After a rather flat bill rate for Contingent Workers in 2013, analysts are predicting a sharp rise in the latter half of 2014. According to Robert Half Technology and The Creative Group, here are the positions that will see the sharpest rise in salary in 2014

money 1. Mobile applications developer: Experienced mobile applications developers can expect to see the largest increase, 7.8 percent, in starting compensation of any tech position listed in this year’s Salary Guide, with salaries ranging from $100,000 to $144,000.
2. Business intelligence analyst: Skilled business intelligence analysts can anticipate a 7.4 percent boost in starting compensation in 2014, with salaries ranging from $101,250 to $142,250.
3. Information systems security manager: Information systems security managers who can assess and re-mediate vulnerabilities, threats and intrusions are in demand, and are projected to see a 6.8 percent bump in base compensation this year, with average starting salaries between $115,250 and $160,000.
4. User experience designer: User experience designers can expect to see average starting salaries between $78,000 and $120,000, up 7.5 percent from 2013.
5. Mobile designer: Skilled mobile designers can anticipate average starting salaries to increase 6.3 percent in 2014, to the range of $66,000 to $103,000.
6. User experience specialist: User experience specialists can expect to receive base compensation in the range of $79,000 to $118,000, a gain of 5.9 percent over last year.


*Source-SIA (Staffing Industry Analysts)

A quick look at some of the goings-on in recent days from the recruiting/human resources world:

  • If you’re looking for a gift for the busy New York professional who has everything, you can now get them a “PA for a day.” The new temp firm, founded by a PR/events director for a New York ad agency, offers personal assistants for a day — actually for as little as two hours, at a rate of $20 an hour. The company says that “personal assistants cannot and will not assist with any tasks that are illegal, illicit, or questionable.” In addition, “PA For A Day currently does not offer babysitting/childcare services.” We’re not sure if they’re referring to the boss’s kids, or the boss himself.
  • Hey LinkedIn, better sound general quarters. You’re under attack by a Norwegian startup. JobCruiter sent out an announcement about its launch with the in-your-face headline “ Challenges LinkedIn.” The site, says the announcement, has “ambitions of being the best global career network.” Now, here’s the fightin’ words: “Many see today’s career networks just as boring overviews of their contacts where nothing is ‘happening.’
  • So many job boards launch in a week that we’re tempted to erect our own population clock. Atlanta, which has no shortage of job sites already, has one more as Twitter jobs broadcaster TweetMyJobs gets into the job board business. The city is partnered up with TMJ, which puts Mayor Kasim Reed right on the front page. The site itself does what all job boards do, provides a search box, a dashboard to manage searches and submit resumes, and a way for job seekers to see who of their Facebook friends works at a hiring company.
  • Speaking of new sites, CareerBuilder took the occasion of a survey about relocation to announce its new CareerRelocate site. It’s a cool site with a graphical skills demand indicator, which told us that cowboy country is where there are jobs in the “other” industry category. But will the jobs move us? The survey says about a third of employers will. Forty-four percent of workers say they’re willing to go, but when they do 41 percent leave the family behind.
  • Bad news on those relocation prospects for recruiters, though. Wanted says job ads for recruiters increased only 4 percent between December 2010 and December 2011. That’s about 50 percent better than what it was back in 2008 and 2009. But that CareerBuilder jobs demand map says most of the country doesn’t have much need for recruiters.
  • Jobvite says it’s making it easier for veterans to find jobs. Jobvite customers can flag job opportunities specifically for veterans. Among other features of the application, jobs specifically of interest to veterans can be tagged, after which they automatically get added to the Veterans Job Bank.

A $5 million investment in a company that charges nothing for its product would seem to have the same shot as a straight bet in roulette. Yet the Mayfield Fund just gave SmartRecruiters a $5 million boost to fund new development in its SaaS-based free ATS.

It’s certainly a vote of confidence in the company and the business model launched by Jerome Ternynck. He  introduced SmartRecruiters to the SMB market in 2009 when he still owned and ran MrTed, a European ATS company that was entirely SaaS.

MrTed was an enterprise system. SmartRecruiters was intended for smaller companies, many of whom had either no ATS or rudimentary products. Promoted as “Free and Easy” — which it was and is — so resonated with recruiters and hiring managers that Ternynck quickly had hundreds of customers paying nothing.

When he sold MrTed to StepStone (now Lumesse) in August 2010, Ternynck held on to SmartRecruiters.

Today he’s approaching 11,000 customers and, despite doubters who questioned the staying power of a free — not freemium, but really, truly free — business model, SmartRecruiters is still here and growing. The company makes money by taking a cut or commission from sales of third-party recruiting services such as placements to commercial job boards, assessments, and background checks. Buying those services is entirely optional.

Ternynck likens SmartRecruiters to iTunes. “The way we play it is almost a platform play,” Ternynck told blogger and HR marketer Maren Hogan. “Some clients have called us almost an iTunes for recruiting.”

Mayfield Fund partner Rajeev Batra suggested that it was the “free and frictionless business model for hiring” that caught the fund’s attention. “When you combine a serial entrepreneur with deep industry expertise like SmartRecruiters founder/CEO Jerome Ternynck, with a disruptive model, you can transform a market and build an impactful company.”

While the investment may accelerate the build-out of features, and increase the number of marketing partners, Ternynck and SmartRecruiters haven’t been sitting still. Just a few months ago the company introduced mobile career sites for its clients, launching 10,000 of them. For free. They supplement the WWW career sites that are part of the SmartRecruiters feature set.

On the horizon, Ternynck said, are enhanced candidate features and job seekers that, Aberdeen’s Madeline Laurano says, will “provide a more engaging experience between recruiter and job seeker through a social platform.”

Mayfield’s Series A investment follows a $1 million angel investment the company got in fall 2010. Mayfield, one of the oldest Silicon Valley venture capital firms, has a wide-range of investments and over the years has invested in such startups as Gigya, Snapfish, and Affinity Labs. The company was also a heavy investor in the ill-fated Jobster.

Financially troubled Arbita has closed its job posting service and transferred its remaining clients to Broadbean, one of the leading vendors in the field.

News first broke yesterday when Arbita’s CEO Don Ramer sent emails to customers notifying them of the decision to shut down the OnePost job distribution service. Broadbean, meanwhile, issued its own announcement saying it would take over the balance of uncompleted customer contracts.

“We are excited at the opportunity to work with Arbita’s client base and will, first and foremost, provide a high-quality, stable platform that meets their global posting needs,” Broadbean’s CEO and founder Kelly Robinson said in the company’s announcement.

John Sumser, who wrote about the situation on his HRexaminer site yesterday, quoted Ramer as telling customers that Arbita has been unable to solve the many technical problems with its job posting delivery system. “Accordingly,” Ramer says, “I have decided to close the Arbita posting platform and assist clients in migration to a more robust posting platform.”

Broadbean, a UK company with an office in Newport Beach, California, isn’t acquiring Arbita or any of its assets, according to the post. Robinson says, “The responsibility we take from Arbita is the tech and time they owe to their current clients.”

“Please know that while Arbita’s business has failed and their doors have closed, with their technical operations ceasing, Broadbean is here to assist clients by offering to fulfill the service obligation owed to OnePost clients.”

A company spokesperson said Broadbean did not pay Arbita for the right to service the customers. The number of customers was not disclosed.

In November, after a contentious parting with Shally Steckerl who was Arbita’s executive vice president and leader of its sourcing group, Ramer closed the unit and laid off three employees. At the time, Ramer said Arbita has been “financially stressed and challenged since Q1 2010.”

Steckerl — and other former Arbita employees — say the company delayed paychecks or, in some cases, failed to pay employees at all. Steckerl said he’s owed thousands in company expenses that were charged to his Arbita credit card, but for which he’s personally responsible.

With the closing of its job posting service and the layoff of the two employees who remained there, it’s not clear that anything remains of Arbita. However, in an email, Ramer said, “There has been no announcement of the company closing.”

Regarding the financial issues, Ramer said, “Measures have been taken and processes are in place to assure that all of Arbita’s obligations to employees are responsibly discharged.”

Here are some of the events making news during the week:

Recruitment MarComm Firm Sold

NAS Recruitment Communications has been bought from Interpublic Group by a private equity firm in partnership with senior management. The new owner, Stone-Goff Partners, called the acquisition an “excellent match” with its “strategy of investing in strong niche businesses with established track records and experienced management teams.”

Key members of the management team, including CEO James Miller, will stay with NAS. In the announcement of the deal, Miller said, “Interpublic has been a great owner and partner over the last decade; however, under this new structure, NAS will be more nimble and better able to adapt to a constantly evolving set of dynamics in our space.”

Terms of the deal were not disclosed.

Unrabble Your Candidate Search

Unrabble is the latest “no resume” candidate analysis and job posting service to hit the market. The startup from KMC Software is aimed at the SMB market. Busy hiring managers or recruiters just fill out an online job description form, edit the resulting job posting, and it gets posted to StartUpHire, Indeed, and SimplyHired. It can also be distributed to the leading social networks.

Candidates apply by filling in forms that, among other things, have them list and rank their skills. Unrabble ranks candidates based on how their skills and self-scoring stacks up against what the hiring manager specs out. The service even allows a hiring manager to research a specific company listed in a candidate’s work history. The site is heavy on visualization and graphic representation of work timelines and the like.

Coalition Says No More Addresses For .jobs Operator

The Internet Corporation for Assigned Names and Numbers began selling new domains this week to almost anyone who can pony up the $185,000. For that, you get the right to append a .pepsi or .toys or even a .smith to an Internet address.

While the whole idea has been mired in controversy, the coalition fighting over how the .jobs domain is being used says the one group that shouldn’t be allowed to get one of the new gTLDs is Employ Media or any of its principals. In a letter to ICANN, the .JOBS Charter Compliance Coalition says the organization has been lax in its oversight of how the .jobs domain was used and mismanaged the contractual dispute.

“ICANN can still re-gain a measure of regulatory authority by publicly excluding Employ Media, as well as DirectEmployers Association, its alliance partner in this egregious breach, from participating in the new gTLD program,” says the Coalition in a letter.

You can find the history of the dispute here.

HR talent software vendor iCIMS has a new business partner and $35 million to spend on expansion. The company announced this morning that private equity fund Susquehanna Growth Equity has taken a minority stake in the firm.

“The company,” says today’s announcement, “plans to significantly increase investments in marketing, product development, and additional acquisitions that will further accelerate the organization’s rapid growth and expansion plans.”

Founded in 1999 by its CEO Colin Day, iCIMS offers SaaS-based talent acquisition, onboarding, performance and talent management tools. The company has made the inc. 5000 list of fastest growing companies for six consecutive years, finishing 2010 with revenue of $25.6 million (2011 rankings won’t be released until later this year).

The company has a strong presence in the SMB market, and says it added its 1,000th customer during 2011, though that’s a little fuzzy since the company has been claiming that milestone at least since 2008. Its client list includes Continental Airlines, FedEx, Liz Claiborne, Treasure Island Las Vegas, and eHarmony.

For years, even as equity funds began discovering HR tech, iCIMS eschewed outside investors. The press release announcing the Susquehanna investment makes the point that “iCIMS had been self-funded, highly profitable, and grown solely organically at 43% CAGR (compound annual growth rate) since 2003.”

The announcement doesn’t detail what led to the investment, and a company spokesperson hadn’t called back when this was posted. However, CEO Day did say in the press release, “We could have sustained our current rate of growth without an outside investment — but the timing was ideal to take iCIMS to the next level. This minority growth equity investment from SGE will help us dramatically accelerate our aggressive expansion plans. We look forward to offering deeper and broader services and support to our clients, and further penetrating the SMB marketplace with our high-value solutions and services.”

iCIMS said it expects to grow full-time staff by almost 25 percent this year. These employees will be spread throughout the United States and abroad and will be concentrated in marketing, sales, and technology.

The HR tech sector has been a hotbed of mergers and acquisition in the last few years. Taleo in particular has bought several companies in the HR sector to enhance and strengthen its product lineup. In the last few months, Taleo and Kenexa have seen their stock bid up, especially so since Oracle and SAP bought up vendors with strong SaaS products.

Thinking of heading to the cloud in 2012? Everyone seems to be, including some of the biggest HR vendors in the world.

Just a few weeks ago, when SAP snapped up SuccessFactors, the buzz was all about the cloud. A similar buzz ensued when Oracle bought RightNow Technologies.

Even though Wall Street reacted to the SAP/SuccessFactors deal as if the cloud had just been discovered, the reality is cloud computing has been around almost as long as the Internet itself. What the excitement is about is how HR software services are delivered, and the big deal is that increasingly, companies aren’t buying systems, they’re licensing seats.

For HR, that means SaaS. SaaS, the acronym for software-as-a-service, is the type of cloud computing with which HR professionals are most familiar. Yet, like the cloud itself, SaaS has about as many different flavors as there are vendors offering it.

Before discussing what you should know before going SaaS, let’s take a moment to talk about just what it is that distinguishes it — and the cloud — from other forms of computing.

In the old days (that would be just a couple years ago for most of us) you bought a word processing program (probably Microsoft Word or the Office suite) and installed it on your computer. Call that “on-premises.”

Today, more than a few businesses and loads of individuals are using online word processing programs and storing their documents off-site. Google Docs, which is free, may be the most popular.

Google Docs is SaaS. The documents you save to your Google account are in the cloud. Save them to your computer’s hard drive, and they are not in the cloud.

Simple, isn’t it? Ahh. If only it were. Talk to any HR vendor about SaaS and sooner or later they’ll mention “true SaaS.” While purists and plenty of others will argue with this, SaaS is SaaS. But, like Bertie Botts’ jelly beans, it comes in every flavor.

By consensus, for most companies, the right SaaS application for HR is one where multiple subscribers (clients) are on the same platform, using the same program, with everything managed by the vendor. Updates are pushed out regularly and everyone is updated simultaneously. Client data is securely segregated from each other. This is the multi-tenant architecture you hear about during vendor demos.

HR technologist and thought leader Naomi Bloom offers her own checklist of what makes “true SaaS.” Her column also describes its virtues and the benefits SaaS offers. Some, like cost savings, vendor maintenance, and management of the system, are obvious, others — accessibility, security, frequency of updates and improvements — are at least as significant.

Here’s a summary of what SaaS has to offer:

  • Price: Usually a monthly fee, quoted on a per seat or per user basis. The initial outlay is dramatically lower for SaaS than for an on-premise license. That has tax benefits since it is treated as an operating expense, and it helps conserve cash.
  • Installation: This can take from a few days to a few weeks — longer in some limited instances. Most of the time is in uploading data to the vendor, training, and in (the limited) customization of the user interface and reports.
  • System management: The vendor is responsible for keeping the system up and running, fixing bugs, and installing upgrades. The most common update (not upgrade) schedule is monthly.
  • Accessibility: Because the cloud is Internet based, SaaS operating in that environment makes it possible to access the data anywhere at any time, and, as vendors add mobile capability, on any platform.
  • Security: The vendor is responsible. Because IT security professionals are scarce and expensive, vendors can more easily hire them and spread the cost over the entire customer base.
  • Applications: With apps becoming ever more ubiquitous, cloud computing is a more felicitous method for integrating them with a vendor’s software. These integrations, which vendors tout as partnering, make it simple for an HR unit to begin using a third-party provider for such things as background checks, I-9 verifications, payroll, and the like.
  • Service: An oft-overlooked advantage to SaaS is the flexibility customers have to change vendors. While switching is always a hassle, cloud computing means a business is not tied to a particular vendor or system.
  • Innovation: Because there is one version of the vendor’s software powering all the company’s subscribers, developing new features and implementing them is easy, compared to an on-premises installation. The cost of the development and implementation is spread across the entire base, encouraging innovation. There’s also the vendor’s ability to effectively monitor how the product is being used. In most cases, vendors get little usage data from installed software. But a SaaS operation can provide gigabytes about what users do with the product.
  • Scalability: Growth is rarely an issue. One of the hallmarks of cloud computing is that the storage and usage is, at least theoretically, unlimited. You’ll pay for what you use, but when you need it, the capacity is there.

Nothing being perfect, there are issues with the cloud that don’t make it a place for everyone. The biggest, perhaps, is that with SaaS the company gives up a measure of control. Company data — including sensitive HR personnel records — is stored offsite, often in places you don’t know and will never see. You depend entirely on the vendor’s skill to keep it safe and accessible to you.

Customization is limited. Vendors design their programs to be flexible, so customers can tailor its appearance, naming conventions, fields, and workflow. But you may be out of luck if you want something the developers never planned for.

Internet traffic can slow down the flow of data. Latency, as it’s called, is merely annoying when you’re on YouTube. At work, it can cause a loss of productivity.

There may also be unexpected legal implications. Privacy rules outside the U.S., particularly in Europe, are far more stringent and may be applied to your data should it be stored in an overseas data center. Also of concern is the issue of liability for breaches. A CA Technologies and Ponemon Institute study issued this year summarized the findings about data security this way:

The majority of cloud computing providers surveyed do not believe their organization views the security of their cloud services as a competitive advantage. Further, they do not consider cloud computing security as one of their most important responsibilities and do not believe their products or services substantially protect and secure the confidential or sensitive information of their customers.

Tanya Forsheit, a partner with the Info Law Group, commenting in news reports last year, warned, “Many providers of cloud services tends to offer one-size-fits-all contracts. You shouldn’t just sign up for them. You need to negotiate.”

Weighing up the pros and cons, SaaS and cloud computing come out far ahead — for most companies — of buying, installing and maintaining an on-premises system, which is why the tide is turning away from software ownership.

When Siemens AG in 2009 turned toward SuccessFactors and its SaaS HR systems, it was a demonstration to the world that the cloud had come of age.

Speaking last year at a SuccessFactors users conference, Siemens CIO Norbert Kleinjohann said the system, which took less than six months to get launched, has 400,000 employee records and gets 40,000 daily logins. “I believe that cloud computing will be adopted by IT sooner than we expect.”

When we said VisualCV was shutting down at the end of the month, we hedged with a Hail Mary closer: “unless, we suppose, a buyer swoops in.”

So this morning we discover that Talent Technology did the swooping and scooped up the site for job seeker portfolios. Financial details weren’t in the announcement, but Talent Technology made clear the site would continue. “The service will continue to operate as a standalone offering,” said Talent Technology.

Just in case you don’t recognize the corporate name, Talent Technology is the Canadian firm that sells the HireDesk ATS, and a sourcing system it calls Talementry. A new version of the latter was just released.

Even if you’re not a job seeker, and don’t plan on being one, VisualCV is worth a look. It’s a great place to showcase work for anyone building or managing their personal brand. It supplements your LinkedIn profile.

As Amybeth Hale wrote on our sister site, SourceCon, the site enables professionals “to easily build and manage an online career portfolio that comes alive with informational keyword pop-ups, video, pictures, and professional networking.”

All good for VisualCV, but what’s in it for Talent Technology? The announcement doesn’t really say. There’s only this: “As part of Talent Technology, users can also look forward to new innovations to help them create even more engaging online resumes faster and easier in the future.”

For users of the site, VisualCV says everything will stay as is, except that it will now be free. The premium service is being discontinued. Subscribers should already have gotten a refund.

Ending what, for most, is a short week, we bring you the penultimate Friday roundup for 2011. Today’s collection includes mystery applicants, a police recruiting campaign gone bad, and Salesforce’s Rypple.

We start with a job seeker good deed from the Challenger people:

Free Job Hunting Advice By Phone

For two days next week, job seekers will be able to get career advice directly from professional counselors at no charge. From 9 a.m. to 5 p.m. CST on December 27 and 28, counselors will accept calls from job seekers nationwide, answering questions and offering advice about the job hunting process.

The number is 312-422-5010. Job hunters can get more information about the call-in at firm’s website and blog.

This is the 26th year that the global outplacement firm Challenger, Gray  & Christmas will offer this free call-in service .

Salesforce Acquires Rypple

Rypple, the company that brought a social, collaborative networking approach to performance management, is being acquired by The CRM company announced last week that it was buying Toronto-based Rypple for an undisclosed amount.

When the deal closes next year, Rypple will be renamed Successforce and become the foundation of a new Salesforce HCM business unit.

Both companies are entirely cloud-based operations, addressing different parts of the HR landscape. Primarily a CRM service, though it has a significant presence in candidate and applicant tracking, Salesforce has been broadening its product lineup. In the last year it ha acquired a number of companies including Assistly for $50 million, Mobile Metrics (price undisclosed), and social media monitoring company Radian6 for $326 million.

However, the Rypple deal is the first pure-play HR buy. It signals an aggressive push by Salesforce into human capital management.

Said the press release announcing the Rypple acquisition, “The company plans to expand into other areas with a new social model that will revolutionize the way companies recruit talent, build teams, empower employees, and achieve results.”

Salesforce Losing Force?

That’s one way to put it, says an analysis this week from writer Drea Knufken. In her list of the 10 Most Controversial Stocks of 2012 she calls Salesforce “one of the most overvalued stocks on the market.”

Pointing to a P/E ratio of 400 and receivables growing 300 times faster than revenue, the one time Business Pundit blogger declares, “The question seems to be not if’s stock will drop, but when it will happen — and how the company will handle it.”

Solving the Mystery Applicant

Much like the weather, the “candidate experience” has been talked about for years but fewer folks do anything about it. Companies often not only don’t tell folks why they didn’t get a job — but decline to tell final candidates that they didn’t get the job.

The topic is getting new attention. A recent webinar on the topic drew a large crowd. And, a new award was recently launched just for providing a good candidate experience, with two winners of that award set to talk about their hiring-process improvements in March in San Diego.

Now, a startup out of the UK is also making the candidate experience its niche. Mystery Applicant is launching quietly while it builds up some clients and gathers data.

Director Nick Price says the product is a lot like the consumer surveys you take after calling in with a question about your credit card, satellite TV, or cell phone plan. When a candidate applies for a job, they get an email asking them to answer some short questions about how the process went for them. They’ll get another after being hired or rejected.

Price says that he hasn’t done any big splash, and is quietly working with applicant tracking systems to tell them about the product. But, he says, he has gotten the interest of some large companies, and one of the world’s largest employers is already using the service. They can filter the responses to see if it’s working better in certain geographies, or among young people vs. old.

A Recruitment Campaign or Is That a Wanted Poster?

The Hamburg, Germany police department is more than a little embarrassed after it discovered that one of the four models it used in its 50,000 Euro recruitment marketing campaign is a suspected thief.

Seems that after the we-want-you posters went up all over the city, one of the four models posing in full police uniform was identified as a suspect in a petty robbery. The victim saw the poster and called the (real) police. The suspect denies the charges, but the posters he has in have been taken down.

What’s That Internship Pay?

Students looking for work on will now be able to see what the job pays and what the range is should it turn into a full-time opportunity. Glassdoor’s salary data will now be a part of the listings on the site.

New Sourcing Suite Version Released

Talent Technology Corporation released a new version of its  Talemetry talent generation suite. In particular, the company says the release includes a “significant update to Talemetry Match which delivers a redesigned user interface designed to help novice and experienced recruiters search, rank, and contact candidates from virtually any internal job database, job board or social network.”

The pairing of Dr. John Sullivan and Master Burnett is talent acquisition’s Hewlett and Packard; its Ben and Jerry.

Sullivan’s name is on the firm, his wife is his partner, and there’s no doubt he’s the sensei. But over the years, Burnett came to be an alter ego, presenting at conferences, consulting with companies in the U.S. and globally, writing and co-authoring articles by the dozens, and, when Sullivan himself was unavailable, Burnett was the public face of the firm.

Now, after a decade with, Burnett is leaving for a global role as director of strategy for UK-based BraveNewTalent

“I have never before seen a company with as grand a vision as this,” Burnett said in a conversation Sunday.  “It’s what convinced me (to take the job).”

So enthusiastically did he speak of the company and its plans to “defragment the social landscape and the knowledge landscape and bring it together in a way that will be a complete solution,” that if his excitement could be harnessed it would power a city.

“I’m not really abandoning the work that I have done with John (Sullivan). BraveNewTalent is addressing the emerging issues we’ve identified; things we don’t have solutions for,” says Burnett.

BraveNewTalent was founded almost three years ago, getting its first injection of investor money only this year. Although it counts McAfee and IBM and Microsoft among its clients, the company has focused mostly on India and Europe. It’s coming to the U.S. soon, and seeing it through its debut will be among Burnett’s first order of business, when he joins the company January 3.

Enterprise adoption of BraveNewTalent’s platform will be  a challenge, says Burnett. “The world’s top and emerging talent is ready for a new model, as are truly progressive organizations, but garnering widespread adoption at the enterprise level will require a lot of work.”

At first glance, BNT appears similar to other business-oriented networks. But that’s deceiving, says Burnett, who explains that BNT is aiming to engage professionals for the long term, not just when they are looking for a job. The way companies use social networks now, he says, attracts job seekers who remain engaged only until they find work. “They are recruiting tools,” he says, and get “short-term engagement of active job seekers.”

BraveNewTalent aims for a different audience. “One of things that attracted me most about BraveNewTalent is that they made delivering value to the talent the primary goal, i.e. it’s a talent-centric solution,” Burnett says.

In the company’s grand vision, narrow-casted talent communities will be developed, where content will be targeted, useful, and current. These communities will have characteristics drawn from other sites; LinkedIn’s professional tone, for instance; Facebook’s strong social interaction; Quora’s crowd-sourced information, and so on.

In an email before our conversation, Burnett explained BNT this way: “It pairs skills communities with organization-supported talent communities, creating a diverse ecosystem where developing talent, organizations that leverage talent and individuals/organizations that impart knowledge and skills can robustly interact in a way that has become the new norm for those active on social media.

“While integrated talent management is a buzzword we hear a lot in this profession, very few solutions are truly integrated, instead they offer suites of silo’d tools.  The BraveNewTalent Community Platform that is currently under development (you’ll be able to see the first glimpses of it around Christmas) addresses employer branding, holistic labor sourcing (all labor types), development, performance management, and retention without any reference to traditional HR departmental boundaries, it’s truly exciting.”

Even after he begins his new job, Burnett says he anticipates continuing his active involvement in commenting on talent acquisition, offering his insights on emerging trends and developments, and continuing his relationship with John Sullivan. “We’ll discuss issues as we have,” said Burnett. “BraveNewTalent addresses the disconnects that John and I have observed, so, in that sense, it is an extension of our work.”