a career like yours? Would you leave the execution of your career responsibilities up to your secretary? Of course not. Then why would you consider letting someone else represent/articulate your career accomplishments and value proposition by letting them write your resume?

The only thing standing between you and being able to write a -pin sharp- resume that differentiates your career value proposition - is having access to the right tools. If you want a simple inexpensive straight forward process to implement the above advice simply attend this complimentary webinar Communicating Your Executive Value Proposition and then get the CV Advantage Toolset at www.CV-Advantage.com. Feedback on this process has been great.

2. Have the right tools for the job.

What the heck does that mean?

You're about to engage in the biggest networking and marketing campaign project of your life.

You want access to every business card, contact and email address you've ever collected.

You want access to every tradeshow, symposia, conference, user group, relevant industry specific blog and website you can identify.

You want access to additional contact information via free and subscription based research services and databases.

You want to possess, ideally, ongoing memberships, and as a result - a working familiarity with professional business networking environments.

Have you ever asked yourself, "Are there other networking sites that can compliment my networking process/needs?"

From the people that make up the membership demographics, to the platform capabilities from which the members network, to the nature of networking conducted on the site, to the philosophy of the executive team that founded the networking site - all networking sites certainly are not equal. Each networking site has a unique capability which can be leveraged in a networking process in support of a specific or ongoing networking need/objective.

Many people make the mistake of being "wedded" to a single networking site, and get frustrated with their ability to accomplish their immediate and/or ongoing networking objectives. This would be equivalent to attempting to build a house, and use the same type of saw in every application requiring "a saw".

There is a reason some wise person coined the phrase "Use the right tool for the right job."

Just like some people have their favorite search engine, some people have their favorite networking site. If you really want to increase your ability to network, invest time in learning how to leverage the power of more than just your favorite networking site.

Don't think of other networking sites as competing with each other; think of other networking sites as complementing each other.

I'll expand more on related tools in the points that follow.

3. Develop a plan of attack.

The old adage of "those who fail to plan; plan to fail" is absolutely true in a proactive job search campaign. You can't simply focus on approaching recruiters. Read: E-Mailing Resumes to Recruiters Won't Generate a Big Response.

Create a balanced plan.Reaching out to recruiters and hiring authorities/executives directly by utilizing resume distribution services and a desktop email campaign software solution should be combined with direct networking by leveraging professional business networking environments (e.g., www.Ecademy.com, www.LinkedIn.com, et al.).to create an effective job search strategy that will increase your exposure to more opportunities.

Make sure your plan includes investing time in personally branding yourself on the Internet. If someone types your name (e.g., "John Doe" ) into www.Google.com, are you anywhere to be found? Most recruiters do this before contacting an executive. Why? Because it is a way to find out more than what a resume will tell you about an executive.

The easiest way to have Google find you is to write blogs. But it is actually a little more complicated than going out and creating a blog. You can go to a number of free blog sites and grab your own blog (e.g., www.Blogger.com, www.BlogSource.com), but that won't mean your name "John Doe" is going to return a hit on the first page of the search return in Google.

You need to be exposed on a site that is frequently indexed by Google, and has high page view numbers. Ecademy (www.Ecademy.com) is indespensible in this regard. It has an Alexa ranking close to 1000 (i.e., 1000th most trafficed site on the Internet). Google "loves" the site because the content is constantly changing. If you sign up for a PowerNetworker subscription for $14.95 per month, you can "blog" your brains out and write articles on the topics of your choosing - all of which will be indexed by Google the same day you write it typically. In less than a month, and in some cases in a single day, you will show first page hits on Google when someone searches on your name (e.g., "John Doe"). This is priceless from an exposure standpoint, and absolutely invaluable to a job seeker. For only $14.95/mo. for an annual subscription, it is about as close to free as you can get. No other networking site can compete with Ecademy with how fast you can personally brand yourself on the Internet. Google even indexes your Ecademy Profile, and there is vertually no limit to the amount of information you can build into your Ecademy profile as compared to other sites like LinkedIn that only allow for a very limited profile. LinkedIn (www.LinkedIn.com) for example has many -many- more members, but the content is - all - be hind a password protected firewall so Google can't index any of it.

Ecademy is a worldwide Business Network founded in 1998, connecting business people to share knowledge, contacts, support and transactions. Ecademy is the number one network in the UK and growing fast worldwide, the platform offers much more than the other business network websites with a strong emphasis on blogging, doing deals, joining online & offline clubs and jobs.

That said, make sure to sign up and create a profile on www.LinkedIn.com as well. It's a great site. There are over 100,000 Staffing and Recruiting professionals that use LinkedIn as a database of candidates. I always tell people to specifically make sure their LinkedIn profile has as much "resume" information about their career as the character limited fields will allow. Why? Because then the +100,000 Staffing and Recruiting Professionals in LinkedIn will be able to hit your profile when they do key word searches in "Find People" when they are trying to identify candidates for their searches - let alone the remaining +5 million members who might want to network with you.

Just remember, it isn't that one networking site is "better" than another. As I said above, don't think of other networking sites as competing with each other; think of other networking sites as complementing each other.

Don't kid yourself; you are conducting a direct marketing and networking campaign. If recruiters and hiring authorities/executives don't know who you are, can't find you, and don't know how to contact you, you will miss out on a lot of opportunities to advance your career.

4. Consider budgeting for and leveraging the two types of resume distribution services available.

So you've written a -pin sharp- resume. Now what? Do you just sit around and hope the phone rings? Of course not. It's time to take the bull by the horns and get proactive. The next tool you want to consider leveraging in your proactive job search campaign to increase your exposure to opportunities is called a Resume Distribution Service.

There are basically two types of resume Distribution Services. Those that target Job Posting Sites (e.g., www.ResumeRabbit.com, www.ExecutiveTrumpet.com, www.ResumePostOffice.com, et al.) and Resume Distribution Services that target Recruiters (e.g., www.SelectRecruiters.com from the folks at Kennedy Information).

Many people aren't familiar with Resume Distribution Services. It is typically free to post a resume on at a Job Posting Site, but there are hundreds of Job Posting Sites all with different information and information format requirements. It can be a full time job just managing your resume postings at Job Posting Sites. Resume Distribution Services that target Job Posting Sites basically give you access to an ability to manage all of your resume postings from one convenient site/interface.

Resume Distribution Services that target Recruiters do just want you'd think - they send your resume out directly to thousands of recruiters, and some let you even focus on recruiters specializing in specific industries or functional disciplines. Resume Distribution Services can help you increase your coverage of opportunity.

5. Consider budgeting for and leveraging one or more leading "6-figure" Executive Job Sites like www.TheLadders.com ,or such as Forbes "Best of the Web" winners like www.NetShare.com or www.ExecuNet.com. These sites cater to Executives who would prefer to expose themselves more selectively to Executive openings. Recruiters with jobs paying in excess of $100K/year or more are able to post these openings for free on sites like this. These sites typically contain a large number of high caliber executives. These executives are not necessarily "looking" for a new job, but like to see what's out there from time to time, and as a result subscribe to the sites. Of course these sites can be helpful as well to someone that is being proactive versus passive in their search for an opportunity. These sites typically offer additional job search & career oriented services as part of the different levels of subscription they offer.

6. Understand how to build a a job search campaign database that you leverage via a desktop email campaign tool.

Take charge of the campaign by not simply relying on resume postings and recruiters to make your phone ring. Reach out directly to as many hiring authorities as possible. How? It starts with having the right tools again. Get a desktop email campaign software solution (e.g., award winning GroupMail from the folks at www.Infacta.com, or GammaDyne, or EmailUnlimited, et al.) that allows you to send formatted html emails with attachments. Outlook email merge does not allow you to send attachments (e.g., like your resume).

Who do you send your resume to? Ideally you'd want to cover the earth by sending your resume out to every hiring authority/executive on the planet. Again, remember this being all based on timing? Only a fraction of the available job opportunities ever go out side of the employer to contracted search entities (retained or contingent). Most employment openings are fill directly through the efforts of an employer's internal staffing departments or the employer's hiring authority/executive directly.

OK, so how do I identify "everybody on the planet?" This comes back to #2. Have right tools for the job. You want to think about everything you touch as a possible source of contact information and names, and build your personal job search campaign database.

Think like a recruiting researcher. You want to be able to identify a contact's name from one source (e.g., EVP Technology, John Doe speaking about XYZ technology from a trade show website speaker's list) and identify an email of someone else at the company (the press contact for the company: jane.doe@company.com) and be able to put the two together: john.doe@company.com. Will these really work? 70-80% of the time they will.

You can go into some sites and identify literally thousands of employee names. Paste them into a spreadsheet and do some simple manipulation to create thousands of contact emails.

Buy a cheap email extraction tool such as Email Address Collector to pull all the email addresses you've communicated with or saved (e.g., in the spread sheet you just created) from every document, file, and email (To, From, CC, and BCC) on your computer.

Identify as many relevant sources of contact information as possible. There are many that are industry specific and free (e.g., Media Post will expose you to tens of thousands of media & entertainment direct contact emails for free).

www.SGAExecutiveTracker.com tracks those hard to find hiring line managers & sub "C-level" executives.

www.Lead411.com is a - great - inexpensive database of direct downloadable contact information for 50,000 Companies and 200,000 executives. As a comparison, contact identification research typically costs $45 - per name to $100 - $200 - per hour to identify names and contact information. You can purchase and download their list of the 1500 largest company contacts for - only - $299.95. And the CV Advantage Toolset at www.CV-Advantage.com.provides you with a discount code to purchase this list from their partners at www.Lead411.com at a 25% discount. (as well as discounts off subscription access to their database of over 50,000 Companies and 200,000 Executives).

There are also recruiter databases and sources of contact information. www.SelectRecruiters.com is somewhat of a hybrid Resume Distribution capability and database of recruiters, and then there is the well known de facto industry standard "Big Red Book" of recruiters at www.RecruiterRedbook.com. Both of these services/product offerings are from the folks at Kennedy Information who've been around for decades and have been tracking the recruiting industry.

www.Hoovers.com will expose you an unbelievable amount of companies and names, but no direct contact information.

The PriceWaterhouseCoopers MoneyTree Survey is the definitive source of information on emerging companies that receive financing and the venture capital firms that provide it.

Many sources of information will also lead you to other sources of direct contact information. And there are many, many more that you can identify on the Internet. Some are free, and some are subscription based.

If you are looking to save money, you can even trade business contacts at www.Jigsaw.com, an online business contact marketplace where marketers, recruiters, and sales people can buy, sell and trade business contact information. Jigsaw has over 1.5 Million contacts at over 100,000 companies.

Dump all of these contacts into your email campaign management tool and send your -pin sharp- resume out to the world.

7. Have a 30-Second Elevator Pitch.

Read: How to get your point across in 30-seconds or less. By Milo Frank. NOW!!

You will be leaving lots of voicemail messages and connecting with people that haven't scheduled the time to speak with you. You must be able to get your purpose for the call across, articulate your situation, and articulate your core value proposition quickly. 30 seconds is actually a long voicemail if you are talking at a reasonable pace. The problem is that most people are not oriented around assimilating information via auditory input; rather they are oriented around assimilating information visually. Hence the term: sound bites. You will lose people if you do not have a concise strategy for articulating yourself and getting your purpose and message across.

If you need to practice with a script reading it into your voicemail until you can leave the message without looking at your script. Smile when you leave a voicemail. This may sound stupid, but it comes across in your voice. This also keeps your voice from sounding like a recording. Practice on unsuspecting friends and family members. Remember, someone might actually answer the phone when you call, and you don't want to sound like you're reading off a telemarketing script. Have a message for an executive assistant prepared and practiced for obvious reasons.

And remember: Whenever leaving a voicemail do - not - simply leave your phone number. Make sure to leave your - EMAIL ADDRESS - and your phone number, and speak s-l-o-w-l-y when you do. I'm always amazed when people leave voicemail message that are easy to understand - right up until they start giving me their contact information at light speed.

It takes 10-times less effort for someone to respond to you via email than via voicemail. This is why you - always - include your email address in any voicemail you leave. By doing so you dramatically increase your chances of getting a response, and as a result - getting into a future dialog with the person. Phone calls = work. Or worse, they waste time that you can't get back. If a busy recruiter can't afford to get sucked into a 15 minutes phone call with an unsolicited candidate - they won't return your call. A recuiter can also respond to you via email - when they are on the phone with someone else! I respond to 100% of the email I get.

And above all - add the people you communicate with to your Outlook address book and/or SPAM filter's approved email contacts!!

I wish I had a dollar for every candidate that sent me an email who forgot to add me to their list of approved email contacts. How do I know they didn't do this? Because when I send them an email and get a response back from their SPAM filter telling me the recipient doesn't recognize my email address - it's pretty obvious. Hello! People - it's kind of hard for me to respond to your resume when your SPAM filter blocks me.

8. Understand how to approach recruiters effectively.

Even though you don't want to have your job search strategy rest solely on approaching recruiters, many job seekers inadvertently shoot themselves in the head because they don't know how to effectively approach recruiters. Many people don't even understand what a recruiter does and doesn't do, or more specifically - how they get paid. It definitely differs from country to country, but predominantly the following is true:

Recruiters are - not - agents for candidates; they are agents for clients.

Or alternatively:

Recruiters don't find jobs for people; they find people for jobs.

Approaching a recruiter and telling them you want to discuss "how we can work together", telling them you'd like to discuss having them represent you; telling them you're trying to choose someone to represent you; presenting them with the opportunity to represent you, are all approaches that will expedite your listening to a dial tone or having your email deleted.

The only real way you are going to get any recruiters' attention is if - based on timing - you happen to align with the requirements of a position they are trying to fill. If not, then you are simply going to be perceived as someone who is about to waste his or her time - time they can't afford to waste. Ouch that hurts. Hey - just ask yourself, when doing whatever it is that you do for a living - which is more productive - wasting time talking to an unsolicited call from someone trying to sell you something you don't need, or focusing on doing what you are paid to do?

Reality check #1: Recruiters are some of the busiest people on the planet. Good ones are also some of the hardest working 24X7 dedicated people you will ever meet. Many recruiters regularly work 12-hour days 6 days a week or more. Why? Again, because timing is everything on the candidate side as well as on the opportunity side, and time kills all deals. It is also a bandwidth issue in that the faster a recruiter can fill a search the more searches they can do in a year - the more income they generate from the clients that pay them.

My phone rings at least once every 10 minutes. Many recruiters don't even answer the phone if it isn't a scheduled call. My executive assistant used to yell at me - "Stop answering your phone. Let me do that." Sounds kind of strange why an executive recruiter wouldn't answer their phone right? Well it isn't. Why? Because they'd never get anything done if they had a 15-minute conversation with every unsolicited candidate that called them about their proactive job search campaign every 10 minutes. It is just an unfortunate reality that many unsolicited candidates never receive a return phone call or an email acknowledging a resume submission or attempt at communication with a recruiter. Don't take it personally.

Reality check #2: Most of us are busy right. Ever hear an executive complain about the number of voicemails they get, or the number of emails they receive? A recruiter's life revolves around the phone and email. I've never met an executive that really had to deal with the volume of voicemail and email recruiters have to deal with.

Want to increase your chances of connecting with a recruiter? Make it easy for them to communicate with you! Send them an email; don't just leave them a voicemail. Why? Emails are infinitely easier to respond to than a voicemail. If a recruiter calls you, they risk that you might actually answer the phone - when the recruiter simply wants to respond with a quick message, and then they are sucked into an unplanned conversation as I mentioned in #6. Have a 30-Second Elevator Pitch. It doesn't mean don't call a recruiter. Just leave them a voicemail as a back up to your email, and tell them you are doing so in the voicemail (don't forget to leave your email address as part of the message).

When you send an email, have the body of the email -briefly- (key word) state the purpose reaching out to the recruiter and attach your -pin sharp- resume. Don't tell your life story in the body text of the email. Don't cut and paste your resume into the body text of the email. Don't give an -executive summary- in the body text of the email. Don't attach additional documents like bio's, PowerPoint presentations, articles, and other unsolicited information that a recruiter doesn't have the time to read. Attach your resume.

There is also -never- any reason to send a recruiter an email and not attach your resume if you aren't already in dialog.

Reality check #3: Recruiters can end up seeing hundreds of resumes a day. Did I mention your resume should be "pin sharp"? Did I mention you should always attach a resume even in a follow up email to an unresponsive recruiter? Even if a recruiter took the time to respond to your email or voicemail there is still a very good chance they have not actually seen/read let alone - saved - your resume.

When a recruiter does give you the time of day, take a second to acknowledge their busy reality, acknowledge the fact you are ambushing them with an unscheduled call if that's the case, and then get to the point. Give them your 30-Second Elevator Pitch. Don't tell them your life story. Ask them what if anything they'd like to know more. Ask them the best way and when to follow-up, or if they'd like to schedule some time.

The following is huge!

This is critical: Ask the recruiter if they might benefit from being connected to any of your contacts based on the current search portfolio the recruiter is working on - even if you don't map into it. You are making a networking call when contacting a recruiter.

Realize there is a very slim chance they are currently working on a search that you will map into (i.e., kind of like getting struck by lightening), and focus on extending a helping hand - and they will remember you. It is more likely you are in a position to help them with one of their searches based on who you know than they will be working on a project you map into. Did I mention that this was a networking project? Remember this is all based on timing. They will hopefully remember you and reach out to you when they are working on an opportunity you might map into. Oh, and get this: they might actually know a hiring authority with a need you might fit - even though they have no association with the search. I've introduced many candidates to clients that had needs I was aware of - even though there was nothing in it for me other than shear "good will".

If you approach recruiters this way there is a much greater chance they will call you when the timing is right.

9. Manage your time efficiently, and be consistent about reaching out with your resume on a regular basis.

This may sound obvious or even excessively basic advice. You're still going to hear it.

Spend 10-20 minutes or less with each recruiter or hiring authority/executive you talk to if they don't have an immediate opportunity to discuss, and don't get sucked into shooting the breeze with other networking contacts.

Remember, time is a zero sum game.

If your goal is to connect with a given number of recruiters or hiring authorities/executives, be careful not to spend too much time with any one person if there is no identified job opportunity to discuss. That said, don't skip the part where you offer to help them!

If the call was not scheduled, then by definition you are ambushing someone with the call. If you are connecting with someone worth spending more time with, schedule an appointment for a follow-up call. If you don't do this, you risk having no control of your productivity.

Remember when I said - this is all based on timing?

You need to decide how often to send out your resume to the different populations you are targeting.

It takes on average between 60-120 days to fill most searches. If you're not sending your resume to recruiters or hiring authority/executives at least once a quarter, then you are going to miss out on a lot of opportunities from a timing perspective. And follow up by email certainly because it is the easiest for someone to respond to, and by voicemail to back up your email. As I've said, don't simply leave voicemails for people they require more time and effort to respond to than emails.

10. Give yourself some incremental rewards and take breaks to avoid burnout.

Remember, it's about timing. Hiring is also seasonal.

Most searches are conducted in the 1st quarter of a calendar year when companies have new hiring budgets. The 2nd quarter of the year is almost as busy as the 1st. The 3rd quarter is the slowest quarter of the year because it's Summer and people are on holiday, and because hiring needs have already been filled for the year at many companies. The 4th quarter starts to pick up again for companies that are panicking that they still haven't filled critical positions still open from the beginning of the year, because they are at risk of losing their recruiting budgets, and because they are trying to capture employees that will actually be ready to start work at the beginning of the coming new year.

Conducting a proactive job search can be one of the most stressful frustrating -jobs- you've ever had. Like with any job, you need to take breaks and have some balance to be able to keep fresh perspective, stay focused, and keep your determination and spirits up.

Reward yourself for getting your resume done with a break.

Reward yourself for getting an email campaign out.

Reward yourself once you get an interview scheduled.

And celebrate when you take that next step in your career as a result of all the great opportunities you've exposed yourself to by conducting a well thought out proactive job search campaign.

11. I would encourage you to consider implementing this 11th step.

Was this article of value to you? Do you think you are going to implement any of the above advice? Do you think you would actually use any of the tools mentioned above? Would you like to use many of the tools mentioned above at an average discount of 25% or greater?

If the answer to any of the preceding was "Yes", then the best way to get started is by investing $109.95 to acquire the www.CV-Advantage.com resume toolset.

Not only will you have a very direct way of building the best possible resume, but also the CV Advantage toolset ships with - 18 - discount codes to most of the services mentioned above and more. The discount codes average 25% or more and - each - individual discount is typically greater than the $109.95 you will have paid for the toolset. One individual told me he subscribed to -4- of the services mentioned above - but he forgot to buy the CV Advantage toolset. I told him even if he didn't use the toolset he would have saved over - 4 times - the price of the $109.95 toolset based on all the discounts he would have been able to benefit from off -all- of the services he subscribed to.

Thank you for investing the time in reading this article. Many have told me it has helped them greatly. I hope it helps you as well, and if you believe it will help others - please forward the link to those you believe would benefit.

Sincerely,

Ron

# # #
Ron Bates is a Managing Principal with the retained executive search firm Executive Advantage Group, Inc. His search practice focuses on mission critical retained searches for pre-IPO Venture Capital backed start-ups to Fortune500 clients. He has delivered personal executive coaching projects to former SAP, E&Y, Oracle, and WorldCom Exec's responsible for multi-billion dollar business units, and co-founded www.CV-Advantage.com a self guided job search oriented executive coaching process. With +43,000 direct contacts, Ron is also the most connected individual in the world on www.LinkedIn.com. His Ecademy profile can be viewed at http://www.ecademy.com/user/ronbates. Feel free to invite Ron to connect with you on the on-line networking platforms you use. Ron can be reached at rbates@executive-advantage.com.

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