Auctus Search Partners LLC’s Post

Growing Staffing Segments in 2024 💾 Tech & IT  2024 Market Value = $43.2 Billion  Projected increase = 5% 📐 Engineering  2024 Market Value = $10.4 Billion  Projected increase = 8%    🏦 Finance/Accounting  2024 Market Value = $9.1 Billion  Projected increase = 4% https://lnkd.in/gY6fPJiu

Understanding the Price-to-Book Ratio as a Metric for Job Seekers When considering a new job opportunity, candidates often evaluate factors such as salary, company culture, career growth potential, and the benefits package. However, there's a financial metric that is frequently overlooked but can provide deep insights into the company's market position and future prospects: the Price-to-Book (P/B) ratio. The P/B ratio compares a company's market capitalization to its book value. A higher P/B ratio can indicate that the market expects future growth and believes in the company's ability to generate profits. Beyond the numbers, a high P/B ratio often reflects the value of intangible assets that a company commands over its peers and rivals. The strength of a company's brand, its relationships with customers, partners, and suppliers, and the quality of its human capital are crucial intangible assets that a high P/B ratio can hint at. For employees, working for a company that values and invests in these areas can mean a more enriching job experience, greater job security, and better career progression opportunities. #finance #jobsearch #PBratio

The High Costs of Chief Revenue Officer Turnover by Nick Toman, Bryan Kurey, and Dave Lingebach October 10, 2024 Summary.    Researchers determined that 62% of companies see their revenue growth rate decline or remain flat in the fiscal year following a Chief Revenue Officer change. The median rate of decline is nearly four percentage points, from an average 15.5% growth rate the year before the CRO switches out, to an average 11.7% growth rate the first full fiscal year after the CRO switches out. But standing pat may not always be an option. This article explains the implications of firing a CRO and what you should know before hiring a new one.close The average tenure of today’s chief revenue officer (CRO) is among the shortest in the C-suite, averaging just 25 months. For many companies, this duration doesn’t even equate to the duration of two sales cycles for their products. It’s no coincidence that CRO tenure continues to contract. Sustained growth remains elusive for many companies. Our research finds that 43% of companies experienced at least one year of negative growth in the past three years, and fewer than 3% managed to consistently increase their growth rate each of the last three years. Firing the CRO is one of the most common actions a board of directors takes when growth is challenged. Our research shows that CRO turnover accelerated by more than 50% from 2022 to 2023 (with 70% of CROs who left their post being asked to leave). This trend doesn’t show any signs of abating: Our survey of CEOs found only 41% of them express confidence that their CRO can drive commercial success for their organization. What Happens After A CRO Leaves We conducted an analysis of public and private companies in the U.S. and Canada to understand the impact CRO turnover has on company performance. To ensure it was as “like-for-like” as possible, we focused on the software-as-a-service, information technology, and commercial services industries, with annual revenue between $100 million and $5 billion. We then narrowed that list to companies with reliable financial performance data across multiple years. Our analysis paints a stark picture. A staggering 62% of companies see their revenue growth rate decline or remain flat in the fiscal year following a CRO change. The median rate of decline is nearly four percentage points, from an average 15.5% growth rate the year before the CRO switches out, to an average 11.7% growth rate the first full fiscal year after the CRO switches out. To put it simply, new CROs create a massive wake of disruption. Growth plans and initiatives grind to a halt waiting for new leadership to design and direct them. Commercial leadership teams experience turnover, either following the former CRO or making way for the new CRO’s preferred team, further delaying initiatives. A “new playbook” gets implemented, taking significant time to mobilize the commercial organization around it. https://buff.ly/4eFLS9k

🔥 Less is More: Why Using Fewer Accounting Recruiters Leads to Better Results 🔥 Here's why 👇 It might sound counterintuitive, but the more recruiters you engage, the less likely you are to succeed. 🤔 🕑 How much time and effort would you risk representing someone if they might accept a competitor's offer at any time? Not much. But what if you knew your time and effort would pay off with the space to fully focus on their success? You would invest all that was required. 🔍 In the current market, firms are increasingly looking for the best available candidate to justify the hiring fee. Using multiple recruiters commodifies your brand and dilutes your value when 4 or 5 recruiters pitch your resume to the same employers, also raising concerns about your focus, commitment, or even desperation. 🎯 Quality Over Quantity – When you partner with fewer recruiters, they can truly represent you and tailor their approach. They will work harder to persuade and influence on your behalf, increasing desirability and confidence that you are the stronger candidate, making you stand out as the better hire. 👥 The Right Fit – It’s not about hitting every employer. It’s about hitting the right ones. Focused representation = better quality outcomes. ✔ Work with fewer recruiters. Ideally one and no more than two. Build deeper relationships with them, allowing them to represent you in the best light possible. The results will speak for themselves. #RecruitmentStrategy #PublicPractice #AccountingJobs #AccountingCareers #CandidateSuccess #JobSearchTips #CPA #MelbourneAccounting #CareerAdvice #TalentAcquisition #FinanceCareers #CareerGrowth #HiringTips #ProfessionalDevelopment #AussieAccountants

Behind the Numbers: What Healthcare Recruitment Metrics Really Mean 📊 At Svastih Placements, we believe metrics tell a story. Dive deep into key recruitment metrics and understand their true impact on your healthcare hiring processes. Analyzing these metrics helps identify strengths and weaknesses in recruitment strategies, allowing for data-driven improvements. Understanding and leveraging these numbers can enhance the efficiency and effectiveness of healthcare hiring practices. Comment with your thoughts on which recruitment metrics have been most useful in your experience! Talk to Us at: 📧 talent@svastihplacements.com 📲 98998 89050 #RecruitmentMetrics #HealthcareAnalytics #DataDrivenHiring #SvastihPlacements #HealthcareHiring #HospitalJobs #DataAnalytics

🔍 Seeking Insights on #SalaryBenchmarks in Contract Research Organizations (#CROs) 🌐💼 Hello everyone..!! 👋 I hope this post finds you all in good health and high spirits. 🌟 I am reaching out to the incredible professionals in this network for some guidance and insights. I am currently navigating the dynamic landscape of Contract Research Organizations (CROs) and am eager to understand more about salary benchmarks within this industry. 💰 As we all know, staying informed about compensation trends is crucial for both career growth and industry competitiveness. If you have experience or knowledge about the typical #salaryranges, #compensationstructures, or any valuable resources related to CROs, I would greatly appreciate your input. 📈 Feel free to share your insights in the comments or connect with me directly. Your expertise will not only assist me in making informed decisions but will also benefit others who may be seeking similar information. Let's foster a collaborative environment where we can exchange knowledge and #empower each other in our professional journeys. 🤝 Thank you in advance for your time and valuable contributions! 🙏 #cro #industryinsights #SalaryBenchmarks #professionaldevelopment #networkingopportunity

Output Job Solutions offers a straightforward 8.88% fee + GST on all placements. No hidden costs—just top talent at a clear, unbeatable rate. We believe in transparent pricing for all our clients. Share Your Hiring Needs Today and Let’s Achieve Greatness Together! #Outputjobs hashtag #OutputJobSolutions hashtag #IThiring hashtag #ITrecruitment hashtag #supplychainrecruitment hashtag #NZrecruitment hashtag #samshringi hashtag #accountingjobs

🌟 Why the Start or End of the Financial Year is Key for Job Seekers! 🌟 Timing is everything if you're actively looking for a job or planning a career move. Here's why applying during the start or end of the financial year can boost your chances of landing that dream role: 🚀 1. New Budgets, New Opportunities At the start of a new financial year, companies receive fresh budgets. This often translates to new hiring goals, expansion plans, and increased headcount. It’s the perfect time to target companies actively looking to grow. 💼 2. End-of-Year Hiring Push Toward the end of the financial year, companies focus on filling open positions before budgets expire. Many organizations are eager to wrap up their hiring needs, meaning there may be a surge in job postings and faster hiring processes. 📊 3. Strategic Business Planning As companies review their performance, they adjust strategies to meet their goals. This includes identifying key roles that need to be filled to support growth and innovation, presenting a prime opportunity for job seekers. 🔑 When's the Right Time to Apply for a Job? While there’s no single "perfect" time, here are some peak periods to keep in mind: 1. January to March: New goals, fresh budgets, and companies are hiring after the holiday lull. 2. July to September: The start of the financial year for many businesses (especially in India) when hiring increases. 3. October to December: Companies often have a final push to meet hiring targets before the end of the year. 🔍 Pro Tip: Regardless of the time of year, always stay proactive by networking, upskilling, and applying for roles that align with your career goals. Timing + Preparation = Success! 🎯 Follow Pricky Writer for more #job #jobsearch

Dear Rec business owners, How would you feel if... I offered you a 5% increase in PPH But a 20% reduction in fees? In yet another unsurprising release of information from Hays, their business conditions are just as tumultuous a period as when I last commented on them. 18% attrition YoY, with a large amount coming from their Corporate Functions services. It's becoming increasingly apparent in today's market that the real desire is sitting with the Boutique/SME firms that can add niche, specialised value. Rather than a volume-heavy approach. All of my Director networks will agree, the feedback from your clients is much more 'people-focused' than before. It's about knowing that a specific person will aid in delivering their work. Keep specialist, keep profitable. The article below is for your perusal, happy Monday! https://lnkd.in/eyJ2Npue

HOW TO ATTRACT EXPERIENCED TOP TALENTS Recently, we hired an experienced top talent to join our team for one of our businesses. So, I want to share some things we did to hire this talent: 1. Be attractive. Experienced people don't want to work for mediocre companies. Your business may be starting out; however, you should ensure you are attractive. Build an attractive brand; ensure your products, staff, culture, and team reflect excellence. 2. Create amazing offers. Offers are not just for clients. You should create amazing benefits for your employees that make them choose you. These offers may include shares, commissions, accommodations, official cars, and so on. Create offers that make them choose you. 3. Have ambitious goals. Sometimes, people leave a place because they've grown bigger than the system. During our first meeting with our new hire, we'd mentioned our goal for the new year, but nobody flinched. We had to increase the goal to challenge the team. The best employees are often ambitious people who want to commit to ambitious goals. So create ambitious goals for your business and team. 4. Keep your promises. This goes beyond attracting new hires because these new employees may investigate your track record. They may go as far as asking current employees, old employees, and clients about your integrity. The best way to ensure you keep your promises is by structuring your business to follow systems and processes. 5. Rewards and growth should be visible. Rewards like staff of the year, staff of the month, employee of the year, bonuses, and so on should be utilized. Your employees should know that if they qualify for bonuses, they will get them. Growth opportunities should be visible in your business. A junior accountant who joins your team should be able to grow to the next level of leadership within a stipulated time. Rewards and growth opportunities should be visible in your business. I hope these help. #TheSurgeon