Principal's Personal Resume
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 regional VP level.
I left that position back in 2003 to start a boutique Head Hunting firm specializing
in the staffing industry. Since then I have developed a clientele consisting of
the top brand names within the staffing industry, and smaller locally owned firms.
Also acted as a Business Broker working with a private equity group where I called
on CEOs and Owners of staffing companies to lure them into selling. This led to
helping determine the valuation of staffing companies, assisting with the negotiation
process and being involved with the intigration after an acquisition. Through this
time I have hired and developed a team of up to 10 recruiters specializing in the
staffing industry. Each selling/recruiting to build a clientele in their region
of the USA. In fact, I have invested over $250,000 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 from their competition, and also promoting the staffing
companies I work with to build their good reputation. This system is the most advanced
full scale talent acquisition resource in the staffing industry!
My time working as a consultant and head hunter 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 companies 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 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 talented people into leaving their jobs
to switch teams to work for the staffing companies I represent.
March 2003 to present: Staff & Train Inc
Left a position as VP of a staffing organization to start a recruiting & consulting
business specializing in 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, while also being involved
with the post acquisition integration process.
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,
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 40 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. 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