Cynthia Sisk, MA, MA OD/LD, BCC’s Post

I have been fascinated by what makes people tick for as long as I can remember. It might explain why I was drawn to recruitment consultancy in the first place and why, like a moth to a flame, it still drives me 26 years on. We are not saving lives but we do have the power to make or break careers in an instant. That responsibility cannot be taken lightly and needs to be handled without ego and with humility, care and respect. We must learn from our mistakes. I have seen too many appointments over the years driven by a hunger for fee income rather than being motivated by making sure the right person gets the job or that the person gets the right job. Take your pick. In interim management we have to make rapid judgements about that match because it is a competitive and fast moving field. Get it wrong and the impact is huge. Get it right and the impact is huge. Doing what is right comes first. Always. Even if means waiting another day for that fee. #localgovernment #interimmanagement

Yesterday, I wrote about a client who did an outstanding job recruiting two of my candidates. I now want to share what he did AFTER the associates accepted the job offer. Despite his busy schedule, the managing partner took the initiative to send an email late in the afternoon of the day the candidates were resigning. This is the summary of the email... ✅ He expressed his understanding of the daunting process of resigning, saying, "I know it isn't always easy to put in a notice." 💌  ✅ He then recounted his own experience as a young associate resigning from his previous firm. He acknowledged the mixed emotions and responses the associate would likely encounter. And then came full circle and stated that although it was a challenging experience, it turned out to be the best decision he ever made. ✅ He concluded the email by reiterating his and his colleagues' excitement for the new associates joining the firm, emphasizing the positive impact of their decision. 🎉 In today's competitive recruiting landscape, where counteroffers are a constant threat, this managing partner assured the associates that they'd made the right choice. Though it took a few extra minutes, which I'm certain he didn't have to spare, this investment will pay dividends for years to come. Those associates are now eager to start and be as productive as possible for this client. 📈 Lessons Learned: This example underscores the importance of personal connection in recruiting. A few minutes of thoughtful communication from the managing partner not only provided crucial reassurance to new hires that they've made the right decision but also fostered trust and enthusiasm for the firm's culture. Leaders who take time to affirm and welcome new talent create stronger bonds and set the foundation for future productivity and retention. 🤝 #lawfirmleadership #laterallife #legalrecruiting

📈 Over recent weeks, I've had some great conversations with construction clients across private practice and in-house sectors. 𝑻𝒉𝒆 𝒈𝒐𝒂𝒍? Helping them bolster their teams in a fiercely competitive talent market.💼 While other businesses might be tempted to relax their hiring standards, the super strategic ones pursue a more balanced approach. They're not just on the hunt for new talent, they're committed to cultivating, retaining, and promoting their existing stars.🌟 Businesses that are smashing their growth targets are using 4 main incentives to ensure long-term engagement and retention while they attract top-tier talent. These are: 1️⃣ Generous pay and enticing benefits 2️⃣ Comprehensive mentoring and development programs 3️⃣ Clearly outlined and exciting career progression opportunities 4️⃣ High levels of employee engagement Whilst tempting offers, professional growth and a clear career path are important tools, the key to retaining and attracting high performers is building and nurturing relationships. After all, remember that people are more likely to stay loyal when partners are personally committed to supporting a lawyer’s career. ❤️   𝑺𝒐, 𝒘𝒉𝒐 𝒂𝒓𝒆 𝒕𝒉𝒆 𝒓𝒆𝒂𝒍 𝒘𝒊𝒏𝒏𝒆𝒓𝒔 𝒊𝒏 𝒕𝒉𝒆 𝒃𝒂𝒕𝒕𝒍𝒆 𝒇𝒐𝒓 𝒕𝒂𝒍𝒆𝒏𝒕? They're the firms and companies that manage to tick all four boxes, especially in keeping their teams engaged on both the professional and social fronts. What trends are you noticing in your specific markets? What incentives have you seen that are most effective in attracting and retaining star performers? 💬 Nathan Aron Sigma Executive #legalrecruitment #careeradvice #businesspartner #talentattraction #yourlegalcareerpartner #sigmaexecutive

🔥 From Corporate Lawyer to Executive Headhunter: How I Transformed Lives, Careers, and Companies 🚀👔 🔥 Have you ever felt successful but unfulfilled? I’ve been there. After law school, I embarked on a career in mergers and acquisitions. Later, I transitioned into commercial real estate. On paper, I had it all—making deals, closing contracts, navigating complex transactions. But beneath the surface, I felt restless. It wasn’t enough. Something was missing. I wanted more than deals. I wanted to make a direct, lasting impact on people’s lives. Then, a mentor opened my eyes. She said, "Instead of connecting companies with physical resources, you could connect them with people—aligning talent with opportunity, shaping companies by influencing the lives of individuals." That idea resonated deeply with me. I knew then that executive recruiting was my calling. So, I took the leap. I left behind the corporate world of numbers and assets and entered one of people and potential. My first search as a headhunter was for a CFO—a one-in-a-million candidate for a private company. That’s where I truly learned the power of storytelling. When I found Matt, a seasoned CFO at a Fortune 500 company, he was comfortable and saw no need to move. But I didn’t just present facts. I shared a vision, a story of what the future could look like for him—a career revitalized, personal fulfillment, professional growth. That story resonated. Matt made the move and, months later, called me to say, “I haven’t had this much fun in years. My wife is happier because I’m happier.” In that moment, I realized I wasn’t just filling roles. I was transforming lives and driving success, not only for my candidates but for my clients as well. Matt's move didn't just change his life—it skyrocketed the company’s success under his leadership. That’s what we do at KIP Search—we don’t just fill roles; we open doors to transformation. Whether it’s an executive finding new purpose or a company achieving breakthrough results, we help create lasting impact. And we’d love to do the same for you. Are you ready to find the leaders who will shape your company’s future? If so, let’s connect. DM me, and let’s schedule a complimentary strategy session. #CareerTransformation #LeadershipMatters #MakeAnImpact

Making job decisions are difficult and emotional. Last year, we had a CRO candidate renege on an employment agreement due to a counter-offer. When the executive went to resign, their Board chair let them know that the company plans to replace the CEO...and that the executive would be considered to interview for the role. This is a tough situation for the CRO. They have a dream to become CEO and its right in front of them...potentially. However, I'm typically against accepting any counter-offers for a couple reasons: 1. The company now knows you had intention of leaving...trust is broken. 2. Since the company offered you another a new role & higher compensation, there's extremely high expectations...no room for mistakes. Because of the above it leads to an awkward relationship. I would've rather seen the executive accept the new CRO role, make it to successful exit in 2-3 years, and then go look at their choice of CEO roles. But like I said, these decisions are extremely difficult to make...and I wish that executive nothing but the best. If anyone is going through a similar situation, happy to chat through it together. #privateequity #jobtransitions

🔥 From Corporate Lawyer to Executive Headhunter: How I Transformed Lives, Careers, and Companies 🚀👔 🔥 Have you ever felt successful but unfulfilled? I’ve been there. After law school, I embarked on a career in mergers and acquisitions. Later, I transitioned into commercial real estate. On paper, I had it all—making deals, closing contracts, navigating complex transactions. But beneath the surface, I felt restless. It wasn’t enough. Something was missing. I wanted more than deals. I wanted to make a direct, lasting impact on people’s lives. Then, a mentor opened my eyes. She said, "Instead of connecting companies with physical resources, you could connect them with people—aligning talent with opportunity, shaping companies by influencing the lives of individuals." That idea resonated deeply with me. I knew then that executive recruiting was my calling. So, I took the leap. I left behind the corporate world of numbers and assets and entered one of people and potential. My first search as a headhunter was for a CFO—a one-in-a-million candidate for a private company. That’s where I truly learned the power of storytelling. When I found Matt, a seasoned CFO at a Fortune 500 company, he was comfortable and saw no need to move. But I didn’t just present facts. I shared a vision, a story of what the future could look like for him—a career revitalized, personal fulfillment, professional growth. That story resonated. Matt made the move and, months later, called me to say, “I haven’t had this much fun in years. My wife is happier because I’m happier.” In that moment, I realized I wasn’t just filling roles. I was transforming lives and driving success, not only for my candidates but for my clients as well. Matt's move didn't just change his life—it skyrocketed the company’s success under his leadership. That’s what we do at KIP Search—we don’t just fill roles; we open doors to transformation. Whether it’s an executive finding new purpose or a company achieving breakthrough results, we help create lasting impact. And we’d love to do the same for you. Are you ready to find the leaders who will shape your company’s future? If so, let’s connect. DM me, and let’s schedule a complimentary strategy session. #CareerTransformation #LeadershipMatters #MakeAnImpact

Are you a lawyer eyeing a step up to staff management? 🤔 Here's what to ponder before taking the leap: 1. Leadership Skills 🌟 - Management isn't just about delegating tasks; it's about inspiring your team. Reflect on whether you have the necessary leadership qualities to motivate and guide others. 2. Work-Life Balance ⚖️ - Taking on a management role often means more responsibility, which can impact your personal life. Consider if you're ready to adjust your work-life balance accordingly. 3. Career Goals 🎯 - Will a management position align with your long-term career aspirations? It's crucial to evaluate how this move fits into your professional roadmap. 4. People Management 🤝 - Managing staff involves handling conflicts, performance reviews, and team dynamics. Assess your readiness to tackle these interpersonal challenges. 5. Change in Focus 🔄 - As a manager, your focus shifts from individual casework to overseeing the team's output. Ensure you're comfortable with less hands-on legal work and more strategic planning. Ready to discuss your next career move? Drop a comment below or visit thorntonlegal.co.uk for a chat about your options. #Legal #CareerDevelopment #Leadership

“We’ve decided to meet with another consultancy instead as they’re bigger!” As a family man with 4 kids and a ridiculously understanding wife, it was a huge decision to leave my last job almost 8 years ago & set up BondMoran. Naturally I care in a way that larger agency employees rarely do because of what’s at stake. Given that our team have all worked in both this sector and geographical area for 25-30 years each, there are not many Consultants with more experience in our space. We don’t incentivise via commission (eliminating the culture that often drives self-interest and detrimental behaviours) and we advise on brand perception throughout the recruitment and retention process. Therefore, network, knowledge and cost weren’t the issue & where a client truly partners with us, we’ll run through walls for and with them. Ironically, the person who said this to me is someone who I have offered a great deal of advice to as a job seeker when the larger agencies didn’t have the time. They even wrote a completely unrequested testimonial about the impact this advice has had in helping their career and securing this job! They’re now a recruiter in their business and having done this job for 25+ years, I know that I won’t always be ‘the chosen one’. This lady was lovely, but the reasoning behind her decision to exclude me and my business from their process was so flawed and left me baffled and weirdly, slightly amused (you either laugh or cry right?!) During my recruitment career, I’ve had 3 jobs, starting at a large agency, so I know the ‘sell’ against smaller guys. I just hope that some larger companies who traditionally go to the ‘names’, will at least question who could prove to be the best long-term partners. #seniorrecruiter #consultancy #ownermanaged #relationships #consistency #ceo #md #hrdirector #cfo #fd

#interimexecutives, #fractionalexecutives, what should you do when... ...𝘆𝗼𝘂'𝗿𝗲 𝗰𝗹𝗶𝗲𝗻𝘁 𝘄𝗮𝗻𝘁𝘀 𝘆𝗼𝘂 𝘁𝗼 𝗵𝗶𝗿𝗲 𝗮 𝗳𝗿𝗶𝗲𝗻𝗱 of his for a position when you know this is going to be a major mistake-hire and you have the right candidate for the business? a. Do you acquiesce to the client and try to mitigate the damage? b. Try to convince the client your candidate has the right/better skills and track record to accomplish the desired goals? This situation was one described to me by a colleague when a private equity firm bought his company and wanted to install their "trusted friend" into a role he knew would be a failure. He capitulated and 4 months later had to fire the friend. Then he was free to hire his proven candidate. His candidate did the job successfully because he had the expertise, experience, and people skills needed. The impact was several fold: The mistaken hire may have had a job for 4 months but then was ripped out and it took an emotional and physical toll on him.❌ The impact of "roller coaster uncertainty" on the employees was significant at a precarious time.❌ The impact on you as the leader/advisor leaves you feeling shaky about how and when to be forthright and confident in your decision making.❌ Their is a natural inclination for leaders to employ their trusted friends. But trust and competence are not always present within the same person. Learning to distinguish them and leverage both in a key hire is critical and takes self-awareness about what one's motives in the hire really are. I asked my colleague why he caved on this hiring decision. He said he wanted to give the PE firm the benefit of the doubt. I asked him if he would do it differently and challenge the PE firm if he had it to do over again, even if it meant getting fired. He said, "Absolutely. But I think I could have made the hire and not gotten fired if I handled it properly. The key is not to damage any egos in the process." Courage to do the right thing even if it means you may put yourself in a precarious spot takes confidence, integrity, good talent assessment skills, and true self awareness to examine your motives. #VistageLosAngeles

𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬 𝐢𝐧𝐭𝐨 𝐋𝐚𝐰𝐲𝐞𝐫𝐬' 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐄𝐱𝐩𝐥𝐨𝐫𝐢𝐧𝐠 𝐍𝐞𝐰 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 Every day, as I engage with lawyers worldwide, I encounter a variety of reasons driving them to explore the job market and contemplate a career move. Below are some prevalent reasons I frequently hear. Lack of Team or Partner Support: A common concern is the absence of adequate support within the team or from partners. Feeling supported in your team and fostering strong working relationships is crucial. Conversely, experiencing isolation or a lack of colleagues to engage with can create an unfavourable work environment, potentially prompting a move. Workflow Mismatch: Lawyers often find themselves not working on the types of matters they anticipated. While some fluctuation in workload is expected in any practice, consistently feeling that the workflow doesn't align with expectations can be problematic. This misalignment can hinder long-term professional development. Genuine Interest in Practice Area: It's vital to assess whether the area of law you are practicing aligns with your genuine interests. Reflecting on whether your current practice area resonates with your passion is crucial. If not, it might not be too late to consider retooling or exploring other practice areas that align better with your professional aspirations. Remuneration Considerations: Undeniably, remuneration plays a significant role in career decisions. Feeling fairly compensated for the effort and time invested is a key factor. If any of these factors resonate with yourself and would like to discuss opportunities in the market please feel free to reach out at matthew.mayes@sonderconsultants.com #considerations #moves #associate #seniorassociate #partnership