What do these new hires say about where we’re going? We’re improving the depth and breadth of our products. And we’re expanding the sales pipeline to keep up with ever-increasing demand.

Here’s a quick overview of these stellar additions to the team:

Brad Burke
With more than 15 years of technology development and leadership experience, Brad has a proven record of delivering results for data-centric companies. Prior to Networked Insights, he served as CTO of The Patent Board, where he was responsible for company development, technology operations, and all data services. Prior to that, he was the director of technology at QInteractive. He previously held technology leadership positions at SBI and Company and Accenture. Brad holds a Bachelor of Science in manufacturing management from Purdue University.

Paul DePinto
With 20+ years experience in sales, Paul has been instrumental in the early stage growth of several technology and marketing services companies. As vice president of sales at Ripple6 and Invoke Solutions he spearheaded the building of world-class sales organizations leading to the turnaround and growth of both organizations. He also held sales leadership and sales positions at Sightward, Entrust Technologies, Red Brick Systems (now part of IBM), and Information Builders. Paul holds a bachelor’s degree in business management from Seton Hall University.

Both Brad and Paul step in at a time of unprecedented growth for Networked Insights and social media analytics in general. Their combined talents are exactly what we need to take the company to the next level.

And the winner is… human resources. There has been no more widespread adoption of social media benefits across the enterprise than in the process of finding, recruiting, attracting, and keeping top talent. Say it ain’t so – the department that in some companies still relies on time-clocks is leading change?

You want disruptive influence? How about spending less than $200 to fill a position that would have cost $30,000 – $40,000 to fill via traditional recruiting services. Such was a recent experience using LinkedIn. This single tool has provided both enormous efficiencies in traditional hiring processes (promoting openings, finding candidates, screening applicants, checking referrals,) and massive cost savings (recruiters, job boards & newspaper ads, HR staffing). It is almost single-handedly killing the job board industry.

Then there are the social media tools that help HR stay current with salary trends. Glassdoor.com leverages the newfound willingness that people have towards sharing their pay information and general opinions about their employer. The implication for companies is twofold: 1) a quick and easy way to access highly specialized and regionalized pay data; 2) an opportunity to get a different perspective on the ever changing workplace culture. Both were difficult pieces of data to get previously.

And one of the newest trends in HR is to use social media participation itself as a qualifier for potential new hires. Brazencarreerist exists to connect companies to talented bloggers on the premise that individuals with the discipline, assertiveness, and confidence to regularly publish their opinions on the web will translate into a highly effective workforce.

So while customer service, product development, and marketing functions all are still trying to figure out where to tie-in to the social media madness, HR has found the biggest and most consistent ROI thus far. HR winning a race to be progressive?? It really is a new world.