Bringing on Some New Faces!

Comrise is doing it again!

We're looking to hire some new faces for the next iteration of our Leadership and Mentorship Program! We're looking for aggressive folks, probably relatively recent graduates (or December 2011 grads), for entry-level Account Executive and Recruiter positions! We want some energetic and enthusiastic people to come in here and sweep us off our feet - really prove that you want this opportunity and you're going to take it and make the most of it!

See below for the official job description. Anyone interested can send their resume as an attachment to Campus@Comrise.com to apply!

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Our Leadership & Mentorship Program is designed for recent college graduates (Spring 2011 or December 2011) who are interested in pursuing an opportunity within a challenging, collaborative, fast-paced, and entrepreneurial environment. We’re looking for highly motivated self-starters that want to grow with our business and will be committed to our mission.

Comrise will be interviewing recent college graduates for immediate hire. Individuals hired will:

• Work full-time in our Hazlet, NJ office


• Be self-motivated and be able to multi-task


• Possess a strong work ethic and be very career driven


• Have the opportunity to earn up to double their base salary in additional commission and bonuses


• Be trained in the Business Development and Recruiting operations of the company


• Possess excellent interpersonal and written communications skills


• Have a BA/BS Degree (all majors considered, IT or Technology related majors are a plus but not required)


• Be enthusiastic about having regular contact with clients and building client relationships


• Be proficient with the Microsoft Office Suite

Applicants selected for our Leadership and Mentorship Program will be trained and mentored by members of Comrise’s Team including Senior Technical Recruiters, Sales Account Executives, and Comrise Management.

Hired associates will begin with technical recruiting and working alongside Senior Technical Recruiters to get a hands-on overview of the core Comrise’s business function, and will have the opportunity to grow into multiple positions within the company, including both Account Executive and Technical Recruiter positions.

LMP2 Training Week 3

The third week of training at Comrise was, in my opinion, the most interesting of the three. As the trusted Sales Support Associate at Comrise, I found the Account Executive aspect of this business rather intriguing. Recruiting is certainly the cream of the crop when it comes to the staffing industry, so learning about sales seemed like a breath of fresh air. Nonetheless, this was the last week of training for us LMP2s and we came out more knowledgeable about IT terminology than we’ve ever been. Basically, this week was all about dotting the i’s and crossing the t’s to see how the entire staffing process came together. We learned about the art of cold calling and that there did indeed exist a more friendly type of calling, known as warm cold calling. I found that the differences between being an AE and a recruiter are quite vast, though often run parallel. While being a recruiter requires being able to spark a conversation and build rapport out of thin air each candidate at a time, an AE’s focus is more on the long run, maintaining that relationship for future job reqs.

What I really liked about training was being able to shadow senior level Account Executive's and Technical Recruiters and see the different tactics and techniques everyone uses, making each style work for them. I find it so interesting and yet still ponder on how I will fit in that picture. I am looking forward to seeing what I can do to help further Comrise as a company and more importantly develop in my own career.

LMP Week 2

Well it has been 2 weeks since we started the LMP2 program and we have officially gone through the entire recruiting process and I was able to see what I would eventually be doing while working at Comrise. We had sessions in the morning and then the afternoon was followed by shadowing the recruiters. This gave us an opportunity to see how different recruiters have different styles and tactics they use to find candidates for jobs. Next week we will get an opportunity to learn about what the account executives do which is the other half of the staffing business. All of this training will lead up to our final exam after which we dive right in and contribute to this fine company.

This past week was also a lot of fun because we had an opportunity to go a great Chinese restaurant to celebrate Chinese New Year. This was a chance to relax with the entire Comrise staff and get to know one another while eating some great food.

I am looking forward to starting my job as a recruiter and working with the entire staff here at Comrise. Everyone here has been very helpful and friendly and working with them will be a very rewarding experience as well as a lot of fun. The leadership and mentorship program here is definitely a great way to start within the company and will provide you with all the skills necessary to be successful in this business.

1st LMP training week

My first week as a LMP associate was an eye opening experience with an intense training program; to effectively prepare me for my future career endeavors within Comrise. The staff and management took the time to instruct concise, informative lectures and programs. In the first week the conductor of the class was a former LMP associate, Todd Snider. He took on the challenge to revamp and extend the LMP program, while making it a more detailed training program. Our first week topics were the recruiting and sales process, a formal introduction to Comrise and effective candidate screening. As the weeks follow, I am looking forward to learning more about negotiation tactic, closing deals, time management and maintaining good relations with our clients.

The Comrise management team is also one of the warmest and kindest staffing team anyone could ever meet! Comrise has truly invested their time not only into their clients and consulting, but to their LMP associates as well. They prioritize solid relationship with their LMP associates because they truly want to see us succeed develop in our new careers here at Comrise.

P.S. The next LMP Class has a great path in front of them. No matter what they do, they will grow! No “mess-up” is a mistake…it’s a real life learning experience!

Looking Back - Part 2

I am a recent May 2010 graduate from Rutgers University who was brought onto the Comrise team as a part of our LMP Class 1. I began my career here with Comrise learning the core of the staffing business as a recruiter. I then went on to further learn about Sales and Marketing. I primarily serve as the Marketing Associate along side as the Supplier Diversity Coordinator, Community Chair, and Business Development Associate. I enjoy serving in many areas within the company and find that working in all of these functions has allowed me to fully learn about the business world, staffing in specific.

A further look into what I’ve worked on while at Comrise:

- In the marketing arena, I currently carry out all marketing duties including: creating marketing material, website design, working closely with our e-marketing initiatives, etc.
- I fully embraced the importance of diversity and was given the privilege of attending the NMSCD Supplier Diversity Conference in Miami. I was able to leverage the contacts I made to build trustworthy and fruitful business relationships with Fortune 500 companies.
- I have also held many community events, including: a blood drive, toy drive, food drive, while many more community outreach events are on the way.
- With my sales activities, I was able bring in a new client, allowing Comrise to break into the European Market.


To read about Todd's experiences, please see Looking Back - Part 1.

Looking Back - Part 1

I joined Comrise in June 2010 as a fresh college graduate, entering the Leadership and Mentorship Program. After training in multiple aspects of the business, I now serve in multiple roles throughout the company. I am a member of the Data Team, keeping a watchful eye over Comrise’s proprietary database, running reports and looking for ways to increase efficiency in how the database is used. I serve as an Account Executive for several clients, with a focus on financial firms in the tri-state area. My primary role is to lead up the new Mobility Practice that Comrise is launching, developing a specialization in mobile technologies. This role includes new business development as well as technical recruiting in that area. I have also recently begun leading the training of more recent college hires, ensuring that future classes of college graduates receive the best possible training upon joining the company.

I look forward to ensuring the continued success of Comrise in the variety of roles that I perform in the company.


To read about Mansi's experiences, please see Looking Back - Part 2.

Leadership & Mentorship Program 1.5!

You heard right! Comrise will be launching its 2nd (well actually 1.5) Leadership & Mentorship program (formerly known as Leadership in Training) in the beginning of January 2011.

Originally the plans were to launch the 2nd annual Leadership in June of 2011, but because of the results produced by the 1st LMP class (Kudos Todd Snider, Mansi Patel, and Dhawal Kapadia), we are starting earlier in our recruiting process.

By mid-January, we will be bringing more bright, young minds on board to join the diverse and established Comrise team of Technical Recruiters and Account Managers.

Below is a brief overview of the Leadership & Mentorship Program. If you are a recent graduate and interested in applying for the program, visit our website and search:

à "Associate, Leadership and Mentorship Program 2011"

à under "Job Search"

à select "Apply."

Overview:

Comrise’s Leadership & Mentorship Program is a full-time opportunity designed for recent college graduates, who are self-starters interested in working in a collaborative, fast-paced, and entrepreneurial environment. This is a program designed for Associates to begin by becoming fluent in the core competency of our business, which is technical recruiting. To ensure the professional development and fluency of our Leadership and Mentorship Program Associates, Comrise provides mentorship from our highly qualified and experienced technical recruiting and business development teams. By learning and experiencing the core function of the business, associates will facilitate their transformation into future leaders.

Qualifications:

Candidates must be have a Bachelors degree - All majors excepted (B.S. in Computer Science, Information Systems, Engineering, or a related field is preferred) Overall understanding of Information Technology (IT) is preferred. Knowledge of Boolean search techniques and social networking such as LinkedIn and Facebook is strongly preferred Demonstrated experience in internet based research Excellent interpersonal skills required and experience with cold-calling or other professional phone call activity is a plus. Ability to work in a team-oriented environment Proficiency in MS Word, Excel, and Outlook is required

Questions or inquiries about the program? E-mail leadership@comrise.com

Sales 101

Sales has a bad reputation in the world of business. Sales associates have been stereotyped as people who could possibly go to the extent of selling their souls to make a sale.

The general manager of Comrise Technology, Thomas Liou, describes sales as the “frontline of the economy,” and a successful sales executive as “a facilitator between an opportunity and a candidate.” In more simpler terms, sales is merely the act of selling products and services in return for money – which is what the economy depends on!

The members of the Leadership in Training Program at Comrise Technology are quickly transitioning into the next rotation – Sales.
In our first training session we learned about the challenges and dynamics of sales. It is a discipline which requires innovative and benevolent individuals, who are prepared to lead fast-paced lives. The following are few points which can make a great recipe for success for great salesmen:

- Initiate: A good salesmen is one who takes the initiative to meet with clients for face-to-face meetings to not only build, but also maintain relationships.
- Driven: Sales is all results driven. The most motivated salesmen are ones with the drive and ambition to hit the target for success.
- Imagination: It is a salesmen’s instinct to find what their clients need, and not just sell something that’s on the plate. This leads into the next point…
- Work Ethic: A good salesmen’s self-confidence in their products and services, as well as their team, plays a key role at work. If salesmen do not have faith in their team or the products or service they are selling, they are bound to fail. Moreover, it is important to be honest and genuine with clients. The job of a salesman is not to fool clients into buying a product or service that needs to be sold, but to provide products or services which are needed by their clients!

The Art of Intrapreneurship

So you're probably wondering what an intrapreneur is? An Intrapraneur is someone who does entrepreneurial things within an existing corporate context. A Change Agent. A visionary who can also drive the change he/she sees. Someone who brings new possibilities into reality - not for their own purposes, but to build, grow or improve an existing company. In the staffing industry, constant innovation and intrapreneurship is definitely a mechanism that be put to greater use to help companies avoid stagnation and foster consistent future growth and success. Comrise does.

Most firms are able to create competitive advantages by finding new and better ways to compete in any given industry and staffing firms are no different. Agreed, that companies such as Comrise are not really creating a “product” that they can innovate, however, the fundamental values at the core of intrapreneurship can be undoubtedly applied to staffing firms and their employees to help improve performance and business processes– starting with inventive changes from the inside.

These are the top 4 characteristics that I believe make the foundation of the intrapreneur:

Creativity. This is one of the most important attributes of intrapreneurs. They don’t see what is but what could be. This translates to always having the “creativity” switch powered on. Such a mindset allows the intrapreneur to consistently superimpose a view of the future on the present.

Agility. Intrapreneurs must be willing and able to roll with the punches and be quick enough to find new directions and opportunities to make progress. It definitely helps to take the initiative and do some independent research in order to avoid being slowed down by learning curves, etc.

Persistence. It is not always important to hit a “home-run”, so to speak, in every discussion or presentation. I have realized that it is much more important to be bigger than any one day or any specific (crushing) decision. Listen to and accept feedback/criticism, and use it to improve yourself and ultimately, the company.

Commitment. Something I recall from one of Guy Kawasaki’s speeches, is that an intrapreneur must be infected with “a love for what the team is doing”. It is important to hire and retain people in a business that actually “get it” and “love it”.

Employees should continuously build their personal entrepreneurial toolkit by learning on and off the job. By taking on multiple, multi-functional, challenging jobs within the company and by learning the art of taking calculated risks (frequently), not only will the company benefit, but the employee may also benefit a great deal. After learning about the complacent attitude and conservative approach taken by many other staffing firms within the industry, I am glad to see Comrise is taking measures to embrace and foster this intrapreneurial thinking and subsequently use it to drive its ambitious growth strategy.

Personally speaking, the intrapreneurial drive is one of the keys to keeping me focused on innovation in the workplace. If I’m not doing something innovative, the intrapreneurial urge kicks in and starts driving me in that direction. For young and dynamic companies such as Comrise, mastering the art of intrapreneurship is very important, and we do realize that. If implemented the right way, it will undoubtedly help many staffing firms such as ours to establish sustained profitability and powerful market presence within an industry that has always been characterized as having a very wide-open playing field.

A True Summer Internship Experience

I just wrapped up my summer internship here at Comrise, and as I brainstormed what to write in my last blog post (spontaneous writing is not my forte), I had trouble settling on one topic since I was so intent on finding one that would allow me to create the perfect, final entry. If you recall, last time I wrote a post, the Comrise team had just come together to work on several particularly difficult job reqs, so it was simple for me to choose something to write about. As luck would have it, however, the Comrise team came together once again last week, and even if the occasion doesn't lead me to write the perfect post, at least I'm staying consistent with the underlying themes of unity and togetherness.

This past week, we had our Town Hall, and it was the first time I saw all the Comrise employees gather in one setting. The topic of discussion centered around what our Comrise culture was and what we wanted it to be going forward. A Town Hall, in its traditional sense, is generally known to be an opportunity to vent any frustrations and offer suggestions for improvement, so not surprisingly, I expected to see just that in our meeting. However, this was not the case. As we went around to share thoughts, some praised their fellow colleagues for their contributions, some explained how they pitched our close-knit culture to other companies as a key differentiator, and some simply expressed how grateful they were for everything Comrise offers its employees. Sure, we all recognized that we faced significant challenges in our industry, with the economic situation, various governmental reforms, and the competitive landscape, but we were optimistic--optimistic that our culture and the way we operated would lead to success. "We are in it to win it," our manager repeated.

I am not saying that Comrise is perfect; we have our share of problems like anyone else. The difference is that we as employees, no matter our rank or job title, can voice our concerns freely, and our management cares enough to resolve them as quickly as humanly possible. It's not uncommon to see our manager or other directors walk around the office and ask how everyone is doing and how they can be of service to us. Because of this, we can share our problems as they come; we don't need to wait for a Town Hall to throw out suggestions and frustrations, and that's likely why our meeting went as smoothly as it did.

The Town Hall was a truly humbling experience and the perfect way to end my internship. I felt privileged to have spent my summer at a place where I could apply my knowledge and have ownership over my projects. A place where I was mentored and allowed to mentor. A place where I was challenged and pushed to think. And of course, a place where I could laugh, joke around, and have a good time. For all this, I thank the Comrise family for daring to invest in me as an intern, for patiently watching me learn and guiding me along the way, and for giving me the opportunity to use my skills and experience to excel. Thank you, Comrise.

“You’re going to be a recruiter? You’re going to be GOD!”

A few weeks ago when a recruiter called me, I didn’t like them! I felt like they were lying to me about jobs, or finding ways to trick me into paying them; I just did not trust their motives. I didn’t think they cared enough to actually screen my credentials to find me job.

I was one of the many students ready to graduate, but without a job opportunity to secure my future. I was one of the many who felt the stress and pressure of unemployment. I was one of them few weeks ago… and then I got a call from Comrise Technology!

When I shared the news with one my friends and described my role in the company her reaction was, “You’re going to be a recruiter? You’re going to be GOD!” I obviously laughed at the time, but at the end of my second work-week I realize that being a recruiter is no joke. We are not here to cheat anyone. We, as recruiters, are just doing our job and helping others get jobs – it’s that simple. However, the process isn’t.

My second week started this Monday with a recruiter training session, which briefed us about sourcing and finding candidates. The following days of the week I practiced sourcing which included identifying candidates who matched the job requirements, screening them, and following up with my senior recruiters. I felt the pressure of the industry when I just couldn’t find the right candidates who matched the requirements, didn’t call back or respond to my email, or had an amazing resume but no contact information. And finally on Friday I managed to forward some good candidates to my seniors, which felt like a big achievement and definitely prepared me for the weeks to come.

Lessons learned so far:

• Understand the job requirement and job boards.
• When in doubt, just ask.
• Work SMART, not hard!
• ...and we are not God, not trying to be; we’re just trying to help.

Teamwork with a Hint of Luck

Julie here, bringing you another week of LMP updates. I technically started out as an intern early June, but I've officially become more and more of an LMP member (recently added onto the email listserv!). Anyhow, I can't talk about my experience at Comrise without describing the culture and the people. From day one, the GM, Tom, stressed to us the value of teamwork, telling us we'd have to be leaders and followers, always ready to step up and make the star plays on the court and to sit on the sidelines and hand water to our teammates as they made those game-winning shots. Since then, I've seen how that value has been internalized in our culture; everyone has been so willing to help each other, whether one's on maternity leave, out sick, or just another new employee like me. Simply put, the people here are awesome to be around. Plus, they all have diverse backgrounds and interesting stories to share (maybe a perk to being a minority-owned company!).

As I wrap up my third week of sourcing, there's an interesting point I'd like to share about it. Sure, there's a lot skill and experience needed, whether in understanding the technical requirements, creating the perfect Boolean string, or snuffing out the bad resumes, but there's also a hint of luck involved. Sometimes, you're given a straightforward job requirement (shortened to "req") with simple keywords to put in the search box and candidates responding promptly to your calls and emails, and other times, you're hit with a crazy req filled with rare skills and candidates that just don't feel like picking up their phones that day. As job seekers, we're always worried about bad luck coming our way and having that one recruiter read our resume that was having a bad day or simply didn't like our interest in classical music. Well, on the flip side, we as recruiters worry about bad luck and having our ideal candidate accidentally skip over our email or get an offer the minute before we call.

Either way, how do we avoid this bad luck? We can't. But we can increase our probability of success. Remember that great thing called teamwork? This week, we received several difficult, somewhat impossible reqs, but we sat down together as a company and decided that we'd all be working together, full-force, since we understood the importance of fulfilling these top-priority reqs. Immediately after dispersing from the meeting, everyone jumped onto job boards, called former connections, and brainstormed new ways to find candidates. It was amazing to see how when faced with a company-wide challenge, we all quickly dropped our tasks at hand and adapted our schedules to focus on our new priority. Undoubtedly, having the entire team work together helped us get more submittals than a few recruiters could have pulled off alone. Hence, we saw firsthand the importance of teamwork (mixed with a bit of luck) and why it is one of our core values.

“Teamwork must be at the core of the Comrise culture, and we should strive to be as collaborative as possible. This teamwork shall be built on the principles of mutual trust, mutual respect, effective communication, accountability, candor, and integrity.”

On the Other Side of the Résumé

Just a few months ago, I was hard at work perfecting my résumé, researching for job fairs, and practicing for interviews. I was a set-to-graduate college senior with no plans ahead of me. I read guides on résumé-crafting, I compared with friends’ templates, and did my very best to make that document as clean, professional, and impressive as possible.

And now I’m on the other side of the résumé.

My name is Todd, and I judge résumés.

Sure, I’m still in the training process and I’ve got a whole bunch of side projects, but my current day-in-day-out is résumés. Reading, scanning, analyzing, judging. I used to be a nervous aimless applicant, and now I play the part of the first sentinel on the road to being hired. That average 10-30 seconds a recruiter looks at a résumé before deciding to pass or pursue? Those seconds add up to make my day. Too many spelling or grammar mistakes? No thanks. Too far from the job site? Next. Wrong past job titles? Pass. Not enough experience with a skillset? Moving on.

It’s quite the change in perspective, but what can I do but try to make the best of it? If I’m going to do it, I might as well do my best to do it well. So review I do. Eventually, the absurdity will surely wear off. But until then, I’m working hard to let myself get more comfortable doing this job, a job that has to be done. My reassurance comes from knowing that, for those people whose résumés just might be good enough, I’m the first step on the way to employment. And what could make you feel better than getting someone hired?

Our Continued Experience with Comrise

Hi my name is Mansi Patel and I am a fresh graduate from Rutgers University. I graduated with a degree in Communication and Psychology as I humbly find myself in the staffing industry. My previous internships have allowed me to walk into Comrise Technology's doors with some experience on my back. I spent one year at Masala Communications as the PR/ Marketing Intern and later almost ten months at Liz Claiborne Inc. as their Corporate Communications Intern.

After a well developed first week of training here at Comrise Technology, our more experienced recruiters allowed us to dive right into the most basic aspect of recruiting: sourcing and screening candidates. It is fascinating to now know the number of details that are considered in finding exactly what our clients are looking for. It was just yesterday that my recruiter and I submitted my first candidate (QA/UAT Tester); we are confident that our client will see the same potential in her as we did.

I think many of my colleagues can agree that Comrise Technology seems to offer a certain sense of satisfaction upon completing our workday. Not every young adult gets to say that they not only have a job themselves, but also played a major role in finding someone else a job. I am excited to see Comrise Technology grow in this turbulent economy and rise to exceed it’s perceived potential.

Check in next week to hear more about our progression with the company as LMP Associates!!

Leadership and Training Program Begins

Hello my name is Dhawal – In terms of my educational background, I attended Rutgers University in NJ with a focus on Economics. Prior to this I attended Babson College in Wellesley, MA with a large portion of coursework in Finance and Entrepreneurship. I formerly have had experiences within the Financial Services, IT and Sales sectors which I have greatly enjoyed. I recently became a part of the Leadership in Training Program at Comrise and just on the fourth day, I feel that I am already immersed in the company’s motivated team environment.

The entrepreneurial and diverse community of Comrise has proven to be a good fit for me thus far. The learning curves for the industry as well as the operational components of the company itself are high in many ways. However, the accelerated nature of the program definitely makes it interesting to constantly be learning more. The in-depth exposure to the industry has been quite useful so far and the very approachable management team has also helped extensively along the way.

The first week has had more of an emphasis on ensuring that a fundamental grasp is made on factors such as industry data and internal details regarding the company as well as the program structure. Nonetheless, the Leadership and Training team has already started researching potential international clients while simultaneously expanding our knowledge of the industry and its many competitors. Definitely looking forward to future weeks - Stay tuned for additional blog posts as I get a bit more acclimated with the company!

Life As An Intern At Comrise

My name is Brendan and I am working this summer as an intern at Comrise Technology. I am currently a senior at Holmdel High School and will be attending Colby College in Waterville, Maine this fall. I try to stay active at school and I am a member of the Holmdel’s varsity swim team as well as the school Jazz Band. As of today, I have already been working one week at Comrise, and so far so good.

Although this is my first job in an official office setting, I have really enjoyed it and I am looking forward to working here the rest of the summer. My first task here at Comrise is to revamp the Comrise Facebook page, so be sure to keep an eye on it and “like” our page if you haven’t already. Soon the Facebook site should include a brief history about the company and will include a few case studies. The Facebook site is my big project for the week, but check in soon for more updates.

Recruiting Leaders

So far, our search to find a great 2010 Leadership in Training team has been a success. We had a very long, enriching Campus Recruitment season. Here is an in depth look at some of the wonderful candidates we had attend our Open House "super days" in March 2010. Thanks so much to all who attended and everyone who came out for campus recruiting, too.

They flew, drove, came by bus and train prepared to win a prized seat at Comrise. From Boston, NY, Pittsburgh and NJ they came, all ready to play the Comrise game. We threw down the gauntlet and off they ran. All dressed for success and well prepared, they shook hands, sat down, then ran around.

One arrived at 3 a.m. and laughed about his journey. He didn't miss a beat throughout the day. One explained how she wakes up at 4:30 to work out each day. Each person told a unique tale of leadership, accomplishment, and personality. They drew cities together without saying a word - debated social networks tie or win - recruited talent and revised budgets. Aside from very challenging classes, each talked about their work, their families, their faith, their activities and hopes for their future They explained how they could be an asset to the Comrise team

One story was better than the next - one played piano at Carnegie Hall - one graduates from Carnegie Mellon speaking Chinese and having already taught English in Shanghai. The piano player also skied moguls - to challenge himself. One owns an independent record label and clothing company. One was President of the Malaysian & Indonesian Students Society and in two years increased membership by 200% . One marketed the advantages of Newark, NJ to its business owners. One caddied - One campaigned for the President, One worked for the State's Attorney General. One was a member of the Women's Varsity Swimming and Diving Team.

They worked for MTV, Liz Claiborne, Rutgers Football, iCIMS, Thomson Reuters, Morgan Stanley, Pfizer, J&J, Becton Dickinson, The Boston Red Sox, Phillip Morris, Duane Reade. One works at Nobu and meets the stars.

They believe in service to others and live that belief. One raised $330,000 to send 650 students on Spring Break service trips to build homes in impoverished communities and also ran the college's financially independent newspaper, rescuing it from bankruptcy. Another raised $10,000O for a service trip to Mississippi. One adopted and worked to support a local grade school hoping to encourage kids to continue their education, and many more stories.

Together, they speak Mandarin, Maylay, Spanish, Latin, Hindi, Bengali, Hebrew, Urdu, Gujarati and English.

They attend: NYU, BC, Rutgers, and Carnegie Mellon,

If we listed all of their honors, they'd fill the whole page.

At the end of the day, each streamed out the door - with much of the energy they had coming in. Their enthusiasm was contagious. The hardest part is to select the best. We all look forward to their arrival in June.

Associate Leadership in Training -

Learn, Grow, Lead, and Succeed

Comrise is stepping out to Job Fairs, On Campus Recruiting, and other campus events in 2010. We're hoping to reach prospective individuals that would be a perfect fit for our business. For questions regarding our current campus initiatives, please call Comrise at 1-800-862-2330.

Program Overview

Comrise's Leadership in Training Program will include training in all aspects of Comrise’s operations. We're hiring associates who will primarily work in our Headquarters office in Hazlet, NJ. In the near future,We plan to include even more positions at both our headquarters and other locations.

Interested? Our team will provide you with the training and tools you'll need to succeed in our industry. There will be basic business training and rotational programs to familiarize you with our company, culture, services, and workflows. Our assosciates will work in the roles of marketing, sales, recruiting, and more.

Eligibility
If you have a passionate drive, a GPA greater than 3.0, and will graduate with a Bachelor's Degree by May 2010, we invite you to apply online or meet with members of the Comrise team at a job-fair nearest you. Our schedule for Spring 2010 is below. For on campus interviews, please apply through your career center to be considered.