Squared Away

Over the years, leading IT talent provider Patricia Conolly has seen many hiring models for Fortune 500 companies and start-ups. “It's not uncommon for CEOs and CIOs to be asked to do more with less. That's a mantra we've all heard, but unfortunately, it's even more of a pressing theme right now,” said Connolly. Just as the world thought it was on the other side of covid, ripple effects and new issues are rocking the business world. Supply chain issues, inflation, and the cost of talent have all continued to challenge businesses' growth. With a global capability center (GCC) strategy, companies can sigh relief. “What's interesting is that most companies don't have a talent strategy and a road map, so we provide one to them,” said Connolly. Connolly notes that fortune 500 clients have even taken the SMC Squared road map and applied it to their wider workforce. The SMC Squared talent strategy helps companies digest comprehensive growth strategies. “We're able to help with that way of looking out into the future and making it a bit more simplified. Reminding them that they have options as they go through this road-mapping process with us. And building out a GCC follows a road map. We follow it to kind of a three-year plan with flexibility quarter by quarter,” said Connolly. GCC strategies are a solid alternative to outsourcing. The issues driving growth favoring GCC strategies include vendor performance, quality, and retention. In the last couple of years, outsourcing has stressed these issues further. “The whole question of - is a vendor the right solution or is a GCC the right solution, really comes to a head, and GCCs are really winning in that opportunity,” said Connolly.

Over the years, leading IT talent provider Patricia Conolly has seen many hiring models for Fortune 500 companies and start-ups. “It's not uncommon for CEOs and CIOs to be asked to do more with less. That's a mantra we've all heard, but unfortunately, it's even more of a pressing theme right now,” said Connolly. Just as the world thought it was on the other side of covid, ripple effects and new issues are rocking the business world. Supply chain issues, inflation, and the cost of talent have all continued to challenge businesses' growth. With a global capability center (GCC) strategy, companies can sigh relief. “What's interesting is that most companies don't have a talent strategy and a road map, so we provide one to them,” said Connolly. Connolly notes that fortune 500 clients have even taken the SMC Squared road map and applied it to their wider workforce. The SMC Squared talent strategy helps companies digest comprehensive growth strategies. “We're able to help with that way of looking out into the future and making it a bit more simplified. Reminding them that they have options as they go through this road-mapping process with us. And building out a GCC follows a road map. We follow it to kind of a three-year plan with flexibility quarter by quarter,” said Connolly. GCC strategies are a solid alternative to outsourcing. The issues driving growth favoring GCC strategies include vendor performance, quality, and retention. In the last couple of years, outsourcing has stressed these issues further. “The whole question of - is a vendor the right solution or is a GCC the right solution, really comes to a head, and GCCs are really winning in that opportunity,” said Connolly.

Founded and headquartered in Thief River Falls, Minnesota, Digi-Key Electronics is the recognized leader and innovator in the high service distribution of electronic components and automation products worldwide. Digi-Key offers the world's largest selection of electronic components in stock and available for immediate shipment and has experienced an impressive growth trajectory over the last several years.On SMC2's podcast “Squared Away,” Gabrielle Bejarano chats with Ramesh Babu, CIO at Digi-Key Electronics, Kristin McKenzie, the company's senior director of IT, and Patricia Connolly, the CEO and founding partner of SMC Squared, about Digi-Key's expansive global reach and workplace environment, the partnership between the two companies, and what Digi-Key is doing to support a diverse and inclusive workforce. “As a global company, it was really important for us to have a global presence,” said Babu as he discusses Digi-Key's decision to expand their team into India.Together the group discusses how Digi-Key:1. has grown immensely over the last few years, increasing in revenue of $1B each year.2. is paving the way in diversity and inclusion in the industry, committing to a minimum of a 50/50 female to male technology resource split. 3. and how the decision to switch to a GCC strategy can be simple with the right partner.“It's really thrilling for me to partner with Digi-Key and especially these two leaders because the authentic value set that they come with is just exciting. They not only talk about what their goals and ambitions are with diversity and inclusion … they live it. This is not something new that we just cooked up as a specific goal for their center in India, it is authentic — it's every day,” said Connolly.Ramesh, Kristin and Patricia will be featured this month at the HMG Strategy 2022 Minneapolis CIO Executive Leadership Summit where they'll discuss in more detail why Digi-Key Electronics decided to embrace a GCC strategy and how the company effectively manages global talent strategies.

Founded and headquartered in Thief River Falls, Minnesota, Digi-Key Electronics is the recognized leader and innovator in the high service distribution of electronic components and automation products worldwide. Digi-Key offers the world's largest selection of electronic components in stock and available for immediate shipment and has experienced an impressive growth trajectory over the last several years.On SMC2's podcast “Squared Away,” Gabrielle Bejarano chats with Ramesh Babu, CIO at Digi-Key Electronics, Kristin McKenzie, the company's senior director of IT, and Patricia Connolly, the CEO and founding partner of SMC Squared, about Digi-Key's expansive global reach and workplace environment, the partnership between the two companies, and what Digi-Key is doing to support a diverse and inclusive workforce. “As a global company, it was really important for us to have a global presence,” said Babu as he discusses Digi-Key's decision to expand their team into India.Together the group discusses how Digi-Key:1. has grown immensely over the last few years, increasing in revenue of $1B each year.2. is paving the way in diversity and inclusion in the industry, committing to a minimum of a 50/50 female to male technology resource split. 3. and how the decision to switch to a GCC strategy can be simple with the right partner, “It's really thrilling for me to partner with Digi-Key and especially these two leaders because the authentic value set that they come with is just exciting. They not only talk about what their goals and ambitions are with diversity and inclusion … they live it. This is not something new that we just cooked up as a specific goal for their center in India, it is authentic — it's every day,” said Connolly.Ramesh, Kristin and Patricia will be featured this month at the HMG Strategy 2022 Minneapolis CIO Executive Leadership Summit where they'll discuss in more detail why Digi-Key Electronics decided to embrace a GCC strategy and how the company effectively manages global talent strategies.

As outsourcing costs rise, while finding the right talent is akin to locating a needle in a haystack, CIOs search for solutions to these present-day challenges. Thankfully, global capability centers may offer an answer. Dr. Patricia Connolly, Founding Partner and CEO at SMC Squared, and Jan Ross, Former CIO at nThrive, sat down to discuss these issues and provide their thoughts on what makes global capability centers (GCCs) stand out in today's talent marketplace.A third-party talent outsourcer's main job is to satisfy the parameters of the work contract. The contracted person may do all the job requirements but won't necessarily have a stake in the company. But when bringing in individuals as members of a particular organization, they are more invested in being a part of the company's success. “They're not there just to check the box of a contract,” Ross said. “They're not there to say we don't do that, so if you want that done, it will cost you more.”While Ross's experiences with having a global capability center built at nThrive were positive and her preferred talent acquisition method, building GCCs in-house does take some work. “I recommend always bringing a partner in that's been there, done that,” Ross said. “There's a lot of legalities in it. It takes a lot of process and time to deliver to get your organization set up.”Going to a GCC can be an anxious process for a business unfamiliar with the advantages this model can provide. The savings numbers offer an attractive incentive to move to global capability centers. Still, the concern is whether that economic savings will have a hidden cost in sacrificing quality, consistency, and reliability. Ross did not find this to be the case. “The numbers are accurate, and you can truly get the lower cost opportunities. The individuals are incredibly talented. It's amazing the capabilities, the education, the drive, and the individuals we've brought in from a GCC perspective; they are thrilled to be part of that company.”

As outsourcing costs rise, while finding the right talent is akin to locating a needle in a haystack, CIOs search for solutions to these present-day challenges. Thankfully, global capability centers may offer an answer. Dr. Patricia Connolly, Founding Partner and CEO at SMC Squared, and Jan Ross, Former CIO at nThrive, sat down to discuss these issues and provide their thoughts on what makes global capability centers (GCCs) stand out in today's talent marketplace.A third-party talent outsourcer's main job is to satisfy the parameters of the work contract. The contracted person may do all the job requirements but won't necessarily have a stake in the company. But when bringing in individuals as members of a particular organization, they are more invested in being a part of the company's success. “They're not there just to check the box of a contract,” Ross said. “They're not there to say we don't do that, so if you want that done, it will cost you more.”While Ross's experiences with having a global capability center built at nThrive were positive and her preferred talent acquisition method, building GCCs in-house does take some work. “I recommend always bringing a partner in that's been there, done that,” Ross said. “There's a lot of legalities in it. It takes a lot of process and time to deliver to get your organization set up.”Going to a GCC can be an anxious process for a business unfamiliar with the advantages this model can provide. The savings numbers offer an attractive incentive to move to global capability centers. Still, the concern is whether that economic savings will have a hidden cost in sacrificing quality, consistency, and reliability. Ross did not find this to be the case. “The numbers are accurate, and you can truly get the lower cost opportunities. The individuals are incredibly talented. It's amazing the capabilities, the education, the drive, and the individuals we've brought in from a GCC perspective; they are thrilled to be part of that company.”

Securing and managing offshore talent is difficult for many companies, but it doesn't have to be.The race for digital talent makes assembling a reliable and skilled team challenging.Working with an experienced company prepared to meet specific needs and goals is the foundation of successful offshore talent operationsContact Us

Securing and managing offshore talent is difficult for many companies, but it doesn't have to be.The race for digital talent makes assembling a reliable and skilled team challenging.Working with an experienced company prepared to meet specific needs and goals is the foundation of successful offshore talent operationsContact Us

Securing and managing offshore talent is difficult for many companies, but it doesn't have to be.The race for digital talent makes assembling a reliable and skilled team challenging.Working with an experienced company prepared to meet specific needs and goals is the foundation of successful offshore talent operations.Contact Us

SMC Squared creates a seamless global capability center transition.Building the right cultural environment is vital to a successful transition.SMC Squared's unique GCC model delivers an excellent employee retention rate.Contact Us

SMC Squared is a strategic partner that focuses on listening and matching clients with dedicated talent recruited for their needs.Leveraging global talent can allow a company to outperform competitors when done in the right way.India provides a wealth of strong global recruitment opportunities for businesses.Contact Us

SMC Squared is a strategic partner that focuses on listening and matching clients with dedicated talent recruited for their needs.Leveraging global talent can allow a company to outperform competitors when done in the right way.India provides a wealth of strong global recruitment opportunities for businesses.Contact Us