In a two-count indictment, the U.S. government alleged Treacy conspired with others inside the company to "systematically" backdate stock options. Do to the actions, Monster paid $300 million for understatements for 1997 and 2005.

The former Monster executive is expected to be arraigned later Wednesday in Manhattan federal court.

Treacy resigned from Monster in 2002 and Monster founder and CEO Andrew McKelvey resigned following a probe into stock option handling.

Prosecutors charge Treacy exercised more than $23 million from 1 million stock options.

If convicted, Treacy could face up to 25 years in prison and a $500,000 fine.

Monster became one of the first companies that fell under the stock option backdating spotlight.

Introducing Plaxo People Search

You're one of over 20 million people who use Plaxo to stay connected with the people they care about.

But, what about all the folks missing from your address book, the people you've lost touch with along the way?

Now, you can find them and re-connect, with the new People Search feature.

With People Search, you can:
• Find friends, colleagues and classmates who use Plaxo by name or email

• Help the people you care about to find you, too

If you have plaxo all you have to do is activate the people search

Looking for a cushy job with great pay and low responsibility? Be a bank CEO!

Here's how it works:

* Take job after an economic downturn, when your predecessor is forced out after presiding over the loss of billions in bad-debt and trading write-offs (don't worry, your predecessor won't starve in retirement).

* Immediately take huge additional write-offs and reserves and blame them on your predecessor. Clean up balance sheet so your performance bar is so low you could fall over it.

* Announce "new era" in which Your Bank will focus on conservative, fee- and spread-based businesses in which you will grow steadily and prudently.

* Sit in your chair for two years while economic recovery (and your earlier write-offs) deliver strong earnings to the bottom line.

* Smile for the cameras. Have PR people place Fortune cover story entitled "The Wizard Who Turned Around [Your Bank"]

* Renegotiate contract extension from position of strength. Include new provisions that tie your comp directly to earnings and stock performance.

* Announce that, given the huge opportunities in the markets, Your Bank will take a bit more risk (prudent, of course) to improve return on equity.

* Encourage your traders to make huge bets.

* Sit in your chair for three years and collect at least $50 million a year during rest of bull market while those bets pay off.

* When market finally turns (sorry, it always does), briefly deny that the downturn will affect Your Bank.

* When it's clear that your traders were just bull-market geniuses and have gambled away all the "profits" Your Bank booked in the previous three years and more, blame them and express disappointment. Then hang around to see whether market cares.

* If market demands resignation, resign, collect $500 million severance, and join private equity firm.

* If market yawns, re-up for another cycle and do it all over again!

The DoubleClick layoffs have begun, a tipster tells us, and will continue through tomorrow. We're also told that Google (GOOG) intends to fire some DoubleClickers, then offer them contracts.

If the sound of working for an employer who's just fired you doesn't sound that good, or if you've been canned outright, we have a sliver of good news: People are already trying to hire you!

We've written about the coming cuts twice in the past week, and both times employers have stepped forward to say they're happy to see DoubleClick resumes. (To recap, that's Mike at CPX Interactive, and David S. Kidder at Clickable). But we know there are more out there.

So: Employers -- want to reach out to the DoubleClick staff? Leave us a comment below, or send us a note at tips@alleyinsider.com, and we'll get your message out. And to disgruntled DoubleClickers -- where are you planning on going when you leave? Where are your coworkers going, or where have they gone? You can use all of the options above to reach us, or try our anonymous tip box.

Update: In addition to Meetup and Marc Siry (see below), we've also heard from Lindsay Deak (ldeak@wgen.net) at Brooklyn-based Wireless Generation:

Wireless Generation is a growing education technology company always on the lookout for talented sales people and brilliant tech people.We currently have several open positions and would love to hear from any displaced DoubleClickers. Wouldn't it be nice to be a part of a company that is growing, that still has that start up feel (we are 8 years old) and that helps others? Yeah, we thought so too.

Ash started his career even before most people start thinking about a career when they are in college. His company 2028 was born out of the MIT labs and his thesis, which was structured around search engine summary. His product takes search engine queries and translates them into summaries, so you don’t have to read an entire book, page, pdf or anything you would need to condense. As I spoke with Ash, I learned we had a lot in common. It seems Ash’s work back in 1998 was not widely accepted. He was speaking a foreign language when he was trying to pitch his idea and product. It seems like and I to early in the marketing and pitching of my product to the market and waiting for the market to catch up with me so I felt his pain. So after spending a couple of years changing, tweaking, and relocating to California, it seems Ash has created a niche and a product that has been recognized by the market.

In summary, even though Ash was driven through an academic need, and he was able to build a company from it, his innovation, determination and persistence is what has taken him this far. Even though you may be in a corporate role, completing your day-to-day tasks, you can always add innovation into your current role, or your future role. Take a look around at current processes, products, marketing and see what you can add, change, and improve. If your first idea doesn’t work, keep pitching, saying no is easy, as it doesn’t take any work. But the more you pitch, the more you will be heard, until eventually someone recognizes your ambition and takes a chance on you.

If you don’t believe me, just ask Ash how many people have said no to him.

Now before you comment on this article and say, yes but I’m looking for a job, let me explain. Let the job find you. You do this is by making yourself known to both the world, and recruiters. The best way to do this is join social networking sites and make your job history known. The social networking component that has been exploding on the internet over the past couple of years has really let recruiters connect with job seekers in ways they have never been able to. Three of these sites are Linkedin, Facebook, and Plaxo. Recruiters are combing these sites daily for good candidates. You should you be part of them so you can get sourced by recruiters.

If you want to start getting calls from recruiters, then you should start by creating profiles on all of these networks. Make sure you complete your full profile, including all previous jobs and the history of your employment. Also, in your title, put your personal email address so people can reach you directly, instead of having to go through the network to reach. It’s also very important to put all keywords that relate to your skills, title, and any software you use, as recruiters like to search utilizing keywords in both search engines and these networks.

Networking is key to finding both hidden jobs, and talking directly to hiring managers, instead of sending your resume to Human Resources or the resume blackhole. The more you join and participate in social networks, the more exposure you will get, for your personal brand, and find your next job without even looking.

The Blog Network’s content will focus on senior business decision makers and high-net-worth investors. Topics will be relevant to the banking, trading, hedge fund management, affluent investing, and senior business decision-making communities. Participation in the network is by invitation only, and all blogs are vetted by Forbes.com editors for appropriate content, and to ensure that they are in keeping with the Forbes editorial brand.

The network will allow advertisers to target a highly engaged, exclusive niche audience of senior business decision makers and affluent investors easily and effectively. Four hundred-plus blogs have already joined the network, with many more expected to sign on before the official launch in the next few weeks.

“There is no denying the growing importance and influence of blogs within the media landscape,” said Forbes.com President and Chief Executive Officer Jim Spanfeller. “Forbes.com can ensure advertisers are reaching a hard-to-find and very desirable audience within safe, well-lit environments by exclusively inviting ‘best of breed’ business and investing bloggers to our new Business and Finance Blog Network.”

Nick Ricci has been appointed General Manager, Sales. He will be responsible for overseeing the sales, marketing and promotion for the Blog Network as well as the Forbes Audience Network (FAN), which launched in November 2007. Nick joins Forbes.com from About.com, where he served as Senior Vice President, Sales and Ad Operations. He has also held senior sales management and marketing positions at Times Mirror Magazines, Cox Interactive Sales, and Hachette Filipacchi Media US. Nick is already in the process of hiring and building a dedicated network sales team.

“I’m thrilled that Nick has joined Forbes.com to oversee the sales efforts for the Blog Network,” added Spanfeller. “He is a seasoned executive with several years of sales and marketing experience who will play a key role in driving the network’s success.”

About Forbes.com
Forbes.com (www.forbes.com), home page for the world’s business leaders and the No. 1 business news source in the world, is among the most trusted resources for senior business executives, providing them the real-time reporting, uncompromising commentary, concise analysis, relevant tools and community they need to succeed at work, profit from investing and have fun with the rewards of winning. Throughout the business day Forbes.com publishes more than 3,500 articles, delivering the best of Forbes journalism and that of its selected partners with all the immediacy, depth and interactivity that the Web allows. Affiliated sites include: ForbesTraveler.com, ForbesAutos.com, Investopedia.com, RealClearPolitics.com and Clipmarks.com.

When: April 2, 2008
Register: https://www2.gotomeeting.com/register/841590352
What Time: 12:00 - 1:00 PM Est.
Cost: $19.95 per person

In this webinar you will learn how to increase your search engine ranking for your blog including utilizing a special blog submission software. You will also learn how to promote your blog to search engines, pings and get more links for your blog. Also you will learn how to add more widgets, and increasing your content to get read.

For attending this webinar you will receive a 12-day FREE trial to submit your feeds.

Trial Version Limitations

• 12-day FREE trial to submit your feeds.
• Submission of up to 3 RSS feeds.
• Supports a limited number of RSS search engines.

After submitting your RSS feed automatically with one click, you may perform additional manual submissions through your web browser to those directories which require more detailed information about your feed. RSS Submit can auto-fill most web page submit forms with information about your feed, providing a much quicker and easier submit experience.

About The Presenter:

Jason Gorham is recognized as one of the blogging experts in the recruitment community dating back to 2004. He has been interviewed regarding his job blogs by: About.com, Newsday, CareerJournal. His personal blog www.jasongorham.com has been nominated twice for recruitment blog of the year and currently has over 9,000 links and a page rank of 4.

A&F Practice Manager NJ - We are conducting a search for an experienced Practice Manager in the metro NJ/NY area to build a search team from the ground up as part of an existing office that currently provides consulting services and temporary staffing.

A&F Full Desk Recruiters Contingency Staffing Firm CT - With a staff of over 240, our client is the largest regional accounting firm based in Connecticut and one of the largest regional firms in New England.

If your interested please email candidates@careermetasearch.com

Register in minutes, select the monthly membership package of your choice and get a second month of service for FREE! Just enter the following coupon code upon checking out: BOGO0308MAR

I believe a lot of companies don’t do this task very well, especially the small ones, or the ones that have to. There are a lot of good companies out there doing remarkable things. However, if you don’t know or hear about them, you’r not going to recruit the best talent to take you to the next level. These companies may not have the best insurance, compensation, or benefit plans however, there is usually a great story that is told but if you have no ears, you can’t tell the story.

Here are a couple of bad examples, specifically within the recruitment videos. This is a recruitment video I came across by just searching Google that was produced by Washington Mutual, and here is the url: http://videos.wamumedia.com/tv/careers/ The first problem with this video is there is no interactiveness. There is no wrapper around the video if someone wants to learn more, click on the link to apply
to jobs, and more importantly, the video can’t be distributed. The video is very well produced and I believe they just filmed this, threw it up on the net and let it sit. Here are a couple of things I would have done with
the video.

• Put the video in the middle of the page and have employee testimonials
all around the video.
• Make it easy for viewers to view “hot jobs” and apply to them easily.
• Have the video easily distributed to multiple sites. As the video stands
it can’t be placed anywhere. Most videos can be embedded to other sites
or shared via diggit and other social networking sites.

Another bad example is the recruitment video by Hormel foods located here: http://www.hormelfoods.com/careers/why/recruitmentVideo.aspx
They do a better job than Washington Mutual in they do have some testimonials on the page, but they have executives on the page. I would take lower level positions and place them on the site because it’s very easy for executives to tell why people should work for the company. They also have more links to other portions of their site but once again, I would force feed a prospective employee something, as when you have stickyness or eyeballs on your site, you want them to take action.

One good example of getting the word out about your corporate recruiting brand, is one I saw on a newsgroup from a Walmart recruiter. For those of you who don’t know, Walmart has a very difficult time recruiting because their headquarters is located in Bentonville Arkansas. Here is the email signature that this recruiter uses.

Sr. Management Recruiter
Human Resource Division
Wal-Mart Stores, Inc.
http://www.walmartstores.com/careers/
http://www.walmartfacts.com
http://www.nwark.org
http://www.arkansasbusiness.com/default.asp
http://www.rogerslowell.com/relocation/video.asp

This is a great example of links of well rounded information, not only about Walmart and what they are recruiting for, but what the location and city has to offer. What the recruiter gives is Walmart facts, why work for Walmart, how to relocate to Arkansas, what the benefits of relocation to Arkansas, is and how the economy is doing in Arkansas. Email signatures are very easy to create and get out to the world, and think how many emails you send out daily?

Kudos to Walmart for putting all this information together, and getting it out to prospective employees. Everyone knows who Walmart is but they have taken the extra step to engage people.

What are you doing to increase your Corporate Recruitment Branding?

When: March 5th 2008
Where: Webinar
What Time: 3:00 - 4:00 PM Est.
Cost: $49.95 per person

Natural search engine ranking will not only increase your business but get more exposure to your jobs and increase your applicant flow. By conducting some simple changes to your website will not only increase your ranking in search engines but will receive more traffic at no charge to you!

According to a recent Source of Hire report published by industry experts CareerXroads, search engines contribute to approximately 1.2% of a company's hires, and the trend is increasing. This is no insignificant number. If you hire only 100 people per year chances are at least one of them came to your organization directly from a search engine query.

In this exclusive presentation you will learn from Jason:

* Not All Search Engines Are Created Equal
* What Are Meta Tags?
* How Changing Your Title Tag Will Increase Exposure.
* Why Are Backlinks Important?
* What Is Keyword Stuffing?

FREE SEO Report:

All Registrants Will Receive A Free Website Ranking SEO Report. Limit One URL Per Registrant.

Register

Apply: candidates@careermetasearch.com