“Interview Bootcamp”

Get a taste of the SixFigureStart Interview Bootcamp at a special preview teleclass on Thursday, July 31, 7p EST

Call-in number; 712-775-7100

Access code: 151675# (you must press the pound sign)

Ask questions about our Interview Bootcamp approach and hear some of the tips that we cover: Learn how the interview process starts well before you arrive…Hear what interviewers really think about thank you notes…

Feel free to invite your friends. Call lines are limited so register early to ensure access.

SixFigureStart is now offering “Interview Bootcamp” just in time for the Fall on-campus interview season. 4 Wednesday’s from Sept. 10 – Oct. 1, 7pm – 8pm EST, on how to practice and master the interview process.
Cost: $200 for all four teleclasses. Just like Princeton Review decodes the SAT, we break down typical interview questions for you, so you know what interviewers are really asking and how you can stand out. Practice with us, and not your dream employer, at the SixFigureStart Interview Bootcamp. To ask questions and to register, please email us at: info@sixfigurestart.com or 212-501-2234.

Caroline Ceniza-Levine
212-372-0277
Life Coach www.thinkasinc.com
Career Coach www.sixfigurestart.com
Recruiter www.redseeds.com

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The Myth of the Opt-Out Revolution Among Professional Women

by Erin Abrams (New York City)

Last week, we posited that women are being hit harder by job loss than men in this recession. This week, we bring you some compelling evidence for that theory. On July 22, 2008, the Majority Staff of the Congressional Joint Economic Committee, led by Senator Charles Schumer and Rep. Carolyn Maloney issued a report with their findings. Called “Equality in Job Loss: Women Are Increasingly Vulnerable during Recessions,” this report argues that women began losing jobs in the recession of 2001 and never fully recovered in the labor market, making this downturn all the more painful.

In the 2001 recession, job loss was greatest in industries such as manufacturing, trade, transportation and utilities, professional and business services and information technology, areas in which had all made great gains before the downturn. In 2008, increasing cuts in the financial sector have rolled back gains that women have made on Wall Street. While women still don’t make up a proportionate number of employees in finance, some high profile women, like Zoe Cruz of Morgan Stanley and Erin Callan of Lehman Bros, have been the first to take the fall in tough times on the Street.

These kind of changes have reverberated up and down the corporate ladder, and have caused some to argue that high profile women in finance are discriminated against because of gender stereotypes. For example, in a down economy, ideas among male executives that women in finance are not “tough enough” to weather the storm, or an unspoken policy of cutting back on access to flex-time and maternity leave have made financial jobs less hospitable to the best and brightest women.

Read more

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How to Drive a Steady Stream of New Opportunities into the Funnel

Most sales executives would agree that having enough opportunities in the pipeline at all times is the single most important thing their reps can do to ensure that they meet quota. Effective prospecting and qualifying is key to ensuring your pipeline does not run dry, but with so much time being spent on existing opportunities, it is a challenge to consistently generate new ones, particularly in today’s economy.

Who Should Participate:

* Sales Managers
* VPs of Sales
* Marketing Managers
* Salespeople

PropelGrowth invites you to attend a complimentary Opportunity Generation webinar on Thursday, July 31, at 2:00pm (EST), which will introduce a framework to help you and your sales team consistently drive a steady stream of new opportunities into the funnel.

To Register

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Put On Your Confidence Cloak

by Jane Lucken (London)

Love it or hate it, Ally McBeal created a buzz as it shattered various corporate taboos. While it’s hard to relate to that fictional, skinny TV lawyer, many successful women have admitted to feeling some of the same anxieties and concerns of that character. A recurring image was a shrunken, child-size Ally sitting at the head of a boardroom table with little legs dangling over the chair.

The ‘impostor syndrome’–the fear that someone might find out that you don’t really belong at the table–is by no means exclusive to women. Everyone at some stage has felt his or her confidence disappear at the moment when he or she needed to be taking the lead. It’s just that women haven’t always had the training like men have–from the playground onward—to bluff things out. Watch little boys playing – the one with the loudest voice, biggest stick or steely determination leads the gang. Girls tend to be more social: popularity and loyalty drives the election of leaders.

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Ask-A-Recruiter: Showcasing International Experience

Contributed by Caroline Ceniza-Levine of SixFigureStart

I recently returned to the States after 7 years of living and working as an in-house attorney in Japan. (I am fluent in Japanese.) U.S. employers seem to be thrown off by the fact that my resume/experience is very Japan-heavy. How should I address a language expertise/long experience in a country other than the States if I don’t want to be limited by that in the job search?

This question is really about framing what you have done in the context of what you want to do. A specific skill or experience does not necessarily limit you. It may give the recruiter a predisposition, but that is up to you to change. The questioner is responsible for translating her Japan experience to whatever she wants to do. She cannot assume that the recruiter should understand the value of the experience in and of itself or that the recruiter will know how to translate the experience to the job at hand.

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Top Companies for Work/Life Balance

by Pamela Weinsaft (New York City)

The issue of work/life balance presents challenges for employers as well as employees. As there is no one-size-fits-all set of benefits that would satisfy all employees, the smart companies—and the ones that are successful—are the ones that put in place a smorgasbord of benefits that support employees in their quest to juggle home and work responsibilities.

Within its 100 Best Companies list, Fortune magazine highlights ten companies that have created cultures and offered benefits that afford their employees the best work/life balance. Interestingly, although many of the 100 Best Companies were from the Fortune 500, only one Fortune 500 company was among the best companies for work/life balance in 2008. Read more

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The Athena Factor: Reversing the Brain Drain in Science, Engineering, and Technology

by Heather Cassell (San Francisco)

In May 2008, The Center for Work-Life Policy (CWLP), a New York-based research organization, released The Athena Factor report, an in-depth examination of women’s career paths in science, engineering, and technology (SET) companies. The research project, undertaken by 43 industry experts—dubbed the Hidden Brain Drain Task Force—included four online surveys, 28 focus groups in global cities, and one-on-one interviews conducted over a two-year period.

“This is the first look at women in SET in the private sector,” says Karen Sumberg, The Athena Factor co-author and CWLP Assistant Vice President of communications and projects. Studying women in science, engineering, and technology isn’t new. What is new, Sumberg says, is that this report is about women in real-life careers in these fields in Corporate America or globally, rather than academia.

Read more

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Managing Operational Risk in Today’s Environment

We invite you to discuss, with your industry peers, operational risk management practices and ways to quantify them through metrics. We will address how firms compare procedures and will share information on benchmarking.

The Workshop will include a panel discussing risks associated with 130/30 strategies, especially as it relates to 40-Act funds, and how to reduce risk on managing collateral, 3-way reconciliations and cash movements. We will address risk on subprime instruments as well. There will also be a panel on data, including discussion on data feeds, security set-ups, trading related data and audits/controls related to data. Other topics covered during this one day event on operational risk are ops risk function in an organization and Basel II capital requirements.

The Workshop registration fee includes full program, Workshop materials, continental breakfast, refreshment breaks, and lunch. All sessions are subject to change.

* $795 per registrant for AMF / SIFMA member firms
* $995 per registrant for non-member firms

For more Information and Registration

(Note: No refunds will be made for cancellations after July 14, 2008. All cancellation requests are subject to a $100 processing fee.)

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The Search is On for Top Professional Women in London

by Jane Lucken (London)

The annual Women in the City (WIC) Lunch & Awards celebrates the achievements of professional women working in London, Canary Wharf and Mayfair. This year’s event will be held on November 28, 2008, at which time the winner of the prestigious Woman of Achievement Award will be announced.

Nominations are now being accepted for the women working in any of the following categories: Accountancy, Alternative Investment, Financial Services, Insurance Services, Legal Services, Management Consultancy, Property & Facilities Management. The winner of each category will be announced on October 28th. Winners are selected from a short list made up of the Category Winners and are chosen based on demonstrable leadership skills, as well as their ability to develop women in their own teams, build and nurture networks and promote women’s progress within their sector and the wider business world.

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Voice of Experience: Marianne Brown, CEO of Omgeo LLC

by Pamela Weinsaft (New York City)

A true pull-yourself-up-by-your bootstraps success story, Marianne Brown, CEO of Omgeo LLC, spoke with The Glass Hammer about her unusual path to the top and why she’s succeeding there.

A self-professed academic overachiever in high school, Ms. Brown described her university experience simply: “fun won out”. Since she was, in her own words, “debt adverse” and paying her own tuition, she left school temporarily to get a job and earn some money. That job with ADP Brokerage Services, initially as a clerk/secretary, was the beginning of her illustrious career in trade management services.

Read more

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