Podcasts about executive search firm

Recruiting may seem straightforward, but the reality is far more complex. In this discussion, we uncover the intricate relationships recruiters navigate, the strategic approach needed to identify client needs, and the key to driving team productivity. We'll also examine the risks of relying on overly simplistic recruiting technology, sharing a cautionary tale of a firm that learned this lesson the hard way. Our focus is on equipping your team with the right tools to master the delicate balance of relationships, timing, and expertise. Stay tuned as we provide insights, a power checklist for your recruiting tech stack, and strategies to elevate your firm's success. Don't forget to subscribe and join us for future episodes as we continue to help you grow and transform your talent-driven business.Breaking into Staffing checklist________________Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

In addition to reviewing key learnings from previous episodes on executive recruiters and executive search firms, Doug Lester helps you understand how search firms are structured. Armed with this information, you'll be better equipped to build the long-term relationships with recruiters that can help advance your career.

Ever wondered how empathy and authentic relationships can be the key to launching a successful executive search firm in the competitive world of recruiting? In today's fast-paced recruiting environment, professionals often grapple with overwhelming pressures to deliver results while maintaining their well-being. Somer Hackley faced similar challenges and managed not only to overcome them but to build a flourishing executive search firm by shifting her focus to fostering genuine relationships and embracing empathy. This episode is a treasure trove of insights for those looking to mitigate stress, achieve business success, and enhance their recruiting practices through empathetic client interactions. Whether you're dealing with client demands, considering going independent, or simply seeking meaningful ways to grow your career, this episode offers practical advice and inspiring stories that could reshape your approach. Finish The Year Strong Summit - https://finish-the-year-strong.heysummit.com/ AI Recruiting Summit - https://ai-recruiting-summit.heysummit.com/ 1. **Cultivate Authentic Client Partnerships:** Learn how Somer Hackley transitioned from a stressful corporate role to working independently by building true partnerships with clients who chose to work with her. This shift not only led to business success but also decreased her stress and increased job satisfaction. 2. **Harness the Power of Personal Branding:** Uncover the substantial benefits of strategic personal branding through Somer's story. Releasing a book in 2020 not only validated her expertise but also made attracting clients easier, enhancing her credibility and paving the way for seamless business interactions. 3. **Develop Robust Relationship Management Skills:** Get inspired by Somer's hands-on approach to relationship management, including responding to every message, leveraging personal networking, and organizing unique meetup initiatives. These strategies not only elevated her professional network but also contributed to personal milestones, showing how relationship-building can propel both professional and personal life. Don't miss this enlightening episode—tap into the profound insights from Somer Hackley's journey and discover how empathy and relationship-building can transform your career. Listen now and start your path to a successful, fulfilling recruiting practice! Finish The Year Strong Summit - https://finish-the-year-strong.heysummit.com/ AI Recruiting Summit - https://ai-recruiting-summit.heysummit.com/ Signup for future emails from The Elite Recruiter Podcast: https://eliterecruiterpodcast.beehiiv.com/subscribe YouTube: https://youtu.be/YirqKP238y8 Somer Hackley LinkedIn: https://www.linkedin.com/in/thisissomer/ Search in Plain Sight: https://amzn.to/3SssOSI  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/  Benjamin Mena TikTok: https://www.tiktok.com/@benjaminlmena

Tom Caravela, a career services expert and entrepreneur, is the first guest on the Sparking Success podcast. He shares his journey of starting his own executive search firm, The Carolan Group, and the success of his podcast, MSL Talk. Tom's decision to start the podcast was driven by his desire to help job seekers and professionals in the pharmaceutical industry on a broader scale. He believes in taking action and following his heart to fulfill his purpose. The catalyst for writing his book, Job Search Mastery, was the success of his podcast and the realization that he could have a greater impact by sharing his knowledge in a different format. Tom Caravela discusses the motivation behind his book, 'Job Search Mastery,' and how it goes beyond helping job seekers find success in their job search. He emphasizes that the book teaches a life skill that is not currently being taught in schools or workplaces. Tom also highlights the importance of mindset in the job search process and how consistency in action can lead to success. He shares his insights on the future of the recruiting industry and offers advice for recruiters during challenging times.TakeawaysTaking action and following your heart can lead to success and fulfillment in your career and life.Starting a podcast can be a powerful way to share knowledge and help a broader audience.Niche expertise can be a valuable asset in building a successful business.Writing a book can amplify the impact of your message and reach a wider audience. The book 'Job Search Mastery' teaches a life skill that is not currently being taught in schools or workplaces.Mindset is crucial in the job search process, and having a consistent mindset and taking consistent action can lead to success.The recruiting industry is going through changes, with the impact of AI and technology still uncertain. However, the importance of human interaction and nurturing candidates cannot be replaced by machines.During challenging times, it is important to embrace failure, be consistent, and take extra action to overcome obstacles.Pain is temporary, and it is essential to keep moving forward and making adjustments to achieve success.Chapters00:00 Introduction and Setting the Stage02:57 Starting the Podcast and Making an Impact11:25 The Journey of The Carolyn Group26:27 The Importance of Mindset in the Job Search Process31:29 The Future of the Recruiting Industry36:21 Overcoming Challenges in the Job Search

Every successful recruiter will tell you success is born out of the grind, not the glory. Mastering the grind is the key to unlocking growth. Whether building a robust network, honing communication, or leveraging technology, recruiters must navigate the ups and downs with resilience and determination.   Today's episode explores how recruiters can embrace the grind and build successful businesses with a special guest, Matt Ballema. Matt is the founder of Pioneer Search Group. With a track record of consistently surpassing the million-dollar revenue mark for the past three years, Matt brings over two decades of executive search experience. He specializes in material handling automation space and has placed professionals at all levels, from general manager, president, and COO to sales reps and engineers all over North America. Tune in to gain insights on elevating your firm to unprecedented success. Matt's insights will inspire and enlighten you whether you're a seasoned recruiter seeking to optimize your operations or an aspiring entrepreneur looking to carve a niche in the industry. Episode Outline And Highlights [02:19] How Matt got into the executive search business space  [04:13] When Matt started the Pioneer Search Group [10:40] The difference between burning out and embracing the grid  [18:34] What it means to work hard and be consistent as a recruiter  [20:03] Three important metrics to track in a recruitment business  [25:24] Key tools to adapt to stay with the times and leverage technology [35:07] How to stay relevant as an executive recruiter in the digital environment  [39:10] How to create an in-house team structure for building your database  [42:58] The rainmaker model and how it works in a recruitment firm  [48:23] Leveling up your team and scaling back direct workload Vs retiring  [50:58] How recruiters make people multimillionaires, changed lives and family trees  [54:47] How recruiters can harness fear as motivation rather than a detour [01:02:04] The mindset of successful recruiter and thinking of the long game    How Recruiters Can Navigate the Grind and Scale Their Recruitment Firm During our discussion, Matt and I discussed his recruitment strategies at Pioneer Search Group, which has been instrumental in building and scaling the firm. Pioneer Search Group specializes in executive search within material handling, power generation, and oil and gas industries across North America, placing top talent in various roles, from sales and sales management to director and VP/C positions.    Matt outlined six essential steps crucial for recruiters looking to establish or expand their executive search firm:   Entrepreneurship grind: Matt emphasizes the importance of embracing the search business grind mentality, regardless of the revenue goal. Whether it's a million dollars or $250,000,. It doesn't matter; you must be willing to grind and embrace the grind to achieve.   Alignment: Before embarking on becoming an executive recruiter or starting a search firm, Matt highlighted the necessity of ensuring alignment with one's partner, as the pursuit can be very demanding.   Hard work and consistency: Hard work and consistency are the hallmarks of a successful recruiter. Recruitment is an activity-based business, and Matt encourages recruiters to focus on data analytics, planning, and tracking metrics.   Build your database: According to Matt, as a recruiter, diligently working on and growing your database is the foundation for turning leads into lead generation, both on the candidate and client sides.   Stay relevant: From a marketing perspective, Matt advised recruiters to brand and package their services effectively, leverage team efforts, technology, and persistence to maximize engagement and seize opportunities.   Turn fear into motivation: In the placement world, there are many things that recruiters have no control over, but setting fear aside and going for it will keep you achieving your goals. As a recruiter, having the courage to chart your own course is essential for success in the industry.   Building and growing a recruitment firm requires persistence, hard work, and a grind mentality. With the right work ethic and mindset, achieving success in the field is feasible and inevitable. How To Stay with the Times and Leverage the Technology  Matt shares that mastering market efficiency is paramount for any search firm, describing it as thrilling and daunting. He reflects on his own journey, explaining that until 2016, he operated without a database, relying instead on a platform called Highrise, primarily effective for realtor and sales roles. Though functional, it proved inefficient and costly to maintain. Matt underscores the urgency for small search firms to streamline their operations, as larger ones have the money and resources to innovate in this area faster. He stresses the importance of market mastery, cautioning that failure to adapt risks will result in missing out on business opportunities.   In addition, Matt highlights the challenge of navigating through the overwhelming digital landscape, where everyone vies for attention on platforms like LinkedIn. He emphasizes the need for recruiters to remain relevant amidst the noise to stand out. According to Matt, the true differentiator in the recruitment industry is hard work—specifically, the relentless pursuit of connecting with candidates, persuading them, and ultimately closing deals.    Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training, enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Matt Ballema Bio and Contact Info   Matt is the founder of the Pioneer Search Group, an executive search firm specializing in sourcing top talent in the Material Handling, Power Generation/Oil and Gas Industries across North America.    For the last three years, Matt has built over a million dollars a year. Matt specializes in material handling automation space. His own background is in material handling equipment sales, an industry he knows and is passionate about. Matt has been in the executive search business for over 20 years. He has placed professionals at all levels, from general manager, president, COO, and VP to regional sales, manager, sales rep, and engineers all over North America.    Matt Ballema on LinkedIn Resources and People Mentioned ZoomInfo PC Recruiter  Outlook  Hinterview    Related Podcast You Might Enjoy   TRR #133 How this Top Producing Recruiter is Putting Health, Fitness, and Family First TRR #46 How to Run a Million-Dollar Recruiting Firm From Your RV Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter   If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  

In this episode Steve Roest speaks to Ian Coyne who has spearheaded a major piece of groundbreaking research that compares the personality make-up of HealthTech founders to the personalities of other CEOs and founders in other industries to determine what makes them different and why they've dedicated themselves to scaling innovation in a very hard sector. Full disclosure: Steve Roest our host also took part in this study with interesting results!Steve and Ian then go on to discuss the importance of getting the right blend of personalities together at the right time and the incredible impact that can have on company success - and the opposite, if you get the wrong mix!Ian is a Client Partner at Coulter Partners, the leading executive search firm focused on health, science and technology where he leads their digital health team. As a computer scientist by training, Ian has always worked at the forefront of technology transformation with a focus on talent and culture. Through his work, he is a published author on the topic of change management in business.

In this episode, we'll explore the evolving landscape of executive search with Jen Meyer, the senior VP and general manager of Govig and Associates, a firm renowned for not just their recruitment acumen but also their strategic partnerships and in-depth market insights. Alongside Jen, we have Lindsay Brightwell from Boaz Partners, who brings a wealth of knowledge from the specialty chemicals, animal health, and advanced materials sectors.Our guests will share how they've adapted to industry slowdowns and the increased integration of technology, like AI, in their processes, all while emphasizing the irreplaceable value of human connections. Jen and Lindsay will discuss the significance of maintaining candidate relationships through regular touchpoints and the critical need for keeping engagement human and personal.Expect to learn about their team-centric approach to recruitment, the consultative value they provide to clients regardless of economic conditions, and the industry-tested strategies they're employing to drive business in 2024. You'll hear how a tight focus on discipline, industry, and geography—DIG—helps narrow down market focus effectively, and why data management and clean databases are more crucial than ever.Join us as we touch on topics like the power of high call volumes, the use of technology in enhancing recruiter efficiency, and the strategic advantages of retained business. From the practicalities of running a successful executive search firm to unpacking the layers of the short game and long game in recruitment strategy, we're covering it all.Don't miss this deep dive into the intersection of technology, strategy, and the human touch in the modern world of executive hiring. It's all here on "The Full Desk Experience." Stay tuned!Featured Links:Jen Meyer:  https://www.linkedin.com/in/jmeyergovig/Lindsay Brightwell: https://www.linkedin.com/in/lschaaf/

n this episode, Amir Bormadn interviews Suzanne Crettol, Head of Talent Acquisition @ CommerceIQ, about streamlining processes. Suzanne shares her consultative approach to talent acquisition, emphasizing the importance of listening, assessing, and leading appropriately. She discusses her background in retail operations and sales and how it has shaped her perspective on building teams and processes. Tune in to learn more about streamlining processes and the underutilization of ATS. Highlights [00:01:27] Importance of listening in recruitment.  [00:06:40] Metrics in talent acquisition.  [00:08:10] Building a repeatable process.  [00:14:35] Underutilization of ATS.  [00:15:31] LinkedIn as a recruiting tool.  [00:19:11] Timing and reaching out to candidates.  [00:22:05] Always staying ahead in hiring.  [00:28:34] Using analytics for recruitment. Guest: Suzanne Crettol is a skilled eCommerce recruitment expert who specializes in connecting exceptional talent with the right career opportunities. She takes a consultative approach by evaluating the individuals' skills, values, interests, and the role and company's requirements to ensure alignment and retention. She currently leads a Global Talent Acquisition team for a high-growth eCommerce SaaS startup. Previously, she owned an Executive Search Firm, where she played a crucial role in recruiting top eCommerce talent across the Consumer Goods industry, including SaaS, manufacturers, agencies, and more. Her exceptional knowledge of Talent Acquisition Strategies and Consumer Goods has earned her a reputation as a go-to consultant for numerous organizations. https://www.linkedin.com/in/suzanne-c/ --- Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player. Want to learn more about us? Head over at https://www.elevano.com Have questions or want to cover specific topics with our future guests? Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

The 8th episode of our "Day-In-The-Life of a Supply Chain Professional" podcast series!In this episode, we interview Mike Newman.  Mike is the CEO of Brooklyn-based Returnity, which designs, manufactures, and implements reusable packaging and circular logistics systems for customers like Target, PayPal, Vuori, New Balance, Rent the Runway, and more.Hosted by Rodney Apple and Mike Ogle.Want to explore more supply chain career resources?Head over to SCM Talent Group.Want to apply for available Supply Chain Jobs?Head over to our Supply Chain Job Board.Are you an employer looking for assistance with hiring Executives such as CEOs?Head here to learn about our Executive Search Firm.

Is it possible to exit a small, boutique search practice where the owner is one of the primary billers? My special guest, Stephan Aschenbrenner, has found a way of making it possible.    Stephan is the CEO of EO Executives, a franchise network with offices throughout Europe. In 2011, he joined EO executives to build out their German territory. And after four years, they became one of Germany's top 50 executive search and selection firms. Stefan became the managing director of EO International Group in 2016 and became the owner in 2019.   Stephan's goal is to help executive search professionals to build and scale a partner-led executive search firm and achieve annual billings of 2-4 million. The idea is to build a sustainable business that could be sold to a successor with a significant equity value.   Episode Outline and Highlights   [03:52] Stephan discusses the challenges and solutions to sustainably scale small boutique executive search firms. [10:40] How Stephan's retail background relates to growing recruitment businesses through partnership and franchising. [14:05] Helping franchise partners to grow - Stephan shares the tools they provide. [18:50] Leverage Level - enabling partners to maximize their time and productivity by providing assistants. [21:45] Team Level - spreading business relationships within the partner's team. [26:30] Developing others - billing while building teams. [33:50] Fostering a culture of training and coaching. [43:33] Finding and retaining the right partners in a franchise setup. [49:50] Building the equity value of a search firm. [54:43] Why 12 is the magic number? [57:32] Leveraging technology platforms.   Enhancing Small Boutique Firms' Growth through the Power of Franchising   Scaling an executive search firm is very challenging. Stephan described from his own experience how it can be disappointing to invest time and an immense amount of funding to train and onboard new consultants who will end up leaving your business.   As Stephan shared, “You're always putting the money from the strong builders and investing in the newcomers. And then the other thing is that's what we learned in the UK especially…the better the people are, the sooner they just go for a higher paycheck. So it always was a kind of high turnover. We spent so much time training the people and the people said, ‘thank you for the training. This was probably the best training I ever got. But sorry, now I go to London, for a bigger paycheck.' So it was a constant turnover in the company.”   I think this is the experience for many owners who want to grow - the frustration and difficulty can cause many to give up pursuing their dreams of building their businesses. In our coaching program called Apex, we have dedicated business owners who are looking to scale their recruitment business between 5-25 people. We know the difficulty of achieving a strong successful company - but it is absolutely doable!   Stephan shared another solution - that is through a partner-led franchise business model. This business model is where they find committed recruitment entrepreneurs who are senior executives themselves, train them, and give them the processes to run a successful search firm.    The value they provide, as discussed by Stephan throughout this episode is helping recruitment-business owners to:   Grow their team without the risk of investing in expensive fee earners. Grow their team while remaining to be a strong fee earner at the same time. Help them attract high-fee earners who will stay with them for 5-10 years. Have additional revenue streams. Prepare the business for succession planning.   Why Business Leaders Should Embrace Coaching   Stephan and I discussed the value of business owners and leaders embracing coaching. That is, being coachable and becoming coaches themselves. Stephan says, “Coaching is one of our favorite themes in EO… I am a certified business coach now… We are now training all of our leaders in this coaching habit as well.”   If you are a recruitment business owner, I most certainly believe that coaching is a top priority. It is a skill that can be developed and improved, and can certainly be a game–changer for your business.   Leveraging Technology to Support Partners   On top of training, EO also provides technology platforms to its partners. Stephan shared about Executive Intro (their white label version of i-intro), a technology platform that allows their partners to differentiate their service and win retained searches. They also provide CRM and ATS platforms for all their partners, allowing them and all their partners to work on the same systems and leverage each other's networks to make more placements.   Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Recruitment Entrepreneur is the world's leading Private Equity firm specializing in the international recruitment industry. If you've dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://recruitmentcoach.com/vc   Stephan Aschenbrenner Bio and Contact Info Stephan used to work in large international companies as an employed executive. He loved all the benefits and the “security” such firms could provide him. Then the dot-com bubble burst, the world went into recession, and he and his wife found themselves unemployed at the same time.   This was the time he decided to change his career and Stephan started his first company. In the following 10 years, Stephan and his team helped more than 2.000 entrepreneurs to find their right business idea and actually get started. During the financial crisis of 2009 he started EO Executives in Germany and within 4 years had built it into one of the TOP 50 Executive Search Firms in Germany.   In 2016 he became CEO of EO International and in 2019 he became the owner of the EO Group. Stephan is a certified business coach and during the Covid Crisis, he became a partner in the biggest business coaching network worldwide. Stephan on LinkedIn EO Executive website link EO Executive on Facebook   People and Resources Mentioned   i-intro website link   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#91 How to Start, Scale, and Sell Your Recruitment Business in 7 Years, with Karla Reffold TRR#123 How a Recruitment Business Launched, Scaled, and Sold for $12,000,000 in 5 Years, with James Caan TRR#111 Enjoy Exponential Growth: How to Scale and Sell a Recruitment Firm for €32 million, with Tom Hopkinson Subscribe to The Resilient Recruiter  

EP 2641 If an Executive Search firm emails you requesting that you recommend someone for a position, does that mean they are interested in hiring you for the position? SUPPORTERS: ⁠Schedule a paid coaching session or Trusted Adviser session with me where I answer your questions at www.TheBigGameHunter.us ABOUT JEFF ALTMAN, THE BIG GAME HUNTER People hire Jeff Altman, The Big Game Hunter to provide No BS Career Advice globally because he makes many things in peoples' career easier. Those things can involve job search, hiring more effectively, managing and leading better, career transition, as well as advice about resolving workplace issues.  Schedule a discovery call at my website, www.TheBigGameHunter.us He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2600 episodes. Website: https://www.TheBigGameHunter.us (schedule a paid coaching session, a free discovery call or ask questions using my Trusted Adviser Services) LinkedIn: https://www.linkedin.com/in/TheBigGameHunter Courses: https://www.TheBigGameHunter.us/courses Books and Guides: https://www.TheBigGameHunter.us/books Resume & LinkedIn Profile critiques www.TheBigGameHunter.us/critiques   We grant permission for this post and others to be used on your website as long as a backlink is included to www.TheBigGameHunter.us and notice is provided that it is provided by Jeff Altman, The Big Game Hunter as an author or creator. --- Support this podcast: https://podcasters.spotify.com/pod/show/nobsjobsearchadviceradio/support

On this week's episode, Dualta Doherty interviews David Angel from Redgrave. With 30 years of experience in recruitment, David began his career at Robert Walters before spending 20 years at Michael Page, where he became part of the executive search team. With the extensive experience he gained over the years, he elevated his career by joining one of the top search firms in London: Redgrave. Very interesting chat as he delves into the differences between retained and contingent search, highlighting the importance of a well-defined process and a reputation built on trust to achieve successful outcomes for clients. This is a unique, fully transparent insight into the workings of one of London's top exec search companies. Don't miss it out and gain valuable insights into the world of executive search and get a sense of the dynamics, challenges and opportunities in the industry. Enjoy!

Join us to listen to Tom on an inspirational journey as he reveals his remarkable success story, starting from a humble startup and ultimately leading to the establishment of a renowned Executive Search Firm. Over the span of two decades, Tom's ambitions have soared, and he attributes his achievements to the meticulous implementation of processes and systems, one day at a time. Discover the power of self-education, the value of inquisitiveness, and the transformative effects of seeking assistance. Learn how to delegate effectively, enhancing performance and propelling your overall growth. Uncover the secrets to sustaining success by prioritizing daily consistency and mastering the fundamentals. Prepare to be enlightened, motivated, and equipped with the tools necessary to forge your own path to success. Tom Caravela is a career services expert and entrepreneur with over 30 years of professional experience. He is a business owner, certified speaker, trainer and coach as well as a podcaster. In 2002, Tom founded an industry leading Executive Search Firm called The Carolan Group which caters to the pharmaceutical and biotech industry. His firm has become known for their niche expertise for specializing in the recruitment and placement of highly scientific professionals called Medical Science Liaisons. Tom is also the host of the popular medical affairs podcast, MSL Talk, which now has over 250,000 listeners in over 85+ countries. Tom is on a mission to help others achieve their full potential in their professional life and careers as well as personal achievement of their goals and dreams. A show that you do not want to miss.You can find Tom here: https://www.linkedin.com/in/tomcaravelamslrecruiter/ https://podcasts.apple.com/us/podcast/msl-talk/id1504795544 Get your Dominate Your Day Book https://chriswarnes.com/book/

Do you find yourself intrigued by the seemingly elusive mechanics of identifying and securing top-tier executive talent? In this insightful episode, host Denise Cooper interviews Deborah Snow Walsh, an experienced executive search professional. Snow Walsh offers a profound exploration of the executive search industry, providing guidance for both search firms and businesses in search of talent. Deborah emphasizes the significance of a 'white page mentality' for search firms, suggesting a receptive approach that prioritizes understanding the client's needs. Her experiences illuminate the value of identifying and advocating for talented individuals who may have been overlooked in traditional recruitment processes.For businesses seeking talent, she recommends a thoughtful approach to choosing a search firm, much like interviewing potential employees. Our guest highlights the importance of finding a firm that listens more than it talks, one that provides insightful feedback, and can identify candidates who will suit not just the current state of the company, but its future direction.Denise Cooper's conversation with Snow Walsh is a masterclass on talent acquisition and the intricacies of the executive search process, providing both search firms and companies with valuable insights into finding and placing the right talent. If you've been looking to better understand the subtleties of hiring for executive positions, this is the episode for you.THE FINER DETAILS OF THIS SHOWWhat questions should you ask yourself when determining is this the right search firm for me? [08:42]How do search quality consultants help you determine which candidate to hire when you're presented with multiple qualified applicants? [13:16]How do you verify that the search consultant is a reputable extension of your company's brand and culture? [23:13]KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-snow-a0823b37EPISODE RESOURCESRSVP for our monthly Remarkable Leaders Network CallVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST DEBORAH SNOW WALSHDebbie is a builder of organizations and a talent executive, focused on DEI in thought and view. Those are her passions. She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable. She knew nothing about benefits, or the Fortune 200. She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations. When she was recruited again into the search business, she was already focused on female and minority talent and made the decision to become an entrepreneur and open her own...

In this episode, we uncover the keys to G&E Partners' rapid growth from $1 million to $6 million in just 2.5 years. Discover the business development strategies, hiring processes, tools, and technology that fueled this spectacular success.   My guest, Callum Collins, joined G&E Partners straight after university as a graduate trainee and within 3 years he had progressed to Managing Director. During the following 2.5 years,  G&E Partners grew from 8 people to a team of 30 and increased billings by 600%.   G&E Partners is a boutique organization with a number of specialist practices including Pharmaceuticals/Biotech, Medical Devices, Logistics & Supply Chain, Commercial Construction, Civil Engineering, and Energy & Renewables.    Episode Outline and Highlights   [02:09] Callum's journey from graduate trainee to Managing Director and then Partner in less than 7 years. [06:29] The leap from an average recruiter to a great recruiter.  [11:12] Transitioning from a biller to a billing manager. [14:19] G&E team structure and turning trainees into 360 degree recruiters.  [17:20] How do you identify high-potential performers when hiring fresh grads? [28:13] Career progression within recruitment. [33:13] How the next generation of recruiters can thrive in the recruitment industry. [39:14] Discussion of business development strategy. [49:17] Turning candidates into clients. [59:40] Callum's thoughts on how to thrive in the current market. [01:02:49] How recruiting has positively impacted Callum's life massively.   How to Hire Fresh Grads and Make Them Successful 360 Billers   When scaling your recruitment business, it can be challenging to find good people for your own team. Most owners assume that the easiest way to grow is by hiring experienced recruiters from your competitors. G&E prefers to hire Graduates with no prior recruitment experience. They are then trained up to G&E's way of working.    How do they assess candidates to find the high-performers? Callum talked about their hiring process which includes asking the applicants to prepare and deliver a presentation, plus psychometric testing.   Callum also explained that although they have a 360-degree model, they train new hires on the candidate side first. They want new joiners get a taste of success quickly.    How to Win Key Accounts with Continuous Hiring Needs   One of the reasons G&E has scaled so quickly is that they're successful at winning key accounts – companies who are continuously hiring. Having an abundance of roles is the perfect opportunity to grow your team. It means you'll have plenty of orders for them to fulfill and they'll start contributing from day one.   I asked Callum about his approach to business development. He explained that they focus on identifying the top 1% of executive talent in their niche, connecting with those individuals and nurturing them by keeping in touch with them consistently - even if they don't have an job opportunity for them immediately. Because of the trust and credibility they establish, some of those candidate contacts turn into clients. This has been Callum's most effective business development strategy.   How an Automated Reminder System Prompts You to Follow Up Consistently   As stated above, a critical factor of G&E's success is how they nurture candidate relationships.  It's a deceptively simple idea. Yet the reality is that while all recruiters understand the importance of building relationships, very few have a system for following up consistently.     Callum reveals how he and his team organize themselves to continuously touch base, building trust and build credibility with top candidates. You'll hear about the specific tools they use that automatically prompt them to follow up at the right time so nobody slips through the cracks.    Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world's leading Private Equity firm specializing in the international recruitment industry. If you've dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   Callum Collins Bio and Contact Info   Callum is the Managing Director of G&E Partners and is personally responsible for the growth and performance of the business. He was promoted to Managing Director in 2019 and this time has seen significant growth across all areas of business. He currently leads the day-to-day operations and activity of the business and in addition to his management responsibilities, Callum also leads retained search and selection projects in the Pharmaceutical and Biotech markets, specializing in C Suite, VP/SVP, and Board level assignments.   Callum has been with the business since joining as a Trainee Consultant and progressed to Managing Director & Partner in under 7 years.   Callum on LinkedIn G&E Parters website link   People and Resources Mentioned   Bullhorn SourceWhale   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter  

As a CEO, Steve Urban has learned that selecting the right executive search firm is critical to the success of your organization. There are four key factors to consider when choosing a firm. First, look for a firm with a strong reputation, positive reviews, and references from satisfied clients. Second, it's important to ensure that you like the firm and that you interview them to get a feel for their approach and values. Third, make sure the firm matches your budget and offers a fair price for its services. And fourth, don't get caught up in specialty firms - remember that generalist firms can handle all positions. These days, we all have access to the same talent pool thanks to job platforms, and a generalist firm can help you fill positions across a range of industries and skill sets. By considering these four factors, you'll be able to select an executive search firm that meets your needs and helps your organization thrive. Riderflex is a US-based executive recruiting firm that specializes in placing top-level professionals across various industries. We work with companies of all sizes, from startups to Fortune 500 companies, to find and place top talent. In today's competitive job market, finding and retaining top talent can be a challenge. That's where Riderflex comes in. With their personalized approach to executive recruiting and commitment to providing exceptional service, they are a trusted partner for both clients and candidates. Riderflex is a national, Colorado-based, premier headhunter, RPO, and employment agency; recruiting and searching the top talent for staffing your teams. Top Executive Recruiting Firm - https://riderflex.com/  Get your copy of "The Riderflex Guide: Inspiring & Hiring". It contains 30+ years of experience in entrepreneurship and executive leadership. Managers don't always have all the answers. This guide can help with some of the most basic but sought-after answers. Get The Book: https://amzn.to/3TtfnQH #executivesearch #taltentacquisition #hiring #recruitment #humanresources #theriderflexguide #theriderflexpodcast #careeradvice #TopColoradoRecruitingFirm #TopExecutiveRecruitingFirm#staffingagency #employmentagency #headhunter #Denver #Colorado #National --- Support this podcast: https://podcasters.spotify.com/pod/show/riderflex/support

Hung Lee is the  editor of the leading industry newsletter Recruiting Brainfood and with over 20 years in the business of hiring people he has worked with and acts as the confidant of the best in the industry. In his role, Hung has a unique helicopter view of the recruitment space across industries, markets and niches.It is thus no surprise that when he speaks people take note.In this episode we discuss:1. How has recruitment changed over the last 10 years2. What changes have have there been in the leadership and executive search segment3. How has the importance of nurturing relationships with candidates changed and how can companies get better at this.4. What is the difference between recruitment, talent acquisition, headhunting and executive search and when is one better than the other.5. At what point do you decide to use an external agency vs your inhouse talent team.6. How has the introduction of technology/AI into recruitment & executive search changed things.And much much more!Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog

Ed Rossiter from Phoenix joins Karl Fitzpatrick to discuss the company's approach to executive recruitment, the company's expansion into the UK and US, his assessment of current recruitment trends and future growth plans for the business. Hosted on Acast. See acast.com/privacy for more information.

No matter how talented a leader is, they aren't going to go far if they don't have a good team. This is the wisdom that Marian Temelkov, founder of Executive search firm Dynamis, shares with us in this conversation about the most powerful strengths a leader can have, and how to assess it. We discuss how he assesses a potential leader and what are the most important values a leader can have. Do you wish to connect with our special guest?Visit Marian's website: https://www.linkedin.com/company/dynamis-consultancy/Tune in to every conversation about exciting European Startups and Innovators on Apple Podcasts, Spotify, and Amazon! Leave a rating and review so we can keep making amazing interviews!Listening on a desktop & can't see the links? Just search for Innovators Can Laugh in your favorite podcast player.Connect with Eric:Visit his website: https://innovatorscanlaugh.comFor the Innovators Can Laugh newsletter in your inbox every week, subscribe at https://innovatorscanlaugh.substack.comPast Guests:----Past guests on Innovators Can Laugh include Yannik Veys, Ovi Negrean, Arnaud Belinga, Csaba Zajdó, Dagobert Renouf, Andrei Zinkevich, Viktorija Cijunskyte, Lukas Kaminskis, Pija Indriunaite, Monika Paule, PhD, Vytautas Zabulis, Leon van der Laan, Ieva Vaitkevičiūtė.-----Additional episodes you might enjoy:#55 Yannik Veys - From creating the Uber for service professionals to growing Hypefury#53 Tzvete Doncheva - Overcoming barriers to get into a VC with Tzvete Doncheva#50 Vidmantas Šiugždinis - Personalized Approach to Employee Benefits with MELPFor the Innovators Can Laugh newsletter in your inbox every week, subscribe at https://innovatorscanlaugh.substack.comPrevious guests include: Arvid Kahl of FeedbackPanda, Andrei Zinkevich of FullFunnel, Scott Van den Berg of Influencer Capital, Buster Franken of Fruitpunch AI, Valentin Radu of Omniconvert, Evelina Necula of Kinderpedia, Ionut Vlad of Tokinomo, Diana Florescu of MediaforGrowth, Irina Obushtarova of Recursive, Monika Paule of Caszyme, Yannick Veys of Hypefury, Laura Erdem of Dreamdata, and Pija Indriunaite of CityBee. Check out our five most downloaded episodes: From Uber and BCG to building a telehealth for pets startup with Michael Fisher From Starcraft Player to Maximizing Customer Lifetime Value with Valentin Radu Revolutionizing Parent-Teacher Communication with Kinderpedia ...

So many don't even know search firms exist, but they play such an integral part of college athletics and career development in general. In this episode we sit down with one of the brightest  professionals in the executive search industry to talk about the keys to success and constant elevation throughout your career. We also dive into her background and find out where her passion for pushing the needle forward for herself and others stems from. As a decorated volleyball player at the collegiate level, while also working on the student athlete development side we can hear about the unique path as a dynamic professional  that led to her keen ability to helping build relationships and direct some of he most powerful executives in higher education and collegiate sports industry.  Does your son dream of playing college football at the highest level?www.ligbluechip.comConnect with Justin and the Blue Chip Academy on Social Media:https://linktr.ee/JKingLIG

Matt Hill is the Managing Director of a growing Executive Search Firm. Matt assists companies in finding great talent and developing talent strategies that increase both attraction and retention. Matt has a genuine love and appreciation for people and this life we've been given. The excitement and encouragement he shares with others to live out their greatest potential is transforming companies across the nation!Dive into this episode with Matt and I as he shares how over the last two years, he's begun to witness professionals unplugging from the matrix and repurposing their energy with the intention to live, work and thrive in alignment with their greatest desires.In this episode we discuss:The innate human desire to live a life of meaning and purpose Depth vs superficiality How companies are attracting and retaining top talentUnlocking the potential of young leaders Resources:LinkedIn: Matt HillWebsite: https://www.pursuit.group/Email: mhill@pursuit.groupCell phone: 704.877.6136“The objective of the mind is to carry out the desires of the heart.” - Unknown Feel free to contact me at any time! xo610.301.9706jhelwig@annie-mac.com

Caitlin McGaw answered an ad in the newspaper in 1997 for a position with an Executive Search Firm and she was instantly hooked. She tells ISACA's Hollee Mangrum-Willis that for the past 25 years, she has been passionate about the idea of corporate match-making in the IT Audit space. Hollee asks Caitlin about process improvement within the ISACA community and the examples of candidates using transferable skills to pivot to different positions within the industry. Caitlin discusses the growth mindset and coachability of a candidate during the hiring process and how that translates to performance on the job. Caitlin also explains why she thinks more candidates should pursue careers in IT Audit. To learn more about Caitlin, visit: www.linkedin.com/in/caitlinmcgaw and www.caitlinmcgaw.com To listen to more ISACA podcasts, visit: isaca.org/podcasts

Let's talk about talent acquisition! On this episode, John Bernatovicz interviews Nicki Perchik, founder and CEO of her own Executive Search Firm. She shares the best ways to acquire top talent and explains how HR can effectively work with recruiting and executive search firms, and more! About Nicki Nicki is the founder/CEO of The NLP Group, a boutique Executive Search Firm based in Chicago. NLP works with high level, senior and Executive level professionals and opportunities covering a broad spectrum of industries and functional areas. NLP's clients span the entire United States and globe; ranging in size from early stage start-ups to Fortune 50 companies. NLP has consistently been recognized for outstanding performance, exceptional results and unmatched levels of service and support. Nicki spent the first 10 years of her career in sales with ADP selling customized software solutions as well as outsourced services and solutions in HR, Payroll and Benefits Administration to Fortune 1000 companies. Additionally, Nicki sold a host of ancillary services and solutions that wrapped around those 3 core functions. In the 10 years Nicki spent at ADP, she achieved 8 President's Clubs, 2 Board of Directors as well as other sales awards. She was consistently recognized for outstanding sales results as well as her dedication to providing world class customer service to clients. In 2003, Nicki left ADP to pursue real estate development opportunities (back when the market was good). Nicki worked with one of Chicago's top developers. They built a number of spec homes and renovated numerous condos in one of real estate's most coveted markets. Upon completion, Nicki re-entered corporate America and built The NLP Group into the premier Executive Search Firm it is today. About HR Like a Boss HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's upcoming book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://anchor.fm/willory/message

Check out the rest of our Episodes and sign up to watch them live here - https://www.firefishsoftware.com/resources/live This week on the Firefish Crowdcast we are joined by James Nathan , tune in to hear discussion on the following topics and more! How to build personalised career journeys for recruiters. How to continue to develop experienced recruiters. What is the best way to mentor a top biller? How to incentivise your recruiters with tailored reward schemes. James Nathan is a Director, Speaker and Recruitment mentor with a wealth of experience working in the recruitment industry. He runs one of the UK's premier recruitment training businesses - Recruiting to Win® - training and mentoring consultants and business leaders to reach their highest potential. Alongside, James is also the Principle Consultant of Executive Search Firm, West Search, as well as hosting ‘The Only One Business Show' podcast.

Marshall Neill has almost 30 years of experience in healthcare search and has been involved in over 600 hundred senior-level […]

Are you allocating enough time and money to marketing?  Recruitment is traditionally a sales-led business.  However, the companies who recognize the power of recruitment marketing to amplify their sales enjoy a massive advantage in the marketplace. In this interview, Matt Walsh reveals why some of the early hires he made in his recruiting business were marketing people. He also shares the specific marketing strategies they implement to attract placeable candidates as well as great clients.  Matt is the CEO, and Founder of Blue Signal, a multi-million dollar, award-winning, Phoenix-based recruitment agency specializing in IT. Some of his agency's accolades include: Forbes 5-star staffing firm #2 Best places to work in Phoenix (Phoenix Business Journal) Ranked #2 Executive Search Firm 3 years in a row (Ranking AZ) Ranked #4 Technical Placement (Ranking AZ) In this fun and fascinating conversation, Matt also delivers tons of insight on how he scaled his recruitment business to 45 people, including best practices for hiring and retaining great people. Episode Outline and Highlights [2:05] Scaling from a one-man band to a team of 45 staff - Matt reveals his story. [7:51] Hear a game-changing concept that Matt learned from Monte Merz and how it scaled his business drastically. [11:25] Matt shares the hiring decisions that helped him scale the business. [12:48] Brilliant marketing strategy: how Blue Signal uses targeted ads for candidates. [25:33] How Matt's marketing team supports new client acquisition. [28:33] Retention strategy: Blue Signal's strategy for retaining awesome recruiters. [30:40] Blue Signal's internal hiring process - from onboarding, behavioural assessments, to career progression. [45:01] Resilience when scaling - hear Matt's extraordinary challenge and how it led to trusting and empowering his team. [49:52] Learning from mistakes: Matt shares his key learnings. Using Marketing to Find the Best Candidates and Fill More Jobs While talking about how Matt scaled his business, he mentioned that he invested in hiring two marketing people. You will hear in our conversation why this proved to be really valuable to successfully scale his business. He then shared his strategy on how he uses SEO and targeted marketing to get placeable candidates and great clients. This is how Matt described the impact, “I'm this tiny company that nobody ever heard of. Nobody's gonna go ‘Oh Blue Signal this, Blue Signal that', but if I go to CareerBuilder, or Monster, or LinkedIn and some of the others, boom! I'm at the top now. If I post it there everybody sees me. That's not only candidates but also hiring managers.” Matt also gave details on how they would target candidates for very specific roles using technology. Whenever a new search comes in, the marketing team works hand in hand with the recruiters to fill the job.  Listen as Matt describes the whole process and consider how these strategies can be applied to your recruitment business. Motivation to Becoming a Recruiter and Eventually Scaling His Business Back in 2016, Matt had a successful lifestyle business which meant he did not work too hard to make a living. So I had to ask, why complicate his life by taking on the massive challenge of hiring, managing, leading and training people? Matt shared motivations that really resonated with me.  He believes that there is a big void in recruitment and he is passionate about changing the reputation of recruiting. He also shared an analogy about planting a tree - when is the right time to start hiring and scaling his business? The best time to plant a tree is 20 years ago, the second-best time is now. Matt also imparted a game-changing lesson that he learned from another guest we interviewed, Monte Merz. Hear this lesson that actually led to Matt successfully scaling his business and making his business life less stressful. Creating Awareness About Smith-Kingsmore Syndrome Right after Matt started hiring and growing, his youngest son was diagnosed with the Smith-Kingsmore Syndrome (SKS). This was an extremely difficult and challenging time for Matt but also led him to empower and trust his team more than ever, so he could focus on his family.  This leadership philosophy turned out to be one of the success factors that's had a positive impact on the growth of Blue Signal. If you wish to learn more about SKS and would like to help, visit the Smith-Kingsmore Syndrome Foundation website link below. Matt Walsh Bio and Contact Info Matt Walsh is the CEO, and Founder of Blue Signal, a multimillion-dollar, award-winning, Phoenix-based Recruitment Agency specializing in IT, IoT, Telecom, Wireless, Supply Chain, Food Production, Manufacturing, Healthcare, Accounting & Finance, HR, and Emerging Tech. Matt has over 15 years of experience in recruitment. Matt was born and raised in a small farm community in Illinois. He received his bachelor's degree from Illinois State University and landed a job at Management Recruiters International in Chicago. At MRI, he won several awards. Matt left MRI in 2010 to consult and started Blue Signal in 2012. Matt relocated to Phoenix and started Blue Signal. Early on as an entrepreneur, he was a one-man shop. Since 2016, he has taken the company from one person to over 40 and the company has made almost 1300 placements with over 100,000 LinkedIn followers. Matt still runs a full desk continuing to be a top biller while also being the CEO.  He thrives on working in the trenches, closing deals, and leading by example. Matt on LinkedIn SKS Foundation website link Blue Signal website link Blue Signal on LinkedIn Blue Signal on Twitter @BlueSignal_ Blue Signal on Facebook Blue Signal on Instagram Blue Signal on YouTube People and Resources mentioned Joe Rice on LinkedIn Jordan Rayboy on LinkedIn Jeremy Sisemore on LinkedIn Monte Merz on LinkedIn John Schlegel on LinkedIn Predictive Index website link The Bomber Mafia by Malcolm Gladwell Clockwork: Design Your Business to Run Itself by Mike Michalowicz The E-Myth Revisited by Michael Gerber Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR #65 Recruiting Success: How to Bill $700k+ While Achieving Work-Life Balance, With John Schlegel TRR #59 How to Build a Multi-Million Dollar Team of Recruitment Rockstars, with Monte Merz TRR#55 How to Build (or Rebuild) Your Recruitment Firm to 7-Figures From Scratch, with Joe Rice TRR#46 How to Run a Million Dollar Recruiting Firm From Your RV, with Jordan Rayboy TRR#35 Inner Grit: The Traits of a Big Biller, with Jeremy Sisemore  Subscribe to The Resilient Recruiter

This week on The Resilient Recruiter our most popular guest of all time, Rich Rosen, returns for his second interview.  Previously, Rich shared the mindset and habits that made him a consistent top biller in the industry. This time, you will hear Rich's unorthodox yet effective approach to client and candidate engagement, leading to high levels of repeat businesses and referrals. These are key factors for anyone who wants to achieve consistent billings and sustainable success in recruiting. What is cool about Rich is that he is a ‘regular guy' who achieves exceptional results. Most years, Rich bills around a million dollars from his home office just outside of Boston, yet he is very modest and is willing to share his knowledge and experience to benefit others.  You are going to hear about Rich's recent shift from contingency to engaged search, including the exact pitch he uses to close 4 out of 5 recent assignments. Rich also talks about the recent increase in candidate dropout rates and shares a real anecdote about a candidate ghosting him at the offer stage, and the hilarious tactic Rich used to finally get the candidate to respond, plus much more! Episode Outline and Highlights [4:55] Transitioning from pure contingency to retained or engaged search [10:07] Rich's key to getting the majority of his business from repeat clients and referrals. [15:36] Why did Rich fire a client at the beginning of this year? [18:30] Hear the different criteria that make a good client. [22:52] Revelation of Rich's “zoo”-like experience during the pandemic. [29:35] How to deal with ghosting from clients or candidates. [33:00] Key pointers in rapport building. [42:35] Sending a ‘breakup' note to a candidate. [47:54] Rich's favourite tools and tech for recruiters. Consistent Repeat Clients and Referrals Part of Rich's success is getting most of his business from repeat clients and referrals. The partnership-focused spirit that he exudes as well as his approachable personality makes it easy for him to get repeat businesses. When I asked him about this, he shared a couple of key pointers. Doing the right business with the right people. Rich said, “For me, it's all about working with good people. I have zero tolerance towards working with jerks and people that treat you like garbage.” He shared actual experiences on what types of clients he avoids.   Being real with anyone. “I think I'm extremely real with everyone. I talk to everyone the same way whether you're the secretary or you're the CEO.” Hear how Rich relates this to having future referrals and how it can lead you to a ‘win in the end'. Have You Been Ghosted? Here is How to Deal with It Being ghosted by a client or a candidate can be frustrating, but this is something that a recruiter should expect to happen. Nowadays, it seems acceptable for some to just stop communicating without returning a call or providing honest feedback. Rich shared a very interesting experience during my interview and how he used a very unconventional way of addressing it.  I also asked Rich what we can do to minimize or deal with ghosting from clients or candidates. For Rich, it boils down to building trust and relationships. “I think all that you can do is to build that trust with your candidate, build the relationship up and you got to be more than just a recruiter.”  Listen to Rich's viewpoint and how he further shared, from experience, ways in which he is able to build that trust and relationship with his candidates and clients. Sending a Break-Up Email to a Candidate How do you deal with a candidate who suddenly disappears and has lost interest? Hear best practices on communicating with such cases. Rich and I shared our approach and how you can keep future options open. Also, hear a piece of really insightful advice that was shared to Rich by an industry veteran with regard to “chasing” candidates. Keeping Up with Technology A big bonus in this episode is that Rich shared the tools he is using for CRM, campaign management, and all recruitment related tech tools you might have not heard before! Links are below, but hear how these tools can be effectively used. Rich Rosen Bio and Contact Info  Rich is the president of Cornerstone Search, named by Forbes Magazine in the Top 20 Executive Search Firm in America for two years in a row. Rich has run his own recruiting firm for 25 years and is one of the top billers in the industry. Quietly billing $850k to a million dollars year after year from his home office in Boston. Rich has been a leading member of The Pinnacle Society, a consortium of the top 80 headhunters in the world, since 2016. Rich on LinkedIn Cornerstone Search website link Cornerstone on Facebook Cornerstone on Twitter @RichRoRecruiter People and Resources Mentioned Chris Schoettelkotte on LinkedIn Outplay Email Campaign Manager website link Interseller website link Appsumo website link Clearout email validation website link WhoKnows website link Chatterworks website link Crystal Knows website link Traq365 website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#6 Habits of a Million-Dollar Biller, with Rich Rosen Subscribe to The Resilient Recruiter    

Tom is the President of an Executive Search Firm and is an expert of what it takes to get in and get hired. He was the black sheep in a family of lions. His father was one of the founders of cable television, and his great grandfather, a prominent philanthropist, was the CEO and chairman of Sears, Roebuck and Co. at the turn of the twentieth century. As an ADHD child with dyslexia, Tom was unable to live up to those lofty expectations, and as a result, suffered from extreme anxiety. Over time, by developing his creativity, as a jazz musician, stand-up comedian, writer/producer for HBO, and comic strip creator, he found his greatest success in sales and of course recruiting. www.tomsterncentral.com  

In this episode, Marcus Edwardes speaks with Alex Margarite, a leadership recruiter who began his career in research for the executive research firm Isaacson, Miller and went on to become Head of Talent Research and Engagement at Asana before ultimately becoming the TA Lead for leadership roles there.Alex is a lifelong singer and a musician trained on multiple instruments in jazz and classical. And he’s a fellow spinning instructor.Listen in as Alex shares the most refreshing part about moving from being an external to an internal recruiter and the differences he has observed between the two.He also gives his thoughts on behavioral interviewing and its advantages over situational interviewing.Finally, Alex explains why rejecting a candidate on the basis of “culture fit” is almost always a smokescreen, and why his goal at every interview is to elicit “explicit and radical honesty” from his interviewees.What You’ll Learn in This Episode:●      [04:12] Moving from being an external to an internal recruiter●      [06:18] Why it was a relief to now be responsible for only one client●      [10:06] Frustrations that Alex experienced in internal recruitment●      [13:24] Addressing the claim that internal recruiters don’t headhunt●      [15:18] Differences in approaches between external and internal recruiters●      [20:09] How the stakes differ for internal recruiters●      [26:24] Is it any harder to reject a candidate when you’re internal?●      [29:00] Are active candidates treated differently from passive candidates?●      [30:00] How status updates differ in importance for internal recruiters●      [32:39] Alex’s thoughts on behavioral interviewing●      [39:18] Does behavioral interviewing accommodate different personalities?●      [40:50] Does behavioral interviewing reduce the need for subjective evaluation by the recruiter?●      [42:52] Alex’s thoughts on culture fit in a society that aims to have more inclusive and diverse workplaces●      [46:07] Why Alex sets up his interviewees for “explicit and radical honesty”Key quotes:●      “Executive search consultants have such commitments to process—a clean, repeatable process that has some sort of real legacy behind it.”●      “If you are someone working with a recruiter, whether internal or external, the quality of the relationship (like any relationship) is exclusively based on how much you put into it.”●      “I think, as an internal recruiter, you have a little bit less in common with a consultant and more in common with a salesperson.”●      “Behavioral interviewing is more accommodating than situational interviewing to a broader set of personality, communication, and even cognition types (or folks that approach problem-solving differently) because it gives them the chance to describe the way that something happened through their own words.”●      Values are not necessarily the same thing as culture. Culture is the thing that forms around values.Resources Mentioned:●      Asana

In this episode, Brian Fink and Ryan Leary lighten the mood with industry slayer Rich Rosen.Rich is a documented and proven big biller featured as a Forbes Top 50 Executive Search Firm in America. We get into the weeds on what Rich believes every Recruiter needs to do in order to bill $1,000,000 every year.We talk about:Executive Search, how and why he does itHiring ManagersPassive/Active CandidatesThe steps he takesPeleton, cycling, and getting healthyCodeSignal Tech Screen: A better way to evaluate your candidate skills fairly and consistently.

Experience the journey from Fired to President/CEO of his Executive Search Firm. J. Anderson & Associates does business with Fortune 500 Companies.

In today conversation related to career with the amazing speaker Seral Sofi Managing Partner at Ideas Bureau executive search firm. Seral will talk about her expertize and wisdom that she shared with all of the prospective candidates who are looking for possible job opportunity. We will learn a couple of tips on the Saudi Arabia recruitment ecosystem, what recruiter are looking for in candidates, how to prepare for an interview for both the candidate and the interviewer, the skills set and competence required to land a job, and among other things so that we can get possible job opportunities and be more visible. Our season 1 journey is about Career-related talks. We will have experts such as recruiters, HR specialists and headhunters, from different backgrounds to give us their insights on how to become visible and lock a possible job opportunity.

In today conversation related to career with the amazing speaker Marc Mulder Founder & Managing Partner at Wise & Miller executive search firm, Marc will talk about his expertize and wisdom that he shared with all of the prospective candidates who are looking for possible job opportunity. We will learn a couple of tips on what recruiter are looking for in candidates, how to prepare for an interview, the skills set and competence required to land a job, and among other things so that we can get possible job opportunities and be more visible. Please visit www.wiseandmiller.com for more information Our season 1 journey is about Career-related talks. We will have experts such as recruiters, HR specialists and headhunters, from different backgrounds to give us their insights on how to become visible and lock a possible job opportunity

Show notes: [2:35] - How has tech hiring been affected by covid and where are you seeing hiring picking up again? [5:50] - What is a typical hiring process like? How do you find the right hire for a role? [9:28] - When should founders be thinking of making the key commercial team hires? [11:12] - What is the toughest role to fill today? [13:23] - How do founders/CEO think of candidates with unconventional backgrounds and what is your view on it? [15:09] - How do you motivate a candidate to join a startup? [17:32] - How important is diversity and inclusion for startups?  What are you hearing differently today? [20:04] - What are the differences in the hiring traits between the companies that are most successful and those that are less successful? [25:46] - Why do I need a recruiting agency? Why can't I just use Linkedin?  When do I need a recruiting agency? [29:38] - What should founders and CEOs know about finding the right recruiting firm? [31:57] - How are recruiting agencies compensated?

DARREN MOYERDarren, a California native, has been in Colorado for over a decade and though he didn't receive a formal education, he has vast experience in human capital. Out of High School Darren started what became a 15 year career in Recruiting & Staffing which began by cold calling through the phone book, A to Z, asking companies if they were looking to add staff and then cold calling people to ask if they were looking for a job. What a way to learn! Darren believes just taking action is a big part of finding success. Darren became a master at seeing the needs of people and connecting them with others who can help/support them during his time as a recruiter. He realized the power of connecting people and the benefits for others and himself. After 15 years in recruiting, the last 5 of which he owned his own Executive Search Firm, Darren found himself asking, “Is this it?... - There must be something more to life than this” so he closed his company and began an adventure of self-exploration to discover what really matters to him in life. In this time, he realized that instead of pursuing success that significance was far more important. He believes authenticity, vulnerability, and trust are keys to developing social capital. Trust is the foundation of social capital and from trust, success is inevitable. When there is no trust or trust is lost, we become fragmented and isolated from those around us. Darren promotes effective communication and reminds us that much of what we say is nonverbal and is said by our body language and our willingness to listen. He encourages us to ask better questions, go deeper and get beyond the surface in our relationships. He sees every situation as an opportunity to serve and add value to those we encounter. Darren’s passion comes from his faith and his spirituality - he often asks “What is your Truth?” and encourages us to dive deep into that question for ourselves. Darren is currently involved in “a whole lot of giving” and emphasizes the importance of giving more than we take in life. Darren is involved in a number of companies including Apeiron, a Social Capital Firm, Core Ventures, a business consulting firm focused on leadership/strategy/culture consulting and recruiting/staffing solutions, and is a Spiritual Director for the Way, a community of men that desire spiritual development and to find clarity and purpose in all areas of life. Name: Darren MoyerCompany: Core VenturesEmail: darren@coreventures.coFacebook: https://www.facebook.com/darrenraymoyerLinkedIn: https://www.linkedin.com/in/darrenmoyer/Company Website: www.coreventures.coNonprofit Website: www.theway2life.org  Email Sarah at sarah@sarahfrancesmcdaniel.comLearn more at www.socialcapitalexpert.com and www.sarahfrancesmcdaniel.com

Welcome back to the Corporate Homie Podcast! In this episode, the Twins welcome special guest Principal & Sr. Vice President at Newhouse & Noblin Legal & Executive Search Firm, Beth Walker. Beth provides the homies with insider tips on how corporate job recruiters select & place their candidates. Beth Walker Bio Info: Beth graduated from Texas Tech School of law, summa cum laude, in 2004. She was a member of Order of the Coif and the Executive Board for the Texas Tech Law Review. Beth received her B. A. in Political Science, magna cum laude, from Saint Cloud State University. Following graduation from law school, Beth joined Winstead where she focused on general commercial litigation and served on the firm’s recruiting committee. Beth’s love for recruiting at Winstead led to her joining Prescott Legal Search in 2006. She later joined the team at Newhouse + Noblin as Vice President of Business Development. Beth handles searches for corporate and law firm clients and advises many corporations on hiring data and structuring their legal departments. Beth is an active member of the Houston legal and business communities and has co-chaired the Houston Young Lawyers Associate Leadership Academy. She is on the Board of Advisors for Medina Children’s Home, a non-profit Christian organization that supports single mothers and children in need. Beth is a member of the Women’s Energy Network and has served on the membership committee for the Houston Chapter. Email: questions@corporatehomie.com to submit topics or questions. Social Media: Instagram.com/CorporateHomie Instagram.com/DemetraLiggins Instagram.com/BKLiggins Twitter.com/CorporateHomie Twitter.com/DemetraLiggins Twitter.com/BKLiggins Hashtag: #CorporateHomie Website: www.CorporateHomie.com

UBER|HIATT Search Partners is an executive search firm headquartered in Los Angeles, California. They are highly regarded by their clients, many of which are the most prominent firms in their respective industries. While their primary focus is in asset management/alternative investments and financial services, they also partner with companies across a wide array of industries on functional roles in a variety of areas such as finance, operations, business development and corporate strategy.

For a firm looking to use an executive search firm to build a digital organization, there are a couple of things that need to be considered. There will be a lot of firms out there that will say that they've done it before and claim to be the best firm to do the work.  According to Bob, the first thing to do would be to consider the person that's going to be working with you, and not necessarily the reputation of the firm.  Bob Damon is a Partner at Ventura Partners, an executive search firm specializing in the placement of very senior executives and board members. He has over 30 years of experience working with boards and C-suite level executives on critical organizational and talent management issues. Bob has helped to place dozens of CEOs and senior e-commerce executives in major brands that are well known to consumers.  In this episode, host James Thomson is joined by Bob Damon to talk about finding the right executive talent for e-commerce brands, changes in his executive search firm over the years, and his biggest accomplishments.

@JoeMullings -- LINKEDIN:  Joseph Mullings and his firm have completed more searches in the medical device industry than any other search firm. More than 7,000 searches with more than 500 different companies in the Life Sciences space. The Mullings Group, established in 1992, is the country's leading Executive Search Firm in the medical device space. MullingsGroup.com Specialties: Clinical, Regulatory, Marketing, Research & Development, Reimbursement, Operations and Business Development. Digital Health, Surgical Robotics, Imaging & Navigation, Heart Failure, Ophthalmology, Structural Heart, Interventional Cardiology, Orthopaedic

It isn't very common for a recruitment agency to hit a plateau and then grow beyond that plateau years later - but that's exactly what happened when Robin Doenicke implemented a new recruitment model for his agency. His recruitment company - Tokyo-based Zensho Agency - has reimagined the structure and culture of its executive search service and as a result, has changed the model upon which the company operates and by which its team is built. It's this reimagining that has fueled an amazing recruitment agency growth of 10X. Naturally, I became very curious when I realized this, so I invited Robin to be my guest for this episode of the podcast. In his characteristic style, Robin was extremely generous in sharing the how, but more importantly the WHY behind the decisions he's made regarding the structure of his company and team. The remarkable success they are achieving flows directly out of those decisions and you'll hear him describe his approach in detail on this episode.  Outline of This Episode [1:15] Starting an Executive Search Firm in Tokyo - the journey to here [3:10] Ideas for structuring his staff as Independent Contractors [6:34] Robin's view of the relationship between martial arts and business [11:29] How Zensho exploded after a long time of plateau [16:38] The journey of discovering the “why” behind the company [18:15] Challenges in 10X-ing the company in 3 years [33:01] Plans for expanding the company into Australia [40:08] The Stoic Thought for the day The skill of being fully present is behind much of Robin's success Robin is a martial arts expert - and that is not an exaggeration. He moved to Japan to study with grandmaster Bujinkan Ninjutsu and Dr. Masaaki Hatsumi, both world-renowned martial arts instructors. As a result of his diligent study in a variety of martial arts, Robin has earned a top-rank 15th-dan black belt. It's this background and experience that's lead him to one of his most vital philosophies about business: Be fully present in the events that make up life. He believes that when you learn to be present you are able to effectively respond to the reality of what's going on around you, and do so ways appropriate to the situation. This is in contrast to reacting, which is based on negative past experiences or according to ego-driven or fear-based motivations. Robin finds this discipline to be extremely helpful in business and in recruitment in particular. The fast-moving, ever-changing environment of the modern recruiting agency demands a calm, measured approach - and mindfulness to being present allows that to happen. Robin has used the principle to shape the culture within which his team of recruiters drives the agency business forward. Culture is more than a buzzword for Zensho Agency When he read the book “Start With Why” by Simon Sinek, Robin realized that he wanted to build a business that fueled the “why” of those it employs - not one that serves the “why” of its founders or board of directors. He believes that team members who are free to work on their own terms, completely empowered to be entrepreneurs in their own right will foster the most powerful and passionate recruitment service in the world - and as a result would fuel his recruitment agency's growth. He was right. The team at Zensho enjoys a community and support structure that readily and eagerly shares ideas and strategies so that everyone can succeed and clients and candidates are the beneficiaries. Though each recruiter is a contractor rather than an employee and is thus in business for themselves, they are never by themselves. Each of them enjoys the reputation and prestige of being affiliated with the Zensho brand as well as a generous compensation package of 70% to 90% of the profits from their placements. Truly, the strength and power of the whole trickle down to the individuals on the team. The results speak for themselves. I invite you to join me for this fascinating conversation with Robin. His insight into the world of recruiting and the dynamics of what makes a team truly great will not only inspire you, it will equip you to raise the bar on your own ambition. How Robin is 10X-ing the company in a matter of 3 years At the current rate of growth, including plans for the expansion of Zensho Agency to Australia in 2020, it looks like Robin will accomplish 10X growth within a 3-year span. How has he done it? I asked Robin that exact question and he pointed to two apparent things… 1 - Only allow great people to come on board the team Robin says some of his biggest mistakes in growing the company have come from hiring the wrong people and he's committed to himself that it won't happen again. One of the hallmarks of this commitment is the company's “No Asshole” policy, which makes it hard for those who are purely ego-driven or unwilling to contribute to the success of the whole to find a place within the company. 2 - Cultivate and encourage an entrepreneur mindset rather than an employee mindset Because Zensho Agency has no employees and provides no base salary, recruiters who join the team must be self-motivated, proven producers who are eager to build their own business while contributing to the overall health and success of the team. Robin says those who have been hesitant to join the Zensho team are typically saddled with a belief that a base salary or "employee" status provides more security, when the reality may be that those are limiting beliefs that are holding them back from experiencing their best life. It's this entrepreneurial mindset that has been behind the recruitment agency's growth. Why recruiters need to adopt an abundance mindset that benefits everyone One of the things that set Zensho's team apart is that each person on the team - though in actuality a competitor of sorts to the others on the team - is committed to the success of the others. This unique partnership mentality is something Robin says should become characteristic of the entire recruitment industry because when it is, the entire industry benefits. Successful recruiters enhance both the image and the effectiveness of the industry, enabling those outside the industry to see what we do with a positive attitude and to believe that we offer something of value that nobody else can. For that reason, it's to all of our benefits to help each other as much as we reasonably can. I was happy to hear Robin say this because I've long had close relationships - even mutually beneficial business relationships - with people many would think of as my competition. Of course, I don't give away all of my secrets but I do try to serve others in the industry - for the very reasons Robin highlights.  I hope you take the time to listen to this episode. Robin's story will inspire you to aim higher, work harder, and dedicate yourself to forging relationships that serve our clients, your candidates, and the recruitment industry to a greater degree. Connect with Robin Doenicke Robin's firm: Zensho Agency Follow Robin on LinkedIn Resources & People Mentioned Simon Sinek's book Start With Why Jim Collin's book Good To Great Sir Richard Branson Recruitment International The Joe Rogan Podcast Ray Dalio's book Principles Tim Freke (author) Byron Katie (author) book: Loving What Is The Power of Now by Eckhart Tolle Connect With Mark Whitby Get your FREE 30-minute strategy call with Mark: www.RecruitmentCoach.com/Breakthrough Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Mark on YouTube Subscribe to The Resilient Recruiter Audio Production and Show notes by PODCAST FAST TRACK

Neill Marshall has almost 30 years of experience in Heath Care Search and has been involved in over 600 senior level assignments. He's held leadership roles with major executive search firms and in 2017 helped co found and is currently a partner in HealthSearch Partners, the fifth largest Health Care Search entity in the United States. As usual, Neill has a lot to share with us today and gives great advice on what the job entails. Enjoy!http://healthsearchpartners.com/http://whyinetwork.buzzsprout.com/Social: @WhyINetworkContact: whyimpassionate@gmail.com

Just as there are no two recipes that contain the exact same ingredients or measurements, there are no two success stories exactly the same. Recipe for Success features entrepreneurs, visionary leaders and innovators of all ages who will share their ingredients that make them successful - personally and professionally. Let's Get Cooking! This show welcomes Joe Mullings, Founder of The Mullings Group, host of TrueFuture TV, President & CEO of Dragonfly Stories. Joe Mullings and his firm have completed more searches in the medical device industry than any other search firm. More than 7,000 searches with more than 500 different companies in the Life Sciences space. The Mullings Group, established in 1992, is the country's leading Executive Search Firm in the medical device space. Recipe For Success is filmed live every Wednesday afternoon at 1 pm in the Huizenga Catering Kitchen at JA World Huizenga Center at the Lillian S. Wells Pavilion. It is hosted by Laurie Sallarulo, President & CEO of Junior Achievement of South Florida. The show appears live on video on Facebook and Instagram. The audio is posted two days later on JA’s YouTube Channel and various podcast sites.

EP 1605 Yes, I know. 3 days in a row. I promise there will be a little gap before the next one. Today, I answer: As a recruiter, what are the most important things you look for in a resume and/or LinkedIn profile? If an Executive Search firm emails you requesting that you recommend someone for a position, does that mean they are interested in hiring you for the position? Should I send a thank you note once I got the job? What should I do when I haven't found a job 8 months after graduation? What is the best way to find a new job using LinkedIn?  

Before diving into fitness, Izzy Atkinson was working full-time as a Project & Team Manager at an Executive Search Firm. After running a health & wellness committee at her corporate job, she decided to take the plunge about a year and a half ago and dive into fitness full-time. She had been a fitness competitor years prior, and being involved in fitness and empowering women was always something she cared so much about, that it felt like a no-brainer to switch careers. Her mission as a fitness instructor, trainer, and coach is to empower others by helping her clients get both physically and mentally stronger. She is a huge advocate for talking about mental health, body image, eating disorders, etc., because, for a lot of people, they are very strongly linked to their fitness journey or why individuals are moving their bodies. She wants others to know we all share these same struggles and it is possible to get through them through self-empowerment and self-love. This leads her to what she is currently working on - her newest adventure, The Wildflower Project, a community for women to share their stories, their struggles, and to be able to talk freely about their mental health. She wants to promote normalcy around the everyday battles that so many of us face within ourselves and to help others learn to let their struggles become their strengths. WELCOME IZZY! SOCIALS: Wild Flower Project Facebook Page @IZZY.ATKINSON @WILDFLOWER.PROJECT All Episodes Edited By Podcast Press   See omnystudio.com/listener for privacy information.

On this episode, we welcome Nicki Perchik to the program. Nicki is the founder/CEO of The NLP Group, a boutique Executive Search Firm based in Chicago. NLP works with Senior and Executive level professionals on opportunities covering a broad spectrum of industries and functional areas. NLP’s clients span the entire United States and globe, ranging in size from early stage start-ups to Fortune 50 companies. NLP has consistently been recognized for outstanding performance, exceptional results and unmatched levels of service and support. Website:  https://www.thenlpgroup.net/ LinkedIn:  linkedin.com/in/nicoleperchik  

Dr. Elliston is a public health executive with extensive work experience with several public health institutions. She is the President and CEO of Public Health Solutions Executive Search Firm (PHS), which serves as the catalyst in connecting mid to senior level professionals with top public health firms. Dr. Elliston and I are working on ways to combine efforts and better serve our communities. For now, I’d like you to focus your attention on this interview and get to know Dr. Elliston and learn all about PHS.

Lewis Maleh Lewis Maleh is the founder and CEO of Bentley Lewis, a leading boutique executive search firm and host of Don't take out your phone! Podcast. Lewis has a BSc in Chemistry from the University of Birmingham, and began his career working in the fashion and manufacturing sectors before moving into the executive search industry in 2006. His love of connecting with people has led him to a career in executive search and podcasting. When Lewis is not working, he loves spending time with his family, running, and doing Crossfit. web:  www.bentleylewis.com

Episode 130

Talent attraction in today’s environment may lead you to partner with a Retained Executive Search firm. In this episode we’ll discuss how to select the firm that best fits for your company. Connect with Scott Peterson on LinkedIn! Connect with Steve Yakesh on LinkedIn! Learn more about Versique

In today's pod, Sam speaks with Sophie Eden. Sophie is the Co-Founder of executive search firm Gordon & Eden. The are based in the heart of London's tech city and they work with both early stage start ups and corporate firms to scale up & transform established businesses with entrepreneurial talent.  Sophie's is a champion for women in business and diversity in tech and she gives a great insight into her mindset from a very early age. Sophie also speaks candidly about how she juggles family & work and gives some good tips for any aspiring business owners and mothers! If you like this podcast please do get in touch & or leave us an itunes review. You can find Sophie on instagram @sophieeden12 or email her sophie@gordon.co.uk - the business is are very active on Linkedin and twitter @gordon_eden

Would you like a career finding the next President of a College/University? Interested in a career as a Dean of Admissions? Would you like tips on applying to college from Stanford's former Dean of Admissions? If so, then check out this podcast!We’re so proud to introduce today’s guest, Robin Mamlet, Managing Partner and practice leader of the Executive Search Firm, Witt/Kieffer . What initially caught our eye about Robin, was the amazing book that she and Christine Vanvevelde co-authored, College Admission from Application to Acceptance, Step by Step. We read the book and loved it and thought Robin would be an excellent resource for all of our listeners. When Robin wrote the book, she had years of experience in admissions, beginning at her alma mater, Occidental College, then moving on to Sarah Lawrence College, The Lawrenceville School, Swarthmore, and finally at Stanford University where she was the Dean of Admissions and Financial Aid. With all this amazing experience in education under her belt, she stepped into her current role where she directs search assignments for Presidents, Provosts, Vice-Presidents and Deans for the Witt/Kieffer’s most valued clients.In today’s podcast she shares some great tips on the college admissions process, the changing landscape of college and universities across the nation, and what is required of leaders to bring educational institutions into the future.Join Our Podcast Email List! Never miss an episode! Follow Our Podcast!Website - Get our Podcasts Here Twitter LinkedIn Facebook Instagram YouTube ChannelMeg's LinkedIn Bobbie's LinkedInMusic Production: Lena Keller: lena.m.keller@gmail.comTechnical Production: Richard Barnett

In this weeks episode, we caught up with David Phelan (Managing Partner at an Executive Search Firm) about the Executive Search market in Dublin. We delved into what it's like to work in Executive Search, he knows his market inside out and has a genuine passion for the industry. ► Follow us online here: LinkedIn - https://www.linkedin.com/in/dualtadohertyr2r/?originalSubdomain=uk Facebook - https://www.facebook.com/groups/251590905758894/?source_id=256082048625509 Instagram - http://instagram.com/dualtadohertyr2r YouTube - https://www.youtube.com/channel/UC_FaRHbfeAR1SHpThL3HErw iTunes - https://itunes.apple.com/ie/podcast/recruiter-startup/id1388029563?mt=2 Spotify - https://open.spotify.com/show/3X3ZZBDZAvFL1SRnPc1eZ0 ► Contact us for any enquiries here:

EP 1372 If you want to play in the big leagues, you will probably need to change your thinking about the self-assessment the executive search firm sends to you. Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search … Read more about this episode...

EP 1372 If you want to play in the big leagues, you will probably need to change your thinking about the self-assessment the executive search firm sends to you. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes and “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session. If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone) JobSearchCoachingHQ.com offers great advice for job hunters PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn. Join and attend my classes on Skillshare. Become a premium member and get 2 months free. Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

EP 1372 If you want to play in the big leagues, you will probably need to change your thinking about the self-assessment the executive search firm sends to you. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes and “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session. If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone) JobSearchCoachingHQ.com offers great advice for job hunters PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn. Join and attend my classes on Skillshare. Become a premium member and get 2 months free. Join Career Angles on Facebook and receive support, ideas and advice in your current career and job. --- Support this podcast: https://anchor.fm/nobsjobsearchadviceradio/support

Jay Rosenzweig is the founding partner of Rosenzweig & Company - an expert in designing, building and attracting world class teams. He consults to public and private companies including large global corporations; emerging growth to mid-sized businesses; professional services firms; and private equity and venture capital firms. Prior to joining the search industry, Jay was in the field of law. Jay earned three degrees at McGill University: Philosophy, Civil Law , and Common Law. Jay is a champion of the cause of gender equality. He has been actively advocating on behalf of women for several decades, most prominently through his highly regarded Rosenzweig Report on the status of women. Jay advises several leading edge businesses, most of them based in California, New York, or Ontario. Jay is active in many social causes, holding board seats on Irwin Cotler's Raoul Wallenberg Centre for Human Rights; the Breast Cancer Cabinet of Mount Sinai Hospital; CJPAC; and Genesis Centre For Innovation. To learn more about Jay: Website: https://www.jayrosenzweig.com/ Instagram: rosenzweig_company LinkedIn: https://www.linkedin.com/in/jarosenzw... --- Support this podcast: https://anchor.fm/georges-khalife/support

EP 1270 A simple strategy for getting on their radar. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for 40+ years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search […] The post How to Get Noticed By an Executive Search Firm | NoBSJobSearchAdvice.com appeared first on WebTalkRadio.net.

EP 1270 A simple strategy for getting on their radar. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for 40+ years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes and “No BS Coaching Advice” and is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session. If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone) JobSearchCoachingHQ.com offers great advice for job hunters PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn.  Join and attend my classes on Skillshare. Become a premium member and get 2 months free. Join Career Angles on Facebook and receive support, ideas and advice in your current career and job. --- Support this podcast: https://anchor.fm/nobsjobsearchadviceradio/support

EP 1270 A simple strategy for getting on their radar. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for 40+ years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes and “No BS Coaching Advice” and is a member of The Forbes Coaches Council. Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session. If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone) JobSearchCoachingHQ.com offers great advice for job hunters PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn.  Join and attend my classes on Skillshare. Become a premium member and get 2 months free. Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

What goes on behind the curtain of an award-winning executive search firm? Find out by downloading and listening- on-the-go to Episode 148. We speak with returning guest Jane S. Howze, Managing Director and Founder of The Alexander Group. Forbes ranks them among the top 30 executive search firms in America. Jane has more than 30 yearsRead More

@JOEMULLINGS -- LINKEDIN: My firm and I have completed more searches in the medical device industry than any other search firm. More than 5,000 searches with more than 500 different companies in the Life Sciences space. The Mullings Group, established in 1992, is the country's leading Executive Search Firm in the medical device space.  Specialties: Clinical, Regulatory, Marketing, Research & Development, Reimbursement, Operations and Business Development. Heart Failure, Ophthalmology, Structural Heart, Interventional Cardiology, Orthopaedic

Korn Ferry partner Julie Forman shares how to leverage recruiters and executive search consultants as you manage your career.   You'll Learn: Pro-tips for becoming more visible to recruiters Do’s and don’ts when speaking with recruiters When a pay bump isn’t worth it   About Julie: Julie Forman is a Partner with Executive Search Firm, Korn Ferry International where she is a member of the Firm’s Global Industrial practice and Marketing Center of Excellence. She joined Korn Ferry following a 15 years career with GE where she’s held senior roles on both the Industrial and Capital sides with her last position being Head of Strategic Marketing for GE in Canada. She focuses today on recruitment and leadership consulting mandates for industrial organizations going through critical inflection points requiring upscaling of strategic capabilities, shift in focus and transformational leadership. She is a certified Six Sigma Black Belt and Change Management Coach.   View transcript, show notes, and links at http://AwesomeAtYourJob.com/ep296

Listen to Matt Schwartz, President of MJS Executive Search, explain how, why, and when you should work with an executive search firm to fill those unique and executive positions. What you’ll learn from this episode: The value that executive search firms bring to the recruiting process. The difference between a contingent search firm and a […]

James Kenneth Koh, CEO of James Kenneth Koh, an executive search firm in the creative industry, came in to have coffee with Claressa to discuss what employees are looking for in a candidate in the disruption era, and also his life at home with his three cats. 

Michael Piacente discusses his firm, Hitch Partners (https://www.hitchpartners.com), the leading Executive Search Firm for Security Professionals. Michael talks about the explosion in demand for Executives in Security and the downside companies face when they haven't invested properly in securing their IT Operations. Michael is a long time recruiting expert and shares tons of Best Practices for Recruiting as well.

As a C-Suite / C-level executive do you really need an executive search firm to find your next position? What else could and should you be doing to take proactive control of your career? For more information on Career Codex, please visit – http://careercodex.com

Robert Crowder's decision to launch his own executive search firm, Chapman Farrell Group, was 10 years in the making. In this episode of Executive Recruiter 2.0, Crowder details his journey to becoming his own boss, and shares the challenges faced in doing so.

Bob pulls back the curtain on executive searches, then talks about his new book on talking with God. Bio (Full Bio): Bob Beaudine has led searches for some of the most high profile athletic directors and head coaches in the country. He is also a bestselling author, having written The Power of Who back in 2009, and he has a new book out right now titled 2 Chairs: The Secret That Changes Everything. Interview: Peel back the curtain a bit for us on what a typical high profile head football coaching search looks like. Clients hires us exclusively to find a particular job that they want (usually top five or six jobs in the organization) Meet with owner/president about what they are really looking for First role is as management consultant to figure out where the organization is going; what success looks like Also provide confidentiality The candidates for most of the jobs are not actively seeking. They are doing well and are happy at their current role Search firm has to convince them why it makes sense to make a move The other piece is these people can't afford to put their name in for a job and lose/not get it. Alums/fans/sponsors would be upset if they found out the candidate was looking. Job is IDd, then job description, then small committee, then identify the top 20 who could do it, get it down to five for interviews, and then make recommendations of the top three or four and then help in the negotiation. Everything is done clandestine in order to not lose any candidates because it goes public. What are a few things that you see regularly from job candidates that are major mistakes? That you just want to be in a job You just want your name up, but not really interested in Doing it for flattering, not for love Consider why you want the job and will it be one you can see yourself doing long-term Let's talk about your first book The Power of Who. What is the premise and why did you write that book? When looking for goals/dreams, how can I get there when I don't know someone WHO – the people who matter most Networking today is faceless and it isn't working. Sending generic letters and buckets of resumes will not work. You should stop. First thought should be your own network (100/40 strategy) 100 – family/close friends/people who already know you and want what's best for you 40 – what it is you want in life – Most people don't go for their dreams because they don't believe their family and friends could possibly know people that could help them What if God gave you people to help you in ways you never imagined? Strategically given to you to help you find that place in life you dream about? You can get your dream, but not by going to someone you have never met and who doesn't know you and asking them to do something for you. That makes no sense. If you want something you never had, you're going to have to do some things you've never done Try Power of Who Who are the people in your life? Write them down What do you want to do? Write it down? 87% of all jobs are introduced to people by friends (references, referrals) 80% of country not using their talent; 69% believe bad day at the beach is better than a good day at work; 60% is getting divorced We need a better mechanism than cold calls Start with friends (12, 3 close and 1 best works pretty well – Jesus) Many people believe current circumstances disqualify them from their dream. Stop that! You can get your dream; need to quiet your mind and think about some of these things. (Daniel) Common issue for people is they want to do things on their own. Parents aren't going to do the job for you; they aren't qualified to do the job Two parts of our brains and they drop endorphins that make me happy – gratitude and giving So if I ask you for help, would you help? Of course. When you let others help you, those people are getting a buzz! And if you try to do things all alone you're stopping people from that joy! You were created one cup short of greatness. With other people we're great. Together, two are better than one. Let's finish by talking about your new book 2 Chairs: The Secret that Changes Everything Why did you decide to write this book, and what is the premise? All great subjects come to moments in your life when you're asking better questions. Lots of why questions. At the end of his junior year in college, was asking questions about career, finding a wife, etc. His mom gave him the best advice. She said she doesn't have the answers, but know who does. Three questions: Does God know your situation? Yes, and also God wants us to know he knows People think God only has a few phone lines for 7 billion people, and he's only paying attention to ISIS, major disasters, etc. No, he can talk to all of us at once! He's not bothered by you, not mad he made you. Is this too hard for Him to handle? God is not overwhelmed by your trouble; really comforting when the trouble is big There are some problems in life that can be overwhelming, but they aren't for Him. Does God have a plan for you? Two Chairs – one for you and one for God Not the same as reading the bible or praying This is having a personal relationship with him Why would God say renew your mind daily if he really meant just Sundays? (Romans 12:1-2) Why would he say ask, seek and knock if he didn't have something to say? (Matthew 7:7-8) Why would he say seek him first and all these other things are added if he wanted you to do it seventh? (Matthew 6:33) So set up one chair for you and one for God; do this in your house (literal; not mental exercise) You get to talk for one minute and he gets to talk for four Common approaches Treat God a bit like an appellate judge Focused only on reading, praying, etc. – not spending time with him like a friend. Not providing a space for us to hear him; all we do is inform him. Why would God say “let those who have ears hear” and “Be still and know that I am God” if he didn't want to say something. Numbers 11:17 “I will come down and speak with you.” Jeremiah 29:11 “I have plans for you…” He wants to talk to us! Proverbs 1:23 “If you would have heard my rebuke, I would have shared all my thoughts and given you all my counsel.” Even 5 minutes in the presence of God changes everything. You reference the Who's on First Abbott and Costello routine when describing how we confuse the subject of talking and listening to God. Explain that to us. They took something that was simple and made it confusing, just like we do with talking to God. He's always wanted to talk just like you and I are talking. We run past first base where he is; he wants to talk with us. We're on second base saying “what?”…we keep running and we're on third saying “I don't know.” What if God had plans for you today? His word says he does. The greatest people he has interviewed have said these three things that changed their life. They have an assignment, purpose and a destiny Someone told them they believed in them Activated it What is our assignment? People fall into three buckets Believers – trying to do this Seekers – people who hope it works Skeptics – think it is fantastical Challenge to all three – if there's a one percent chance if you set up two chairs that God would show up, would you go? All three groups answer yes. Why wait to talk to jobs about our dreams and goals? If he is real, he must reveal himself and tell us! It has to be now! 5 minutes is all it takes – four for him one for you. He will meet you tomorrow; he will not be bothered by anything in your past. He is going to sit down and talk with you. Been doing this 40 years. You get to meet with the king of kings; your creator! Will it be an audible voice is a common question. Not that relevant. When your spouse calls you on the phone, do you need to ask who it is? No because you know her voice. God says “my sheep no my voice." What is the 80/20 rule? One minute of you talking, saying good morning and give him your trouble. God can do amazing things through you; no one listening that he doesn't know your situation. You may want to be alone and this is trouble for him, but it's not. It's not overwhelming for him. Four minutes of just listening. Comes in lots of ways. God has amazing capabilities. He's the master ninja. Example. P. 32 – “When you allow others to teach, mentor and manage you, you are seen as a person with great leadership capability.” What do you mean by that? It is so humble to sit at two chairs when the other is empty. You will seem foolish by most. But it's the King. Power of Who Story about Steven Spielberg Taking the director coffee and picking up laundry on set Associate producer doesn't show up one day, and Spielberg gets hired and gets his start. If you were in the garage with Bill Gates when he started his company (12 stayed 4 left; the 12 are billionaires), what would you have done? Must humble yourself to listen. These are keys to success; you don't have to be seen and all of a sudden you may find yourself where you want to be. What is a WHO friend? Goal of friendship is to be able to sing the song of your heart, so when you don't know the words I can sing it back to you. If you want a WHO friend, be one first! But you probably have some already. Parents, family. There's great counsel in the people God gave you. Mentors, teachers, parents, coaches, life coaches. They help you on the path. If you get detoured, you're not in the consolation round. There is no plan B It's plan A, detour, plan A detour. God doesn't make mistakes. He uses these times to show up and show off on your behalf. Where can people connect with you and find the books? 2chairsbook.com @yougotwho on Twitter LinkedIn Thank Yous/Acknowledgements: Antioch Live/Clear Day Media Group – music More here. Jonathan Davis – production Clint Musslewhite – voice over  

In this Podcast, we have a chance to sit down with Brett from the Forsyth group (http://www.forsythgroup.com/), an Executive Search Firm. Covering everything from how to prepare for hiring internally to how to deal with egos, Brett shares his wealth of knowledge both from the point of view of his current role placing top candidates within top-tier firms, to his time as a founder himself.