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Friday, June 7, 2019
by julie
Here at Bohan and Bradstreet, we have developed many relationships over the last 32 years to fill the most senior and executive level positions for many companies in Connecticut and other states. It is important to us not only to develop relationships with the companies we recruit for, we also want to get to you, our job seekers. Like with most relationships, building good ones can take time and it is never too early to get to know us and our process. Here are some tips:
Referrals:
Send someone our way and we are sure to pay it forward. Not only are you helping out a friend, when the time comes for you we will remember you thought of us. Referrals are one of the largest sources for our leads.
Honesty is the best policy:
Remember that we have the ability to do very thorough background checks. Don’t exaggerate or worse lie about your credentials, it can really damage your reputation in the long run. We want to get to know the real you so we can make sure you are the right fit for the jobs we fill.
Be Ready:
We all have bad days at the office. Before you take the leap and reach out to us to make sure you are really ready and committed to wanting to change jobs. We want your experience with us to be a successful one.
Set Limits:
Let us know from the beginning if there are certain industries, employers or geographic areas that are off limits. This way we can deliver exactly what you are looking for.
References:
When thinking about changing jobs right off the bat think about those references and make sure they are strong ones. They help us get to know you better and often references tell us great attributes and qualities about you that you may not have thought to include in your resume.
Don’t be afraid to ask questions:
Ask away about the company, the culture, the requirements, again we want to make sure you will be happy in your new position.
   
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Friday, May 31, 2019
by julie
Here are some of the recently completed searches over the last few weeks. Congratulations to our clients for landing such talent!
- Chief Financial Officer for a multi-state B2B leader wants to double revenues over next 5 years organically and through acquisitions. The business is well balanced with strong tenured leadership and recurring revenues with over 500 customers in consumer, commercial, industrial, and technology channels.
- Staff Accountant for a shoreline based, well established public accounting firm that is looking to expand their staff as a result of continued client growth.
- Marketing Communications Director for an innovative company that has sustained revenue growth in domestic and global markets and is consistently increasing market share.
- Operations Manager for a growing, privately held transportation leader with multiple locations in USA.
- Chief of Staff for a national healthcare system with high profile programs and partnerships that is focused on best practices in primary care delivery.
- Marketing Director for a PE funded company that expects to double revenue over next two years via acquisitions and organic efforts. The company targets residential and commercial markets with multi-year contracts.
- Senior Accountant for a public accounting firm that recently celebrated it's 100th anniversary in business.
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Friday, May 24, 2019
by julie
Acquisitions, geographic expansion, infrastructure investing, product development, technology advancements, and a host of other initiatives to strategically grow revenues and increase valuations are common place…..and talent is needed to achieve these goals. Job churning has slowed down and that, coupled with increasing retirements and lack of employer hiring and development, has shifted the pendulum back to the employee. The average tenure of employees in three age groups ranging from 25 to 54 years old have all increased. The quit rate is a historically low 1.8%.
Technology has made a huge advance and employees that have not invested in developing their technical skills and gained highly valued experience are at a major disadvantage in today’s market. The needs of hiring companies are more commonly not aligned with the long term unemployed OR tenured employed with stale experience. In many categories the demand outweighs the supply and availability of talent due to business evolution and technology. The accent on hiring is that candidates must be specialists with “current” or “advanced” skills required to meet performance criteria OR come from a direct competitor.
Average annual increases are 3% and the lure to change employers is not just about more compensation, better benefits, or a promotion. Social media has provided the employee with a vehicle to reference check a prospective employer and assess culture, leadership, stability and career pathing before signing up. Companies are now marketing their opportunities to attract talent and investing in training, upgrading benefits, and developing career pathing for top 8-10% of employees. The career choices for top talent are wide, deep, and rewarding. Navigating and properly weighing the career choices are confusing while retaining and securing talent is a major challenge for small to medium size companies with ambitious growth plans.
B&B partners with clients on search strategy, validation, and acquisition of talent and counsels candidates on career choices and expectations.
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Friday, May 17, 2019
by Bailey
We are seeking Marketing visionaries in the North and South!
We have Marketing Director opportunities in the Peekskill, NY & Birmingham, Alabama areas. Both are within a well-established B2C/B2B that is looking to double revenues over the next two years via acquisitions and organic efforts. The company targets residential and commercial markets with multi-year contacts. The parent company is global and pre-IPO. Both positions will tackle building revenues through various marketing and sourcing programs that sales can execute on and ensure marketing efforts translate into measurable financial results through increased leads and overall revenue growth.
Marketing Director, Peekskill, NY - Job ID: 12867
OPPORTUNITY: Be the Marketing Director for New York region and report to Regional President and partner across total enterprise. This is a recent acquisition…..business is profitable but has historically been more sales driven and parent company wants to make it more marketing driven. Accent is building revenues through various marketing and sourcing programs that sales can execute on. Build annual marketing budgets and financial plans and track progress of key performance indicators against those plans throughout the year. Ensure marketing efforts translate into measurable financial results through increased leads and overall revenue growth. Here is an overview of the role:
- Digital Marketing…Develop and implement digital marketing strategies and initiatives that drive direct business results, by connecting with consumer behavior to unlock new revenue opportunities. Develop digital marketing strategy and approach, inclusive of social media, SEO/SEM, email marketing and web development. Make decisions based on analytics and marketing trends, work with agency partners to develop and implement marketing strategies and campaigns for SEO, SEM, and mobile search to increase site traffic, visitor conversion rate
- Marketing Communications & Advertising…utilize and monitor promotions, advertising, media planning, consumer research, multi-tiered communications, traditional and social media tools and all other relevant marketing activities to reach various target audiences in the most effective manner. Plan, buy and test media (TV, radio, print, online) to support sales and marketing objectives
- E-Marketing…develop e-mail marketing strategies to increase customer acquisition and retention, maximize customer lifetime value, and grow revenue
- New Products & Marketing Programs…partner with cross-functional team members to strategize and plan commercialization of new products and services as well as targeted marketing programs.
- Rebranding & Acquisitions…contribute on the integration of customers and markets from acquisitions; partner on and lead the rebranding efforts
- Partnering with Call Center…partner on communications with existing customers as well as the onboarding of new customers; drive qualified leads to call center and direct sales
- Budget, Reporting & KPIs…develop annual marketing budget; forecast and analyze marketing metrics and provide short- and long-term, data-driven recommendations to optimize campaign performance, improve marketing/media effectiveness and reach sales and marketing goals. Provide regular reporting (weekly, monthly) on insights, analytics, and results of all e-commerce marketing efforts and site metrics/KPI
REQUIREMENTS: BS/BA in Marketing or related field required; MBA a plus. Seek 7+ years of business experience that includes in-depth knowledge of digital marketing and e-commerce as well as traditional marketing methods (TV, radio, print). Must have strong data-driven marketing analysis and strategy development skills, combined with high level of creativity and concept development ability. Must have excellent of Google Analytics and SEO tools. Type A personality best. Experience within both consumer and commercial markets is required.
Marketing Director, Birmingham, AL - Job ID: 12886
OPPORTUNITY: Report to Platform President and partner across total enterprise. Parent company is global and pre-IPO.Birmingham subsidiary will be the headquarters for a business platform that is multi-branch sales & service operation that will expand in Alabama, Mississippi, and Tennessee. Business is profitable but has historically been more sales driven and parent company wants to make it more marketing driven. Accent is building revenues through various marketing and sourcing programs that sales can execute on. Build annual marketing budgets and financial plans and track progress of key performance indicators against those plans. Ensure marketing efforts translate into measurable financial results through increased leads and overall revenue growth. Here is an overview of the role:
- Digital Marketing…Develop and implement digital marketing strategies and initiatives that drive direct business results, by connecting with consumer behavior to unlock new revenue opportunities. Develop digital marketing strategy and approach, inclusive of social media, SEO/SEM, email marketing and web development. Make decisions based on analytics and marketing trends, work with agency partners to develop and implement marketing strategies and campaigns for SEO, SEM, and mobile search to increase site traffic, visitor conversion rate
- E-Marketing…develop e-mail marketing strategies to increase customer acquisition and retention, maximize customer lifetime value, and grow revenues.
- New Products & Marketing Programs…partner with cross-functional team members to strategize and plan commercialization of new products and services as well as targeted marketing programs
- Marketing Communications & Advertising…utilize and monitor promotions, advertising, media planning, consumer research, multi-tiered communications, traditional and social media tools and all other relevant marketing activities to reach various target audiences in the most effective manner. Plan, buy and test media (TV, radio, print, online) to support sales and marketing objectives
- Rebranding & Acquisitions…contribute on the integration of customers and markets from acquisitions; partner on and lead the rebranding efforts
- Budget, Reporting & KPIs…develop annual marketing budget; forecast and analyze marketing metrics and provide short- and long-term, data-driven recommendations to optimize campaign performance, improve marketing/media effectiveness and reach sales and marketing goals. Provide regular reporting (weekly, monthly) on insights, analytics, and results of all e-commerce marketing efforts and site metrics/KPI
REQUIREMENTS: BS/BA in Marketing or related field required; MBA a plus. Seek 7+ years of business experience that includes in-depth knowledge of digital marketing and e-commerce as well as traditional marketing methods (TV, radio, print). Must have strong data-driven marketing analysis and strategy development skills, combined with high level of creativity and concept development ability. Must have excellent
Google Analytics and SEO tools. Type A personality best. Experience within both consumer and commercial markets is required. No relocations considered
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Monday, May 13, 2019
by Bailey
Every business has a uniqueness due to culture, organization structure, tenets, practices, and goals. Competition is everywhere, opportunities for growth abound, challenges are multiple, and technology is forever changing. A key to business success is improving productivity with less effort and resources. People are the backbone of all organizations and bad hires cost a business financially, productively, and emotionally.
Roles do not always have equal value in parallel businesses. There are three levels of value with a lot of degrees of separation: strategic, tactical, and maintenance. Competition for talent has increased and hiring effectively means both correctly and quickly.
Here are a few suggestions when recruiting, evaluating, and hiring a new employee:
- Identify a small team of decision makers: Less people involved is quicker and more efficient. Often companies preach being proactive, forward thinking, and customer focused and then effuse a hiring process that is cumbersome and too lengthy.
- Develop a time line: Assume that the best candidates are being recruited by other companies and will not be available for long. Best practices means being efficient. Establish a time line for first and second interviews to move through the evaluation process as quickly as possible. Try avoiding more than a 2 step process. This is a positive message to all parties.
- Create a scorecard: The hiring team must all be on the same page regarding responsibilities, value of role, ability to contribute, and first year expectations. Go beyond the job description and create a score sheet of core competencies that include knowledge, experience, and soft skills that are essential. Not all items on the score sheet are equal. Identify how the team is going to evaluate items on the score card. Meet after interview and discuss scoring.
- Ask interesting questions: Behavioral interview is quite common and viewed to be 50-60% predictive of future performance. Be premeditated and create questions that are aligned to the score card. Ensure that hard and soft skills, knowledge, experience, and acumen are appropriately evaluated. Believe it or not, there are hiring authorities that do not ask questions, end up talking too much, and then wonder why the new hire did not meet expectations.
- Be prepared to sell: All candidates need to feel positive following the interview process even if they are not the candidate of choice. If a candidate warrants future interest, leadership needs to sell the opportunity, culture, synergies, business future and any other positive insight. This is the “pull” factor and essential to securing talent.
B&B has a proven track record for streamlining the hiring process and landing the right talent that will go the distance for our clients. A partnership with a B&B recruiter ensures success for all parties.
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