Tuesday, January 12, 2016
by julie
B&B completed senior staff to executive level searches in 56 companies (e.g. family-owned, PE funded, publicly traded, partnerships) locally and across the USA. We are thankful for making a difference on career progression and talent acquisition.
Examples of successful searches by B&B include:
Assistant Brand Manager, OTC Healthcare Product
Audit Manager, Regional CPA Firm
Business Intelligence Analyst, Investment Management
CAD-Senior Designer, Automotive Products
CFO, Metalworking Industry
CFO, Real Estate Conglomerate
COO, Chemical Products Distributor
Contract Manufacturing Director, Consumer Products Industry
Controller, Film Coating Industry
Corporate Controller, Pre-IPO Medical Products
Credit-Senior Manager, Capital Equipment Distributor
Demand Planning Manager, Nutritional Products Leader
Digital Marketing Director, B2C Home Products Supplier
Director Human Resources, Entertainment Products Leader
Divisional Controller, Architectural Hardware Industry
Engineering Team Leader, Aeronautics Components Manufacturer
ERP Project Manager, Engineered Products Industry
Executive Director, B2C/B2B Trade Association
Finance Director, Communications Products Industry
General Manager, Injection Molding Manufacturer
Global Rewards Director, Consumer Product Leader
Global Marketing Manager, Sensors & Motion Controls Leader
Human Resources Director, Packaging Industry
Information Technology Director, Communication Products Leader
Manufacturing-Senior Engineer, OEM Automotive Supplier
Network Administrator, Consumer Packaging Manufacturer
North American HR Director, High Technology Tools Industry
Quality Assurance Manager, Tier 1 Automotive Supplier
Quality Director, FDA Products Supplier
SEC Reporting Director, NYSE Fortune 1000 Corporation
Tax Compliance Manager, Global Chemical Manufacturer
Tax Manager, National CPA Firm
Trade Marketing Manager, Wellness Products Industry
VP Credit Officer, Commercial Bank
VP Finance, Consumer Products Distributor
VP Product Development, Healthcare Products
VP Supply Chain, Beverage Products Industry
Top Ten Hot Searches We Are Trying To Fill:
Assistant Controller, $500+M B2B industry/Danbury
Commercial Lender-Global, International financer/Rocky Hill
Communications Manager, Healthcare Services/Westport
Controller, Privately-held distributor/Riverdale (NY)
Marketing Director, Real estate development/Norwalk
National Pricing Leader, Branded products/West Haven
Regulatory Affairs Specialist, Pharmaceutical products/Naugatuck
Robotics Engineer, World class manufacturer/North Haven
Tax Manager, Global industry/Farmington
Workforce Development Leader, Privately-held industry/Wolcott
Know someone? Click here to see our job openings and current jobs.
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Tuesday, December 29, 2015
by julie
Low turnover has long been perceived as indicative of a strong company. The rationale makes sense—a company must be doing something right if employees remain working there.
However, the issue is much more complex. Employees stay at companies for many reasons which may relate very little to the company. Employees may be:
• Under-skilled
• Unmotivated to advance
• Anxious that the economy is too unstable
• Comfortable and complacent in a known environment
Turnover can certainly be disruptive to a business, impacting employee morale and performance. It also has real costs, from job postings to interviewer time to lost productivity to higher salaries and sign-on bonuses. It’s no wonder that many employers want to avoid turnover.
But sometimes change is exactly what’s needed. Whether employees are let go or leave voluntarily, turnover can be a smart opportunity for employers to select, hire, and develop new talent into the organization. People who are excited about the company and have the capability to perform at a high level can make a significant difference. Some turnover is actually good for the company! Something to think about as we head into a new year. Is 2016 a year where your company is in need of some change?
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Tuesday, December 22, 2015
by julie
Job Specialization: Taking on job titles and responsibilities that are industry specific and not transferable to other companies.
Staying With A Company Too Long: Remaining with an employer for an extended period of time may suggest that you fear change and prefer a familiar environment. The exception is receiving numerous promotions during that tenure.
Lack Of Career Progression: Remaining at a specific career level for a protracted period is a definite career killer. It suggests a failure to perform and earn a promotion.
Job Hopping: Job hopping is probably the number 1 career killer. As a general rule, you should average 3 to 5 years at each position. If you are a victim of layoffs after a short tenure, a prospective employer will look at your entire work history and usually ignore a single exception.
Jack Of All Trades, Master of None: A work history that includes experience in multiple disciplines (sales, purchasing, logistics, IT, marketing and customer service) can indicate a person without career direction and depth of expertise.
Staying In One Industry Too Long: This can be problematic, especially if your industry is facing a rapid decline and your skills are not transferable.
Lets partner together to define a road map that aligns to your career and life interests!!
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Tuesday, December 15, 2015
by julie
The DHI Group Inc.time-to-hire index, a measure of the time it takes U.S. companies to fill jobs, rose to a record 29 working days in July.
See the below excerpt from the September 2015 article in the Wall Street Journal.
"The latest trend in hiring has a lot in common with speed-dating.
Fed up with recruiting that takes weeks or months, employers are experimenting with ways to take on new employees in a matter of days or even hours. Chipotle Mexican Grill Inc. made a highly publicized push last week to hire 4,000 workers in a single day, and other technology and media companies are accelerating the way they woo and acquire talent, from entry-level..."
Click here to read the full article.
Let B&B take the guess work out of the equation. We deliver "finalists" to you and help "sell" your story to candidates. We serve as an extension of your brand and business model.
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