Broadlook News

06/26/2007

If you haven’t heard of Broadlook yet, it’s more than likely that your competition for talent has. Broadlook is a serious recruiting tool. My team and I have worked with Broadlook since its introduction. In fact, I/we were an earlyproduct tester for Broadlook being the first to successfully scan and strip contact data off more than 100,000 pages from one web site while running the program for 22 hours straight [Broadlook stripped data from html/text/word and .pdf files]. Broadlook’s speed in stripping data from web sites is driven by how quickly the contacted web site releases pages once Broadlook requests access. Broadlook was originally introduced as a sales tool for sales/business development professionals seeking to build a large database of prospective decision-makers for their products and services. Since that time, Broadlook has quickly been adopted into the recruiting realm as a tool for efficiently managing and transporting massive amounts of detailed information on prospective candidates [names, titles, companies, phone numbers, e-mails, content] into contact managers/applicant tracking systems and CRMs. If you have several internal researchers [or just one] whose main responsibility is to mine the Internet, this is a tool you need to consider. Relative to other industry offerings, I have found Broadlook’s overall value [in terms of price, flexibility, thoroughness and accuracy of data] to be excellent, especially if you are a pro.

As we all know, sourcing “name generation” is where it’s at in the recruiting world - if you aren’t able to reach enough high-quality talent in a quick time period [which is a product of a strong and comprehensive sourcing effort]then you’ll never reach critical mass which is often where the best talent fall from. With this in mind, I originallycame upon Broadlook while seeking a high-quality spidering tool that would allow Redmond to become even more flexible and responsive to our clients expanding needs for more complex research/search assignments. I was seeking a tool that would both complement and leverage [not replace] our old school name generation approach and allow my team and I to expand our quality database of professionals accurately, quickly and proactively across multiple job functions [Sales, Marketing, Engineering, Operations mainly] and within each of my clients respective industries [from semiconductors to enterprise software to pharmaceuticals to consulting, etc.]. The ideal program would also need to fit into my teams working style - in other words, it needed to be user friendly. Being no stranger to the value of technology, Redmond has continually developed its own proprietary search tools with a focus on tools that work the way we think. I have found Broadlook to be extremely user friendly in this respect, a product I believe of its founder, Donato Diorio, whose roots are founded in the Executive Search industry as a top biller.

The best way to understand the value of Broadlook is to take a look at a recruiters main assets:

* A high-quality database of prospective candidates, which means qualified names and accurate data.
* The relationship capital we have built and continue to build upon [market reach].
* A knowledge base of understanding regarding the industries and positions we recruit.
* A meaningful and flexible contact management tracking system.

Lets take a look at how Broadlook aligns with and helps to build upon each recruiter asset. Having worked with Broadlook for a year and a half, I can say that when properly applied, Broadlook delivers on its promise to help build a recruiters assets.

Broadlook –the search starts/ends here! [A recruiters perspective].

#1: A database of prospective candidates, which means qualified names and accurate data: The Internet has resulted in the significant proliferation of company data providing recruiters with the means of identifying qualified talent quickly [this relative to the old school and still valuable recruiting approach that I come from]. Point being, the quicker we find the right talent - the better - after all your competition may be calling that same person today so this is one way of creating a competitive advantage. Most major corporations have articles and whitepapers written by their top professionals—the type of professionals clients are interested in hiring. The main problem posed is how to strip the relevant data once quality sources have been identified. Broadlook’s “Plan Search” rapidly and accurately gains access to and strips company personnel lists and valuable company information: [names, titles, companies, phone numbers, e-mails, content]. Broadlook can grab an entire site’s worth of information [you can set it to go as many pages deep as you'd like] or you can point it at only one page on a site. You can run it during the day or run it in the evening [often my preference when larger sites are involved]. While I have focused on corporate web sites, you’ll find its application only limited by you/your teams personal creativity.

On a related subject and with some creativity, you can also fudge the program so that you can strip the data from the results page of a google search you have run.

#2: The relationship capital we have built and continue to build upon [market reach]: Relationships are built upon trust and integrity and a genuine concern for the welfare of others. Recruiters can accomplish this in many ways and Broadlook provides one such solution. You can set Broadlook’s “Trigger Events” to access daily information on companies you are recruiting from. Broadlook will deliver targeted information on company news, industry happenings, etc. Newsworthy information can serve as a means to proactively connect with candidates within your network - in other words, you have a reason to connect with these candidates. This is certainly a great way of building credibility and differentiating yourself within your network as a true recruiting professional.

#3: A knowledge base of understanding regarding the industries and positions we recruit: Whether you are just starting as a recruiter or have been around for awhile, each project we undertake requires a search to find a point of reference [foundation] that will help direct and lead us to a successful project outcome [what companies/associations are relative and where would I ideally find the talent my client is seeking?]. The question is: How do you gain this “point of reference” that will propel a project forward successfully? The use of Broadlook’s “Prospect Search” is a tool that can help build the knowledge necessary to create the right point of reference by forcing you to dig deep to find answers which are at the core of a successful project [i.e., what are the key words [terms] that run through the industry/position I am seeking to fill?]. This greater understanding can onlylead to improved results. Broadlook guides you through a user-friendly set of questions that allow you to ultimatelybuild a wealth of data on relative web sites that can provide you with an expanding reference point to work from [other companies/associations, etc.]. It even allows you to single out those terms that you know would not provide the answers you are seeking.

Now I can already hear the naysayers: “But I don’t have the time to do this and you just don’t understand”. My response, “get over it.” Funny thing is many will find the time to correct a problem on the backend. Why not apply yourself at the frontend and have the project run more effortlessly? Beyond this, what’s worth the time is worth the effort. Interestingly enough, I have found [and am sure many of you have as well if you really think about it] that the more you realistically and truthfully consider how to overcome challenges by making that initial effort, the more problems just seem to take care of themselves.

#4: A meaningful and flexible contact management tracking system: If you currently manually cut and paste the data into spreadsheets for further use which is an extremely time consuming and cost prohibitive process, then Broadlook may be your answer. Whether you are using a Contact Manager [Act/Goldmine/Outlook], and Applicant Tracking Systems or a CRM, Broadlook provides the ability to move data to over 50 platforms effortlessly and quickly. Best of all, the transported information is now purchased and ready to be used for your current and future recruiting efforts whether it’s to pick up the phone and start calling or sending out a marketing campaign targeted at qualified talent.

In summary, Broadlook is an excellent tool to add to your recruiting arsenal, especially if you are seeking to truly leverage the speed, accuracy and results of your research team. Like any good tool however, your success with Broadlook is directly proportional to your recruiters creativity and attention to details. Good recruiting!

About the Author:

Steve Diedrick is CEO/Founder of Redmond Research [www.redmondresearch.com] and has over 15 years of recruiting experience consulting with over 25 Fortune 500 companies and 10 multimillion-dollar startups. Steve is the Author of The Art of Zen Recruitment™, Founder of BigDogJobs.com, and Co-founder of CACHEMiRROR. He has personally recruited, coached and developed training programs on the most effective recruiting strategies to employ to build strong, sustainable relationship networks driven by credibility and integrity. Steve graduated from Pennsylvania State University in 1986 with a BS in Business Administration, Marketing, and Finance. Before founding Redmond Research, Steve led a distinguished career in sales and marketing with Frito-Lay (a division of PepsiCo) and Memorex Corporation. You can reach Steve at sdiedrick@redmondresearch.comThis e-mail address is being protected from spam bots, you need JavaScript enabled to view it or (920) 854-6555, x 101.

About Redmond Research:

Founded in 1991, Redmond is a uniquely powerful hybrid between a recruiting research firm valued for its research and an executive search firm valued for its network, consultative techniques, and follow-through.

© 1991-2004, Redmond Research, Inc. All Rights Reserved. Legal Notice.

06/26/2007

Bill:

I am talking to Donato Diorio who is the founder and CEO of BroadLook^TM. And BroadLook is one of those breakthrough companies. You might call it a list generator. You might call it a business research tool. You might call it a client research tool. But all in all, it’s a business that’s designed to increase the effectiveness of sales people and recruiters. And Donato, I’d like to thank you for taking a few minutes to talk to us a little bit about BroadLook.

Donato: Thank you, Bill. Great to be here.

Bill:

I wonder if we could take a second and have you give us an overview of BroadLook - the service it provides, the market it serves, the focus of the company. [Editor’s note: BroadLook is not a service, it’s a program which runs on the user’s PC without monthly charges.]

Donato:

OK. Well, BroadLook is, how we see it as, a ‘value add’ for any applicant tracking or contact management system. It acts as a bridge between all the data that you see out on the Internet, that you’d love to have in your ATS [Editor’s note: Applicant Tracking System], but you don’t have a means to get it in there. So, we’ve developed a system that enables you to get all that data into your system and then work with it – be able to target the companies and bring the data into that ATS/CRM [Editors Note: Customer Relationship Manager].

Bill:

Well, simplistically, give me an example. If I were looking for information on a company, how would I use the BroadLook program?

Donato:

Well, there are two ways that you could do it. If you are looking at a specific company, BroadLook has a simple, one button, ‘Go’ – that would go out and pull the information which would include: names, titles, emails, phone numbers, press releases. So anything you need as a recruiter, specifically, (because we did design this for recruiters), to have that single point of entry, in order to get into a company, either for networking to recruit someone, or in order to promote your services to get a job order.

Bill:

OK, and it’s something that I don’t have to learn the Boolean constraints of something? I can simply, point and click, and press a button?

Donato:

Well, you don’t have to have the knowledge of using Boolean – it does help in some of our advanced parts of our engine, but no, it is actually as simple as typing in a company name and URL, and pressing ‘Go’.

Bill:

OK. Donato, what is your background, and how did BroadLook come into being? And what is the focus of the company and the positioning as you see it?

Donato:

I started out as a software engineer. I did that for about 15 years. And when I was out in California, I was recruited when I went into a recruiter’s office – never thought about being a recruiter, but, became a recruiter. I liked it a lot. I liked the networking with people. I was with Management Recruiters for about 3 years. I ended up moving from the Silicon Valley and Fresno, CA, back to Wisconsin with my wife. And I ended up founding my own search firm here. Did very well. And created BroadLook because we saw the need for doing a higher level of research before making a call. Before ever picking up the phone, I wanted to be informed on who my client was (or potential client). So, BroadLook grew as internal application. And eventually, it was seen by some people who said, “Wow, Donato you’ve got to make this into a product.” And, we ended up doing that.

Bill:

If you look at the product itself, if you look at the customer you’re aiming at, if you look at corporate customers, you look at the recruitment market place, look at sales, perhaps even candidates might even use something like this in their job search, how do you see the strategy of the company on those market places?

Donato:

Well, our heavy push is on the recruiter market. That’s where my background has been. That’s where I guess you could say the easiest explanation of what your ROI is with those clients. But it’s really broken into sales in general. Any sales rep really can use broadlook. We’re not trying to pigeon hole it into a specific, ‘just for recruiting” - or any type of sales, but really … ‘Broad’ … you know, it can be used by any sales rep on their desktop.

Bill:

OK, as the market is going through it’s own convolution, and it’s sometimes like watching a roller coaster ride, how do you see BroadLook playing in the market today and also, the market that seems to be evolving. And, Donato, what do you see that market that’s evolving looking like?

Donato:

Well, I guess what I’ve seen is that, the market is definitely picking up right now. I think people see that across the board. I probably talk to over a hundred sales reps and recruiters a day, and I think BroadLook will basically become what our clients ask for. That’s what has effected, I guess, the Darwinism of the product so far. When we first launched the system, a client comes and said, “Hey, Donato, we could really use this [feature].” We have a design meeting, we talk to existing clients, and if it makes sense, and it makes sense for everybody, we put it in the product. So, in terms of positioning, I think that in any market, if you have a compelling reason to buy a product, at a decent price that’s fair, and you bring value to the market, your product can’t fail.

Bill:

OK. I know you approached the CRM solutions. The Sales Logic, and UpShot, and those kinds of products. How about the recruitment side? Do you work with any recruitment management systems, or any of the applicant tracking systems?

Donato:

Absolutely. I think that is our number one strategy. We have a lot of partners out there – we export right now to PC Recruiter, to Resumate, to several others that are popular packages out there. By not positioning ourselves as an applicant tracking system, I feel that we are gaining a lot of co-operation with all the applicant tracking vendors. Oh, by the way, BullHorn, too, we just added recently. So, we are a ‘value add’ to any one of those systems. We take a neutral approach. We get the data to those systems and let the people use those systems that they’re comfortable with. We’re not trying to make them learn a new applicant tracking or contact management system. So we’re getting the data to as many of these systems as possible.

Bill:

And if I were using a contact manager like Act, or Goldmine, or Outlook, could I also use BroadLook?

Donato: Absolutely. BroadLook exports to Act, Goldmine, and Outlook.

Bill:

And, one of the last questions I have is, “If I’m recruiter looking at and evaluating products like BroadLook, and I look at the market place – there’s some competitors out there, and why would I select BroadLook over product X, Y, or Z?

Donato:

Well, I’d say our number one compelling reason is, the system itself. Bottom line, no product right now can do what BroadLook does. The core of our technology, the core of what we filed our patents about, is our ability to generate lists. Let me give you an example: Let’s say you’re a recruiter, and you have a new search assignment. You’re looking for a company that makes heart valves. With today’s technology, aside from BroadLook, you’re kind of stuck with SIC codes, and really old, dinosaur ways of going and finding this information - other than going out by hand, and doing the research. With our system, we use what we call the science of self description: the ability to go into a web site and via linguistics, determine what a company does, based on their own self description. And we’re sort of betting the farm on this one concept: that nothing is more accurate than how a company describes itself. So if you go to a web site, and it says, “Hey, we make heart valves.” That’s a good indicator that they make heart valves. So, going beyond SIC codes, beyond that, we can build a list to get a recruiter up to speed on any new search assignment immediately – and give them that contact list as well, of who are the people in the company, what’s going on in the company, press releases, as well as something we just added into the system, which is “Trigger Events”.

Bill: What’s a trigger event?

Donato:

A trigger event, simply put, is anything that would equate to a buying sign, for a recruiter or sales rep. For example, expansion of your location, financial changes like receiving venture capital, or stock changes, strategic relationships the company has, staffing changes or layoffs, a new product or service or press release – and these are built into BroadLook, they come with the product. You can also, self configure anything that’s important to whatever it is that you do. And that’s a theme, a continuum through BroadLook, that we’re not an ASP system, we’re a desktop application. We always give you the ability to target a company, and the industry that you want, instead of relying on an ASP – where you’re in the situation, “Well, I hope they have what I’m looking for today.” BroadLook gives you that ability to go in and target just what you’re looking for.

Bill: Donato, if somebody was interested getting more information about BroadLook, how would they contact you, or how would they find out more information on the company?

Donato:
Well, broadlook.com is our main website. On that, there is a great flash intro, which does a much better job than I do, explaining on the fly, the system. It’s narrated, flash demos. There are several ninety second demos that really step through the entire system. As well as you can give us a call. That number is 262-754-8080.

Bill:

Alright. Great. I want to thank you for your time. I think your product is innovative and interesting. And right on the cusp of what technology is doing to help recruiters make more placements. And I want to say, thank you for it, I appreciate it.

Donato:
Thank you, Bill.

About BroadLook Technologies

BroadLook Technologies is a privately held company headquartered in Milwaukee , WI . BroadLook’s flagship product, the BroadLook Suite, is a powerful integrated application for harnessing the internet as a real-time data source for sales intelligence. The BroadLook Suite currently interfaces with over 50 CRM’s, applicant tracking systems and contact managers. BroadLook Technologies, Inc. can be reached at 262-754-8080.

06/26/2007

Excerpted From Electronic Recruiting Exchange

Well, I’m back! After a little sabbatical from writing, today I thought I should share some of the wonderful encounters I’ve had in 2003, with whom I consider to be some truly incredible colleagues.

Before that, however, let me tell you about a great movie I saw. You see, I was one of the lucky few that attended the opening day movie premiere of “The Lord of the Rings: The Return of the King.” For those of you that don’t know, this movie is a wonderful, surreal, epic tale of a little person (Frodo), known in the movie as a Hobbit (a race of dwarves with big hairy feet). Despite his smallness and his humble, gentle demeanor, Frodo manages to save mankind from certain doom at the hands of the Orks (a race of monstrous humanoid mutants).

Now, I know this sounds weird, and you’re probably wondering where the heck I’m going with this, but this story is truly a classic and really does work. Any time the unlikely underdog manages to save the world, audiences always cheer. Why? Because it teaches us an important lesson: great achievements can come from the most unknown and unexpected people.

The same can be said for human capital visionaries, the practice leaders that are truly applying innovative HR and recruitment strategies. They’re not out teaching, talking, or writing, they’re out doing, discovering, applying — and increasing the capabilities and expectations of our entire human capital domain. These unsung visionaries are typically too focused on their workforce projects to worry about telling others what they’re creating. As such, many go unnoticed and unappreciated.

But there are indeed many notable, yet unknown, recruiters who are worthy of our attention. Some you may recognize, others you may not. Either way, they represent who I consider to be the “unsung” human capital luminaries who are achieving incredible feats.

So… (drum roll, please) for your edification, I hereby present this year’s slate of six human capital luminaries to watch (three in Part 1 of this article series, and three more in Part 2). Each will be making continued and significant impacts in 2004. I thank them for their time, it was definitely gratifying to speak with them. I know you’ll agree they’re amazing and need to be watched in 2004!

Eva Sage-Gavin, Gap Inc. 2004 Human Capital Luminary

As you might expect, being the global executive vice president of human resources at one of the world’s largest specialty retailers is a challenging task. One would think that frustration and stress would be common to anyone wearing the badge of EVP at Gap Inc. To understand the magnitude of this assignment, consider the fact that this year alone Gap Inc. served 1.3 billion retail customers with its 165,000 employees worldwide, and generated billions in revenue! Driving these numbers is critical, since the talent strategy will affect the company’s workforce performance exponentially.

But when I had the pleasure of speaking with Eva, I sensed absolutely no stress at all. To the contrary, I encountered a true professional — refreshingly engaging, confident in where Gap Inc. is headed, and passionate about her role. She embodies the energetic presence of a seasoned human resources expert.

Eva has experienced 14 relocations in her HR career, and her words reflect a sense of confidence in both her past and present works and how they’ll positively contribute to Gap Inc.’s bottom-line return on investment. To know Eva is to also know her conviction to be responsive to all clients, both internal and external. “It’s critical that human resources be a key contributor to the organization’s bottom line, and measure and report that ROI,” she said. “People can tell if you’re credible or not.”

In order to orchestrate the tremendous cultural transformation the company is undergoing, key functions were either realigned or redesigned under Sage-Gavin to assure cross-company integration. Among them are global internal communications, creative transformation, and talent attraction and development.

Despite Eva’s notable successes, both previously at Sun Microsystems and now at Gap Inc., she’s still not heard from very much. But I predict that with all the positive developments now happening at Gap Inc., we’ll be hearing a lot more about her. I was impressed to see that the Gap Inc. is loaded with Eva’s human capital innovation and that she has added even more progressive objectives for 2004. She expects to drive a high-profile internal learning initiative with her new chief learning officer (her brainchild) next year. All this makes Gap Inc. a definite “must watch” for 2004 — and Eva a human capital luminary for 2004!

Donato Diorio, Broadlook.com. 2004 Human Capital Luminary

Donato is the founder and president of Broadlook technologies. I thought twice about making Donato a 2004 human capital luminary, mostly because I selfishly knew that once I announced to the world what Donato and Broadlook did, I would lose one of the most effective recruiting secrets we use here at Humanatek. Nonetheless, Donato is perhaps one of the most innovative pioneers behind Internet recruitment and CRM technologies today.

Having originally worked as a software engineer 15 years ago and then as a recruiter, Donato comes with a uniquely balanced background and perspective — not to mention actual software development capabilities — to create highly responsive technologies for the recruiting world.

Fast forward 16 years to 2004. Although, applicant tracking systems have experienced an evolutionary advance over these last few years, Broadlook is NOT an ATS. Rather, Donato and Broadlook have created a powerful business and CRM research tool that empowers recruiters with the ability to create and obtain sales contacts, candidate lists, and business intelligence data. This data is transferable into any contact management software or ATS. It’s a “bridge,” a complement to applicant tracking systems and most contact software. Donato’s software creations have increased my firm’s productivity and continue to set the pace in the business intelligence software domain.

The fascinating thing about Donato is that he is a recruiter who now creates helpful software for our industry. Sensitivity to our industry is what has made Broadlook among the most sought-after business research technologies. Anyone who speaks to Donato quickly becomes impressed with his recruiting knowledge and technical ability. He’s clearly a technology guru who speaks like a recruitment professional at heart.

Donato’s grasp of both the world of technology and recruiting have helped him to successfully develop technologies that have made recruiting much more efficient and profitable for thousands of recruiters nationwide. Consider Broadlook’s Rosetta tool, which extracts contact information from any source and transfers it to any CRM or ATS. Or Content Hound, an automatic newswire technology that updates online content with staffing and HR specific news feeds. And of course Broadlook, which is every staffing agency and solo recruiter’s best friend.

Donato believes that “the future of human capital technologies will be predicated on their ability to increase effective interpersonal communications between business and clients.” As such, Donato has positively impacted our industry with both his developments and perspectives, making him and Broadlook human capital luminaries — and a team to watch in 2004.

Scott Weston, Falcon Strategic Group. 2004 Human Capital Luminary

Another person to watch this coming year is Scott Weston, managing principal of Falcon Strategic Group. With prominent credentials in both HR and quality (Scott has an MBA, a CQM, a Six Sigma Black Belt, and an SPHR), Scott is definitely on a personal mission to improve the qualitative aspects of talent acquisitions and make them into a more strategic function. As a Six Sigma Black Belt, he is working hard to help people in the industry to understand process improvement and how operations can be made more strategic and customer-focused.

“The move towards better metrics is a great step in the industry, but that is still just keeping score,” Scott told me recently. “Corporations have to go well beyond keeping score, to a true applied strategy, where recruiting and HR professionals will be required to take the next step to really improve their game.” Somehow, Scott is able to continue writing, speaking, and consulting, while addressing industry-wide quality needs as one of our industry’s emerging premier practice experts on quality issues in recruiting.

Scott is constantly researching, discovering, and applying the latest and greatest process-improvement practices like Six Sigma to common strategic staffing and HR projects. If it’s quality improvement you want in your human capital endeavors, it’s Scott that who make it work!

“The talent economy continues to unfold to the point where internal staffing professionals will take their place at the executive table through their improved demonstration of their strategic value,” Scott says. “There can be no more throwing a candidate over the wall to HR and the hiring manager after an offer is accepted. Recruiters need to start tracking and tying themselves to more qualitative measures, including a candidate’s success and longevity in the organization. Recruiting vendors and third-party staffing firms are also going to need to follow suit and partner even closer to be in line with this expanded focus on value and retention.”

Scott’s vanguard visions and abilities make him not only the premier Six-Sigma guru in the recruiting world, but also a human capital luminary for 2004.

Conclusion

Remember, you too can be an unsung underdog yet a vanguard recruiter at the same time (like Frodo). And perhaps in one way or another, you already are. So consider this our yearly traditional dedication to all of the unsung and true luminary practitioners! This is a new year dedication for those in the frontlines, working daily, managing, and driving the growth of our soon-to-boom business economy — those of you who go unnoticed, but deserve the greatest rewards nonetheless! May your work, passions, and victories be revealed to us all in 2004 and may the new year bring greater rewards for all in the practice of our craft!

Next week, I’ll reveal the final three human capital luminaries for 2004, so stay tuned. In the meantime, remember, if I can be of assistance in anything, I’m here to serve.

——————————————————————————–

H. Martin de’Campo ( martin@humanatek.comThis e-mail address is being protected from spam bots, you need JavaScript enabled to view it ) is the managing principal and founder of Humanatek.com, a professional human capital consulting firm advising the top management of start-ups and Fortune 500 companies on issues of recruitment strategy and technology, executive search, workforce development, Internet recruitment training, and HR consulting. He is also a popular speaker, author, commentator and expert human capital architect. Humanatek is known for its advanced and converged human capital and recruiting solutions, empowering companies to attract, develop and retain talent rapidly, strategically, and comprehensively. Humanatek’s services successfully converge total quality management, benchmark staffing methodologies and computer/Internet technologies, rendering a new and synthesized approach to recruitment and HR consulting.

06/26/2007

ve discovered all the great ways Broadlook Technologies can help you to collect prospecting data, look to Sales Automation Support, Inc. to help you immediately qualify the accounts. Sales Automation Support can help you to leverage the capabilities of their Mobile Marketer and Dialogistics correspondence scheduling and fulfillment systems to provide even greater sales and marketing process improvements. And now, all Broadlook Technologies products will work with Mobile Marketer.

About Sales Automation Support

Sales Automation Support is the world’s leading manufacturer of Communications Support and Correspondence Automation systems featuring on-demand, one-to-one correspondence fulfillment tools for today’s highly mobile sales forces that operate in real-time.
The Company’s communications mobility technology and same-day fulfillment services provide customers with an invaluable set of professional communications automation capabilities that create a significant tactical advantage for their sales, marketing and customer retention programs. Currently they have on-demand fulfillment facilities in Wisconsin and the United Kingdom.

About Mobile Marketer

Mobile Marketer is like a magical secretary that can write, print, sign, mail and help you follow up your marketing letters, campaigns and proposals the same day you ask for them. This combination of software and fulfillment service is distributed through Nextel, T-Mobile and Motorola, so it can be accessed remotely via the internet from a cell phone, a personal digital assistant or simply from a personal computer.

Sales Automation Support, Inc. provides the Sales Support Center functionality to capture a sales correspondent’s signature, letterhead and localization data. They then work with the marketing team to approve Best Practice correspondence for same day fulfillment through their centers in Milwaukee and the United Kingdom. They will help you to gather the current mailing list data and effectively qualify your list. They support sales teams both large and small, working with Fortune accounts all the way to some sole-proprietors who favor the marketing expertise of the staff at Sales Automation Support, Inc. The one thing all users of the Mobile Marketer program have in common is that they sell high-value transactions where the value of a personal relationship is high.

If you want a more effective way to establish new high-value relationships give us a call for an on-line personal demonstration. Let us show you what other companies like Motorola and Nextel like about the marketing professionals at Sales Automation Support, Inc.

Media Contact:

Jessica Knoeck
262-754-8080
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