DeVries and Spanos to Receive ASME Honorary Membership at 2014 Congress

DeVries and Spanos to Receive ASME Honorary Membership at 2014 Congress DeVries and Spanos to Receive ASME Honorary Membership at 2014 Congress DeVries and Spanos to Receive ASME Honorary Membership at 2014 CongressWarren R. DeVries ASME Fellows Warren R. DeVries, PhD, and Pol D. Spanos, PE, PhD, are among eight leaders of the engineering profession ASME will pay tribute to this year during the Societys 2014 Honors Assembly. Dr. DeVries and Dr. Spanos will both receive Honorary Membership in ASME during the ceremony, which be held Nov. 17 during the ASME 2014 International Mechanical Engineering Congress and Exposition in Montreal, Canada.First awarded in 1880, the founding year of the Society, Honorary Membership recognizes a lifetime of service to engineering or related fields.DeVries, Ph.D., a professor of mechanical engineering at the University of Maryland, Baltimore County (UMBC) and former member of the ASME Board of Governors, is being recognized for distinctive con tributions to engineering education and research as a professor for dedication to advancing the frontiers of discovery and neuschpfung through public service and for striving to advance the recognition of engineerings contributions to humankind through leadership in professional societies. A leader in engineering education and a renowned pioneer in manufacturing processes and systems research, DeVries served as dean of the College of Engineering and Information Technology at UMBC from 2006 to 2014, where he worked with faculty and staff to build on UMBCs reputation for integration of education and research covering the entire spectrum of innovation, from knowledge discovery through technology commercialization.Before joining UMBC in 2006, DeVries served as director of the National Science Foundations (NSF) Division of Design, Manufacture and Industrial Innovation. Through its funding, the division enabled discovery, learning and innovation in universities, and managed the NSFs role in the government-wide Small Business Innovation Research and Small Business Technology Transfer programs. DeVries welches on assignment to the NSF from Iowa State University, Ames, where was chair of the department of mechanical engineering from 1996 to 2002. Prior to that, DeVries spent two years as a program director at the NSF, and held faculty positions at Rensselaer Polytechnic Institute, the University of Michigan, Ann Arbor, and the University of WisconsinMadison. DeVries, who is currently the Societys secretary and treasurer, has served the Society in a number of different positions, including as a member of the ASME Board of Governors from 1999 to 2002, and as senior vice president of the Council for Engineering from 1990 to 1999. He received an Outstanding Service Award from the Manufacturing Engineering Division in 1997, and the Societys Charles Russ Richards Memorial Award in 2005 and Dedicated Service Award in 2006.DeVries received his bachelors degree in letters and e ngineering from Calvin College in Grand Rapids, Mich., in 1971. He earned three degrees in mechanical engineering from University of WisconsinMadison a bachelors, with honors, in 1971 a masters in 1973 and a PhD, with minors in statistics, and electrical and computer engineering, in 1975. Pol D. Spanos Spanos, the L.B. Ryon endowed chair in engineering at Rice University, is being recognized with Honorary Membership for his contributions to the dynamic analysis and design of diverse mechanical systems for effective pedagogies that have advanced engineering education and for achievements resulting from a resolute commitment to societal improvement through engineering innovation. One of the worlds leading experts on the dynamics and vibrations of structural and mechanical systems, Spanos joined the faculty at Rice University in 1984, and has held the L.B. Ryon endowed chair in engineering since 1988. He was previously on the faculty at the University of Texas at Austi n from 1977 to 1984. Spanos emphasis in the area of dynamics and vibrations has been on probabilistic, nonlinear and signal-processing aspects, with applications to structural engineering, aerospace engineering, offshore engineering, biomechanics and composite materials. His work has been supported by government entities including NASA, the National Science Foundation, the Department of Energy, the Office of Naval Research, the Air Force Office of Scientific Research and the Defense Advanced Research Projects Agency and by industrial consortia. In addition, Spanos is quite frequently involved in forensic engineering matters serving as master-of-the-court and technical expert for the federal courts.Spanos served as secretary and chair of the Applied Mechanics Divisions executive committee, and as a reviewer and an associate editor for several ASME division journals. He is the recipient of the Societys Pi Tau Sigma Gold Medal, the Gustus L. Larson Memorial Award, and the Charles Russ Richards Memorial Award. A member of the National Academy of Engineering and the American Academy of Arts and Sciences, Spanos received his diploma in mechanical engineering and engineering science from the National Technical University of Athens, Greece, in 1973. He earned his masters degree in civil engineering (dynamics) and his Ph.D. in applied mechanics, with minors in applied mathematics and business economics, from the California Institute of Technology, Pasadena, in 1974 and 1976, respectively. He is a registered professional engineer in Texas, and a licensed mechanical engineer and civil engineer in Greece.

Rocket scientists, cab drivers, and football players have this in common

Rocket scientists, cab drivers, and football players have this in commonRocket scientists, cab drivers, and football players have this in commonIm not a morning person. To me, sunrises feel as energizing as a root canal. To prepare myself for what felt like a recurring battle each morning, I would set my alarm clock thirty minutes fast.You know the rest of the story.Kid, meet snooze button. In economics lingo, I would consume those thirty minutes instead of saving them by repeatedly hitting snooze like a proposition in a Skinner box.There is a phenomenon that explains my love-hate relationship with the snooze button. The same phenomenon shows why head and neck injuries increased in American football after players started wearing hard-shelled helmets to better protect themselves. It explains why installing anti-lock brakes- a now-ancient technology introduced in cars in the 1980s to avoid skidding- didnt decrease the number of accidents. It also explains why marking crosswalks didnt m ake crossing the street any safer- in some cases, it led to more fatalities and injuries.The psychologist Gerald Wilde calls this phenomenonrisk homeostasis.The phrase is fancy, but the idea is simple In some cases, measures intended to decrease risk backfire. Humans compensate for the reduced risk in one area by increasing risk in another.Marked crosswalks dont increase safety because pedestrians develop a false sense of security and assume drivers are more likely to stop. They become less vigilant about looking both ways for oncoming traffic before crossing.Before hard helmets were introduced in American football, players would wear leather helmets that provided little protection to the head. As a result, they would use their shoulders as the initial point of contact. After players started to wear hard helmets, they began to lead tackles with their heads, which led to increased injuries and fatalities.Over a three-year period, a study welches conducted in Munich. One portion of a taxicab fleet was equipped with an anti-lock brake system (ABS). The remainder of the cabs had traditional, non-ABS brakes. The cars were identical in all other respects. They drove at the same time of day, the same days of the week, and in the same weather conditions. The drivers also knew whether their car was equipped with ABS.The study found no tangible difference in accident rates between the ABS-equipped cars and the remainder. But one difference was statistically significant driving behavior. The drivers of the ABS-equipped cars became far more reckless. They tailgated more often. Their turns were sharper. They drove faster. They switched lanes dangerously. They were involved in more near-misses.Safety measures also backfired in the 1986 Challenger space shuttle tragedy that claimed the lives of seven astronauts. The explosion resulted from a catastrophic flaw in the O-rings- thin rubber bands that seal the joints of the rocket boosters that launch the shuttle and prevent hot gases from leaking out. There were two O-rings on each joint- a primary and a secondary, for good measure- because the function they serve is critical.On the morning of Challengers launch, temperatures in Cape Canaveral were uncharacteristically cold. As a result, two engineers at Morton Thiokol, the company that built the rocket boosters, recommended a delay of the launch, believing that cold temperatures could compromise the O-rings.But the upper management overruled the engineers recommendations. The managersdecidedthat the O-rings had a sufficient safety margin to enable them to tolerate three times the worst erosion observed up to that time. Whats more, there was a failsafe in distributions-mix They had faith in the secondary O-ring if anything happened to the primary.This belief boosted a sense of invincibility and led to catastrophe when both the primary and the secondary O-ring failed during launch. These rocket scientists were like football players tackling with their helm et-protected heads or German cabbies in ABS-equipped cars driving fast and loose.In each case, implementing the safety measure gave us the satisfaction of doing something about a problem. But each left unaddressed the human cause behind the technical cause- a la the dream within a dream in the movieInception.In other words, the safe felt more safe than it actually was. The corresponding behavior change eliminated any benefit from the safety measure. In some cases, the pendulum swung in the other direction The activity became less safe than it was before the safety measure was put in place.This doesnt mean that we stop fastening our seat belts, buy ancient cars that dont come with ABS, or take up jaywalking.Instead, pretend the crosswalk isnt marked and walk accordingly. Assume the secondary O-ring or the ABS brakes wont prevent the accident. Keep your head out of the tackle, even if youre wearing a helmet. Act as if your clock isnt thirty minutes fast or that you didnt receive an ex tension on that project deadline.The safety netmaybe there to catch you if you fall, but youre better off pretending it doesnt exist.Inspirations Gerald Wilde,Target Risk Malcolm Gladwell,Blowup William Starbuck Frances Milliken,Challenger Fine-Tuning the Odds Until Something Breaks.Ozan Varol is a rocket scientist turned law professor and bestselling author.Click hereto download a free copy of his e-book, The Contrarian Handbook 8 Principles for Innovating Your Thinking. Along with your free e-book, youll get the Weekly Contrarian - a newsletter that challenges conventional wisdom and changes the way we look at the world (plus access to exclusive content for subscribers only).Thisarticlefirst appeared onOzanVarol.com.

How to stop sabotaging your career with bad thoughts

How to stop sabotaging your career with bad thoughtsHow to stop sabotaging your career with bad thoughtsWhen youre in the wrong headspace at work (for whatever reason), negativity can slowly creep in and threaten your performance - or at least make the experience a lot harder to get through.Heres how to stop those negative thoughts from ruining your career.Leave your impostor syndrome at the doorIts easy to feel like you got your job because of pure luck, or that there are only so many hours until your boss finds out that youre a fake, but you shouldnt give in to impostor syndrome.Sure, when other people ask smart questions or make insightful comments during meetings, its also easy to think, Im way out of my league here. Everyone else is so much better suited for their jobs than I am.When your boss decides that your ideas for the latest project arent the direction the team should go in, you might also feel unproductive.But you should remember that you most likely got the job for rea sons other than luck - such as experience, skill, and leadership potential.So treat these experiences with others as opportunities to learn something - after all, youve probably contributed something to the team that someone else wouldnt have been able to come up with.Let negative coworkers stew in their feelings - without youResearch has found that witnessing rudeness in the morning can sabotage the rest of your day, but that doesnt mean this has to be the case every time - the study also found that a bit of confidence can go a long way.There also comes a certain point where you have to let people deal with their emotions in their own way, and move forward, remembering all that you have to be thankful for.The same goes for absorbing your coworkers bad mood(s) throughout the day - sure, you might have to deal with annoyedknow-it-alls, work martyrs and manipulators, but there are a few barriers you can put in place.For example, try to put yourself in their shoes, and dont lash o ut. Instead, just get out of their way so you can focus on your own work.Dont think youll never find careermeaning because you hate your jobDo you ever feel like youll never break free from a job you really dont like? When you walk in, both tired and anxious on a Monday morning, it can leave you feeling stuck without the option to pursue something you really love.You need to hold onto the fact that this isnt forever and you have the power to make decisions that can shape your life for the better.One way to create meaning at a job youre thinking of leavingis to write down all the lessons youve learned - even if you learned them the hard way. As you start to apply elsewhere, think of the position as a stepping stone to a job better suited for you.If youre not in a position to leave your job just yet, make connections with colleagues who can teach you something and look for a mentor.

This is what the cofounder of LOLA looks for when hiring

This is what the cofounder of LOLA looks for when hiringThis is what the cofounder of LOLA looks for when hiringIn case you havent heard, it is no longer taboo to talk about periods. And a big part of that is the growth of the natural tampon market as well as femtech companies and other feminine healthcare startups that are all about promoting honesty and transparency and empowering women by giving them more choices and control.One of the pioneers of this new market is LOLA, the organic tampon startup which launched all the way back in 2014 with its line of direct-to-consumer feminine care products. This was before the Womens March, before period shaming was a concept and before cofounders Alexandra Friedman and Jordana Kier had raised $11.2 million in funding according to Crunchbase (early investors included Lena Dunham, Allison Williams, and Karlie Kloss.)They also just launchedSex byLOLA, a new line ofnatural latex condoms, chemical-free personal lubricant and first of its kind 10 0% natural cleansing wipes, which marks the brands first expansion outside of menstrual care.Ladders spoke with Friedman about collaboration, what she looks for when hiring, and being a cofounder, and mother.On how they inspire collaboration with their teamWere lucky that ur team at LOLA is naturally very driven, creative and resurceful its inspiring to be a part of such a passionate team that so mission oriented. One of the best ways we inspire collaboration is through regular team-building activities and volunteer days that help ground us and remind us of our shared mission. Im also encouraged by our teams openness to lending a hand across the business, and willingness to engage in conversations about their own reproductive health, whether through sharing their first period stories or having really honest office conversations around pregnancy and sexual health. As a leader, I think its important to create and foster open and honest relationships with your team, especially at a com pany like ours that is built around destigmatizing taboo topics and sparking candid dialogue.On learning to be a better leaderI grew up in New York City with two full-time working parents who supported and empowered me in every way - but who also made it very clear that one day I would be expected to support myself. Being raised this way has shaped the kind of leader I am - I want my team to know they have my support, but to also realize that I expect them to be individually empowered to drive the success of an outcome.Ive also worked for a lot of different types of leaders, and from each experience have internalized lessons of what to do and what not to do in certain situations. Even some of the most difficult people Ive encountered in my career have taught me valuable things about what it means to lead well. While I dont know how to qualify better in terms of leading, I can say that each year brings new lessons that are humbling, give me perspective and help me lead with empathy and a more clearly defined vision.On what they look for in potential candidatesEveryone on our team here is passionate about LOLAs mission and who we are. I look for candidates who show real, genuine enthusiasm for our mission and vision. Having a passion for what were doing here is a must, and when we see that passion, we want to work with you.Another characteristic thats important to have in the start-up world is the ability to work cross-functionally in a team, learn quickly, and multi-task. LOLA is a high-growth environment as we expand into new product categories and become the first lifelong brand for a womans body. Priorities and workloads shift from one week to the next. We need to know that our team can run up a learning curve quickly, support those around you, and wear a bunch of hats.On being a mom and a cofounderBeing a mom, especially being a mom to a daughter, has motivated me and made me more committed to LOLAs mission of empowering women at all stages of their lives . As Ive encountered new and different phases of my own reproductive life, Ive realized the multitude of ways that were able to help women through our products and community at LOLA.

Working as an Apple At Home Advisor

Working as an Apple At Home AdvisorWorking as an Apple At Home AdvisorMost Apple hardware comes with a one-year limited warranty and up to 90 days of complimentary telephone technical support, which is provided by AppleCare. The goal is for an Apple expert to resolve customer issues with just one phone call to AppleCare. Most of AppleCares home-based customer service jobs,called Apple At Home Advisors, are virtual call center positions (which includes chat). Apple At Home Advisor jobs are full- or part-time employment positions in a call center, not as independent contractors. As the customers first point of contact, Apple At Home Advisors assess issues and troubleshoot. Apple hires both permanent and temporary (seasonal) work-at-home employees. The company also hires home-based call center managers to oversee the At Home Advisors. Hours and Training for Apple At Home Advisors Student positions are part-time during school sessions (minimum of 16 hours a week) and full-time during breaks and summer. Non-students must commit to 20 hours a week with the possibility of more or less depending on needs. Because of high customer demand on holidays (especially Christmas), AppleCare call center agents must be available to work holidays. Advisors work varied shifts on a seven-day schedule, including nights and weekends. Training can last between five and seven weeks, according to Apples website. Advisors train from home, accessing instructors via a virtual environment. They learn about Apple products, troubleshooting, customer support, and the jobs tools and processes. Qualifying as an Apple At Home Advisor For non-students applying for behauptung positions, two years of experience in technical troubleshooting (in-person or on the phone) is required. Both students and non-students need experience with the iOS, smartphones, tablets, PCs or Macs. According to Apple, an At Home Advisor should be passionate about technology and experienced with computers, have good p eople skills and be able to work independently. Student applicants must be currently enrolled on the campus at which Apple is recruiting and have a 2.7 cumulative GPA. A criminal background check is required for all applicants, and for those applying for the chat positions, typing of 40 words per minute is required. Home Office Requirements for Apple At Home Advisors Apples office requirements differ from the typical home call center office requirements because it provides not only a computer to its call center agents but a headset as well. However, it does require a room with a door to keep out noise, a desk, an ergonomic adjustable chair, a dedicated telephone line, and an Internet connection meeting certain requirements. Hiring Locations for Apple At Home While the main focus of the Apple At Home program is the United States (hiring in more than 30 states), Apple also occasionally recruits for this program in Toronto, Canada Cork, Ireland and Sydney, Australia. At one tim e an Apple At Home Advisors home office had to be within 100 miles of the city designated in the job description now, though, it will hire for these positions from anywhere in the United States. However, its college program for At Home Advisors still only hires from specific college campuses. Applying to be an Apple At Home Advisor To find Apple At Home Advisor jobs, either go to the Apple At Home Advisor web page or search Apples corporate jobs database. The Apple At Home web page provides links to access to the non-student U.S. positions, while the corporate jobs site lists all. Use home as a keyword to search the database or sort the job categories as Customer Service and Support. To apply for a job at Apple you must have or create an AppleID. This is the same as a MobileMe ID or what you would use to access the iTunes Store, Apple Online Store or iChat. What will you make at this job? Apple doesnt disclose salaries or hourly pay on its website, other than stating that all sa laries are competitive and discussed during the recruiting process. In November 2018, Glassdoor.com reported that the national average salary for an Apple At Home Advisor is $30,540 in United States. Others have reported an hourly wage of anywhere between $13 to $16 an hour.

Kids, Work and Resume Canva

Kids, Work and Resume Canva Top Resume Canva Choices Canvas free plan is most likely all you require for creating resumes. Theres no rules as soon as it comes to creativity. After youve mastered that, you can want to make your own website which delves deeper into your abilities and abilities. Simple Resume Templates Having resume is a necessity for everybody who wishes to locate a job. Top Choices of Resume Canva Something easy and non-obtrusive is recommended, therefore it doesnt draw attention away from the surface of the page. Possessing an expert profile is extremely critical for your resume. Position the text box on the webpage where its going to be visible and draw the attention. Its possible for you to import the simple information from social media such as Google, Facebook or Twitter. As you could have noticed, design is only one of several elements in your resume that could capture attention. On the flip side, if youre asking for work in IT, video manufacturing, or design, producing a video or infographic resume would be a fantastic idea. Filming a video of your qualifications may be the thing to do. If youve volunteered for a specific organization, or in the event that you actively support their cause, feature their official logo, too. Content and format requirements can fluctuate between continents and countries, so make sure to study the particular organization and location to glean what is the very best approach. Social networking is about connections and communication. Resume Genius is definitely one of the simplest and fastest free resume tools youve got at your disposal. Finding a great teaching position can be challenging, even during the best of times. Nobody would like to seek the services of an employee who isnt frank or likes to boast. You just need to add your preferred job title, place, and keywords. Be certain to learn the way the school district you want to know more about announces job openings. If you wish to ap ply in the area of finance, you can utilize ourA Resume TemplatesA and get started building your professional profile. Naturally, the design always depends upon the job that youre applying for. It is possible to also hunt for jobs by location or rayon of interest. When you select the ideal template, you can begin working on it. In addition, you can acquire readymade templates to receive your resume ready. You can select from various templates and it is quite user-friendly. So you may select a distinctive template for the perfect resume. Its fast and simple on-line builder to have the task done in few clicks. For that reason, its worth to have a totally free trial. In addition, the tool offers you expert recommendations as you move throughout the procedure, including suggested phrases you are able to include for particular roles. Ensure you complete your resumes completely to secure superior results. Customization of resumes for certain job postings is also offered. It would likewise be good if they could do it in just a couple of seconds, because thats the length of time it requires for the recruiters to determine whether they ought to be invited for an interview. Moreover, copywriting ought to be exciting Infographic resumes can be hugely effective, but before you opt to produce and send one, think long and hard about whether it would be the ideal solution, thinking about the form of a job youre applying for, together with reputation of the business. You are able to position yourself for a specific position in LinkedIn and youll be able to update your abilities and get connected to different employers. Anyone who would like to boost their career prospects have to have an expert CV. It is really quite beneficial to bring some visual content to pull the employer to your achievements and projects. After uploading your resume or completing work application, the web site will supply you with job recommendations of your interest. Top Choices o f Resume Canva Aside from resumes, its possible to also make CVs and cover letters. It is preferable to gather all the necessary information for writing your resume so you do not miss any important info. Its not mandatory to fill every detail, fill only what you would like to. Signup at no cost and the thing is there isnt any formatting required.

Best Interview Question Articles Monthly Roundup - June 2015

Best Interview Question Articles Monthly Roundup - June 2015Feeling trapped behind vorstellungsgesprch questions that leave you with regrettable hires? Throughout this time of the year, many companies experience growth and need to hire talent to meet their needs. Yes, this is a good problem to have, however, the way to go about hiring new talent comes down to the quality of the vorstellungsgesprch. Increased hiring naturally leads to interviews and in order to conduct an interview, you need (awesome) interview questions to ensure the best possible candidates are hired.With that said, the theme for our June roundup is interview questions And elend the boring, canned kind we typically think of. While asking simple questions may be necessary early on in the hiring process, mora elaborate, revealing questions give you the ability to truly evaluate a candidates potential.So heres to throwing those canned interview questions in the trash (can)How to Include Skills Tests In Your Interview P rocessThis post emphasizes the importance of a structured interviewing process. In order to achieve interviewing success, its a good idea for your recruiters and/or hiring managers to include some skills tests specific to the job opening. A skills test can work alongside your pre-screen interview questions a way to further your insight of a candidate.An example of a skills test to conduct during an interview may include coding tests for programmers, behavioral/personality assessments for customer success representatives or (our favorite) video interviews as a pre-screening tool. These kind of hiring tests can raise your hiring grade to an A+How to include skills tests in your interview process via GreenhouseClick To Tweet7 Ways to Flaunt Your Company Culture in a Job InterviewIn this post, learn 7 creative ways to showcase your company culture during a job interview including the way you ask interview questions. Not only are your interview questions key to displaying company cultur e, the activities you do during the interview process will have a lasting impression on candidates.One tip from a surveyed hiring expert is to give interview tours to each and every candidate. This way, the candidates knows what to expect from the team they are joining. Plus, their experience will be a bit more personal and welcoming.7 ways to showcase your companyculture during an interview via sparkhireClick To Tweet9 Interview Questions for Finding the Most Innovative EmployeesHiring innovative people is priority to just about any company in any industry, which is why innovative questions are even more important. Written by Ilan Mochari, here are 9 interview questions that go above and beyond the canned interview questions we are all used to.Innovative employees derive from innovative questions IlanMochari InterviewingClick To Tweet10 of the Most Revealing Interview Questions to Ask Job CandidatesAsking the right questions during an interview is extremely important for getting m ore insights on candidates. As job seekers are familiar with generic interview questions, its important to spice up your interview to avoid tailored (and also generic) responses.In this article, written by Spark Hires CEO, Josh Tolan, get a look at 10 super effective questions asked by top hiring professionals to dig a little deeper in the interviewing process.The 10 most effective questions top hiring pros are asking via sparkhireClick To Tweet6 Interview Questions You Must Ask if You Want to Hire the Best PeopleWhat makes you happiest? Interview questions that make candidates think on their feet This is just one example you can expect to see in this article written by Thomas Koulopoulos, the Founder of Delphi Group.He writes about how interviewing has been changing drastically for the past 30 years and when working in a more fast-paced and technologically savvy workplace, the way we interview candidates needs to adjust with the times.Which interview questions lead to the best hire s? tkspeaks InterviewQuestionsClick To Tweet5 Important Questions You Need to Ask weltweit TalentAdding technology to the hiring process is an extremely effective way to screen non-local candidates and reduces travelling costs. In this article posted to recruiter.com, Spark Hires CEO, Josh Tolan, goes through some of the questions he asks when interviewing international candidates.Starting off with a light and playful question like What is your favorite TV show? helps make candidates feel more comfortable. After that, you can move on to the more technical questions, but its helpful to start every interview with good rapport.Top 5 interview questions to ask global talent via sparkhireClick To TweetLets flip the roles for this last article and focus on questions candidates should ask in an interview. Published on geschftlicher umgang Insider, this post got over 35,000 views in just 24 hours, so its sure to include some incredible insightsThe 3 questions one CEO hopes to hear from ever yone he interviews but hardly ever doesTypically the final question being asked during the interview goes something like So, do you have any questions for me?. Instead of focusing on things like salary and duties, David Melancon, CEO of btr. says these are the 3 questions every candidate SHOULD be asking.The 3 questions you SHOULD be asking in an interview JacquelynVSmith InterviewTipsClick To TweetIf you found this helpful, get your daily dosage of talent acquisition-rich content by subscribing to the Spark Hire newsletter, and be sure to follow us on Twitter and Facebook. Feel free to suggest content to be highlighted in the July roundup by commenting below.