« previous | 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 | next »Displaying posts 81 – 85 of 311
Friday, April 30, 2021
by Bailey
Revenue Controller, Pharmaceutical Corporation
Director, Financial Planning and Analysis, Medical Products Manufacturer
Information Technology Applications Director, Healthcare Products Company
3 Board Members, Non-Profit Outreach Program
Director of Assurance, National CPA Firm
Director of Corporate Development, B2B Technology Services Company
Research and Development Coordinator, Consumer Products
Supply Chain Manager, Plastic Injection Molding Manufacturer
Controller, Technology Solutions Company
Controller, Financial Investment Corporation
Operations Manager, Engineered Products Manufacturer
Top
Friday, April 9, 2021
by Bailey
Progress During a Transitional Time
1st Quarter 2021 was rigorous with activity as evident by the completion of 13 search projects and the acquisition of 9 new client partnerships. Our retained searches run across all genres including accounting/finance/banking, human resources, information technology, engineering/operations/manufacturing/supply chain, and sales/marketing. In 2020, the pandemic had a significant impact on working families, as well as, an abrupt pivot in best practices within the physical business or operational setting for companies. Hiring practices were impacted by the pandemic but able to shift seamlessly due to technology and some methods are here to stay as they proved to be effective and efficient. Companies are more methodical in the approach to hiring in that the openings are a result of analyzing the business model and organizational structure to key on personnel realignments, upgrades or replacements. With the vaccine rollout and better understanding of how to mitigate surges than a year ago, companies are looking to grow while also assessing where they can embrace virtualization in some departments permanently. Based on robust hiring trends in 4th Quarter 2020 and 1st Quarter 2021, the desire to secure talented team members is evident and a proactive candidate should consider engaging with B&B to get ahead of the competition.
Top
Monday, March 29, 2021
by Bailey
When Ed Bradstreet founded B&B back in 1987 he would market opportunities in the want ads of the newspaper. Client referrals were prepared on a typewriter and mailed via the post office. The process then was slow but the concept hasn’t changed in that he has an eye for talented professionals. Today technology has afforded the entire B&B team to facilitate the search process in a shorter time period but the success rate is still attributed to the ability to identify the bullseye.
A recent example:
B&B placed a General Manager at a privately-held manufacturer of engineered products. With revenues approaching $10M, the company is profitable, committed to staying local, and looking to upgrade manufacturing processes and capital equipment. Our candidate evaluated the team in place and realized a need to replace the Operations Manager. He reached out to B&B to discreetly fill the position. The job would be a center stage role within a one shift operation serving domestic and international customers. They would be responsible for all manufacturing, shipping/receiving and facilities along with partnering with purchasing, sales, engineering, quality, finance, R&D, and IT. One month to the day of the initial call, our talented candidate was placed.
Top
Wednesday, March 17, 2021
by Bailey
Luck has little to do with progression in your career. It takes perseverance, tenacity, and drive. But a partnership with B&B can give you an edge over the competition!
Top
Monday, March 1, 2021
by Bailey
As Spring begins to emerge, it is a great time to clean and refresh. Consider applying that concept to your online professional profile with an edit to your total social media platform.
In a competitive job market it is important to stand out amongst your peers. A good way to catch a hiring authority’s eye is with a strong profile on LinkedIn. Incomplete profiles or leaving off blocks of time will not get you the same attention as those profiles that are showing effort and attention to detail. Even if you are not actively looking for a new role, your professional presence can yield a conversation about an opportunity that can intrigue. In addition, your current company wants a strong representation so linking yourself to them as an employee should come with a responsibility to show your caliber. Recruiters are searching for talented individuals in their field so show the talent by telling the reader about ways you have added value, where you have gained applicable experience, and how you have proven capable of leadership responsibilities.
In addition to updating your Linkedin profile, also take the time to review the rest of your social media. Hiring authories might look at Facebook, Twitter and Instragram so maintain those platforms in a manner that represents you authentically. They may want to get to know the person behind the professional resume so feature your leisure time and personal interests. What you put out there publicly can attract an engagement with a recruiter or eliminate you from the talent pool.
Top
« previous | 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63 | next »Displaying posts 81 – 85 of 311
