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Technology Stocks : TAVA Technologies (TAVA-NASDAQ) -- Ignore unavailable to you. Want to Upgrade?

To: AHM who wrote (23005)	9/3/1998 5:45:00 PM
From: jwk	Respond to of 31646

AHM -- the concept of Mac TAVA has been discussed here at length in the past in regards to this issue. Perhaps some of the more astute posters here could point you to a quick tutorial on it.

To: AHM who wrote (23005)	9/3/1998 6:08:00 PM
From: Steve Sanchez	Read Replies (1) \| Respond to of 31646

AHM, the following is from the May 1998 Conference Call concerning recruiting. while some of the points made have obviously changed, some still apply: Doug Kelsall: ... We have been- Neil, this is Doug Kelsall. We've been fairly successful in hiring people without using headhunters. We have had to do that in certain cases. But we've been able to recruit good quality candidates, most through our internal network of, you know, friends of employees of the company and different people that we've hired into the company that know co-workers from where they came from or whatever. And I think there's a lot of excitement about what we're doing in this industry versus other companies. We're clearly, you know, a younger company that's growing rapidly and I think has less bureaucracy than maybe some of the other people that we're able to attract candidates from. So we have been able to hire a number of people, again, without using headhunters. Whether we're going to be able to continue to do that or not, I think is open to question. We do have a good backlog of candidates and applicants that we're looking at. But, you know, there is a point when we'll need to use headhunters more at an increased cost. But I think a number of 70 employees on a $130,000 recruiting cost is not that high. And I think that you can see where that number will certainly double if we hired 150. (Neil) Cooper: Okay. What about acquisitions in order to get those people? John Jenkins: We're still driving down that path, Neil. We've got several things that we're looking at there, nothing that I'm prepared to address specifically yet. You know, the acquisition is an obvious route. But in terms of bringing net people, you know, to the task, you know, presumably we're going to look at companies who are already busy. They provide some geographical fill-in and again, sort of extend the network. What I'll say again on the recruiting challenge for us is that we do have now 12 offices across the United States. So you take the 150 and break that up over 12 different locations, it's much less a daunting figure than if you're trying to imagine jamming that all out of the Denver market. So it's a, you know, it's a big number, and it's not an insignificant challenge, but we've got a lot of momentum in the pipeline already. And, you know, I think one of the things that come (sic) out of the San Diego conference- somebody asked about that before. I looked around the room and looked at the faces of people that have joined this company from much more "well known" organizations, such as the Raytheons and the, I'll say, (Baileys) and people like that. There's a lot to be said about their beliefs and what we've got going here. vcall.com best of luck, steve