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Posts by Ken Sundheim

5 Great Places on the Web to Find a Job

Finding the best job search websites on the internet can be a daunting process when you consider the size of the web. But like actually finding a job, narrowing down your website choices until you’re only using the cream of the crop will work out best for you in the end. In conjunction with using a sales recruiter, here are 5 of the best websites you can use for free that will help you find a job.


1. One of the holy grails of the web when it comes to job search websites, is one of the largest and easiest search engines to use. All it asks you to do at the home page is to type in what kind of job or field you’d like to work in and where you’d like to work. Though there is an advanced job search function provided, you will not need to use i, the jobs that are selected from your initial search will almost always be attractive, legitimate positions. The best part about it? will always save your previous searches and then personalize your experience by letting you know if any new listings have been added in those favored fields.

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2. Though accessibility and personalization may be Indeed’s claim to fame, proves itself by streamlining the application process. If you find a job you want to apply to on, it will whisk you away to that job’s website where you apply by their rules, but when you apply through you always apply by Monster’s rules. Intimidating questions like: why did you end your time at that company? and which ethnicity would you consider yourself?, do not apply here. Instead, at you are simply asked to provide an email (so they can contact you) and a place to upload your resume; the option of attaching a cover letter is optional.


3. These job search websites are up here because what they do they do best. does what it does best, and if you want to get a job at a non-profit or volunteer organization than you come to Idealist. Not everyone wants to go down the straight and narrow when it comes to earning a living, some people want to save the world one bowl of soup at a time, and it is here where you will be able to find what you want and get paid to do it too. Touting one of the largest databases of jobs, specifically for non-profits, is a must with its incredibly useful secondary search engine, something that can narrow job search optimization right down to the profession level and minimum salary.


4. Combining the best of both and, impresses by offering a suite of helpful tools that minimizes backtracking and time spent filtering through unregistered posts. They achieve this by offering two different ways of searching. The first way Careerbuilder does this is by going the way of, simply asking of you a job/field title and location. The second way it can narrow down your job search is by ordering position priorities top down. You’ll start by answering the most fundamental questions like keywords and location preferences and you’ll continue down the line until you feel like questions regarding region exclusion and exclusion of non-traditional jobs have no place in your job search. With you pick and choose what’s right for you.


5. Rounding out the end of the list is More like a hybrid between the accessibility of and the secondary search optimization options of, Simplyhired is a great website for finding that special job because of some of the features it has, tools you won’t find anywhere else.


With minimal advertisements to clutter the screen, you know this is an experienced tailored to your interests and qualifications. Working with a lot, I’ve found that one of the more useful features is the date-of-posting reference. If a job is almost brand new it will give you the hours of how recently it was posted, and if the job was posted days ago it will let you know how many days.


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The problem a lot of people have with, and why a lot of people find Craigslist so frustrating is the phenomenon known as “Phantom Postings”. Phantom Postings on are jobs that are no longer available but still kept up on the website because no one monitors the posts to take them down. So eager job seekers apply to these posts and expect to hear a response sooner or later and never do. This will never be a problem when you use, and the results I’ve found are pretty surprising.


Bonus Tip: Stick to profession levels that state: entry-level, if that is what you are. If they ask for someone with 1-3 years of experience and you’ve almost finished one year of work in that field then don’t bother.




Micah Levin is a marketing intern for KAS Placement an executive search firm serving sales and marketing job seekers.  You can find Micah’s personal blog here.


A Career by Steve Jobs Part 1

What can Steve Jobs teach us about our careers? Here are some greet insights.

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Interviewing Tips to Get You to Round 2

Interviewing does not need to be as difficult as many make it out to be.  The  KAS Washington DC sales recruiters have set some tips for you:

Set an end goal of getting a job offer.  Nothing more, nothing less; focus on doing the work to get there?  First, identify the obstacles. Then identify what you’re going to do to achieve those goals.

– Here’s a hint: obstacles include work such as doing research on the company, doing research on the industry, writing your interviewing goals down and being prepared with questions for the interview.

– To seize the moment, you must decide when and where you will take each action; when you plan out your schedule, you have a 300% higher chance of doing what you need to do with a strong focus.

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How do you intend to stay motivated during the process?  What research are you going to do to make sure you get the offer?

The KAS recruiters think it’s best to look forward to the interview rather than have concerns; there is positive and negative aspects to everything in life, the most successful people look at the positive.  To look at the negative, kills energy.

Be specific about you want in a career – do you want more money?  do you want a more interesting job?  do you want a better company?  do you want better benefits.  We should prioritize these things instead of wanting them all.

Remember that people like to hear their own names.  Refer to them by that.

Be sincere and honest.  Always keep an open mind.  We all have faults, even the interviewer does.  He or she doesn’t determine how you feel about yourself; rather you do.


Ken Sundheim is the CEO of KAS Placement an executive search firm helping sales and marketing personnel find jobs.

Lessons in Business Some Learn the Hard Way

In business, it's those who set the most firm goals who win. The team at KAS Placement discusses this facet of business.

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Los Angeles Recruiters

The Los Angeles recruiters at KAS Placement are some of the top executive recruiting professionals in LA for sales and marketing recruitment.

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The World From a Recruiter’s Perspective

Many job seekers want to know how to better utilize recruiters for their job search. The first response I have to this is the following: when job search are able to see things from the other party’s perspective, we can better deal with those individuals.

Let’s take a look at the world of a recruiter:

Are paid by the employer, not the job seeker. Unless that headhunter recruitment specialist Ken Sundheim CEO of KAS Placement sales and marketing recruitment [/caption] has something open right now, from the point of view of the headhunter, you’re not able to be monetized (or, in your terms – find a job that you like). Therefore, if that recruiter wants to make money, they have to focus on finding and staffing job applicants for what jobs they have open and are actively recruiting for.

From the recruiter’s perspective, if they fail to do so, someone else will. Depending on the executive search firm, the staffing and job recruiting process can be somewhat of a race to the finish; it is a race that highly rewards the victor and provides nothing to 2nd place.

– Some are given only so much wiggle room from their employers. While some executive recruiters are better at negotiation than others, all recruiters are bound by the exact needs of their client.

Not all recruiters are effective at selling a job applicant and the ones who are not are going to be focusing on extensive expertise within the job applicants’ backgrounds. They have no choice but to do just that.

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Therefore, if you’re not an expert in your field (the term is obviously relative), the recruiter really can’t do much with you. It’s unfortunate, but if there is no benefit for either party to connect, the recruiter or anyone else in the executive staffing agency is not going to waste your time just to do so.

– Headhunters have only so much time; they are not free resume writers and career advice givers. Simply sending your resume into a recruiting firm is, unfortunately not going to always get you the feedback you want and the career advice you’d like to receive.

Some recruiters just aren’t confident in their knowledge while the ones who do are busy working with the applicants that they have. Just like you’re sending your resume in with an end goal of making money via employment in mind, the recruiter has his or her end goals as well.

In the End

Not every recruiter is gong to be a perfect match. However, you can increase the odds of success when interacting with recruiting firms by stepping back, determining what drives the individual headhunters within a recruiting firm and altering your approach accordingly.

Remember that people like to be treated with respect and want to feel appreciated. Therefore, show that you appreciate that head hunter when / if you connect and you should be in business for a long-time to come.

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How to Break Into CPG Marketing at the Biggest Firms

by Alison Ringo

Marketing jobs have a reputation as creative, interactive, and often somewhat autonomous. Nothing is ever quite what we expect, marketing included, but it’s definitely a lively spot in the professional world.

Of course, not all marketing jobs are created equal, for you or for the top CPG employers. The big names do have entry-level positions, of course, but those tend to go to the highest GPA-holders, former in-house interns, etc. If your five-year goal is working in marketing for a blue chip CPG company (P&G, Kraft, Unilever, and similar) here are three steps you’d do well to take.

1. For your first role, pick something with hands-on range. Unless you had significant internship experience during college (that is, more than two separate three-month stints that basically amounted to Tweeting and filing papers), you need to get a real, professional understanding of what Business to Consumer product and brand marketing entails.

The first company you work for doesn’t need to be CPG itself, but as long as you will be marketing to individual consumers rather than businesses or organizations, you should start learning the right skills.

In five years do you want to be heading a digital marketing team? Would you rather focus on one product/brand within consumer packaged goods? Or do you think your strength lies in PR and events?

The only way to find out is to choose an entry-level job that gives you some hands-on exposure to the facets of business to consumer marketing that you feel are the most up and coming for the years to come, and where you want to be.

2. For your second role, choose a function, then become an expert at it. If you’re lucky, you may be able to move up within the same organization your first role was with. This is ideal, since employment loyalty is always a big plus when the bigger firms’ HR reps look at your resume.

Regardless, in your second job, choose a role that best aligns with not just your strengths, but also your interests. Much of marketing is based in creativity and ingenuity, and it’s hard to come up with game-changing ideas, or to execute on the tried and true, if you’re stuck leading a social media initiative for a company and you’d rather be heading up the introduction of one of the company’s brands (or vice versa).

Alison Ringo heads the KAS Placement marketing recruitment research team

3. For your third role, aim for the big name employer. By your fourth or fifth year out of school, you should have both the general knowledge of consumer marketing and the specialized skill sets of your chosen function within marketing that will allow you to step into the higher-stakes world of the Fortune 100 CPG’s.

It is possible that your move from role two to role three might need to be lateral; in other words, your move into a larger firm may not mean a bump up in title, though hopefully it will entail at least a slight bump up in salary.

Approaching a major CPG marketing role with a stable job history that shows consistent progression in a specialized marketing skill set puts you on even footing with incumbents. Moreover, stepping into a bigger arena from the smaller one means that you’re bringing in a fresh perspective, which is what much of marketing relies on.

As a consumer packaged goods marketing recruiter, KAS gets to work with some of the biggest and most fun brand names you know from your grocery store, mall, boutique shops, etc. These companies are by far and away the most desired places of employment for most applicants whom we know, whether in marketing, sales, media, or other disciplines.

Landing a marketing position with the big-name consumer goods companies might seem out of reach when you’re a month or a year out of school, still getting your feet on the ground. But with a little patience and a lot of focus, you can make it just another short-term goal.

When They Find You: Tips For Being Recruited to a Position

by Alison Ringo

Higher-level job seekers in some way have it easier than entry-level folks. Often when you are contacted directly, rather than applying for a position, it is because you have a skill set or blend of education and experience that isn’t readily found in just anyone who applies from your industry or discipline.

It’s good to know this, of course, because each side of a job transaction needs traction and leverage.

However, knowing that you have something the employer needs and acting like you’re the hottest thing since sliced bread shouldn’t go hand in hand.

When you are approached for a potential position, whether it be from a KAS Placement recruitment agency or by the hiring company directly, there are certain things that can give you a leg up. Here are just a few.

1. Do your best to respond within 24 hours. 12 is even better. This has only a little to do with the fact that you are more likely than not in competition with other job seekers.

Getting back to the HR rep or recruiter in a timely fashion communicates your interest in the learning more, sure, but it also subliminally stresses your availability and your willingness to work with others.

2. Confirm everything. This helps not only because business takes place across the continent and four time zones – and sometimes over the ocean – but because you don’t need to be in accounting to need to appear attentive to detail.

Alison Ringo heads the KAS Placement marketing recruitment research team

3. Follow up on everything. In the interview process for any kind of specialized position, it’s likely you’ll interact with a minimum of three different people. That means it’s likely you’ll interact with three different ideas of how your potential position should go.

This is where follow-ups come in handy, not just as a professional and polite gesture, but as a check-in about what you can adjust or highlight as you progress in your interview process.

Typically you can check in with your initial contact from the start of the process, whether it’s a recruiter, the HR person who reached out to you directly, or the hiring manager.

It’s never possible to be all things to all people, but indicating that you want to get the broadest understanding of the responsibilities and goals of the position, and the organization overall.

How to Stand Out After an Initial Interview

by Alison Ringo

This May, some of the most populous areas in the country posted promising jobs numbers over a year ago. The New York, L.A., Houston, and Dallas metro areas seem to be steadily, solidly hiring again.

Even so, there are still millions more people searching for work than there are new or newly open positions. It may feel as though there is nothing much you can do to stand out among the crowds of people interviewing for all the same positions as you are.

Don’t let that feeling get you down: there is always something you can do to give yourself an edge after your initial interview. Here are just two connected ways you can do so.

1. Send a Physical Thank You Note – The email thank you note is the standard right now, and it’s easy to see why. Email is instantaneous, so you can cross an item off your to-do list. Email also puts your contact information right from your fingertips to your interviewer’s. Email is great. It’s also free.

What email is not, is personal. Think of how many emails you get a day, then imagine you are a hiring manager interviewing 10-20 people a week for a single opening. Email gets lost in the shuffle.

A physical thank you note, either typed up and printed on quality paper, or hand written in clear script, sets you apart as thoughtful, relationship-focused, and demonstrates a higher level of interest than simply shooting off a four-sentence email.

2. Include Ideas, Ask Questions in Your Follow-Up Email – Of course, physical notes take time to arrive (unless you overnight one, which may be prohibitive). In the interim, do send an email, but not a formulaic thing that simply notes how enthusiastic you feel about XYZ Corp and the position you interviewed for.

Instead, take some time to plan, based on what you learned at your interview and in your own research, how you might approach your first quarter at the new position.

Be careful not to write as though you have all the answers figured out and know the one true way to fix all the problems this position will need to solve. Your ideas will be best received when posed as options, suggestions, and as questions. Ask the person you interviewed with their opinion, and if they believe these ideas fit in with where the company wants to go.

Your email should go out within 36-48 hours of your interview at the latest, allowing your physical thank you note to arrive, conveying the more traditional “it was a pleasure meeting you and learning more about XYZ corp,” sentiments.

Typically speaking, these two tips work best together when you’ve interviewed initially with a head of HR, or with the person who would be your direct hiring manager.

Job hunting is energy- and time-consuming, and once you’ve scored the first interview, it’s tempting to sit back and relax a little. But if you fight that urge, you can set yourself up to emerge as the leading player on a crowded field.

4 Tips for Interviewing for a Sales Job

Tips for Getting a Job in Media

Cover Letter FAQ



4 Tips for Interviewing for a Sales Job

In many ways, interviewing for a sales position is exactly like interviewing for any other job.  However, there are a handful of interviewing variables that become even more important when it is a great business development role that you are going after.


Below are four tips to incorporate during your next interview:


1. Sell Yourself: This is probably the number one, all-time most important thing in any job interview…let alone when it’s an interview regarding sales.


Sales roles are one of the most important in any company; you are the face of the company and the number one source of its revenue.  Your job in an interview is to convince the potential employer that you can contribute to the company’s success.  When you think about it, if you can’t even sell yourself, how are they to believe that you can sell anything else?


2. Have Evidence: This goes hand in hand with selling yourself.  From someone who works at a recruitment agency, I believe you can say anything you want in an interview, but without evidence to back yourself up who is going to believe you (especially as when so many people think sales they think of a used car salesman who will say anything to close a deal)? Have some figures to prove that your past successes. And if they don’t lend themselves to cold hard numbers, have an example or two.


3. Ask Questions: Again, this is something that you should be doing in any interview, but this is even more important as many institutions now lean towards “consultative” or “solution” selling.


Companies want sales people who can ask their clients questions, discover what their problems are and then offer a solution. From the onset, display that this is your approach by showing you can listen as well as you speak.


4. Think of the Company as a Client: Treat your interviewer as you would a client you wish to ink a contract with. You wouldn’t (or shouldn’t) talk over a client in a meeting, nor would you just pitch them and walk away.


You listen, offer solutions, and send “Thank you” and “Follow up” notes. If you think of a prospective employer as a client you want to woo, you can’t go wrong.


In closing, have confidence in yourself and make sure that you are always selling, just not too aggressively and you ought to be just fine.


Coming from the media industry, Courtney Kline is a senior recruiter for KAS Placement covering sales, marketing and media recruiting for clients of all sizes throughout the United States.  In a short period of time, Courtney has become a key player at KAS.