Podcasts about Executive search

Kiernan Laughlin is the General Manager and co-creator of Deep Indian Kitchen, a growing CPG brand whose mission is to bring a modern, high-quality Indian food experience to consumers worldwide. Kiernan previously held senior brand management roles at large CPG companies like Johnson & Johnson and Unilever, and he spent his early career in marketing, promotions, and partnership leadership at Gorton's Seafood.Highlights from our conversation include:Core business and leadership lessons from Kiernan's career in multi-stage CPG (1:26)Useful skills Kiernan picked up outside of work that have percolated into his leadership style (5:27)Going from a structured corporate environment to leading an emerging brand (8:01)The challenges and opportunities of building a team through rebranding (11:22)Elements that make a successful relationship between CEO and Founder (19:36)Keeping his team aligned and agile as the company evolves (21:48)Hiring for qualities that go beyond the resume (22:49)How Deep connects their mission to action through their foundation (27:08)Advice for the next generation of CPG leaders (30:13)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

About the Guest: Gene Rice is a seasoned executive recruiter, entrepreneur, and author of the bestselling book “From Grad to Grown-Up.” With a rich career that spans from owning rock clubs to founding one of the top executive search firms in the U.S., Gene is dedicated to helping young professionals and leaders find clarity, passion, and purpose in their careers. He also co-founded the "Plant a Seed Inspire a Dream Foundation," supporting youth in pursuing their passions regardless of financial limitations.About the Episode: In this episode, Steve Mellor reconnects with Gene Rice three years after their first conversation. Together, they explore what it truly means to be “growth ready”,  diving deep into themes of career clarity, passion-driven work, and the hard truths about professional fulfillment. Gene shares invaluable stories from decades of placing top executives and mentoring young talent, all anchored around a powerful message: don't wait until you're burnt out to find what lights you up.Takeaways:What being “growth ready” truly meansGene's eclectic career journey from rock clubs to executive searchThe importance of aligning career with purpose and passionCommon regrets people have at the end of lifeHow young professionals can test their passions before committingAdvice for mid-career professionals feeling stuckThe emotional ROI of doing work you loveStrategies for maintaining long-term professional joyThe mission and impact of the “Plant a Seed Inspire a Dream” foundationLinks & Resources Mentioned:Gene Rice's Book: From Grad to Grown-UpPlant a Seed Inspire a Dream Foundation: Official SiteSend us a textSupport the showSign up for the monthly newsletter with Steve and GrowthReady (formerly known as Career Competitor) by providing your details here - Request to become part of our community Also be sure to give him and the show a follow on Instagram @coachstevemellor

In this conversation, Jason Cochran engages with Michael Morgan and Scott Himes from Medallion Partners to explore the evolving landscape of executive search and talent acquisition. They discuss the significant uncertainties and changes in the industry, the critical importance of succession planning, and the impact of AI on the workforce. The conversation emphasizes the need for organizations to adapt to new realities, make wise decisions in talent acquisition, and the importance of change management in navigating these challenges. Additional Resources: https://medallionpartnersinc.com/contact-medallion/ Connect with Michael on LinkedIn: https://www.linkedin.com/in/michael-morgan-career/ Connect with Scott on LinkedIn: https://www.linkedin.com/in/scotthimes/ Connect with Jason on LinkedIn: https://www.linkedin.com/in/jason-d-cochran/ Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all Learn more about PeopleForward Network: https://peopleforwardnetwork.com/ Key Takeaways: Uncertainty is a prevailing theme in executive hiring today. The pace of change in the industry is faster than ever. Organizations face a talent crisis due to retiring leaders. Succession planning is often neglected, leading to risks. Cultural fit is essential for new hires to drive change.

In dieser Folge sprechen wir mit zwei beeindruckenden Zontians und Expertinnen für Female Leadership: Nina Bransch und Fiona Ruff, beide Partnerinnen bei HUNTING/HER HR-Partners, der führenden Personalberatung für Female Executive Search. Mit jahrzehntelanger Erfahrung in der Direktansprache weiblicher Führungskräfte besetzen sie Schlüsselpositionen in Unternehmen und setzen sich damit für Diversität im Management, sichtbare Vorbilder und echte Chancengleichheit ein. Wir sprechen über ihren Weg zu HUNTING/HER, welche Berechtigung eine auf Frauen spezialisierte Beratung hat, welche Herausforderungen Kandidatinnen im Bewerbungsprozess begegnen und warum Karriere und Familie kein Widerspruch ist. Es geht um Inclusive Leadership, das richtige Mindset für Unternehmen und Frauen, Netzwerken als Karriere-Booster und schlagkräftige Argumente gegen den Mythos: „Für Frauen wird doch schon genug getan.“ Mit ihrer klaren Haltung gestalten Nina und Fiona die Zukunft weiblicher Führung – kompetent, engagiert und immer mit dem Blick für das Wesentliche: Potenziale erkennen, fördern und sichtbar machen.

In this episode, I'm joined by Jamie Livingston, Founder and CEO of Livingston James Group and Co-Chair of the youth leadership charity Columba 1400. Jamie brings decades of experience placing senior leaders into C-suite and board-level roles. In our conversation, he reflects on how leadership expectations have evolved from the traditional command-and-control model to the need for leaders who are purpose-led, agile, and capable of navigating complexity, paradox, and moral dilemmas. We explore:What organisations are really looking for in executive leaders todayThe tension between competency-based assessment and deeper human capacitiesHow Livingston James has embedded purpose through ownership, structure, and valuesThe role of moral courage in leadershipThe importance of early moral and intellectual development, with a nod to the German idea of Bildung and Jamie's work with young people through Columba 1400This is a wide-ranging and thoughtful conversation about leadership as principled action—especially in times of disruption.

John Lane and Will Barfield share a passion for people-centric approaches in the professional world. Discussing the challenges of modern workplace dynamics, the impact of AI and the importance of genuine human connection, John and Will explore their unique business relationship, emphasising the value of serving others, building meaningful networks and prioritising personal growth over traditional success metrics. This conversation reveals the power of listening, creating value beyond transactional interactions and, ultimately showcases the full potential of purposeful partnerships.    KEY TAKEAWAY ‘When we found one another and we found that unified why, we actually decided to start a business together. So we do work separately but also in concert and it's a very unique relationship.'   ABOUT THE GUESTS - JOHN & WILL John Lane specialises in helping business owners and leaders elevate team performance through a two-step program: a Business Alignment Audit to foster engagement and a Growth and Development Plan to boost team effectiveness. Ideal for leadership retreats or strategy-planning sessions, his approach ensures alignment with business goals and prepares teams for sustained success.   Will is a career Salesperson, Sales Leader, and Business Development professional who currently owns and operates an international recruiting practice.  His firm, Barfield Revenue Consulting, focuses on helping companies hire revenue-impacting talent, entry level through executive.  Additionally, Will consults with companies around employee-related subjects like fit to role, cultural alignment and retention. Will is a licensed Organization Analysis & Design (OAD) personality assessment distributor.  He uses the assessment actively in his recruiting practice.    CONNECT WITH JOHN & WILL https://www.linkedin.com/in/johntlane/   John.Lane@DBAJTL.com https://www.linkedin.com/in/willbarfield/ will@barfieldrevenue.com   BOOK RECOMMENDATIONS* The Go Giver by Bob Burg - https://amzn.eu/d/7BRWgUB The Chimp Paradox by Prof. Steve Peters – https://amzn.eu/d/4nlhtd7 Focus on Why by Amy Rowlinson with George F. Kerr - https://amzn.eu/d/6W02HWu   ABOUT THE HOST - AMY ROWLINSON Amy is a purpose and fulfilment coach, author, podcast strategist, podcaster and mastermind host helping you to improve productivity, engagement and fulfilment in your everyday life and work. Prepare to banish overwhelm, underwhelm and frustration to live with clarity of purpose.   WORK WITH AMY If you're interested in how purpose can help you and your business, please book a free 30 min call via https://calendly.com/amyrowlinson/call    KEEP IN TOUCH WITH AMY Sign up for the weekly Friday Focus - https://www.amyrowlinson.com/subscribe-to-weekly-newsletter   CONNECT WITH AMY https://linktr.ee/AmyRowlinson   HOSTED BY: Amy Rowlinson   DISCLAIMER The views, thoughts and opinions expressed in this podcast belong solely to the host and guest speakers. Please conduct your own due diligence. *As an Amazon Associate, Amy earns from qualifying purchases.

What Makes a Workplace Truly Attractional? What sets apart the organizations top talent lines up to join and what makes others struggle to attract anyone at all? In this episode, we sit down with Eric Albert, Senior Executive Search Consultant at Vanderbloemen, to talk about what really makes a workplace stand out. Spoiler alert: it's not the stocked snack fridge or the trendy job title. We explore what makes a culture truly attractional, the hidden factors that push candidates away, and why mission statements don't mean much without action. Eric shares practical ways leaders can create a healthier workplace culture and tells a powerful story of a church that recognized its unhealthy staff environment and turned things around. Whether you're hiring now or preparing for the future, this conversation is full of insights on how to build a team people want to join and stay on.

We know the increasing use of vapes among teens is an issue we should be concerned about. But when vapes first appeared on the scene, they were largely portrayed as being much safer than cigarettes and experts fear that may have led people to underestimate the risks they pose. Jennifer speaks with Dr Rania Ayat Hawayek, Specialist Paediatrician and the Medical Director at Circle Care Clinic to know the realities of those risks. Meanwhile, a new survey by recruitment firm Robert Walters has revealed a rise in employee turnover here in the UAE - with delays in salary hikes for professionals and white-collar employees cited as taking a toll on workforce stability. While over in the UK, a new government proposal to reduce pay inequality promises, or threatens, to force the publication of information about worker's salaries that would previously have been known only to managers. Does it help make work feel fairer for employees? Or can it also lead to internal conflict and limit flexibility for recruiters and managers? Toby Simpson, Managing Director, Global Head of Executive Search and Lucy D’Abo, Founder of Together workplace culture consultancy discuss. And the region's first Female Majlis on health equity will be aiming to shine a spotlight on a frightening truth: women are diagnosed with disease later, suffer for longer, but often remain unheard in the healthcare system. Jennifer is joined by the event's host, Christina Ioannidis.See omnystudio.com/listener for privacy information.

In dieser Folge spreche ich mit Patricia Herzog – Executive-Search-Profi und Wirtschaftspsychologin mit 20 Jahren Erfahrung – über toxische Führung und die Persönlichkeitsmerkmale der Dunklen Triade. Du erfährst, wie man problematische Führung erkennt, worauf es im Auswahlprozess ankommt und wie du deine Unternehmenskultur schützt.

I detta midsommarspecial-avsnitt av Techrekpodden gästas vi av Rasmus Solholm - entreprenör, tidigare grundare av Gigstr och idag VD på Goalplan. Rasmus delar med sig av sin resa från finansiell matematik på KTH, till säljchef på Tele2 och vidare till startups och gig-ekonomin. Vi pratar också om produktfokus, investeringstajming och att göra teamet till medägare samt Gigstrs uppgång och fall, där pandemin ledde till ett avgörande skifte i affären. Därtill får vi en inblick i Rasmus arbete på Goalplan och reflekterar kring AI och vikten av att vara agil inför framtidens arbetsmarknad. Är ditt företag i behov av IT-rekrytering, eller Executive Search eller vill du tipsa om en gäst? Hör av dig till cj@ants.se eller läs mer om hur vi arbetar på ants.se   Prenumerera på vårt nyhetsbrev. 00:00 – Välkommen till Techrekpodden 00:32 – Höstens poddgästplanering 01:08 – Dagens gäst: Rasmus Solholm 01:51 – Från Gigstr till Goalplan 07:06 – Gigstrs uppgång och fall 16:49 – Lärdomar och vägen framåt 26:35 – Förståelse för kundernas användning 27:33 – Utmaningar med datainsamling 28:33 – Introduktion till Follow-Up och Engage 28:41 – Follow Up: datainsikter och visualisering 33:14 – Engage: förbättrad kommunikation i team 36:49 – AI i näringslivet - möjligheter och risker 46:59 – Framtidens rekrytering och frilansande 48:26 – Avslutande tankar och rekommendationer

In this engaging and insightful conversation, Jeannette Linfoot speaks with Christina Brooks, founder of Ruebik, a B Corp-certified executive search firm on a mission to reshape diversity and inclusion in leadership. Christina shares her personal journey from embracing diversity as a core life mission in 2018 to building Ruebik—a company that challenges traditional recruitment norms by prioritizing values, cultural intelligence, and mentorship. They discuss the pervasive issue of diversity fatigue in organizations, the tangible commercial benefits of diverse leadership, and how innovative approaches to recruitment can foster truly inclusive cultures. The episode also explores how accessibility innovations and technology have connected communities, especially during COVID, and how personal struggles can be reframed as strengths. Christina and Jeannette dive deep into the courage required for bold leadership, the critical role of mentorship, and the vision for a more equitable business world. Top Takeaways• Diversity became Christina's mission in 2018.• Rubik aims to tackle diversity in executive search.• Traditional exec search perpetuates existing power structures.• Rubik is a B Corp focused on profit, people, and planet.• Candidates should be assessed on values, not just skills.• Diversity fatigue remains a real challenge for organizations.• Diverse boards deliver better financial outcomes.• Cultural intelligence is key to understanding community needs.• B Corp certification sharpens societal impact focus.• Creating inclusive cultures enhances experiences for all.• Accessibility innovations benefit broader audiences.• COVID tech connected isolated individuals like Christina’s mother.• Diversity in leadership is essential for community growth.• Entrepreneurship lacks a playbook; each decision is unique.• Mentorship is crucial for overcoming business challenges.• Struggles can be reframed as qualifications for success.• Grace is essential for self-care and leadership.• Bravery involves speaking uncomfortable truths.• Creating opportunities for others is a vital leadership trait. Sound Bites"Diversity became my mission in 2018.""Rubik aims to tackle diversity in executive search.""Diverse boards lead to better financial performance.""A truly inclusive culture is fascinating.""Zoom and Teams connected my 80-year-old mother.""We are all perfectly imperfect.""The best talent is not just in the M25.""The puzzle is solved when all sides are equal.""Your struggles are not your limitations.""Bravery is speaking truth to power.""Don't just climb the ladder, create an elevator.""Embracing failure is a powerful gift." Chapters00:00 – The Mission of Diversity02:56 – Building Rubik: A New Approach to Executive Search06:11 – Disrupting Traditional Recruitment Practices09:03 – Innovative Mentorship Programs12:06 – The Importance of Values in Recruitment14:54 – Addressing Diversity Fatigue17:54 – The Commercial Value of Diversity21:06 – B Corp Certification and Its Impact23:57 – Focusing on Cultural Intelligence26:52 – Future Directions for Diversity and Inclusion31:26 – The Importance of Inclusive Culture34:55 – Innovations Benefiting Diverse Communities36:45 – Global Leadership and Hope41:53 – Challenges of Entrepreneurship46:24 – The Role of Mentorship47:55 – Future Vision for Rubik51:52 – Personal Struggles as Qualifications58:35 – Embracing Grace in Leadership59:59 – Defining Brave Bold Brilliant About the HostJeannette Linfoot is a highly regarded senior executive, property investor, board advisor, and business mentor with over 30 years of global experience across travel, leisure, hospitality, and property sectors. Known for her down-to-earth leadership style, Jeannette champions diversity and inclusion and is passionate about nurturing talent to help others reach their full potential. She hosts Brave Bold Brilliant to inspire and equip leaders to drive impactful change. [Follow Jeannette Linfoot]Website: https://brave-bold-brilliant.com/LinkedIn: https://uk.linkedin.com/in/jeannettelinfootYouTube: https://www.youtube.com/@braveboldbrilliantInstagram: https://www.instagram.com/jeannette.linfoot/Facebook: https://www.facebook.com/jeannette.linfoot/Podcast: https://podcasts.apple.com/gb/podcast/brave-bold-brilliant-podcast/id1524278970 About the Guest – Christina BrooksChristina Brooks is the founder of Ruebik, a B Corp-certified executive search firm dedicated to disrupting traditional recruitment by centering diversity, values, and cultural intelligence. Since making diversity her mission in 2018, Christina has worked to challenge entrenched power structures in executive search and create pathways for more inclusive leadership. She is passionate about mentorship, innovation, and fostering workplaces where diverse voices thrive. Her approach emphasizes the commercial value of diversity alongside its societal importance, blending business success with a strong ethical framework.

Get ready to reimagine the future of strategic recruiting. In this pivotal episode of The Full Desk Experience, Crelate CEO Aaron Elder joins host Kortney Harmon to share cutting-edge strategies for thriving in the rapidly evolving, post-AI era—essential listening for owners, directors, and executive-level leaders.Key insights you can't miss:-The Post-AI Paradigm: Why AI is already as essential as electricity, and what “post-AI” really means for search firms' competitiveness and client expectations.-Redefining Value: How winning firms use targeted, specialized AI agents—not hype—to create lasting value and deeper client relationships.-From Boxed Data to Living Platforms: The shift from static CRM systems to dynamic, evolving platforms that continuously deliver new insights and productivity.-Human + Machine Synergy: In high-trust fields like executive search, where does AI support human expertise, and when is the “human touch” irreplaceable?-Operational Transformation: From outbounding to back-office, every business process is up for reinvention.Do you know if the roles you fill today will even exist in two years? How will your team adapt as AI and automation accelerate client demands—and shift the very nature of work?Hit play to hear how leading firms are pivoting now—and what you should be asking to stay ahead.__________________________Follow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Are you ready to discover how a group of determined women transformed a living room startup into a $6 million legal recruiting powerhouse — all during a global crisis?  In this episode of the Elite Recruiter Podcast, host Benjamin Mena sits down with Aida C. Rodriguez, the founder of Ascension Global Staffing and Executive Search. Together, they unpack how building a winning team, especially in the high-stakes world of legal recruiting, can lead to extraordinary business growth—even when starting with just an Excel sheet and a lot of perseverance. If you're a recruiter, entrepreneur, or leader with dreams of scaling up, this episode will show you what's possible, even in the face of uncertainty. As the recruiting landscape becomes more competitive, many agency owners and aspiring firm-builders struggle to stand out, pivot in difficult markets, and keep their teams motivated. The journey of Aida and her all-women team tackles this head-on, providing real-world solutions to the challenges of launching and growing a successful recruiting firm from the ground up—especially when resources are limited and the market is in flux. Listeners will walk away with actionable insights, including: Proven strategies for launching and scaling a recruiting business during tough economic times, starting with minimal resources.Building and leading highly motivated, diverse teams that thrive on healthy competition, camaraderie, and shared dreams.The power of adaptability—how to pivot your business development, embrace technology and automation, and never let perfectionism stop your progress.   If you're looking for a dose of inspiration mixed with practical guidance to fuel your recruiting ambitions, hit play now and see how you can turn your own “brunch crew” into a thriving placement empire!  AI Recruiting Summit 2025 – Registration: https://ai-recruiting-summit-2025.heysummit.com/ Finish The Year Strong 2025 – Registration: https://rock-the-year-2025.heysummit.com/ Free Trial of PeopleGPT and its AI Agents: https://juicebox.ai/?via=b6912d Free Trial of Talin AI: https://app.talin.ai/signup?via=recruiter   Signup for future emails from The Elite Recruiter Podcast: https://eliterecruiterpodcast.beehiiv.com/subscribe  YouTube: Follow Aida C. Rodriguez on LinkedIn: https://www.linkedin.com/in/aidacrodriguezascension/    With your Host Benjamin Mena with Select Source Solutions: http://www.selectsourcesolutions.com/  Benjamin Mena LinkedIn: https://www.linkedin.com/in/benjaminmena/  Benjamin Mena Instagram: https://www.instagram.com/benlmena/

This episode of HR Heretics explores executive search from both sides: being recruited and managing recruitment. Neil Frye, former CPO at Google and Dropbox, and current Chief People Officer at Dotmatics, sits down with Nolan Church and discuss withdrawal strategies, internal versus external search criteria, conscious leadership frameworks, style compatibility, and treating job searches like mutual acquisitions rather than one-sided selections.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:

Vad händer när en startup kliver in i en av Sveriges mest reglerade och traditionella sektorer? I det här avsnittet gästas Techrekpodden av Henrik Krisa, grundare av Miraya AB som utvecklar avancerade datadrivna analys- och beslutsstödsystem för försvars- och säkerhetssektorn, med fokus på att omvandla komplex data till operativa insikter. Henrik delar med sig av sin resa från Försvarshögskolan och värnplikten på HMS Karlskrona till att idag hjälpa Försvarsmakten och NATO att fatta smartare beslut med hjälp av data och AI. Vi pratar om drönare i Ukraina, digitaliseringens tröghet i offentlig sektor, och varför det är så svårt – men nödvändigt – att experimentera i försvarsindustrin. Ett samtal om etik, innovation och varför självförsörjning är ett ord vi kommer att höra allt oftare. Är ditt företag i behov av IT-rekrytering, eller Executive Search eller vill du tipsa om en gäst? Hör av dig till cj@ants.se eller läs mer om hur vi arbetar på ants.se   Prenumerera på vårt nyhetsbrev. Tidsstämplar: 02:17 Gästpresentation: Henrik Krisa 03:24 Henriks bakgrund och karriärväg 07:11 Utmaningar och innovation inom försvarssystem 18:34 Tillväxt och internationella samarbeten 28:56 Navigera i försvarsindustrin 30:55 Utmaningar för traditionella aktörer 32:47 Anpassning till moderna behov 33:18 Test och experimentering inom försvaret 33:52 Digitalisering i offentlig sektor 36:53 Etiska och säkerhetsmässiga överväganden 40:06 Kriget i Ukraina och dess påverkan 41:46 Teknisk innovation i moderna konflikter 50:37 AI och datasäkerhet i försvar 53:05 Självförsörjning inom nationellt försvar 54:29 Framtidens kompetensbehov i sektorn 01:01:10 Avslutande reflektioner och framtidsspaning

Daniel was recently invited by David Feinleib (CEO at ITSRAPID) to his phenomenal "Beyond the Shelf" Podcast.  The origninal show notes: What do hiring, podcasting, and great marketing all have in common? If you ask Daniel Torres Dwyer, the answer is the same: it's about trust, not transactions. Daniel wears a few hats—he's the Co-Host of The FMCG Guys podcast and Director of Executive Search at Dwyer Partners—and at the heart of both roles is one thing: helping people find the right fit. Whether that's matching a candidate to a role, a guest to a show, or a brand to its story. In this episode, Daniel and Dave dig into: What makes an executive search successful (and why it's not just about resumes) How to build long-term relationships that outlast any one transaction Why marketing—and creative storytelling—are regaining the spotlight in CPG What AI can and can't do for recruiting and talent strategy Lessons from running 200+ podcast episodes and how that experience shapes Daniel's approach to people and partnerships Oh—and if you're heading to ShopTalk Europe, stay tuned for Daniel's local tips on where not to stay in Barcelona. This one's part career advice, part creative strategy, and all about how to connect like a human. Connect with Daniel: https://www.linkedin.com/in/danieltorresdwyer Get the It'sRapid Creative Automation Playbook: https://itsrapid.ai/creative-workflow-automation-playbook/ Take It'sRapid's Creative Workflow Automation with AI survey: https://www.proprofs.com/survey/t/?title=ffgvd Email us at sales@rapidads.io with code “BEYOND2025” to find out how you can save more than $1,000 on our Digital Sell Sheets and Retail Media Automation solutions

In this episode, Jewel sits down with Rory Verrett, founder and managing partner of Protégé Search, for an eye-opening conversation on executive recruitment, leadership strategy, and the often-hidden pathways to career transformation. Rory shares his remarkable journey from Harvard Law and civil rights policy to launching a top-tier search firm serving elite organizations like the NFL. With powerful stories from his time in politics, sports, and talent management, Rory demystifies the executive search industry, reveals how compensation intel can transform careers, and drops game-changing advice for leaders navigating the next big move.   Join us! ➡️ Black Executive Men on Linkedin ➡️ Apply here for Black Executive Men Community ➡️ Join here for Black Executive Men Elite  ➡️ Sign up here for Black Executive Men Capital Network 

What do hiring, podcasting, and great marketing all have in common? If you ask Daniel Torres Dwyer, the answer is the same: it's about trust, not transactions.Daniel wears a few hats—he's the Co-Host of The FMCG Guys podcast and Director of Executive Search at Dwyer Partners—and at the heart of both roles is one thing: helping people find the right fit. Whether that's matching a candidate to a role, a guest to a show, or a brand to its story.In this episode, Daniel and Dave dig into:- What makes an executive search successful (and why it's not just about resumes)- How to build long-term relationships that outlast any one transaction- Why marketing—and creative storytelling—are regaining the spotlight in CPG- What AI can and can't do for recruiting and talent strategy- Lessons from running 200+ podcast episodes and how that experience shapes Daniel's approach to people and partnershipsOh—and if you're heading to ShopTalk Europe, stay tuned for Daniel's local tips on where not to stay in Barcelona.This one's part career advice, part creative strategy, and all about how to connect like a human.Connect with Daniel: https://www.linkedin.com/in/danieltorresdwyerGet the It'sRapid Creative Automation Playbook: https://itsrapid.ai/creative-workflow-automation-playbook/Take It'sRapid's Creative Workflow Automation with AI survey: https://www.proprofs.com/survey/t/?title=ffgvdEmail us at sales@rapidads.io with code “BEYOND2025” to find out how you can save more than $1,000 on our Digital Sell Sheets and Retail Media Automation solutionsTheme music: "Happy" by Mixaud - https://mixaund.bandcamp.comProducer: Jake Musiker

I det här avsnittet möter vi Kim, Director of People and Culture på Ahlsell, som berättar om sin unika resa – från artistkarriär till ledande HR-roll. Vi får följa hennes väg från scenen till näringslivet och hur kommunikation har varit en röd tråd genom hela resan. Samtalet bjuder på insikter i Ahlsells strategiska satsningar på stabilitet, ledarskap och medarbetarhälsa – inklusive deras långsiktiga hälsoinitiativ. Vi dyker också ner i företagets pågående AI-transformation och hur ny teknik påverkar både organisationen och medarbetarnas kompetenskrav. Kim delar hur hon arbetar med en decentraliserad organisationsmodell där lokal påverkan och central riktning balanseras, samt hur HR kan vara ett verkligt stöd för ledarskapet i tider av förändring. Avsnittet avrundas med Kims personliga bok- och poddtips för dig som vill utvecklas både professionellt och privat. Är ditt företag i behov av IT-rekrytering, eller Executive Search eller vill du tipsa om en gäst? Hör av dig till cj@ants.se eller läs mer om hur vi arbetar på ants.se   Prenumerera på vårt nyhetsbrev. Tidsstämplar: 00:54 – Tidig karriär och personlig bakgrund 02:00 – Övergången till näringslivet och HR 07:43 – Att börja på Ahlsell och första intrycken 13:07 – Roll och ansvar på Ahlsell 16:59 – Hälsosatsningar och medarbetarvälmående 30:02 – AI och teknologiska framsteg 32:27 – Fokus på kunddriven innovation 33:34 – Utforska AI och teknik inom försäljning 33:50 – Utvärdera AI-system och kostnader 36:27 – Strategisk tillväxt och effektivitetsmål 37:44 – AI:s påverkan på roller och kompetenser 47:28 – Decentralisering och organisationsstruktur 55:09 – Personlig utveckling och rekommendationer    

I rarely read career books cover to cover. But when I listened to Search in Plain Sight by Somer Hackley, I was hooked. It wasn't a blog post padded into a book—this was the real deal. Structured, thorough, and full of insights that I wish I had twenty years ago. Naturally, I invited Somer onto the Fireside PM podcast to dig deeper. What followed was a masterclass on how executive search firms actually work, what most job seekers get wrong, and how product managers (PMs) can be far more effective in today's hiring market.

Join us for an insightful episode of The Brand Called You as host Ashutosh Garg sits down with Diya Malani, CEO of Arteez HR and AeroHyre. Diya shares her journey from studying HR in Scotland to leading two dynamic firms in India, specializing in executive search and talent acquisition across the aviation industry and beyond.In this episode, Diya reveals what sets Arteez HR apart in the crowded executive search space, discusses her data-driven approach to recruitment, and offers invaluable advice on assessing cultural fit in leadership hiring. We dive into the unique hiring and retention challenges within airlines and airports, the evolving role of HR tech and AI, and how recruitment platforms are reshaping the industry.You'll also hear Diya's thoughts on hybrid work trends, increasing diversity in male-dominated fields like aviation, and the changing expectations of Gen Z and millennial job seekers. Whether you're an HR professional, business leader, or aspiring executive, this episode is full of practical wisdom and fresh perspectives!

Looking to break through to your next revenue milestone or sharpen your firm's competitive edge? This episode is a must-listen for executive search leaders, owners, and directors ready to thrive—not just survive—in 2025.Key takeaways:AI as a Game-Changer: Hear how integrating AI thoughtfully (while keeping humans in the driver's seat) is reshaping the entire talent pipeline—without sacrificing the personal touch that defines executive search.Value Propositions & Client Relationships: Discover why revisiting your firm's unique value, saying “no” to bad business, and delivering genuine consultative partnership is critical to growth and differentiation.Metrics that Matter: Learn how top firms rely on clear ratios and KPIs to predict sustainable growth and quickly course-correct, ensuring consistent, high-quality performance across the board.Resilience & Adaptability: Get insider perspectives on operational pivots, team optimization, and bringing new talent into the business—especially during turbulent markets.Questions to ponder: Can AI ever fully replicate the intuition of a seasoned recruiter? What risks (or rewards) come from walking away from legacy clients or underperforming business models?Tune in for actionable strategies, candid war stories, and fresh perspectives to help your firm stand out—and scale up. Listen now!_________________About the Panelists:Todd Dawson began his professional career in law enforcement for 7 years and then nearly 7 years in insurance investigation prior to becoming a recruiting in 1985. Todd ran a successful insurance desk for 20 years and purchased the MRI franchise in 2002 from the office founder. During Todd's career with MRI, he was recognized as an MRI Regional winner 7 times, MRI National Account Executive of the Decade for the 90's, MRI CSAM of the Year in 1998 and MRI Lifetime Achievement Award in 2017. Todd's office was recognized as a Top 10 Office of the Year at MRI each of the office's last 2 years as an MRI franchise office. Todd is currently the Legal Practice Leader for WBP.Jen Meyer brings over 28 years of expertise in the search and recruitment industry. Before becoming a part of Govig & Associates, she served as the president and co-founder of North Coast ExecuSearch, Inc. for more than 13 years. Throughout her career, she has collaborated with a diverse array of organizations across various industries and scales, with notable focus on VP/C-Suite roles for firms under private equity ownership. Her impact has even propelled certain entities to double in size and achieve a revenue of over $1 billion. Recognized for her unwavering dedication and philanthropic endeavors, Jennifer is particularly esteemed for her role in mentoring top talents, nurturing their growth, and cultivating long-lasting business relationships that yield mutual benefits. Her resolute commitment to her profession and the industry ensures exceptional outcomes for all involved.Brian Kirlik is a forward-thinking talent strategist who believes the entire hiring system is fundamentally broken—on both the candidate and employer sides. Throughout his career, Brian has observed that while candidates lament the lengthy and frustrating application process, companies simultaneously complain of a weak talent pipeline. He sees this disconnect as both sides talking past each other, perpetuating the very problems they hope to solve. Determined to break the cycle, Brian is reshaping the way organizations and individuals approach hiring. He's a strong advocate for the transformative power of AI, believing it holds the key to connecting talent with opportunity on demand and in real time. But for Brian, the real solution lies at the intersection of innovation and empathy: boldly implementing AI while keeping the human element firmly in the driver's seat. He is committed to finding that balance, confident that with the right approach, both companies and candidates will benefit—and the future of work will be brighter for all._________________Tools mentioned in this episode:ChatGPT – Directly mentioned by Jen Meyer as one of the AI tools they use internally.Perplexity – Also specifically mentioned by Jen Meyer as a tool they use for research and summarization.Crelate – Mentioned as the team's ATS (Applicant Tracking System), with specific reference to “Crelate Co-Pilot,” their AI assistant for recruiters.LinkedIn – Referenced multiple times as a social platform for business development, recruiting, posting, and networking.Claude – Briefly mentioned by Kortney Harmon as a favorite AI platform especially for generating content and handling projects._________________Follow Jen on LinkedIn: https://www.linkedin.com/in/jmeyergovig/Follow Brian on LinkedIn: https://www.linkedin.com/in/briankirlik/Follow Todd on LinkedIn: https://www.linkedin.com/in/dawsontodd/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

In this episode of C-Sweet Talks, Co-CEOs Dianne Gubin and Beth Hilbing sits down with Rochelle Nitka, Director of C-Sweet Executive Search, to discuss the critical role of women in leadership and how C-suite executives can navigate career transitions and personal branding. Rochelle shares her journey from staffing to executive search and explains how middle-market companies are tapping into diverse talent pools to drive success.The conversation highlights the importance of networking, executive search, and job market trends across various industries, including financial services, tech, and energy sectors. Whether you're transitioning careers or looking to grow your leadership team, this episode offers valuable insights into career growth, personal branding, and the current job market.Join the community!www.CSweet.org

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

This week on the Vietnam Innovators Podcast, we welcome An Võ, Founder and CEO of Janus Executive Search & Talent Advisory, a leading firm specializing in executive search and talent advisory services across Vietnam and the Asia-Pacific region.With over 15 years of experience working with prominent multinational corporations, Ms. An Võ has played a pivotal role in shaping HR strategies and attracting top-tier talent for global businesses. She consistently applies a "glocal" approach — blending global expertise with local insight — to help organizations address leadership challenges and adapt to the rapidly evolving market landscape.As a trailblazer in connecting career opportunities in Vietnam with the overseas Vietnamese community, Ms. An Võ also works to attract international talent to contribute to the country's growth. Her strategic vision and deep understanding of both global and local markets make her not only a remarkable leader but also a powerful source of inspiration for those seeking sustainable, impactful career development.---Listen to this episode on YoutubeAnd explore many amazing articles about the pioneers at: https://vietcetera.com/vn/bo-suu-tap/vietnam-innovatorFeel free to leave any questions or invitations for business cooperation at hello@vietnaminnovators.com

Unlock the secrets to scaling success in executive search with industry leader Mike Gionta, Founder of The RecruiterU. In this insightful conversation with Kortney Harmon, Mike shares his journey from the early challenges of owning a recruiting firm to building a thriving, self-sustaining business.Whether you're a solo executive search professional or leading a growing team, this episode delivers actionable strategies designed to elevate your practice. Gain a deeper understanding of how to manage the emotional ups and downs of recruiting, implement KPIs and metrics that drive growth, and keep your team motivated—without falling into the trap of micromanagement.Mike reveals the proven blueprint that allowed him to step back from daily operations while productivity continued to rise. Packed with practical advice and real-world wisdom, this is your go-to guide for transforming your recruiting business from the inside out._________________Follow Mike on LinkedIn: LinkedIn | Mike GiontaLearn more about the Exclusive Recruiting Production Summit hereCheck out The RecruiterU hereWant 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

Rolodex.   But that's exactly what legacy firms want you to think.   They sell prestige. They sell access. They sell fear. And some companies buy it—because no one wants to screw up a high-profile hire.   Here's the truth: access is the easy part. Executives respond more than anyone. The real challenge? Fit. Immersion. Results after the hire. And most firms skip that part entirely.   Jeff Smith and James Hornick rip the curtain off the smoke-and-mirrors world of exec search—and explain why most firms are failing their clients (badly) in The 10 Minute Talent Rant, Episode 109, “What Everyone Gets Wrong About Executive Search.”  

Mike and Charlie discussed the Pelicans' decision to fire David Griffin, the team's executive vice president of basketball operations. The guys interviewed Chris Dodson, an NBA reporter for ClutchPoints, and Zack Nagy, an LSU reporter for Sports Illustrated. Mike and Charlie evaluated Will Johnson and Trey Amos, two top cornerback prospects in the 2025 NFL Draft. Jeff Duncan, a columnist for The Times-Picayune, joined Sports Talk. Duncan shared his thoughts on Joe Dumars, the Saints' options in the 2025 NFL Draft, and Derek Carr's shoulder injury. Mike, Charlie, and Steve played their daily "Triple Option" segment. Steve and Charlie recapped LSU baseball's series sweep at Auburn and previewed the 2025 NFL Draft. The guys listened to press conference audio from Pelican F Trey Murphy, who defended head coach Willie Green. Jake Madison, the host of the "Locked on Pelicans" podcast, joined Sports Talk. Madison said the Pelicans' decision to fire David Griffin was correct, but he slammed the idea of hiring Joe Dumars as his replacement.

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

This episode dives into the real challenges recruitment professionals face—like perfectionism—and why consistency and authenticity are key when it comes to content creation. Dandan shares her journey from young recruiter to founder of DG Recruit, offering powerful insights into using social media and content to elevate your executive search practice.Discover proven strategies for building a strong personal brand, creating impactful content, and navigating the modern recruitment landscape. Whether you're scaling your search firm or aiming to hit new revenue goals, you'll walk away with actionable takeaways and fresh inspiration.Tune in and learn from industry leaders as they share the tools and tactics redefining success in executive search.________________Follow Dandan on LinkedIn: LinkedIn | Dandan ZhuTo learn more about agency recruitment check out: https://www.agencyrecruitmentacademy.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

Episode 171 – Client Series: "How to Stay Positive During an Executive Job Search with Martin Vogel" Job searching at the executive level can be challenging—but maintaining the right mindset is key to success. In this episode, we sit down with Martin Vogel to discuss practical strategies for staying positive, motivated, and focused during an executive job search. From managing uncertainty to keeping your confidence high, we'll cover the mindset shifts and habits that help executives navigate the search process with resilience and optimism. Whether you're transitioning into a new leadership role or facing unexpected career changes, this episode will provide the tools you need to stay on track and land your next opportunity. Tune in for expert insights, real-world advice, and inspiration to keep moving forward!

In our Singapore Home Brew segment "Saturday Mornings" Host Glenn van Zutphen talks with Paul Quinn, CEO of Westport Partners about the secrets to executive search success as well as his “Quinnticential Questions” podcast.See omnystudio.com/listener for privacy information.

For the ultimate in cybersecurity talent and role matching, work with Recrewmint! More details at https://recrewmint.com/hiring/ Recrewmint Inc. City: Richmond Hill Address: 1019-9471 Yonge Street Website: https://www.recrewmint.com Phone: +1-647-678-0325 Email: andre@recrewmint.com

Case Study: Successful Talent Acquisition in Energy ServicesClient: Energy Services Division of an Established Mechanical ContractorChallenge: The energy services division of a well-established mechanical contractor was facing difficulties in identifying the right individual to complement their team and support their public sector clients. The challenge stemmed from the industry's traditional approach to hiring, which typically prioritizes candidates with direct experience in Energy Savings Performance Contracting (ESPC). However, the executive leadership team expressed an openness to considering candidates from outside the traditional ESCO talent pool.Approach: Nenni & Associates, an executive search firm specializing in talent acquisition, partnered with the client to assess their specific needs. Through consultations with the executive leadership team, Nenni determined that a candidate with a strong solution-selling background would be a viable fit. The focus shifted to identifying individuals with experience selling complex engineered solutions to clients with multiple decision-makers and extended sales cycles.This approach was significant because it deviated from the industry norm of hiring only those with direct ESCO experience. Nenni recognized this as a positive trend, signaling an industry-wide need for fresh talent, innovative ideas, and diverse perspectives to drive growth and evolution.Outcome: Nenni & Associates successfully identified an ideal candidate who had:18 years of experience selling complex solutions to public sector clients.An engineering degree, demonstrating their ability to understand and solve technical challenges.The right cultural fit, attitude, and long-term potential for success within the company.By broadening the search parameters and embracing a more inclusive talent acquisition strategy, Nenni & Associates helped their client secure a high-caliber professional who will contribute to the company's growth and the evolution of the energy services industry.Our services for both our clients and candidates can be found below✔️For Employers: https://www.nenniandassoc.com/for-employers/✔️For Candidates: https://www.nenniandassoc.com/career-opportunities/✔️Consulting: https://www.nenniandassoc.com/consulting-services/✔️Executive Search: https://www.nenniandassoc.com/executive-search/Nenni and Associates on Social Media:► Follow on LinkedIn: https://www.linkedin.com/company/nenni-and-associates/► Like on Facebook: https://www.facebook.com/nenniandassoc/► Email Listing: https://www.nenniandassoc.com/join-email-list/► Subscribe to our YouTube channel: https://www.youtube.com/c/NenniAssociates

Our services for both our clients and candidates can be found below✔️For Employers: https://www.nenniandassoc.com/for-employers/✔️For Candidates: https://www.nenniandassoc.com/career-opportunities/✔️Consulting: https://www.nenniandassoc.com/consulting-services/✔️Executive Search: https://www.nenniandassoc.com/executive-search/Nenni and Associates on Social Media:► Follow on LinkedIn: https://www.linkedin.com/company/nenni-and-associates/► Like on Facebook: https://www.facebook.com/nenniandassoc/► Email Listing: https://www.nenniandassoc.com/join-email-list/► Subscribe to our YouTube channel: https://www.youtube.com/c/NenniAssociates

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

Clay is an accomplished executive, product manager, and investor with extensive experience leading business operations, logistics, technology, and investments. He thrives in helping entrepreneurial-minded companies succeed by seamlessly linking innovative technology with efficient operations and disciplined investment. However, his passion is improving companies by improving people.As Next Step's President, Clay oversees all business functions and is responsible for aligning all business units behind the company's common goals of customer satisfaction, innovation, and operational excellence. He plays a key role in developing and executing the company's ambitious strategy for continued growth and improvement.  Prior to Next Step, Clay served as a leading Operational Executive and Head of Product for Turning Basin Service, a forward-thinking automotive logistics company and software developer in the business of controlling and operating point of entry ports for some of the world's most successful vehicle manufacturers. He was responsible for offering strategic direction and operational guidance across all business functions with a focus on systematically pushing performance, technology, and value. In addition to demolishing KPIs, his team designed, developed, and launched innovative software into dynamic production environments for premium brands like VW, Audi, Porsche, Lamborghini, and Bentley. Prior to his time in automotive logistics, Clay served as Vice President and Investment Partner for InSite Realty Partners. Where he helped craft and execute investment, leasing, and divestment strategies across multiple asset types and classes. He led due diligence and underwriting, marketing efforts, contract negotiations, financial approval, architectural and construction management, and legal review on 50+ transactions annually, with a combined transaction value of over $500M. He has partnered in syndicated real estate investments valued at over $125M, focused mainly on institutional-quality office, industrial, and land opportunities. Clay holds a management degree from Rice University. While at Rice, he competed as a member of the Rice Owl baseball team and was recognized as an Academic All-Conference team member, Western Athletic Conference Scholar Athlete, and Rice University Honor Athlete.Our services for both our clients and candidates can be found below✔️For Employers: https://www.nenniandassoc.com/for-employers/✔️For Candidates: https://www.nenniandassoc.com/career-opportunities/✔️Consulting: https://www.nenniandassoc.com/consulting-services/✔️Executive Search: https://www.nenniandassoc.com/executive-search/Nenni and Associates on Social Media:► Follow on LinkedIn: https://www.linkedin.com/company/nenni-and-associates/► Like on Facebook: https://www.facebook.com/nenniandassoc/► Email Listing: https://www.nenniandassoc.com/join-email-list/► Subscribe to our YouTube channel: https://www.youtube.com/c/NenniAssociates

In this thought-provoking episode, Loxo's CEO Matt Chambers interviews Kelli Vukelic, CEO of N2Growth, to discuss the future of executive search and recruitment agencies — with a focus on how technology is very rapidly transforming the industry. Throughout the conversation, the two will talk about everything from purpose-driven work, to how search firms can become more tech-enabled, and beyond. Matt and Kelli also dive into N2Growth's proprietary platform, Vue, which is built on Loxo's API and helps uncover talent insights that drive better decision-making. Vue allows N2Growth's clients to have real-time access to candidate information, and provides a holistic view of candidates beyond their resumes. With this in mind, Matt and Kelli also discuss how tech can help search firms develop more collaborative and strategic partnerships with their clients — positioning themselves as not just "recruiters" but true talent advisors. This episode is chock-full of wisdom from two fantastic leaders and experts in the space — as well as some practical tips for you to chew on.Chapters:00:00 - Podcast Intro04:45 - Transforming the Executive Search Industry12:16 - The Turning Point: Embracing Change14:00 - Speed and Efficiency: Why They Matter17:05 - Developing a Proprietary Recruitment Tool26:03 - Boosting Team Performance and Client Satisfaction29:48 - The Impact of Choosing the Best Recruiting Platform37:20 - Final Thoughts and FarewellExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

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

A 25-year recruiting veteran! Our special guest, Jeff Cox, shares his journey and insights on how he made two transitions to up his recruitment game: From placing junior to senior roles and switching from contingent to retainer model.   These shifts can be challenging, and so it takes the right mindset and preparation for your to have the power to transition. Jeff shared how he did it!   Jeff specializes in assisting biotech and pharmaceutical companies in building transformative leadership teams.    As a member of the prestigious Pinnacle Society, Jeff is one of the top-producing recruiters in the country. But he believes success in this industry is less about the money and more about the people we impact and the life-changing projects we advance.   Episode Outline and Highlights   [02:50] How did Jeff end up in the recruiting industry after aspiring to become an actor? [06:52] Acting as Jeff's cornerstone in his recruitment approach. [10:42] Success factors contributing to consistent improvement when starting your desk. [18:34] Why being nervous all the time is not necessarily a bad thing. [20:11] Jeff shares his experience working with his father and siblings in the business. [24:48] Transition to placing senior directors, VPs, and C-level executives. [42:36] Insights on the current market and team dynamics and how it can be challenging for [retained searches. [48:34] Switching from contingent to retained search - the power of walking away. [54:35] Going back to the basics amid a big reset in 2025.   What Success Looked Like   What would Jeff consider a success factor in his success as a recruitment business owner? For him, it is no magic ingredient.   “It's just showing up every day and being, you know, you know, like my dad says. We used to say, “Dad, I don't know what to do.” You know, pick up the phone. That's what you do. “Dad, I don't have enough job orders.” Pick up the phone. If you work every day, it works out.”   Jeff emphasized the value of being consistent and showing up every day as a key factor in his longevity and success in the recruiting field. He also shared how his background as an actor helped him learn a lot about being human - which is a key ingredient when building relationships with clients and candidates.    “I mean, I think that's the foundation, of why I'm a good recruiter. Because, you know, the most important thing to do as an actor is to listen. To listen and to live in the moment, you know, not, not to let things get ahead of yourself… I guess also the ability, you know, when you play a lot of different characters, you have to be able to jump into other people's skin. You have to be able to understand.”   On top of the above, he also had the foundation of working in his father's recruitment firm. This led him to eventually build his desk and the rest is history. Transitioning to Place Executive Senior Roles   Jeff initially worked in lower-level positions such as associates and clinical chemists. When he started his firm, he made two key decisions that positively impacted his revenue.   Making a strategic decision to focus on higher-level positions such as directors, VPs, and C-level executives. Moving from Contingency to Retained search model.   The first item above is not an easy transition. Jeff decided to no longer accept managerial placements but rather focus on executive-level positions. Here are the two takeaways:    Making a Conscious, Strategic Shift – He decided to position himself exclusively for senior director-level and above roles. This meant actively telling the market, "No, I don't work at that level; I only recruit senior executives." By consistently reinforcing this message, he established himself as a specialist in executive recruitment.   Leveraging Long-Term Relationships – Over time, the professionals he had placed in junior roles advanced in their careers, moving into managerial and director positions. He capitalized on these relationships, using his existing network to transition into higher-level placements.   He also had the same mindset when he switched from a contingent to a retained search model. He shared that for him to have the ability to make strong choices such as this decision to switch, he had to ensure that he kept his housekeeping in order. “I made a strategic choice to live within my means. And when I made. When I made these choices, I was like, okay, you've got enough. You've got enough Runway where you can do it.”   Why Going Back to the Basics is Essential in This Market   A key topic that resonates with me is how Jeff deals with the current market difficulty in the pharmaceutical and biotech industries.     “I think the pharmaceutical and biotech industry has had a rough year and there's this balancing act that I'm going through in my brain. Do I go back to contingency when times are tough? Like, like what do you know? What do I do?”    If you can relate to how Jeff felt, I am sure you will appreciate his strong sense of accountability and self-awareness.    “And I, and I have found that I'm not, I'm not doing my job as well as I should. So it's now for me it's a time to get back to the basics. And I think that's what 2025 is. It's getting back to doing the job properly, you know, and, and you know, and I fault myself because I should have known this, but sometimes you don't see it, but really like sitting here now, it's just getting back to the basics. So I'm excited and that's exciting to me. It's like the realization is I gotta go back to the basics. I gotta start hammering out the phone calls and it's exciting.”   Such an admirable mindset!    Jeff Cox Bio & Contact Info   With over 25 years of experience in pharmaceutical recruitment, Jeff has built a career connecting top talent with leading companies. The journey began in 1995 with a first placement made in just 16 days—a milestone that set the stage for decades of success.   Starting with roles such as Clinical Research Associates, Analytical Chemists, and Regulatory Affairs Associates, Jeff steadily progressed to placing Managers, Senior Managers, Associate Directors, and Directors. Today, the focus is on VP-level and executive placements, a natural evolution earned through years of dedication and expertise.   More than just a recruiter, Jeff is a builder—helping biotech and pharmaceutical companies strengthen their leadership teams with experienced professionals who have climbed the ranks step by step. At this level, recruitment goes beyond compensation; it's about aligning the right people with the right projects to drive innovation and impact.   Jeff on LinkedIn CKR Associates website link Pinnacle Society website link   People and Resources Mentioned   Katherine Jerald on LinkedIn Getting to Yes: Negotiating Agreement Without Giving In, R.Fisher   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 If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  

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

Kathleen Steffey is the CEO and Founder of Naviga Recruiting & Executive Search, specializing in executive, sales, marketing, and operations talent acquisition across North America​. With over 23 years of leadership at Naviga, she has extensive experience in direct hiring, executive search, and recruiting process outsourcing​. Previously, she held corporate recruiting roles at Daleen Technologies, U.S. Cellular, and Westell Technologies, and holds an MS in Business Leadership from National Louis University​.The Riderflex Podcast, hosted by Steve Urban, features insightful interviews with entrepreneurs, business owners, and executives from various industries. With over 400 episodes, the podcast offers listeners inspiring stories of success, leadership, and personal growth. Steve Urban, as Founder & CEO of Riderflex, brings his extensive experience in recruitment and business consulting to the conversations, providing valuable career and leadership advice. Guests often share their journeys, challenges, and lessons learned, making it a must-listen for aspiring entrepreneurs and professionals looking to gain practical insights into business and personal development.Learn more about Steve Urban here: https://www.linkedin.com/in/stevepurban/steve.urban@riderflex.com

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

Jon prides himself in sharing his vast engineering knowledge with owners and young engineers. He enjoys educating owners on how to properly update their spaces and systems with cost-effective and energy-efficient strategies to their benefit. With five perfect Energy Star rated buildings under his belt, he also leads a mentorship group within CMTA to achieve the same. Jon also mentors students and young engineers to explore career opportunities in STEM or engineering. And after all of this, he enjoys getting out into nature and spending time with his family.Our services for both our clients and candidates can be found below✔️For Employers: https://www.nenniandassoc.com/for-employers/✔️For Candidates: https://www.nenniandassoc.com/career-opportunities/✔️Consulting: https://www.nenniandassoc.com/consulting-services/✔️Executive Search: https://www.nenniandassoc.com/executive-search/Nenni and Associates on Social Media:► Follow on LinkedIn: https://www.linkedin.com/company/nenni-and-associates/► Like on Facebook: https://www.facebook.com/nenniandassoc/► Email Listing: https://www.nenniandassoc.com/join-email-list/► Subscribe to our YouTube channel: https://www.youtube.com/c/NenniAssociates

In this episode, we are joined by Rickard Fritjofsson. He's the founder and CEO of a successful multi-brand recruitment company, Worldwiders, that has placed over 5,000 people in 40 countries.   Rickard discussed key elements of their company culture, influenced by sports principles, including clear career paths and collaborative goal-setting. As a recruitment business owner, it will also resonate with you how he addressed challenges such as downsizing due to market fluctuations which is a great business case of how being resilient will allow you to turn around unfavorable situations into learnings and advantages.   Episode Outline and Highlights   [03:48] How Rickard got into recruitment and how his role as the coach of Norway's national Bandy team influences his leadership. [08:11] Why Rickard focuses on international jobs as his niche. [13:34] Growing from 0 to $5m in six years - discussion of Nordic Jobs Worldwide's early days. [21:56] Trigger to decide on when to make the next hire in your recruitment firm. [23:35] Discussion about the business model and the management of portfolios. [26:46] Key success factors when rapidly growing their team. [36:42] Prioritizing career development of team members via progression and support projects. [45:30] Learnings that forced them to downsize and restructure.   Targeting International Jobs as a Niche   A unique selling proposition of Rickard and his team is their focus on international jobs as a niche. “So I did some research and figured out that no company in the world, even if the recruitment industry is big, is doing the niche of language recruitment of Nordics… So we were the first to step into that niche in 2016. So Norwegian, Swedish Danish, and Finnish were the specialization, and the business developed there. And we decided also to build it organically, like stone by stone.”    Being observant of industry needs, Rickard came up with an impactful solution and built their business from there. He shared their three main objectives when launching their recruitment business: build a company organically, scale the business, and be the best in what they do. So far, Rickard and his team are on track to achieving these three main goals since starting their business in 2016.   Key Success Factors Contributing to Rapid Growth   An astonishing feat that Rickard and his team have accomplished is the rapid sustainable growth of their company since its inception. He grew the company from 0 to $5m in just six years. They have placed over 5000 people in 40 countries and they have 400+ clients worldwide. What would Rickard consider as a success factor contributing to this growth? Here are some takeaways:   Core Values-Driven Culture – Embedding Courage, Trust, and Results into daily operations and decision-making. Clear Career Progression – Offering fast internal growth opportunities, and motivating employees to excel. Decisive Expansion Strategy – Rapidly opening offices in Barcelona and Lisbon, executing growth plans with confidence. Market-Aligned Scaling – Capitalizing on post-2022 industry demand to scale efficiently. Performance-Driven Mindset – Fostering a "best in the world" mentality, akin to elite sports teams (due to his background in Bandy) Client Partnership Approach – Positioning as strategic advisors rather than just service providers. Culture of Celebration – Recognizing achievements through company-wide events, awards, and gatherings.   Rickard said,  “From day one, when we started the business, we also put up core values and they are still active in the company. We also have three keywords: courage, trust, and result. So it's like having the courage to climb Mount Everest and call it taking strategic risks, putting the trust in the people we are hiring, and from that getting the results”   Overcoming Challenges - From Scaling to Downsizing   Rickard has also been very generous in sharing their resilience mindset when overcoming challenges. The last two years have been challenging: from scaling from 0-90 employees to downsizing to 60 again and cutting costs to meet the market situation is a scenario that Rickard is not used to.    However, you will hear in our conversation his resilient recruiter mindset and how getting out of his comfort zone makes him a strong CEO who can turn around unfavorable situations. He was specific in action points that they are doing differently such as implementation of stricter financial controls and a return to foundational recruitment practices, with plans to scale responsibly with improved processes.    If you are a recruitment entrepreneur and leader, you will surely be able to relate to what he shared in his experience. Have you navigated a similar scenario as a leader before?   Rickard Fritjofsson  Bio & Contact Info   Rickard Fritjofsson is a Swedish citizen living in Norway for the past 15 years, with an apartment in Málaga, Spain that allows him to enjoy both northern and southern European lifestyles. He is the founder of Worldwiders, a multi-brand recruitment company specializing in Language Recruitment, IT, and Executive Search, serving 400+ clients across 40+ countries. Passionate about the blend of sports and business. Former bandy player, now the national coach for Team Norway, leading them to a World Cup bronze medal.   Rickard on LinkedIn Worldwiders website link Nordic Job Worldwide website link Asian Job Worldwide website link IT Jobs Worldwide website link Multilingual Jobs Worldwide website link   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 If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

Send us a text

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

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

In this episode of Behind the Numbers, host Dave Bookbinder sits down with Dave Nast—three-time CEO, award-winning business coach, and workplace behavior expert—for an engaging conversation on leadership, workplace dynamics, and the evolving business landscape.