Friday, July 12, 2024
by Bailey
Human Resources Manager This role will be the hands-on #1 Human Resources Leader within a growing family owned multi-state company. This is a high performing investment firm where senior leadership is committed to best practices, employees, customers, and quality. From the CEO down, the company culture fosters a family oriented collaborative, empowering, proactive environment.
VP Supply Chain This is a high visibility role within expanding consumer products manufacturer serving North American markets. The company is profitable, actively introducing new products, gaining market share, and is driven by customer happiness and sustainability. The company culture is empowering and collaborative.
Production Planner The role is open due to promotion and incumbent will have upward trajectory. The company is a profitable and expanding division of global parent where revenues have increased due to new contracts and customers. They are a make-to-order contract manufacturer for OEMs that practices Six Sigma, 5S and CI.
Mechanical Engineer The company is a mid-sized manufacturer of specialty products for OEMs with multiple locations in North America and China. Their unique design and production capability makes the company an industry leader!
Manager, Health & Safety, Utilities The role is within a dynamic energy business that delivers consistent performance & quality for customers. The company is known as thought leaders in the industry with a strong commitment to safety and sustainability!
Audit Senior This role is with a medium to large regional CPA firm with diverse clientele that includes privately-held, private equity backed and publicly traded companies. The team is expanding due to client expansion and responsibilities entail supporting clients with revenues from $2M up to $250M+ in industries including manufacturing, distribution, retail, construction, government, technology, ecommerce, professional services, non-profits, investments, energy, entertainment, and more. This firm has a demonstrated history of upside potential to partner level and a history developing and promoting at all levels!
Chief Operating Officer The role is open due to pending retirement within a professional services firm with multiple offices in Connecticut. They are expanding, profitable and progressive. This role will serve as a leader, mentor, and advocator of best practices to support organic growth and integration of future acquisitions and mergers.
Corporate Director of Lean This role is within a multi-plant B2B that designs, manufacturers, and delivers customized solutions to a wide range of customers (i.e., consumer products, office supplies, electronics, food & beverage). The company has organically grown and added acquisitions. The culture is empowering, progressive, and investing in their infrastructure.
Senior Tax Accountant This position is in a fast growing financial investment company that is expanding their Corporate in-house tax department! The Tax Director and CFO offer a very diverse mix of federal, state and local tax compliance, research and planning work. The culture offers a great work life balance and promotional opportunities. This is a professional yet fun-loving family oriented environment with collegial, outgoing, and communicative employees.
Driver Manager This position is within a growing, privately held transportation company that is over 25 years old with multiple locations and is known to be a nationwide leader in their industry. The company leadership has a strong commitment to employee satisfaction and are focused on supporting personnel.
Human Resources Manager This company is a manufacturer of capital equipment and committed to staying in Connecticut while being employee focused. The role with serve as a business partner who wants to be empowered and represent the Voice of the Employee.
Chief Financial Officer This role is within a profitable manufacturer that wants to more than double EBITDA and grow revenues organically and via acquisitions. The role will serve as a business partner to CEO on business development, operations and supply chain in an investor backed, customized products manufacturer that installs finished goods. There is strong backlog and diversified customer base. 2024 is looking at 10% increase in revenues organically plus potential of acquisitions while EBITDA should improve by more than 20% to 25% in 2024.
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Thursday, July 4, 2024
by Bailey
Happy 4th of July! The B&B team wishes you a safe and happy holiday!
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Friday, June 28, 2024
by Bailey
Great leaders can impact the effectiveness of the work environment and the discretionary effort by a team. Leaders that can acclimate and adapt a style to a situation are the most effective.
There are six leadership styles that employees can apply to the situations they encounter:
· Affiliative – create harmony and avoid conflict; relies on building internal relationships and consensus
· Authorative – provides long-term direction and vision; relies on “dialogue” with others
· Coaching – focuses on long-term development of employees
· Coercive – immediate compliance; relies on “directives” rather than “direction”
· Democratic – very participative; building commitment and generating new ideas
· Pacesetting – establishing high standards of excellence for completing tasks
The most effective style depends on the situation, task, employee that needs to be managed in addition to other variables like times pressures, risks, resources, etc. Great leaders are able to diagnose the demands of the circumstance and use multiple leadership styles to persevere.
As a company, you face an unlimited number of different situations. As an organization, you need to ask the following critical questions:
· What does the situation require of us to compete in a challenging environment?
· Do I have the bench strength to handle the situation at present?
· Am I grooming the next generation of leaders?
· Can I diagnose the leadership style(s) that are most “natural” to our organization?
Companies need leaders that complement each other, but also need to acquire leaders to compensate for what you do not have. Companies that are open to this dialogue and aware of blind spots internally are forward thinking, and ahead of the talent acquisition curve.
How can we help you find top talent?
We present individuals distinctive to the personality of the organization. We evaluate on technical qualifications, cultural fit, leadership capabilities/styles, critical and creative thinking capabilities, and interpersonal skills.
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Friday, June 14, 2024
by Bailey
Congratulations to Amy Lemon, CPC, PHR who recently placed her 85th candidate within her long term client! A business relationship spanning over a decade, Amy has maintained excellence in serving the talent acquisition needs for this consumer goods corporation. Known for innovation and commitment to sustainability, the company maintains a high growth environment fueled by global expansion. Amy has placed 85 individuals in this corporation and negotiated over $11M in base salary with strong employment packages. Most recently Amy has landed a Digital Content Specialist, Category Manager, Assistant Controller, Digital Consumer Engagement Manager, and Director e-Commerce Sales. She is actively sourcing the best of the best for the remaining six open roles that her client has placed in her capable hands.
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Friday, May 17, 2024
by Bailey
When interviewing, the last 5-7 years is the most critical time period relevant to your next employer. The knowledge, experiences, and skills recently developed should be quickly adaptable and contribute to the success of meeting or exceeding expectations. Part of that value is dedication, employment stability and the advancement of responsibilities within a specific employer.
We can rationalize reasons for change whether self-motivated or not. The challenge is when you go on an interview and the hiring executive asks “Why have you had so many employers over the last X years?”
This a negative question and the astute candidate will have prepared a positive answer. Trying to defend reasons for moving from one employer to another is not worth more than 10-15 seconds of explanation. What the hiring executive is trying to determine is your potential loyalty (no company likes turnover), how you make decisions about your next employer; and what motivates you to stay with an employer. Here are a few items to consider in your response.
- Reassure your audience that you are looking for an opportunity to contribute, gain additional experience, learn new skills, and make a difference. If that was true with your most recent employers and things changed, admit it.
- Emphasize that you do not like to change employers and are looking for a long term solution.
- Remember what the core requirements are for the role you are interviewing for and emphasize knowledge and experiences relatable to those requirements.
- Provide examples where you have added value and contributed.
Bottom line….do not defend your response….use this as an opportunity to promote your candidacy.
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