Throughout the seemingly endless stretch of recent growth and record hiring lies a common theme critical to all organizations: talent acquisition.
Spell joined the firm as a practice leader in 2021 with decades of agricultural recruiting experience, but he says the increased focus on sustainability in all levels of his field, from technology to culture, has changed the type of skills he’s seeking to fill executive roles.
In-office roles transitioned to work-from-home in 2020, and junior team members entering the workforce had to take their first steps remotely.
In 2021, over 75% of our Head of Corporate Development searches had the position reporting directly to the CEO of the portfolio company. This is up from roughly 50% in 2020 and 33% in 2019.
“New normal” is a phrase encompassing the weird world of working from home, working a combination schedule of in-person and remote and all the other COVID-era innovations that have kept life moving forward in unprecedented times.
“Hire slow, fire fast” has been a popular management mantra for decades. But to attract and land top M&A talent in today’s market, many of our clients are adjusting the tempo of their hiring practices.
While expansion generally means an organization is doing well, it also means they can struggle to find high-level executives to lead the charge.
Year-end cheer can quickly turn into holiday haze, where so much is happening that planning for the next quarter falls by the wayside.
As Covid-19 cases continue to rise and fall globally, fallout from factory shutdowns and pandemic regulation continues to impact the global supply chain.
Stay-at-home orders taught organizations to be flexible at the height of the Covid-19 pandemic. They required us to embrace remote work.
There’s no doubt that speaking a second language gives you a competitive edge in the workplace.
You’ve arrived at the moment you’ve been waiting for – you finally found the perfect candidate. Now what?