During the executive search and recruitment process, companies may come upon multiple strong candidates. Choosing the best of the bunch typically requires widening the scope in order for an individual’s on-paper accomplishments and qualities not to be the only aspects taken into consideration.
Executive search expertise
What kind of legacy will you leave behind?
For many, board service is the pinnacle of their career – a reward of sorts for a job well done. Regrettably, few board directors think about the day they retire, let alone their legacy in the boardroom.
The idea of legacy is a deeply powerful way to align one’s current board service to the company’s long term objectives. Asking “what do I want to leave behind?” rather than “what do I need to do to comply?” expands our thinking about board succession. It offers a concrete sense of purpose in choosing how to plan for your succession and who to elect to succeed you. (more…)
There are a whole host of factors involved in the executive search and recruitment process. Some are relevant across the board, such as solid references, a good reputation and leadership skills, while others are more specific – for instance, expertise in a particular field. This equation is further complicated by the fact that every company comes with its own unique set of needs, and an executive with a high likelihood of thriving at one enterprise has the potential to crash and burn at another. That being said, in spite of the vast number of variables at play, it is still possible to make some generalized assertions to help streamline and optimize the executive recruiting process.
Changes in the C-suite can have a profound effect on an entire organization, regardless of the industry in which the enterprise operates. If the right selections are made, the overall impact will be positive, but the wrong choices may result in negative fallout. It could be said that the stakes are especially high for organizations in the health sector – after all, for these enterprises, the term “life or death” isn’t just a figure of speech. (more…)
Some private equity firms make investments that span a variety of industries, while others may focus on one specific sector. Each sector has its own defined expansion and contraction periods, and a CEO who excels at managing their companies during one phase of the cycle may not be the best person for the job in a different cycle. (more…)
The recent plunge in commodity prices has made business planning a challenge for leaders of oil and gas companies who are unsure what the future holds. At times like these, companies often look to the executive search industry for guidance, so it came as no surprise when a number of our clients approached us with questions about market trends in this age of uncertainty. (more…)
Strong senior leadership is an imperative part of a successful company, as C-level executives play a major role in shaping their firm’s strategic vision. Companies determined to find the right executive leaders would be wise to explore the unique value found in an executive search partnership. (more…)
At Caldwell Partners, we are on the lookout for the cream of the crop, and they deploy a diverse range of tactics to ensure the shortlist of candidates they put together is an optimal fit with a company's needs.
Although every firm in virtually any industry is vulnerable to risk in some shape or form, many organizations don’t have the necessary frameworks in place to identify, manage and mitigate its effects.
Help your company expect the unexpected. (more…)
When companies need an influx of funding, they often turn to private equity firms for help, but they are sometimes unaware of the changes these firms will require them to implement in exchange for a financial boost.
Entrepreneurial CEOs believe what they do and the products they create will change the world. By nature, they are agile, creative and comfortable dealing with uncertainty. Their laser-like focus on how to fix a specific problem allows them to clearly see the solution. Charles Handy wrote in his book The New Alchemists, that entrepreneurs also share two key traits – dedication and doggedness. Combined, these qualities allow entrepreneurs to build businesses with huge potential. (more…)
What is a leader? A quick Google search brings up pages and pages of quotes, editorials, books and more, all attempting to answer this deceptively simple question, suggesting there’s more to it than meets the eye.
Thinking about joining a board?
Serving on a corporate board can provide executives with valuable perspective and insight beyond your own company. However, before embarking on a search for a board seat, it is wise to do your homework. (more…)
So, you’ve decided to onboard a new chief security officer. Whether this involves leveraging the services of an executive placement firm or launching your own internal executive search and recruitment effort, professionals with a particular set of qualifications are likely to be the strongest candidates.
Typically, the first step of an executive search and recruitment initiative involves determining the requirements and parameters of a specific role. What will the executive’s core duties be? What experience should the ideal candidate have, and what skill sets should he or she be equipped with? (more…)
Although it’s important to take culture into consideration when attempting to determine whether a prospective executive candidate will assimilate well into a company, some firms still find that they run into trouble even after factoring cultural fit into their searches.
When companies’ fortunes are looking up, business is booming and positivity is in the air, leaders have a lot less pressure on them than they do when things aren’t going as swimmingly.
For many startups with millennials at the helm, it’s not uncommon to see C-level executives beginning their workdays at 11 a.m. – as in the case of 27-year-old Box CEO Aaron Levie, according to an Inc. feature piece published last year – or wandering around the office in hoodies (think Facebook’s Mark Zuckerberg, now 29).
Executives searching for jobs in the digital age may find themselves wondering if a resume is still important – after all, sites like LinkedIn can now show potential employers a detailed summary of previous work experience in a convenient, online platform. However, candidates who are seeking management roles still need to be sure that their resumes are pristine, well-organized and clearly show previous leadership experience while helping the applicants stand out from hundreds of others. Here are several ways that high-level executives can ensure their resumes impress executive recruiting firms.
Those in executive recruiting are generally on the lookout for several core differentiators, including relevant skill sets, copious industry knowledge, a wealth of previous experience and a good cultural fit. Executives who have solicited outside coaching and leadership advice in the past may appear to be particularly strong candidates, as the desire to better oneself and the business processes for which one is responsible can be a powerful positive attribute of those in successful upper management positions.
The information technology (IT) industry is fast-moving and rapidly evolving, so IT security executives need to be able to keep pace while also driving growth and promoting innovation. Recently, a crucial new facet was added to the duties of the Chief Security Officer (CSO): protecting companies from hacking.
When a candidate who looks perfect on paper doesn't end up working out, executives are often left scratching their heads, especially when they didn't enlist the help of executive search and recruitment professionals during their search. If someone doesn't work out despite having a strong background, relevant experience and a good measure of successes and failures under his or her belt, it can be hard to determine what went wrong, but firms that hire based on those qualities alone are overlooking a major piece of the hiring puzzle – cultural fit.
Many of today's top companies rely on executive search firms to bring in the best possible talent for leadership roles within the organization. If you're a candidate with your eyes on a C-suite desk or a current executive hoping to move into a different role, it's likely that you'll work with executive recruiters at some point during your search. Try implementing these strategies to ensure you stand out to firms that can help get you into the position you want.