Podcasts about executive recruiting

“The people helping people motto should be lived inside the walls of our organizations just as much as we live it outside with our members.” - Jaime MarksThank you for tuning in to The CUInsight Network, with your host, Robbie Young, Vice President of Strategic Growth at CUInsight. In The CUInsight Network, we take a deeper dive with the thought leaders who support the credit union community. We discuss issues and challenges facing credit unions and identify best practices to learn and grow together.My guest on today's show is Jaime Marks, Director of Recruiting Services at Humanidei. Jamie and I dig into what actually matters when building strong leadership teams, and she shares the pivotal experiences that shaped her, from her first job at Ent Credit Union to taking on bold career shifts across states and institutions.In our conversation, we get personal about the mentors who saw Jaime's potential, the environments that helped her grow, and the toxic cultures which she learned to spot from a mile away. Her insights are grounded within years of experience and a true passion for helping organizations lead with integrity and intention. We also touch upon what “values alignment” really looks like when hiring senior leaders, with Jamie explaining that she doesn't just fill roles; she reads between the lines, listening for what a board or leadership team really needs, even if they don't say it out loud.As we wrap up the episode, Jaime talks about the mentors who have impacted her life, her love of Sur La Table and Santa Barbara, California, and has a book recommendation for everyone. Enjoy my conversation with Jaime Marks!Find the full show notes on cuinsight.com.Connect with Jaime:Jaime Marks, Director of Recruiting Services at Humanideihumanidei.comHumanidei: LinkedIn | Facebook | Instagram | XWant to hear more from Jaime? Click here.Book mentioned: Finding Ultra: Rejecting Middle Age, Becoming One of the World's Fittest Men, and Discovering Myself by Rich Roll

Unlock fresh perspectives on modern executive search operations in this can't-miss episode of The Full Desk Experience. Designed for executive search leaders, owners, and director-level decision makers, this conversation with Vaughn Emery, VP of Revenue Growth at Duffy Group, dives deep into the strategies powering next-level growth in today's recruiting landscape.Key insights include:The Duffy Group's unique, research-driven executive search model that builds deep, mission-aligned partnerships with clients.Transforming sales and process frameworks to balance consistency with flexibility, while keeping teams accountable—without micromanaging.The essential role of technology and AI in modern search, and why the human touch remains irreplaceable for quality outcomes.Tracking overlooked KPIs, like cost-to-hire and post-placement success, for smarter, client-focused results.Executive-level approaches to succession planning and long-term client value creation.Are you future-proofing your processes, or has your tried-and-true approach hit its ceiling? How much will AI truly change the game for executive search, and where is the human element irreplaceable?Press play now to hear first-hand strategies and practical wisdom you can use to elevate your search firm's success._________________Tools mentioned in this episode:Crelate – Mentioned as both the company the host is from (Kortney Harmon, Director of Industry Relations at Crelate) and the platform behind the podcast.Crelate Copilot – Crelate's AI assistant (“Copilot brings you recruiter intelligence…”)._________________Follow Vaughn on LinkedIn: https://www.linkedin.com/in/vaughnemery1/Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Unlock the future of executive search operations with this episode of The Full Desk Experience. Dive into actionable strategies and decision points that will help you harness AI to drive your firm's growth and competitive advantage.Key highlights:Discover the six essential decisions for integrating AI in your recruiting workflow, from optimizing at the recruiter or firm level to choosing the right ownership model for your AI tools.Why focusing on mastering core AI platforms is far more valuable than chasing the endless parade of new “wrapper” apps.Practical frameworks for assessing where AI will deliver the highest ROI: from streamlining candidate presentations to enhancing your business development and back-office operations.Insightful guidance on conducting a strategic, firm-wide AI audit versus simply winging adoption as you go.The critical value of “influence over efficiency”—how AI can drive not only productivity but better outcomes in client and candidate management.Is now the time to standardize your firm's AI knowledge, or nurture entrepreneurial recruiters? Will specialized AI tools survive the coming market shakeout?Tune in to get clarity—and learn how to put these strategies to work in your own practice._________________Tools mentioned in this episode:AI Tools & Large Language ModelsChatGPT (by OpenAI)Gemini (by Google)Claude (by Anthropic)CopilotPerplexityDeepSeekRecruiting/Industry ToolsCrelate Copilot (Crelate's AI assistant for recruiting)Zoom (specifically for the AI Companion functionality)MetaviewZoomInfoApolloLinkedIn Recruiter_________________Follow Tricia on LinkedIn: https://www.linkedin.com/in/triciatamkin/Follow Jason on LinkedIn: https://www.linkedin.com/in/jasonthibeault/Learn more about Moore Essentials here: https://mooreessentials.com/Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Coach, speaker, and author Patrick Galvin joins Roy to discuss the principles laid out in his recent book The Connector's Way. Patrick's work focuses on the essential role of personal connection and relationship building in our day to day life, our business practices, our sense of success, and more. As co-founder and partner of The Galvanizing Group and author of several books exploring the nuances of social connection and trust building, Patrick helps high-performing companies and individuals achieve greater levels of success in business by strengthening internal and external relationships. Patrick and Roy dig into the many ways to practice relationship building, the pitfalls of networking without connecting, why it pays to be “the keener,” and much more.Highlights from our conversation include:The important distinction between connecting and networking (5:02)Ways in which hybrid/remote work impact connection (7:11)Using Patrick's methods to build trust, engagement, and performance (9:16)Embedding relationship building into company culture and leadership development practices (12:53)The intersection of connection and recruiting (18:52)Balancing work, life, and maintaining strong relationships (20:58)Metrics that leaders can use to track or improve their ability to foster connections (26:36)How Patrick sees technological advances impacting the formation and maintenance of relationships (29:59)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Send us a textIsaac Cheifetz, Managing Principal at Catalytic1 Executive Search and Chief Mentor Recruiter at Minnesota Emerging Software Advisory, joins us this episode to discuss applying lean methodologies to talent acquisition. [0:00] IntroductionWelcome, Isaac!Today's Topic: Applying Lean Methodology to Talent Acquisition[9:14] Is talent acquisition really broken?Examining pain points for hiring managers, job seekers, CEOs, and HR teamsChallenges in the online job application process[18:05] How can we change talent acquisition to improve it?Importance of reviewing and improving job descriptionsIntegrating lean methodologies into talent acquisition processesPros and cons of AI in talent acquisition[40:08] Is formalized training required for good talent acquisition system design?Strategic benefits to formal training in talent acquisition system design[41:51] ClosingThanks for listening!Quick Quote“All you have to do [when you're designing quality job descriptions] is start with the funded business case. The role you're hiring for is the result of a funded business initiative.”Resources: Catalytic1 Hiring Secrets of the NFL How to assess & improve AI competencies for Executives & BOD Contacts: Isaac's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

Lindsay Guzowski is the CEO and founder of The Crucible, a company transforming how private equity and venture firms assess and develop leadership at their portfolio companies using scientifically validated, bias-tested tools. A visionary entrepreneur, she co-founded a plumbing company that grew from a $40,000 investment into a multi-million-dollar enterprise acquired for over $20 million. With degrees from Dartmouth College, UNC-Chapel Hill, and Northwestern's Kellogg School of Management, Lindsay blends expertise in sociology, finance, and management. Since founding The Crucible in 2020, she has earned multiple industry awards, all while being a devoted mother to her competitive go-kart-racing son.

Fred Miller and Judith Katz of The Kaleel Jamison Consulting Group have spent the last few decades on the cutting edge of diversity and inclusion thought leadership and organizational development. For the last 50 years, KJCG has assisted organizations in creating inclusive, collaborative workplaces that leverage differences to achieve higher performance and engagement. Judith and Fred have co authored multiple books on diversity, inclusion, collaboration, trust, authenticity, and teamwork, and they join Roy to discuss their latest groundbreaking book, The Power of Agency: Cultivating Autonomy, Authority, and Leadership in Every Role.Highlights from our conversation include:The next crucial step beyond inclusion and diversity (2:30)How agency impacts organizational efficiency and performance (4:24)The key difference between empowerment and agency (7:18)A leader's role in an agency-forward organization (8:50)How to evaluate a leader for their capacity to promote agency (10:00)What this leadership shift means for organizations (11:10)How the COVID 19 pandemic influenced changes around agency (12:28)Six critical factors that foster a culture of agency (16:00)How to avoid a “runaway train” when implementing this strategy (18:36)The first steps leaders can take toward unleashing agency (20:42)How to evaluate the level of agency in an organization (22:45)Common barriers in unleashing agency (23:30)The important distinction between being kind and being nice (24:55)How AI and other technologies might affect agency in the workplace (27:06)Visit HowIHire.com for transcripts and more on this episode, and check out Roy's past conversation with Fred and Judith on recruiting, supporting, and retaining a diverse workforce.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Career coach and HR consultant Kate Sargent returns for the third installment of our series exploring tips, insights, and advice for job seekers. Kate is the founder of KJS Consulting, where she helps candidates prepare and polish all aspects of their job search strategy. Prior to starting her coaching business, she recruited for brands like The North Face, Allbirds, Method, and The Citizenry. In Part 3 of their deep dive, Kate and Roy discuss the art – and science – of negotiation. Together, they dig into the complexities of reaching agreeable compensation for a new role, the pros and cons of equity, how to leave a job graciously, and the importance of maintaining positivity through employment changes. Highlights from our conversation include:Negotiating compensation when fielding a job offer (1:43)Skillfully navigating and understanding equity, bonuses, and benefits (5:03)Other important variables to be aware of while negotiating a new role (7:16)How to quit and gracefully negotiate your exit (12:33)When, why, and where to get HR involved (14:27)The nuances of separation agreements (16:36)Contracting after leaving your role versus making a clean break (21:48)Dos and don'ts of posting on social media after leaving your job (23:02)Visit HowIHire.com for transcripts and more on this episode, and check out Part 1 and Part 2 of Roy and Kate's job search series, as well as our in-depth conversations about networking and interviewing.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Career coach and HR consultant Kate Sargent is back for Part 2 of our three-part discussion series around strategies, guidance, and best practices for job seekers. Kate is the founder of KJS Consulting and has led extensive recruiting efforts for brands like The Citizenry, Method, The North Face, and Allbirds. In Part 2, Kate and Roy explore the ins and outs of interviewing. Together, they dig into important topics like recommendations for feeling and appearing prepared, ways to successfully frame competencies and experience, how to best approach challenging interview questions, and much more.   Highlights from our conversation include:Important things to research about a company before your interview (1:44)Preparing for difficult interview questions (3:47)How to clearly and accurately convey leadership experience (7:14)Going high level in answering interview questions vs. getting into the details (9:39)Cues to be aware of (11:24)How to communicate weaknesses or limited experience (17:24)The value of having good questions prepared as an interviewee (20:54)How to follow up after an interview (24:30)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Career coach and HR consultant Kate Sargent returns to the podcast for a special, three-part deep-dive into advice, insights, and recommendations for job seekers. Kate is the founder of KJS Consulting and has an impressive track record in recruiting for major brands like The North Face, Allbirds, Method, and The Citizenry. At KJS Consulting, Kate helps job seekers contextualize, articulate, and organize their stories in order to land ideal opportunities. In Part 1 of this conversation series, Roy and Kate dig into the functions of different kinds of recruiters, best practices for candidates in cultivating relationships with search firms and consultants, major do's and don'ts during the hiring process, and the long range perspective necessary to building a comprehensive job search strategy.Highlights from our conversation include:Ways in which Kate supports and coaches job seekers (3:12)Understanding the role of different recruiters and how they work (4:30)Why communication from recruiters might feel inconsistent or challenging at times (5:58)How candidates can evaluate whether or not a search firm is a good fit (10:18)What candidates should expect when reaching out to a recruiter (12:29)Effective ways for candidates to build relationships with search consultants (15:00)Respecting the recruiter during the hiring process (16:08)The importance of candidate honesty and accuracy in targeting opportunities (21:51)Leveraging your relationships for a long game strategy (23:43)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane!This week, I am talking with Eric Mraz, Executive Search Specialist at Michael Car Associates.How did Eric get started in his career? What led him to Executive Recruiting and Leadership?What does Eric share about young people “having a plan” for the future?When did Eric “find his lane” in his career?What does Eric share about executive search and timelines?What does Eric share about building trust?When does Eric share about “standing out”?What does Eric share about Ethical AI ?What does Eric share about headlines?What advice does Eric share to help others in theworkplace?…and more as we spend “Time to Accelerate” with afew more questions. Interview resources:Favorite quote(s) from Eric:“When you make a decision and you don't like something, it'sa win.”“Take the chance, make the move, and don't sweat the smallstuff.”Connect withEric on LinkedInEmail EricVisit website to learn moreMichael Car AssociatesEric's Book Recommendation:Smart BrevityLearn more about the podcast hostBruce WallerCheck out Bruce's booksDrive With Purpose: Move Your Career from Success toSignificance (#1 New Released book on Amazon)Life in the Leadership Lane; Moving Leaders to Inspire and Change the WorkplaceFind Your Lane; Change your GPS, Change your Career (“Book Authority” Best Books)Milemarkers; A 5 Year Journey …helping you record daily highlights to keep you on track.Subscribe to Bruce's Blog “Move to Inspire”Connect with Bruce onLinkedInConnect with Bruce onTwitterConnect with Bruce onInstagramConnect with Bruce onFacebookGet relocation support for your next household goods orcommercial office move across the US by reaching out to Bruce atbwaller@goarmstrong.com or visitThe Armstrong Company

Board recruiting advisor Kris Stred breaks down the role and impact of an effective board and how to find experienced directors. Kris has over 15 years of board search experience and is the founder of Stred Executive Search LLC. Before starting her own firm, Kris was a lawyer for publicly-traded and privately-held companies. Her first-hand involvement with the board's fiduciary duties in high-stakes situations and the important dynamics of teams of business leaders propelled her to become a recruiter. She gained a deep understanding of what it takes to form a balanced and functional board of directors.Highlights from our conversation include:The role and common structure of a board (3:19)How boards are evolving (5:59)When companies should develop a board (7:20)Why companies might look for professional support when recruiting a board (9:28)Pitfalls of the traditional board recruiting process and how to avoid them (11:56)The biggest difference between board and executive recruiting (15:27)What to look for in a board candidate (17:42)Screening for mission and values (21:14)One vital lesson from successes and failures (22:40)Mitigating risk factors (24:00)Key advice for incoming directors (25:27)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

This episode is powered by Fellow AI Meeting Assistant. Get 90 days free at fellow.app/cooKey Takeaways:• Hidden C-Suite Job Market: The majority of C-level roles are filled through networking, talent partners, and executive recruiters before job postings are even considered.• Role of Networking: Building strong relationships within your industry and maintaining top-of-mind positioning with decision-makers is crucial.• Non-Traditional Candidates: Market shifts, such as the rise of AI and post-COVID changes, are creating opportunities for candidates from unconventional backgrounds.• AI in Executive Recruiting: True Search uses AI-driven tools like Thrive to manage data at scale, identifying the best candidates more efficiently.• Career Advice for COOs: Gaining hands-on experience in both value creation (product/tech) and value capture (go-to-market) functions can prepare COOs for CEO roles.• Culture Fit: Evaluating culture fit involves assessing how a candidate aligns with and enhances the company's existing culture without disrupting it.• The Board Member Journey: To be considered for a board position, candidates need specialized expertise and experience managing boards or navigating complex organizational challenges. Notable Quotes:• “Position yourself within your network as someone ready to step into a C-level role—start those conversations early.”• “If everyone's a thought leader, no one is a thought leader. Focus your voice and expertise on what truly adds value.”• “To be a successful CEO, you need to have hands-on experience in both product and go-to-market functions.” Evan's Unforgettable Moments:• Two finalists in a CEO search accidentally meeting mid-interview process due to scheduling overlap—illustrating the small-world nature of the C-suite ecosystem.• Delivering news to two candidates while they stood together on the sidelines of their kids' soccer game, showing how interconnected the executive world can be. Be sure to check out Fellow's AI Meeting Assistant and get 90 days free at fellow.app/coo.

Noto Group's team of principal search consultants break down key workforce and leadership trends they're seeing for 2025 and beyond. Sara Spirko, Lena Knofler, and Tami Bumiller discuss predictions and actionable advice for those seeking top talent in the year ahead.Highlights from our conversation include:Challenges, opportunities, and reflections on 2024 (2:27)How client and candidate priorities are shifting (5:01)3 essential competencies for modern leaders (10:00)How boards and CEOs can leverage search firms for success in 2025 (13:00)What's making employers competitive in the talent market today (17:46)Creative compensation packages (20:11)Smart solutions to persistent hybrid/remote/on-site challenges (22:35)Attracting top talent to outlying locations (22:58)Current factors to consider when asking candidates to relocate (25:12)Guidance for executives seeking new roles this year (26:29)Reasons to be optimistic in 2025 and beyond (29:29)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Listen to How I Hire:AppleSpotifyAmazon

The Connective Good Founder & Executive Recruiter Erica Seidel shares timely advice about navigating the current dynamic marketplace as both a marketing executive candidate and as an organization seeking to hire exceptional marketing leaders. She has seen first hand how CMOs don't fail for lack of talent or effort, they fail for lack of clear role design and expectation setting. Relationships still matter, especially between the CMO and CRO where close alignment pays off all the way up to presenting to the Board.

Organizational psychologists Dr. Ted Freeman and Dr. Stacey Philpot return to the podcast with a deep dive into their approach to working with teams. Ted is the founder of Ted Freeman Advisory, where he applies his decades of experience in organizational knowledge and strategy to help companies function more smoothly. His clients include major brands like Arcteryx, Eileen Fisher, Bristol Myers Squibb, Wüsthof.Stacey is a managing partner at Executive Development Consulting, where she utilizes over two decades of leadership development, executive coaching, and high-performance succession planning. Stacey's clients include Apple, General Mills, Harley Davidson, Johnson & Johnson, and Nike.Ted and Stacey often collaborate on their advisory work, leveraging their combined experience in organizational effectiveness and culture and brand development to help increase the competitive edge of some of the world's largest companies. Both are longtime friends and colleagues of Noto Group and How I Hire.In this episode, Ted, Stacey, and Roy delve into the complex dynamics inherent to working with teams. They discuss challenges they consistently hear from leaders, how to enhance a sense of inter-team competency, the necessity of translating and communicating context between leaders and teams, as well as commonly accepted myths about what constitutes a high-performing team.Highlights from our conversation include:How leaders and team members struggle with team dynamics in different ways (5:35)Common concerns expressed by leaders about teams (9:21) How to diffuse and rectify a lack of trust between leaders and teams (11:29)Important guidelines for Ted & Stacey's approach (14:17)What high-performing teams really look like (18:33)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Jackson Jeyanayagam is an accomplished executive leader whose work has spanned across many industry sectors and a wide range of organizations. He began his career on the agency side, where he worked for 15 years before pivoting into digital marketing, P&L management, and DTC growth for top brands like Chipotle, Clorox, and AB InBev. Jackson also has experience on the startup side, having served as CMO for Boxed, a DTC startup. Most recently, Jackson was responsible for founding and scaling RTD brand Hey, Hei for AB InBev, helping to incubate the brand and develop a startup mentality under AB InBev's larger corporate umbrella. Jackson and Roy discuss the parallels between agency work and developing a startup, the necessity for widening the hiring funnel to better include outside strategies and perspectives, and the ways in which conventional interviewing methods are keeping brands from attracting and securing top tier talent.Highlights from our conversation include:Jackson's experiences at startups vs. more established brands (2:07)How he builds teams when coming into new organizations (5:11)Jackson's process for determining opportunities for change (and what not to mess with when starting a new role) (8:19)Gauging intentional and unintentional toxicity within one's team (13:21)The intersection between curiosity, vulnerability, learning, and hiring (16:07)How Jackson is intentional about influencing and shaping culture (21:58)His process for making executive-level hiring decisions and who's involved (23:18)Ensuring the hiring process is equitable and attractive to a diverse range of talent (24:06)Talent market trends Jackson's noticed from both the candidate and hiring sides (25:26)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Ben Steele is a seasoned marketing and brand development leader, having most recently served as REI's inaugural chief customer officer. Prior to carving out this new role at the Co-op, Ben began at REI in 2014 as chief creative officer. Over more than ten years at one of the country's largest and most preeminent outdoor retailers, Ben has led brand stewardship and strategy, shepherded large-scale marketing initiatives, engaged and grown REI's 24.5 million-strong worldwide membership, and connected essential merchandising, digital, and physical assets – amongst many other functions at the Co-op – all with the goal of sharing and facilitating a deep passion for the outdoors.Ben and Roy discuss the inspiration for creating the chief customer officer role (as well as the challenges of being the first to occupy the position), navigating the ever-changing context of customer experience, and vital competencies he's learned to nurture and develop within his teams.Highlights from our conversation include:His initial action items upon joining REI (3:57)How Ben translated REI's brand and culture through its employee base (6:07)The functions reporting into the chief customer officer role and the structure of Ben's former team (9:55)Opportunities he's had to bring the REI brand life for customers and members (12:35)Necessary adaptations and evolutions at REI in the past five years  (17:42)The ways in which being a part of a co-op influenced Ben's approach to leadership and collaboration (20:40)How to determine whether or not a company is serving their customers well (26:58)Ben's predictions for the future of retail (32:03)Recommended resources for professional development, news, and networking (35:48)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Originally Published May 30,2022. Join Dr. Allen Lycka as he delves into the creation of the inspiring book "Grad to Grown-Up" with its co-authors, Gene Rice and his daughter, Courtney Bejgrowicz. Gene, a seasoned executive recruiter, shares how his life lessons for college interns evolved into 68 tips covering career, personal finance, health, and relationships. Courtney adds a fresh perspective, making the advice relatable to younger audiences. Together, they discuss the importance of finding purpose, personal fulfillment, and how this book can help readers navigate both professional and personal success. This episode highlights the power of generational wisdom and collaboration.   Gene Rice & Courtney Bejgrowicz:  Gene Rice, Chairman and Co-Founder of Rice Cohen International, is a renowned executive recruiter with nearly 30 years of experience. Recognized as one of the top Executive Search professionals globally, Gene has completed over 1,000 retained searches, including 211 C-suite placements and 300 in Management Consulting and EdTech. Recruiter.com named him one of the “100 Most Influential People in the History of Executive Recruiting.”     Gene also co-founded Rice Cohen Training & Consulting, the largest training firm for executive recruiters. Their “25 Common Traits of the Big Billers” series has been adopted by over 2,300 companies worldwide. Passionate about his industry, Gene serves as an Executive Coach to CEOs of search firms.   Beyond business, Gene is deeply committed to community service. After years of involvement with the Make-a-Wish Foundation, he and his wife Michele founded the Plant A Seed, Inspire A Dream Foundation, a non-profit providing scholarships to financially challenged youth. Since 2008, the foundation has awarded over 700 scholarships and has been featured in People Magazine. As Chairman of Rice Cohen International, Gene focuses on strategy, innovation, and international expansion.   Courtney Bejgrowicz is a high school English teacher who uses her passion for literature and desire to inspire others to inform her work. She enjoys mentoring teachers and helping her students find their inner voices.   In her first book, Grad to Grown-Up, Bejgrowicz teams up with her father Gene Rice, entrepreneur and top executive recruiter, to offer advice for young adults to excel in their personal and professional lives. Bejgrowicz looks forward to writing more books to help people live fulfilling lives.   Social Media:  Website: https://www.gradtogrownup.com/ Instagram: https://www.instagram.com/gradtogrownupbook/ Facebook: https://www.facebook.com/people/Grad-to-Grown-Up/100071156958203/  Gene Rice Linkedin: https://www.linkedin.com/in/grice113/    Thanks for listening to the show! It means so much to us that you listened to our podcast! If you would like to continue the conversation, please email me at allen@drallenlycka.com or visit our Facebook page at http://www.facebook.com/drallenlycka. We would love to have you join us there, and welcome your messages. We check our Messenger often.   This show is built on “The Secrets to Living A Fantastic Life.” Get your copy by visiting: https://secretsbook.now.site/home   We are building a community of like-minded people in the personal development/self-help/professional development industries, and are always looking for wonderful guests for our show. If you have any recommendations, please email us!   Dr. Allen Lycka's Social Media Links Facebook: http://www.facebook.com/drallenlycka Instagram: https://www.instagram.com/dr_allen_lycka/ Twitter: https://www.twitter.com/drallenlycka LinkedIn: https://www.linkedin.com/in/allenlycka YouTube: https://www.YouTube.com/c/drallenlycka   Subscribe to the show. We would be honored to have you subscribe to the show - you can subscribe on the podcast app on your mobile device

To kick off a new series of special episodes here at How I Hire, we're taking a close look at the chief digital officer role. Throughout this series, we'll hear from different C-level executives about their unique functions, responsibilities, and skill sets in order to learn just what it takes to successfully hire – or be hired as – top tier talent. Jamaliya Cobine is an accomplished chief digital officer and digital marketing expert, having spent the past decade plus helping businesses develop their user experience, e-commerce platforms, and strategic digital initiatives. Jamaliya has an impressive track record, working for major brands like Urban Outfitters, Burton Snowboards, Wüsthof, and Topshop. She is currently the CDO of Omorovicza Cosmetics, where she continues her legacy of implementing consumer-centric business strategy, omni-channel technology, and transformative approaches to digital marketing. With in-depth experience across the apparel, outdoor, beauty, home goods, and fashion industries, Jamaliya is the perfect leader to help us learn everything there is to know about the chief digital officer role.Jamaliya and Roy discuss the key functions of a CDO (and how they vary, depending on business structure), how competitive the market is for hiring CDOs, important trends affecting CDOs' work, and much more.Highlights from our conversation include:The scope and primary accountabilities of the CDO role (2:13)Strategy and goal-setting when starting at a new company (4:44)Challenges and opportunities facing CDOs today (6:30)How company structure affects a CDO's functions and responsibilities (12:03)The structure of Jamaliya's team (13:08)Competencies and capabilities necessary to be a successful CDO (17:15)What boards, investors, or CEOs should be aware of when initiating a CDO search (20:00)Common hurdles or barriers to success faced by incoming CDOs (21:28)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Prepare for a deep dive into the contentious world of compensation. In this episode, Ken challenges conventional wisdom on pay structures, revealing startling insights from his decades in executive recruiting. From how companies risk losing top talent by pinching pennies to why many candidates fail to negotiate effectively, Ken exposes the pitfalls of outdated approaches.    Buckle up as he explores why transparency and market alignment could be the keys to unlocking a more equitable and motivated workforce. Whether you're an employer striving to attract top talent or an employee aiming to secure your worth, this episode is packed with insights that will make you rethink everything you thought you knew about compensation. Hiring matters — mess it up! About Your Host: Ken Schmitt is an industry veteran with nearly three decades of expertise in executive recruiting. He shares the wealth of knowledge gained from working with a large regional agency, the globally renowned Heidrick & Struggles, and founding TurningPoint Executive Search—a distinctive firm dedicated to fostering high-touch partnerships. With a wealth of experience and a passion for elevating the executive recruiting landscape, Ken brings a unique perspective that enriches every episode of "Hiring Matters." Follow Ken on LinkedIn Powered by TurningPoint Executive Search: Helping business hire right.

In this podcast episode, Amir interviews Kulwinder Verma Scott, the Global VP of Talent Acquisition at The Trade Desk. They discuss the importance of moving beyond the traditional talent acquisition process to focus more on business impact. Kulwinder emphasizes the need to understand the company's story, ask insightful questions, and build partnerships with hiring managers. They also cover how the Talent Acquisition (TA) team can overcome the perception of being merely process-oriented and be viewed as valuable business partners and solution providers. Key takeaways include peer learning, proactive engagement, and the importance of a strong relationship with the people team. The conversation aims to shift the old stigma of TA as a process function towards a consultative, business-centric role. Highlights 01:48 The Importance of Process in Talent Acquisition 03:05 Balancing Process and Business Impact 06:53 Building Strong Relationships with Hiring Managers 13:45 Collaboration with the People Team 16:24 Handling Disagreements and Finding Solutions 20:43 Changing the Stigma Around Talent Acquisition Guest: Kully Verma, originally from the UK, has been in the US for nearly 20 years and currently resides in Oakland, California, after spending time in New York City. As the Global VP of Talent Acquisition at The Trade Desk, Kully began her career in the recruitment agency world in the UK and then the US, before transitioning to in-house leadership roles at companies such as Equinox, Bloomberg, and Meta. She joined The Trade Desk in 2023, where she is responsible for Global Talent Acquisition, Executive Recruiting, University Recruiting, and Talent Acquisition Operations, supporting a 3,200-person organization. https://www.linkedin.com/in/kulwinder-verma-scott-024ba3/ ----- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)  

Nadine Hall is a cross-functional business leader, having spent decades innovating in apparel and consumer products at companies like HanesBrands and Sara Lee. At both the president and SVP levels, Nadine oversaw billions of dollars of retail value, built and developed successful teams, and established high-growth business models across a variety of product lines and business units. Nadine's leadership style includes a collaborative approach to innovative business strategy, data-driven analytics, and breakthrough models for brand growth and development. She's also a board member, consultant, and advisor for companies in and outside the apparel industry. Nadine and Roy discuss how she developed her approach to leadership, what she looks for when interviewing potential candidates, the importance of a forward-thinking hiring strategy, and much more.Highlights from our conversation include:Experiences that shaped Nadine's approach to leadership and hiring (3:20)Development internal teams vs. recruiting external candidates (10:34)What Nadine looked for when hiring for her leadership team (12:28)Evaluating a candidate's ability to navigate a large corporate matrix (19:14)Supporting her team when they were making high stakes hires (25:37)Lessons learned from hiring successes and failures (27:43)What Nadine wishes she knew earlier in her career (31:16)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

In this podcast episode, the host interviews James Lafferty, Vice President of Global Talent Acquisition at Epicor, to discuss the shift from transactional to transformational recruiting. Lafferty shares insights on focusing on business outcomes, refining hiring requirements, and using data in recruiting strategies. He explains the differences between transactional and transformational recruiting, emphasizing proactive engagement in business decisions, and discusses Epicor's global presence and talent acquisition strategies. The episode explores the significance of engaging with hiring managers early in the recruitment process, akin to cybersecurity's 'shifting left' principle, to align talent acquisition with business goals better. Lafferty also delves into managing hiring manager expectations, the role of data in supporting recruitment decisions, and fostering a culture of recruitment within organizations. The discussion includes strategies for communicating effectively with hiring managers and empowering recruitment teams to be more independent and strategic. Highlights: 01:36 The Journey from Transactional to Transformational Recruiting 05:42 Shifting Left: Engaging Early in the Business Process 17:01 The Hiring Manager Maturity Model: A Guide to Effective Recruitment 20:06 Leveraging Data in Recruitment: Strategies and Challenges 22:53 Empowering Recruiters: Coaching for Confidence and Independence Guest: James Lafferty is originally from the UK and now lives in Austin, Texas having moved in 2015. James is the VP of Global Talent Acquisition at Epicor Software, a 4,600-person Software company. James is responsible for the strategy and operations of Epicor's talent acquisition teams. The position oversees global Talent Acquisition, Executive Recruiting, Talent Operations, Employer Branding, Global Mobility, and University Recruiting Teams worldwide.   LinkedIn: https://www.linkedin.com/in/jameslafferty/ ------ Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

International business leader Hans Melotte has over 30 years of experience that combines global P&L accountability with functional leadership expertise across supply chain, procurement, technology, and sustainability. Hans is originally from Belgium, where he began his career in CPG at Procter & Gamble. Hans then spent over 20 years at Johnson & Johnson in the United States where he ultimately served as the Chief Procurement Officer before moving into food and beverage retail at Starbucks. Hans retired from his role as President of Global Channel Development at Starbucks in 2022 and is now focused on giving back as an adviser and mentor. Hans and Roy discuss what it takes to be a modern supply chain leader, the lessons Hans learned working with some of the largest brands in the world, the differences between North American and European business cultures, and much more.Highlights from our conversation include:Factors that influenced Hans's approach to leadership (5:07)CPG experience at P&G and J&J versus retail experience at Starbucks (6:48)Differences between American and European business cultures (11:38)His motivation to change industries and roles (15:09)Assessing and developing the capabilities of teams (18:06)The value of authentic leadership (21:06)Hans's hiring strategy (22:40)Qualities that Hans looks for in fellow leaders and teammates (24:51)Incorporating stakeholders/partner perspectives into the recruitment process (27:42)Authentic interviewing and talent evaluation (29:02)Essential qualities of a successful supply chain leader (32:26)The importance of being in the moment (38:15)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Looking to harmonize your career aspirations with a soul-fulfilling mission? If so, you'll want to listen to this latest episode featuring Neal Joseph of Mission: Leadership.  As part of our ongoing “Vocation” series, Neal joins us to talk about the art of faith-based executive recruiting, where aligning spiritual values with the heart of an organization isn't just ideal—it's imperative. Neal, who shifted from the music industry to Christian ministry, shares valuable insights from his journey. We discuss his varied experiences—from working with famous musicians to leadership in global ministries—as well as how to align your career with your true calling. Neal notes the importance of grabbing opportunities and mastering communication within nonprofit leadership. He also gives practical tips on thriving in your current role and preparing for future advancement, making this episode particularly helpful for anyone looking to change paths or reach their vocational goals. Bio: Neal Joseph brings more than 35 years of senior-level leadership experience in the corporate, church, and nonprofit worlds to his role as Co-Founder & Managing Partner of Mission: Leadership, a faith-based executive recruiting firm.    Before this, he served as Vice President of Nonprofit Recruiting at Slingshot Group, Senior Vice President of International Partnerships at Compassion International, megachurch Executive Pastor, Chief Operating Officer at Generous Giving, Label President at Warner Bros. Records, and Vice President of A&R and Marketing at Word Records. In addition to A.C.T. International, Neal also serves on the boards of American Leprosy Missions, the Accord Network, and Free Guitars 4 Kids. Resources: Mission: Leadership Spiritual First Aid Download your free copy of our Called to Serve: Navigating Your Christian Vocation in Humanitarian, Disaster, and Development Work e-book, which includes articles full of practical advice, insight, and encouragement. Each of the three sections concludes with thought-provoking questions and a prayer. We hope this e-book informs and also guides you toward reflection, prayer, and next steps.  ------------ This episode was produced by WildfireCreative  Theme Song: “Turning Over Tables” by The Brilliance Subscribe: Apple Podcasts | Google Podcasts | Spotify | TuneIn | Stitcher | RSS Follow us on Twitter:  @drjamieaten |  @kentannan Follow on Instagram: @wildfirecreativeco @wheaton_hdi (Note to the listener: In this podcast, sometimes we'll host Evangelicals, and sometimes we won't. Learning how to “do good, better” involves listening to many perspectives with different insights and understanding. Sometimes, it will make us uncomfortable; sometimes, we'll agree, and sometimes, we won't. We think that's good. We want to listen for correction–especially in our blind spots.) The Better Samaritan podcast is produced by the Humanitarian Disaster Institute at Wheaton College, which offers an M.A. in Humanitarian & Disaster Leadership and a Trauma Certificate. To learn more and apply, visit our website. Jamie Aten, Ph.D., and Kent Annan, M.Div., co-direct the Humanitarian Disaster Institute at Wheaton College and are the Co-Founders of Spiritual First Aid. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Kate Sargent is a talent acquisition expert and job search strategy coach, assisting both companies and candidates alike in matching top talent with career defining roles. In Part 2 of their deep dive conversation, Kate and Roy dig into best practices for interview preparation, how to effectively assess whether a job opportunity is a good fit, the most common mistakes job seekers make when interviewing, and what interviewers are listening for in the process.Kate lends a unique perspective to the conversation – she's served as Head of Global Talent Acquisition for iconic brands like Allbirds and Method, and has most recently served as the VP of People Operations at The Citizenry. Simultaneously, Kate's built a successful career coaching business, helping candidates refine their search strategy, hone their job seeking assets, and distill their experience into highly relevant and engaging interviews. Her expansive knowledge of the talent pipeline and acquisition process make this discussion essential listening for both candidates and recruiters.  Highlights from our conversation include:Common interviewing mistakes (1:19)Tips and tricks for getting back on track during an interview (5:21)How interviewees can gather information about a potential opportunity during the interview process (10:00)What you should know about a company before interviewing (11:28)One important skill to demonstrate interviews (13:44)How to expertly answer the notorious “weaknesses” question (16:10)What interviewers are listening for in a job seeker's responses (20:56)Assessing whether a role is right for you as a job seeker (23:06)Kate's advice on staying resilient during the job search process (25:01)The importance of being a good steward for others (26:56)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Kate Sargent is a talent acquisition expert and job search strategy coach, assisting both companies and candidates alike in matching top talent with career defining roles. In Part 1 of their deep dive conversation, Kate and Roy discuss how candidates can successfully approach and prepare for a job search, and how fostering authentic relationships in the networking process can make or break a job search.Kate lends a unique perspective to the conversation – she's served as Head of Global Talent Acquisition for iconic brands like Allbirds and Method, and has most recently served as the VP of People Operations at The Citizenry. Simultaneously, Kate's built a successful career coaching business, helping candidates refine their search strategy, hone their job seeking assets, and distill their experience into highly relevant and engaging interviews. Her expansive knowledge of the talent pipeline and acquisition process make this discussion essential listening for both candidates and recruiters. Highlights from our conversation include:How Kate coaches and supports job seekers (3:59)How to prepare for a job search  (5:47)The importance of distilling and communicating personal narratives (11:29)Ways in which Kate helps job candidates develop a focused job search (17:02)How to track progress during the job search (22:23)Using resources like Linkedin to research roles, network, and maintain relationships (25:36)Ways to foster authentic and reciprocal relationships (27:29)Tips to help job seekers network more successfully (30:26)Building and maintaining relationships with recruiters (34:18)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

Navigating the Intricacies of M&A Deals: In a recent episode, I sat down with my friend Dave, the owner of Front Runner Consulting, to unravel the art of deal-making in the M&A space. With 15 years of experience under his belt, Dave brought a wealth of knowledge to our discussion, offering listeners an insider's perspective on executive recruiting and M&A intermediary services.The Synergy of Recruiting and AcquisitionsOne of the key themes we explored was the alignment of interests between recruiting top-tier executives and facilitating successful acquisitions. Dave illuminated the critical role of matching the right leadership with the right companies or buyers. This synergy is not just about filling a position or closing a deal; it's about ensuring a seamless transition and setting the stage for future success.The Hunt for M&A OpportunitiesDave's approach to hunting for M&A deals is methodical and strategic. He underscored the importance of maintaining an extensive database of contacts—a network that's been cultivated over many years. Regular communication with this network allows for smart outreach, enabling Dave to filter through potential buyers and sellers, identifying those who are genuinely interested in making a move.Single Buyers vs. Multiple Buyers: A Strategic ApproachThe dynamics of working with single buyers as opposed to multiple buyers can vary significantly. Dave shared his insights on assessing the committed capital of individual buyers and the hurdles that can arise when raising capital for larger buyers. This part of the discussion was particularly enlightening for those interested in the strategic considerations of deal structuring.Connect with Dave Marx - https://www.linkedin.com/in/davemarx1/Next Steps Share your thoughts with a review - https://www.thedealscout.com/reviews/ Let's connect on LinkedIn - https://www.linkedin.com/in/joshuabrucewilson/ Subscribe and Watch on YouTube - https://www.youtube.com/channel/UCBQN_Y3nhDGClfMxCSBDjOg

Welcome to Nonprofit Insights, a podcast focused on tax, auditing, accounting, and other topics in the nonprofit world. In this episode, Katy Balukas and Emily Parker welcome BerryDunn's Director of Executive Recruiting, Sarah Olson. The topic? Questions to ask and best approaches for finding quality C-suite executives in a challenging nonprofit recruitment environment.

In today's episode, executive search expert, Kyle Samuels emphasizes the importance of expanding the pool of candidates for executive roles to include more diverse and non-traditional profiles, moving beyond the limited circles that traditional search firms often rely on. He also breaks down the value that executive search firms provide to both companies and candidates. For companies, it's about expertise and a white-glove service that internal teams may not be able to offer. For candidates, it's the assurance that a company values the role highly enough to invest in a search firm. This episode is full of great actionable tips that will help you get clear about your expectations and how to use your networks effectively when looking for an executive role. Enjoy! Laura's first book – Values First. How Knowing Your Core Beliefs Can Get You the Life and Career You Want – is now available! Grab your copy today! Love audiobooks? Values First is also available on Audible and Itunes, so be sure to take a listen! Go to www.thecatchgroup.com to check out the show notes, resources, and links mentioned in this episode! Connect with Laura: -Follow The Catch Group on LinkedIn. -Follow the show on Instagram @thecatchgroup. -Enjoying what you hear? Follow and leave a review HERE.  

Bryan Adams is the founder and CEO of Ph.Creative, an employer branding agency helping companies attract top talent. Ph.Creative works with brands to distill and express clear, authentic employee value propositions in order to enhance the applicant experience and retain candidates. Their clients include LinkedIn, Apple, Nike, and many more.Bryan is also the best-selling author of Give and Get Employer Branding: Repel the Many and Compel the Few with Impact, Purpose, and Belonging, in which he discusses the ins and outs of employer branding, as well as the philosophy and methodology behind his work. Bryan and Roy discuss the integral role of brand reputation in talent attraction, the importance of culture and citizenship within a company, recent recruitment trends, and much more. Highlights from our conversation include:The concept of repelling and compelling the right talent (3:22)How Bryan and his team at Ph.Creative help client companies (4:45)The process of distilling and refining an organization's EVP (6:01)Finding the balance between an organization's reality of today and their aspirations for tomorrow (7:36)The business case for employer branding strategy (9:19)When differently sized brands should start developing/implementing their employer strategy and who typically initiates the process (10:55)Aligning business strategy with employer brand strategy (14:30)How to measure ROI on employer branding and talent attraction efforts (17:36)Maintaining an employer brand (19:52)Recent talent acquisition trends, challenges, and opportunities (21:51)Where companies typically fall short in employer branding and talent attraction (27:23)How Ph.Creative helps companies avoid false negatives and hiring mistakes (29:16)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

.Are you familiar with the term “ 4.0 Leaders”? If you are, then you understand the value of hiring such leaders in whichever niche you serve, especially in this age of the industrial revolution through artificial intelligence. I am excited to share this episode as we have a returning guest, the Rogue Recruiter, David Perry. We recorded this episode on his birthday. And you know that it will be an episode packed with exceptional expertise and behind-the-scenes stories from 35 years in executive recruitment. David and I touched upon relevant topics such as building strategic, long-term client relationships and the art of placing the right candidates within a company's culture. We also covered how their project, workinsight.io, can change the current hiring landscape. Lastly, David shared his insight on what recruitment will look like and why hiring 4.0 leaders is a critical role of recruiters. Episode Outline And Highlights [02:09] Pool Table Analogy – David reveals the strategy in his 35-year career in executive recruitment. [08:02] Pointers on pre-closing deals and establishing long-term client relationships. [19:22] “Executive Recruiting for Dummies” – Why David writes the questions and runs the candidate interview with their clients. [26:06] Educating your clients on the cost of a bad hire while quantifying your added value to their organization. [29:00] Be inspired and don't give up: David shares his story about his early struggles in his recruitment career. [32:24] What is Workinsight.io and how can it be a game changer as a matching platform for candidates and employers? [52:18] Teaser on David's new book – “Revolutions Need Leaders” [1:00:05] David shares why they send a 27-page proposal to their clients. [1:07:00] Book recommendations from David and why he never stops learning from others.

Are you familiar with the term “ 4.0 Leaders”? If you are, then you understand the value of hiring such leaders in whichever niche you serve, especially in this age of the industrial revolution through artificial intelligence.    I am excited to share this episode as we have a returning guest, the Rogue Recruiter, David Perry. We recorded this episode on his birthday. And you know that it will be an episode packed with exceptional expertise and behind-the-scenes stories from 35 years in executive recruitment.   David and I touched upon relevant topics such as building strategic, long-term client relationships and the art of placing the right candidates within a company's culture. We also covered how their project, workinsight.io, can change the current hiring landscape. Lastly, David shared his insight on what recruitment will look like and why hiring 4.0 leaders is a critical role of recruiters.   Episode Outline and Highlights [02:09] Pool Table Analogy - David reveals the strategy in his 35-year career in executive recruitment. [08:02] Pointers on pre-closing deals and establishing long-term client relationships. [19:22] “Executive Recruiting for Dummies” - Why David writes the questions and runs the candidate interview with their clients. [26:06] Educating your clients on the cost of a bad hire while quantifying your added value to their organization. [29:00] Be inspired and don't give up: David shares his story about his early struggles in his recruitment career. [32:24] What is Workinsight.io and how can it be a game changer as a matching platform for candidates and employers? [52:18] Teaser on David's new book - “Revolutions Need Leaders” [1:00:05] David shares why they send a 27-page proposal to their clients. [1:07:00] Book recommendations from David and why he never stops learning from others.   Strategize Your Recruitment Like a Pool Master Before we recorded this episode, he had recently closed around 750K in fees. I wanted to get his insights on how he can consistently deliver in the industry for 35 years.    If you are familiar with the game of pool or billiards, you will relate to David's analogy about his strategies that keep him at the top of his game. He describes his approach, “You play pool, right? Most people and most recruiters are usually good for sinking a shot. Maybe a second one, okay, rarely a third one, yep. Rarely can someone clean the table. So this is how we think about search. We get a lot of inquiries to do work for companies… That's like playing pool. Before we do a deal we want to look down the table and go, okay, what's the next ball, what's the next ball, what's the next ball? And oftentimes we won't take a search because we can't see the next one.“   David elaborated on the following techniques:   Focusing on client relationships, investing time to understand their culture and what fits in their organization. Doing so can make placing three people with one company easier than three people with three different companies. How to pre-close a deal through an intake call with the client via Zoom call that will lead to a face-to-face discussion. Running the interview questions to the candidates, with the clients on the side.   Like me, you will admire David's tenure and expertise and how he delivers his service to his clients.    Democratizing the Job Search Process   David and I discussed their exciting website project: workinsight.io. Work Insight is a recruiting platform designed to be candidate-centric by allowing them to have a level of anonymity. The approach is inspired by dating sites, like Bumble or Tinder. The goal of the platform is to democratize recruitment - “This is designed to help people get the right role. That's why it's free. It's free for recruiters to use and post. It's free for job hunters to come and find jobs and post credentials. So we're trying to democratize the hiring that way. This way, smaller companies who've got a great idea can find people and do it themselves At the same time.”   There are at least two job search frustrations that the platform can solve:   Shortening the job search process: In the US, Davide mentioned that the average job search time is 38 weeks. Workinsight.io can enable a continuous opportunity flow, which will force employers to “be smarter and fairer with the candidates that they have, because now, all of a sudden, the whole market is fluid.”   Solving the “hired for skill, fired for fit” dilemma: As David mentioned, “We've known for four decades hired for skill, fired for fit. If we know this doesn't work and we know that the turnover rate stays at a steady 24%, why don't we fix that?” The platform has an upcoming feature that matches candidates to companies based on cultural fit, aiming to address the high turnover rates caused by mismatches in company culture. This service is available for English-speaking individuals across various roles, industries, and locations.   Having a Glimpse to the Future of Recruiting   I was also fortunate to get a teaser of David's new book “Revolutions Need Leaders”  which addresses these revolutionary changes in recruitment and provides insight into the High Definition of Recruiting (HDR) methodology. David touched upon the impact of leaders like Sam Altman, whose leadership inspired loyalty and action from employees at OpenAI, exemplifying the power of what we term "4.0 leaders." These leaders focus on team success rather than individual achievements and are not easily found through traditional recruitment methods. We discuss strategies for identifying and engaging these elusive candidates, including using LinkedIn effectively for signaling and vetting prospects.   Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   David Perry Bio and Contact Info   David is a seasoned search professional and has completed more than 1500 projects and negotiated more than $400 million in salaries. He is a bestselling author and his books have been translated into French, Hungarian, Vietnamese, and Chinese.   David is a student of leadership and its effect on organizations ranging from private equity ventures to global technology corporations. David has built an extensive personal network of leading CEOs as well as up-and-coming future executives, permitting him to find the most qualified candidates to grow a company and increase stakeholder value. PMI's Inside-Out Approach™ methodology allows clients to rapidly assess critical human qualities, track record, and leadership experience.   David is frequently quoted on trends and issues regarding executive search, recruiting, and HR in leading business publications including Daily Commercial News, The Wall Street Journal, Canadian Business, EETimes, BOMA Monthly, and HR Today, and appears regularly as an executive search and labor market analyst for CBC News World and CTV Television. As HR Policy Advisor of the Canadian Advanced Technology Alliance (CATA), David has developed an extensive knowledge of leadership, innovation, and technology – like SMART Buildings. This ever-evolving expertise keeps him at the pulse of the most innovative and successful leaders. David recently served two terms on the board of Women in Communications and Technology. David is the past Chair of the Canadian Technology Human Resources Board and a board member of the Software Human Resource Council. He was chair/vice chair of South Hull Elementary School for fourteen years.   David graduated from McGill University in 1982 with a Bachelor of Arts degree in economics and industrial relations. As well, David is also a Commissioned Officer in the Canadian Reserve, where he graduated top in his class and was awarded the Sword of Honor by Brigadier General JB Dabros. He recently received the Queen Elizabeth II Diamond Jubilee Medal.   David on LinkedIn David on X (Twitter) @RougeRecruter Perry-Marterl International website link   People and Resources Mentioned   Read the First Chapter of “Revolutions Need Leaders”  Workinsight IO website link Executive Recruiting For Dummies - a book by David Perry and Mark Haluska The Win Without Pitching Manifesto   Related Podcast You Might Enjoy   TRR#26 Canada Day Special: How the Rogue Recruiter Closed 1100 Searches, with David Perry   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter  

In this cracking podcast episode, host Marcus Edwardes and seasoned executive recruiter David Wells explore various facets of recruitment ranging from the initial transition into the sector to the present-day intricacies of agency recruitment. Wells shares invaluable insights on his recruitment methodology, emphasizing the significance of relationship maintenance with candidates and the 'give-to-get' principle during initial candidate correspondence. The conversation also sheds light on diverse topics encompassing the impact of automation on recruitment and the importance of storytelling as a recruitment tactic.Initial Transition into RecruitmentCurrent Challenges in Agency RecruitmentAutomation in RecruitmentThe Role of Storytelling in RecruitmentEffective Candidate Outreach StrategiesHandling First Candidate CallsThe Importance of Relationship BuildingThe 3 Biggest Takeaways:Relationship-building is crucial in recruitment: David Wells emphasized the importance of nurturing relationships with candidates. He shared his technique of a 'give-to-get' approach during the initial candidate interaction, which ultimately benefits the recruitment process.The role of automation and personalization in recruitment: The conversation shed light on the significant impact of automation on recruitment. David explained how personalization and focused targeting can make outreach more effective, moving beyond a reliance on automated messages.The art of presenting opportunities: David stressed the significance of how opportunities are presented to candidates. He noted the importance of being a good storyteller to build connections with candidates and present job roles in a manner that aligns with their career aspirations.

As we look ahead to 2024, we're reflecting on some of our favorite moments shared on the podcast over the past year. Our guests brought an incredible mix of hiring insights and experience to the show. Highlights from this episode include:Noto Group's team of executive recruiters:Why openness is necessary in finding the right candidate (1:13)Why it's important to attract talent with different perspectives or lived experiences (1:55)What candidates are looking for in a potential leader or company (2:42)The necessity of having a strong talent strategy (3:56)John Vlastelica, Founder and CEO of Recruiting Toolbox:How to avoid costly hiring mistakes (4:39)Katherine Melchior Ray, Global CMOThe importance of adaptability in prospective talent (7:02)Jean Batthany, CCOWhy passion is essential to both sides of the hiring process (8:05)Andy Ruben, Founder of TroveThe essential role of clarity in interviewing (9:23)Darcy Winslow, Co-Founder of the Academy for Systems Change (fmr. Nike)The value of curiosity and learning in recruitment and hiring (10:34)Seth Ellison (fmr. Nike, Quiksilver, Levi Strauss & Co.)How candidates' experiences in previous roles can provide major insights into the value they might bring to a new position (11:24)Amani Duncan, Music and Entertainment ExecutiveThe importance of looking beyond “perfect” to add to your team (12:40)Visit HowIHire.com to hear all of these conversations in full, and to access transcripts and more about this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

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John Vlastelica is the founder and CEO of Recruiting Toolbox, a consulting and training firm helping companies recruit and hire better; with more speed, efficacy, and diversity. John and Roy dig into current and future trends in recruiting, common mistakes that companies make in the hiring process, and how clarity and alignment can make all the difference in attracting and retaining top talent.John brings an incredible wealth of recruiting experience and perspective to the conversation. He has spent the last two decades refining effective hiring tools and processes, developing employment sourcing and interviewing strategies for a wide range of legendary brands like Google, Amazon, LinkedIn, Pepsi, Nike, and many more. John and his team at Recruiting Toolbox develop customized training for corporate recruiters and hiring managers to help them improve who and how they hire.Highlights from our conversation include:How John and his team help client companies (2:46)The components and importance of a holistic talent strategy (3:45)When companies need to start thinking about talent strategy (6:20)Trends, challenges, and opportunities facing talent acquisition leaders (11:56)Where companies are falling short in talent acquisition (13:41)How John and his team help companies determine what good looks like in hiring (15:54)Ways in which companies can inventory their processes and personnel to enhance the recruitment process (19:25)Helping companies avoid false negatives and improve their hiring decision quality (22:41)John's predictions for the future of recruiting (25:33)Hiring advice for smaller companies without talent acquisition leadership (30:42)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

Organizational coach Greer Van Dyck joins Roy to explore how organizations can better support, motivate, and retain people throughout their parenthood journey.Maintaining a full time job and starting a family presents unique challenges – along with an opportunity for organizations to more effectively support their employees in the process. Through her coaching business, Windrose, Greer works with management and leadership teams to foster psychological safety, transparency, and support for employees in all stages of parenthood. In her own words, Greer is “helping change the way organizations lead.” Highlights from our conversation include:Greer's approach to supporting clients (2:36)Challenges, failure points, and risks organizations run into around parenthood (4:38) When leaders should look for outside support (7:29)How to address troubling workplace statistics related to parents and parental benefits (9:51)The importance of communicating needs in order to affect organizational change (13:19)How somebody might initiate a dialogue with their company around parental support (15:36) How candidates can evaluate parental support within an organization (16:45)Incorporating and communicating parental support within the recruitment process (18:52)Initial steps to make your company more parent friendly (19:57)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

Seth Ellison has led teams at iconic brands like Nike, Levi Strauss & Co., and Quiksilver. Today, he joins Roy to discuss how these roles have shaped his hiring philosophy and what we can learn from the talent strategy of top apparel companies.Seth has decades of experience in brand building and merchandising, having led and built global teams for legendary brands. Seth's extensive resume includes the growth of large-scale DTC and wholesale businesses across international markets, industry leading corporate strategy, widely successful C-Suite leadership, extensive team building and brand development, and high level execution across diverse consumer segments. Highlights from our conversation include:Lifelong lessons from Seth's early days in the surf apparel business (4:15)How his time at Nike shaped his hiring philosophy (9:05)Developing internal talent vs. seeking external talent (11:55)Opportunities and challenges he experienced during Nike's acquisition of Hurley (15:26)Seth's process for making decisions on important hires (18:13)Seth's interview strategy and criteria (22:35) The elements of successful hires vs. hiring mistakes (25:22)Advice for young and emerging leaders (27:31)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

Laid Off. Life On Podcast Host and Executive Career coach, Kelsey Waldrop and LinkedIn Globally Recognized Expert Lynne Williams discuss expert tips, strategies, and what you need to do right now to leverage LinkedIn to supercharge your job search. Lynne and discuss the top three things, people who are new in the job market after being laid off need to know and do in LinkedIn including the importance of keywords on resumes and LinkedIn profiles, the significance of formatting, and why job seekers need two resumes in the digital career world of today. Lynne explains that a good resume should be properly formatted and tailored to each job description based on the keywords in the job description. She also suggests having two resumes, one for humans and one for bots, with a deconstructed one for the bots. Kelsey explains the difference between a career pivot and a career transformation, emphasizing that a pivot is shifting from an existing role to a new one, while a transformation is the move from one occupation, industry, or professional field to another. This change often involves acquiring new skills, knowledge, and experience to successfully navigate the demands of the new role. Lynne and Kelsey discuss how resumes can help transition and spotlight how experiences that individuals have gained in one career can be leveraged to build a strong resume that will help them transition to a new and different path.   Resources and Ways to Connect With Lynne: LinkedIn https://www.linkedin.com/in/lynnewilliams/ Linktree https://linktr.ee/lynnewilliams Nonprofit https://greatcareers.org ATS https://greatcareers.org/how-to-avoid-the-online-job-application-black-hole-ats/ Pivot or Reinvention (& subscribe to newsletter) https://www.linkedin.com/pulse/tips-make-career-pivot-reinvention-linkedin-lynne Resumes https://greatcareers.org/can-your-linkedin-profile-shine-using-content-from-a-well-written-resume-part-one/ Verbs https://greatcareers.org/over-300-powerful-action-verbs-for-your-career-documents/ Boolean https://greatcareers.org/stellar-boolean-search-tips-for-job-seekers-entrepreneurs/ Interview Resources including 3 videos https://greatcareers.org/interview-resources/ Career Management Checklist Freebie - https://bit.ly/gcg-cmc  Book a free 15-minute Resume or LinkedIn profile review - https://bit.ly/BookLynne     Ways to Connect with Kelsey: LinkedIn: www.linkedin.com/in/kelseywaldrop   Website: www.KelseyWaldrop.com

Welcome to episode number 20 of the FITFO Podcast, where I have conversations with amazing moms, dads, and thought leaders of all different industries in hopes to help me figure out how to become the father that I want to be for my two young girls. My Guest on this episode is Todd Dawson, Managing Partner of WorldBridge Partners. His story begins when he decided to join the FBI at the young age of 15. Despite his dedication to the craft, Todd realized that the FBI's program changes hindered his goal of becoming an agent upon graduating college so he left the Bureau and, briefly, become a police officer before he found his true calling, using those negotiation and investigation skills as an executive recruiter. Todd is also a devoted father who prioritized his family above all else. So tune in and get ready to hear about his challenges, successes, and the valuable lessons he's learned along the way. Time Stamps: [1:55] How he got into the Bureau [6:30] Meeting Mr. Hoover and "Deep Throat" [11:04] Managing high work hours and family life [12:30] Career investigator joins recruiting industry [13:32] Recruiting is about the art of getting information [14:17] What you learn as a recruiter will help you raise your children [15:50] Bringing his son into the business [17:50] How he dealt with "No" in his career [24:27] Effective sales strategies: takeaway closing, exchanging commitments, uncovering market movement. [25:40] When did recruiters get Lazy? [26:45] Recruiters should focus on others, not themselves. [28:25] Parenting lessons: Love, structure, guidance, and presence. [32:30] Job Description of a father Show Links: WorldBridge Partners: https://www.worldbridgepartners.com/ Todd's LinkedIn: https://www.linkedin.com/in/dawsontodd/ Todd's Substack: https://substack.com/@todddawson?utm_source=substack&utm_medium=email

International marketing specialist Katherine Melchior Ray joins Roy to discuss her impressive career and the wisdom that she's gained as a global business leader. They dig into what makes an outstanding, modern CMO, the benefits and challenges of pursuing a global career, and how to connect across cultures as an expat leader.Katherine's professional journey spans nearly three decades and includes mobilizing growth in a variety of businesses across five different industries and three continents. Her wealth of experience extends across a wide spectrum of business sectors, including beauty, hospitality, and fashion. She's worked with legendary brands like Gucci, Shiseido, Nike, Louis Vuitton, and Hyatt, and currently teaches International Marketing at the Haas School of Business at the University of California, Berkeley.  Highlights from our conversation include:Factors and experiences that shaped Katherine's leadership and hiring philosophy (6:48)Navigating language barriers and developing cultural competency (8:27)Lessons learned from hiring and leading global teams (10:10)How to develop and manage the capabilities of new teams (11:22)How she makes decisions around important hires (14:09)Insights gained from hiring successes and failures (14:54)What makes a great CMO (15:58)How Katherine applies her knowledge of history to marketing strategies (17:19)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

Trove Founder and Executive Chairman Andy Ruben joins Roy to discuss his journey to entrepreneurship, how his business's needs and culture have evolved over the years, and why he values thoughtful talent strategy.Andy has spent the better part of the past three decades working in brand strategy, retail, consumer products, and sustainability. In 2004, he became Walmart's inaugural Chief Sustainability Officer, where he led change across the business and its suppliers before serving as a VP with the retailer. While Andy hadn't always planned to pursue sustainability, he discovered a passion for the work and went on to found Trove, one of the most innovative companies in the space. Over the years, Andy and his team have helped drive the growing re-commerce market. Through their trade-in and branded resale services, Trove has teamed up with world-class brands like Lululemon, Patagonia, Levi's, REI and others to keep their products in circulation and reduce waste.Highlights from our conversation include:Andy's unexpected path to sustainability work (3:24)How he brought sustainability into Walmart's boardroom (6:09)Taking the leap from Walmart to Trove (9:44)How Trove's hiring needs changed as the brand scaled (15:13)The role vision and mission plays in recruiting prospective talent (17:43)Andy's approach to building success profiles (20:23)Lessons learned from past hiring mistakes (26:16)Understanding cultural elements that attract or repel talent (30:25)How Trove is navigating in-office, remote, hybrid, and flexible arrangements (39:02)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

Grateful that the talented Chris Murdock joins us on the latest episode of the Quarterback DadCast.   Chris is the Co-Founder and Chief Sourcing Officer at IQTalent Partners (a division of Caldwell Partners). Chris has over 20 years of executive recruiting experience and leads research and sourcing for the firm while also developing client relationships.  Additionally, he is a frequent speaker and panelist at industry events and is a proud Vanderbilt alum!Before Founding IQTalent Partners, Chris was a Sourcer with Yahoo!'s internal Executive Recruiting team in the corporate offices in Sunnyvale, California. Previous to Yahoo!, Chris was an Associate in the Menlo Park, California office of Heidrick & Struggles, where he recruited software, hardware, professional services, and semiconductor clients. Before Heidrick & Struggles, Chris worked in the Retail Practice of TMP Worldwide in Atlanta, Georgia.  Today, we talk to Chris, the Dad & Husband.Chris and his wife, Jen, have one talented 10-year-old daughter, you will hear about.  Not only does she love the 1980s, but she will become the next food network star, in my opinion!   Our conversation was as raw and authentic as they come, as you will hear us both get emotional.  We learned about Chris's upbringing and his relationship with his father, who spent over 30 years in the US Navy!  We also learn about his close relationship with his Grandfather, who would serve as a father figure for most of Chris's young adult life.  Chris would also share so much gratitude for his Aunt & Uncle, who taught him what was possible in life! One of my favorite parts f our conversation was how we discussed the word appreciation.  We would explore the difference between forgiveness and reconciliation and discuss why this is so important.  There is so much more in this episode you won't want to miss!  To learn more about Chris and IQ Talent, you can connect with them on Linked InLeaders at PlayHelping leaders strengthen creativity, humor, and quick-thinking skills in a fun wayListen on: Apple Podcasts SpotifyEstablished in 2006, Acme Homes WA One of the most value-based home builders in the state of Washington! Go Check them out!Lattitude Sitka Our sea adventures cover fishing, wildlife tours, beach excursions, scuba diving, snorkeling, paddleDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Please don't forget to leave us a review wherever you consume your podcasts! Please help us get more dads to listen weekly and become the ultimate leader of their homes!

Darcy Winslow is an inspiring leader whose decades of experience at Nike and sustainability-focused nonprofits have cemented her legacy as a forward-thinking, values-driven executive. In her time at Nike, Darcy focused on how the company could employ sustainable practices in footwear and apparel manufacturing. As a part of this process, she created Nike's groundbreaking Sustainable Business Strategies Division and set her sights on sweeping systems transformation within the company. Darcy was able to marry Nike's distinct approach to design and creation with the innovative spirit inherent to sustainability work. Darcy left the company in 2008 to further pursue these goals, founding the Academy for Systems Change and the Magnolia Moonshot 2030 project. She and her collaborators empower current and emerging leaders with the skills, networks, and values needed to tackle the climate crisis via global systems change.Darcy joins Roy to discuss her foundational experiences at Nike, the necessity for authenticity in effective leadership, her vision for building networks of future leaders and system thinkers, her unique perspective on assembling teams that can collectively work towards widespread, positive change, and much more.  Highlights from our conversation include:Darcy's career journey and sustainability achievements (1:50)Experiences that influenced her leadership approach (7:25)How Darcy was able to put sustainability on the radar at Nike (9:30)Contemplating and incorporating values as part of her leadership (12:46)The inner and outer journey of a leader (14:06)How Darcy's experience influenced her approach to hiring (15:02)Examples of hiring successes and challenges (16:46)How she inspired leaders to integrate and scale sustainability (18:37)Her connection and work with MIT's Peter Senge (21:04)The vision and accomplishments of the ASC (22:36)How leaders and businesses can affect positive change in the climate crisis (23:47)The Magnolia Moonshot 2030 Project (26:23)The UN's Sustainable Development GoalsAdvice for current and emerging leaders (28:22)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

What if you could ensure every hire on your startup team was a perfect fit? Discover the secrets behind skillful recruiting in our fascinating conversation with Rick Girard, an expert in executive recruiting for startups. Rick shares his insights on the importance of screening candidates for alignment with your company's core values, builder mindset, and transferable skills. He also highlights the significance of startup founders honing their interviewing skills to avoid costly hiring mistakes.During our chat with Rick, we also delve into the role of personality tests like Enneagrams and MBTI in the hiring process. While these tests can be valuable tools for understanding team dynamics, Rick cautions against relying on them as the sole basis for decision-making. Instead, he underscores the importance of evidence-based assessments and prioritizing core values. Furthermore, Rick shares his experience in training salespeople and recruiters, as well as his innovative software creation to streamline the process.Lastly, Rick and I discuss the high stakes of startup hiring and why we value each hire at a million dollars. We emphasize the need for focusing on values and character when attracting top talent and explore how tech tools like Rick's software can help eliminate bad hires and save startups from sinking under the weight of costly mistakes. Join us for this insightful and engaging episode with Rick Girard as we uncover the critical aspects of building a successful startup team.The Investor Friendly Real Estate AgentWelcome to the Investor Friendly Real Estate Agent Podcast where we look at real...Listen on: Apple Podcasts SpotifyBuzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showSubscribe to Side Hustle City and join our Community on Facebook

Award-winning global creative executive Jean Batthany sits down with Roy to dig into the nuances of creative leadership, when organizations should hire a creative leader, and how to assess the skills and competencies that make them successful.Jean brings a wealth of experience and insight to the podcast; she has spent over thirty years leading brand-side and agency creative teams. Jean began her career at top advertising agencies like BBDO, M&C Saatchi, Merkley+Partners, and Saatchi & Saatchi before transitioning to leading in-house creative strategy for Disney Parks and Resorts, where she served as VP, Global Creative. Most recently, she led a team of over 300 creatives at Walmart as Chief Creative Officer.Highlights from our conversation include:The key elements of a successful brand strategy (4:44)Balancing creativity and leadership skills in teams (5:33)When and why brands should hire a Chief Creative Officer (7:14)How to measure the success of a brand creative leader (7:50)The role CCOs play in driving great creative (9:59)The best advice Jean received as a young creative (12:28)What she looks for in creative leaders (13:40)The difference between a brand creative leader and a CMO -- and how they work together (14:29)Jean's advice to early-career creatives (15:51)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

Music and entertainment marketing executive Amani Duncan joins Roy for a conversation about empathetic leadership, why she chooses to be a mentor-manager, how the justice, equity, diversity and inclusion movement impacts the kind and quality of the work you're doing, and much more.Amani has more than 20 years of experience spanning a variety of industries. She began her career at Def Jam Recordings. She navigated a time of sweeping change in the music industry as she worked with iconic companies like Bad Boy Entertainment, C.F. Martin & Co, Virgin Records, Capital Music, and MTV/ViacomCBS. Most recently, she served as the CEO of creative agency BBH USA, where she and her team delivered data-driven, full stack marketing and strategic partnership support to leading consumer brands. Today, she serves on the board of Fender Music Instruments and FYLi. Highlights from our conversation include:How hiring happens in the music industry (5:55)What leaders can learn from the ever-evolving music industry (8:32)How being a mentor-manager influences her hiring approach (10:09)Balancing gut with calculated risk when hiring (13:20)Red (and green) flags when assessing a candidate (15:12, 27:29)How Amani and her team set a vision to diversify BBH... (17:16)...And how their success transformed the business (20:41)The “spark” she looks for in candidates (24:27)How Covid impacted hiring...And how she handled mis-hires (29:04)The benefits and pitfalls of references (30:31)What teams need from leaders in this moment (33:33)Amani's advice for candidates (38:08)Get your tickets for MO Summit 2023: April 24th-26th in Austin, Texas!Tickets are available at mo-summit.com - use code NOTO for a discount.Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

In this special episode of How I Hire, Roy is sitting down with Noto Group's team of executive search consultants. He's joined by Sara Spirko, Bridget Hope, Tami Bumiller, and Lena Knofler to dig into essential leadership, workforce, and hiring trends that they're seeing for 2023 and beyond, along with the best ways to navigate them successfully for candidates and companies alike.Managing Director Sara Spirko began her career in recruiting with large consumer products companies. She then transitioned into marketing and brand activities before moving into project management for supply chain and global HR functions. She worked with companies like Gibson Guitar Corporation, Mars Incorporated, CSL Behring, and Godiva Chocolatier before moving back to Portland, joining Noto Group in 2019, and reentering the world of talent recruitment.Executive Recruiter Bridget Hope has over 20 years of experience in leadership, merchandising, and category management in the outdoor sporting goods, athletic fitness, and lifestyle industries. She got her start at Banana Republic as a project manager before relocating to Nike to work in category management. She went on to work in merchandising, licensing, and consulting for brands like Eagle Creek, Puma, and Skull Candy before reconnecting with Roy and joining Noto Group in 2022. Principal Search Consultant Tami Bumiller has 20 years of experience in hospitality operations, retail human resources, and agency recruiting. The first 10 years of her career were spent in restaurant operations for a variety of independent brands across the country, after which she transitioned into retail, working at Eddie Bauer and eventually serving as their Senior VP of HR. After working with Roy to build out Eddie Bauer's leadership, Tami joined the team at Noto Group in 2019. Principal Search Consultant Lena Knofler started her career doing accounting and tax work at a family-owned aviation engineering investment company. After coaching sports teams in the area, she was inspired to shift gears towards talent development for a small local agency in Portland, in addition to doing in-house recruitment work for Providence Healthcare. Her career journey led her to Noto Group, where she has been a Search Consultant since 2019. Highlights from our conversation include:What it's like to be an executive recruiter (5:54)What today's candidates want and need (9:06)Key talent strategy trends for 2023 (13:38)Leadership qualities executives should have in order to stand out (19:30)Factors that will make the difference between success and failure in hiring this year (24:59)Developments in executive compensation (29:22)What the team is excited about moving forward (31:07)Get your tickets for MO Summit 2023: April 24th-26th in Austin, Texas!Tickets are available at mo-summit.com - use code NOTO for a discount.Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle