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This profile was last updated on 6/18/2016 and contains contributions from the  Zoominfo Community.

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Wrong Regina Angeles?

Regina Angeles

Recruiting Consultant

TALENT2050

Direct Phone: (917) ***-****direct phone

Email: r***@***.com

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I agree to the Terms of Service and Privacy Policy. I understand that I will receive a subscription to ZoomInfo Community Edition at no charge in exchange for downloading and installing the ZoomInfo Contact Contributor utility which, among other features, involves sharing my business contacts as well as headers and signature blocks from emails that I receive.

TALENT2050

16 West 23rd Street 4th Floor

New York City, New York,10010

United States

Background Information

Employment History

Recruitment Director APAC

Essence Digital Limited


Adjunct Professor, School of International and Public Affairs

Columbia University


Senior Partner, Director, Talent Acquisition North America

MindShare


MBA Student

NYU School of Medicine


Member, Expanding Search Practice

The SBA


Affiliations

Generation X

Typical Member


Salt Theater Company

Board Member


Barnard Business and Professional Women

ADVISORY BOARD Member


Education

B.A.

Economics

Barnard College


MBA

NYU Stern


Web References(35 Total References)


How to Get the Job You Want & Keep the Job You've Got: Career Advice from a Media Industry Expert - Part 2

dearbev.com [cached]

I gathered a few new pointers from fellow recruiter, Regina Angeles.
Angeles, multicultural recruiter and CEO of TALENT2050, offered great Twitter tips, like the new site www.tweetajob.com. But dig deeper than Monster and CareerBuilder, there are a multitude of more focused niche sites (Angeles recommended IvyExec and Doostang.) But don't just rely on seeking jobs, start seeking employers. This is a point I make to candidates repeatedly and one that Angeles mentioned, too. Use sites like Linkedin to research companies rather than just positions.


www.nvmagazine.com

Regina Angeles
"Before this last census, year 2050 was when minorities would become the majority," says Regina Angeles, CEO of Talent2050, noting that the latest census ... Continue reading →


www.nvmagazine.com

census, year 2050 was when minorities would become the majority," says Regina Angeles, CEO of Talent2050, noting that the latest census has pushed that date up a decade.
"I started monitoring 2050 and learned that's also a milestone year for workforce trends around the world," she says. A veteran recruiter, Angeles partners with global organizations and provides recruiting and employee engagement solutions. She specializes in securing multicultural talent and identifying workplace trends. Angeles has 10-plus years of experience in executive search and recruiting. She works with startups, established companies in digital and interactive media,


www.nvmagazine.com

Regina Angeles
census, year 2050 was when minorities would become the majority," says Regina Angeles, CEO of Talent2050, noting that the latest census has pushed that date up a decade. "I started monitoring 2050 and learned that's also a milestone year for workforce trends around the world," she says. A veteran recruiter, Angeles partners with global organizations and provides recruiting and employee engagement solutions. She specializes in securing multicultural talent and identifying workplace trends. Angeles has 10-plus years of experience in executive search and recruiting. She works with startups, established companies in digital and interactive media, I'm a bit radical," says Angeles. Social media is something that she has found to work for recruitment. It's a gold mine for savvy recruiters, says Angeles. She urges companies to maximize recruitment of diverse talent through the social media platform. Companies are clawing for top talent and an investment in recruiting through social media is essential in a competitive environment. "Everyone wants the same skill sets. Google and Facebook are great because they have good names, but there are other companies that are smaller and may be great for top talent," says Angeles. Companies need to think about "employee branding," she says. "They have to view potential employees as a potential community even when they don't have actual jobs to fill. Angeles adds, "Companies must connect their brand with service. Wouldn't it be grand if the people who used your brand were potential talent for your company?" Social media has transformed the job search process. Linkedin, Facebook, Twitter, and other sites are great ways for candidates to brand themselves and a great outreach mechanism for recruiters. But the arena is not fully utilized by employers who crave qualified talent. Angeles uses social media as a primary tool to recruit diverse talent and says that companies are looking to the social arena to create a new dimension to their human resources departments. Just as she guides and helps clients to use social media as a tool to find talent Angeles charges professionals seeking employment to safeguard their online image to be an attractive job candidate. "Everyone should be thinking about their professional relationship management online," says Angeles who also teaches a course to professionals on the subject.


www.nvmagazine.com

Regina Angeles
census, year 2050 was when minorities would become the majority," says Regina Angeles, CEO of Talent2050, noting that the latest census has pushed that date up a decade. "I started monitoring 2050 and learned that's also a milestone year for workforce trends around the world," she says. A veteran recruiter, Angeles partners with global organizations and provides recruiting and employee engagement solutions. She specializes in securing multicultural talent and identifying workplace trends. Angeles has 10-plus years of experience in executive search and recruiting. She works with startups, established companies in digital and interactive media, I'm a bit radical," says Angeles. Social media is something that she has found to work for recruitment. It's a gold mine for savvy recruiters, says Angeles. She urges companies to maximize recruitment of diverse talent through the social media platform. Companies are clawing for top talent and an investment in recruiting through social media is essential in a competitive environment. "Everyone wants the same skill sets. Google and Facebook are great because they have good names, but there are other companies that are smaller and may be great for top talent," says Angeles. Companies need to think about "employee branding," she says. "They have to view potential employees as a potential community even when they don't have actual jobs to fill. Angeles adds, "Companies must connect their brand with service. Wouldn't it be grand if the people who used your brand were potential talent for your company?" Social media has transformed the job search process. Linkedin, Facebook, Twitter, and other sites are great ways for candidates to brand themselves and a great outreach mechanism for recruiters. But the arena is not fully utilized by employers who crave qualified talent. Angeles uses social media as a primary tool to recruit diverse talent and says that companies are looking to the social arena to create a new dimension to their human resources departments. Just as she guides and helps clients to use social media as a tool to find talent Angeles charges professionals seeking employment to safeguard their online image to be an attractive job candidate. "Everyone should be thinking about their professional relationship management online," says Angeles who also teaches a course to professionals on the subject.


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