Podcasts about Executive search

What does it really mean to live generously? In this episode of It Just Takes One, Kelli sits down with Mary Elizabeth “ME” Sadd, author of Living a Generous Life: Learning, Earning, and Returning. What begins as a conversation about her book becomes a warm and entertaining look at the small choices that shape the people around us and the legacy we're creating along the way. ME shares how her family history and more than 30 years working with leaders helped form her belief that generosity reaches far beyond money. It can be found in the time we give, the knowledge we share, the doors we open, and the way we make another person feel seen. Kelli and ME also talk about the experience of writing the book, learning from the people who came before us, and recognizing that each season of life gives us something new to offer. ME brings humor, honest stories, and a fresh way of looking at leadership that makes this conversation easy to enjoy and hard to forget. Listen in and consider this question: What if your legacy is already being written through the way you treat the next person who crosses your path? You may finish this episode ready to be a little more generous with your time, your attention, and the gifts only you can share. --------------- About Mary Elizabeth “ME” Sadd Mary Elizabeth Sadd's inspiration for learning and giving stems back many generations to the legacy left by her Great-Great-Grandfather who prioritized teaching over preaching, with the foresight that education can change lives and generations. Her lifelong appetite for learning led to a craving to give, so she prioritizes giving time, wisdom, and resources to help people become the next best version of themselves. As a seasoned business professional, she brings a unique perspective to the subject of generosity. She has spent the last several decades in the Executive Search industry helping to match corporations and individuals in support of profitable business growth and personal fulfillment. Mary Elizabeth is particularly aligned with her clients that also share her passion for giving back. She lives in Johns Creek, Ga with her husband and has three sons. Connect with Mary Elizabeth Sadd Website: https://www.maryelizabethsadd.com/ Instagram: https://www.instagram.com/maryelizabethsadd) Facebook: https://www.facebook.com/MESadd/ LinkedIn: https://www.linkedin.com/in/maryelizabethsadd/ YouTube: https://www.youtube.com/@MaryElizabethSadd Mary Elizabeth also shares articles, leadership insights, and information about Living a Generous Life through her website.

Warum stellen viele Unternehmen immer wieder die falschen Mitarbeitenden oder Führungskräfte ein? Nicht, weil sie die Qualifikation falsch bewerten. Sondern weil du unbewusst Menschen auswählst, die dir selbst ähnlich sind. Gleiche Denkweise. Gleiche Werte. Gleicher Führungsstil. Das fühlt sich zunächst richtig an – doch genau hier beginnt häufig der größte Fehler im Recruiting. Die erfolgreichsten Unternehmen setzen nicht auf Gleichheit, sondern auf Ergänzung. In diesem Video erfährst du, warum unterschiedliche Persönlichkeiten der Schlüssel zu besseren Entscheidungen, erfolgreicher Führung und nachhaltigem Unternehmenserfolg sind. Außerdem zeige ich dir, wie das DISG-Persönlichkeitsmodell dabei hilft, leistungsstarke Teams aufzubauen und Führungskräfte gezielt auszuwählen. Das erwartet dich im Video - ✅ Warum Führungskräfte häufig Menschen einstellen, die ihnen selbst ähnlich sind - ✅ Was die Harvard Business Review über erfolgreiche Teams herausgefunden hat - ✅ Warum homogene Teams schneller entscheiden – heterogene Teams jedoch häufiger die besseren Entscheidungen treffen - ✅ Weshalb Persönlichkeitsvielfalt ein entscheidender Wettbewerbsvorteil ist - ✅ Die vier DISG-Persönlichkeitstypen einfach erklärt: - D – Dominant: Entscheidet, übernimmt Verantwortung und treibt Veränderungen voran. - I – Initiativ: Begeistert Menschen, motiviert Teams und verkauft Ideen. - S – Stetig: Schafft Vertrauen, Stabilität und Zusammenhalt. - G – Gewissenhaft: Erkennt Risiken, sichert Qualität und arbeitet strukturiert. - ✅ Warum jede Persönlichkeit unverzichtbar ist - ✅ Wie modernes Executive Search heute funktioniert - ✅ Warum die richtige Teamzusammensetzung langfristig über den Unternehmenserfolg entscheidet Erfolgreiche Führung bedeutet, Unterschiede sinnvoll zu nutzen - Die stärksten Unternehmen bestehen nicht aus Menschen, die gleich denken. - Sie bestehen aus Persönlichkeiten, die sich gegenseitig ergänzen. - Ein dominanter Entscheider braucht jemanden, der Risiken erkennt. - Ein gewissenhafter Analytiker braucht Menschen, die Entscheidungen treffen. - Ein kreativer Ideengeber braucht Kollegen, die konsequent umsetzen. - Ein stetiger Teamplayer sorgt dafür, dass Veränderungen dauerhaft funktionieren. - Nicht Gleichheit macht Teams erfolgreich. - Ergänzung macht Unternehmen erfolgreich. Für wen ist dieses Video besonders interessant? - ✔ Unternehmerinnen und Unternehmer - ✔ Geschäftsführerinnen und Geschäftsführer - ✔ Führungskräfte - ✔ HR-Manager und Personalverantwortliche - ✔ Recruiter - ✔ Executive Search Berater - ✔ Coaches - ✔ Organisationsentwickler - ✔ Mittelständische Unternehmen - ✔ Familienunternehmen - Jetzt bist du dran -

The right executive hire can accelerate everything, while the wrong one can cost a company far more than a bad résumé suggests. In this episode of Sharkpreneur, Seth Greene interviews David Ulrich, Founder and Principal at David Ulrich Associates, who shares how business owners can distinguish polished candidates from leaders truly equipped to perform, why entrepreneurial capacity matters, and where companies often go wrong when hiring senior executives. He also explains the evolving role of LinkedIn and AI in executive search, the importance of maintaining a strong professional network, and why great recruiters have a fiduciary-level responsibility to both candidates and clients. Key Takeaways:→ Strong leadership skills can transfer across industries when candidates understand people, operations, and accountability. → Great executive hiring begins with asking the right questions about the business's real needs. → Professionals should build relationships with trusted recruiters before they need to find a new role.→ A strong LinkedIn profile should clearly convey experience, values, and capabilities. → Ethical recruiters prioritize long-term fit and the well-being of candidates and clients alike. David Ulrich is a seasoned Executive Search and Human Capital Strategist with more than 15 years of experience across the restaurant, hospitality, franchising, and real estate industries. He has a proven record of recruiting, developing, and retaining top talent for organizations at all levels. David is known for his client-focused approach and for providing honest, timely feedback to build long-term relationships. His extensive industry network includes major private equity firms and global restaurant and hotel companies, giving him unparalleled access to top talent and opportunities. David holds a Bachelor of Arts in Economics from the University of Massachusetts Amherst. Connect With David:Website: https://www.davidulrichassociates.com/ LinkedIn: https://www.linkedin.com/company/david-ulrich-associates-executive-search

Folge 263: 400 Anrufe, 100 Entscheider-Gespräche – und am Ende mickrige ein einziges Interview. Eine Bilanz des Grauens, die mir neulich ein Personalberater gebeichtet hat. Er hatte sich zu 100 % in einen der vermeintlich einfachsten Akquise-Wege verrannt: das Kandidatenmarketing (auch bekannt als Profilvertrieb). Es klingt ja auch zu verlockend: Du hast ein top Profil, Unternehmen haben die passende Stellenanzeige offen – ‚Match made in heaven‘, oder? Warum diese Rechnung in der Realität gerade eine gewaltige Bruchlandung hinlegt und warum eine geschaltete Stellenanzeige noch lange nicht heißt, dass ein Kunde bereit ist, einen fünfstelligen Betrag für dich auf den Tisch zu legen, erfährst du in dieser Folge. Ich räume radikal mit dem Marketing-Hype auf, der den Profilvertrieb als das Allheilmittel für jedes Vertriebsproblem feiert. Wir decken auf, warum dieser Weg im mandatierten Geschäft (Drittelregelung, Executive Search) für Spezialisten und Führungskräfte eine absolute Effizienz-Falle ist, während er in der Erfolgsbasierung unter ganz bestimmten Bedingungen hervorragend funktioniert. Wenn du kurz davorstehst, viel Geld in teure Automatisierungs-Tools zu stecken, oder deine Akquisestrategie umstellen willst, ist diese Folge der nötige Realitätscheck, um nicht blind dein Budget zu verbrennen.

Site internet : https://groupefsc.com/executive-search/

Site internet : https://groupefsc.com/executive-search/

En nuestro episodio 518 conversamos con Andrés Traslaviña, Head of Executive Search de Whole Foods Market sobre: + Llegar lejos poco a poco. + La fusión de Whole Foods y Amazon + Cómo impacta la IA al reclutamiento. + Aprovechar la IA para potenciar RR.HH. + Ser "indispensable" en la empresa + El potencial del talento latino + Encontrar tu camino a la felicidad. + Su libro "Hambre". + El síndrome del primero. __________________________________________________________________________

Episode 166 with guest Rowan Fisk, Founder of GrowthKind  The third in our mini-series on how marketing roles are changing, in this episode we hear directly from an executive hiring specialist who speaks to over a hundred senior marketing leaders every month, on the skills that modern senior marketers need to possess (particularly in founder-led, start-up scale up and VC/entrepreneurial businesses) how AI is already reshaping recruitment and marketing org charts, and the job search advice for candidates today.    Joining Abby is Rowan Fisk, Founder of GrowthKind, an executive search company that places senior marketing, digital, and growth leadership roles into high-growth start-ups and scale-ups across the UK and EMEA.  As a trusted advisor to many founders, CEOs, and investors navigating critical leadership hires, he has real-time insight into the trends shaping marketing leadership roles and talent.    Key takeaways  The job market is recovering (not yet recovered)… Vacancies for senior marketing leaders are rising and processes are moving faster, but for anyone currently out of role, the search can still be challenging.  Curiosity is becoming a defining leadership trait… Rowan believes CQ – the willingness to test, learn and adapt – is becoming just as important as IQ and EQ for the next generation of marketing leaders.  AI is reshaping marketing teams… How AI is impacting different departments, but brand and creative roles remain harder to replace.  AI supports recruitment decisions, but doesn't replace judgement… Rowan's firm uses AI to help rank shortlisted candidates objectively, but he's overridden an AI-recommended hire when his own instincts told him something wasn't right.  Networking beats job boards… Abby and Rowan share advice for anyone job hunting to get specific about their professional superpower and share it.    00:00 — Welcome to the Whole Marketer Podcast 02:50 — Introducing Rowan Fisk 03:05 — What's the Real Role of Marketers Today? 05:07 — Marketing Skillset in Founder-led Businesses 09:33 — Moving From Gut Instinct to Insight-Led Decisions 12:06 — Why Performance Marketing Has Dominated Hiring 13:30 — How AI Is Fuelling a Brand Marketing Resurgence 15:30 — Short-Termism and the Case for Creativity  18:19 — Introducing CQ, the Curiosity Quotient 20:50 — Why Leaders Should Embrace Curiosity and Humility  22:53 — AI and Restructures: Growth or Rationalisation? 26:34 — AI in Recruitment: Useful Tool, Not a Replacement for Judgement 31:05 — What's Really Happening in the Marketing Job Market 36:00 — The Passive Candidate Pool Is Starting to Move 37:17 — Why Watching Your Peers Move Changes Everything 38:17 — Sharing the Wins and Getting Employee Value Proposition Right 42:07 — Getting Clear on What You Actually Want From a Role 42:57 — What's Your Superpower? 44:14 — Why Being Known for Something Beats Being Good at Everything 47:30 — Let Your Network Know What You're Looking For 50:30 — Why Most Senior Roles Never Get Advertised 52:33 — Rowan's Advice For Marketers of Tomorrow    Resources  The Whole Marketer 'Define your ideal role' resource – free download  https://thewholemarketer.com/resources/    The Whole Marketer 'Take the reins of your career' resource – free download  https://thewholemarketer.com/resources/    The Whole Marketer 'Develop your authentic leadership style' resource – free download  https://thewholemarketer.com/resources/    Host: https://www.linkedin.com/in/abigailcdixon/  Guest: Rowan Fisk | LinkedIn    About The Whole Marketer  The Whole Marketer podcast is here to support and empower the people behind brands and businesses with the latest technical tools, soft and leadership skills and personal understanding for a fulfilling marketing career and life as a whole.     Did you know The Whole Marketer is more than a podcast and book? We're your trusted partners for marketing capability and transformation, providing consultancy, training & workshops, speaking, coaching, mentoring and trusted advisory service.    Visit www.thewholemarketer.com to see how we support leaders to build successful and fulfilled marketing teams with the holistic skills to lead the long-term commercial agenda and deliver the true potential of marketing.    Contact hello@thewholemarketer.com to get in touch with Abby and the team 

Hur bygger man ett konsultbolag utan traditionella chefer? Vad händer med utvecklarrollen när AI skriver allt mer av koden? Och vilka kompetenser blir viktiga när teknikskiftet accelererar? I det här avsnittet gästar Bernard och Henrik, grundare av Hejare, Techrekpodden för ett samtal om entreprenörskap, självstyrande organisationer, konsultbranschen och AI:s påverkan på framtidens arbetsliv. Vi pratar om resan från KTH och Netlight till att bygga ett bolag med full transparens, hur AI redan förändrar utvecklarnas vardag och varför framtidens techprofiler sannolikt behöver vara betydligt bredare än dagens specialister. Ett avsnitt om ledarskap, kultur, teknik och hur vi bygger organisationer i en AI-driven värld. Tidsstämplar:  00:38 AI, politik och framtidens samhälle 05:01 Konsultkarriären som ledde till entreprenörskap 13:23 Därför startade vi Hejare 15:30 Hur tre grundare håller ihop i tio år 23:25 Att bygga en självstyrande organisation 31:50 När vi insåg att vi behövde en vd 34:57 Vad händer i konsultbranschen just nu? 37:04 AI-agenter och framtidens utvecklingsteam 40:23 Är timdebitering på väg bort? 44:33 Juniorer, seniorer och kompetensgapet 46:49 Kompetenserna som blir viktigast framöver 48:07 Så förändrar AI arbetslivet 51:54 Hur hänger man med i AI-utvecklingen? 56:45 Gästtips och avslut   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.

Wer ist Karim PfeilKarim Pfeil ist Geschäftsführer einer auf Executive Search spezialisierten Personalberatung und seit rund 15 Jahren inunterschiedlichen Führungsrollen aktiv – im Sport, in Konzernen und als Unternehmer. Er nennt sich selbst zuerst Papa, dann Mensch, dann Führungskraft.Was ihn auszeichnet: eine klare Selbstreflexion über das, was er unter Druck noch falsch macht – und die Bereitschaft, das offen auszusprechen. Karim ist jemand, der Führung nicht aus Büchern gelernt hat, sondern auf dem Feld. Und der genau deshalb weiß, was wirklich zählt.Webseite: www.undivi.at Worum es gehtDas Q1 dieses Jahres war für Karim und sein Team druckvoll – nicht wegen fehlender Rücklagen, sondern wegen der Energie,die ein schwacher Jänner ins Team trägt. In dieser Folge spricht er darüber, was Druck mit Führungsverhalten macht, warum Aktionismus die schlechteste Antwort auf Instabilität ist – und was Roger Federer mit stabiler Führung zu tun hat. KernideeNicht der Schnellste im Raum sein zu wollen, sondern der Ruhigste – das ist Karims wichtigste Führungserkenntnis nach 15 Jahren. Stress verändert nicht die Situation. Er verändert das Verhalten. Und genau dort liegt die Entscheidung: Wer unter Druck klarer wird statt schneller, führt. Wer schneller wird statt klarer, verliert das Team. Was du mitnimmstStress verstärkt Muster. Karim beschreibt, wie er unter Druck in Kontrolleur-Modus fällt: ungeduldiger, detailversessener, aktionistischer. Das Bewusstsein darüber hat sich verändert – das Muster ist geblieben. Die Erkenntnis: Führungsentwicklung ist ein schleichender Prozess, kein Moment der Erleuchtung.Der größte Fehler unter Druck ist das Abweichen von der Strategie, die man in ruhigem Fahrwasser entwickelt hat. ImRettungsmodus geht alles über Bord, was durchdacht war. Karim nennt es Aktionismus – und weiß aus Erfahrung, dass er noch nie zu einer Entspannung geführt hat.Klarer kommunizieren ist mächtiger als schneller handeln. Auch gegenüber Kunden: Wir haben noch niemanden – aber hierist der Plan. Dieser Satz nimmt mehr Druck raus als jede operative Hektik. Und er erfordert eine Führungspersönlichkeit, die das auch über die Lippen bringt. MehrÜber den Host: Nikolaus KleemannLinkedIn: https://www.linkedin.com/in/nikolauskleemann/Webseite: https://www.nikolauskleemann.com/Teile diese Folge mit jemandem, der gerade im Rettungsmodus ist – und vergessen hat, dass ruhiger oft weiter führt als schneller.

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 Special - International Lessons 00:21 Introduction 02:33 Guests' International Backgrounds 08:04 Biggest Challenges Working Abroad 16:14 What Is Culture? 17:45 Accepting an International Position 21:29 Family Considerations 26:56 Being a Citizen of the World 30:04 Empathy Through Cross-Cultural Experience 36:22 How to Acclimate to a Dominant Culture 42:48 Final Advice & Takeaways

Warum bekommt die fachlich stärkste Person auf der Shortlist nicht automatisch die Senior-Rolle? Weil über Senior-Rollen selten am reinen Fachwissen entschieden wird, sondern an etwas, das in den ersten Minuten eines Interviews sichtbar wird: Executive Presence.In dieser Folge bringt Jan Nordh, Gründer von Nordh Executive Search, das Thema dorthin, wo es für Sie wirklich zählt: in den Interviewraum für eine Senior-Rolle. Aus 19 Jahren Executive Search und unzähligen Interview-Debriefs erklärt er, warum das Urteil oft nach wenigen Minuten steht und warum fachlich exzellente Kandidaten genau hier scheitern. Am Beispiel von Kai, der dieselbe Rolle erst verliert und im zweiten Anlauf bekommt, zeigt er, was sich in den ersten drei Minuten konkret ändern lässt.Das erfahren Sie:Warum Hiring Manager Sie in den ersten Minuten als Peer oder als Bewerber einordnen und alles danach durch diese Linse filtern.Woran fachlich starke Kandidaten im Executive-Interview wirklich scheitern, und was der Satz "ich habe ihm nicht abgenommen, dass ein CISO ihn ernst nimmt" bedeutet.Wie Präsenz in den ersten Minuten konkret aussieht: Tempo, Pausen, klare Positionen, Schwächen benennen, ohne dass die Stimme kippt.Drei konkrete Hebel, mit denen Sie Ihre Wirkung im Interview gezielt steuern.Für IT-Sales-Professionals, Enterprise Account Executives, Cybersecurity- und Sales-Leader im DACH-Raum und in den Nordics, die ihre nächste Senior-Rolle nicht am ersten Eindruck verlieren wollen.Themen: Executive Presence, Cybersecurity, Enterprise Software, IT Sales, Karrierestrategie, Executive Search, DACH, Nordics.https://www.nordh.de

In this episode, I sit down with Jack Hayes, founder of H&P, one of the fastest-growing legal executive search firms in the world.Jack launched the business after just two years in recruitment, with no management experience and no existing database, and has spent six and a half years figuring out how to build something truly world-class.We cover the hybrid exec model that sets H&P apart, the six-vertical mistake that nearly diluted everything, and the structural shift that saw them do £5M in revenue in their last six months alone.Connect with Jack here: https://www.linkedin.com/in/jack--hayes/-------------------------Watch the episode on YouTube: https://youtu.be/oN_wwYqkens-------------------------Podcast Sponsors: Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Atlas - Check Out Atlas & Claim Your Exclusive Offer HereRaise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Want more content like this?The Wednesday Debrief is our free weekly newsletter for recruiters who take their craft seriously. Join 7,000+ subscribers here: https://newsletter.recruitmentmentors.com/-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

Sites internet : https://www.apsysgroup.com/ https://groupefsc.com/executive-search/

Sites internet : https://www.apsysgroup.com/ https://groupefsc.com/executive-search/

Sites internet : https://www.apsysgroup.com/ https://groupefsc.com/executive-search/

Der Club der Top-Entscheider ist klein und die wirklich spannenden Positionen landen fast nie in der Stellenanzeige einer Tageszeitung. Wer an die Spitze will, muss die Spielregeln des verdeckten Arbeitsmarktes beherrschen und proaktiv die Fäden ziehen, statt auf den Zufall zu hoffen. - Inwiefern dominiert der verdeckte Stellenmarkt im Top-Management? - Wie wichtig ist der Abgleich des eigenen Profils mit den Unternehmensanforderungen? - Welche 4 Bewerbungsmöglichkeiten stehen Ihnen für C-Level-Positionen zur Verfügung? - Was sollten Sie bei einer späteren Bewerbung als Vorstand beachten? (00:00) C-Level Bewerbung Überblick (01:31) Warum Stellen verborgen sind (04:21) Unternehmen richtig prüfen (07:56) Recherche und Netzwerk nutzen (08:27) Vier Bewerbungswege (09:20) Weg 1 Netzwerk aktivieren (10:16) Weg 2 Sichtbar werden online (12:49) Weg 3 Invers Headhunter (15:18) Weg 4 Initiativ bewerben (17:35) C-Level Plus Vorstand (18:24) Fazit und nächste Schritte (19:42) Coaching Buch und Abschluss Aus dieser Folge werden Sie mitnehmen, wie Sie trotz Herausforderungen dennoch Ihren Traumjob im Top-Management ergattern. ___ **Links zur Folge:** Website: https://www.galileo-institut.de/bewerbung-c-level/ Link zur NL-Anmeldung: https://www.galileo-institut.de/newsletter/ ___ Sie sind neu an der Unternehmensspitze oder kämpfen bereits mit scheinbar unlösbaren Herausforderungen? Vielleicht klemmt es gerade in der Transformation? Vielleicht läuft sogar alles gut und Sie sind dennoch unzufrieden? In meinem kostenfreien Onlinecoaching zeige ich Ihnen Lösungen für diese Herausforderungen.

Warum bekommen qualifizierte Kandidaten das Angebot nicht – obwohl sie auf dem Papier perfekt passen? Oft liegt es weder am Lebenslauf noch an der Erfahrung. Es liegt an einem Verhaltensmuster, das Hiring Manager instinktiv abschreckt: Pick-Me-Energy.In dieser Folge erklärt Jan Nordh, Gründer von Nordh Executive Search und seit 19 Jahren spezialisiert auf Senior- und Executive-Rollen in Cybersecurity, Enterprise Software und AI-Infrastruktur, warum das Gegenteil von Pick-Me-Energy nicht Arroganz ist – sondern Alignment.Du erfahrst:Was Pick-Me-Energy konkret im Interview ausloest – und warum erfahrene Hiring Manager sofort reagierenWarum Alignment – die präzise Verbindung deiner Skills zum spezifischen Job-Kontext – entscheidender ist als jeder Selbstpraesentation-TrickWie die Incentive-Struktur interner Recruiter funktioniert – und wie ihr sie versteht, ohne euch zu verbiegenDie drei konkreten Verhaltensaenderungen, die den Unterschied machenDiese Folge richtet sich an IT-Sales-Professionals, Enterprise Account Executives, Cybersecurity-Kandidaten und alle, die verstehen wollen, wie sie in Senior-Interviews als klare, respektierte Gegenüber auftreten – statt als jemand, der darauf wartet, ausgewaehlt zu werden.Keywords: Jobinterview Enterprise Sales, Vorstellungsgespraech Tipps, Alignment Karriere, Recruiter Incentives, Cybersecurity Jobs DACH, IT Sales Nordics, Executive Search, Senior Kandidat Interview, Pick Me Energy, Kandidatenpositionierunghttps://www.nordh.de

The New York Knicks lead the Cleveland Cavaliers 2-0 in the Eastern Conference Finals. Jalen Brunson has been awesome and James Harden has been terrible. Is it time for RB to issue an official apology to the Knicks? Or will the winner of the Oklahoma City Thunder vs San Antonio Spurs series still go on to win the NBA Finals? In other news, the Sixers search for a President & General Manager continues, but today things take an interesting twist. Could they end up promoting an internal hire like Jameer Nelson? He served as the Assistant General Manager of the 76ers last season and has been seen as a quick riser within front office executives. Today, we discuss it all! FOLLOW US ON ALL PLATFORMS: https://linktr.ee/phillytakewithrb CHECK OUT THE NEW MERCH: https://phillytakewithrb.com/ Philly Take Discord: https://discord.gg/vEXh2Aqp Venmo: https://venmo.com/phillytakewithrb CashApp: https://cash.app/$phillytakewithrb Subscribe to Philly Take with RB on YouTube: https://www.youtube.com/channel/UCZ6xo8_BSzZJVYfWEqEt1Gw INSTAGRAM: https://www.instagram.com/rbphillytake/ TWITTER: https://twitter.com/RBPhillyTake Learn more about your ad choices. Visit megaphone.fm/adchoices

21 May 2026. The UAE’s new crude oil pipeline bypassing the Strait of Hormuz is now 50% complete, as the country accelerates delivery towards 2027. That’s according to Dr Sultan Al Jaber, Minister of Industry and Advanced Technology. Plus, Primark opens its third set of doors in the UAE today and we speak to Alshaya boss John Hadden. We find out what the Dubai real estate hiring situation actually looks like, who’s getting hired and for how much, with one of the largest real estate recruitment agencies in the region. Dubai’s property market is still moving but buyers and tenants are behaving very differently right now. Espace tells us what’s actually transacting and how the leasing market is shifting. And how are advertisers actually behaving in this market right now? The ARN Business Club event is coming up and we find out why radio still works when budgets get tight.See omnystudio.com/listener for privacy information.

Rui Morais, CEO of Dis-Chem Pharmacies and prior to that, the youngest CFO of a listed company in South Africa, sits down with Debbie Goodman to discuss the real story behind Dis-Chem's much-misreported restructure, and why it's actually a signal of bold ambition, not downsizing. With 200 new roles being created alongside the reorganisation, Rui explains how Dis-Chem is evolving from a retail pharmacy into South Africa's healthcare authority, backed by an innovation hub, strategic partnerships, and a board deeply aligned on purpose.  The conversation goes behind the scenes of one of the most publicly scrutinized CEO successions in South African corporate history, exploring the unexpected tension, identity shifts, and emotional complexity that no governance framework fully prepares you for. Throughout, Rui emerges as a leader who is deeply purposeful, refreshingly candid, and unafraid to swing for the fences. Follow Debbie on LinkedIn here Follow Rui on LinkedIn here On Work and Revolution podcast exposes the real forces reshaping leadership, talent, and the future of work. Hosted by Debbie Goodman - CEO of Jack Hammer Global, a top executive search firm, author, advisor, and speaker - this podcast dives into bold ideas and honest conversations with CEO's reshaping today's workplaces and redefining what great leadership looks like. If you're a CEO, founder, or changemaker hungry for real insight into workplace trends, hiring strategy, and organizational transformation, this is your space to listen, learn, and lead differently. ✦ Explore more insights, guest details, and episode transcripts at: jhammerglobal.com✦ Follow Debbie on LinkedIn | YouTube ✦ Subscribe, share, and spark your own work revolution.

Far from a polished highlight reel, Lee Naik, CEO of TransUnion Africa, unpacks the unglamorous realities of turnaround leadership - the loneliness, the self-doubt, the early mornings, and the moments where the buck unquestionably stops with you.  Key takeaways that will resonate with anyone navigating high-stakes leadership:  The turnaround reality: Every major CEO role today carries transformation work; the skill is learning to listen first, resist acting on assumptions, and distinguish symptoms from root issues.  Purposeful leadership over P&L thinking: Lee argues that connecting your personal "why" to the organisation's mission is not airy-fairy - it's the fuel that sustains leaders through the hardest stretches.  The loneliness at the top: True leadership loneliness isn't about being friendless; it's about the specific weight of decisions too sensitive or complex to process with your own team.  Resilience and rejection: From childhood rejections to corporate setbacks, Lee frames disappointment not as failure but as the essential pathway between where you are and your North Star. Follow Debbie on LinkedIn here Follow Lee on LinkedIn here On Work and Revolution podcast exposes the real forces reshaping leadership, talent, and the future of work. Hosted by Debbie Goodman - CEO of Jack Hammer Global, a top executive search firm, author, advisor, and speaker - this podcast dives into bold ideas and honest conversations with CEO's reshaping today's workplaces and redefining what great leadership looks like. If you're a CEO, founder, or changemaker hungry for real insight into workplace trends, hiring strategy, and organizational transformation, this is your space to listen, learn, and lead differently. ✦ Explore more insights, guest details, and episode transcripts at: jhammerglobal.com✦ Follow Debbie on LinkedIn | YouTube ✦ Subscribe, share, and spark your own work revolution.

Leila Rahimi and Marshall Harris were joined by Joel Lorenzi of The Athletic to discuss Bulls head coach Billy Donovan's decision to step down from his job after six seasons on the sideline in Chicago.

Marshall Harris and Mark Grote were joined by Tribune reporter Julia Poe to break down the Sky's selection of UCLA wing Gabriela Jaquez with the No. 5 overall pick in the WNBA Draft on Monday evening. She also discussed Bulls head coach Billy Donovan's future with the organization.

In dieser Episode ist der „Godfather“ der deutschen Digitalszene zu Gast: Philipp Westermeyer, Gründer von OMR. Kurz vor dem Start des legendären OMR Festivals gewährt Philipp ehrliche Einblicke in den Maschinenraum seines Medienunternehmens. Erik und Philipp betreiben ein akustisches „Deconstructing OMR“: Wie setzen sich die achtstelligen Umsätze aus Ticketverkäufen und Sponsoring zusammen? Warum wird OMR Reviews dank KI gerade zum heimlichen Champion des Portfolios? Und wie schmerzhaft war das Skalieren und spätere Konsolidieren im Podcast-Markt mit Podstars? Neben knallharten Business-Metriken (und der legendären Frage: „Ist er durch?“) gibt es wunderbare Anekdoten aus den Anfangsjahren – inklusive der Geschichte, wie Erik seinen geliebten OMR-Süßigkeitenstand an einen finanzstarken VC-finanzierten Aussteller verlor. Über Philipp Westermeyer: Philipp Westermeyer ist Gründer und CEO von OMR (Online Marketing Rockstars), der größten Plattform für die Digitalwirtschaft in Europa. Was einst als kleines Seminar und Hobby unter Freunden begann, ist heute ein modernes Medienunternehmen, das neben dem jährlich in Hamburg stattfindenden Mega-Festival auch erfolgreiche Geschäftsbereiche wie das Podcast-Netzwerk Podstars, die Software-Bewertungsplattform OMR Reviews und neuerdings auch Executive Search umfasst. Philipp ist Host des OMR Podcasts, Bestseller-Autor und treibende Kraft der deutschen Digital-Community. Hier geht es zum Connected Commerce Guide von Front Row. Der Marketing Transformation Podcast wird produziert von TLDR Studios.

Mike Mulligan and David Haugh were joined by NBA.com writer Steve Aschburner to discuss the state of the Bulls as they embark on a search for a new lead executive.

In un contesto in cui l'intelligenza artificiale sta comprimendo vantaggi competitivi, riducendo le barriere all'ingresso e trasformando competenze un tempo distintive in semplici prerequisiti, cambia il criterio con cui si valuta la leadership.Non è più sufficiente comprendere la tecnologia.La vera discriminante è la capacità di governarla.Governarla nelle decisioni.Governarla nei processi.Governarla nel modo in cui un'organizzazione evolve, si adatta, compete.In questa conversazione con Federico Santoro, Partner di Amrop, emerge con chiarezza come stia cambiando il profilo dell'amministratore delegato che il mercato ricerca oggi.Non il tecnico puro.Non il gestore prudente.Non il profilo rassicurante costruito su percorsi lineari.Ma una figura capace di integrare execution, visione strategica, comprensione tecnologica e, soprattutto, capacità di leggere contesti complessi e ambigui, dove la macchina può supportare ma non decidere.Un passaggio chiave riguarda anche il modo in cui fondi di private equity, imprenditori e consigli di amministrazione selezionano i leader.Esperienza reale, adattabilità, capacità di attraversare fasi di discontinuità iniziano a pesare più delle traiettorie perfette.E mentre alcune competenze diventano rapidamente commodity, il confine del talento si sposta.Verso ciò che non è replicabile.Giudizio, sensibilità, capacità di interpretare il momento.Un episodio che offre una chiave di lettura concreta per chi guida un'azienda, per chi seleziona leadership e per chi sta cercando di capire come posizionarsi in una fase di trasformazione che non è più rinviabile.Questo è un episodio della serie Game Changers Italia, condotta da Marco Mizzau, già CEO di aziende complesse e oggi Senior Advisor per fondi di private equity e banche d'affari, investitore e business fixer.Inside Finance è anche una piattaforma di contenuti e produzioni multimediali per aziende.Realizziamo podcast, video AI e format editoriali per valorizzare la comunicazione.Per proposte o collaborazioni: segreteria@zeroin.itBuon ascolto.

Leila Rahimi and Marshall Harris reacted to a notable comment from Bulls president Michael Reinsdorf during his press conference Tuesday.

Leila Rahimi and Marshall Harris opened their show by discussing if the Bulls are limiting themselves in their upcoming search for a new lead executive by proclaiming their strong desire for head coach Billy Donovan to return in his role. Later, they reacted to the news that Cubs right-hander Cade Horton will undergo season-ending elbow surgery.

Leila Rahimi and Marshall Harris discussed if the Bulls are limiting themselves in their upcoming search for a new lead executive by proclaiming their strong desire for head coach Billy Donovan to return in his role.

In dieser Episode haben wir das Vergnügen, Tobias Bosse zu begrüssen, mit dem wir erkunden, wie man eine Marke in einer Branche wie Cannabis aufbaut, in der die konventionellen Regeln oft nicht gelten.Tobias Bosse ist derzeit CMO der Grünhorn Group und Geschäftsführer bei CanDoc. Mit einem Hintergrund im Online-Marketing hat er seine Erfahrung in stark regulierten Märkten aufgebaut — sowohl aus einer B2C- als auch aus einer B2B-Perspektive. Er studierte Angewandte Ökonomie und Pädagogik und gründete während seines Studiums ein Online-Medienunternehmen, das er innerhalb von drei Jahren skalierte und verkaufte. Nach einer Ausbildung zum Redakteur bei der Funke Mediengruppe und mehreren Jahren im Journalismus wechselte er ins Marketing — zunächst in einer Agentur, dann in einer Inhouse-Position. Seitdem baut und skaliert er Marken mit kleinen, engagierten Teams.---❇️ Kontakt: https://www.thecannabisconversation.co.ukVernetze dich mit Tobias Bosse auf LinkedIn: https://www.linkedin.com/in/tobias-bosse-547515147/Vernetze dich mit Nikita Cretu auf LinkedIn: https://www.linkedin.com/in/nikita-cretu-b24b83a8/Vernetze dich mit Thomas Gray auf LinkedIn: https://www.linkedin.com/in/thomas-c-s-gray/

Leila Rahimi and Marshall Harris welcomed on Matt Spiegel and Laurence Holmes for the daily transition segment.

Hiring a new CEO or president can have lasting implications for a community college. So how can trustee boards ensure they're hiring the best candidate for the job? Julie Golder, Vice President for Search Services, sits down with two of our ACCT consultants to discuss best practices for an executive search and how the association can assist colleges in the process.   Learn more about all ACCT Search Services has to offer at https://acctsearches.org/ .

Noto Group's senior partners break down key hiring and leadership trends that they're seeing for 2026 and beyond. Sara Spirko, John Copeland, and Tami Bumiller discuss common pitfalls, market forces, predictions, and actionable advice for those seeking top talent – and for candidates looking to be hired – in the year ahead. Highlights from our conversation include:  Unexpected obstacles to hiring top leaders in 2025 (3:08) Shifts in client, company, and candidate priorities and needs (4:59) Competencies and capabilities that are essential for leadership in today's market (7:37) Best indicators to predict executive success in the current hiring environment (9:42) How CEOs and boards can get the best results when engaging a search firm (10:53) The team's take on whether hiring in 2026 is shaping up to be smoother or tougher than in previous years (15:59) In-office versus remote versus hybrid trends for 2026 (19:24) The evolution of compensation packages (20:34) How companies are thinking about hybrid or remote leaders (23:38) Advice for executive-level leaders considering making a move in 2026 (27:15) How candidates can show up authentically, especially given AI trends (32:09) How candidates can best connect with search firms like Noto Group (33:19) Visit HowIHire.com for transcripts and more on this episode. Check out the full 2026 Leadership & Hiring Trends Report. Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities. Subscribe to How I Hire: Apple Spotify Amazon

¿Es lo mismo trabajar en una empresa familiar que en una empresa transnacional?En este episodio del Podcast de Wisdenn, la Dra. Ana María Quintanilla conversa con Adrián Flores, director de 212 Executive Search, sobre los retos reales de mover talento entre estos dos mundos.A partir de su experiencia colocando talento en distintas organizaciones, Adrián comparte qué sucede cuando una persona:pasa de un corporativo estructurado a una empresa familiaro de una empresa familiar a una organización globalHablamos de diferencias clave como:estructura vs flexibilidadvelocidad de decisiones vs procesos formalesrecursos, sistemas y presupuestocultura, liderazgo y expectativas de crecimientoTambién abordamos algo fundamental:

In this episode, Marion Spears Karr, FACHE, Managing Partner and Founder of In-FLOW Executives, shares how embedded executive search, authentic gratitude, and flow theory can transform growing healthcare organizations. She discusses building leadership cultures rooted in intentional communication, aligning talent with strengths, and helping emerging leaders thrive by focusing on the skills that put them in flow.

Cubrir una vacante no empieza cuando publicas el puesto.Empieza mucho antes.En este episodio del Podcast de Wisdenn, la Dra. Ana María Quintanilla conversa con Adrián Flores, director de 212 Executive Search, sobre cómo atraer y seleccionar al mejor talento desde un enfoque más estratégico.Hablamos de los errores más comunes al cubrir una vacante: • Perfiles mal definidos o desalineados • Expectativas fuera de la realidad del mercado • Falta de claridad entre el hiring manager y Recursos Humanos • Desconocimiento del fit cultural y del contexto del rolTambién exploramos: • Cómo definir correctamente un perfil de puesto • Qué significa realmente el fit cultural • Cómo evaluar candidatos más allá del currículum • La importancia de entender el mercado laboral y los tabuladores • Y por qué una mala contratación tiene un costo mucho mayor de lo que pareceEste episodio es para líderes, hiring managers y profesionales de RH que quieren dejar de improvisar y empezar a tomar decisiones más conscientes en sus procesos de reclutamiento.Porque contratar bien no es suerte.Es claridad, criterio y conversación.

This Best of FDE episode is a rebroadcast of one of our MarCom Gold Award winners—and honestly, it's even more relevant now than when we first recorded it.In this episode of The Full Desk Experience, Crelate CEO Aaron Elder joins host Kortney Harmon to break down what it actually looks like to operate in a post-AI world—and what that means for owners, directors, and executive-level leaders.In this episode, we cover:What “post-AI” really means: Why AI isn't coming—it's already here, and how it's quietly becoming as essential as electricityWhere firms are actually winning: How top teams are using targeted AI (not hype) to create real value and stronger client relationshipsThe shift to “living platforms”: Moving beyond static systems to tech that actively works for you, not just stores your dataWhere humans still matter most: In high-trust work like executive search, where AI supports—and where it can't replace—the human elementWhat's about to change operationally: From sourcing to back office, every part of your business is on the tableDo you know if the roles you're filling today will even exist in two years?As AI and automation accelerate client expectations and reshape work itself, the firms asking better questions now are the ones that stay ahead.Hit play to hear how leading firms are thinking about this shift—and what you should be doing next.___________________Follow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/ Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

18 Mar 2026. As Dubai International Airport works to move passengers and cargo safely through challenging conditions, CEO Paul Griffiths tells us why DXB will come back stronger. Plus, what the conflict means for Dubai’s real estate brokers, how companies are managing remote work and supporting parents, and the small business behind the ‘Dubai is Home’ hoodies capturing the mood of the moment.See omnystudio.com/listener for privacy information.

What if artificial intelligence could actually make us more human at work? In Episode 253, Paul sits down with John Betancourt, Founder and CEO of Humantelligence, to explore how personalized AI coaching is reshaping leadership, hiring, collaboration, and workplace engagement. John's career spans global corporate leadership, executive search for private equity firms, and multiple startups. Through decades of observing culture fit, leadership failures, and executive misalignment, he uncovered a powerful insight: skills are commodities but psychology, culture fit, and behavior determine long-term success.  Humantelligence was  born from that realization. By combining psychometrics with AI, John is helping organizations scale leadership development and team effectiveness in ways that were previously only available to top executives. But this conversation goes deeper than business. It touches on resilience, exile, identity, spirituality, fatherhood, and what legacy truly means. This episode challenges entrepreneurs to think beyond revenue and ask a bigger question: How do we build companies that develop people, not just profits? Timestamps 00:00:00 – Introduction 00:00:59 – Career Overview and Corporate Foundations 00:02:11 – Executive Search and Culture Fit 00:03:37 – The Birth of Human Intelligence 00:06:51 – Integrating AI into Daily Workflow 00:09:57 – Driving Adoption Inside Companies 00:13:18 – AI, Innovation, and Conflict 00:15:18 – Career Risks and Global Experience 00:18:19 – Family Exile and Resilience 00:20:29 – Legacy and Spiritual Perspective 00:24:15 – Where to Connect Episode Resources Explore how Human Intelligence combines psychometrics and AI to help organizations improve hiring, leadership development, collaboration, and engagement at scale: https://humaintelligence.com   Legacy Podcast: For more information about the Legacy Podcast and its co-hosts, visit https://businesslegacypodcast.com Leave a Review: If you enjoyed the episode, leave a review and rating on your preferred podcast platform. For more information: Visit https://businesslegacypodcast.com to access the show notes and additional resources on the episode.

Shaun Belongie is the CEO of New Belgium Brewery. He previously served as VP of Marketing for New Belgium before becoming CMO and then CEO in 2023. Shaun has over 20 years of CPG experience, having managed marketing innovation and brand direction for iconic companies like Nestle Purina and Kraft Foods. He's helped build and maintain New Belgium's human-powered business model as the brand grows and expands, all the while stewarding the brewery's legacy and people-centric culture. Shaun joins Roy to discuss the challenges and opportunities during his journey from CMO to CEO, the differences between working at a large CPG brand versus a smaller, more nimble company, how New Belgium embodies and enacts their foundational values, and much more. Highlights from our conversation include: Shaun's transition from CMO to CEO at New Belgium (3:35)Challenges he's confronted as New Belgium's CEO (6:14)Shaun's experience serving as New Belgium's CMO (9:53)Shaun's perspective on building and shaping culture as CEO (12:09)New Belgium's human-powered business model (14:55)Maintaining authentic values throughout periods of growth (16:16)How his son's health crisis inspired him to think differently about life and leadership (18:35)Leadership lessons that carried over from Shaun's Kraft and Purina days (21:11)How changes in the industry are affecting Shaun's approach to hiring (23:08)Leadership qualities that Shaun seeks in his senior executive team (25:01)How technology fits into his strategic plan (25:48)Guidance he'd offer to somebody early in their career (28:18)What Shaun's most excited about in the future (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

Pedigree looks shiny on paper, but does it move the needle? We sit down with executive search leader Travis Hahn to unpack why big-name resumes often disappoint, and how defining outcomes, culture, and decision rights before you recruit leads to hires who actually deliver. From building trustworthy role profiles to reaching passive candidates who aren't scrolling job boards, we dig into the practical steps leaders can take to raise the bar on both recruiting and retention.Travis explains how a third-party perspective challenges title-driven thinking and surfaces the real work a role must do at your company's specific stage. We explore the builder's mindset—consistency, transparency, and a willingness to go beyond the job description—and how to spot it in interviews. Culture emerges as the true currency: when leaders grant ownership and share credit, teams move faster and stick around. You'll hear success stories that took time and trust to compound, plus candid reflections on when “hire slow, fire fast” applies and when patience saves a future star.• defining roles with outcomes, KPIs, and decision rights• avoiding pedigree bias and testing for real impact• recruiting passive leaders through trust and patience• hire slow, fire fast but with context and care• culture as currency for retention and speed• builder's mindset, ownership, and clear communication• lessons from unreasonable hospitality on simple, human moments• AI as an efficiency tool, not a replacement for judgment• success stories that show compounding trust over time• next steps for integrated human capital servicesWe also tackle the AI question head-on. Automation can sharpen operations and sourcing, but human judgment remains essential for confidential, high-stakes leadership searches. With AI amplifying noise in the applicant pool, curated pipelines and authentic conversations matter more than ever. Along the way, Travis pulls leadership lessons from golf and hospitality, showing how simple, human gestures—clarity, inclusion, and respect—create experiences people remember and cultures they choose to stay in.If you're a founder or mid-market leader tired of expensive mis-hires and constant churn, this conversation offers a clear path forward: define the work, avoid pedigree traps, recruit builders, and keep your promises. Subscribe, share with someone wrestling with their next leadership hire, and leave a review telling us your biggest hiring challenge—we'll tackle it in a future episode.

In this first episode of the CEO Series, Debbie sits down with Jeanette Marais, who made history in August 2023 as the first female CEO of a large listed financial services group in South Africa when she took the helm at Momentum Group. Jeanette shares her journey from being a "girl from the Free State" to leading a 16,000-person organization, revealing the unexpected challenges of the role - from navigating 13 board members to making the bold decision to lead with purpose over profit metrics. She opens up about the gruelling seven-month selection process, her unconventional remote leadership approach (commuting weekly between provinces), and why receiving harsh feedback became her greatest gift. This conversation cuts through the typical CEO talking points to expose the real experience of stepping into the top seat, complete with 3 AM wake-ups and the courage to be "fundamentally unreasonable." Helpful Links: Follow Debbie on LinkedIn Follow Jeanette on LinkedIn On Work and Revolution podcast exposes the real forces reshaping leadership, talent, and the future of work. Hosted by Debbie Goodman - CEO of Jack Hammer Global, a top executive search firm, author, advisor, and speaker - this podcast dives into bold ideas and honest conversations with CEO's reshaping today's workplaces and redefining what great leadership looks like. If you're a CEO, founder, or changemaker hungry for real insight into workplace trends, hiring strategy, and organizational transformation, this is your space to listen, learn, and lead differently. ✦ Explore more insights, guest details, and episode transcripts at: jhammerglobal.com✦ Follow Debbie on LinkedIn | YouTube ✦ Subscribe, share, and spark your own work revolution.

David Stever is the former CEO and CMO of beloved ice cream brand Ben & Jerry's. David started with the company back in the early 80's, working as a tour guide at their factory in Waterbury, Vermont. Over time, David ascended within Ben & Jerry's, helping to grow the then start-up into an iconic, multinational corporation. Over the course of his decades-long career there, David led marketing initiatives, drove massive brand growth, expanded global market share, and helped facilitate reinvention and product innovation, all while keeping Ben & Jerry's social mission front and center. He joins Roy to discuss his journey from tour guide to C-Suite, the many learnings he took from founders Ben Cohen and Jerry Greenfield, the profound effect of pursuing a triple bottom line, and much more.        Highlights from our conversation include: David's initial interest in the ice cream industry and how it evolved into his career (1:32)Working with Ben and Jerry in the early days (3:50)Leadership lessons learned through periods of massive growth and scaling (6:13)David's strengths and keys to success as Ben & Jerry's CMO (8:48)What surprised him the most when he transitioned from CMO to CEO (13:48)What it means to do “business as unusual” (15:29)The influence of Ben & Jerry's blend of activism and commerce on his leadership (18:12)How David defines Ben & Jerry's unique culture and how he helped sustain it through the years and through acquisition (20:26)Successful hiring throughout Ben & Jerry's different phases (22:48)Qualities David sought in his top leadership team (27:40)What he believes is often overlooked when assessing prospective talent (28:47)David's next chapter and what he's most excited about in looking ahead (31:00)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

As AI accelerates across recruiting, the firms pulling ahead aren't chasing tools—they're doubling down on relationships. In this Industry Spotlight, Kortney Harmon sits down with Tom Wilson, Partner at Buffkin/Baker, to unpack what actually keeps recruiting leaders relevant as automation, speed, and expectations continue to rise.The conversation explores how client and candidate expectations have shifted across industries, where AI creates real leverage, and why human judgment, context, and trust remain irreplaceable. Rather than focusing on tactics, Tom offers a leadership perspective on building relevance, consistency, and long-term value in a rapidly changing talent market.Key insights you can't miss: • Why relationships—not speed or tools—remain the real competitive advantage • How recruiting strategies must adapt across industries and market cycles • Where AI adds efficiency and where human judgment still matters most • What advisory-led recruiting looks like in a changing talent economy______________________Follow Tom Wilson on LinkedIn: LinkedIn | Tom WilsonFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

In this episode, Ahmad Popalyar, Founder and CEO of Succession Executive Search, shares insights into how his firm is transforming the executive recruiting landscape with a market-driven, performance-focused approach. He discusses key hiring trends, the impact of AI on compensation data, and what truly separates great leaders from good ones.