Proposal Materials 1987-2025 Form

Two questions, some advice:1.  First, did they REALLY say that?  I'm skeptical.   If they said "I want to acquire you", it's probably real.  But almost saying it, in my experience ... isn't saying it.  At least not today.  If you want to marry the girl, you gotta ask her.  Almost engaged isn't really engaged.2.  Two, WHO said it?  If the CEO of Big Tech Co, it's real.  If it's a SVP of a Biz Unit, it's probably real.  If it's a junior guy in corp dev -- it may or may not be real.In any event, it's simple, it becomes basic game theory.First, generally, if you are sure you want to sell at a fair price -- not necessarily the maximum price but a fair price -- make them go first and try to get a term sheet in writing.  Talk with them, and if they're serious, get a term sheet.  This will get the process going.  Probably, they will offer 40-50% of their max price if it's an unnegotiated term sheet.  Don't take the price itself that seriously.  It's totally OK to reject this on price.  They expect it.  It's their attempt to anchor things -- but what it also does is bind their corporate processes to the deal, which benefits you. But, If you aren't sure you want to sell, and have other potentially better options -- by contrast -- defer the term sheet.   Get the right price first and be polite but avoid all other discussions.  See, e.g., Kevin Systrom and Twitter vs. Facebook: Jason M. Lemkin's answer to Why did Kevin Systrom refuse to keep a copy of Twitter's acquisition offer term sheet? If you have potentially better options, don't get the process going until you have a price that clears.  Because if you have potentially better options -- then nothing matter but price.  Second, if they ask you what price you want, you can be coy, but later, you'll need to answer. So figure it out and add 50-100%.  You may want to give just "an honest answer" and "cut to the chase" and propose your clearing price.  Whatever you do -- Don't.  They don't know how to process this.Third, you must, must understand your BATNA or it won't go well.  You can see more here: http://saastr.wordpress.com/2012... .  You need to understand what deal you should walk from, and what deal you shouldn't -- before emotion sets it.  After emotion sets in, you'll screw it all up.Fourth, let them know earlier there is a "Bad Guy" other than you -- so you can stay the "Good Guy".  The easiest one is often your investors, something like "I'm interested, but it may take some work to get my Board there."  If you are the Bad Guy, they'll end up not liking you, and it will fall apart.Finally, sometimes, it's a LOT easier than this.  So most important ... listen ... carefully.  And know your BATNA and clearing price.Just some thoughts.

You do not sound as a person who handles intricasies of finances on daily basis, this is why you should redirect the qustion to your family’s tax professional who does hte filings for you.The form itself, W-9 form, is a form created and approved by the IRS, if that’s your only inquiry.Whether the form applies to you or to your husband’s estate - that’s something only a person familiar with the situation would tell you about; there is no generic answer to this.

VC(Annexure B) is what is mandatory.VC is verification certificate duely attested by specified authorities below.http://passportindia.gov.in/AppO...Other than VC(Annexure B) i dont think anything is needed.You can check all you required documents in the Document advisory at below link.http://passportindia.gov.in/AppO...

Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.The process of finding job candidates has changed signNowly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.Steps for finding the right job candidates1. Define your ideal candidate a.k.a candidate personaNot knowing who your ideal candidate is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent star employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.2. Engage your current employeesYou probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s.Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEOs and other C-level executives.Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.3. Write a clear job descriptionsEven though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.To save time, here are our free job description templates.4. Streamline your efforts with a Recruitment Marketing toolIf you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.5. Optimize your career site to invite visitors to applyWhen candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.Don’t let visitors leave before hitting “Apply Now” button.6. Use a recruiting software with a powerful sourcing toolToday, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.7. Use an Applicant Tracking SystemSolutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can signNowly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?8. Implement and use employee referral programsReferrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.