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"You just can't beat the person who never gives up." - New York Yankees legend, Babe Ruth. In the sales world, you'll find plenty of times of wanting to throw in the towel. It's the easy choice when things get hard. However, the people who succeed in this industry are the ones who embrace the hard days and just keep going. When I look at our Austin office here at Insight Global, I pray that we are known as a team who is consistently relentless and continuously finds creative ways to deliver for our clients. I want us to be known as people who just didn't give up. #sales #recruiting #staffing

Guess what time it is?! It's 'Ask The Hiring Manager' time!! 😁 🎊 . On this episode of Ask the Hiring Manager, I sit down with the (very impressive) CEO of Clearbrook Global, Elliott W Wislar. Clearbrook Global is a diversified asset management company with over $11B in assets under management, headquartered in New York with international offices (Oh, and Clearbrook is hiring! 😃 ). https://lnkd.in/ePkRfJSE Some interesting topics that Elliott and I discuss during this Ask The Hiring Manager session include: -Elliott’s financial background / career history pre-Clearbrook, including how he and his team grew assets from $6B to $226B in 11 years while at FleetBoston. -Inequities between women and men in finance and how Elliott helped to balance the scale for women in finance, in the 1990s/early 2000s, deciding between family and career. -The importance of empowering women, the LBGTQ community, and minorities and embracing overall diversity to enable more success in the financial sector. -The benefits of a flexible remote work model. -Why Elliot started Clearbook, services Clearbrook offers, and the company’s model of full transparency and client advocacy. -How competitive sports strategies helps one to get ahead in business. And of course we hit on usual hiring manager topics, including: -Roles Clearbrook has hired for (including senior management / trading positions) -What attributes Elliot looks for in a senior manager / Clearbrook staff member. -The little (but important) things that stick out to Elliott in a resume. Elliott is the last thing from the typical finance guy as he is multifaceted and multitalented; he has studied Japanese, is a competitive sailor (won two championships and participated in the Olympics!), and recently published a book (‘Voyage to Victory—Stories and Strategies for Resilience, risk and Reward’). To find out more about the Clearbrook check out www.clearbrookglobal.com and, as always, stay tuned and subscribe to this YouTube channel and the Ask The Hiring Manager Spotify channel for more great interviews with top hiring managers! #askthehiringmanager #hiringmanager #clearbrookglobal #financejobs #clearbrook #podcasting #CPRW #resumewriter #resumemakeover

Biggest lesson I learned on hiring as a CEO of a $30 million company… Hire based on experience, NOT potential. Sounds counterintuitive, right?  But experience trumps raw potential every. single. time. In the fast-paced realm of digital marketing, we can't afford to roll the dice on potential alone.  We need seasoned veterans, battle-tested in the trenches of online commerce. Potential without a proven track record?  That's a gamble.  And in this business, I don't bet on uncertainty. So, fellow CEOs, want to scale your empire?  Choose experience. Ditch the potential.

Hiring should be seen as a strategy, not something you do because you feel stressed because you’ve never streamlined your operations. The people you have on your team should be helping you make money and/or giving you back your time to focus on another area or free time. We help businesses improve their current Operational processes to avoid or work through current bottlenecks. If this sounds like your reality, you can book a 1 hour consult using the link in the comments. ID: Screenshot of a Facebook post with a red background and text “If you hired someone, and you’re not seeing an increase of revenue, there is a process problem.”

Too often roles are often labeled as executive positions when what’s truly needed is a high-level operator. Executives are paid to make a few key decisions a year and see around corners. Operators are paid to make things happen. In early-stage companies, founders wear both hats: the operator and the executive. But as you hire department heads, it’s important you know whether you need an operator or an executive. Most of the time, you need a high-level operator. It's hard for founders to step back from core functions like sales, marketing, and product. For more specialized roles, like compliance, it's easier to hire an executive early on. Know what you need before you hire for it.

In today’s fast-paced world, it’s crucial to recognize that talent and potential often lie beyond conventional boundaries. As Adam Danyal, Founder of Leadership Club, wisely states: “Don’t be afraid of hiring people with no experience. They can surprise you with their hidden talent and commitment.” Let’s take this a step further and also embrace individuals who may not hold traditional degrees. Many people possess exceptional skills, creativity, and drive that formal education might not fully capture. By being open to hiring those without degrees or traditional experience, we tap into a diverse pool of potential that can bring fresh perspectives and innovative solutions to our teams. #Hiring #Talent #Leadership #Diversity #Inclusion #CareerGrowth

Playing It Safe Won't Win You the Game. Embrace Calculated Risks in Hiring! #HiringBoldly Bill Gates famously said, "To win big, you sometimes have to take big risks." This applies to business too, especially when it comes to building your team. Are you settling for 'good enough' talent because the hiring process feels like a gamble? Resourceful Talent Group (RTG) can help you take calculated risks and land A-players you never thought were possible! Here's how we turn hiring risks into rewards: ✅Expert Talent Search- We go beyond resumes to uncover hidden gems who perfectly align with your unique needs. ✅Data-Driven Decisions- We combine human expertise with powerful insights to minimize risk and maximize results. ✅Tailored Strategies- We develop a custom recruitment plan that attracts top talent and mitigates potential pitfalls. Ready to stop playing it safe and start building a dream team? Comment "BOLD" to start working with RTG today! P.S. What's your biggest hiring fear? Share it in the comments! Let's chat about how we can turn that fear into a competitive advantage.

The difference between people and companies that succeed and those that do not, is there willingness to take calculated risk! Being bold when it matters is what will separate you from the pack.

I always thought we wanted to be a small agency that was focused on a single vertical, but as we grew and scaled our team -- allowing us to enter into new verticals -- our clients experienced the value of cross-vertical integration.  Here are the lessons we’ve learned about the value of a cross-vertical agency that still has industry focus and knowledge.   Have you seen this play out in your hiring strategy? What fresh (no pun) perspectives do agencies or new staff bring to your organization?

Sound advice. Their values and willingness and ability to learn is more important....