Friday, August 23, 2019
by julie
Growing Too Fast
Founder of a B2B healthcare service had organically quadrupled within a five year span and was looking at an acquisition that would boost revenues, gain market share, and expand to over 300 FTEs.
The Challenge
CEO was very revenue focused and relying on others to build infrastructure. Employees were the #1 asset and key to quality and deliverables of services. B&B met with the CEO, COO, and CFO to discuss multiple searches to support the executive team. As part of the conversation, it became obvious to B&B that the business lacked a human resources professional to partner on compensation, performance management, organizational alignment, compliance and other HR competencies. B&B told leadership that they are prime for a union attempt if they did not raise the bar on the value of HR. CEO awarded B&B with the search.
The Action Steps
B&B teamed with the executive team to define the level, requirements, and compensation for a Human Resources Director with CHRO potential. B&B created a job description and partnered to define short and long term goals. B&B viewed over 100 potential applicants; targeted, recruited and interviewed 14 prospects to complete first stage of evaluation; culled the slate to four strong candidates; made the presentations; and partnered with the client through the interviewing, verification, and compensation process.
The Results
From initial conversation with executive team to acceptance took 41 days. Human Resources Director has contributed on strategy, implemented a wide range of programs, changed the culture, and has become the Voice of the Employee. Company continues to expand organically and through acquisitions.
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Friday, August 16, 2019
by julie
3rd Quarter is proving to be very active with 10 completed searches in the last 6 weeks and over a dozen new projects added to the docket. Why is there a strong market for hiring right now? Here are the answers:
#1: Hiring authorities appear to be more decisive. We adhere to quality over quantity on every search and the average number of candidates interviewing for searches that we have completed has dropped to 3.4 and the average number of interviews with a client before offer is down to 2.3…..so less number of candidates and interviews with hiring companies has increased the speed of the interviewing process and faster completion of searches.
#2: Candidates are impatient and are looking for a variety of stimuli whether it is upside potential, employment stability, an empowering culture, rewarding benefits and/or acknowledgement for contributions. If current employment is not meeting expectations, then the attitude is to identify a better solution.
#3: Clients are less tolerant and companies are not willing to endure noncontributors, ineffective managers, and employees that cannot change or adapt. Competition and the demand of business is driving this. We have experienced an increase of confidential replacements where the client is looking to upgrade on talent. There is stiff competition for talent.
#4: No bench strength. There is a lot of organic growth. New products, markets, and channels. Acquisitions have increased whether private equity roll ups or companies trying to grab market share. Growth creates need for talent and most companies do not have bench strength so look to hire and promote.
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Friday, August 9, 2019
by julie
RECENT PLACEMENTS
Chief Financial Officer for a multi-state B2B leader wants to double revenues over next 5 years organically and through acquisitions.
Northeast Sales Manager for a U.S. division of a European-based global manufacturing and chemicals company that has a strong North American presence and is expanding into new markets and new accounts.
Marketing Communications Director for an innovative B2B that has sustained revenue growth in domestic and global markets.
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.
CISO for a global bank that is investing in new enterprise-wide technology.
SEC Reporting Analyst for a global manufacturer that has 25+ SBUs on 5 continents; several billion ($) in annual sales with 50+ operating locations.
Human Resources Director for a manufacturer and distributor of consumer products.
Supply Chain Director for a PE backed roll-up of business products.
Sales Engineer for a specialty pump manufacturer.
Mergers & Acquisition Director for a North American engineering testing service.
General Manager for a privately-held manufacturer of specialty seals and fasteners.
IT Director for a privately-held distributor of audio-video equipment.
Marketing Director for a PE funded building services company that expects to double revenue over next two years via acquisitions and organic efforts.
COO/CFO for a start-up healthcare software business starting commercialization phase.
Senior Accountant for a public accounting firm that recently celebrated it's 100th anniversary in business.
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