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Marvin Smith
  • Seattle, WA
  • United States
  • Lockheed Martin
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Latest Activity

Tim Spagnola liked Marvin Smith's blog post What Moneyball Sourcing Teaches Us About Social Recruiting
Feb 2
Paul DeBettignies and Marvin Smith are now friends
Jul 10, 2013
Marvin Smith liked Ryan Leary's page Talent 42: Initiating Contact with Passive Talent via Social Media
Jun 5, 2013
Marvin Smith is attending Ryan Leary's event

Sourcing in 4D with Julia Stone, Founder of BizWerks at Online

June 6, 2013 from 1pm to 2pm
What will Carmen be presenting on?Social media sites are a great way to generate lists of passive candidates.  But what do you do when all you have is a name?  And what's the best way to reach out to someone you don't know?  How do you get more candidates to respond to your calls and emails.  In this fun session, Carmen Hudson will walk you through how she researches (some might say "stalk") passive talent, how to find contact info and how to follow up to get results.In this webinar you will…See More
May 30, 2013
Marvin Smith updated their profile
May 6, 2013
Marvin Smith shared Amanda Ashworth's blog post on Google +1
Mar 2, 2013
Marvin Smith shared Chris Brablc's blog post on Google +1
Feb 24, 2013
Marvin Smith commented on Ryan Leary's blog post 'LinkedIn banishes your ability to post Links on your profile...'
"LinkedIn must be planning to monetize adding content to the groups; the pitfalls of a publicly traded company."
Feb 14, 2013

Profile Information

Marvin Smith
Job Title
Strategic Talent Sourcing
Lockheed Martin
Which best describes your profession?
How many years have you been in the business?
>15 years
Which industries do you work in now?
Conglomerates, Industrial, Services, Technology
How many employees in your company?
Pacific Lutheran University
Are you interested in split placements?
Which conferences do you plan to attend in the next year?
ERE, SHRM, SourceCon
What kind of networking are you open to?
Open networking
How do you introduce yourself to people you meet in business?
Marvin Smith is veteran talent acquisition practitioner who focuses on strategic talent sourcing, talent community building, social recruiting, employment branding, and the use of technology to drive talent identification and engagement strategies.

Marvin has been on teams that were at the forefront of resurgence of talent sourcing as a strategic weapon in talent acquisition. These teams piloted groundbreaking programs (ERE Media Award Winning) work that used business intelligence, data and technology to segment the target talent audiences and build talent pipelines and communities.

Marvin's current role is a Strategic Talent Sourcing Consultant with Lockheed Martin where he is responsible for talent pipeline building for critical skills talent; project management of a RMP (recruitment marketing platform); and driving corporate wide, talent community initiatives. Previously, he served as Senior Research Recruiter on an internal executive recruiting team with the Bill & Melinda Gates Foundation; a Strategic Sourcing Program Manager, with Blackberry (Research In Motion); and a Talent Sourcer/Program Manager for Microsoft.

Marvin is a writer and speaker on the topics of talent communities, strategic talent sourcing, Moneyball Sourcing, and talent acquisition strategies. You can follow his blog ( or follow him on Twitter (@talentcommunity).
Name someone you most admire
John Phillips, Gerry Crispin
Which blogs would you recommend people read?
Boolean Blackbelt, Sourcecon,
What recruiting tools can you not live without?
Online profile/Homepage
LinkedIn Profile
Twitter Profile
Facebook Profile
Google+ Profile

Marvin Smith's Blog

Its Complicated—Living In Confluence

Posted on January 7, 2013 at 6:22pm 0 Comments

Part 2: A Paradigm Shift As Companies Respond to Social


As our story of Living in Confluence continues, we will look at how companies and…


Its Complicated—Living In Confluence

Posted on January 2, 2013 at 11:30pm 0 Comments









Part 1: The Rise of Social In Talent Acquisition



Happy 2013—Here We Go Again

Posted on January 1, 2013 at 2:56pm 0 Comments

Whether we like it or not, 2013 is here. As the calendar turns, it seems a perfect time for reflection, both personally and professionally.  2012 was another year of broken…


What Moneyball Sourcing Teaches Us About Social Recruiting

Posted on February 22, 2012 at 3:00am 6 Comments


The Moneyball Sourcing model also provides a new lens to look at sources of current and future talent.    The Moneyball Sourcing Model follows 3…


What If It Mattered How We Treat Candidates

Posted on January 24, 2012 at 9:30am 18 Comments


Economic challenges are allowing organizations to dodge bullets when it comes to the candidate experience.  But times are changing.  As key talent becomes more difficult to recruit, then brand and reputation matter.  And the candidate experience becomes a more significant influence on those key…


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At 1:17am on July 16, 2008, Paul DeBettignies said…
I am the “Admin” for the Recruiters On LinkedIn group. You have recently joined and this is a "welcome" to the group and "here is how it works".

Over the past year I have been experimenting how best to facilitate members being able to connect with each other. Some want to connect with everyone and some are looking for a few meaningful connections.

1-2 times per week I send a group introduction message with 10-15 new members and reintroducing others.

What this means for you is simple, do you wish to be introduced to the group?

You have 4 options from which to choose:

(A) “Open Networker” with name, email address, and LinkedIn URL as you want to connect with anyone and everyone.

(B) “General Introduction” with name and LinkedIn URL as you are specific about who you want to connect with.

(C) “Lurker” no announcement will be made as you want to be on the sidelines connecting with people as you wish.

(D) “Super Open Networker” which is (A) plus having your contact information on the group page.

A caution on the “Open Networker”, you may be inundated with invitations to connect. For some this is exactly what they are hoping for and others this could be a pain.

I do ask, if you receive invitations from members you do not want to connect with that you “Archive” the message versus “I don’t know” so the sender is not penalized by LinkedIn although how you handle this is up to you.

Again your options are (A), (B), (C), (D).

Please include your LinkedIn URL and email address you prefer to receive invitations and send to

Thank you for your time.


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