Identifying talent is not simply the process of posting a job and hoping the right candidate finds you, nor is it about inundating a hiring manager with countless resumes and praying one "will stick". It is about sourcing the right talent and relying on networks, built by years of experience, to locate the best of the best.Read More
Our search team meets with the client/hiring manager to conduct a formal "in-take meeting". This includes determining why the role is available, as well as the appropriate skills and behaviors and prior work experiences required to be successful. Additionally, we probe to determine the internal/external relationships that the candidate will need to develop to be successful, and find out who the key stakeholders are in the hiring process.
After the Client Meeting, we develop a job spec to be used in marketing the role. We also create a comprehensive research plan, which includes key competitors, associations, and alumni groups, which may be pertinent to the search. This plan allows us to aggressively "go to market". Along with the research, we create a targeted communication plan to ensure that the appropriate prospects receive an enticing message from us relative to the role to generate interest in the marketplace. We also contact professionals in our network to make them aware of the opportunity, since referrals are a strong source of candidates.
When we source candidates that appear to be a strong fit, both technically and culturally, we assess them against the job spec. If appropriate, we then interview the candidate and review their background experiences, skills and cultural fit to the role. We deliver a detailed candidate profile and resume to our client to provide greater insight into the candidates' background and strengths.
We communicate with our clients on a regular basis through live conversations and written progress reports. During our client meetings, we discuss candidates' backgrounds and present their resumes and profiles to determine interest. If our client is interested in moving forward with the candidate(s), we will assist in scheduling interviews and maintain candidate touch points throughout the interview process.
Once a final candidate has been successfully identified, we conduct a formal reference check and consult with our client relative to extending a potential offer. We provide assistance and guidance throughout the offer process and work diligently to get an acceptance from the chosen candidate.
We don't believe that "search words" and "search strings" should be the only thing that makes you stand out. We think your experience and your "toolbox" are what makes you unique, and we want to hear your story. This helps us get to know you, so we can think about you when a new opportunity opens up.
Most of the positions we work on are never posted. Check out the listing of roles we have successfully filled and see if we might be a good search partner for you, either as a client or a candidate.
Help us get to know you. Introduce yourself to us. Send us a message; follow us on "linked in" or invite us to "connect". We would like to learn more about you on an exploratory basis.
For us, it all starts with our network, and we would like to have you in our network, if you're not already!
When you contract with Gulian & Associates you get over 50 years of combined search experience. Our background offers a combination of Corporate and Agency experience, which means that the experience you get is not only extremely capable, but also extremely thorough in crafting the search strategy.
AnnMarie founded Gulian & Associates LLC in 2003, and has more than 20 years of experience in the recruitment, assessment and selection of professional and executive level employees.
In addition to managing Gulian & Associates, AnnMarie partnered with Campbell Soup for 10 years as both a Consultant and as the Vice President of Global Talent Acquisition. During her tenure she was responsible for creating and implementing the Executive Search talent acquisition strategy to ensure Campbell's ability to attract and on-board the senior level talent needed to meet the Company's strategic goals. While in the Vice President capacity, AnnMarie was also responsible for providing the strategic direction, leadership and management for the Global Talent Acquisition team. This included building the team's assessment capabilities and bringing new technology and social media strategies as a primary focus, to provide for a more innovative approach to attracting talent.
Previously, AnnMarie held the position of Vice President of Staffing and University Relations for ARAMARK, where she was responsible for creating and implementing the professional level hiring strategy in addition to providing oversight and direction to the in-house contingent labor workforce, which was a new strategic business focus (and self-sustaining profit center).
Earlier in her career, AnnMarie worked for Bell Atlantic (now Verizon), Systems & Computer Technology (now Sungard), Dun & Bradstreet Software, and the American International Group, where she held generalist positions.
AnnMarie is known and respected for her keen interest in how the Human Resources and Talent Management function can bring sustainability into their processes and practices; as a result, she has been invited to speak on the topic at multiple regional and national conferences.
AnnMarie received her B.A. from Nazareth College of Rochester, NY with a major in Political Science. She received her MBA from the Pennsylvania State University. In addition, Ann Marie was honored to be recognized in 2011 as the "Most Powerful and Influential Woman in Pennsylvania" by the National Diversity Council.
AnnMarie is on the Board of the Legacy Youth Tennis and Education organization and is a member of the Advisory Board of the Talent Management Alliance and was a former Trustee of the Nazareth College of Rochester, NY.
Erica Farr focuses exclusively on the technology clients for Gulian and Associates. Erica is an accomplished technical recruiter bringing over 13 years experience to the team. Erica manages searches for positions in IT, marketing, finance and human resources. Based in Northern Virginia, Erica has an established track record of successfully recruiting top talent for positions all across North America for a variety of clients.
Prior to Gulian and Associates, Erica worked for MicroStrategy. During her tenure at MicroStrategy, she recruited sales professionals and executives, technology professionals, and was a lead recruiter for an incubation project, Strategy.com. Erica's experience prior to MicroStrategy includes senior recruitment roles at a boutique consulting firm, Idea Integration, and recruiting cleared technology professionals for Lockheed Martin.
Erica received her B.S. in Sociology from Virginia Tech.
Maria is the Administrative Manager of Gulian & Associates. She is the primary contact for many candidates throughout the recruitment cycle; in addition to managing the candidate care process for the organization, Maria manages vendor relationships and contracts.
Prior to joining Gulian & Associates, Maria worked as an Office Manager at Off-Campus Dining Network and an Executive Assistant at Fortune 500 companies such as Staples and Lockheed Martin.