How to Hire a Hustler

Posted on December 12, 2014 by Tim Sackett

Hustle: (via Marriam-Webster) “to sell or promote energetically and aggressively”.

Hustle: (via Urban Dictionary) “Anything you need to do to make money”.

Hustle: (via Sackett) “Getting sh*t done with a smile”.

I’ve been thinking a lot lately on what really makes someone successful. I know folks who are completely brilliant, in a way most of us can’t even comprehend, both intellectually and creatively. I know why they’re successful. I also know of people who don’t seem to be the smartest, or the most creative, but they are also super successful. Those are the ones that make me wonder, what makes them successful?

They know how to hustle.

I say that will a love for what they do. Most people can’t hustle. It’s not in their makeup, their DNA. It’s not a skill you can learn, you are either born a hustler, or you’re not. Hustling gets a negative connotation. When in reality, it’s not always negative. I find those people who I’ve worked for that have a hustler’s mentality can be highly professional and highly successful.

The thing is, there is really no replacement for hustle.

Not every organization needs people with that skill, and I don’t think I would want an entire organization of hustlers! You need some, though, and you need them in the right positions. Hustlers know how to get things done in an organization. They know how to make people feel like both sides won. Some of the best hustlers I know in HR are on the labor relations side of the business. Contract negotiations are usually one big hustle!

I wish someone would come up with an assessment that measured someones hustle level! Hey, HR Tech, get on that! I’m buying.

Here’s the traits I think you need to find when assessing someone’s hustle level:

1. Are they willing to what it takes to be successful in whatever role it is you’ll be putting them in?

2. Do they have an entrepreneurial spirit?

3. Are they self-driven and ambitious?

4. Do they like competition?

5. Do they enjoy interacting with others?

6. Do they have a high tolerance to handle rejection?

7. Are they coachable and willing to adapt?

I don’t care what kind of department you are running in an organization, you can benefit from having a hustler on your team. I think you could take most street hustlers off the street, clean them up in a corporate professional way, teach them corporate language, and they would thrive in corporate America! No formal education. No skills. Just hustle. Let’s face it, most of what we do in corporate America is hustle!

The Real HR and Talent Job Titles

Posted on December 11, 2014 by Tim Sackett

I have a feeling HR and Talent Acquisition would look a lot different if we were to use job titles that more clearly explained what those roles actually did. Here are some of the ideas I had:

Current Job Title	Actual Duties Job Title
Corporate Recruiter	Post Jobs on Internal Career Site Pro
Agency Recruiter	Mine Resume Database Pro
Corporate Sourcing Pro	Search the Internet All Day Pro
Agency Sourcing Pro	Search the Internet All Day and All Night Pro
Employee Relations Manager	Professional Kleenex Hander-Outer
Employment Brand Manager	Professional Work Environment Maker-Upper
Compensation Pro	Market Ranger Maker-Upper
Benefits Pro	Finder of Benefits I Like Pro
Diversity Manager	Developer of United Colors of Benetton Culture
Human Resource Manager	Employee Fire Fighter
Human Resource Director	People Accountability Officer
Vice President of Human Resources	Wizard of People Bull Shit
Chief Human Resource Officer	Deepak Chopra of Corporate Leadership

What do you think? Do you have better ones? Share them in the comments!

T3 – Swoop Talent

Posted on December 9, 2014 by Tim Sackett

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market. None of the companies who I highlight are paying me for this promotion. There are so many really cool things going on in the space and I wanted to educate myself and share what I find. If you want to be T3 – send me a note.

This week I’m looking at Swoop Talent. When I first contacted, industry veteran, Stacy Chapman to talk to her about her company Swoop, I assumed I would be demoing a basic, straight forward people aggregator. Boy, was I wrong, and in for a treat! That is how Swoop first got started, but that is not where it’s going.

Swoop is a social sourcing tool for sure, but they are beginning to pivot away from just social sourcing, people aggregation, and into the world of solving talent acquisitions problems of having all of the people record data amongst disparate systems. What does that mean? Right now you have candidate data all over the place. Your own ATS. Social profiles on systems like LinkedIn, social profiles from people aggregators, your employee referral tool, etc. Basically, you’ve got potential candidates strung all over the place.

Sure you try and pull them all into your ATS, but even your ATS can be bear to search and retrieve. Swoop solves all of this by building one talent record off all of your data from ATS to Email to CRM to Resumes to Social, and gives you one single view of talent. Going to do campus hiring and the college kids are handing you paper resumes? Swoop allows you to take a pic with your phone and automatically builds a talent record of this kid, with their resume and their social profiles.

Swoop basically takes the overlap of records out of your disparate systems and gives you one true view of what your talent landscape truly looks like. Why is this important? You need to know what system(s) are delivering you the most talent, the best talent, how should I spend my recruitment marketing dollars. Swoop answers all these questions, and has great data visualization as well, to help tell the story of what’s going on in the markets you’re going after.

5 Things I really liked about Swoop:

1. Swoop integrates your own ATS data. This allows you to use their search capability to mine your own ATS. Can’t stand Taleo’s search functionality? Swoop solves this.

2. Swoop still has over 150 million talent profiles, so you still get great sourcing technology, the difference is unifying this with all your other data gives you a much more complete sourcing tool, that eliminates the overlap and waste. Plus, it automatically updates profiles as well, behind the scene, so you aren’t looking at some old ATS record from three years ago.

3. The product actually mines and helps uncover some real talent gold within your own ATS. I see this constantly with RPO clients we work with. Once we get into their ATS, we find great talent just sitting there they had no idea was already in their system.

4. Swoop gives talent executives an understanding about talent markets they operate in unlike anything else I’ve seen. This is important when making financial decisions on what products to continue, to purchase new, to stop using altogether, etc.

5. The college recruiting piece is easy. For those that go out to campus and need to get all this data back into their systems, you know what a pain this can be. Swoop makes this really easy, and functional.

Not many people know the capabilities of where Swoop is right now. They haven’t gone out publicly in a big way yet, and marketing will start soon. This is an enterprise play to be sure, implementation costs run $10-20K based on size, and annual costs run around $.15 or less per record. Overall, that isn’t really that big of a cost when you really understand the capabilities you gain with Swoop.

If you’re using a bunch of tools right now to source talent it’s really worth your time to demo Swoop and see how they can help you. If you’re using one of the giant HRM systems, like Taleo, Bullhorn, Successfactors, etc., it’s also probably worth your time to demo as well.

Where Have All The Recruiters Gone?

Posted on November 26, 2014 by Tim Sackett

Originally posted on Fistful of Talent back in April 2011. Maureen Sharib reminded me of this on Twitter and I wanted to share. Enjoy.

I don’t get it – I don’t get why somehow over the past 5 years it’s not alright to be called a “Recruiter.”

Okay, let me back up a bit. I’m sick of hearing about “Sourcers”! You know what a Sourcer is? It’s someone who can’t close a candidate. In the beginning, recruiters had to do it all – put together the JD, come up with a marketing plan (oh, I’m sorry we call that “sourcing plan” now), go out and actually find the candidates (oh, my bad again “go out and source”) and then we had to actually call up the candidate and see if they were someone we had interest in moving forward into the process.

Look, I’ve seen the recruiting desk cut up more ways than a mom trying to be creative with a PB&J in May, after making 180 PB&J’s throughout the year (parents making their kids lunch each day get this reference, others won’t!). I get that it can be more “efficient” to separate out “Sourcing” and “Recruiting.” I read 7 Habits, you didn’t discover something new, companies have been cutting up the recruiting desk for decades. In 1993, I was hired into staffing to be a “Research Assistant”. Guess what that was? Yeah, some idiot who didn’t know how to close (yet) but could go out and find potential interested candidates (by any means necessary) to give to the “real” recruiter who could close them on a position.

So, here’s the rub, right? Who’s better, Sourcers or Recruiters? I’m guessing in most organizations using this model, they are selling it as if they are equal, which blows all of your efficiency right off the bat. They aren’t equal, one is collecting shells on a beach and one is polishing shells and telling sucker tourists how rare and valuable they are to make a buck and keep the lights on. If the shell picker-upper went away, would the shell polisher/seller go out of business? Hell no, they’d take their butt over to the beach, pick up some shells, take them back to the shop, polish them up and sell them. Would they be as successful? No, but it’s all relative since they also wouldn’t be paying the overhead of Mr. Picker-upper.

I actually like the Sourcing and Recruiting dual model in shops that have that kind of volume, it makes sense. Someone who is exceptional at sourcing combined with someone who is fantastic at recruiting will place more great talent than 3 people all doing it on their own. But let’s not start handing out trophies to the Sourcer. I can train anyone to source. I’ve failed many times at training someone to close. One of those skills is transactional. One is transformational.

There are a number of companies right now in India that for pennies on the dollar will source candidates for you, and they’ll do it better than Steve who is sitting on Facebook right now “building his Talent Community”. It’s transactional. It’s a process. it can be outsourced without a slightest blip to your recruiting function.

And okay, haters, before you go all crazy in the comments, let me say this, I think the sourcing technology, tools, etc. are all great. I love reading and trying out the techniques that are shared constantly by FOT’s own Kelly Dingee, or others like Glen Cathey, Amybeth Hale, Maureen Sharib, Jim Stroud, etc. (it’s amazing industry changing stuff). I don’t hate sourcing. In the right organization it makes perfect sense, but be careful. What I find is that many organizations want to move their best sourcers to recruiting and they fail because it’s two different skill sets. Don’t make that mistake.

So, where did all the recruiters go? The fakers – the ones who don’t want to pick up a phone – want to call themselves Sourcers. Why? Because the accountability of finding someone vs. closing someone – is on two different levels. I can find who is the top developer at a company, but it’s a different story in talking that developer into why they need to join my organization. The recruiters are still there – just look for the ones with the phone to their ear.

T3 – Entelo

Posted on November 25, 2014 by Tim Sackett

Talent Acquisition and Sourcing pros are always on the outlook for tools that will get them great talent fast. Entelo is a software that helps you find that talent. They are probably best lumped into the genre of “People Aggregators” within the recruiting and sourcing space, although all the people aggregators hate being called people aggregators. What Entelo, and other people aggregators like them (OpenWeb, TalentBin, HiringSolved,etc.) primarily do is to build profiles of potential candidates based on their social exhaust they leave all over the web.

Think of yourself for a moment. You probably have a LinkedIn profile, a Facebook profile, a twitter account. You might also get involved with industry specific groups who active boards. Software developers use sites like Github and StackOverflow, etc. All these places on the web you are leaving little pieces of who you are (social exhaust). Entelo’s software gathers all of this and puts together a profile similar to an online resume of sorts. Unlike many of the people aggregators on the market, Entelo found some really cool ways to differentiate themselves within the market.

Tools like Entelo can be very powerful in your sourcing efforts. But make no mistake, it’s a tool that you still have work and mine, do get the most of out of them. I’ve seen way too many corporate talent acquisition pros invest into this technology, only to let it sit there and do nothing. That isn’t a failure of the tool, it’s a failure of the person using the tool. Sourcing and mining candidates can be a arduous task, there is nothing easy about it. The tool will give you almost unlimited potential candidates at your finger tips, now you have the real work in front of you to find who’s right for your organization and openings.

Entelo separates themselves with their predictive analytics. When you go to source, the last thing you want to do is spend time and resources on candidates that are highly unlikely to want to move into a new position. This is a huge issue in sourcing. Entelo solves this using a predictive analytics model within their software ‘creatively’ called “More Likely To Move”. Which can predict individuals who are more willing to move into a new position based on their history and social makeup. Does it work? Yes. 30% of the folks Entelo flags as “more likely to move”, actually move within 90 days! That is crazy awesome.

5 Things I like about Entelo:

1. “More Likely To Move” is easily the best thing I liked. When you use a people aggregator you get a ton of data to shift through. Being able to screen based on those individuals who are probably at a point to be ready to move, just makes my job way easier as a Talent Acquisition Pro!

2. Diversity Filters. Entelo actually lets you search by various diversity filters (female, African American, Hispanic, veteran, etc.). This is almost a 1A in likeability in my book! I can’t tell you how many times I’ve either been asked directly, or ‘hinted’ at heavily on the ‘type’ of candidate a hiring manager or organization was really looking for. Great HR and Talent Acquisition Pros know they need to balance diversity and inclusion within their organization, and sometimes that means having to find a certain demographic.

3. Entelo Button. Entelo has a Chrome plugin which is a nice feature to have as you are mining sites like LinkedIn. The plugin allows you to view the Entelo profile of an candidate you are viewing in Linkedin with one click, to see what else might be out there on this person.

4. Entelo profile emails. Like most folks, I’m inherently lazy. If I don’t have to do extra searches to come up with contact information, that just made my life easier. Entelo profiles have a very high percentage of contact emails attached to each potential candidate, many times more than one.

5. ATS Integration already built out. This is a must if you use a people aggregator because you want a ‘one click’ easy way to get those potential candidates into your ATS.

Entelo has a very familiar feeling UI. If you use LinkedIn, you can use Entelo. Like most sourcing tools, the entry level price point is around $10K, that is pretty typical, and goes up with increased users, etc. From an ROI standpoint, that’s pretty easy to justify. One saved headhunter placement, and Entelo paid for itself. If you actually use this tool, you’ll make more than one placement from it! If you have to do diversity recruiting and sourcing, this is really a no brainer of a purchase.

T3 – WANTED Analytics

Posted on November 18, 2014 by Tim Sackett

I love when I get to demo a company and I have absolutely no idea who and what they are going into it! That was me with WANTED Analytics. From the name I was guessing they were some sort of analytics HR company, like Visier, but I was pleasantly surprised that they were completely different. The name throws you, but the reality is they are a Sourcing Strategy company, not an HR analytics play.

What WANTED gives you is a complete picture of your sourcing environment, which allows you to build and plan the best strategy to attract the talent you need. What they deliver, in terms of data, charts and information is completely insane!

A common problem we face in Talent Acquisition is trying to build proper expectations when it comes to hiring with our hiring managers and our executive teams. Many times, our workforce plan is critical to a successful, or unsuccessful, launch of major programs and products. It’s critical that we provide a real-life view of the market conditions we are facing, and set realistic expectations with our hiring managers. WANTED gives you really easy ways to do this, and the ‘arts and charts’ they provide make it easy to consume for those folks you are working with you are visual learners.

You can also use WANTED to do some really cool sourcing using their historical hiring analysis. This basically gives you a quick look back in the market you’re searching of who was hiring just a few month, to year ago, for the same types of positions. So? This gives you an instant sourcing model on where to find your the talent you’ll be going after, and many times provides you with leads you never thought of.

What I really like about WANTED Analytics:

1. The data set they pull from is stupid big. Over a billion job postings collected since 2005, and 10 Million per week in the US alone, gives you piece of mind that the market data you’re basing major sourcing decisions on is better than you’ll get anywhere else. This amount of data allows you to get very specific in your sourcing.

2. They’re data source neutral. Many data companies are pulling only from a handful of sources, and sometimes specifically leaving a source out for competitive reason. WANTED is Switzerland, they pull from everywhere!

3. ATS plugin which allows your recruiters and sources to use this within their native tools, and really gives them the ability to leverage WANTED on an entire never level.

4. Gives Talent Acquisition leadership a tool they really have never had in terms of ‘live’ market data, to assist them in building realistic talent, sourcing and workforce plans. Provides unmatched competitive compensation data, job descriptions and historical competitive hiring data. Global in reach, covering the world’s largest 22 economies.

5. Really pretty Heat Maps! Let’s face it, hiring managers and executives love arts and charts, and heat maps, and WANTED knocks this out of the park. Critical in delivering the message you want. Plus, from the sourcing perspective, none of these charts are ‘flat’, everything is click through. This was super power.

For those interested, WANTED Analytics isn’t super expensive, and you can definitely make it back on sourcing alone, although, the TA executives will love it for forecasting and planning. 1 user will run your around $12K, 10 users $24K. For big shops, a tool like this easily pays for itself. SMB players will probably have to justify it more specifically.

It’s Not a Talent Contest

Posted on November 5, 2014 by Tim Sackett

I think most of us have gotten away from using the phrase “a war on talent’ throughout the industry. It’s not really a war, and if it was most of you would lose. Most talent acquisition shops are unwilling to do what it would take to win a war, that’s just a fact, not a shot at your shop.

There’s a better phrase that I think should encompass the plight of talent in our organizations that is used frequently in sports:

“It’s not a ‘talent’ contest. It’s a ‘winning’ contest!”

This means it doesn’t matter how talented the other team is, it all comes down to winning the game. Great, you have the best talent, but if you’re losing the game/contest/event your high level of talent means nothing!

HR, Talent Acquisition and most executives have a hard time with this. They want to get the ‘best’ talent. When, in reality, the best talent might not help your organization ‘win’. Yes, you win or lose in most organizations. You either make the sale or don’t make the sale. You either launch on time or don’t. You either design award winning products, or you design products that never make it market. Those are winning and losing in a business sense.

Business isn’t a talent game. It’s a winning and losing game.

What does this mean to HR and Talent Acquisition? You don’t always need the most talented individuals to win. What you need is people who are willing to give that little bit of extra effort, over those who won’t. This discretionary effort gets you the win, over talented individuals who aren’t willing to give such effort.

You need individuals that put the goal, the vision, first. Again, nothing to do with talent. They believe in what you are doing as an organization, and do what it takes to make those goals reality.

You need individuals who want to see those around them succeed and are willing to sacrifice themselves, from time to time, to see their peers and coworkers succeed. This sacrifice has nothing to do with talent.

I love talent, don’t get me wrong. All of us need a certain level of talent to do what we do, but almost all of us don’t need to be the ‘most’ talented to be successful. When we go out and build our talent strategies we have to be aware of this. It’s not about hiring top talent. It’s about hiring the talent that will make our organizations successful.

I don’t want my organization to be in a talent game. I want my organization to be in a winning game.

Are You Reliable or Flashy?

Posted on October 29, 2014 by Tim Sackett

I’m going to put this into a car analogy. Reliable is a Honda Accord or a Toyota Camry. Flashy is a Chevy Camaro or a Dodge Charger. You really can’t be both. In the auto world the closest thing to being both is a Tesla, and most people can’t afford one of those!

You either lean one way or the other. If you want flashy, you are comfortable with the fact you might not get to work every day, because those cars tend to break down more often. If you want reliability, you probably aren’t turning any heads, but when you turn your key that engine is starting every time.

I find most people select people like they select cars. You are biased one way or the other, and find most people biased towards ‘flash’. They like the good looking people and the smooth talkers. Damn the results. That person made me turn my head! They must be ‘good’. Therein lies one of the major problem we have. Looking good has absolutely nothing to do with being good.

People look at that new Audi A8 and believe because it looks awesome, it must be awesome. Do a little research and it becomes a bust of a buy, because it constantly breaks down and has problems. They look at a Subaru Forester and think ‘boring’! Until they realize that thing will still be running well after you retire.

So, what I’m saying is people are basically cars, minus the extended warranty!

I tend to lean reliable. It’s not that I don’t like pretty people who speak well. I really do. But I really love people who come to work every day and bust ass. You can be both, you can be a Tesla, but let’s face it, most of us can’t afford that talent! We make offers to Camrys. No one pins up photos of Camrys in their bedrooms as a kid.

It’s just so easy to get sucked into flashy. They’re all bright and shiny, and smell good, and you feel better about them representing your brand, that is until they completely screw something up. Then you’re out there trying to explain why you hired them to begin with, knowing you can’t say the truth. “Well, have you looked at him!? He’s gorgeous! How could we not hire him.”

So, the question to you HR and Talent Pros – are you a Toyota Camry buyer or a Chrysler 200/Dodge Avenger buyer? Same exact price point, one is a considerably better buy than the other.

T3 – The Resumator

Posted on October 28, 2014 by Tim Sackett

This week I looked at The Resumator! The Resumator is a fairly new company that started in 2009, and is growing like a weed. They are an Applicant Tracking System (ATS) play, based out of Pittsburgh, PA, with an office in San Francisco.

Yep, I did it. I started off with an ATS. Stop! Don’t go, hear me out, this isn’t your momma’s ATS!

I decided to look into The Resumator for a couple of reasons:

1. They specialize in servicing the SMB (small medium business) market – 100-1000 employee companies. I love this space, because I think the HR and Talent Pros in these shops work harder than anyone else!

2. They’re hugely successful. Which tells me, unlike the other 1,739 ATS vendors, they know something everyone else doesn’t. 3,000 plus paid clients, tens of thousands of users, that’s not easy in the SMB ATS space.

I don’t need to go into a ton about what they do. They’re an ATS, I get it, you get it. Most everyone uses an ATS and most people hate their ATS. Why? Well, in one simple word it’s customization. You want it, because you think your shop is special. It’s not, but you force your ATS vendor to customize to you, which causes all kinds of issues with the system. You shouldn’t have done that. That’s why you’re unsatisfied.

The Resumator has one of the more ‘clean’ user interfaces (UI) and user experiences (UX) I’ve seen. The UI is what you might think of as the ‘design’ of the system. You’ll hear techie types use “UI” and “UX” a ton, don’t get intimidated. Think Pottery Barn versus Walmart. You want Pottery Barn design in your home, but you have a Walmart budget. The Resumator gives you a Pottery Barn ATS UI, for your Walmart budget.

This comes back to their size. Most ATS have poor UI, thus giving you a poor experience, because they don’t have enough users to justify doing really cool stuff that you see in systems for enterprise buyers. They have scale. They use that scale to give you features you don’t usually see in SMB ATS products. One of the cool ones I loved was what they call “Jobnosis“. It basically rates your Job Descriptions and Titles, automatically, versus all the other data from everyone that uses their systems. It then gives you the likelihood you’ll actually find the talent you want, and gives you suggestions to make it better. That is really cool.

5 things that impressed me about The Resumator:

1. They leverage the data from 30,000 daily applicants to educate their SMB clients on what is working in real time. Not giving you ‘best practices’ from three years ago. 2 Million+ hires since launching the product.

2. Their email integration is tight and seamless. This isn’t the case for so many of the ATS products for the SMB space.

3. They’re focused on how your hires perform, after the fact, to help you hire more of the better ones. Again, goes back to their ability to leverage ‘big’ data.

4. Super customer focus. Over 30+ new releases in 2014 alone to improve the UX/UI based on customer feedback on making the product better and faster.

5. Very solid recruiting tools are encompassed into the main product, no extra price, for both passive and active candidate sourcing.

I’ve purchased 7 different ATS’s in my 20 years of HR and Talent Acquisition. I have to say that The Resumator also has one of the less painful pricing models I’ve ever seen, that doesn’t penalize for growth! You pay one monthly fee, as many users as you want, no matter how big your organization.

I keep coming back to the word ‘clean’. The ATS market is junked up with ‘clunky’ products and systems. The Resumator wasn’t one of these. They were ‘clean’ in UI, UX and pricing. Full integration with one of my favorite SMB HR System’s of Record in BambooHR as well! Like Bamboo, these guys really get the SMB space at a different level than most companies.

Next week’s T3 Company will be BlackbookHR’s newest award winning product RNA that was just launched this month at the HR Technology Conference.

T3 – Talent Techie Tuesday

Posted on October 21, 2014 by Tim Sackett

I’ve decided I need a new series. My last series – Rap Lyrics That Shaped My Leadership Style – was hugely popular and on a weekly basis still gets way more reads than it should!

I’m calling it T3 (Talent Techie Tuesday).

My goal is to demo and review the coolest Talent Acquisition and Sourcing technology that is out there, and let you all know what I think. My goal is to do this for a year, 52 straight weeks. There are thousands of companies in our space, most you have never heard about, or have no idea what they do. Some are super inexpensive to use, and have huge ROI. I want to uncover these companies, and show you what they can do.

As a reader you can expect my normal level of content. That means I’ll be giving you my real take on what I think of the solution and how you can use it. You can also expect some snark, and grammatical errors – I refuse to not follow my brand!

As a provider of one of these solutions, you can expect me to be fair and really look for the positive ways end users can best leverage your product/service/solution. If you want to be a part of this, hit me with an email at timsackett@comcast.net. I’ll schedule you for a one hour demo/Q&A and then I’ll throw it up the next week on my site. I won’t be accepting any compensation for these reviews, and you, as a vendor, won’t have any editorial say on what I write.

My friend Steve Boese used to own this space at his HR Technology blog. Then he took on the task of running the HR Technology Conference, and the role has made it harder for him to write about individual companies in the HR and Talent space. I use to love reading his product reviews, and he introduced me to so many great companies. I’m hoping I can carry on the torch.

I love recruiting technology. In my view all the great innovation is being done in this space, and it’s moving so fast! I hope I can show you some really cool tools that will change you recruiting and sourcing life!

Stay tuned.

The Tim Sackett Project

TA & HR Expert, Dad, Backup Point Guard on my over 40 men's team

Category Archives: Sourcing