Mentorship From Silicon Valley Techies Encourages High School Girls To Dream Bigger
ForbesWoman
5/10/2012 @ 1:18PM |154 views
Angie Chang, Contributor How mentoring a team of underserved high school girls affected a Silicon Valley techie.
By Harini Sridharan (Senior Strategist, Rosetta)
Let me start with a statistic that some of you might already know: While women make 47% of the U.S. workforce, only 5% of startups are owned by women. And here’s another: In 2010, only 2.4% of the U.S. Fortune 500 chief executives were female.
I am a techie. We, in the field, love numbers. We ooh and aah at statistics. Our presentations are decorated with them.
But there are stories and experiences behind these numbers that are the real deal. Numbers are just a way of summarizing these experiences to a 140-character paced audience. And all of us know the difference between reading a heart-wrenching classic novel to reading a 2-line summary of what the novel is about. So what is the tug-at-your-heartstrings story behind those statistics I called out earlier?
Mentoring a group of high school girls gave me that story – it made me read the novel behind the number. The mentoring experience came through the Technovation Challenge program. The program is part of a non-profit organization called Iridescent that aims to increase the participation of women in STEM.
The Technovation Challenge
High school girls, in small teams, create mobile app prototypes, guided by a teacher from their school and a mentor from the high tech industry. Creating the app involves everything from coming up with and defining the problem they want to tackle, to doing the market research, to writing a business plan to putting together a pitch to be presented to VC judges at the end of the program.
I volunteered to be a mentor for one of the groups. Frankly, the main reason I signed up was because I love entrepreneurship, and thought it would be very fun to mentor and lead a team to build something from scratch that solves a problem, fulfills a current market need and will ultimately be evaluated by real VCs. And it did have that very effect – it was super fun. But what I am here to write about is the larger, unanticipated impact that it had on me.
The team of girls that I happened to mentor were from schools that are considered very average. They came from familial and cultural backgrounds that did not encourage women to dream big.
Why Mentoring Matters
In one of the initial sessions that I spent bonding with the girls, one of the girls said she usually felt a little more anxiety when she was competing against boys or if any of the judges were male. I presumed it was just the shyness that comes with that age, but proceeded to ask her why. She said it was because she felt they are likely much smarter when it came to science and technical stuff. The other girls around nodded in agreement. I was in shock for a few seconds before I gathered myself enough to tell her that that was so not true based upon all the people I had worked with so far. I remained mostly silent for the rest of that session. My eyes were wetter that evening as I drove back home. I think it was because I realized there was a much larger reason to why it was important for me to be there.
I came to realize that this wasn’t a singular case – there are a huge number of girls and women out there who have the ideas and the excitement, but who need the extra push because of their insecurities. They typically do not have a role model around them that they can look up to every single day to be motivated and stay motivated.
For a lot of us who are from far more fortunate backgrounds like mine, it is a little hard to see what it takes for women around the world to be high achievers. But we are exactly the people that they need. We are the only ones who can be their role models, give them the push and rid them off their insecurities.
Does mentoring make a difference in their lives? Very much so, but I’ll let what my team of girls wrote to me on a Thank-You card speak for itself:
How Technology Can Empower High School Girls
As much as I am proud that I am making a difference in the lives of a handful of girls, I attribute a lot of the positive change to technology itself. Once my girls created their app prototype and downloaded it on to their Android phones, they looked at their app on the phone like magic had been created. They couldn’t believe they had actually made screens that transitioned, textboxes that awaited filling in, and buttons that took and executed instructions smoothly. All these actions that they take for granted as they use their smartphones every single day were suddenly magical when it was them who had created it. Where is the question of insecurity when you are busy creating magic!
The app that my group of girls created aims to prevent teenage pregnancies by providing resources and information in a format that is appealing, compelling and easy to use for teen girls. A very important and high-impact problem to solve, indeed. But what is interesting about this app (and a lot of other apps from other teams) in the context of Technovation’s overarching goals is that it is exemplary of the fact that few men would have empathized as much with this problem or use case 
.
We Need More Women Entrepreneurs!
And that to me is exactly what is at the core of why we need more women entrepreneurs – it is because many times, it takes a woman to empathize with and change women’s world. The exact same reason for why we need more women mentors!
It is easy to see the value in having a mentor. But being one made me see that this side is quite enriching as well. To mention just a few things that I got out of being a mentor: needing to boil down complex business theories to a high school level made me see those concepts in a new light; I gained an exposure to diverse thoughts, personalities, and cultures; it was great fun just to be exposed to an emerging talent pool. Thanks Technovation!
Mentoring is one of those things that you need to get into, to be able to see what impact it has – both to the mentees and the mentor. So give it a try, in whatever small way you can!
For more information on mentoring at the next Technovation Challenge, click here. Application for 2013 coming soon, email annalise@iridescentlearning.org if you’re interested in mentoring.
About the guest blogger: Harini Sridharan is a Senior Strategist with Rosetta, a top independent digital agency where she tackles knotty business challenges. Prior to Rosetta, she worked as a Program Manager at Microsoft, shipping MS Office products and as a software engineer in Google’s search group. Harini earned her MS in Computer Science from Arizona State University, where she was involved in multiple research projects with the School of Arts, Media, and Engineering. Follow her on Twitter at @harini_sridhar.
This post was originally posted at Women 2.0.
The mission of Women 2.0 is to increase the number of female founders of technology startups. Women 2.0 enables entrepreneurs with a network, resources and knowledge to take your startup from idea to launch. Follow Women 2.0 on Twitter at @women2 or check out www.women2.org.
Four Sneaky Resume Tricks That Won’t Land You in HR Hot Water
ForbesWoman
5/10/2012 @ 12:46PM |968 views
New Tricks (series 2) (Photo credit: Wikipedia)By now, you’ve probably heard the story of Scott Thompson. The CEO of Yahoo! stands accused of fudging his resume by misstating his degree – it was listed as being in computer science, but his school didn’t offer that particular major until after he graduated – and has since apologized. Of course, he’s far from the first person to get caught playing fast and loose with the facts when presenting their professional qualifications, but as in Thompson’s case, you take your career in your hands when you misrepresent yourself to an employer.
We can all likely agree that outright lies, omissions and fabrications are resume killers, but that doesn’t mean that there aren’t ways to polish your on-paper image that won’t result in a pink slip. The goal of a resume is to present your achievements and experience in the best possible light and that requires being savvy about just what’s presented and how. Here are four tricks that will help you do that. Ethically:
Leave off that graduate degree
A friend of mine has a BA, two MAs and an almost-complete PhD, but zero interest in becoming an academic. You better believe that job hunting outside of the ivory tower was more than a little difficult for her when it came to trying to land an entry-level position. If your academic qualifications far outstrip what the job description demands, it’s easy for a hiring manager to write you off as overqualified (read: likely to be bored and to cut and run). Also, if your degree is in a field outside of the one in which you’re looking for a job, it may very likely raise questions about why you’re course correcting now or why you spent time and money pursuing an advanced degree that you aren’t applying in your career.
The exception to this rule is if you’re applying via an electronic application system that specifically requires you to input all of your educational credentials. In that case, you’re gonna have to fess up. No getting around it.
Tailor your job duties for the position
In the course of a given job, you’re going to be juggling numerous responsibilities and projects. That doesn’t mean you should mention all of them – no matter how impressive – on your resume. What hiring managers want to see are the accomplishments and demonstrated skill sets that relate directly to the position they want to staff and they won’t bother scanning through a slew of unrelated bullet points to get to them. For example, if you’re applying for a PR job, your resume should highlight the PR components of previous positions. Maybe you also managed budgets and drafted supply contracts, but if those duties aren’t related to what you’re applying for, delete ‘em.
Dump the dead weight
Unless it’s the only work experience you have or you’re applying for a similar gig now, the fact that you worked your way through college hostessing at Applebee’s doesn’t need its own line item on your resume. Your resume is a summary of your qualifications, not a sworn affidavit. It should emphasize only the most relevant past experience as opposed to cataloging every position you’ve had since age 16. In the past, I’d sometimes leave my freelancing work off a resume because it was a side venture and it pulled focus away from the corporate experience I was trying to highlight.
The exception to this rule is if you held the job in question for a significant period of time. If you’ve been hostessing at Applebee’s full-time since 2001, you can’t omit that information and leave the last decade a blank. In a case like that, you can use the approach mentioned in the second trick and focus your efforts on crafting a stellar cover letter that highlights transferrable skills from your current position.
Are You Bilingual?? American Express is Hiring in Phoenix
Click HERE to apply:Job Description – Customer Care Professional-Bilingual Spanish (1206644)
Job Description
|
Customer Care Professional-Bilingual Spanish-1206644
Description
We are seeking bilingual Spanish candidates to provide World Class service and relationship support to all Global Corporate Card clients within an inbound service center environment in Phoenix, Arizona, U.S.
In this role, the successful candidate will ensure extraordinary service by promptly and accurately responding to phone calls from existing customers, making it easy for them to do business with us, recognizing their value to us and solving their issues. As a Customer Care Professional, you add incremental value on each and every interaction with a stated outcome of exceptional feedback from our customers and increased customer loyalty. You will be responsible for evaluating and analyzing account information and recommending tailored solutions to the client, including relevant products and services and membership privileges.Provide expert – level service to major corporations globally regarding all aspects of Corporate Card programs, resulting in flawless delivery of World Class Customer Service.
Duties may include, but are not limited to the following:
LOCATION: 20022 N 31st Avenue NW Phoenix/31st Avenue & Beardsley 101 & I-17 American Express is an equal opportunity employer.
The successful candidate will have the following qualifications:
Internal only – Preferred Qualifications:
Previous working knowledge of Corporate Card products, benefits, services, systems (CCTS) and functions (Client Set-Up, CASH or Research) a plus.
JobOperations Primary LocationUS-Arizona-Phoenix ScheduleFull-time Job PostingMay 7, 2012, 3:00:00 AM - May 14, 2012, 11:59:59 PM |
South Carolina Lures Michelin Jobs in Latest Manufacturing Coup
Michelin will hire 500, adding to recent manufacturing surge in state
By Ely Portillo
elyportillo@charlotteobserver.com
elyportillo@charlotteobserver.com
Posted: Wednesday, Apr. 11, 2012
Michelin North America President Pete Selleck, from left, South Carolina Gov. Nikki Haley and U.S. Sen. Lindsey Graham, R-S.C., pose with Michelin’s mascot “Bibendum” at the tire maker’s North American headquarters in Greenville, S.C. on Tuesday, April 10, 2012. Michelin announced plans Tuesday to break ground on a new plant in Anderson County that could create 500 jobs making giant tires for use on heavy equipment in mines, quarries and construction sites. (AP Photo/Jeffrey Collins)
More Information
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Other S.C. projects
Recent manufacturing projects announced or opened in South Carolina:
Bridgestone Tire, Location: Aiken County – Jobs projected: 850
Continental Tire, Location: Sumter County – Jobs projected: 1,600
Boeing, Location: North Charleston – Jobs projected: 3,800
Learn more
For information on jobs at Michelin, go to www.careers.michelin-us.com.
GREENVILLE, S.C. Tire giant Michelin will invest $750 million for a new plant and a factory expansion in South Carolina that’s expected to bring 500 new jobs, officials said Tuesday.
It’s the latest in a string of big manufacturing projects headed to South Carolina. Economists and politicians are hoping that the jobs created will bring back one of the economy’s weakest sectors.
Since last year, Boeing, Continental Tire and Bridgestone Tire have either opened or announced new manufacturing plants in South Carolina. Michelin also previously announced a $200 million, 270-job expansion of another one of its existing South Carolina plants.
Next year, South Carolina will produce more tires than any other state, Gov. Nikki Haley said Tuesday.
“It’s a revival,” said University of South Carolina Moore School of Business economist Doug Woodward. “We’re turning the corner in terms of job creation and manufacturing.”
Last year, he said, South Carolina added 21,600 manufacturing jobs. The sector grew at a 5.2 percent rate, more than double any other category in the state.
Generous state incentives
The state has relied in part on millions of dollars worth of incentives to lure manufacturing jobs. South Carolina pledged Michelin $9.1 million worth of incentive grants to close the deal.
Continental got $31 million, and Bridgestone $15.5 million. Boeing also received a deal worth hundreds of millions.
Some have criticized the use of incentives as unfair government favoritism to certain companies.
Despite the job gains, Woodward cautioned that the state has a long way to go.
“We’re still years away from recreating all the jobs we’ve lost” in manufacturing, he said.
South Carolina’s unemployment rate remains at 9.1 percent, above the national average of 8.3 percent but below North Carolina’s 9.9 percent rate.
Michelin’s new plant will be constructed in Anderson, S.C., and the plant being expanded is in Lexington, S.C.
“The image of South Carolina is changing very fast,” said Haley, speaking Tuesday at Michelin’s North American headquarters in Greenville, S.C.
Haley said the state’s low-tax, low-cost, non-union business environment is behind the growth in manufacturing.
“We need to continue to bully out the unions and tell them we don’t want them here,” Haley said.
Boeing had costly disputes and strikes with its unions in the Pacific Northwest, where its other 787-Dreamliner manufacturing plant is located, before opening its South Carolina facility.
Woodward said the state Department of Commerce’s focus on pitching South Carolina as a good place to manufacture has helped lure companies, along with an upswing in the economy. Demand for cars is up, and that has given tire manufacturers the confidence to expand.
Michelin will break ground on the new plant and the expansion in the coming weeks, said Michelin North America chairman Pete Selleck.
He said the company, which is headquartered in France, could have built the factory in lower-cost countries, such as China or Brazil. But he said the higher U.S. labor costs were balanced out by better productivity, quality and safety standards.
Both the new and expanded plants will be producing enormous Earthmover tires, taller than a person and used for large industrial vehicles. Global demand for such tires has risen 20 percent since 2009, Selleck said, and this expansion will allow Michelin to keep pace.
The new plant is expected to be partially operational by late next year.
Portillo: 704-358-5041On Twitter @ESPortillo
Read more here: http://www.charlotteobserver.com/2012/04/11/3163509/michelin-to-build-new-plant-hire.html#storylink=cpy
7 Behaviors That May Precede A Corporate Scandal – Keep Your Business Out of Trouble
ForbesWoman – 5/02/2012 @ 8:21AM |750 views
Heather R. Huhman, Contributor 
Logo of the United States General Services Administration. (Photo credit: Wikipedia)You’ve undoubtedly heard that the General Services Administration (GSA) is in hot water for hosting an $823,000 Las Vegas-area conference for 300 GSA employees in 2010. The issue isn’t just the grand total, though. Investigators found that a clown and mind reader performed and $2,700 in taxpayer money was spent on a party in a hotel suite.
As an employer myself, I understand wanting to show appreciation for your employees, especially during a deep recession. But, there can be too much of a good thing.
David Gebler, a whistleblowing expert, lawyer, and author of The 3 Power Values: How Commitment, Integrity, and Transparency Clear the Roadblocks to Performance, says good intentions can lead to bad outcomes in business, and the GSA scandal provides an apt example of this.
“With all the rampant spending at the GSA, one has to ask if employees were afraid to speak up, lest they upset their coworkers,” he said. “Or perhaps they had become complacent in an upbeat, backslapping culture that rewarded everyone early, often, and extravagantly. Time will tell. In the case of the GSA, the good intention of employees—being a team player—led to a very bad result. But it’s poor leadership that created that toxic culture and allowed it to drag good employees down.”
When we look at companies that have faced scandals such as recalls, ethical violations, or crimes, the problem often comes down to employees whose surprisingly positive behavior was distorted by a toxic culture and clueless leaders, says Gebler. Here are seven seemingly benign behaviors he argues may come back to bite a company if they become exaggerated and throw the organization out of alignment:
Blind loyalty to the team.
Loyalty is a good thing, right? Not when it creates a culture of “I know this is bad, but it’s not my decision.” The unethical spending at the GSA was a symptom of leadership without values. Employees were rewarded with lavish perks provided by managers who had their own interests at heart. This created a culture in which employees received the greatest benefit by staying loyal to their coworkers and generous bosses, rather than questioning their actions.
Commitment to meeting deadlines.
One would think that a company where employees are encouraged to meet deadlines and rewarded for doing so consistently would lead to super-productivity and efficiency. In fact, it can lead to disaster. At Johnson & Johnson, the understood directive to get product to market on tough deadlines created a culture of “Don’t ask too many questions” and resulted in a series of dangerous drug recalls that badly sullied the company’s reputation.
Excessive optimism.
When a person is sick, optimism can buoy his spirits and help healing. When a company is unhealthy, “Everything is going to be okay” is not what you need to hear from those in authority positions. Take David Myers, former controller of WorldCom. By his own account, he saw the problems of the now-defunct company through rose-colored glasses. He simply kept believing—and telling his frightened staff—that the problems would resolve themselves eventually. By the time he came to his senses, he was under arrest for accounting fraud.
Staying focused on a goal.
Telling employees to keep their eye on the prize is not intrinsically a bad thing. But when the goal becomes more important to management than the underlying values of the organization, it can lead to a dysfunctional culture. For example, in the 1990s, Sears gave its auto repair mechanics a mandatory sales goal of $147 per hour. It wasn’t long before customers began to be overcharged or sold unnecessary repairs.
Having a competitive mindset.
Boeing is known for its highly competitive employees and work culture. That’s a good thing, right? Not so in 1996, when the company lost billions in government contracts for ethics violations after an employee stole 25,000 pages of proprietary documents from Lockheed. Flash forward to 2005, when employees were still so competitive that their own work teams were known to keep useful information secret from other teams in the company to make sure they stayed on top. Too much competition can erode cultural values, leading to disaster.
Sticking to a budget.
Most managers would be thrilled if their employees were doggedly determined to stay on budget and not cost the company any unnecessary money. But a good intention can go bad when financial performance becomes the only metric that matters. That was the case, many believe, behind the fatal mistake made on the BP oil platform in the Gulf. Before the explosion in April 2012 caused by a safety shortcut, BP’s Macondo project was more than $40 million over budget. You know the rest.
Wanting to please higher-ups.
What’s more attractive than a hardworking employee who wants his bosses to approve of him, based on high performance and outstanding results? A lot, in the case of French trader Jérôme Kerviel at the Société Générale banking group. His need to be liked led to $4.9 billion in massive financial fraud by means of elaborate computer manipulations. Kerviel is thought not to have profited personally from his crimes. He said he was just working to increase the bank’s profits and make his bosses happy.
What do you think? Are there any other signs that could indicate a pending scandal?
5 Painless Steps to Controlling Your Online Rep – Great Advice, Just Check Out My Sites ;)
By Miriam Salpeter | U.S.News & World Report LP – Wed, Apr 25, 2012 8:52 AM EDTMany job-seekers underestimate how important it is to have an online presence–a digital footprint to help convince potential hiring managers that they are right for the job. There is no question a person’s online reputation makes a big difference for job-search success. But ironically, the worst outcome of having a recruiter search for you on the Web would be if he or she found nothing at all.
In a digital age, having nothing listed in Google is the equivalent of wearing an invisibility cloak; that may work for Harry Potter, but it doesn’t do anything to help a job-seeker whose main priority is being found.
It may surprise candidates who make a habit of protecting their online privacy stringently to know that a Google search fails to reveal results. Someone who wants to learn about a candidate and finds no obvious results may be inclined to use search tools that offer access to the “deep Web,”or “invisible Web.” Pipl.com–a site that provides such access, explains, “The term ‘deep web’ refers to a vast repository of underlying content, such as documents in online databases that general-purpose web crawlers cannot reach. The deep web content is estimated at 500 times that of the surface web, yet has remained mostly untapped due to the limitations of traditional search engines.”
There are two types of information available online: data posted by a candidate, and things someone else posts about him or her. Think of the former as a “digital footprint” and the latter as a “digital shadow.” Don’t let a shadow dictate what employers will find out. Why? Because it gives control to someone else, which can be dangerous.
For example, Patrick Ambron, the chief executive officer and co-founder of BrandYourself.com, shared a story about Cody, who was applying to law schools without success. A Google search of his name revealed a post created by an ex-girlfriend that contained embarrassing, unflattering comments. Since Cody didn’t have other information online to combat one person’s vendetta against him, admissions officers were left with questions about his character.
Even if a job-seeker has no enemies, it does not prevent an unflattering digital shadow from clouding his candidacy. It’s not uncommon to share a name with other people. When this happens online, it is known as a “digital doppelganger.” Some people find themselves unwittingly implicated by unflattering accounts about their doppelgangers.
For example, one highly qualified job-seeker received no replies to his applications. After consulting with an online-savvy friend who suggested he Google his own name, the job-seeker found out that his digital doppelganger was charged with murder. Any prospective hiring manager could find this information, but nothing about the job-seeker. It wasn’t until he created a social resume using HisName.com and filling in his own professional information that he began to land interviews. Upon greeting him, the job-seeker’s first interviewer said, “So, I guess you’re not the murderer.”
So what can someone do to regain control of an unflattering or nonexistent online identity? Ambron suggests these five steps:
1. Google yourself. This is crucial, because it’s impossible to know what could negatively affect your reputation. Ambron explains, “Most people find that the top search results for their name fall into three categories: negative, irrelevant, and ‘Hey, that’s not me.’” All three of these results can damage someone’s reputation.
2. Claim your domain name and build a personal website. Owning Yourname.com and other versions of a personal URL, such as YourName.org, will give you more control of your online identity. It’s easy to do, and domain names usually cost no more than $10 a year.
Why is this important? Ambron notes, “These URLs show up high in searches for your name. Even if you’re not planning to create a personal website, you’ll prevent others from buying the domain and hijacking Google search results for you.”
Owning the domain is a first step, but using it to create a site that highlights professional information is key for anyone who wants to control their online identity. Ideally, the website will be highly optimized, presenting a professional picture of the candidate.
3. Set up profiles on Facebook, LinkedIn, and Twitter. Ideally, capture online “handles,” or user names that include your actual name. For example, use “Patrick Ambron, not Pattyboy22,” Ambron notes. “Search engines tend to rank social networks’ links high, so you should definitely have a presence on them. Even if you don’t plan on using your accounts much, it keeps other people from hijacking search results of your name.”
Posting updates frequently via social media sites is an excellent way to let search engines know what you want them to find out about you. Doing so creates that digital footprint that is so important for your online presence.
4. Do some basic search engine optimization. In addition to using your own name in online monikers, Ambron reminds job-seekers to “Link all your various pieces of online content to one another. Include a link to YourName.com on your Twitter, Facebook, and LinkedIn profiles. Add links back to your social media profiles on YourName.com. Taking these steps gives your content a huge boost in search engine rankings.”
5. Sign up for alerts. It’s important to keep up-to-date on which Google indexes could affect you. Ambron suggests starting a Google alert, which will send an email when your name (whether it’s you or your digital doppelganger) appears in a news article or blog post. He notes, “Socialmention.com also provides alerts that will inform you when your name pops up in a tweet or is tagged in a photo on Flickr or Facebook.”
Job-seekers who take charge of their own online reputations will benefit in the long run.
Miriam Salpeter is a job search and social media consultant, career coach, author, speaker, resume writer, and owner of Keppie Careers. She is author of Social Networking for Career Success.
Miriam teaches job seekers and entrepreneurs how to incorporate social media tools along with traditional strategies to empower their success.
FUTURE: Social Media Job Salary Guide – Turn Your Internet Networking Into a Career
Social media job opportunities continue to grow as more companies focus their hiring on skilled professionals who can drive business by through innovative social media marketing. This gives job seekers and seasoned social media pros a wealth of national career options, and now they have a resource to help them find their next social media jobs even faster.
Introducing the new Onward Search Social Media Jobs Salary Guide – a comprehensive look at the best job markets, the most in-demand job titles and salary ranges for social media professionals in the top 20 U.S. cities. This free guide makes it easy to take your social media career to the next level, so download it below, link to it and share it with your fellow social media pros! Continue reading
NGOs: Check Out Work-Buddies “Non-Profits Need Help Too” Section For All Your Volunteer Needs
“Non-Profits Need Help Too” is a place in Work-Buddies where non-profit organizations and volunteers can come together for needs and opportunities. Work-Buddies have skills that NGOs need so check out these groups to see where you can help most!
NGOs: Create a profile for your organization and classified ads for volunteer needs. Create your personalized forum thread here in “Non-Profits Need Help Too” so that volunteers and others wanting to give their time and skills to help can find you.
WORK-BUDDIES: Create a classified ad under the Non-Profit section if you have skills to volunteer or browse the NGO classifieds and forum threads for opportunities to help others. If you’re out of work, this is a great way to keep your skills sharp and get some networking in. You never know where these opportunities can take you.
Please enjoy this exciting new Forum feature to create a question and answer page for your NGO so people can learn more about how you making a difference. Let people know what you’re up to and the progress you’re making to change our World for the better.
Here at Work-Buddies, everyone succeeds!!
Enjoy,
Diana
Your WorkBuddy
Welcome to Work-Buddies – Your FREE Work Based Social Networking Site
FMG’s Work-Buddies.com and Classified Ads is a FREE Virtual Office for people with skills and an entrepreneurial spirit to network with businesses who need their skills for that special project or even a permanent job. Swap services with other Work-Buddies or contract with a Work-Buddy for work you need to outsource. Whatever your skill or project needs are, you will find Work-Buddies is the right place to come to find great skills and fun people to share your virtual workspace with.
WORK-BUDDIES – The term “Work Buddy” refers to people you’re friends with while at work. At Work-Buddies.com, you can be friends with whomever you like, choose your own office environment and get work 24/7 because projects can come from anywhere in the world!
Start your own virtual office TODAY and experience independence. Create your profile adding your resume, marketing your skills and setting your own price scale. You can choose to take work assignments directly or have work assigned through our partnership program. Either way, include anything that makes it easier for businesses to find your skills. If you’d like assistance setting up your personalized profile or consultation about how to market your skills properly, email your questions to info@work-buddy.com. Be specific about your needs and a team member will be happy to help you.
BUSINESSES – Whether you’re a business needing specific skills for that special project or looking to hire someone for long term assistance, please feel free to search our ads and profiles for the perfect fit. You can also place a FREE ad so our Work-Buddies can contact you if their skills match your needs. At Work-Buddies, we have every type of professional skills available to meet your needs. If you don’t find what you’re looking for by searching our classified ad section, please feel free to contact us at jobs@work-buddies.com. We’ll be happy to help match your needs with a qualified Work-Buddy who will contact you right away to discuss your opportunity!
Here at Work-Buddies.com, everyone succeeds!!
Enjoy,
Diana – Your Work-Buddy