>> My name is Steve Goldberg, and I own an executive search firm specifically
in the digital media, media technology, and tech space.
And we recruit mostly in the New York area, but we also recruit people
in major metropolitan cities across the country, and we also,
from time to time, do searches in the UK.
We started in-- this is an 18-year old business, and we started, actually,
doing recruiting in print before digital was anything special.
And, as digital became more and more prevalent, our business changed and evolved with that,
and back when the time came to start our business, my partner and I--
my wife is my partner, Reesa [phonetic]-- and we--
I picked the name Media Recruiting Group thinking, hey,
we may get into other mediums other than print, and sure enough we became one
of the top digital media recruiting firms in the country.
A day is, for me, is-- every day is intense.
Every day is-- every moment of every day, pretty much,
is the busiest time of an average person's day.
When it comes to recruiting in a space as hot as digital,
90 percent of what I do in that day, shows up that day.
So, I could plan a full day's work, but then 90 percent
of what I end up doing shows up that day.
You know, in my business, it's very immediate.
You know a company just let go 20 people, hey, we better get in touch with them.
We just got a new search, let's get started sending resumes.
Somebody's in the market, hey we better be in touch with them before the competition is.
So, every day is kind of a race.
And every day looks like meeting anywhere from four to eight people, and you know,
reviewing their resume, pitching jobs that are fit
for their background, kind of one after another.
A lot of times I wrap it around an evening event where I'm going to some sort of digital media
or media technology networking event, or a conference, things like that.
Well, every time I have a person I'm talking to, I've already seen their resume,
I've reviewed it, I've kind of mapped out, in general, what might be good in terms of a job.
70 percent of what we do is sales, and the other 30 percent are account management,
product management, marketing, any kind of pre-sale role, [inaudible] services,
so they kind of fit in the bucket or they don't.
So, I have an idea of what I'm thinking of, then when I'm there in the meeting,
invariably I get new ideas as well-- I didn't think of this, or there was an aspect
of their background that wasn't clear in their resume.
And I'm able to draw that out, and then I have other ideas.
But sometimes I need people really to try to help them.
They want to get into digital, and it's really hard to get into digital,
and a recruiter in digital can't help someone get into digital because everyone
in digital wants people with the experience.
So, sometimes I'll meet with people, like, if it's a close referral,
and try to guide them a little bit and help them.
But mostly, they're very, very pointed, direct interviews,
and I kind of know where they're headed.
And sometimes I've had a call with them already, and I've mentioned some of the jobs.
I was able to tell enough on the call, and it's just kind of that follow-up in person meeting.