Talent Acquisition and Retention Specialists

The PMA Marketplace
Employer Services
Employer Testimonials
Candidate Services
Candidate Testimonials
Job Center
Consultant Profiles
Become a PMA Recruiter
Contact Us
Return PMA Offices


Submit Resume


Helpful ToolsCareer CoachingHelpful - Articles

If You Are a Candidate: 

  • PMA offers targeted career guidance.

  • PMA specializes in unique career opportunities not available through traditional job listings and job postings.

  • PMA represents opportunities at hundreds of the most sought after companies in the United States.

  • PMA does goal oriented interviews geared to understand both your current and future aspirations. 

  • PMA will treat your information with complete confidentiality.

  • PMA will put you at the right place, at the right time, in front of the decision makers.

  • PMA walks hand in hand with you through the entire interview process.

  • PMA offices are staffed with well-trained, salaried consultants with previous experience of various levels in the management industry. We know the industry, who the "players" are and how to access them.

  • PMA has the highest concentration of Certified Personnel Consultants in the United States specializing in Restaurant, Hospitality and Retail Management.
























Helpful Tools

Sample ResumesSample Resignation Letters






















I want to thank you for all you have done for me here at (company).  It’s been a pleasure working with you, and representing the company as your (job title).  I have accepted an offer with another firm and have decided to tender my resignation as of today.  This decision has nothing to do with the exceptional opportunity you have provided for me here.  You and the company have been more than fair with me, and I genuinely appreciated all you support. My decision to leave (name of company) is final and I would appreciate it if you respect that decision.  It is something that I have entered into with much thought and I know that this is the right career move for me at this time.  I wish (company) continued success and I want to thank you for allowing me to be a part of your team. .  My last day of employment with (name of company) will be on  __________.   Please feel free to contact me at any time if I can be of further assistance with a smooth transition.

Another example….

           I want to take this time to thank you for the professional relationship and leadership you have provided during my tenure here.  I have enjoyed the work environment provided by you and the company.

          However, I have accepted a new position with another company.  My last day of employment with (name of company) will be on  __________. My decision to leave (name of company) is final and I would appreciate it if you respect that decision.  It is something that I have entered into with much thought and I know that this is the right career move for me at this time.

          I appreciate all that you have done for me in the past and hope we can maintain a cordial, professional relationship in the future.

Return To Helpful Tools



















Name of Person

Address, Telephone Number, Email

Objective: On a mission to implement my formula for unlimited success; mix a high level management position in a large and well established organization with my exceptional leadership skills.

Work Experience:

1997 - Present         Name of Company

Title: District Manager

Created the “Dream Team” of General and Support Managers. Motivated, focused, competitive, strong belief in people’s goodness and will not stop at anything until the job is complete.

In 2001 I was awarded “Area Coach of the year” in the Taco Bell System (Franchise side).

In 2001, and 2002 five of my stores were ranked in the top 10 among 4,555 stores. Superior customer service and safety was the platform of the contest.

Improved Sales by an average of 9% a year in the last 5 years (17% increase last year).

Designed a comprehensive accountability system that tracks the daily store performance in sales& cash, cost of sales, turnover, staffing...Etc. This system became the standard in Century Fast Foods and many other franchises in LA.

Supervised the opening of 9 stores in the company. Helped refine operations to include concepts like Pizza Hut, KFC, A&W and Long John Silvers with our Taco Bell stores to continue providing outstanding service to our customers.

I command a complete mastery of P&L. I have passed on the knowledge to my general managers who score the highest margin of profit in the company year after year.

1995- 1997              Name of Company

Title: Restaurant General Manager

Increased store Net Sales by 27% (from 37K to 47K per week). My store was recognized multiple times by Taco Bell Corp. in 1994 and 1995 for “highest sales growth” in the Great Western Market (CA, AZ, and NV).

I created a comprehensive training system that ensued continuous development of all employees in my store.

Was selected to be the Director of Training in the company, which enabled me to recruit and supervise training of all salaried managers in the company.

1993 - 1995                 Name of Company

Title: Assistant / General Manager Trainee

Through absolute hard work and dedication I worked my way up from a crew member to an Assistant Manager in 2 months.

Learned all the responsibilities of a store manager and had the chance to apply that knowledge when the Market Manager assigned me a store to run as a General Manager Trainee.


1990 – 1994 Wright State University, Dayton, OH

Bachelor of Science, Biomedical Engineering

GPA 3.15(General), 3.78(Major)

Fall 2003 – Present California State University, Northridge, CA

Masters in Business Administration

Still Enrolled.

References: All references are on file and will be provided upon request

Return To Helpful Tools














Helpful - Articles


4 Don'ts With Corporate Recruiters Interview Body Language
What To Ask An Interviewer Tips For The Out Of Town Interview
The Second Interview Survival Tips For The Group Interview
Six Common Interview Questions Sit For Success At Your Next Meeting
Phone Interview Tips Mastering The Interview
4 Questions For a Potential Manager 10 Mistakes Made By Job Seekers

Return To Helpful Tools

Return To Top Of Page












Career Coaching

Counter Offer-Career Ruin10 Reasons-No To A Counter Offer
















-Written by Paul Hawkinson

Matthew Henry, the 17th century writer said, "Many a dangerous temptation comes to us in fine shiny colors that are but skin deep." The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after deciding its time to fly away.

The litany of horror stories I have come across in the years as an Executive Recruiter, Consultant and publisher, provides a litmus test that clearly indicates counter offers should never be accepted . . .EVER!

I define a counter offer simply as an inducement from your current employer to get you to stay after you've announced your intention to take another job.  We're not talking about those instances when you receive an offer but don't tell your boss.  Nor are we discussing offers that you never intended to take, yet told your employer about anyway as a "they want me but I'm staying with you" play.

These are merely astute positioning tactics you may choose to use to reinforce your worth by letting your boss know you have other options.  Mention of a sure counteroffer, however, carries an actual threat to it.

Interviews with employers who make counteroffers and employees who accept them have shown to be as tempting as they can be.  Acceptance may be CAREER SUICIDE!  During the past twenty years, I have seen only isolated incidents in which an accepted counteroffer has benefited the employee.  Consider the problem in its' perspective.

What really goes through a boss's mind when someone quits?

  • "This couldn't be happening at a worse time."

  • "This is one of my best people.  If I let him/her quit now, it'll wreak havoc on the morale of the department."

  • "I've already got one opening in my department.  I don't need another one right now."

  • "This will probably screw up the entire vacation schedule."

  • "I'm working as hard as I can, and I don't need his/her work, too."

  • "If I lose another good employee, the company might decide to "lose" me."

  • "My review is coming up and this will make me look bad."

  • "Maybe I can keep him/her on until I find a suitable replacement."

What will the boss say to keep you in the nest?  Some of these comments are very common.

  • "I'm really shocked.  I thought you were as happy with us as we are with you.  Let’s discuss it before you make your final decision."

  • "Gee, I've been meaning to tell you about the great plans we have for you, but it's all been very confidential up until now."

  • "The VP has you in mind for some exciting and expanding responsibilities."

  • "Your raise was scheduled to go into effect next quarter, but we'll make it effective ASAP."

  • "You're going to work for who?" 

Let's face it, when someone quits it's a direct reflection on the boss.  Unless you are really incompetent or a destructive thorn in his/her side, the boss might look bad by "allowing you to go.  His/her gut reaction is to do what has to be done to keep you from leaving until he/she is ready to let you go.  That is human nature.

Fortunately, it's also human nature to want to stay unless your work life is abject misery.  Career changes like all ventures into the unknown, are tough.  That’s why bosses know they can usually keep you around by pressing the right buttons.

Before you succumb to a tempting counteroffer, consider these universal truths

  • Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion, or better working conditions, is suspect.

  • No matter what the company says when it is making it’s counteroffer, you will always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason), you will lose your status as a team player and your place in the inner circle.

  • Counteroffers are usually nothing more than stall devices to give your employer time to find a replacement for you.

  • Your reasons for wanting to leave still exist.  Conditions are just a bit more tolerable in the short term because of a raise, promotion or promises made to keep you.

  • Decent and well-managed companies don’t make counteroffers, EVER!! Their policies are fair and equitable. They will not be subjected to counter offer coercion or what one may perceive as blackmail.



Return To Career Coaching

















(Provided by Industry Trainer, Bob Marshall)

 1.      What type of company do you work for if you have to threaten to resign before they give you what you are worth?

 2.      From where is the money for the counteroffer coming?  Is it your next raise early? (All companies have strict wage and salary guidelines that must be followed).

 3.      Your company will immediately start looking for a new person at a lower salary price.

 4.      You have now made your employer aware that you are unhappy. From this day on, your loyalty will always be in question.

 5.      When promotion time comes around, your employer will remember who was loyal and who wasn’t.

 6.      When times get tough, your employer will begin the cutback with you.

 7.      The same circumstances that now cause you to consider a change will repeat themselves in the future, even if you accept the counteroffer.

 8.      Statistics show that if you accept a counteroffer, the probability of voluntarily leaving in six months or being let go within one year is extremely high.

 9.      Accepting a counteroffer is an insult to your intelligence and a blow to your personal pride, knowing that you were bought.

 10. Once the word gets out, the relationship that you now enjoy with your co-workers will never be the same. You will lose the personal satisfaction of peer group acceptance.

Return To Career Coaching


Webmaster / Link to PMA-Atlanta