🎯 Top-Tier Executives with Deep Domain Expertise - Ready & Available to Make a Difference in the Middle Markets 🔷 Executive A: Renewables Leader - Thesis in Maintenance Services 🔷 Executive B: Recycling Services Leader - Thesis in Recycling Services 🔷 Executive C: Pharma Leader - Thesis in Outsourced Pharma Services 🔷 Executive D: Healthcare Tech Leader - Thesis in Virtual Specialty Healthcare 🔷 Executive E: Food Leader - Thesis in Food Manufacturing 🔷 Executive F: Medical Manufacturing Leader - Thesis in transformative implants 🔷 Executive G: IoT Leader - Thesis in Industrial IoT 🔷 Executive H: Industrial IoT Leader – Thesis in Energy Management 🔷 Executive I: Industrial IoT Leader - Thesis in Environmental Monitoring 🔷 Executive J: HR Leader – Thesis in PEO 🔷 Executive K: Pedigreed Healthcare and Pharma CEO, solid P&L track record, multiple exits, has worked in a PE Portco with an exit 🔷 Executive L: Financial Services Leader - Thesis in Repossession Management 🔷 Executive M: Recycling Leader - Thesis in Salvaged Engines & Transmissions 🔷 Executive N: Build/Brand Environments Leader - Thesis in Design & Build Service Providers 🔷 Executive O: Chief Growth Officer / Strategic Business Development Leader - Expert in International Business Development, Knows Security Software, Cyber, Intelligence, Defense, Space, Military 🤔 Intrigued by these candidates? We have a roster of equally talented executives ready to make a difference in your organization. To learn more or explore how they could propel your team to new heights, don't hesitate to reach out to the Auctus Search Partners LLC team. 🌐 Website our website: https://lnkd.in/ePF6fNm 📩 Contact us: https://lnkd.in/gMnswXHR Search firms bring TALENT. Buyside M&A firms bring COMPANIES. Auctus brings BOTH to Create Value & Growth in the Middle Markets. Auctus Search Partners LLC - Talent Drives Value #PrivateEquity #FamilyOffice #ValueCreation #MiddleMarket #DomainExpertise #Leadership #TalentDrivesValue #AuctusSearchPartners
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Chief Digital Officer | Chief Information Officer | AI Product Manager | VP Digital Innovation | Digital Strategy Director | Head of Digital Transformation | 8 US Patents Issued | Kellogg, Carnegie Mellon
2 of the following 3 statements are often considered true - which ones are they for you? 1. Your teams are likely hiring roles that will soon need to be re-designed to meet the specific needs and outcomes of a #PostAI world 2. Your human assets and talent across all functions, departments, and roles will likely touch and or be touched by #aicapabilities in the near future 3. You have all the #AIHumanTalent you need to truly win in this new economic era Finding, aligning, energizing, retaining, and promoting #AITalent is going to be the new opportunity for both HR and operational leaders across firms and industries. Even firms with a "Buy First" and or "Wait and Watch" approach will need #AITalent to understand how to best select, source, solve, and leverage the full value of their AI investments. How does your #AITalentStrategy look? What are some of your top priorities and solve-fors? Feel free to DM and or comment. (all views are personal)
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The IT Spending Boom: Are You Ready? Did you know? Gartner predicts a massive 6.8% increase in global IT spending this year, reaching a whopping $5 trillion! India's IT spending is also set to surge by 10.7%, reaching $124.6 billion in 2024 [Stat source: Gartner]. This exciting growth brings both opportunities and challenges. As businesses navigate the ever-evolving tech landscape, complex projects become even more critical. Here's where we come in... At Tridhya Tech Limited, we believe that early planning with the right technical partner is key to building and executing successful complex projects. Today's platforms and business process systems require intricate problem-solving. That's why we offer a team of skilled and experienced individuals who can collaborate with you every step of the way. We emphasize partnership because we believe in shared responsibility for your success. We're confident in our expertise, but humble enough to know that together, we can achieve remarkable things. Are you ready to unlock the potential of your IT investment? Let's chat and see how we can help you navigate the exciting world of tech! #techpartnership #softwaredevelopmentcompany #technologysolutions #digitaltransformation
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At SSI Strategy, our mission is clear: to Build Better Biotech companies by offering an alternative path to success. Gabe Miller, Recruiting consultant at SSI shares his thoughts. To me, Building Better Biotechs means making biotech milestones feel less like moonshots. No one goes into biotech believing it's going to be easy; if anything, it's everything but. We make the jump into biotech because we're eternal optimists: we believe that new advancements in science & technology can pave pathways to new diagnostics, treatments & cures. We believe these advancements can improve the lives of patients with high unmet needs. At SSI, we're not just optimists, but pragmatic optimists. While we're guided by our ambitions to accelerate patient access to innovative care, we're grounded by our experiences & expertise to make that happen. For recruiting, that means bringing together the best & brightest biotech operators and business consultants to assemble agile teams that drive value in our clients' dynamic situations. We seek experienced operators who are not just experts in a given disease state, modality, or function, but who have demonstrated track records of building value in ambiguous environments. We look for experienced business consultants who are not just PowerPoint artists or Excel wizards, but who have proven abilities in building cogent strategies & operationalizing them with relentless execution. We learn from our failures, celebrate our wins, and share in the risk of building with our biotech clients because – ultimately – we believe in the work that we do. There's something special when the work becomes bigger than just oneself, and for recruiting, it's our goal to find others who share in that belief. It takes courage to build a biotech, and we all show up a little bit braver when we recognize that we don't have to do it alone.
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The biopharma industry is evolving rapidly, but skill shortages in engineering and data analytics pose significant challenges that won't fade any time soon. It's no longer enough to just pay more than other companies - investing in people is the key. Treating them like people rather than numbers. Innovative training programs like the Biofactory Competence Center are essential to equip the workforce with practical skills that can be used in a relevant and productive way. Reduce your recruitment burden by focusing on the retention of great people. Think outside of the box. As someone who has interviewed hundreds, if not thousands of people, money is rarely the number one driver for moving jobs. Addressing your retention strategy will make the skill shortage issue a far smaller gap to bridge.
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Operations Manager , Customer Service,Human Resource Manager Corporate,SalesWith Over 29 years of professional experience in HR Generalist Domain Recruitment Payroll Hiring Compliances Employment Law Training Factory Act
Preference To Maintain Status Quo May Impact Innovation in Jobs.(1).Are you using the same job descriptions that you used in the pre-pandemic world?(2). Hiring for skills and not qualifications is a major shift to manifest the future of work and redefine what your talent is.Executing this requires challenging many assumptions and the status quo on the traits of potential ideal candidates.(3). Hiring for socio-cognitive diversity is not an experiment.It is the need of the hour to bring new perspectives and to have the courage to be challenged into new thinking.Hiring from other industries and disciplines is a great way to begin reinventing the workplace with fresh perspectives.It needs the courage to change and the humility to integrate this talent to push innovation and new thinking.(4). Grasping your organization performance dynamics and guiding hiring managers to integrate young talent effectively demands challenging existing paradigms to increase retention.This needs to be done without resorting to any shortcuts in talent acquisition.(5).Persona Based Hiring -Bringing in talent from alternate pools-too requires challenging the status quo.This means a shift in how access to these pools is created,mentoring recruiters to go the extra mile in integrating data and talent analytics to make informed decisions rather than rely on gut and experience. The experience lens itself may have a status quo bias.
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Investor, Founder NGR SPEEDFIRE LLP/ Trading /HFT/Algo Trading / Commodity/Currency/Spatial Arbitrage
Focuses on investing in companies or sectors that are positioned to benefit from long-term trends, such as technological advancements, demographic shifts, or environmental concerns. Requires an understanding of the underlying trends and the ability to identify companies that are well-positioned to capitalise on them The idea is to ride the upward trend until the momentum slows or reverses.
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Vice President & Author: Strategic Execution & Integration: AI Infrastructure, Data Center, Cloud, Edge Networks & Enterprise Security Program Management: Leader of Teams, Connecting the World!
Are you a Senior IT Executive who needs help in executing strategic growth initiatives? Connect with me to discuss how I can help achieve desired results. I get the job done. The beauty of technology is that it can be used in any form to propel business services to increase market share, solve problems or better yet to define a new market and create new customers. Technology can morph to serve any industry and produce products that transform the way we buy and sell. Free thinking of ideas paints a new vision. Give me a call. I am confident I can help.
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HOW TO RUIN A GOOD COMPANY? When we see a MNC doing multi billion $ business goes down to half the business in a span of 3 to 5 years, the reasons specified are many - Change of strategy - Negating lesser profit business - Change of guard, at times next generation taking over - Exit from geography which wont grow All such decisions needs to be evaluated on a long term path of 8 to 10 years, its very easy to stop a well oiled machine but to restart later would be double the cost and pain. Recently saw a MNC in fashion industry going through this painful journey, employees are clueless and undecided on future, management not clear on their goals & communication down the line is the problem.
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Explore how emerging technologies offer a silver lining to the manufacturing industry's workforce challenges in this insightful article by Tim Gaus, Smart Manufacturing Leader at Deloitte Consulting. With 2.1 million U.S. manufacturing jobs projected to remain vacant by 2030, it's time for a strategic shift. #Manufacturing #WorkforceShortage #EmergingTech #SmartIndustry #DigitalTransformation #FutureOfWork #WorkforceDevelopment #Industry40 #TechSolutions #TalentAcquisition
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In the midst of a historical boom, the semiconductor industry is fueling the future. But as we project investments close to the whopping $1 trillion mark by 2030, there's an undercurrent challenge we can't ignore — talent scarcity. Let me paint the picture: 🔋 The chip is the heartbeat of innovation, from smart appliances to life-saving medical devices. 📈 Yet, while opportunities surge, semiconductor companies grapple with a talent crunch. With a scarce pool of graduates, an aging workforce, and talent retention hurdles, the gears of growth risk grinding to a halt. So what's the strategy? For starters, as Ondrej Burkacky and coauthors suggest, it's about valuing people strategies as much as business strategies. As leaders in this electrifying sector, we need to: 💡 Optimize the productivity of our current workforce — think upskilling and automation. 🌉 Bridge the gap with contingent labor, offering flexibility and specialized skills. 🔍 Tap into untapped labor pools — diversity can be our wellspring of talent. The course of action? Make talent our top strategic priority. It's time to innovate not just in technology, but in how we empower and engage the very minds driving our industry forward. Are you ready to power up the talent revolution? #semiconductor #innovation #talentstrategy #leadership
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