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May 2-4, 2016 | Boston, MA

IBM Kenexa. Market-leading talent management solutions fueled by the power of workforce science and advanced analytics help organizations source, attract, hire, engage and grow an impassioned workforce that innovates and delivers better business results.

SmashFly’s goal is to connect talent to your mission. Through our Recruitment Marketing Platform, talent acquisition teams have access to all the tools and insight they need to proactively market their employer brand, build and nurture targeted pipelines of the right people, and generate rich intelligence into candidate behavior and investment performance.

To learn more, visit

Avature is a highly configurable enterprise SaaS platform for Talent Acquisition and Talent Management, and the leading provider of CRM technology for recruiting globally. Founded by Dimitri Boylan, co-founder and former CEO of, Avature brings consumer-web technology and innovation to the HCM software market. Avature solutions include shared services sourcing, applicant tracking, campus & events recruiting, employee referrals, social onboarding, branded employee engagement, internal mobility, and performance management. Avature has 64 of the Fortune 500 as customers and is used in 67 countries and 14 languages. Avature delivers its services from data centres in the US, Europe and Asia and has offices in Buenos Aires, Dublin, London, Madrid, Melbourne, New York, Paris, Singapore and Shenzhen. @Avature.

CEB Talent Assessment provides solutions for senior HR executives and business unit leaders who need objective and validated business intelligence to make decisions about identifying, developing and placing leaders into roles. By incorporating contextual leadership challenges at the role, team and organizational levels, CEB Leader Edge helps increase the predictive power of leader assessments by up to 3x over traditional approaches being used today. Learn more at

Cielo is the world’s leading pure-play provider of global Recruitment Process Outsourcing (RPO) solutions. Cielo leverages its global reach, local talent acquisition expertise and customized solutions to help clients achieve a sustained advantage and outstanding business outcomes through their talent practices. Under its WE BECOME YOU™ philosophy, Cielo’s dedicated recruitment teams primarily serve clients in the financial and business servicesconsumer brands,technology and mediaengineeringlife sciences and healthcare industries. Cielo’s global presence includes 1,200 employees, serving 100 clients across 68 countries in 26 languages. The industry has verified Cielo’s reputation for executing innovative solutions that provide business impact through numerous awards and recognitions, including its #1 ranking on the HRO Today RPO Baker’s Dozen listing, Peak Matrix Leader placement by Everest Group and Industry Leader designation by NelsonHall. Cielo knows talent is rising – and with it, an organization's opportunity to rise above. For more information, visit

As the world's #1 job site, with over 200 million unique visitors every month from over 50 different countries, Indeed has become the catalyst for putting the world to work. Indeed is intensely passionate about delivering the right fit for every hire. Indeed helps companies of all sizes hire the best talent and offers the best opportunity for job seekers to get hired.

For more information about Indeed, see our blog and media coverage or contact us.

Founded in 2009 on the principles of improving both the job candidate and hiring professional experience, Jibe is on a mission to transform hiring. Adopted by many of the world’s top companies, Jibe enables candidates to enjoy a consumer user experience, every time they interact with your brand, which creates a larger pipeline of qualified candidates and jobs that get filled faster. Jibe is the only way to achieve a consumer candidate experience on top of your existing ATS.

For more information about Jibe, visit our blog or contact us.

Montage is the single solution to engage, interview and hire better candidates, faster. We partner with many of the world’s most well-respected brands, including 100 of the Fortune 500, to create the high-tech, high-touch hiring experience the modern candidate expects. As the pioneer of purpose-built video interviewing, our proprietary technology integrates seamlessly with enterprise needs for reliability, scalability, compliance, and security. We are committed to market-driven innovation, incorporating applicable science and data in our solutions to speed the process and improve the predictability of talent acquisition. Our commitment to superior client service and support is unique in the industry. We help each and every client at every stage of our partnership because we sincerely want them to succeed – and believe in building relationships for the long term. A privately held company, Montage is headquartered in Wisconsin. On the web at

Oracle Human Capital Management enables organizations to modernize HR with an engaging and mobile portfolio of talent-centric, collaborative and insightful solutions.

Oracle HCM Cloud provides end-to-end talent management and human resources to enable HR leaders to find, develop and retain key talent. It delivers insight with enterprise-wide KPIs, embedded decision making tools, and predictive analytics. Oracle HCM is socially enabled to support the modern work world of open communication and collaboration. The user experience is simple and modern to increase HR process adoption and service delivery. Oracle HCM Cloud helps HR leaders streamline global processes, comply locally and quickly adapt to organizational and legislative changes.

Oracle's global, web-based, application platform is designed for organizations of every size, industry, and region. Oracle Human Capital Management has been the HCM solution of choice for over 20 years and has 18,000 customers in over 140 countries; 6,000 of whom are in the cloud.

At OutMatch, we are passionate about building winning teams, companies and cultures – and job fit is our specialty. Using predictive technology, we help you find the right fit for all of your jobs, from hourly to executive. The combination of our data-driven, cloud-based platform and our world-class talent experts sets us apart from the competition and positions your business for success. Using competency-based job-fit assessments, behavioral interviewing, and online reference checking, OutMatch brings a new level of confidence and clarity to your selection process.

Finding the best talent in 2016 can no longer be considered business as usual or recruiting as a consequence.  As our name indicates, People Science believes acquiring talent today is an exact science unto itself.

Since 1997, we have partnered with Fortune 50 to mid-market companies across a variety of industry verticals, supporting them in applying good business practices to their Workforce Planning and Talent Acquisition processes.

Our services include: Talent Acquisition; Advice, Direction and Solutions; Recruitment Process Insourcing and Outsourcing; Project, partial and enterprise; and our newest technology addition: HireGate CMS.

Clients tell us we deliver an effortless experience that goes far beyond their expectations; our approach eases long standing challenges, which results in comprehensive and sustainable solutions.

At People Science, our clients’ objectives are our objectives: The Science of People.

Randstad Sourceright is the global talent leader, providing strategies, expertise and solutions that enable companies to achieve a Human Intelligence Advantage. Our proven approach recognizes that people are the future of any organization, and that a deep understanding of talent yields a powerful force for business transformation. That is the Human Intelligence Advantage, and it is a vision that is brought to life through Randstad Sourceright’s complete talent lifecycle capabilities.

From an industry leading talent analytics platform and technology stack, to a global employer brand practice and proven recruiting strategy process and expertise, to outplacement services, Randstad Souceright brings a level of capability that spans all types of talent to deliver quantifiable impact. Key solutions include recruitment process outsourcing (RPO), managed services programs (MSP), integrated talent solutions and career transition services. Randstad Sourceright is recognized as a leader in its industry by organizations such as Staffing Industry Analysts and Everest Group, as well as the HRO Today Baker’s Dozen rankings.

Seven Step RPO is a leading global provider of outsourced recruitment solutions. Founded in 2007, the company helps the world's largest corporations overcome their talent acquisition challenges by providing true recruitment innovation, valuable analytics, and actionable insight. Seven Step is ranked as a Top Enterprise Provider on HRO Today's RPO Baker's Dozen list as an industry leader in customer satisfaction. For more information, visit, or follow Seven Step on Twitter @SevenStepRPO.

SkillSurvey applies the science of human behavior and harnesses the power of insight to create a fuller picture of the people our customers recruit and hire. SkillSurvey makes the referencing, sourcing and credentialing process more efficient and effective — helping employers save time and money, grow revenues, and bring employees onboard faster. SkillSurvey Reference™ is proven to reduce first-year turnover for cause; SkillSurvey SourceTM offers new ways to build a pipeline of talent; SkillSurvey Credential OnDemand® helps healthcare organizations onboard skilled practitioners faster with digital peer referencing. We serve more than 1,400 companies, institutions, and organizations.

Serving more than 8,000 clients across 142 countries and delivering solutions in 70 languages, The Predictive Index is a simple methodology that allows businesses to understand what drives their people so they can take them where they want to go. Through a unique blend of scientific assessments, groundbreaking software, top-notch management training, and professional consulting from the world's best workplace behavior experts, The Predictive Index can help you overcome the most complex business challenges. Scientific validation and a 60-year proven track record has shown that business challenges big and small are no match for our unique approach to client education and knowledge transfer, which ensures swift adoption, direct ROI, and high impact on performance metrics. Visit to learn how to select, hire, and onboard the best-fitting talent, increase employee engagement, develop teams, discover high potential employees, and more!

As the global leader in talent acquisition technologies, TMP Worldwide is committed to finding new ways to leverage software, strategy and creative to enhance our clients’ employer brands – across every connection point. Over the past 10 years – from healthcare to government to retail to technology and everything in between – we’ve revolutionized the way companies and candidates connect.

  • Experiencing a shift in your hiring needs?

Whether it’s sudden growth, high turnover or workforce diversification, we’ll help you attract, engage and hire the right people.

  • Need to define or enhance your brand?

From a simple refresh to building something from the ground up, you’ll have a compelling employer brand that’s effective across any channel.

  • Wondering what’s working and what’s not?

Tracking metrics and in-depth analytics can tell a powerful story, shining a light on optimization solutions and increasing your ROI.

  • Looking for the latest trends?

Our global industry leaders are at your service, so you can stay competitive with innovative technologies and strategies.

Email us at or visit to learn how TMP can help transform the way you search for candidates and exceed your global recruiting goals.

We source resumes and profiles from virtually every corner of the internet - delivering on-target candidates overnight for a low flat fee. Our scalable and on-demand capability make Velocity the perfect solution for your recruiting team.  Our clients access all data and research real-time via our web-based Candidate Management System or through our mobile app. For over 14 years our proven methodology has delivered to over 1000 clients making Velocity the best value in the industry. If you need resumes tomorrow, let’s get started today.

ADPTalent Acquisition Solutions offers companies the most comprehensive talent acquisition services in the industry.  We deliver a precise, customized blend of people, process and technology to your talent acquisition function and align them with your corporate business objectives to ensure you have the right people in place to grow your business.  Service excellence is the foundation to service delivery.  Our client teams have extensive experience delivering recruitment process outsourcing (RPO), AIRS recruiter training, background screening, substance abuse testing, I-9/E-verify services, and other recruitment technology.  For more information, visit

Ascent is a privately-owned corporation that places highly skilled professionals in both contract and direct hire positions at Fortune 1000, mid-size, and startup companies in a range of industries. With over 3 million candidates in our network, 1.5 million consultants in our database, and an active network of 4,000 consultant associates, we have a full range of talented professionals to fulfill our clients’ human services needs. Ascent is a nationally recognized Technology, Business Professional, and Pharma (Clinical and Scientific) staffing and workforce management company. Additionally, we provide strategic consulting services in the areas of Data Management, Project Portfolio Management, Change Management/Adoption, Application/Infrastructure Architecture, and Contingent Workforce Management Program Architecture.

Bayard is a full-service Advertising Agency with focus and expertise in talent acquisition and employer branding. We chose to be an agency and with over 90 years of growing and innovating, we continue to focus our energy where it belongs — helping great companies find great people. What does the future look like? We plan to continue honing our skills in branding, innovating in media and NEVER losing sight of good old customer service. For more information, visit: or follow us on social media.

getTalent is a SaaS talent sourcing management and engagement tool, designed to help HR organizations easily pipeline and engage candidate leads in the “pre-apply” phase. Using getTalent, HR teams can take charge of their candidate leads, drop the spreadsheets, and keep their talent pools warm and ready to respond to incoming hiring needs. With getTalent FreshUp, old or thin candidate leads are made current and useful as new data is added to profiles. Using getTalent Engage, recruitment marketing takes on new life by letting companies employ deep engagement methods that convert passive candidates into prospects. getTalent is disrupting the sourcing marketplace and giving HR Directors actionable, measurable data to drive ROI to their businesses.

Glassdoor is one of the largest and fastest growing job sites in the world today. Set apart by the tens of millions of reviews and insights provided by employees and candidates, Glassdoor combines all the jobs with this valuable data to make it easy for people to find a job that is uniquely right for them. As a result, Glassdoor helps employers hire truly informed candidates at scale through effective recruiting solutions like job advertising and employer branding products. Launched in 2008, Glassdoor now has reviews and insights for more than 740,000 companies in more than 190 countries. For labor market trends and analysis, visit Glassdoor Economic Research. For company news and career advice and tips, visit the Glassdoor Blog and for employer-related news and insights to help employers hire, visit the Glassdoor for Employers Blog. Visit or download our apps on iOS and Android platforms.

Glassdoor® is a registered trademark of Glassdoor, Inc

gr8 People is the One-Experience Platform to Recruit gr8. Worldwide. 100 percent purpose-built to deliver the unfair advantage companies demand to compete for talent around the world. It’s the enterprise Platform that brings CRM, recruitment marketing, hiring and on-boarding together; connecting entire talent ecosystems into one-experience of performance, agility and results. Whether building talent pipelines, branding your company to jobseekers, analyzing marketing campaign results or boarding your next gr8 hire - gr8 People delivers the platform from source-to-onboard and everything in-between. It’s everything talent professionals need to Recruit gr8. One Platform. One-Experience.

With more than a decade of workforce consultation, design and management experience, Guidant Group is an industry leader in delivering contingent workforce and recruitment process outsourcing solutions to the marketplace..  Our integrated solutions for acquiring, engaging and managing the modern workforce create a competitive advantage for our clients.  We differentiate ourselves by bringing simplicity and transparency to complex recruitment processes and aligning our programs to the client’s unique requirements.

Our services include Managed Services (MSP), Independent Contractor Compliance (ICC), Project Based / Statement of Work Management (SOW), Payrolling Solutions and Recruitment Process Outsourcing (RPO).  To learn more, please visit

HireVue helps companies and recruiters find and hire talented people. We’ve created an entirely new kind of technology that we call a talent interaction platform. It’s a SaaS platform that helps you find the best talent and promotes meaningful interaction with candidates using video-enriched communications. For more information, visit

Customers describe Lever as “the hiring software we’ve all been waiting for,” enabling them to “get to ‘yes’ quicker than ever before for the most strategic hires.” How? Lever is the collaborative recruiting platform that powers a more human approach to hiring. Intentionally designed with built-in CRM functionality and a clean, modern interface, Lever helps you cultivate stronger candidate relationships and drive higher engagement across your entire team in fewer clicks. Customers range from small startups to larger companies, like Netflix, Yelp, and Lyft. Visit to learn more.

ManpowerGroup Solutions is the global leader in designing and delivering outcome-based talent-driven solutions that help our clients achieve better business results. ManpowerGroup Solutions’ Recruitment Process Outsourcing provides flexible and scalable recruitment solutions which include anything from sourcing and selection to onboarding. Built upon deep recruitment expertise, our innovative approach ensures the results you need – greater predictability of cost, a more efficient recruiting process, an improved candidate experience and improved talent quality.

Founded in 2011, mroads is a niche technology company based in Plano, Texas, powering Paññã – world’s first next generation artificially intelligent online video interview platform to find the right talent in the shortest time.

Paññã is enabled with intelligent filtering through dynamic analytics to ensure that the time closure and cost incurred on each candidate shortens significantly. Paññã conducts dynamic and adaptive voice/video interviews, and skills assessments for vast number of topics including various recent, in-demand technologies. Paññã offers two different interviewing modules:

  • Dynamic presets: Ready to use pre-populated interviews generated from our proprietary ever-growing question bank.
  • Custom Interviews: Prepare, schedule and evaluate interviews at your own pace. Use our question generator interface to prepare coding, video and multiple choice based questions.

Paññã is an innovative candidate assessment platform that aims to revolutionize the hiring practice and empower HR!

Performance Assessment Network (PAN) is the ultimate talent measurement platform. We offer a simplified assessment experience for identifying, selecting, and building talent using science and data. HR professionals and consultants are hooked on our catalog of the most in-demand assessments from 50+ publishers, all on 1 flexible platform that’s intuitive for administrators and candidates alike. We’re the leader in building custom and high-stakes testing programs, offering access to 600+ proctored test centers. In 2015, PAN acquired the world-renowned 16pf® Questionnaire to provide even greater utility to clients. From small businesses to global entities and governments, PAN is the partner of choice in supporting successful talent measurement.  To learn more, visit or email

TalentWise, a SterlingBackcheck company, is an Oracle Gold Partner with more than 500 Oracle customers. TalentWise is dedicated to providing an awesome experience for your HR professionals and new hires alike, offering integrated solutions through Oracle Cloud Marketplace for background and drug screening, I-9/E-Verify, federal and state tax withholding forms, and more. Together, Oracle and TalentWise help HR and hiring managers breathe easier while giving candidates a positive, consistent, and engaging experience from recruiting through day one. and

Our curiosity, the desire to understand, is inseparable from what it means to be human. But, in the hype of big data analytics, we’ve forgotten that data does not equal knowledge.

Visier was founded to focus on what matters: answering the right business questions, even the ones a person might not know to ask. Questions that shape business strategy, provide the impetus for taking action, and drive better business results.

Visier is dedicated to transforming business analytics, to providing leaders with clear answers to critical business questions — out-of-the-box, without the hassle and cost of data management, statements of work, and long and risky development projects.

Visier lets companies say goodbye to data quality problems, to complexity, to costly tools, to endless service fees, and to guesswork. A people strategy platform designed by domain experts for leaders, Visier lets leaders say hello to clarity, to confidence, to meaningful answers — and to better business performance. Say hello to Visier. Outsmart, outperform.

For more information, visit

WilsonHCG is a top global recruitment process outsourcing (RPO) and human capital consulting provider that operates on the principle of providing true partnership to its clients. Creating scalable and customizable human capital solutions, the company is revolutionizing the recruitment process and bringing innovation to the industry. Founded in 2002, WilsonHCG headquarters is located in Tampa, Florida, in the United States. Its global capabilities span five continents and more than 25 countries. While maximizing clients’ talent acquisition processes is essential, WilsonHCG recognizes the relationships it develops lead to the results its clients realize.

Better People, Better Business.®

For more information about WilsonHCG and its services, visit

Yello’s talent acquisition platform allows leading brands to deliver personalized candidate experiences to every job seeker, resulting in quality hires and faster fills. The easy-to-use platform enables recruiters to collaborate, while key hiring statistics provide meaningful insights that lead to data-driven decisions. Learn more by visiting

Our name means what it says. About Talent provides companies with a highly productive workforce that seamlessly blends into their unique culture and is fully committed to achieving their business objectives. It's about planning, identifying, acquiring and managing a talented workforce. It's all About Talent.

About Talent is the workforce solutions flagship of Roth Companies, L.P. Our core competencies include Recruitment Process Outsourcing (RPO),  Managed Service Provider (MSP), Vendor Management System (VMS), Statement of Work (SOW) Management, Independent Contractors (1099) Compliance Management and Payrolling Services.

Our parent company, Roth Companies, L.P., is one of the largest privately held workforce solutions companies in the world. In addition to About Talent, Roth Companies encompasses several business lines that work independently or in tandem to fulfill our clients' unique workforce management needs.

Appcast | Programmatic, Pay-Per-Applicant Job Advertising

Appcast is using data and programmatic targeting to revolutionize the global recruitment advertising industry. From its namesake pay-per-applicant job ad exchange to its market-leading recruitment media optimization platform, Appcast is changing how leading employers, ad agencies, and job boards attract high-quality job seekers.

AppVault is revolutionizing the way organizations reach, engage, and hire talent. As a cloud-based Recruitment Marketing Platform and innovative Recruitment Agency, AppVault enables Recruiting Departments of all sizes to optimize, expand, and improve their Talent Acquisition effectiveness. Automated Marketing communications, Programmatic Advertising campaigns, and Employment Brand articulation empower our clients to increase the quality of applicants while simultaneously reducing their overall time and cost to hire.

Our world-class support managers ensure your success in today’s changing Talent Acquisition and Retention landscape. As your Human Capital needs change, so too does our approach to delivering technology and services that go above and beyond your expectations. Contact AppVault to reach, engage, and hire the talent you need today.

BountyJobs helps employers and recruitment agencies work better together. Our solutions help HR teams find and engage direct-hire agencies, manage the recruitment process with clarity and control, and optimize the entire agency channel. The result -- better hires, faster.

Brazen Careerist connects employers to top talent through its cloud-based virtual recruiting event software. Through virtual open houses, career fairs and networking events, Brazen helps employers create engagement with job candidates that results in active talent communities and deep pipelines to hire the best talent, fast.

Founded in 2015 by former Facebook leaders, Brilent is tackling one of the most challenging obstacles to innovation by helping recruiters place great talent. Brilent's core technology instantly matches a pool of candidates to a company's open positions. By quickly identifying quality candidates, the software speeds pre-screening and lets recruiters focus on building relationships. The company's algorithms go beyond simple keyword search results to uncover talent deep within an applicant tracking system and display ranking recommendations that are easy to interpret and act upon. Brilent's founders are not just data scientists with deep machine learning expertise, they're passionate staffing experts who never forget that people are at the heart of business.

To learn more:

Burning Glass Technologies is the leader in HR software and data solutions. Our pioneering technologies leverage a deep understanding of people and their careers in order to deliver superior workforce and marketplace insight. We provide real-time insight into the competitive market for talent to inform sourcing strategies. Our patented artificial intelligence engine quantifies the skills and experiences of each worker and learns from actual career patterns to deliver awareness the skills and experiences that lead to successful placement.

With headquarters in Boston’s historic Faneuil Hall, Burning Glass serves a client base spanning six continents, including leading recruitment agencies, employers, software companies, job boards, educational institutions, and government agencies.

As a leader in the recruitment communications field, Buyer has been exceeding the expectations of our clients for more than 50 years. With offices in Massachusetts and New Jersey, our skilled teams of problem solvers do what it takes to ensure your success. Our digital solutions leverage today’s technology, are backed by research and experience, and are delivered on time at a price that respects your budget. We promise no other agency will work harder to deliver the results you demand. To learn more, please visit:

CareerArc is the leading HR technology company helping business leaders recruit and transition the modern workforce. Our social recruiting and modern outplacement solutions help thousands of organizations, including many of the Fortune 500, maximize their return on employer branding. By leveraging the cloud, running on world-class infrastructure, and combining web, mobile and social media applications, we help companies gain a competitive edge in recruitment, employment branding, and benefits.

Learn more about CareerArc’s enterprise solutions at

FurstPerson is the leading provider of pre-hire assessment products, services, and workforce analytics for organizations that employ customer facing employees. FurstPerson empowers these companies with data-driven intelligence to find, hire, and keep high performing people with the goal of improving new hire retention and performance. FurstPerson provides customers with five points of distinction: frontline hiring expertise, concierge-level customer support, interactive simulations, analytics that drive continuous improvement, and patent-pending technology. FurstPerson has been focused on the high volume hiring organizations since 1997 and provides solutions in over 25 countries.

Our mission is simple: Connect the world’s workforce to empower them in their vocational, professional, and volunteering pursuits. Jobcase provides one place to manage all things job-related, especially access to the knowledge, connections and wisdom of over 70 million other Jobcasers. Jobcase is an industry affiliated partner of MIT's Computer Science and Artificial Intelligence Laboratory, CSAIL, and Jobcase technology powers over 100 job sites in the Jobcase Network, connecting more than 70 million workers and employers. For more information on Jobcase, visit

Jobvite is the leading recruiting software company that helps emerging, mid-market, and enterprise companies hire top talent easily, efficiently, and effectively. Our comprehensive analytics-driven recruiting platform accelerates recruiting with a Candidate Recruitment Marketing (CRM) tool, an easy-to-use Applicant Tracking System (ATS), social recruiting capabilities, mobile-optimized branded career sites, a recruiting branding solution, on-demand video screening, advanced analytics, onboarding, and seamless integration with other HR systems. Focused exclusively on recruiting software since 2006 and headquartered in San Mateo, Jobvite has thousands of customers including LinkedIn, Schneider Electric, Premise Health,, and Blizzard Entertainment. Jobvite was also named a leader in the "Forrester Wave for Talent Acquisition, Q3 2015.”

Paradigm Learning is a corporate training and communications company specializing in the design of business games, simulations and Discovery Maps® for top organizations around the world. Our award-winning programs span the critical areas affecting bottom-line performance, including talent leadership, employee alignment, business acumen, project management, team effectiveness and leadership accountability.

Paradigm Learning’s proven discovery learning approach engages participants in the learning process, leading to accelerated learning, high knowledge retention, and motivated learners who can successfully apply what they’ve learned in the classroom to their jobs. The company offers fully custom and ready-made programs in multiple formats, including physical classroom, virtual classroom and online self-paced.

Imagine what you could accomplish with more talent acquisition resources. Qualified, interested, active candidates sooner. More time to focus on candidate nurturing and hiring. Less hours wading through job boards. Let Personiv professional recruiters source and pre-screen candidates, delivering you a short list of high-quality candidates you can focus on.

A leader in the science behind testing, we touch people in every aspect of their career. PSI helps organizations develop and deliver exams through various solutions, including test centers and remote proctoring options. With content, technology, and service in mind, we are your best option for a full-service provider in the market. For more information, please go to

Shaker is a full-service recruitment marketing agency specializing in highly customized solutions for attracting and retaining the right talent, including authentic employer branding, exceptional creative, and innovative digital experiences. Celebrating 65 years in the industry, Shaker offers unbiased recommendations informed by a familial business model of trust, passion, and an unwavering commitment to clients’ success. Visit to learn more.

Sovren is the premier global provider of multi-lingual enterprise-grade resume/CV parsing and fourth-generation semantic searching and matching software. We’ve been providing the best software to the best names in HR since 1996.

With customers on six continents and support for dozens of language/locale combinations, Sovren is the most global choice. Our domain expert approach of work with local partners in each region ensures our software provides the most accurate results, regardless of language. We don’t leave accuracy to so-called self-learning algorithms that are never as smart as human experts, nor do you have to add language packs or additional modules to get access to the full language and locale breadth of our products.

Talent Function reinvents Talent Acquisition for leading global organizations. We help our clients succeed with comprehensive and forward-looking strategies, leading technologies, best business processes, and smooth deployments to deliver ROI and business performance. We're strategic, specific and practical. We have the humility to listen carefully, the creativity and experience to innovate, the expertise to do things right the first time, and the passion to make clients successful. And we love doing it. Uniquely, every one of Talent Function’s talent consulting experts comes from a recruiting discipline. Our direct experience makes the difference.

Talent Works International is one of the world’s leading providers of recruitment intelligence, employer branding and talent sourcing solutions. Through in-depth market research, competitor insight, employee focus groups and external candidate perception analysis, we identify how, when and where to engage, talk to and recruit with the best candidates.

Our goal is to equip employers with the insight they need to recruit outstanding people. Our teams work collaboratively with clients to craft a powerful Employer Value Proposition, build a strong employer brand and drive compelling employer communications. By mapping out the talent landscape, identifying individuals and holding credible career conversations with candidates, our Sourcing teams deliver measurable outcomes to the most complex recruitment challenges.

Talent Works International was established in 2006 and has grown every year since. We now how five Service Centres providing global capability and we have sector specialist teams in FMCG, Retail, IT, Telco, Engineering, Financial Services, Healthcare and Pharmaceutical. Our solutions enable clients to understand new and changing markets, manage their employer reputation with confidence and establish a pipeline of talent into the business. To find out more, visit

TalentCircles is a Platform that enables Talent Connection Solutions for Staffing, Education, Government and Diversity Organizations. We have integrated everything from Dashboard Analytics to Video Screening, all in one talent community. TalentCatch®, our candidate recruiting app is also included. You have everything you need to provide real connections between Candidates and Employers.

For more information, visit or call 888-280-0808

The Muse ( is the trusted career advice platform used by millions of passive and diverse millennial (65 % female & 54% non white) candidates primarily for sales, marketing, and tech roles particularly technical women, to research, explore and apply to great companies.

We produce incredible content:

  • photo & video essays sharing what it's like to work at amazing companies
  • articles/videos/webinars/online classes to help our clients hire more qualified candidates, and help our clients externalize their employer brand

Work4 is the global leader in social and mobile recruiting, with thousands of customers including many of the Fortune 500. Work4 technology enables organizations to extend their employer brands, drive referrals organically and target specific profiles, transforming social networks into a source of top quality talent. Established in 2010 and backed by Matrix Partners and Serena Capital, Work4 has offices in San Francisco and Paris. For more information, please visit and follow us at @work4labs and


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Health Schooling Analysis Growth Journals

You wouldn’t begin or expand a enterprise with out a plan – a clear-cut idea of where you wish to take your company and how you intend to get there. As an alternative, you would assess your cash movement and bills, choose a location for your office, determine in your hours of operation, and develop strategies to overcome obstacles. The final subject is one that may solely be thought of if either (or each) of the 2 preceding fails the constitutionality test: what other provisions of the ACA also needs to be thrown out? In effect, the Court docket is trying to second-guess the intent of the Congressional writers of the ACA. Which provisions had been included only because of the assumption that either the Medicaid expansion or the person mandate would really be implemented? Given the months of negotiation that led to passage of the ACA and the sheer measurement of the Act, it’s a tough task that the Justices have set themselves. At the same time, it could show to be an essential one; for example, if the individual mandate requirement is overturned, ACA provisions dictating benefits and eliminating medical underwriting might destroy the individual and small group insurance markets.

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Experienced, dedicated, professional…

From our offices in Bagshot and Cambridge, we focus on offering our clients a personalised approach to financial planning. Our team of highly-trained financial planners and administrators have a wide range of skills and experience. They are backed up by our customised systems, which provide a detailed framework for all of our work.

We’re proud of our status as an Accredited Financial Planning firm, which confirms that we meet the rigorous standards set by the Chartered Institute of Securities and Investments (CISI) and demonstrates our commitment to their professional code of ethics.

With our expertise and diligent approach, you can be confident that your money is in safe hands. We make it a priority to focus on preserving and growing your wealth, meaning that you can enjoy peace of mind.

In addition, we liaise with a number of accountants and solicitors, whose work we rate highly, so that we can offer you a seamless overall service.

We’re pleased that our clients tell us they value not only our advice but also view us as friends.

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Successful financial planning, in our view, is a mix of experience, attention to detail and an ongoing assessment of what is right for you.

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You may be a business owner, thinking about succession planning. You may own property and be anxious to minimise your potential inheritance tax liability. You may also be concerned about putting the right level of protection in place to ensure that your family is well looked after, in the event of ill health or worse.

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Definition and causes

Menopause means that a woman's menstrual bleeding stops. Transition age (menopause) is the period surrounding the menopause, where the woman is characterized by the hormonal changes as her body undergoes. This period can last years. Menopause occurs between the 48th and the 55th years, with an average around 51 years.

Menopause preceded by a period when the woman's fertility is falling (from the 35th year), and the ovaries become less sensitive to some of the hormones that control the maturation of eggs. This often leads to longer periods between menstrual periods, and before they hold up, there will typically be a period that does not produce eggs, but there is still bleeding.

These changes in hormonal balance is responsible for many of the symptoms, the woman may experience in menopause. Some of the mechanisms are not fully elucidated.

Menopause is a time when large parts of the female body is undergoing a transformation. The female sex hormones influence the continuous nydannelse of bone mass and regeneration of the skin.

Almost all women in menopause announces that they have klimakterielle symptoms, approximately. half of them report they are difficult haunted by them.

Symptoms of menopause (menopause)

  • In the last years before menopause, when women have longer intervals blødningsfri, she can seeheavier bleeding and rejection of blood clots.

  • Hot flushes and sweatingperceived as a sudden rise in temperature over the whole body, especially in the face, like she may experience a reddening across most of the body. Similarly, she may experience sweating over the whole body.

  • Insomnia, joint pain and a range of psychiatric symptoms.

  • Impairedsexual functionAnd partly because of lack of appetite, but many women also experience dryness of the vagina due to changed hormonal balance.

  • Urination problemsin the form of-urge incontinence (sudden urge to urinate).

Precautions and diagnosis

The diagnosis is usually made on the basis of symptoms. There is however important that women seek medical advice if she experiences bleeding long after the last menstrual period (ie months), or if she is experiencing contact bleeding, as during intercourse. Such bleeding can be a sign of fibroids, cancer of the uterus or cervix.

Long intervals bleeding and minor bleeding is normal during this period and should not cause concern.

Treatment of menopause (menopause)

In most women the klimakterielle symptoms disappear within a few years. Some women, however, is so annoyed, especially by heat and sweating that treatment is necessary. The treatment is based on the female sex hormones (oestrogens and progestogens) in a combination, because estrogen alone can increase the risk of ovarian cancer (endometrial cancer).

The treatment is also called hormone replacement therapy or HRT. There are various treatments, and where the woman is on hiatus every 28 day here and get a afstødningsblødning. This treatment is very similar to multi-stage P-pill treatment. Break may also be held every 3 months, or to apply preparations, where the gap and thus bleeding eliminated. See also the article on hormone treatment.

In addition to hormone therapy, it is recommended that women boots treatment with calcium tablets and vitamin D, to reduce the risk of brittle bones (osteoporosis).

Treatment with hormones

  • Increases woman's life.

  • Reduces or eliminates hot and sweating.

  • Relieve urinary discomfort.

  • Prevent bone degradation.

  • Can delay the aging of the skin.

  • Improper cancer of the colon.

  • Delaying Alzheimer's disease.

  • Reduces the risk of arteriosclerosis of the heart.

  • Increases libido.

  • For the purposes of preparations which are kept pause, a bleeding.

  • There may be irregular bleeding, headaches, sore breasts and fluid retention the first 3 months.

  • There is a small increased risk of breast cancer.

  • Increased risk of blood clots in the legs and lungs.

Prevention of genes in the menopause (klimakterielle genes)

Regular exercise and healthy diet can reduce the nuisance at the menopause.

By dryness of the vagina during intercourse can be used sliding Cream, which can be bought at the pharmacy. The changing composition of mucus in the vagina may lead to increased frequency of the vagina sponge, so it's wise to pay attention to the odors and itching that can be treated with fungal cream (imidazole).

Select and complications

As mentioned, most klimakterielle genes move by itself within a few years. Since, however, the risk of developing a range of diseases as a result of the cancellation of hormonal influences, always in consultation with her doctor decide for themselves whether to boot a hormone treatment. The doctor here will assist with information on the advantages and disadvantages.

The frequency of side effects and the increased risk of certain diseases result can be increased by underlying diseases such as other types of cancer, family cases of cancer and smoking.

Top 5

Information on these pages should not replace professional doctors.
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Health Care Hiring, Medical Jobs

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>> Dentist >> Dental Providers

Registrant NPI Number: 1477715514

Individual Registrant:
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Location and contact information for practice:
Tel: 763-587-9100  Fax: 763-587-9101

Contact information for business:
Tel: 763-587-9100  Fax: 763-587-9101

Registration Information:
NPI: 1477715514
Entity Type: Individual

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PrimaryCodeCategory/DescriptionStateLicense Number
Y122300000XDental Providers
N1223G0001XDental Providers

Legacy codes, insurance codes and state license numbers:

1 Neonatologist, Medical Director- Neonatal Program Minneapolis, MN, USA Children's has also partnered with Allina Health to create The Mother Baby Center. A unique, personalized experience for mom and baby designed to provide convenient care throughout the entire ...... Apply Now>>

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All posts in "Juicing"

Juicing 101: Getting Started With Juicing

By Stephen Ralph / August 22, 2015

If you want to give your diet some variety while also get the essential nutrients, then you should consider fruit and vegetable juicing. Successful juicing can turn out to be a journey of a lifetime. The only way you are likely to get started is if you understand the importance of juicing and its true […]


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Exposing banned and dangerous diet pills

Banned and dangerous diet pills are becoming even harder to spot, we can see that most diet pills are still available to buy online either from another country, eBay or Amazon. So we have decided to give you a list of the worst diet pills and legal steroids that can cause you some very harmful side effects.

We always believe that a natural option is always best and will work as good as any safe diet pill that is of pharmaceutical value. Almost all diet pills will have a side effect but it can effect each person differently.

Avoid these products + Ingredients
In this list we are going to list each dangerous/banned diet pill that can still be purchased online. Each one can be bought as a product or ingredient! So make sure you check the ingredients list of any diet pill you decide to try.

Here are the lists in full and explain what they are and why they are banned.
 ####These are the most dangerous reported####

There are the most dangerous of all diet pills that are banned and you should not use. You must also watch for these products being included in the ingredients list and this is something you should also watch out for when deciding what diet pill to use!

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Phen375 Review - Natural Supplements that pack a punch!

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[Winning Projects] The Omrania | CSBE Student Award 6th cycle

[Winning Projects] The Omrania | CSBE Student Award for Excellence in Architectural Design sixth cycle

In collaboration with the German Jordanian University, a ceremony honoring the five winning projects of the Omrania | CSBE Student Award for Excellence in Architectural Design took place at the German Jordanian University’s Othman Bdeir in Amman, Jordan on January 7, 2014. The ceremony was followed by a reception and the inauguration of the exhibition that features the winning projects of the six Award cycles and a selection of projects submitted for the 2013 sixth Award cycle.

Printphoto credit Basheer Almufleh

The Omrania | CSBE Student Award for Excellence in Architectural Design was initiated in 2008 by Omrania & Associate and the Center for the Study of the Built Environment. It is open to all graduating students of architecture from the universities of the Arab world, who submit their graduation projects to participate in it. The Award provides a unique opportunity for recognizing and encouraging excellence in teaching architectural design, and also in honoring recently-graduating students as well as their instructors and universities. It also promotes healthy competition among architectural programs in the Arab world, and helps focus attention on the process of architectural education there, identifying relevant opportunities and challenges.

Printphotos courtesy of CSBE

The Award has been growing and expanding over its six-year existence, and it provides a very useful indicator in helping assess the quality of architectural education in the Arab world and in encouraging students, teachers, and programs of architecture to further enhance existing skills and resources. 150 projects from 37 universities from nine Arab countries (Egypt, Jordan, Lebanon, Libya, Palestine, Saudi Arabia, Sudan, Syria, and the United Arab Emirates) were submitted to the sixth cycle of the Award. The Award’s jury met in Amman on September 30, 2013 and October 1, 2013.  The jury members consisted of Shahira Fahmy, founder of Shahira Fahmy Architects in Cairo; Bernard Khoury, founder of DW5/Bernard Khoury in Beirut; and Murat Tabanlıoğlu, co-founder of Tabanlıoğlu Architects in Istanbul. They awarded equal winning prizes to five projects. The winners are as follows:

Nassmah al Ghoussein

Project: Treading the Line, Beirut’s Interactive Hackerspace
American University of Beirut
Instructor: Karim Nader

This project presents an intervention in two abandoned cemeteries in Beirut, Lebanon, which are among the many abandoned areas that still show marks of Lebanon’s Civil War. It transforms the cemeteries into public spaces that also contain workshops for production and creation. The project links the two cemeteries with other plots in the surrounding urban block, and introduces buildings containing studios, screening areas, galleries, and a theater. The project’s architecture also visually connects it to the cemetery.

Find out more about Nassmah’s project here

Renall Elghoul

Project: All senses pavilion – Experience box
Birzeit University
Instructor: Shaden Qasem

This project, which is located in Ramallah, Palestine, was created as a place where visitors may get relief from the difficult political, economic, and social circumstances that Palestinians continuously face as a people under occupation. The aim of the project is to create a place to where people go for entertainment, enjoyment, discovery, learning, stimulating creative thinking, and social interaction. The project consists of open green spaces and “boxes” that are interconnected by colorful tunnels and sidewalks. By using various colors to connect these different spaces, it emerges as a maze that stimulates the visitors’ senses.

Find out more about Renall’s project here

Haneen Khouli

Project: Machine in an empty and vast territory – Tension of permanence
American University of Sharjah
Instructor: George Katodrytis

This project is located in a rough mountainous area, and consists of two structures that crawl over a mountainous edge in an interdependent manner: a main movable structure and solid fragments that depend on its movement. An analysis of a ballerina’s performance was used as the generator of the project’s form.

Find out more about Haneen’s project here

Parastoo Najafi

American University of Sharjah
Instructor: George Katodrytis

The concept of this project is derived from the process of crystallization. It deals with creating spaces that are a result of the formation and the decaying of crystals. Large crystals with rough surfaces consisting of salt and Aluminum Potassium Sulfate mixed with water are made to grow around smaller seeds in a geometric manner through a controlled chemical process. Concrete is then cast on the surfaces of the crystals. The crystals eventually melt due to climatic and environmental conditions, leaving behind forms and negative spaces through which light penetrates. These spaces are very suitable as places of contemplation and worship.

Find out more about Parastoo’s project here

Ahmad Yehya

Project: Home for Bedouins, Lebanon
American University of Beirut
Instructor: George Arbid

This project is located in the Biqa’ Valley in Lebanon. It addresses the issue of linking vernacular architecture with contemporary needs. The project also challenges current concrete-based construction practices. It is a built project that was created for a family of five who are among the thousands of residents in the area living in tents. By using sun-dried mud bricks and recycled plastic containers and bottles, this eco-friendly housing prototype was built on a very limited budget and incorporates design features that meet the needs of its inhabitants.

Find out more about Ahmad’s project here

Find out more about The Omrania | CSBE Student Award for Excellence in Architectural Design here

Find out more about the participating projects here.

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NORRIS, Berkhamsted, 19th century

February 2001

PLEASE NOTE: When this question was asked the amount of information available online was very restricted and the only census available (on a CD) was the 1881 census. The answer given below should be carefully checked using the additional information now readily available online.

A posting from the earlier forum plus follow up replies

Diane Johns (johndian @t of Christchurch, New Zealand wants to find out more about Daniel & Sarah Norris whom I believe were the parents of Henry Norris who gave Berkhamstead, Herts, as his place of birth on Censuses 1851 & 1861 in Plumstead, Greenwich, Kent. From Parish Records I believe they were married in Bovingdon 1784 5 July. Henry was the sixth son of the couple and christening recorded Berkhamsted Parish Records. She asks what other information is know about them, including Daniel's occupation, where they lived, and where they might be buried??

To advise on what records will help you I really need to know which you have already seen. The relevant Berkhampstead/Berkhamsted (LDS index spelling/modern official spelling) registers have all been microfilmed and can be ordered and seen at your local LDS Family History Centre. In addition there are a wide range of other documents available on mircofilm through the LDS library catalogue (see familysearch) such as account books, etc., which could well contain references to the family - but which will not be indexed by name - so you have to look through them page by page.

To know which of the many documents would be best to look at first you really need to know something of your Henry's social status - and hence his father's social status. The fact that he moved from Berkhamsted to Plumstead. Kent, would suggest that he may have been an artisan (such as a stone mason engaged on church work, who would travel to the next building project) or a reasonably well-to-do tradesman/merchant. You possibly already have this information from the 1851 census - which will give his occupation, how many people he employed, if any, and any resident servants. The social status of his neighbours may also be a clue.

Considering the Berkhamsted situation I assume your Henry NORRIS is the one born to Daniel and Sarah NORRIS on 8 Dec 1804 and baptised on 6 January 1805. A quick check of the 1851 census shows that the name NORRIS was common in the area so one must be cautious, but the names of three brothers could be Joseph (baptised 1787), Daniel (baptised 1792) and Stephen (baptised 1796). You will need to check the Burial register of Berkhamsted (and Northchurch which is a parish which is closely associated with Berkhamsted) to make sure they didn't die in infancy.

I checked several sources of information on Berkhamsted.

  1. The 1851 census shows a 57 year old Daniel NORRIS (born Berkhamsted) with his wife Sarah H (47, born Madeley, Shropshire), and a son Daniel NORRIS (16, born Berkhamsted) and house servant, Elizabeth SIRETT (unmarried, 28, Hemel Hempstead). He was a miller employing 2 men and lived at Lower Mill, which was part of the parish of Berkhamsted but listed on the Northchurch return. This is almost certainly the Daniel NORRIS baptised in 1792.
  2. The 1850 Post Office Directory for Hertfordshire lists "LITTLEBOY & NORRIS, millers, Lower Mill"
  3. The 1839 Pigot's Directory for Hertfordshire lists two millers, George COOK at Water Lane, and Sarah LITTLEBOY at Lower Mill. In addition it lists a Mr Stephen NORRIS under "Nobility, Gentry and Clergy". This may be the Stephen baptised in 1796.
  4. The book "Berkhamsted, An Illustrated History" by Scott Hastie (Alpine Press, published 1999, ISBN 0952863111) reports "At Lower Mill William COOK was miller in 1832, subsequently the mill was leaded by the Ashridge Estate to the NORRIS familly. Lower Mill closed down earlier [than the Upper Mill] in 1900 ... because the River Bulbourne was drying up."
  5. The 1881 census shows that Richard R. NORRIS (53, born Berkhamsted) was living at Lower Mill with his family and live-in domestic servant. He was a miller (corn) employing 3 men.(LDS 1881 Census CD)

If your Henry NORRIS was a miller - or in a related trade - he is very likely to be from the same family. His father Daniel is likely to have had sufficient status in the town to pay rates, and possibly supply good or services to the overseers of the poor and be listed on land tax returns. This suggests the type of records you should be looking at.

Diane Johns (johndian @t replied: Great, thank you for prompt reply. Henry Norris gives his occupation as wheelwright in 1851 and 1861 Censuses. He married Ann Maria Clapham 1825 in Plumstead (copy of certificate held by my family) and have been able to get from Parish Records of St Mary Magdalene Church, Woolwich details of births of children, Ann Maria 1830 (my great grandmother) Sarah Jane 1827, William 1834 (yet to confirm Jane 1832), all giving his occpation as Victualller and gives age as 46 and 56 resp at time of each Census.
From Berkhamsted Parish records (LDS film) confirmed Daniel and Sarah Norris indeed had six sons Joseph b 1787 James b Aug 1789 Daniel b 1792 George b 1794 Stephen 1796 and Henry 1804 and three daughters Fanny 1785 Roda 1797, Esther 1802. It would appear three died as infants - no specific ages given - Roda, Joseph, and Fanny.
Realise there was another Henry Norris born to John and Sarah Norris 1805 but assumed his age at time of census 1851 1861 would not match??? Is this too much to hope for ?

There were 15 Henry Norris born in Hertfordshire at the time of the 1881 census. Your Henry Norris is almost certainly the 76 year old widower born "Berkhampton, Herts" and a pensioner Royal Arsenal, who was living in the house of his daughter, Sarah Giles, 51 year old widow born at "Worburd, Kent". The address is 19 Marlborough Road, Camberwell, Surrey. I suspect that if you look at the microfilm of the census you will find (a) it is very difficult to read, (b) "Worburd" is actually "Woolwich" and (c) "Beckhampston" is probably some spelling variation of "Berkhampsted". (Never rely on the census or its indexes to be 100% accurate.) What is quite clear is that a Pensioner of the Royal Arsenal would have worked at Woolwich - which is where the Arsenal was. Because the Arsenal made horse-drawn guns, etc., they would have clearly needed the services of a wheelwright.

If you return to the Berkhamsted registers (and recorded on the VRI) you find that John and Sarah Norris had four children Cassandra (born 1801), William (born 1802), Henry (born 1805) and John (born 1808). Names run in families and your Henry had a child called William. None of the names match the father/siblings of the other Henry Norris born in Berkhamsted at about the same time. It would therefore seem more likely that your ancestors were John and Sarah rather than Daniel and Sarah. Unfortunately it is unlikely that an examination of the microfilm of the baptismal registers will help, as occupation was only automatically recorded from 1813.

I note (from the VRI) that Cassandra married William Henry Pedley on 1st June 1820 at Bovingdon church, and from the 1881 census that there was a contemporary John Pedley living in nearby Hemel Hempstead who was a plumber. Neither the name Pedley or Norris appear on the 1841 census for Bovingdon.

When your great grandmother married - and also when Sarah married ?? Giles - the occupation of their father should be recorded on the marriage certificate.

Diane Johns (johndian @t  responded: Ahah! Value your experience in sorting such matters. Was conscious the names don't follow through from Daniel & Sarah's family - but noted in LDS film of Parish register for Berkhamsted James (wife Esther) and Stephen (wife Susannah) Norris give wheelwright as occupation when births of children recorded 1815 and 1820 respectively. Had thought it possible these were Henry's older brothers who took taught him trade before he left for London?? (Unsubstantiated I know!!)
Had also noted births to John & Sarah Norris (Henry 2nd son) and guessed at Sophia or some derivative instead of Cassandra for daughter's birth in 1801 - that name hasn't recurred in subsequent generations!
On the marriage certificate of Henry & Anne Maria his occupation is given as wheelwright, but he is recorded on birth records of children as Victualler, must have decided to try his hand at something different for a while?
Had also found the 1881 record (CD only) for Henry and daughter Sarah - but thrown off trail by Worbund, Kent!!!! Have not yet sought Sarah's marriage record but intend to now. And does this mean there would be a military record for Henry???
Thanking you for your help, Diane Johns..

As Henry was a Pensioner of the Royal Arsenal  I would guess there may be some record of him at the Public Records Office - but the information would be in manuscript documents so you would need to search in person, or get someone to do the research for you.

June 2001

Diane Johns (johndian @t  emailed saying  I have ordered 1851 Census films for Plumstead and Hertfordshire from local FHC and will continue search for siblings/parents of Henry. Won't pursue possible Military Records at this stage. Have had cursory look at Pigot's directory for Hertfordshire which I didn't realise was so readily available and found 'Mary Pedley and Sons High St Hemel Hemstead Painters and Glaziers' one of the sons probably husband of Cassandra

In addition to the entry you mention in the 1839 directory, there is a reference to Henry Pedley, High Street, Hemel Hempstead, in the 1823 Pigot's Directory under the heading "Plumbers, Painters and Glaziers". In the 1850 Post Office directory under Hemel Hempstead I note James Pedley, Queen Street, and John Pedley, High Street, both described as plumbers, painters and glaziers.

Berkhamsted, St Peter

The above burial reference comes from the National Burial Index and could well be the Daniel, husband of Sarah, who children were born in the late 18th century. There may well be other relevant entries.

Diane Johns (johndian @t  responded: My, but you have been busy?? Really impressed with National Burial Index - just when I was considering its purchase I found the list you produced for the Norris family!!! An invaluable tool though.

Daniel born 1762 died 1814, Parish St Peter Berkhamstead (LDS Film No 1040650) shows he was son of Joseph & Mary Noriss. Another son James born 1771 died 1845.

John Norris, born 1766 died 1838 was son of William & Elizabeth from same film source.

Children of Daniel & Sarah who died as infants not on that list - Roda (born 1797 died 1798),  Fanny (born 1785 died 1791). Joseph (born 1787 died 1806) was another son of Daniel & Sarah. Still working on identifying others.

Thanks for information on Pedleys - on entering names William and Cassandra Pedley into Family Search (LDS data base) I find 5 children born to a couple of those names in Selston, Nottingham!!! Ralph born 1808, Martha born 1812, Thomas born 1816, William born 1821, Mary born 1824. Coincidence??? Now to check them in the Census!!!

Curiously, the daughter of Henry (the cause of original enquiry!!!), Anne Maria first married a Robert Bell (tailor) whose family seem to have come from Marton Notts also in Royal Artillery and on pension living near Arsenal at Woolwich - in fact as many of them as there are Norris's in Hertfordshire!!!
Thank you again.

October 2001

Daren Norris (daren.norris @t says: I have carried out many years research into my ancestry. My ancestors were the Norris family in Berkhamsted from at least 1565 to around 1756.

If you give us more detail it might be possible to see if your Berkhamsted Norris family is linked to the above or the in the adjoining Northchurch family.

January 2004

Diane Johns (johndian @t provides another update: I have been able, thanks largely to FreeBDM site, accessed a marriage certificate for William, son of Henry Norris, married in Plumstead on Aug 26th 1854 to Sarah Adams, daughter of Benjamin Adams, also of Plumstead. Unfortunatey no Norris witnesses to marriage - but father Henry's occupation wheelwright. William's occupation, plumber. So far no information on marriage of Sarah Giles, the daughter Henry was living with in 1881 at time of Census. Perhaps, with persistence 2004 will be the year??

March 2004

Matt Wheeler of the Dacorum Heritage Trust writes: I have have two refs to Daniel Norris - grave inscriptions at the Friends Meeting House churchyard in Berkhamsted - one died in 1865 and the other on 26 June 1879

August 2007

Diane Johns (johndian @t writes: Progress on the dossier on Henry Norris born 1805 Berkhampstead, part of establishing his identity.

Addresses and occupation given at time of each child's birth:-

1827 New Rd Plumstead, Kent, Victualler.
1830 New Road Plumstead, Kent, Victualler.
1834 Green's End Plumstead, Kent, Victualler
1851 Mt Pleasant Plumstead, Kent, Wheelwright.
1852 Mt Pleasant Plumstead, Kent, wheelwright.
1854 wheelwright (son's marriage certificate)
1855 licensed victualler (daughter's marriage certificate)
1858 wheelwright (son's marriage certificate)

1830 - 1839 Henry Norris at "Fortune Of War", Green's End, Woolwich (License details yet to be found)

Census of England & Wales:-

1851 wheelwright Arsenal, born Berkhamsted Hertfordshire
1861 wheelwright born Herts, Berkhampstead
1871 wheelwright or wheeler born Herts, Northcup B'stead? (difficult to read)
[Northchurch, Berkhamsted]
(1874 wife Ann Maria died, his occupation, labourer to a wheelwright).
1881 pensioner of Royal Arsenal, living with Sarah Giles widow of Frederick.
No sign of Henry in 1891 Census and not been able to establish his date of death yet.

Unable to find Norris family in 1841 Census, as Kent not indexed, but have found possible references in Herts Census that could be Henry's brothers, William and John.
However, found his sister, Cassandra Pedley and husband William, coal merchant, were living in Hemel Hempstead.
Death Certicate for Cassandra Pedley, shows she died 1862 in Luton aged 60 years, wife of William Pedley master plumber, her son the witness.

I have a question. I have been sent the following from a fellow Norris researcher who lives in Herts.

From Hemel Hempstead monumental inscriptions -

"James TAYLOR and Sarah his wife of Crouchfield / also of Sarah daughter of the above and wife of John NORRIS Coal merchant of the same place who died July 12th 1815 aged 36 / also John son of the above who died in infancy / John NORRIS Coal merchant died April 24th 1832 aged 56 / also Henry NORRIS who died June 28th 1865 aged 57."

Would you agree then that I can now claim Daniel & Sarah (Fisher) as parents of Henry my ancestor, as this Henry lived and died in the county? My ancestor was still alive in 1881, living in Woolwich with of his daughters.

Am sending for the 1865 death certificate, hoping to confirm his being the son of John & Sarah and not some other relative

You can clearly eliminate the Henry Norris, son of John and Sarah as an ancestor - and the only other option we know about points to Daniel and Sarah being the parents of your Henry Norris.

Page updated August 2007


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