As the Owner of this company, I felt it wise to post my personal resume here. If you are an Owner or Executive in the staffing industry, the resume below will provide you with a better understanding of my background, and what qualifies me to offer the services listed on this Web site.

David Fogg
2208 South Cypress Bend Drive #207
Pompano Beach, Fl 33069
954-974-6952
david@staffandtrain.com

Able to travel during the week, supporting staffing companies all over the USA.

Introduction:

I started my career in the staffing industry back in the early 90s - beginning as a recruiter in full service staffing, moving up to sales then to branch management. I also developed the first online job fair which became the foundation for Careerbuilder.com. Later, I was hired to open an office and start up a staffing company that focused on IT and Accounting. That position grew through promotions to the VP level. I left that job back in 2003 to start a boutique Head Hunting firm specializing in the staffing industry. Since then I have developed a clientele consisting the top brand names within the staffing industry. Acted as a Business Broker where I called on CEOs and Owners of staffing companies to lure them into selling to a private equity group. This led to helping determine the valuation of staffing companies, etc. Through this time I have hired and developed a team of up to 10 recruiters specializing in the staffing industry as head hunters. Each selling/recruiting to build a clientele in their region of the USA. In fact, I have invested over $100,000 of my own money developing the most comprehensive database of staffing companies and contacts in existence. This is a powerful resource I can bring to the table helping staffing companies I work with by recruiting top talent for them from which they can rebuild in the post recession era and rise up as dominant players in their regions. This system is also the most advanced full scale talent acquisition resource in the staffing industry!

This ride I have been on as a recruiter for the staffing industry has helped me develop a unique set of skills. As an outsider looking inwards to staffing companies I was able to help CEOs see things about their company which they could not see from the inside. I helped them see which managers needed to be replaced, and recruited to replace under-performing individuals thus helping my clients turn around failing regions. By working with so many different staffing companies I have been fortunate enough to compare the various business models and see which are working better than others. Why are some staffing companies are doing well compared to the many who are struggling? Why certain sales people, recruiters or branch managers are doing well compared to many who struggle? By interviewing so many people across the staffing industry I have been exposed to lessons and knowledge that give me a unique set of experiences.

Finally, the key to success for any staffing company is being able to recruit the best people into manager, sales and recruiter positions. Attracting top talent is an art form all in itself. Working over the past several years as a head hunter for the staffing industry has taught me many lessons which are critical to know when it comes to successfully recruiting top talent into leaving their jobs to switch team to work for my clients.

Additional Information:
There is the overall experience listed above in the intro. In addition to that I have invested years of time interviewing the top people across the staffing industry from which to develop step by step training programs that cover sales & recruiting in IT staffing and for general office staffing which includes accounting/finance. These training programs cover a basic education of the staffing industry covering temp, perm, contracting, sales & recruiting. I use these training programs as part of our Staffing University service. This is a service where we recruit people from outside the staffing industry who have the right blend of sales experience and personality to be a good match for staffing, pre-train them, and place them into sales, recruiter or branch manager jobs with certain staffing companies. This is critical because in the years following the recession, staffing companies will seek to re-staff offices which they downsized, and re-open offices they closed. When doing this, staffing companies will find the talent pool to be dry as up to 50% of the people have left the staffing industry and are not coming back. There are simply not enough experienced branch managers, reps and recruiters left in our industry for the staffing industry as a whole to rebuild during the years following the recession of 08/09. All will be forced to hire people from outside our industry and train them from scratch. Knowing this will happen, I invested the time into developing training programs that can help with this effort.

March 2003 to present: Staff & Train Inc
Left a position as VP of a staffing organization to start a recruiting business specializing in recruiting people from within the staffing/recruiting industry. I began alone, as an independent, later to cover the entire USA via building a team of 10 specialized staffing industry recruiters. 

Services:

1 – Devising full scale talent acquisition strategies for staffing companies. Head Hunting, strategic searches to help specific clients recruit top talent to grow or replace marginal managers, reps and recruiters. This also involved auditing staffing company offices and regions to find weakness and trouble areas, then devise solutions and turn around strategies that were presented to clients. Recruited & trained people building a team of ten individual recruiters, each working a full desk focusing on specific territories.

2 - Acquisitions: I was contracted by a private equity group to research & build lists of specific types of staffing companies, contact the CEOs/Owners - lure them into selling - and performing due diligence to help determine if companies were worth buying and if so, what might the valuations be.

3– Staffing University = Recruiting people from outside the staffing industry who have the right blend of sales experience + personality to be a good match for a career in staffing. I then pre-trained them, and placed them with staffing organizations. We also recruited junior staffing professionals who had 6 months to 1 year of experience, but with the wrong companies, trained them to boost their experience, then placed them with better staffing companies. This enabled staffing companies to hire people who were affordable, actively looking, and not tied down with a non-compete.

April 1999 to March 2003 Orus Staffing Services
East Coast Regional Vice President
Was hired to start a staffing organization in Fort Lauderdale, Fl. Personally sold and recruited for perm/temp/contract job orders. Leased the office and built the company from scratch. Through bringing in several large clients, we ramped up to hiring 40 recruiters all working from a HUB in Fort Lauderdale, with several regional Sales People covering major markets along the East Coast reporting to me. My role shifted from being the primary Sales Person, to the Vice President who hired and trained the staff. By 2001 we had grown from my being alone in that first office, to 40 recruiters, 10 sales people and revenues exceeding 50 million annually. At the peak we had 400 temporary/contractor employees on billing, and were averaging $250k per month in perm revenues. The niches were IT, Accounting, and professional corporate job types.

January 1998 to 1999 – Internet Solutions Worldwide
Developed the foundation for what grew into Careerbuilder.com
Sales Manager and Internal Recruiter
ISWW was the largest web site design firm in the nation at the time and was an AT&T partner.
AT&T provided hosting services, we sold companies on buying web site design from which we partnered with AT&T on data lines and hosting.
I convinced the owners of the company to develop an Online Job Fair web site. We did, it was called www.Techuniverse.com I owned the domain name. This company collapsed because individuals started developing web sites for low prices, making it impossible for a venture capital based company to compete and survive. I was given ownership of the TechUniverse project. I later collaborated with another web site development firm to complete the project. We sold the web site which was then used as the model from which to launch Careerpath.com which later became www.careerbuilder.com

March 1995 to December 1997 – Data Force Inc.
Sales, Recruiter & Branch Manager. 
I was hired as an IT Recruiter, later promoted into sales, then to branch management.
At my peak as a BM I had 85 contractors on billing and on the side we did 1.5 million annually in perm placement fees.

1992 to 1995 – Network Staffing Inc
Sales Representative
This was a temporary staffing firm that focused on administrative staffing. My role was to canvass the region, outside sales, along with telemarketing to seek job orders and reach decision makers.

Education: Bachelors degree in business from the University of Phoenix.

United States Air Force - 4 year tour of duty. Honorable Discharge rank of Sergeant