When I founded Optimum RTS, I drew from the lessons I learned while working for others, carrying forward many of the best practices, and leaving behind just as many. Ultimately, the values that rose to the surface were Honesty, Respect, and Service. These are the principles I strive to uphold every day, with the hope of becoming a leader, and a man, others respect and may even choose to emulate in their own lives. These three values are the pillars that guide every decision I make.

This year, when my mother needed me, I was there without hesitation, putting everything else aside. When our clients have needs, we address them directly, promising only what we can do and being transparent about what we cannot. And throughout it all, both I and, by extension, Optimum RTS remain committed to the belief that growth comes through serving others and helping as many people as we can along the way.

These values are not mine alone. They are gifts given to me by those who led by example, people whose influence I am profoundly thankful for.

Wishing you love and peace as we close out 2025 and look ahead with purpose,

John

The Two Faces of Ghosting

There are two sides to the ghosting story and everyone is guilty of it. Whether you know it or not there is a chance you have once fallen victim to ghosting either as the ghoster or ghosted. 

Candidates sometimes stop responding to communication, don’t show for their interview or simply disappear after they have accepted an offer. This not only causes frustration on behalf of the recruiter and employer, but it causes hiring delays, and wastes resources such as time and money. 

Employers and recruiters have been known to not respond once resumes are submitted, or never reach back out to a candidate following an interview/phone screen. This not only causes frustration and disappointment for the candidate, but it can damage the company brand through negative candidate experience.

Regardless of which side of the ghosting you are on, everyone has had a bad hiring experience. Ghosting causes frustration and disappointment for both employers and candidates, and thus causes both parties to lose faith in the hiring system. Most candidates, ”who have been hunting for a job for months say the process is both frustrating and demoralizing, especially after sending hundreds of applications that fail to get a response.” (CBS News). This brings the question, why is ghosting haunting the hiring process?

Why is Ghosting Haunting The Hiring Process?

Ghosting is considered largely a new trend that was brought about with the increased use of technology within the hiring and communication process. With the influx of technology augmented hiring and communication, it is easier for both candidates and employers to look at all of their options within the hiring process.

The shifting dynamics of the job markets seen through hiring websites such as Indeed and LinkedIn, highlight how many opportunities are available at any given time. Meaning that candidates now can mass apply to positions and thus forget that they reached out to employers, or forget to schedule/show up for their interviews. Employers are facing the same problem, as there is a larger number of candidates applying to their positions. With this many hiring teams can become overwhelmed and thus not focus individual time to each candidate that applies.

However, the largest contributor to the ghosting epidemic is the general fear of confrontation. No one enjoys sharing bad news, especially when there is a fear of disappointing someone or upsetting them. This affects both employers and candidates. Candidates fear upsetting potential employers when explaining the position is not a good fit, or that they have found another position. Employers sometimes fear disappointing candidates when explaining that they are moving forward with different candidates. Both situations lead to either party avoiding the perceived confrontation, and with this the communication line dies. 

Lack of communication protocols only further exacerbates the problem, and with this the communication loop is never closed. Ghosting is something that will affect everyone within the business world and the costs of it are felt in every aspect of a business.

The Cost of Ghosting

Ghosting has negative effects for every aspect of the hiring process but the most damaging is an overall erosion of trust within the hiring process. Candidates feel discouraged knowing that they never heard back from employers, and employers are frustrated they wasted time having been ghosted by potential candidates. Both of these situations cause damage to a company or person’s brand. This can lead to negative word of mouth/reviews regarding experiences with a company, and can lead a candidate to be placed onto a do not hire list. There is nothing more damaging for a candidate than ghosting a recruiter, and not showing for an interview or first day. 

By ghosting employers, candidates miss out on good opportunities and positions, and likewise employers miss out on skilled and qualified candidates. Although ghosting is so easily avoidable, many people still let the fear of disappointing someone dictate what type of worker/company they will be. 

How to Break The Curse

Ghosting is a trend that is easily fallen into but it is also a curse easily broken. It takes action from both parties, but with a commitment to stopping the trend it can finally be put to rest. Employers can avoid ghosting candidates by setting clear expectations for the hiring process; highlighting the hiring process steps. In addition, a commitment to closing the communication loop between candidates and employers is the main way to stop the ghosting on a whole. Being able to communicate with candidates even when the response is a “no” is essential to eliminating ghosting from the process. Furthermore, building a communication culture that values transparency between both the company and the candidates can help in this process. 

Candidates can eliminate ghosting on their side of the hiring process by setting clear intentions with employers and recruiters at the get-go. Responding to employers/recruiters messages even if they are no longer interested in the position ensures that everyone understands each side’s intentions. Maintaining clear intentions and desires with employers/recruiters secures a communication bridge between candidates and employees. Due to this employers/recruiters are more likely to think of the candidate if a position they fit better arises. Ghosting is a fixable problem and with that both employers and candidates can experience a more efficient hiring process. 

Although ghosting plagues the hiring world, it can be easily stopped. This hiring season don’t let ghosting spook you. Take the steps to break the ghosting curse, and the easiest step is to increase and maintain healthy communication throughout the entire hiring process. Here at Optimum RTS we are working to exorcise ghosting, by helping candidates and employers avoid communication nightmares, and find real results. Our skilled recruiters are here to ensure that your company finds quality candidates and stays in contact with them. If you’re ready to hire candidates while avoiding the ghosting nightmare, call us today to learn more about our recruiting and hiring services.

Sources: 

https://www.cbsnews.com/news/employment-job-market-surge-in-long-term-unemployed-workers-economy/

Happy 4th of July from Optimum RTS!

We are hoping that you and your family enjoyed a relaxing and fun-filled holiday! We are here for you and your company any time you need it, whether it is hiring, training, consulting, and more.

Marketing Magic & Money Moves with John Dalton

In this month’s spotlight, Optimum RTS owner John Dalton joins Patti Heid, Director of Best Practices and Compliance at the Home Care Association of Florida (HCAF), for an insightful conversation on “Marketing Magic and Money Moves: Winning Tactics for Homecare Growth.”

John shares his journey from launching his sales career in 1991 to founding Optimum RTS, a leader in healthcare recruiting, training, and staffing. In the episode, he dives into powerful strategies for driving sales in the home health industry, including how to stand out, create meaningful referral relationships, and build a marketing team that truly understands the art of connection.

Key Takeaways:

• Why “everything is sales” beyond just your marketers
• How to paint the picture for referral sources
• What top-performing sales reps do differently
• Proven tactics to increase visibility and drive growth in your agency

Don’t miss this episode packed with practical insights and real-world experience.

If you would like to view the Newsletter in its original form, please use the button below.

Be the Four-Leaf Clover in a Field of Applicants: How to Stand Out

Picture this: You’re one of many job applicants, all vying for the same position. How do you make sure you’re the one that stands out? Like a rare four-leaf clover among a sea of threes, you must be distinct. This article will guide you on how to set yourself apart from other candidates and catch the eye of employers by showcasing your unique skills, experience, and personal brand.

If you would like to read the article in its original format, please use this link: https://conta.cc/4ksW34l

The Power Of Personal Branding

How you present yourself professionally is essential to setting yourself apart from the rest. The personal brand that you hold yourself to not only allows employers to see what your values are, but they can examine what type of assets you will bring to their company and your position. Personal branding both in-person and virtually allows companies to see what you bring to the table and quickly understand who you are. Creating your personal brand can be done through many avenues, but there are a few requirements; identify your strengths, values, and passions. These variables are what make you stand out from the rest of the candidate pool and can act as the tie-breaker between you and another candidate. 

Using the strengths, values, and passions you have identified, you must create an engaging way to showcase them. This can be done through creating an online portfolio using sites like LinkedIn, or portfolio websites. Lastly, you need to be prepared to explain your brand to anyone who asks. Preparing an elevator pitch allows you to be ready to market yourself in any situation. Remember, when it comes to creating a brand for yourself, you are always working, and you should be ready to showcase your brand at any point in time. 

Tailor Your Resume and Cover Letter

When it comes to standing out to employers and recruiters, customization is key. Tailoring your resume and cover letter to a specific position that you’re applying for not only highlights how you will fit into that specific position, but it shows your dedication to presenting yourself. Employers admire dedication to being specific with personal image, as it highlights how you will represent them as a company. Tailoring your resume emphasizes how you will fit into the specific needs of the position you are applying for.

Highlight relevant skills and accomplishments. By drawing attention to your skills, employers can envision you as a worker and examine what benefits their company would gain from hiring you. Drawing attention to accomplishments further puts you ahead by showing the recruiter what makes you special and what past success has looked like for you. 

Incorporating key words and or action words will catch the eye of the recruiter and encourage them to take a deeper dive into your application. Employers and recruiters do not always have the time to read every word of your resume, and that is why it is so important to catch their attention. By attracting them with key words, you are enticing them to read more and therefore setting yourself ahead of the rest in the applicant pool. Additionally, it is important to remember to highlight your expertise. Use your knowledge to stand out. Use your education, work experience, and certifications to draw the most attention so that employers can see what you have done to enhance your performance within the industry. 

Show Your Passion and Enthusiasm

Employers want to know that the candidate they are hiring is going to bring a good mindset to the job, which means you need to show them that you are passionate for the position. Employers want someone who is excited for their position and is not just treating it like any other job; you need to be their top choice, and they need to be yours. Demonstrating your enthusiasm can be done through research and first impressions.

Researching a company before applying is essential, as it shows the employer/recruiter that you care about the position you applied for. If you’re not researching your future company, how do you know that it will align with your strengths and values? By researching the company, the company senses that you are serious about working for them, and you know if it’s a position you’re interested in. 

First impressions can be the make or break when it comes to making yourself a top candidate. By expressing your excitement for the position and asking strong questions through the interview, employers can sense whether you’re interested in their position or not. The impression that you make on the person conducting the interview carries power, and making sure that you make a good impression is essential. 

Make a Lasting Impression

You want to stand out, and that is done by making the employer think of your name first. Making yourself memorable is critical to the recruiting process, and it is what makes employers choose you over anyone else. The quality of the interview is essential to ensuring that employers walk away with a good impression of who you are and what you will bring to their company. Simple behaviors such as maintaining positive and confident body language, being punctual, actively listening, and asking good questions creates a professional persona showing recruiters that you are taking their time seriously. 

Be prepared to answer any questions that may be thrown your way, and most of all, be ready to explain what makes you unique from the rest of the applicants. When it comes to answering these types of questions, this is your moment to truly shine. If there is a quality that you are proud of, shine a light on it. Make the recruiter see how you are better than the rest, and how you are the lucky candidate they have been looking for. Answering this question, think back to when you set up your personal brand. Now is the time to share the things that make you unique and how those will be incorporated into the business you are interviewing for. 

Lastly, the impression you leave with the interviewer goes beyond the interview. Staying in contact with the interviewer can remind them that you are interested in the position and keep you at the forefront of their mind. This can be done through reaching out to thank them for their time after the interview was conducted. This keeps your name in their mind, as well as further promoting a sense of gratitude and professionalism. 

With the right strategies, you can stand out from the crowd and be the lucky candidate employers are searching for. By building a strong personal brand, tailoring your resume and cover letter, and showcasing your passion, you can separate yourself from the pack. When you walk into that interview, remember: a memorable first impression is the key to leaving a lasting mark.

Now is the time to take action—refine your approach, show off what makes you unique, and make your job search as lucky as finding that elusive four-leaf clover. Good things are just around the corner, and with the right mindset and tools, you’ll be well on your way to landing the job of your dreams.

February of 2025 marks Optimum RTS’s 11th anniversary as a company. Since the beginning, we have been dedicated to bringing quality services and candidates to companies across Florida and the nation. At our formation, Optimum RTS was built on three main pillars: Recruiting, Staffing, and Training. Now starting our 11th year, we are not only an award-winning employment agency and staffing company, but a locally and nationally sought-after sales training and consulting group. Whether you have interacted with us as an employee or an employer, we are so grateful for over a decade of support. Remember, it’s our job to understand your job, and all of you have made that mission a reality!

Fall in Love with Your Career: How to Find the Job That’s Right for You

    Every day millions of Americans and people worldwide wake up and get ready to head off to their jobs, but how many of them are looking forward to their day? Having the right job can determine whether your day is something you look forward to or dread. Just like a relationship, the right job should make you feel excited, appreciated, and valued; so it’s time for you to fall in love with your career.

Understand your needs and desires

To find that perfect match, you need to address your standards: what are you looking for? Think about your values, passions, and goals. Are these essential to your work environment? Are you able to be flexible with some of them? Once you have addressed what your requirements are for your job “partner” it’s time to determine what your motivators are. What aspects of your job make you feel excited to get up in the morning? Lastly, determine how happy you are in your current position and identify what aspects you like and dislike with that position/company. Knowing your desires can help you filter through the available jobs and find the perfect match for you.

Evaluate your skills and strengths

Once you have determined what you are looking for in your career, look inward and identify your skills and strengths: How will you make yourself attractive on the job market? First, identify what you are good at. What past job positions were your favorite and what did you excel at in them? Assess your talents by asking yourself, if I were an expert in a skill what would that skill be? Identify what paths you are interested in learning more about and align these with your strengths. Find a job that requires the skills you are strong in and translate those skills into a role that excites you.

Research and explore job opportunities

Now it’s time to put yourself out on the market. Use online sites such as LinkedIn and Indeed to see what is available and market yourself. In addition, you can visit the Optimum RTS website and click on the “Find Jobs” tab to see what current positions we are filling. Once you have identified a job you are interested in, send us your resume’ and we will match you with your dream job.

Trust the process: Recognizing a job that is right for you

Lastly, you know when you have found The One. Having a healthy relationship with your job means more than just finding the available job, it means feeling like you found the right fit. When you feel you fit in the position, you are energized and excited for the work you are there to complete. Follow your intuition and trust your gut; you will know when you’re in the right place.

Finding a career that truly excites and fulfills you is possible—it’s all about aligning your passions, skills, and values with the right opportunity. By taking the time to understand what you want, evaluate your strengths, research your options, and trust the process, you can pave the way toward a job you genuinely love.

Remember, career fulfillment doesn’t happen overnight, but each small step you take brings you closer to the job that’s right for you. So, whether you’re just starting your journey or rethinking your current path, don’t be afraid to pursue a career that makes your heart race with excitement. You deserve to fall in love with your work, and you can make it happen with the right mindset and actions.

If you would like to view our newsletter in its original format, please use this link: https://conta.cc/3WUDpIE

Let’s start off by defining who your customer is. Immediately, you envision the person currently utilizing your service or products. Typically, these people would be called your prospect, patient, client, shopper, patron, etc. Other people fall into this category as well, however, when you examine this a little closer. A customer is not always only the person using your services. It could be the parents of a child in school, the family members of a parent using your services. It could be the candidate you’re attempting to hire or the employees in your organization, or even your manager or one of the company’s vendors. In brief, it is everyone you come into contact with during the course of your work day. Beyond your work day, the term “customer service” can be substituted for just being polite in your interactions with everyone you meet. 

Now that we have defined who a customer is, let’s dig deeper into why understanding their emotional state might be important to a successful and positive interaction. To do this, think of a child and his or her parents going back-to-school shopping. In this scenario, there are two clients you will be faced with, and both may have very different emotional states. The child may be excited about going back to school, buying their new binders, pencils, and backpacks, whereas the parent is cranky about all the money they are spending, and trying to corral their children, the traffic, or crowds in the stores and malls. In both cases, how they are feeling has a direct relation to the way you or your employee will need to interact with them. For the child you will need to show that same excitement, and for the parent you might need to just be courteous and efficient. Now let’s look at a new patient being referred to a Home Health Agency. What could be the mental state of this customer? They could be scared, feeling vulnerable, tired of being sick and within the healthcare system, ready to be home, and concerned for the potential financial burden they might incur. Initially, the patient is not your only customer in this case, and each one of those involved may have one or more of the aforementioned emotions going on. As an example, when speaking to Mr. Smith and his wife, your ideal customer service would lead with empathy, reassurance, competence, and the timely nature of nursing, therapies, and caregivers. Whereas, when dealing with Mr. Smith’s daughter or son, you may want to switch the focus of your customer service to being efficient, actively listening, and providing concise descriptions of services and cost. This sounds easy, like basic information, but honestly, in most interactions, everyone is only thinking of themselves. For instance, the cashier at the office supply store in the first example might only see a grumpy lady and an obnoxious kid, or the staffing coordinator at the home health agency might be put off by the curt conversation Mr. Smith’s son is having with her. In both cases, the person who should be providing customer service has focused on themselves rather than the customer.

As you begin to read this list of best practices, think about your customer and their emotional state and how you would need to modify these best practices to be most effective.

Top 7 Customer Service Best Practices:

1. First Impressions: How your client initially interacts with you has nothing to do with you. Do not personalize a person’s attitude or behavior.
2. Observe and Drive: In face-to-face interactions, look your client in the eye, and all interactions use active listening skills to determine what the needs are and the driving force behind their need or question.
3. Be the fixer: Be concise in your response and only promise or solve issues that can be done at that time. Apologize and explain how you will get the information to answer the question or solve that problem. Be as specific as you can about the expected resolution time frame.
4. The Follow-up: Follow up on what was promised by keeping your client aware of your progress, should the timeframe you set move.
5. Make it personal: Personalize your customer service by introducing yourself and using your customer’s name when appropriate.
6. Smile: Smile. Really, it’s that simple. This applies when you are face to face or talking to someone on the phone. A smile can be heard as loudly as it can be seen.
7. Remove yourself: Remember, this interaction is not about you.

In my 26 years in recruiting, sales management, and national sales as a trainer and now a business owner, I have seen communication and customer service lead to unbelievable successes and an equal amount of failures. The primary causes of those failures occur when the person providing the service did not fully understand the “why” behind an attitude or question of a client. Without that understanding, even the best customer service plan will fail.

About the Author: John Dalton is the owner of Optimum RTS, a medical employment and consultant company. He has taught and consulted for clients that have just opened their doors to Fortune 100 companies. He can be reached at jdalton@optimumrts.com and you can visit his website at www.optimumrts.com

Read the article in its original format using: https://conta.cc/3XuLF3c

Happy New Year! I trust this message finds you well and that you had a joyful holiday season. As we step into a new year, I want to extend my warmest wishes for an excellent and prosperous 2024. At Optimum RTS, we value the relationship we’ve built, and as always, we remain committed to supporting your hiring needs. If you find yourself in need of talented professionals to join your team, please don’t hesitate to reach out. Our team is ready to assist you in finding the right candidates to drive success in the coming year.

Thank you for your continued partnership, and we look forward to contributing to your success in 2024!

Best regards,

Daniela Giraldo

Manager of Staffing Services

New Year New Goals!

Start 2024 strong, by setting clear intentions for your career.

As we stand at the threshold of a new year, it’s the perfect time to reflect on our professional journey and set forth on a path of self-discovery and growth. Creating new career goals and intentions allows us to redefine our aspirations, chart a course for success, and ultimately cultivate a more fulfilling and purposeful professional life.

Here are some easy ways to fulfill your 2024 career goals.

Break your goals down into smaller steps: By breaking your large goal into smaller, more easily achievable actions, you can proactively work towards the big picture.

Create specific but flexible goals: Understand that you are not going to be able to achieve everything in one day, being successful is all about being adaptable. Not everything goes as planned. We may have to change our course, but we must maintain our focus.

Make your goals challenging: To grow we must push ourselves out of our comfort zones. Your goals should push you to achieve the things you desire.

Hold yourself accountable: Remind yourself daily of what your goals are. Each of your daily goals should push you towards your main goal. You can hold yourself accountable by creating reminders or expressing your desires to a non-judgmental third party that will help motivate you towards personal success.

Use this link to visit our newsletter page: https://conta.cc/3NVeUGD

Without using a staffing agency, the average time frame from search to start date for a new hire is 10-12 weeks according to an article on monster.com. Including companies using staffing agencies, LinkedIn’s 2017 Global Survey says the average is 6-8 weeks. To be clear, that’s the nationwide average across all industries. The reality is less concrete than survey statistics. Each industry, job requirement, company culture/reputation, etc affects the length of time it takes to bring on a new hire.

Let’s say you own a private practice and you speak to a friend in the restaurant industry that easily hires multiple wait staff every week. Let’s say they exaggerate and it’s multiple hires every month. Many of the candidates apply simply by seeing the “now hiring” sign on the door. Sounds easy, right?

If you’ve been in the industry for any amount of time you know how very incorrect that assumption is, especially for the healthcare industry. So how can you get that many candidates in that fast? 

The right candidate is worth multiple convenient hires even for positions that do not require specialized skills. In most cases it takes time to find the right candidate. In a past blog I wrote about how it takes a few weeks to go through resumes, a few weeks to conduct interviews, and if your candidate is otherwise employed it takes an additional two weeks notice in most cases. Six weeks of waiting to fill an empty position. 

That six weeks is based on the search starting immediately. You didn’t try to save money and make it work with one person down. That’s also assuming you don’t hold a company meeting to discuss the need to bring another person on board, or find a time to meet with the busiest person in the office prior to coming on board. 

So how can business owners speed up this process?

1. Spend time thinking about where your ideal candidate searches for a position. Then focus your efforts in that area. This will require some research on job seekers in your industry.
2. Branding. Know your reputation on and off social media. Do you know what your company’s social media footprint looks like? It’s common practice for HR to review potential candidate social media pages. So it only makes sense that candidates would also review companies. If you’re maintaining your social media pages well, leverage them all to get the word out that you’re hiring. I’m sure you know or have at least heard about the importance of branding. Example: I’ve heard Disney World is a great place to work. However, logically I know providing service to a mass of excited/exhausted children and parents waiting in lines for hours can not possibly be as great of an experience as the rumors.
3. Figure out what you really need out of the candidate. Often our idea of the perfect candidate and the actual perfect candidate are different. Here at Optimum RTS we talk to our clients about their job, their company, the entire picture in order to make a job description. Often, our clients send us a job descriptions that include many concrete tasks but the description still lacks the actual position. We make it our job to understand your job so we can find the perfect candidate for it.
4. Keep an open mind. When deciding on the position requirements, consider similar/complimentary skills to leave room for pleasantly unexpected candidates. We often see clients choose these unexpected candidates even over candidates that seem to meet their checklist of requirements. Aside from positions that require credentials, many times candidates have most but not all of the items listed on the job description.
5. Be willing to train. Many times the difference between an immediate fill candidate and months of searching for the right candidate is the willingness to train. Often clients come to us having searched for weeks for the perfect candidate, unwilling to train quality candidates because they don’t have time. However, when a position sits empty for months, how much time and productivity is lost? I would argue you don’t have time to waste on an unfilled position.
6. Referrals from current employees. I will caution that current employees do not always make good referral sources. There are times we have seen a cliquish environment form from this practice, or personal life drama spilling into and poisoning an otherwise harmonious office environment. It can work, but still do your due diligence on all potential candidates. (Did I mention we do background checks?)
7. Use a Staffing Company. This is definitely a fast and easy way to fill a position with a professional. I wrote an entire blog about this a few months ago if you have questions. (https://optimumrts.com/hr-corner-by-suzanne-february-2019/)

As always if you want more information on any HR/Training/Sales/Recruiting (and more!) topics, contact us!

Suzanne is the glue that holds Team Optimum RTS together. She wears many hats in our office and her organizational skills are OUTSTANDING! 

Please contact us if you are interested in interviewing one of our hot employee candidates!!

Hope is a very personable person with over 30 years of experience in Radiology and has managed most areas of Radiology. She is currently the Manager of an Oncology department. She has an MBA and a Masters in Healthcare Administration. She works with finance and budgets, personnel, and new technologies.

Jackel is a Bilingual Spanish RMA. She is experienced with MD Vita, ECW, EKG phlebotomy, front and back office, answering phones, scheduling appointments, and verifying insurance to name just a few of her qualifications! A well-rounded candidate for any Doctor’s office!

Jamie has extensive experience answering phones, scheduling appointments, using Outlook, Word, Excel, Mac, Payroll, QuickBooks, opening and closing, hiring and firing, and marketing. She is extremely organized with glowing references. They stated she is incredibly outgoing, friendly, works hard and stays on track, is detailed, and clients and coworkers enjoy working with her.

Luz is Bilingual in Spanish, with four years’ experience as a Human Resource Supervisor and additional experience as a Director of Business Operations. Luz is looking for a good company that offers long-term growth and stability.

Michahala is a people person and likes to get things done. She has been a medical assistant and knows how to work a front desk. She recently graduated as a biller and coder and is ready to get to work! She has a great personality for billing and coding; she’s assertive and can go after the insurance companies!

Rillia has a great attitude and has experience with Inside Sales Consulting in a B2B capacity. She is dynamic in her understanding of process creation, following trends and adjusting accordingly. She has run call centers and developed scripts for salespeople. She is energetic, a self-starter, honest and professional.

PLEASE REVIEW OUR OPEN JOB ORDERS ON OUR WEB SITE JOBS.OPTIMUMRTS.COM