Podcasts about Executive search

3 millionaires explain how they would make $1M with these business models, strategies, and systems.    Thanks for tuning in! Catch new episodes every Wednesday.  Subscribe to Topline Newsletter. Tune into Topline Podcast, the #1 podcast for founders, operators, and investors in B2B tech. Join the free Topline Slack channel to connect with 600+ revenue leaders to keep the conversation going beyond the podcast!   Chapters: 00:00 Introduction and Agenda 03:17 Bootstrapping: Who It's For and Why It Matters 09:00 Executive Search and the Craft Business Dilemma 10:06 The Venture Trap and Valuation Missteps 13:48 Smart vs. Dumb Money: Lessons Learned 15:32 NVIDIA's $100B Bet on OpenAI 17:55 Bubble Economics and Market Cycles 22:00 The Shift from Public to Private Markets 27:31 The Public Company Dilemma 31:36 Employee Liquidity and Why Founders Stay Private 36:08 Brett Taylor and the Myth of “Faster Is Better” 39:19 Go-to-Market Quality vs. Hype 45:25 Playing the Game: Why Bubbles Build Infrastructure 49:40 Staying True to Your Business Model 51:04 Strengths and Weaknesses of Founders 53:48 Wrap-Up and Community Invite    

In Episode 63 of BEST HIRE EVER, Kris Dunn talks with Simon Mullins (former Microsoft Exec Search leader) of ESIX about the state of Executive Search in the Talent Industry.  The hot buttons hit include: How the landscape has changed as Simon benchmarks Exec Search over the last 2 years, since the pandemic, etc. Changes in reported priorities from internal Exec Search teams in 2025 Retained Search Firm usage vs directly sourced (by internal Exec Search teams) Does CRM Management work in Exec Search – based off Simon's data?  Where Exec search teams see growing usage of AI Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you.  Click here if you don't see the player on this page. ---------Simon Mullins Simon on LinkedIn ESIX (Executive Search Exchange)   ------------Kris Dunn Kris Dunn on LinkedIn Kris Dunn on X Kris Dunn on Instagram

Christiana Smith Shi is a seasoned leader in global, multichannel retail, co-author of national, best-selling book Career Forward: Strategies From Women Who've Made It, founder and principal at Lovejoy Advisors, LLC., and an experienced corporate director on multiple Fortune 100 boards. Christiana made an early career pivot from finance to join McKinsey & Company, where she ultimately served as Senior Partner. After 25 years in management consulting, Christiana became the President of Direct-to-Consumer at Nike. In 2016, she retired from Nike and founded Lovejoy Advisors to help provide guidance around digital transformation for consumer and retail businesses. She joins Roy to share insights into navigating a rewarding career, talent lessons from McKinsey and Nike, and much more. Highlights from our conversation include:The timely issue that prompted her to write a book (3:58)Why Christiana puts career first, job second (9:18)How to take a strategic long view with your career (10:55)Advice for building “professional equity” (15:27)What it means to “think like an investor” when it comes to your career (16:58)Christiana's core leadership philosophy (22:20)Her perspective on the value of leadership coaching (25:38)The role of feedback as a leader (26:47)Lessons learned about hiring and talent and the major differences between hiring at McKinsey and Nike (30:25)How Christiana worked to integrate her team into the culture of Nike (35:35)Identifying strengths and opportunities of a team (37:20)How to avoid what she calls "benevolent stagnation” (42:09)How Christiana has applied her career experience and strategies to her work on boards (45:19)Advice for landing board roles (46:45)The ultimate payoff of a rewarding career and what Christiana is thinking about for the future (55:05)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

Executive search veterans David Barrett and Derek Braddock, founders of Braddock Matthews Barrett, share their insights on talent trends and the evolving  landscape in areas as hedge funds,  wealth management and private equity as well as actionable advice to position investment professionals for long-term career success.

In this episode recorded live at the McGuireWoods Healthcare Growth & Operations conference, Travis Guerra, Founder of ONWARD Headhunting, shares how his firm supports private equity-backed companies with high-level placements.

In this episode recorded live at the McGuireWoods Healthcare Growth & Operations conference, Travis Guerra, Founder of ONWARD Headhunting, shares how his firm supports private equity-backed companies with high-level placements. He discusses market trends, hiring best practices, and the importance of stacking value to build lasting client relationships.

If your job search is taking too long and you're a mid or senior-level leader, your gut may be telling you it's time to broaden your appeal. To have a more general and therefore more appealing positioning. Don't do it! Host Doug Lester explains, from a recruiter's perspective, why broadening your positioning could be a big mistake. 

In this episode recorded live at the McGuireWoods Healthcare Growth & Operations conference, Travis Guerra, Founder of ONWARD Headhunting, shares how his firm supports private equity-backed companies with high-level placements.

In Episode 3 of the RIF'd series, host Gina Cafasso sits down with Kathleen Steffy, CEO of Naviga Recruiting & Executive Search, to explore the emotional and strategic realities of layoffs. Drawing on her experience in executive search and insights from recruiters, Kathleen offers a grounded perspective on how RIF (Reduction-in-Force) decisions are often made and what it means to be on the receiving end.This episode delves beyond the resume to explore what recruiters look for during career transitions, how AI is transforming the hiring process, and how to navigate a layoff with honesty and self-compassion. Whether you're navigating job loss, considering a career pivot, or seeking clarity in your next move, this conversation offers practical job search advice and emotional recovery tools to help you move forward.Support this show http://supporter.acast.com/circumstance.Naviga Recruiting & Executive Search - websiteNaviga Recruiting and Executive Search - YouTube Naviga Recruiting and Executive Search - LinkedIn pageKathleen Steffy - LinkedIn pageSupport this show http://supporter.acast.com/circumstance. Hosted on Acast. See acast.com/privacy for more information.

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" vorbestellen (Lieferung im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können   Thomas Weber (Managing Director und Head of Business Development bei der Deutsche Beteiligungs AG) Thomas Weber ist seit 11 Jahren Managing Director und Head of Business Development bei der Deutsche Beteiligungs AG, der größten und an der Börse notierten Private-Equity-Gesellschaft in Deutschland. Er kümmert sich dort um Marketing & Vertrieb, dem proprietären Dealsourcing, leitet das Netzwerk - Executive Circle genannt und unterstützt bei der Suche und Auswahl der CxO- und AR/BR- Positionen bei den Portfoliounternehmen. Sein Weg dorthin begann als Inhaber und Geschäftsführer einer Beratung in der Eignungsdiagnostik und dem Executive Search, wo er ca. acht Jahre tätig gewesen ist. Danach zog es Thomas in die Finanzwelt, zunächst zur Commerzbank, später zu PwC in Frankfurt und Amsterdam. Dort konzipierte und implementierte er u.a. die Eignungsdiagnostik- und die Assessment-Center-Strategie und unterstütze das anorganische Wachstum für diese Unternehmen. Mit diesem Mix aus Transactions, Executive Search und Tiefen-Know-how im Bereich Eignungsdiagnostik/Assessment bringt Thomas heute eine wertvolle Expertise in das Private Equity-Geschäft. Und in diesem Kontext insbesondere bei der Auswahl der geeigneten Top-Führungskräfte für die Portfolio-Unternehmen der DBAG. Und genau darüber spreche ich heute mit Thomas.   Thema In der Podcastfolge 420 habe ich mit Thomas Weber (Managing Director und Head of Business Development bei der Deutsche Beteiligungs AG) über Eignungsdiagnostik im Private Equity-Umfeld gesprochen. Konkret ging es um den Einsatz von Eignungsdiagnostik bei der Auswahl von Top-Führungskräften in Portfolio-Unternehmen.  Herzlichen Dank an Thomas für dieses sehr gute Gespräch und auch für die sehr guten Insights zum Thema. Einsatz von Eignungsdiagnostik Evaluiert werden Persönlichkeitseigenschaften, Führungskompetenzen sowie die Fähigkeit zur Entwicklung und Realisierung von Business Cases für das konkrete Portfolio-Unternehmen Jede Eignungsdiagnostik muss auf die Zielfunktion und auf den Hierarchielevel zugeschnitten sein Durchführung der Eignungsdiagnostik Inhouse und auch mit Hilfe von externen Dienstleistungsunternehmen  Auswahl der richtigen Dienstleister für Eignungsdiagnostik ist wichtig (Psychologie-Background und Industrie-/Branchen-Know-how) Corporate Fit ist wichtig - passen die Führungskräfte zum Portfolio-Unternehmen und auch zum Private Equity Unternehmen Nicht nur auf die Eignungsdiagnostik verlassen - es geht nicht immer nur um die Einzelperson, sondern auch um das Team Die reine Online-Diagnostik ist nicht ausreichend - die persönlichen Gespräche können dadurch nicht ersetzt werden Ableitung der Erkenntnisse aus der Diagnostik von Führungskräften für deren zukünftige individuellen Qualifizierungsmaßnahmen  #privateequity #portfoliounternehmen #Eignungsdiagnostik #fuehrungskraefteauswahl #fuehrungskompetenzen #corporatefit #Recruiting #GainTalentspodcast Links Thomas Weber: LinkedIn: https://www.linkedin.com/in/thomas-weber-119ba313/ Webseite: https://www.dbag.de/unternehmen/   Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt vorbestellen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" vorbestellen (Lieferung im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können   Thomas Weber (Managing Director und Head of Business Development bei der Deutsche Beteiligungs AG) Thomas Weber ist seit 11 Jahren Managing Director und Head of Business Development bei der Deutsche Beteiligungs AG, der größten und an der Börse notierten Private-Equity-Gesellschaft in Deutschland. Er kümmert sich dort um Marketing & Vertrieb, dem proprietären Dealsourcing, leitet das Netzwerk - Executive Circle genannt und unterstützt bei der Suche und Auswahl der CxO- und AR/BR- Positionen bei den Portfoliounternehmen. Sein Weg dorthin begann als Inhaber und Geschäftsführer einer Beratung in der Eignungsdiagnostik und dem Executive Search, wo er ca. acht Jahre tätig gewesen ist. Danach zog es Thomas in die Finanzwelt, zunächst zur Commerzbank, später zu PwC in Frankfurt und Amsterdam. Dort konzipierte und implementierte er u.a. die Eignungsdiagnostik- und die Assessment-Center-Strategie und unterstütze das anorganische Wachstum für diese Unternehmen. Mit diesem Mix aus Transactions, Executive Search und Tiefen-Know-how im Bereich Eignungsdiagnostik/Assessment bringt Thomas heute eine wertvolle Expertise in das Private Equity-Geschäft. Und in diesem Kontext insbesondere bei der Auswahl der geeigneten Top-Führungskräfte für die Portfolio-Unternehmen der DBAG. Und genau darüber spreche ich heute mit Thomas.   Thema In der Podcastfolge 420 habe ich mit Thomas Weber (Managing Director und Head of Business Development bei der Deutsche Beteiligungs AG) über Eignungsdiagnostik im Private Equity-Umfeld gesprochen. Konkret ging es um den Einsatz von Eignungsdiagnostik bei der Auswahl von Top-Führungskräften in Portfolio-Unternehmen.  Herzlichen Dank an Thomas für dieses sehr gute Gespräch und auch für die sehr guten Insights zum Thema. Einsatz von Eignungsdiagnostik Evaluiert werden Persönlichkeitseigenschaften, Führungskompetenzen sowie die Fähigkeit zur Entwicklung und Realisierung von Business Cases für das konkrete Portfolio-Unternehmen Jede Eignungsdiagnostik muss auf die Zielfunktion und auf den Hierarchielevel zugeschnitten sein Durchführung der Eignungsdiagnostik Inhouse und auch mit Hilfe von externen Dienstleistungsunternehmen  Auswahl der richtigen Dienstleister für Eignungsdiagnostik ist wichtig (Psychologie-Background und Industrie-/Branchen-Know-how) Corporate Fit ist wichtig - passen die Führungskräfte zum Portfolio-Unternehmen und auch zum Private Equity Unternehmen Nicht nur auf die Eignungsdiagnostik verlassen - es geht nicht immer nur um die Einzelperson, sondern auch um das Team Die reine Online-Diagnostik ist nicht ausreichend - die persönlichen Gespräche können dadurch nicht ersetzt werden Ableitung der Erkenntnisse aus der Diagnostik von Führungskräften für deren zukünftige individuellen Qualifizierungsmaßnahmen  #privateequity #portfoliounternehmen #Eignungsdiagnostik #fuehrungskraefteauswahl #fuehrungskompetenzen #corporatefit #Recruiting #GainTalentspodcast Links Thomas Weber: LinkedIn: https://www.linkedin.com/in/thomas-weber-119ba313/ Webseite: https://www.dbag.de/unternehmen/   Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt vorbestellen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Send us a textEver wondered how top-billing recruiters consistently hit their targets year after year? Adam Oldman, an executive HR recruiter from Sydney whose biggest year reached an impressive $1.58 million, breaks down exactly how he built and maintains his high-performance desk.The foundation of Adam's success lies in his methodical approach to business development. Rather than simply chasing job ads (though he admits this was his starting point), he's evolved to focus on strategic leads and what he calls the "hot boss" approach - identifying a candidate's manager during interviews so when they resign, you already know who to connect with. This consultative approach has proven far more effective than cold calling, especially in HR recruitment where managers are constantly bombarded by recruiters.What truly sets Adam apart is his commitment to retained recruitment over contingent work. "Why are recruiters working for free?" he questions, comparing recruitment to other professional services like real estate where payment is expected upfront. He shares practical advice for converting contingent clients to retained by demonstrating the superior value of a thorough, dedicated search process, which has not only improved his work quality but also increased his fees and client commitment.Perhaps most valuably, Adam speaks candidly about experiencing burnout multiple times in his career. He describes burnout as the state where "what used to give you happiness doesn't give you happiness anymore," alongside physical symptoms and cynicism about work. His recovery strategies include taking proper breaks, healthy habits, and daily meditation - a practice he credits as transformative for both his career success and personal wellbeing.Whether you're just starting in recruitment or looking to elevate your performance, Adam's insights on business development, client management, fee negotiation, and mental health offer a blueprint for sustainable success that withstands market fluctuations and personal challenges. Take your desk to the next level by implementing these proven strategies from one of Australia's top performers.Support the show· Our Website is: xrecruiter.io

Entreprenören Johan Hanson berättar om resan med Vakanta – från idé och hyper­tillväxt till kraschen när Northvolt stoppade betalningar. Vi pratar om hur man bygger en produkt som faktiskt används av beställare och leverantörer, vad som krävs för att sälja in i storbolag och varför marginaler ibland äter upp omsättning. Johan delar också öppet om stress, gränssättning och hur terapi hjälpte honom lämna över VD-rollen. Nu startar han om med Aourly – ett enklare sätt för egenföretagare att driva uppdrag och få betalt. Viktiga tidsstämplar: 06:03 – Visionen bakom Vakanta 15:14 – Utmaningar och tillväxtresan 25:48 – Innovativa lösningar och stora kunder 38:27 – Ledarskapsbyte och personliga prövningar 46:04 – Northvolts ekonomiska problem och konsekvenserna 58:14 – Nystarten med Aourly   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.

Unlock the future of recruiting with this episode of The Full Desk Experience. In this special FDE+, host Kortney Harmon sits down with Matt Strain — seasoned technology leader, AI educator, and founder of The Prompt. Drawing on his experience as Adobe's former Head of Innovation, Matt brings a fresh perspective on how artificial intelligence is reshaping the recruiting and staffing industry.In their conversation, Matt explores why curiosity, resilience, and a willingness to experiment are essential traits for executives and recruiters who want to stand out in the age of AI. He shares real-world examples of how AI can streamline everything from sourcing and screening to assessment and selection, while also emphasizing where human judgment and trust remain irreplaceable. Along the way, he introduces a practical framework of mindset, skill set, and tool set that leaders can use to navigate uncertainty, integrate AI confidently, and drive stronger outcomes.Whether you're dipping your toes into AI for the first time or looking to refine your strategy, this discussion offers hands-on insights you can put into practice right away. Tune in to discover how to transform AI-driven curiosity into a true competitive advantage._________________Follow Matt Strain on LinkedIn at: LinkedIn | MattFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Want to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

I detta avsnitt möter vi Anna Broeders, Talent and Community Manager på Linköping Science Park, som delar med sig av insikter om internationell kompetens, Switch to Sweden-projektet och regionens starka techsektor. Samtalet berör också försvarsindustrin, AI och hur svenska arbetsgivare kan dra nytta av internationella talanger. Tidsstämplar:  03:08 – Försvarsindustrin och NATO Accelerator 07:33 – Switch to Sweden-projektet 10:11 – Utmaningar i internationell rekrytering 26:59 – Utmaningar inom AI-rekrytering 34:31 – Introduktion av guiden: The Insider's Guide to International Recruitment   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.

Nonprofit hiring is not matching the national headlines, says Katie Warnock, founder and president of Staffing Boutique. While recent reports suggest softer job numbers and higher unemployment, she's seeing the opposite on the ground: “We had a really slow two quarters, and we've been so busy basically since after July 4th weekend.” Executive searches are surging, selective contract roles are back, and LinkedIn is “popping” with real openings—especially across development and campaign management.The cost of churn remains steep. Katie points to a national onboarding average around $4,100—often higher in New York—once you factor technology, training, time from other staff, and HR overhead. Healthcare pressure is reshaping behavior, too: some nonprofits keep long-term temps on agency payroll to avoid absorbing benefits costs. That creates short-term budget relief but risks long-term stability.Compensation is a persistent constraint. Corporate teams can flex salaries across a department; nonprofits live inside board-approved budgets for one to three fiscal years. As a result, Katie urges leaders to compete with something other than base pay: flexible work design, professional development, wellness perks, and individualized schedules. “You do not have a recruitment plan unless you have a retention plan,” she says. That retention plan should be tailored—“a buffet” of options aligned to what your own people actually want.Flexibility is the top request. Remote or hybrid schedules remain a decisive factor for candidates (Katie notes that roughly a third of responses to a 1,000-person outreach said “I want a remote job”). Some organizations are testing a 9/80-style calendar to give every other Friday off. Others fund upskilling, reimburse gym memberships, expand fertility benefits, or simply allow staggered start/stop times to match how people work best.Still, leaders should balance flexibility with culture. Katie acknowledges that fully remote teams can lose the informal learning and creative lift that happens before and after in-person meetings. Board members are noticing the productivity difference. Her view: know your workforce, listen through regular check-ins (not just exit interviews), and publish options everyone can access—then let staff choose what fits their season of life.Finally, plan for burnout—especially in the C-suite where many leaders delayed retirement through COVID and are now exhausted. Encourage time off, normalize boundaries, and recognize that Q4's fundraising sprint amplifies strain. The bottom line: retention is strategy. Build it intentionally, budget for reality, and give your people modern ways to do their best work.Find us Live daily on YouTube!Find us Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits! 12:30pm ET 11:30am CT 10:30am MT 9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

What if one of your most effective networking strategies could be relying on your competitors to be your advocates? Host Doug Lester explains why this actually works, based on his experience as an executive recruiter at a top firm. And he offers a few tips for doing it the right way.

Hour 1 for 9/10/25 Drew shared the news that Charlie Kirk was shot and opened the phones about violence in America (1:00). [note: at this point, we didn't know of Kirk's passing]. Then, Executive Search expert Bruce Lachenauer covered how to find the perfect job (13:51). Topics: utilizing AI (21:49), Job boards (27:18), caller: I have ben out of work for months (28:25), caller: Our Lady helped me find a job (31:28), how to find the dream job (33:48), ageism (36:48), finding a job as a network engineer (42:32), the need for electricians (46:04), and finding a job without much college experience (47:33). Link: https://www.onetonline.org/

In this first episode of 'Lessons Learned to Advance Your Career,' host Siebe Vanderzee introduces a new segment of the global podcast '10 Lessons Learned.' Siebe, a corporate executive recruiter with over 25 years of experience, is joined by co-hosts Diana White, Chief of Staff at the Arizona Technology Council, and Robert Hossary, an executive at Laser Craft Australia. Together, they explore critical lessons for career advancement drawn from their extensive professional backgrounds. Topics include the importance of networking, maintaining respect, updating your resume, understanding your company's mission, and finding a sense of purpose in your work. They also discuss the impact of AI on recruitment and job search processes, offering valuable insights for both job seekers and employers.   About Our Hosts   Diana White has over 30 years in sales and retail experience, leading stores with revenues of over 10 million and a staff of 200. Consumer psychology, marketing, operations, and leadership are just a few of her skillsets. Seeing a need for startup and operations assistance within the local business community, Diana established D.E.W. Business Solutions, LLC, to provide consulting to small businesses. She obtained a Bachelor of Science in Small Business Administration from Northern Arizona University, holds a green belt in Lean Six Sigma, and is a certified Agile Scrum Master. She is committed to helping businesses and non-profits as well as the community at large.   Siebe Van Der Zee is President of Vanderzee & Associates, Executive Search & Coaching. He has served as an international management consultant for over 25 years. For 28 years, Siebe has served as Honorary Consul of the Kingdom of the Netherlands in Arizona. He holds a Master's Degree in International Management from Thunderbird School of Global Management and he is a current member of the International Leadership Council at GPEC (Greater Phoenix Economic Council).   Robert Hossary has been involved in the not for profit/charity sector for the past 12 years. Robert also has an excellent knowledge in international business. Since 2011 - 2018, Robert was the General Manager for the American Chamber of Commerce in Australia (AmCham) and helped advise many Australian and US companies about their international expansion requirements. Prior to that, Robert was Regional Vice President for the Americas for a technology manufacturer. He has also worked in Taiwan with responsibility for Asia Pacific and the Middle East. With a background in Technology, Transport, Fashion and Healthcare, Robert has a wealth of experience to share.   Episode Notes 00:00 Intro 11:16 Lesson 1: Surround yourself with people who are doing what you wish to do . 15:15 Lesson 2: You never know who knows who. 20:57 Lesson 3: Update your resume every year. 36:41 Lesson 4: Be the connector in your network. 41:42 Lesson 5: Learn the why behind your company. 46:00 Lesson 6: Find a purpose.

I detta avsnitt gästar Mattias Forsberg och Jakob Funck från företaget Futur, som verkar inom pensions- och försäkringsindustrin. De går igenom branschens aktuella utveckling och utmaningar, med särskilt fokus på InsureTech och digitalisering. Samtalet berör även hur man organiserar en effektiv utvecklingsorganisation, den komplexa reglering som styr verksamheten och hur AI-teknologi kan förbättra arbetet. Mattias och Jacob delar sina erfarenheter och insikter kring techledarskap samt tips för framgångsrik rekrytering av problemlösare med en öppenhet för innovation. Tidsstämplar: 00:12 – Introduktion till InsureTech 04:34 – Om Futur och deras roll 13:19 – Att organisera utvecklingsteam 20:46 – Att bygga en ansvarskultur 45:05 – AI:s roll i att höja produktiviteten 54:58 – Rekrytering och egenskaper hos den ideala kandidaten 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.

Employers and employees have a fascinating work relationship. Workplace stories and topics are always of interest to the media because their listeners/viewers/readers are generally either an employer or an employee. Our guest on the Experts Podcast this week is Executive Search specialist Laura Grierson from Acacia. She joins Nic to discuss the newly passed law in Australia, 'the right to disconnect'. Laura wrote an excellent Opinion Editorial published in The West Australian recently, so we wanted to chat to her about her views on this legislation, and what it means for both employees and employers. Laura is uniquely positioned in executive recruitment and the resource sector. She tells us about her motivation to engage the media and walks us through her media experience. It's a fantastic approach which raises the morale of her team, has seen her stand out from others in her industry, as well as being a great talking point with new business. So much return for what can simply be described as putting your expertise and opinion out there. A wonderful chat for all business leaders to understand some reasons why you might put yourself forward to engage the media on behalf of your brand, your industry and maybe even more importantly, for your staff.

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch "Die perfekte Employee Journey & Experience" vorbestellen (Lieferung im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Themen Als logische Ergänzung zur letzten GainTalents-Podcastfolge mit Solveig Hauser, spreche ich in dieser Solofolge 417 über die Messung der Mitarbeitendenbindung. Viel Spaß beim Reinhören und beim Wissensaufbau! Folgende Inhalte bietet diese Solofolge: Bevor ich messen kann, brauche ich eine Bestandsaufnahme Welche Kennzahlen wirklich relevant sind Die richtige Methodik zur Erhebung Über welche Kanäle können Befragungen laufen? Inhalte und Erfolgsfaktoren bei Befragungen Vom Messen zum Steuern - Realisierung von Maßnahmen als Ergebnis der Messung   #Talententwicklung #HRdata #HRKennzahlen #Fruehfluktuation #Mitarbeiterbindung #Mitarbeiterzufriedenheit #Employeejourney #Employeeexperience #Leadership #Gaintalentspodcast   Links Hans-Heinz Wisotzky:  Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Bücher: Neu zum Vorbestellen: Die perfekte Employee Journey & Experience (erscheint im September 2025) https://link.springer.com/book/9783662714195 Die perfekte Candidate Journey & Experience (erschienen in Juni 2023) https://link.springer.com/book/10.1007/978-3-662-66875-7 LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch "Die perfekte Employee Journey & Experience" vorbestellen (Lieferung im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Themen Als logische Ergänzung zur letzten GainTalents-Podcastfolge mit Solveig Hauser, spreche ich in dieser Solofolge 417 über die Messung der Mitarbeitendenbindung. Viel Spaß beim Reinhören und beim Wissensaufbau! Folgende Inhalte bietet diese Solofolge: Bevor ich messen kann, brauche ich eine Bestandsaufnahme Welche Kennzahlen wirklich relevant sind Die richtige Methodik zur Erhebung Über welche Kanäle können Befragungen laufen? Inhalte und Erfolgsfaktoren bei Befragungen Vom Messen zum Steuern - Realisierung von Maßnahmen als Ergebnis der Messung   #Talententwicklung #HRdata #HRKennzahlen #Fruehfluktuation #Mitarbeiterbindung #Mitarbeiterzufriedenheit #Employeejourney #Employeeexperience #Leadership #Gaintalentspodcast   Links Hans-Heinz Wisotzky:  Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Bücher: Neu zum Vorbestellen: Die perfekte Employee Journey & Experience (erscheint im September 2025) https://link.springer.com/book/9783662714195 Die perfekte Candidate Journey & Experience (erschienen in Juni 2023) https://link.springer.com/book/10.1007/978-3-662-66875-7 LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

If you believe college costs are non-negotiable—or that you can't haggle with a university—this episode will change everything.   In this episode of Sharkpreneur, Seth Greene interviews Paul Celuch, Co-Founder of College Assistance Plus, and John Decker, a Founding Director of Every Student Sent. They are dedicated to helping families lower student debt, secure better college offers, and guide students toward purpose-driven careers. With experience in executive leadership, nonprofit work, and real-world college admissions strategies, Paul and John have created a proven system to help families navigate the college process from start to finish—without overspending. From uncovering little-known negotiating tactics to preparing students for interviews that win scholarships, they assist families in not just getting in—but graduating with a degree, a clear direction, and minimal debt.   Key Takeaways: → Why impersonal financial aid offers are just a starting point. → How understanding the business of college leads to better offers. → The critical importance of choosing a major before choosing a school. → What colleges don't tell you about how they fill class gaps. → Why GPA and essays matter less than you think in the negotiation process.   Paul Celuch is a seasoned sales and marketing executive with over 15 years at IBM and successful leadership roles at MCI Telecommunications, Rochester Telephone, Intermedia Communications, Coyote Technologies, and Mpower. With 20 years in telecommunications, Paul also served as President, CEO, and Co-Owner of Lanier Office Equipment in Western NY, and operated his own Executive Search firm. In 2004, he co-founded College Assistance Plus to help families minimize college costs, assisting over 6,000 students nationwide. Paul is also an active community leader, serving as a Deacon at Lima Baptist Church and President of the Board at Lima Christian School. He has been a member of the Parent Boards at Messiah College and Gordon College.   John Decker is a business development professional with over 16 years of experience at College Assistance Plus, where he helps families prepare financially and strategically for college. With a background in aerospace and fiber optics, John worked at top companies like Lockheed Martin and Philips for 27 years, holding roles such as Contract Manager, Product Manager, and Director of Business Development. A graduate of Syracuse University, John is a founding director of the nonprofit Every Student Sent, which helps students start college with purpose and support. He is also a past president of the Businessmen's Fellowship chapter in Syracuse. John lives in Syracuse, NY, with his wife, three children, and eight grandchildren.   Connect With Paul and John: Website LinkedIn   Learn more about your ad choices. Visit megaphone.fm/adchoices

Fabrizio Gamberini is a seasoned executive with nearly three decades of strategic leadership expertise and global brand management across a wide variety of business sectors. He currently serves as Vibram Corporation's President and Global Chief Brand Officer. Prior to his time at Vibram, Fabrizio led large-scale marketing and retail management efforts for major brands like HP and Nike. He also led brand redevelopment, evolution, and acquisition for eyewear companies like Marcolin and Geox before landing at Vibram. Fabrizio joins Roy to discuss how his foundational leadership skills were honed at HP, the importance of getting out from behind the desk to engage the consumer, how truth and trust are key to effective teambuilding, and much more. Highlights from our conversation include:Core leadership lessons learned in his early career (3:19)Key values and beliefs instilled during Fabrizio's tenure at Nike (6:05)Navigating and leading through cycles of massive consumer change (10:07)The role that talent has played across his many executive positions (11:21)The efficacy of leadership coaching in developing teams (17:06)Attracting mission and purpose-aligned candidates (19:01)Hiring in large companies vs. smaller, scrappier organizations (22:47)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

KI im Executive Search: Warum Fast Follower die Nase vorn haben Der Markt der Personalberatung befindet sich im Umbruch – insbesondere im Segment der Führungskräftevermittlung. Während viele Headhunter noch auf altbewährte Methoden setzen, zeigen sich erste Unternehmen bereits als Wegbereiter für eine neue Herangehensweise: Schnell, datenbasiert, KI-gestützt. In dieser Podcast-Folge sprechen wir mit Marc von Division One darüber, wie sich das Feld verändert, welche Rolle künstliche Intelligenz dabei spielt und warum es strategisch sinnvoll sein kann, nicht Erster zu sein – sondern kluger Zweiter. Marc Hammer auf LinkedIn: https://www.linkedin.com/in/marc-hammer/  Fast Follower statt KI-PioniereMarc beschreibt klar, dass Division One nicht auf eigene KI-Modelle oder Softwarelösungen setzt. Die bewusste Entscheidung gegen ein aufwendiges Innovationslabor und für eine schnelle Implementierung bestehender Lösungen hat das Ziel, technologisch flexibel und schnell umsetzungsfähig zu bleiben. Während viele Wettbewerber noch immer auf händische Recherche und klassische Matching-Methoden setzen, nutzt das Team bereits jetzt KI-Tools, um effizientere Prozesse und bessere Ergebnisse zu erzielen – auch ohne selbst Entwickler zu sein. Matching neu gedachtBesonders im Research-Prozess liegt enormes Automatisierungspotenzial. Heute werden Führungskräfte über Netzwerke, Filterfunktionen und persönliche Kontakte gesucht. Künftig könnten Prompts und agentenbasierte KI diesen Vorgang nicht nur beschleunigen, sondern qualitativ verbessern. Entscheidend ist dabei, dass auch emotionale Kriterien berücksichtigt werden – etwa Führungsstil oder kulturelle Passung. Das Vertrauen in KI ist im Executive-Bereich zwar noch begrenzt, aber der Wandel ist spürbar. Agentische KI als Gamechanger im HintergrundEin weiteres zentrales Thema ist die Nutzung von Browser-Agenten wie Perplexity Comet. Erste Tests zeigen, wie solche Tools repetitive Aufgaben wie Materialbeschaffung oder Datenrecherche effizient automatisieren können. Auch im Executive Search könnten solche Systeme künftig eigenständig Kandidatenlisten erstellen – über Nacht, basierend auf einem einzigen Profilbriefing. Voraussetzung dafür: Die Ergebnisse müssen zuverlässig und qualitativ hochwertig sein, damit das Vertrauen der Nutzer wächst. FazitDie Personalberatungsbranche steht vor einer technologischen Neuausrichtung. Es braucht keine selbstentwickelten Tools, um ganz vorne mitzuspielen. Wer bestehende Lösungen schnell integriert und konsequent in seinen Geschäftsprozess überführt, verschafft sich heute schon einen entscheidenden Vorsprung. Die nächsten Jahre werden zeigen, welche Unternehmen KI nicht nur als Trend, sondern als festen Bestandteil ihrer Wertschöpfung verstehen – und damit nachhaltige Wettbewerbsvorteile schaffen.   Noch mehr von den Koertings ...  Das KI-Café ... jede Woche Mittwoch (>350 Teilnehmer) von 08:30 bis 10:00 Uhr ... online via Zoom .. kostenlos und nicht umsonstJede Woche Mittwoch um 08:30 Uhr öffnet das KI-Café seine Online-Pforten ... wir lösen KI-Anwendungsfälle live auf der Bühne ... moderieren Expertenpanel zu speziellen Themen (bspw. KI im Recruiting ... KI in der Qualitätssicherung ... KI im Projektmanagement ... und vieles mehr) ... ordnen die neuen Entwicklungen in der KI-Welt ein und geben einen Ausblick ... und laden Experten ein für spezielle Themen ... und gehen auch mal in die Tiefe und durchdringen bestimmte Bereiche ganz konkret ... alles für dein Weiterkommen. Melde dich kostenfrei an ... www.koerting-institute.com/ki-cafe/   Mit jedem Prompt ein WOW! ... für Selbstständige und Unternehmer Ein klarer Leitfaden für Unternehmer, Selbstständige und Entscheider, die Künstliche Intelligenz nicht nur verstehen, sondern wirksam einsetzen wollen. Dieses Buch zeigt dir, wie du relevante KI-Anwendungsfälle erkennst und die KI als echten Sparringspartner nutzt, um diese Realität werden zu lassen. Praxisnah, mit echten Beispielen und vollständig umsetzungsorientiert. Das Buch ist ein Geschenk, nur Versandkosten von 9,95 € fallen an. Perfekt für Anfänger und Fortgeschrittene, die mit KI ihr Potenzial ausschöpfen möchten. Das Buch in deinen Briefkasten ... https://koerting-institute.com/shop/buch-mit-jedem-prompt-ein-wow/   Die KI-Lounge ... unsere Community für den Einstieg in die KI (>2800 Mitglieder) Die KI-Lounge ist eine Community für alle, die mehr über generative KI erfahren und anwenden möchten. Mitglieder erhalten exklusive monatliche KI-Updates, Experten-Interviews, Vorträge des KI-Speaker-Slams, KI-Café-Aufzeichnungen und einen 3-stündigen ChatGPT-Kurs. Tausche dich mit über 2800 KI-Enthusiasten aus, stelle Fragen und starte durch. Initiiert von Torsten & Birgit Koerting, bietet die KI-Lounge Orientierung und Inspiration für den Einstieg in die KI-Revolution. Hier findet der Austausch statt ... www.koerting-institute.com/ki-lounge/   Starte mit uns in die 1:1 Zusammenarbeit Wenn du direkt mit uns arbeiten und KI in deinem Business integrieren möchtest, buche dir einen Termin für ein persönliches Gespräch. Gemeinsam finden wir Antworten auf deine Fragen und finden heraus, wie wir dich unterstützen können. Klicke hier, um einen Termin zu buchen und deine Fragen zu klären. Buche dir jetzt deinen Termin mit uns ... www.koerting-institute.com/termin/   Weitere Impulse im Netflix Stil ... Wenn du auf der Suche nach weiteren spannenden Impulsen für deine Selbstständigkeit bist, dann gehe jetzt auf unsere Impulseseite und lass die zahlreichen spannenden Impulse auf dich wirken. Inspiration pur ... www.koerting-institute.com/impulse/   Die Koertings auf die Ohren ...Wenn dir diese Podcastfolge gefallen hat, dann höre dir jetzt noch weitere informative und spannende Folgen an ... über 440 Folgen findest du hier ... www.koerting-institute.com/podcast/   Wir freuen uns darauf, dich auf deinem Weg zu begleiten!

Beth Quinlan, Smith + Howard, LIVE from the 2025 GNFCC BOLD Women's Leadership Summit (North Fulton Business Radio, Episode 895) Beth Quinlan of Smith + Howard, co-chair of the BOLD Women Committee at the Greater North Fulton Chamber of Commerce, joined host John Ray live from the 2025 GNFCC BOLD Women's Leadership Summit to share her […] The post Beth Quinlan, Smith + Howard, on Women in Leadership appeared first on Business RadioX ®.

Title: The Future of Executive Search in SportsGuest: Chad Biagini, President, Excel Search & Advisory

Only 1% of HubSpot's 6,500+ partners ever reach elite status. So what do the top 1% do differently?Brendan Walsh built his agency into that exclusive group, but the path had its challenges. He went 7 months without paying himself during a cash crunch and learned when to say no to clients - and crucially, when it's too early to start saying no.In this first-ever Belkins episode recorded LIVE, Michael and Brendan sit face to face to go through the hardest lessons, biggest mistakes, and key decisions that turned Mole Street into a successful consultancy.They dig into what it really takes to build lasting partnerships - both in business and with co-founders - and the expensive lessons most founders learn the hard way.What we cover:

Jennifer Ingraffea is a seasoned executive leader with over 25 years of experience in the retail, apparel, product merchandising, and management sectors. In July 2025, Jennifer became the CEO of Pendleton Woolen Mills; a family-owned business since its founding in the 1860s. Before joining Pendleton, she served as Chief Product & Merchandising Officer at The North Face, prior to which, she worked at Nike in a number of high-level executive leadership roles. Jennifer and Roy discuss her new role and dig into essential leadership skills like curiosity, stewardship, and much more.Highlights from our conversation include:Core beliefs, values, and principles in Jenn's leadership playbook (2:53)Leading through cycles of massive consumer and retail evolution (5:39)Identifying areas of a business that are in need of clarification and simplification (7:36)Aligning a team towards a long term vision (11:01)Lessons learned around hiring and team building at major brands (14:58)How Jenn developed her hiring process and philosophy (17:07)What a great leader looks like to Jenn (18:36)Valuable traits that Jenn identifies when hiring direct reports (22:58)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

Чи варто власнику виходити з ролі генерального директора? Як не помилитися в підборі топменеджера? Скільки сьогодні отримують СЕО та чим executive search відрізняється від класичного рекрутингу? У цьому випуску — відверта розмова членів CEO Club про стратегічні помилки, відповідальність власника та найм, що змінює компанію.Учасники розмови:— Ігор Кабузенко, керівний партнер Ward Howell Ukraine— Сергій Гапоченко, член Ради директорів Rozetka EVOВ епізоді подкасту обговорили:— Скільки заробляють СЕО з обігом понад $100 млн;— Помилки, яких припускаються власники під час найму;— Чому заміна себе на найманого СЕО — не завжди вихід;— Executive search vs класичний рекрутинг: у чому різниця;— Що вирізняє українських керівників на міжнародному ринку;— Як розвивати лідерство в компанії, а не просто «пересаджувати органи».Відеозапис розмови: https://youtu.be/bKXaBTlyju4CEO Club — клуб лідерів бізнесуЗ 2011 року об'єднуємо підприємців і СЕО для розвитку, взаємопідтримки та співтворення.Більше про клуб https://ceoclub.com.ua Facebook https://www.facebook.com/CEOClubUkraine Instagram https://www.instagram.com/ceoclubukraine/ Telegram https://t.me/CEOnotes

I'm thrilled to share some groundbreaking insights from the latest episode of my podcast, "The Arena." In Episode 2, titled "Flipping the Economics of Executive Search," we dive deep into the traditional executive search industry and unveil a transformative new model that's set to revolutionize how companies access top leadership talent.Here are the key takeaways you won't want to miss:The Traditional Model: Outdated and Costly$20 Billion Market: The executive search industry is massive but stuck in the 1950s.Hefty Fees: Companies typically pay 30% of an executive's first-year salary, creating financial barriers, especially for growing businesses.Misaligned Incentives: Search firms focus on closing deals rather than ensuring long-term fit, leading to higher turnover and dissatisfaction.Introducing "The Arena": A Game-ChangerSubscription-Based Access: Companies pay a subscription fee for ongoing access to a curated pool of executive talent, eliminating percentage-based placement fees.Executives Pay to Play: Executives invest in their participation, signaling serious commitment and filtering out casual job seekers.Cost Reduction: This model reduces costs by 70-80%, making premium talent accessible to more companies.Benefits of The Arena ModelQuality Matches: Focus shifts from transactional placements to long-term fit, fostering better cultural and strategic alignment.Scalable Leadership Acquisition: Companies can hire multiple executives without compounding fees, democratizing access to top-tier talent.Streamlined Process: Faster hiring timelines and reduced turnover risk save time and resources, accelerating leadership implementation.Beyond Initial Placement: Building Lasting RelationshipsOngoing Access: Executives remain part of the ecosystem, and companies maintain continuous access to aligned leaders for future needs.Value-Based Economics: Companies invest in sustained leadership capacity as a strategic asset, rather than periodic recruitment.The Bigger PictureEfficient Resource Allocation: Removes artificial barriers between talent and opportunity, promoting equitable value distribution.Stronger Communities: Builds aligned networks of executives and companies, fostering collaboration over competition.I'm excited to explore how this new model supports building leadership bench strength in our next episode. We'll discuss the competitive advantage of having a ready bench of talent and how ongoing access to leadership capacity drives sustained organizational success.Join me on this journey to rethink executive search and leadership acquisition. Tune in to "The Arena" and be part of the revolution!Send us a textConnect with Kip on LinkedInhttps://www.linkedin.com/in/kipknippel/Watch Bite-Sized Clips on YouTubehttps://www.youtube.com/@capitalistculture/shorts

"When culture is treated as a core business function, you start to see real traction." - Brian SmithOn today's episode of The Culture Matters Podcast, our very own Jay Doran is taking some time to discuss a very intriguing article that was sent to him by someone he considers a mentor.  The article in questions was put out there by a publication called Executive Search Review and is entitled "The Critical Role of Executive Search in Driving Culture Change".  This article runs the gambit of cultural information from statistics breaking down employee retention by companies with strong cultural experiences versus those with weaker ones, what you need to do in order to see significant culture transformation within your business, and ways in which you can create a strong company culture that will attract top performers.  Jay is taking a deep dive into this culture playbook and giving his insight into some of the very in-depth and well researched points this article has to make.  We hope you enjoy this episode of The Culture Matters Podcast.

For today's essential Heretics 101 feature, Kelli and Nolan do a deep dive into executive recruiting mastery with VC Andy Price, covering why exec hires fail, back-channeling strategies, post-hire support, and building scalable leadership teams.*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:Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI platform built for recruiting. Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.It only takes minutes to get up and running. Check it out!KEEP UP WITH ANDY, NOLAN + KELLI ON LINKEDINAndy: https://www.linkedin.com/in/andyprice1/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—TIMESTAMPS:(00:00) Intro(01:02) Why Executive Hit Rates Are So Low(04:01) The Artisanal Process: "Soaking" with Companies(05:21) Back-Channeling Strategy(07:11) Recruiters Are Overpaid: The Real Work Happens After Hire(08:24) When Not to Hire - Too Early Stage Warning Signs(09:01) Sponsors: Planful & MetaView (12:46) How to Vet Search Firms(14:00) Experience vs. Trajectory(16:17) Scaling Up and Comers(17:30) Executive Career Management(20:25) Executive Tenure: Why the "One Year BS" Doesn't Work(22:36) The Authenticity Generation(23:52) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

In dieser Episode sprechen wir mit Elke Rössler-Ebeling, Geschäftsführerin bei Deininger, über ihre beeindruckende Karriere vom juristischen Fachbereich in die Welt des Executive Search. Sie teilt ihre Erfahrungen aus über 20 Jahren Personalberatung und verrät, worauf Unternehmen heute achten müssen, um Top-Talente zu gewinnen und zu halten.Wir tauchen ein in die Herausforderungen des Generationenwechsels in Unternehmen, sprechen über den Einfluss von KI und Technologie auf die Personalarbeit und diskutieren, wie Unternehmen sich nachhaltig attraktiver für die nächste Generation von Führungskräften machen können. Welche Kompetenzen sind in Zukunft wirklich gefragt? Und wie können junge Talente mit frischen Ideen Gehör finden? Hör jetzt rein und erfahre mehr!Mehr zu Elke und Deininger:https://www.linkedin.com/in/elke-r%C3%B6ssler-ebeling/https://www.linkedin.com/company/deininger/https://www.deininger.com/Paul's Job:⁠https://paulsjob.ai/⁠⁠https://www.instagram.com/paulsjob/⁠⁠https://www.linkedin.com/company/paulsjob/⁠https://www.youtube.com/@paulsjob/featuredHR Visionaries International:https://open.spotify.com/show/2uwo54DBhRdeVdmqKocnXT?si=54383b1a24af4ac2https://podcasts.apple.com/de/podcast/hr-visionaries-international/id1711042208https://www.youtube.com/@paulsjob/featured

In this episode of The Voice of Retail, I'm joined by James B. Smith, Founder and CEO of Rare Placement, for a wide-ranging conversation on modern leadership, executive search, and the future of talent in the retail industry.James brings an exceptional career journey to the mic, beginning in advertising with agencies like Grey and Ogilvy, moving into marketing leadership at Citibank, in leadership roles at Esquire and then Conde Nast Traveller—where he helped it become the top-performing title, even outpacing Vogue. His passion for growth and transformation led him to become a CEO, owner-operator, and eventually launch Rare Placement, a boutique executive search firm focused on personalized, human-centric talent solutions.In our conversation, James emphasizes the power of storytelling—not just for brands, but for leaders. He reveals that every candidate he's placed has gone on to become a client, a testament to his laser focus on culture fit, agility, and soft skills over just resumes. We dive into how executive hiring has changed, why modern CEOs need courage, humility, and the ability to say “I don't know,” and how COVID permanently reshaped leadership styles and expectations around flexibility and culture.James shares practical advice for current and aspiring retail leaders—from building a strong, concise personal narrative to investing in ongoing networking, not just when you're in transition. He stresses that succession planning should be an ongoing, layered strategy, and reminds executives that “people buy leaders, not logos.”We also explore the increasing importance of board roles—both fiduciary and advisory—and how executives can position themselves for these opportunities by knowing what they uniquely bring to the table.Whether you're a retail executive planning your next move, a CEO rethinking your leadership team, or a rising leader wondering how to stand out, this episode is packed with actionable insights. Michael LeBlanc is the president and founder of M.E. LeBlanc & Company Inc, a senior retail advisor, keynote speaker and now, media entrepreneur. He has been on the front lines of retail industry change for his entire career. Michael has delivered keynotes, hosted fire-side discussions and participated worldwide in thought leadership panels, most recently on the main stage in Toronto at Retail Council of Canada's Retail Marketing conference with leaders from Walmart & Google. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience with Levi's, Black & Decker, Hudson's Bay, CanWest Media, Pandora Jewellery, The Shopping Channel and Retail Council of Canada to his advisory, speaking and media practice.Michael produces and hosts a network of leading retail trade podcasts, including the award-winning No.1 independent retail industry podcast in America, Remarkable Retail with his partner, Dallas-based best-selling author Steve Dennis; Canada's top retail industry podcast The Voice of Retail and Canada's top food industry and one of the top Canadian-produced management independent podcasts in the country, The Food Professor with Dr. Sylvain Charlebois from Dalhousie University in Halifax.Rethink Retail has recognized Michael as one of the top global retail experts for the fifth year in a row, the National Retail Federation has designated Michael as on their Top Retail Voices for 2025, Thinkers 360 has named him on of the Top 50 global thought leaders in retail, RTIH has named him a top 100 global though leader in retail technology and Coresight Research has named Michael a Retail AI Influencer. If you are a BBQ fan, you can tune into Michael's cooking show, Last Request BBQ, on YouTube, Instagram, X and yes, TikTok.Michael is available for keynote presentations helping retailers, brands and retail industry insiders explaining the current state and future of the retail industry in North America and around the world.

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.

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 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:

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

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