Bohan and Bradstreet

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Record Quarter for B&B!

Monday, February 19, 2018  by Bailey


With a month to go in 1st Quarter 2018, B&B has already set a company record for total placements! Solutions for our clients and meeting career path objectives for our candidates is our recruiters greatest motivation. When it comes together it is a beautiful thing!

Here are some of our recent completed searches:

Electromechanical Technician, Capital Equipment B2B

Senior Accountant, Media Company

VP, Practice Management, Multi-site Healthcare Organization

Director of Human Resources, Global Middle Market Manufacturing Leader

Director, Accounting & Taxes, B2B with International Profit Centers

Fabrication Facilities Manager/ Director of Customer Services/Manager, Demand Generation, Global Manufacturer/Distributor of Consumer & Commercial Products

Executive Director, Non-Profit Organization

Supply Chain Director/Director, Customer Services/Director of Process & Systems, $60+M Division of Global B2B

Director, Finance & Administration, Capital Equipment Manufacturing Leader

Attorney, Expanding B2B with $500+M in Revenues

Tax Senior, Regional CPA Firm

Manager of Corporate Development, Global Decentralized Manufacturing Company

HR Immigration Specialist, Global Middle Market Manufacturing Leader

Supply Chain Manager, Fortune 500 Division and Contract Manufacturer

Inside Sales Manager, Profitable Manufacturer and Supplier

Global Proposal Manager, Capital Equipment Manufacturing Leader

Sales Executive, Privately-held Niche Manufacturer/Marketer of Consumer Products



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Career Networking

Monday, January 8, 2018  by Bailey

Career Networking

Once upon a time, Ed Bradstreet launched Bohan & Bradstreet and was able to build his business by networking. How did he successfully network in the late eighties without the plethora of technology we utilize today? He created 2 group meetings: The Elm City Executive Forum and The 2nd Tuesday Network Group. Bringing together executive leadership from diverse backgrounds and industries in Connecticut areas businesses, Ed led the meetings to bring forth information that was useful to each member by asking all to communicate their history, challenges and successes of their businesses or civic organizations, as well as, sharing established or potential business leads. Thirty years later, these monthly meetings are still well attended as many relish the face to face connection and camaraderie in an era of the internet numbers game.

Connections, both in-person or online, are extremely important for your career.

According to Linkedin:

  • 70 percent of people in 2016 were hired at a company where they had a connection.
  • 80 percent of professionals consider professional networking to be important to career success. 
  • 35 percent of surveyed professional say that a casual conversation on LinkedIn Messaging has led to a new opportunity.
  • 61 percent of professionals agree that regular online interaction with their professional network can lead to the way in to possible job opportunities.


Tips for Successful Career Networking:

  • Keep building your network and stay in touch. Show interest and acknowledge special occasions.
  • Follow the career progressions of your contacts as they are building their networks as well.
  • Consider joining business or social groups to further your network and balance your online presence with more personal interactions.
  • Help others in their career by sharing job openings or promotion opportunities. What goes around comes around.


Linkedin facts and more information can be found in this article from

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How to Manage Top Talent in Your Company

Friday, December 1, 2017  by Bailey


Companies of any size that continue to achieve tactical and strategic goals employ “high potential” talent. These exceptional employees yield an impressive ROI to their employer and are typically ambitious, capable, creative, and intelligent. Attracting them is difficult enough, but effectively managing and mentoring them can be even harder (especially if they are more talented and clever than their superiors).  Creative, overachieving people simply do not like to be led, but you can still bring out the best in them if you go about it the right way.

Here are some facts and suggestions about managing talent that can help you maximize high potential employees:

  • Intelligent and creative people want recognition for their ideas. They are always coming up with better ways to do things, so lend them your ear!
  • Top employees typically know their worth and are very aware of compensation that is attached to their role. Fancy titles are often not enticing to them, but status usually is.
  • Most are politically savvy and have an indifference to bureaucracy.
  • High potential talent is well-connected with a “knowledge” network that can increase their value to the corporation. This same network will constantly introduce new opportunities that will tease their interests.
  • They are restless and easily bored. Clever people will need a peer group of talented and intelligent teammates to stimulate them to be their best!
  • High potential players want instant access to their boss or above. Otherwise, they feel that their work and contributions are not being taken seriously.
  • Don’t micromanage – top employees rarely say “thank you” to their leaders because they don’t want to be led. Try to stay away from their playing field and let them coach.


B&B has a proven track record for finding and placing top talent for our client companies. Many are sourced to "bear hug" the business and if managed properly, will make a meaningful impact on the company in record time.

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5 Ways To Not Get An Offer

Friday, November 3, 2017  by Bailey


Williams James once said that, “whenever two people meet, there are six people present.” There is each person as they see themselves, each person as the other person sees them, and each person as they really are. The same goes for interviewing. Because this style of evaluation is so heavily based on perception, the best candidate for the job does not get the offer over 80% of the time.

As a result, interviewing has become both an art and a game. The art is in your style, soft skills, and characteristics that you display. The game is getting an offer, and winning comes with practice, planning, and strategy. Try to avoid these common ways to “lose” the game and not receive an offer:

Bad Appearance

Make sure you are not underdressed, this is viewed as disrespectful. Clothes should be conservative, neat, pressed, and appropriate for business formal even if the setting is business casual. Shoes should be shined and make-up should be minimal. Avoid perfume and cologne, as well as jewelry and accessories. Your hair should be combed and not distracting!

Lack of Enthusiasm

If you’re not interested in the opportunity and the company, why are you going to the interview? If you are interested, show it. Research the company and ask meaningful questions about the position, business model, culture, or management style. When you answer questions, avoid short or vague answers in favor of responses that showcase your knowledge, personality traits, and acquired skills.

Me, Not We

Remember the part of the William James quote regarding each person as they see themselves? That aspect can sometimes be a problem during an interview. If the interviewee is all about the interviewee, putting too much focus on ego-satisfying stimuli like money or title, it can be extremely detrimental to their chances at landing an offer. As Ben Franklin once said, “he that falls in love with himself, has no rivals.”

Unconsciously Self-Destructive

There are many careless ways to hurt your chances of getting an offer. Among them are arriving late (indicative of poor planning), not fully completing the application (lack of compliance), a limp/fishy handshake (lack of professionalism), failing to look at interviewer when conversing (lack of confidence or respect), poor posture (lack of poise or confidence), condemning past employers (lack of respect), making too many excuses (not accepting of criticism), providing evasive and/or conflicting information (perception of fabrication), poor manners (lack of courtesy), not showing appreciation of interviewers’ time (lack of tact and professionalism).

Beyond the Call

An interview is an exchange of information. It shouldn’t be treated as a confessional or a lecture, and you shouldn’t be too forthcoming, aggressive, or verbose. Treat it as an opportunity to exhibit your personality and communicate knowledge and experience that is appropriate to the needs and requirements of the opportunity. 

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Candidates: Can We Find You?

Wednesday, October 11, 2017  by Bailey

Whether you are actively searching for a new opportunity or not, it is very important that you refresh your online profile periodically. The key to a successful presentation is to maintain a professional look, populate the page with applicable keywords and to clearly show demonstrated successes within your career. Remember your audience and speak to them. A potential employer wants to see where you have added value in your career history so you must include case studies where you have positively impacted the company. That being said, this is an online profile not a resume. The following are a few hit or misses on your online presentation to think about:

Keep Your Photos Professional:

One of the biggest mistakes for your professional profile is to use a "selfie". Keep the informal pictures for the other social media platforms and invest in a professional portrait for your profile. At the very least, dress in professional attire and have a friend take a photo with a neutral background. The photo is the first thing a potential employer or recruiter sees and you want to be taken seriously. Don't be overlooked because your photo depicts you on leisure time. 

Keep Your Content Personal:

While your photo needs to be dressed up, your content can be slightly dressed down from your resume. You don't need to fill your content with impressive resume speak. Rather, your online profile should illustrate success stories while keeping it personal. For example, "I was tasked to improve the following process and was able to successfully complete the task weeks ahead of schedule." or "I identified some redundancies in company spending and successfully streamlined our payables by x% by establishing new vendor relationships." Keep the message targeted to the audience: I can add value and here is how I have demonstrated added value in my career. Great attention should also be paid to your headline which is the things that makes one want to click through to read more or pass you over. Use keywords that describe your top skill and a phrase that captures how best you propose to add value. 

Refresh Your Skills and Keywords:

As you continue with your career you are mastering new skills and as you move up the ladder, you are gaining new responsibilities. It is important to continuously update with your most recent and best established skill set. Too many skills can muddy the water so be careful to edit the list so that you are presenting your highest quality work and skills that you want to focus on in your next endeavor. Many employers and recruiters search via keywords rather than titles so it is important to focus this list on what you want to be known for or better yet, how you want to be found.





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