Brian C. Adams’ Post

How do you assess culture fit in a family office? Here’s a good place to start: 1. Define core values and beliefs as a family 2. Thoroughly evaluate each candidate and their alignment with your set values 3. Establish clear objectives that will ensure consistency and objectivity in the evaluation process 4. Encourage candidates to reflect on their own values and how they align with those of the family through a self-assessment At Mack International, our consultative search process is designed to cater to the unique needs of each client. We specialize in aligning your family office with top-tier talent that seamlessly integrates into your cultural fabric. Connect with us to discover the perfect match for your family office team:

CEO succession: why internal hires are on the rise 📈 Internal #CEO hires are on the up as boards are favouring company experience over previous and outside exposure https://lnkd.in/eucvj9AD

"Why is finding the right COO so difficult?” Private equity firms often struggle to find top-tier operational leaders who can truly drive value in their portfolio companies. But it’s not their fault. Most executive search firms present candidates who look good on paper with relevant titles and impressive résumés. But they often miss one critical factor: A data-driven hiring strategy. Because just being an impressive candidate doesn’t mean they are the right person for the role. 🎯 We take search from intuition to analytical. Pioneered by our founder Atta Tarki who authored 'Evidence Based Recruiting', we carefully track key data points for predictive success. As head of the Operations practice, I connect PE firms with executives who don’t just check boxes—they deliver results. Here’s how I ensure success through ECA's data-driven process: -         I craft 2-3 tailored search strategies using historical data. -         I ensure fit in a PE-backed environment. -         I personally interview each candidate. Our process prioritizes demonstrated operational excellence and strategic vision, ensuring your portfolio companies have the leadership needed to win. I view every search as a partnership and take ownership alongside of the PE firm and portfolio company. When success comes down to people + process, you need an executive search partner who you can trust. Thinking about a key hire? Let's discuss how I can help. #PrivateEquity #COO #OperationsLeadership #ExecutiveSearch

Discover the key reasons why companies choose to hire Non-Executive Directors in this comprehensive guide. Find out how they contribute to strategic decision-making: https://buff.ly/3WGEMeK @JohnGCourtney

Join us on October 15th from 11:00 AM to 12:00 PM ET for an insightful discussion on the evolving relationship between private equity (PE) firms and executive search firms, hosted by Ezekia and supported by Hunt Scanlon Media. In this session, our esteemed panel will share how PE firms are forming strategic partnerships with search firms to create long-term value. Hear from industry experts: -Daniel Hyde, CEO at Erevena -Travis Hann, partner & co-founder at Pender & Howe Executive Search -Evan Sequeira, CFA, executive director at TorQuest Partners -Nick Kingma, portfolio talent at Hg Moderated by Anthony Harling, founding partner at Harlschon, the conversation will explore: how PE firms and search firms collaborate for agility in hiring, why PE firms treat search firms as an extension of their talent networks, and the critical role of talent in driving value beyond financial metrics. This is a must-attend for professionals in PE, executive search, and talent management. Don’t miss out on these valuable insights into how PE firms are reshaping their talent strategies! Register here: https://lnkd.in/e_d5t-f8 #privateequity #executivesearch #leadership

What’s REALLY Making Your Consulting Firm Stand Out in 2024? The consulting landscape is evolving, and the competition for top talent is fiercer than ever. But what’s truly making firms stand out to attract and retain the best consultants? Is it: 1️⃣ Entrepreneurial Mindset? Consultants want to lead, innovate, and make a tangible impact. Are you offering them that? 2️⃣ Employee Voice? Do your people have a real say in strategic decisions, or are they just following directions? 3️⃣ Growth Mindset? Is your firm creating clear paths for career progression, or are your top performers feeling stagnant? 📝 For Hiring Managers: What’s your biggest challenge when attracting top consulting talent in 2024? Let’s discuss the strategies that are working—and the gaps that need addressing. 👥 For Consultants: What’s making YOU choose one firm over another? Is it the projects, the culture, or something else entirely?

Explore the crucial role of interim staff in maintaining organizational continuity and providing valuable outside perspectives. Learn how NPN approaches interim placements as in-house consultants, ensuring alignment with organizational goals and facilitating growth. Discover key considerations when hiring interim staff, including defining clear scopes of work, managing expectations, and maintaining boundaries. Read more in our latest blog post ➡️ https://lnkd.in/gDz8FFUy

The executive retained search model is ripe for disruption. Think about it... All PE firms know they will need C-level talent at their future portfolio companies. But the typical model is to wait until there's a need, hire a search firm, and select the best available stranger who happens to be on the market. The PE firms who are taking talent seriously are getting strategic and proactive. They build benches of talent across their target investment verticals. They create deep relationships with those individuals to ensure fit & alignment is there (on both sides). Result = PE firms hire better executives they know well rather than the best available stranger. Risk mitigated. If interested in building one of these programs at your PE firm, we're happy to share how it all works. #privateequity #executiverecruiting #talentstrategy

What is the Peter Principle?...😕 In simple terms, The Peter Principle states that an employee continues to receive promotions to work in higher ranks up to that point where he reaches a level of incompetence 🤔 Employees are promoted based on their success in previous jobs until they reach a level at which they are no longer competent, as skills in one job do not necessarily translate to another 👨⚕️👨🔧 Whether it be a Managing Director or a Team Leader, organisations everywhere promote people who do not possess the skills to efficiently execute their new higher role 😮 Why would this be? 🤷 Well, sometimes it is because of favouritism, sometimes likeablity, but sometimes it's because the person has excelled at a job which IS AT their level of competence! Ways to work on eliminating this situation in a company, is for the Managers, Directors and HR to look at enlisting a third party specialist who might look at personality types, team dynamics and excellent interviewing skills ✅ This would be far more economically robust and efficient than having to deal with an over-promoted employee! 💯 If you could do with some support in this area get in contact:  https://lnkd.in/egCqRZsy . . . . . #LeadershipDevelopment #CareerGrowth #WorkplaceDynamics #HRStrategies #EmployeeEngagement #ProfessionalDevelopment

🌟 Why Meyrick Consulting? A Conversation That Says It All 🌟 Recently, in a conversation with a potential client, I was asked, "Why should we choose Meyrick Consulting over one of the leading international recruitment firms?" This question cuts to the heart of what sets us apart. It's not just about filling positions; it's about adding unparalleled value to your business. At Meyrick Consulting, our vision extends beyond the conventional scope of executive recruitment. We pride ourselves on being a comprehensive value-add partner to our clients in the B2B Food Ingredients industry. 🔗 Strategic Introductions: From facilitating capital raises by connecting businesses with key funders to matchmaking companies with hard-to-find suppliers, our network becomes your competitive advantage. We've enabled companies to forge new supplier relationships, acquire customers, and enter new markets through strategic distributor connections. 💡 Insightful Market Intelligence & M&A Opportunities: Beyond recruitment, we navigate the complex terrain of mergers and acquisitions, identifying lucrative opportunities. Our detailed market mapping and talent assessments uncover potential pipelines and acquisition targets, offering a decisive edge. 🚀 Facilitating Growth & Successful Exits: Our expertise has been instrumental in assisting business owners to strategically align with the right private equity firms or buyers, ensuring a smooth and profitable transition. Meyrick Consulting stands out not just as recruiters, but as strategic partners. Our deep expertise and expansive network in the food ingredients sector enable us to deliver tangible, transformative value, fostering growth, innovation, and leadership. Let's explore how we can propel your business beyond expectations. If you would like to explore how we could support your business, please reach out to me directly. #MeyrickConsulting #ValueBeyondRecruitment #FoodIngredientsIndustry #StrategicPartnership #GrowthFacilitator