CFW Careers

Director of Business Development: Seeking a business development leader with a Bachelor’s degree in Material Science, Chemical Engineering, or related field and 5–10 years of experience in business development, marketing, or sales within the geothermal market. Must have expertise in advanced materials (e.g., graphite, carbon), project management, and high-margin sales conversion. Strong communication, CRM, and strategic planning skills required. MBA and experience in private equity-owned, fast-paced environments are a plus. This role involves market analysis, business plan execution, customer relationship management, and new product commercialization. DM us for details! 

Career growth within an organization isn’t always a straight path—it’s often a winding road, leaving employees unsure of their next steps. This uncertainty can lead to disengagement and turnover, but Internal Career Pathing changes that. Rather than relying on outdated career ladders, this framework empowers employees and managers with a roadmap for growth based on individual strengths, proactive planning, and open conversations. 🔹 Key Elements of Career Pathing: ✅ Moves from Reactivity to Proactivity – Employees take charge of their career direction with structured tools and feedback. ✅ Encourages Manager-Employee Conversations – Engaging discussions help employees feel valued and uncover new internal opportunities. ✅ Provides Clear Direction & Actionable Steps – A personalized approach to identifying strengths, opportunities, and next steps. At CFW Careers, we’ve developed a prescriptive approach to career pathing, giving individuals and organizations the tools to foster intentional career growth. Want to learn more? Message us for additional details. #CareerGrowth #TalentDevelopment #Leadership #CareerPathing #EmployeeEngagement

Director of Business Development: Seeking a business development leader with a Bachelor’s degree in Material Science, Chemical Engineering, or related field and 5–10 years of experience in business development, marketing, or sales within the geothermal market. Must have expertise in advanced materials (e.g., graphite, carbon), project management, and high-margin sales conversion. Strong communication, CRM, and strategic planning skills required. MBA and experience in private equity-owned, fast-paced environments are a plus. This role involves market analysis, business plan execution, customer relationship management, and new product commercialization. DM us for details! 

Analytical Lab Scientist: Seeking a scientist with a Ph.D./MS/BS in Chemistry, Chemical Engineering, or Materials Engineering and 3-5+ years of experience in industrial chemical or polymer-based manufacturing, preferably in metal powders, polymers, or battery materials. Must have strong analytical chemistry skills, including DOE, ICP-OES, FTIR, SEM-EDX, XRD, XRF, and wet chemistry. Responsibilities include leading customer quality escalations, developing new metrology methods, and supporting R&D. Experience in a private equity-owned, fast-paced environment is a plus. DM us for details!

Coatings R&D Scientist – South Plainfield, NJ: Seeking an experienced R&D Scientist to develop coatings, dispersions, and chemical formulations for industrial lubricants, high-temperature release, conductive, and corrosion-resistant applications. Requires a Ph.D./MS/BS in Chemistry, Chemical Engineering, or Materials Science with 3-5+ years in coatings, sealants, or lubricants. Must have expertise in DOE, rheology, adhesion principles, and project management. Experience in a private equity-backed, fast-paced growth environment is highly preferred. DM us for details!

Leadership isn’t about having all the answers—it’s about helping others find them. As a part of our International Women’s Month initiative, Cynnie King, Diany Levy, and I met with some impressive women leaders at Shippo yesterday and facilitated our Leader-Coach Approach to Management session, focusing on the power of coaching conversations. The shift from problem-solving for your team to coaching them to find their own solutions creates stronger, more engaged employees who take ownership of their success. ✅ Ask more, tell less ✅ Listen actively ✅ Empower people to solve their own challenges The approach applies to so many management scenarios–from one-on-ones and performance reviews to managing through crises, and participants in the session found the takeaways immediately applicable. Thank you to Jade Blake-Whitney and Jourdan Elam for organizing, and Neil P. for connecting us with Shippo. Interested in bringing this session to your organization? DM us! #LeadershipDevelopment #CoachingCulture #ExecutiveCoaching

Asking thoughtful questions in an interview can set a candidate apart. CFW encourages job seekers to imagine themselves in the role and prep questions that go beyond basic research. Questions about the team, challenges in the role, or expectations for success show genuine interest and strategic thinking. What’s the best interview question you’ve ever asked? Share in the comments!

I’ve seen a few posts recently encouraging hiring based on attitude. I agree that attitude is important going into any new endeavor, including a role. However, the problem with hiring based solely on "attitude" is that it’s extremely subjective. Example: Some attitude traits that are seen as positive in one gender (e.g., assertiveness in men) can be seen as negative in another (e.g., assertiveness in women). Hiring based on attitude can be a perfect recipe for a biased process. So, what should we do instead? Hire for skills, including some "attitude-based" soft skills like coachability, problem-solving abilities, and communication skills. By focusing on specific skills required for the role, and having a consistent interview process and scorecard, you’ll end up with better hiring outcomes and a fairer process overall. #Hiring #Recruitment #Diversity #Bias #SkillsBasedHiring #Leadership

Do hiring managers actually read cover letters? Can you write an effective one quickly? Why do they feel like such a miserable part of the job application process? Here’s the thing—the traditional “cover letter” is outdated. The name comes from a time when you’d physically mail your resume with a letter on top (literally covering it). But today? The format has evolved. Instead, think of it as Position Outreach—whether it’s a LinkedIn message, an email, or an application note, the goal is the same: introduce yourself in a way that actually gets read. 💡 A Simple, Effective Formula: 1️⃣ Start with THEM, not you. → What impresses you about the company? A recent project, an announcement, or their impact? Show you’ve done your homework. 2️⃣ Tie your experience to the role. → Highlight one or two key achievements that directly relate to this job. Tell a story—don’t just list responsibilities. 3️⃣ Share ideas, questions, or standout qualities. → What unique perspective would you bring? What excites you about the role? Keep it concise and compelling. ⏳ Pro tip: Set a timer for 30 minutes, write your first draft, and then refine. The key? Don’t overthink it. #JobSearch #CoverLetters #CareerTips #Hiring #InterviewAdvice #JobApplication

Career search isn’t just about today’s job hunt—it’s about playing the long game. CFW encourages clients to think strategically: How does your next move position you for the roles you want in the future? By helping clients map their paths, identify experiential gaps, and refine their career narratives, CFW ensures every move is deliberate and purposeful. It’s not a sprint; it’s a marathon. If you’re looking to create a dynamic, evolving search strategy, let’s start a conversation. How do you approach planning for your long-term goals?