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I have an educational background with a top American engineering school and an Ivy League University. Society does not expect to see someone that looks like me on the campuses much less in those classrooms. Nevertheless, I did that.

Several years ago, I had a White co-worker tell me that my voice on the phone and my knowledge base made him assume that I was much older and also White; so, he was shocked when he met me. He was also quite dumb because ... I mean, use LinkedIn! I told him never assume anything about someone's race based on the sound of their voice. I was already clued into the assumptions and bias that people have and offended that intelligence and articulation are deemed " White" traits.

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Intelligent. Self-Improving. Limitless

These three words come to mind when I think of what I value most from the tech industry, and most importantly, what I value most in myself as a woman.

Tech is where we engage, where we learn, where we grow, where we create – Tech is where and how we connect. With the functionality of this industry comes great responsibility, for success in this field is attributed to products and networks that grant universal access, productivity, and routine social dependence.

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In this edition of the #bowmobold Women’s History Month Blog Series, we feature four fearless bowmo Women – Katya Sapozhinina, Sellers Webb, Lynn Dean and Christina Grillo. These women deliver effective and crucial contributions to the advancement across all divisions of the bowmo Sales, Product, Marketing and Technology Teams.

About The #bowmobold Women’s History Month Blog Series: At bowmo, Inc. we are as much about our people as we are about our product. With that mantra at our core, it comes as no surprise that conversations this March — Women’s History Month, have been about the bold and audacious women that make up much of the bowmo Team. There’s a lot to be said about the value and need for Women in Tech, and the bowmo Women, in particular, break the mold and help evolve both Technology and Human Capital industries. During this Women’s History Month, we celebrate the bowmo Women with a blog series that shares their voices and the core values and experiences of being a woman in Tech.
#bowmobold

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At bowmo, Inc. we are as much about our people as we are about our product. With that mantra at our core, it comes as no surprise that conversations this March -- Women’s History Month, have been about the bold and audacious women that make up much of the bowmo Team. There’s a lot to be said about the value and need for Women in Tech, and the bowmo Women in particular, break the mold and help evolve both Technology and Human Capital industries. During this Women’s History Month, we celebrate the bowmo Women with a blog series that shares their voices and the core values and experiences of being a woman in Tech. #bowmobold

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Eddie Aizman

Eddie Aizman

December 30, 2016

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When a job seeker is asked “Which recruiters are you working with right now?,” there’s typically a look of confusion that follows. To job seekers, recruiters are often seen as faceless gatekeepers that will either be responsible for getting them paid, or for putting them back into the unemployment line. And to employers, recruiters are often seen only as robots responsible for bringing them candidates, to sometimes mixed success. There’s very little in the way of communication between most recruiters and most job seekers, and often even less between the recruiter and the hiring company.

But there’s a better way to satisfy both sides. By leveraging what recruiters do best, connecting with people, all parties involved can reap the benefits. Here are three great reasons why staffing and recruiting agencies should be marketing their recruiters, not just their services.

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Isaac Marks

Isaac Marks

December 8, 2016

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How’s that for a snappy opening line?

Chances are, everyone reading this has stretched the truth at least once on their resume, especially early in their career. Two years of table waiting experience for a local restaurant that doesn’t exist. Calling it “customer service and sales” when you’re really just working as a telemarketer. But when you’re a recruiter or hiring manager, those little half truths add up to candidates that aren’t actually qualified for the jobs they’re seeking. So, how can you separate the wheat from the chaff? The key is to build a more comprehensive candidate profile, including information taken not just from a resume, but from a candidate’s social media channels, online profiles, and portfolio.

It used to be that resumes were the “one stop shop” of a candidate’s work history. Until a recruiter was able to interview the candidate, the resume was the only way to glean information about them. But that is no longer so. Where resumes used to be a single paper doc, they are now a path of digital footprints

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