Friday, June 5, 2020
by Bailey
We have been recognized as one of America’s Best Recruiting Firms in 2020 in both the Executive and Professional/Specialist Search category. This is our third year in a row being recognized in both categories.
For the fourth year,
Forbes has partnered with market research company
Statista to compile a list of America’s best recruiting firms. The list is broken into two categories: the top 200 executive search firms, which specialize in filling positions with salaries of at least $100,000, and the top 250 professional search firms, which focus on filling positions that pay less than $100,000.
Statista surveyed 25,000 recruiters and 5,000 job candidates and human resources managers who had worked with recruitment agencies over the last three years.
Click on the link to learn more:
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Friday, May 8, 2020
by Bailey
Recently Completed Searches:
Supply Chain Manager, Plastic Injection Molding Manufacturer
VP Finance, PE Funded Building Services Company
Human Resources Director, Private Equity Owned Roll-Up
Process Engineering Leader, Specialty Chemicals Industry
Financial Planning & Analysis Manager, Venture Capital Funded Roll Up
Project Manager, Civil Engineering Firm
National Sales Training Manager, Medical Device Innovator
Corporate Controller, Private Equity Backed Manufacturer
Global Product Manager, Adhesives Industry
Manufacturing Director, Design-to-Order Manufacturer
CEO, Government Agency Program Leader
Management Consultant, Global Management Consulting Firm
Chief Information Officer, Global Bank
Supply Chain Director, Regional Utility
Senior Manager, Technical Accounting, NASDAQ Technology Company
Senior Brand Manager, Global Consumer Products Company
Quality Manager, Medical Devices Manufacturer
Designer/Drafter, Packaging Manufacturer
Commercial Lender, Global Financial Services
Chief Banking Officer, Global Bank
Manager SOX Compliance, Global Technology Manufacturer
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Friday, April 10, 2020
by Bailey
There are a lot of different business models: centralized, decentralized, matrix, and virtual. There is the balance of in-house capabilities and outsourced venues. Leadership of people is critical to the success of the business and attainment of goals. Whether you are up for promotion, having a performance review or evaluating new employment, here are five key personality traits that superiors or new employers will be evaluating.
Honest & Integrity….having the respect of subordinates, peers and superior is critical for a leader, especially if you are impacting change, making decisions and driving the evolution of the business.
Delegation & Building Trust….a strong leader is an efficient delegator who enables subordinates, influences their growth, and facilitates teamwork. It is like an orchestra leader who can harmonize the musicians rather than having each playing their own tune.
Appreciation….showing gratitude leads to higher self-esteem and better results. Employees and business partners want to be recognized for their efforts and contributions. They want to be appreciated and valued. A pat on the back or a simple “Thank you” goes a long way.
Effective Communication….whether working with internal or external customers, subordinates, peers or superiors, be yourself and let your audience know who you are, where you are coming from, and what value you can bring to the conversation. Be authentic and visible. Texts and emails can be misinterpreted. Learn to be a good listener to best understand another’s perspective and knowledge.
Being Influential….Leaders define the direction of the business and need to convince others of the need to change and evolve. This requires a logical and emotional approach that will yield cooperation, directions, and trust.
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Monday, March 30, 2020
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.
The days of 20-30-40 years with one employer are rare. According to the Bureau of Labor Statistics, the average number of employers in a lifetime is 10 to 12 and growing. Average tenure was 4.3 years for males and less for females. There are a lot of reasons that create change and here are just a few: blocked for advancement; reorganization; company was acquired or closed; better work/life balance; relocation; higher compensation; lack of recognitions; superior challenges; outsourcing; economic downturn; and changing career direction.
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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Monday, March 16, 2020
by Bailey
Through a referral a new client approached us to provide solutions within their corporate accounting department at a time when the company is rapidly expanding due to acquisitions. This company is a privately owned enterprise trading on a global basis, supplying precision machined components, fabrications and assemblies to leading OEM’s in the aerospace, defense, marine, power generation and nuclear markets. With manufacturing operations in the UK and USA, Their revenues have grown 4 fold since 2015. Bohan & Bradstreet was tasked to search for a Financial Planning and Analysis Manager that would report to the CFO and interface directly with leadership and all operations. In addition, B&B would seek to fill a Corporate Controller role which would oversee all accounting functions within a decentralized business model with Plant Controllers at each site. The Corporate Controller would be mentored by the current CFO who is planning retirement within 4 years so it is an ideal position for career growth. Within one week of the initial call from the client, B&B presented 3 qualified talented candidates for each role and all were interviewed by the client. Both roles had offers from the client within 2 weeks. Our candidates accepted and begin their new positions within 1 month from beginning the searches. The B&B difference is how our team can thoroughly grasp the business model and future goals of the company while streamlining the hiring process. Our search is not for the bullseye candidate that can perform the duties, rather it is the person who can add value over the long term and grow with the company.
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