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国际商务个人英文求职信

  以下是CN人才网小编提供的一篇国际商务个人英文求职信,一起来看看吧。

  dear mike,

  i was interested to hear that your firm is considering ways to acquire more capability regarding international business transactions.

  as you know, i have worked as an independent consultant these past two years dealing with the business, financial and governmental problems that accompany overseas investments. i have found, however, that companies large enough to have significant international exposure are bombarded by major league players such as:

  a) the large investment banking houses,

  b) major law firms,

  c) consulting firms such as mckinsey and arthur d. little,

  d) and, increasingly, by the consulting units operating within the major accounting firms.

  it has become pretty clear that marketing my "lone ranger act" in the face of this kind of competition is, at best, a difficult job. for the past few months i’ve been investigating ways to merge my talents into a better known and more broadly based entity. if you are looking for additional arrows to round out holland and hart’s quiver of talent, then perhaps we should do some talking.

  the many hi-tech firms in the front range area are beginning to push into the international arena, and you mentioned that you have already taken steps to strengthen your intellectual property team. these hi-tech groups often face significant trade issues in washington as well as complex government and financial negotiations abroad.

  there are many other exporters in this area--such as the u.s. meat exporter federation (composed of entities such as monfort)--that are large enough to have real international needs as well.

  some of your "competition" has already mounted a campaign to try to serve these needs--see the attached flyer on "going international."

  the clipping from the wall street journal of october 16, 19-- shows what firms such as stearns roger and morrison-knudsen are up against internationally. i’ve marked the clipping to show how the things we did for cuajone parallel what bechtel is doing now.

  the resume information attached after the clippings just mentioned is probably a bit on the over-kill side, but lawyers love to read and it does demonstrate the extent and depth of my international experience.

  i expect to travel back east the 6th and 7th of november to talk to price waterhouse’s new affiliate partnership that deals in "international financing consultancy services," but will be here monday, november 5.

  best regards,

  richard p. ruby

  附:“签了没?”这是时下许多2005年毕业生的见面问候语。时值隆冬,却也正是各类学校毕业生求职的高峰期,为了满足这支数量庞大的就业队伍,各地举办了各种类型的招聘会。然而,在招聘市场火爆的背后,许多毕业生依然苦叹“今年找工作,难啊!”“就业难”已经是毕业生眼中无法掩盖的忧郁。根据上海市教委《2002-2003年上海大学生发展报告》,在现有大学毕业生中,有86.8%的人认为目前就业压力增大,这个数字远远高于2000年的58.9%。 学生就业遭遇到了史无前例的强“寒流”。

  又是一年求职时,面对就业市场的压力,如何积极应对才能走出一条属于自己的似锦前程呢?日前,笔者带着新出炉的《2004年毕业生薪酬调查报告》,就学生就业难问题采访了部分学生、家长、企业以及政府有关部门,听到了一些来自各方的声音。

  学生:转变观念练好“内功”

  面对《2004年毕业生薪酬调查报告》,今年夏天就将毕业的复旦大学硕士生李梦博的观点代表了当下许多应届毕业生的想法。他认为,过去那种“非机关事业单位、大型国有企业、知名外资企业不去”的求职观念早已跟不上形势的发展。大学生不应该太在乎一、两年内的薪资水平,而是要在年轻时练好“内功”,多学多想多锻炼,能力的提高才是自身发展的硬道理。

  小李说,大公司固然有其优势,但年轻人也可能由于竞争激烈而难以脱颖而出,相反去规模小一点的企业,你发挥的空间会更广阔,得到的机会更多,可以更淋漓尽致地表家长:首月工资只是“起跑线”

  学生就业压力大,做家长的自然是看在眼里,急在心中。然而调查发现,随着就业进一步走向市场化,一部分家长的心态也逐渐趋于理性。儿子就读于某大学高职的顾妈妈认为,不要说首月工资,哪怕是前三年的薪酬在孩子一生的发展中也不过是“起跑线”而已,就象是跑马拉松,一开始落后一点,并不会影响到中途发力、最后冲刺。对孩子家长不应该急功近利,盲目攀比,孩子一生的路很长,年轻时少赚一点钱没关系,学到真本事才是关键。与顾妈妈意见一致的还有家住杨浦的陈先生,他说,首月薪酬与一辈子赚的钱相比,那真是“小巫见大巫”,孩子与家长的眼光都应该看远一些,那样才能干大事。

  现自己的能力。目前,小李经过再三权衡,已经决定与一家私营高科技企业签约,他看重的就是这家企业的发展潜力。企业:薪酬会与能力一起长

  在被问及对此份调查报告的看法时,上海某软件公司人力资源部夏经理谈到,这几年公司规模不断扩大,每年都要招聘一些应届毕业生,此份毕业生的首月薪资报告,尤其是其中软件业各类毕业生的首月薪资水平对于做好今年的毕业生招聘工作提供了重要的参考依据,非常及时。

  夏经理还指出,公司的人事战略与过去相比发生了较大变化,在注重人力资本投资的同时,也加强了自我约束能力,合理控制人工成本水平,在招聘时更加注重经历和能力。应届毕业生们在求职时应该对起薪有个理性的预期,不要过高开价,影响正常就业。随着实际工作能力和绩效的提高,工资水平也会相应地有所调整。

  政府:调整就业预期自信迎接挑战

  上海市劳动和社会保障局综合计划与工资处的负责人表示,合理的薪资定位对于提高毕业生和用人单位双向选择的成功率有着重要的意义,毕业生一般都是首次参加工作,他们对工资标准水平的高低往往较为模糊,容易人云亦云,缺少对市场的基本认识和对市场信息的了解,特别是他们不了解工作初期的起薪工资与工作一段时间后工资将有明显不同的差异,而毕业生的家长一般也只能通过亲朋好友了解有限的情况,如果信息片面,往往会对孩子的就业产生不利影响。为此,根据以人为本的原则,市劳动保障局根据已掌握的11.5万2004年毕业生的第一个月的情况,提供了此份调查报告,希望对供需双方有所帮助。莘莘学子们在毕业前应该注重培养自己理论联系实际的能力,要树立正确的就业和择业观,对自己合理定位,调整好就业预期,自信地迎接就业过程中的挑战,这些对于走好职业生涯的第一步至关重要