Attention Hiring Companies: Are you seeking qualified, motivated, impactful talent to grow your team and compete in today's tight labor market? Gary Zelamsky, President of Executive Alliance, a multi-discipline executive search firm with an A+ rating from the BBB and a 4.8 Google satisfaction rating, would like you to watch this video. Located in NY and serving the entire country in 16 different specialty areas, Gary summarizes the benefits of working with Executive Alliance in less than one minute. Check it out!
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Attention Hiring Companies: Are you seeking qualified, motivated, impactful talent to grow your team and compete in today's tight labor market? Gary Zelamsky, President of Executive Alliance, a multi-discipline executive search firm with an A+ rating from the BBB and a 4.8 Google satisfaction rating, would like you to watch this video. Located in NY and serving the entire country in 16 different specialty areas, Gary summarizes the benefits of working with Executive Alliance in less than one minute. Check it out!
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Attention Hiring Companies: Are you seeking qualified, motivated, impactful talent to grow your team and compete in today's tight labor market? Gary Zelamsky, President of Executive Alliance, a multi-discipline executive search firm with an A+ rating from the BBB and a 4.8 Google satisfaction rating, would like you to watch this video. Located in NY and serving the entire country in 16 different specialty areas, Gary summarizes the benefits of working with Executive Alliance in less than one minute. Check it out!
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Attention Hiring Companies: Are you seeking qualified, motivated, impactful talent to grow your team and compete in today's tight labor market? Gary Zelamsky, President of Executive Alliance, a multi-discipline executive search firm with an A+ rating from the BBB and a 4.8 Google satisfaction rating, would like you to watch this video. Located in NY and serving the entire country in 16 different specialty areas, Gary summarizes the benefits of working with Executive Alliance in less than one minute. Check it out!
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Attention Hiring Companies: Are you seeking qualified, motivated, impactful talent to grow your team and compete in today's tight labor market? Gary Zelamsky, President of Executive Alliance, a multi-discipline executive search firm with an A+ rating from the BBB and a 4.8 Google satisfaction rating, would like you to watch this video. Located in NY and serving the entire country in 16 different specialty areas, Gary summarizes the benefits of working with Executive Alliance in less than one minute. Check it out!
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Elevate Your Hiring Game—Luck Has Nothing to Do With It! 🍀 When filling P&C positions, hoping for the best won't bring in top-tier talent. Strategic recruiters understand that success comes from actively promoting the role and discovering those standout candidates, all while seamlessly integrating with your team. Our key strategies include: 👉 Engage candidates like elite prospects—Offer them a compelling vision, clear growth opportunities, and a culture they can see themselves thriving in. 👉 Be transparent with benefits—Top talent expects more than just a paycheck. Highlight comprehensive compensation packages, including PTO, family leave, and other perks. The goal is to have candidates view your company as their dream opportunity, not just another job. With the right approach, you’ll secure long-term team members who elevate your business, not just temporary solutions. Curious about more tips? Let’s chat—we’re passionate about P&C hiring strategies!
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Executive Recruitment for Packaging Industry Professionals - Packaging Recruiter Pros - 440-983-2077 - tim@packagingjob.com
Rethinking Diversity in Recruiting: A Fresh Perspective The push for equity and inclusion is here to stay, but we're seeing a shift in how diversity is approached in recruiting—especially in business development roles within the packaging industry. One of our clients is prioritizing diversity of experience. Here’s their approach: • Hire a Rookie: Fresh perspective, questioning the status quo. • Hire an Experienced Pro: Deep knowledge of both the customer base and product. • Hire a Specialist: Expert in customer relationships, bringing a wealth of industry connections. This unique strategy is for developing a new territory from the ground up. While most companies look for one candidate to execute a business plan, this client is assembling a diverse team to cover all angles of sales. The rookie’s questions challenge traditional methods, sparking innovation. The seasoned pro understands what drives the customer and how to position the product. The specialist leverages connections to uncover new opportunities. By embracing diversity in experience, this client is poised to capture a larger market share, seeing the industry through diversified eyes.
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Check out the video below to learn more about what CEOs look for when hiring for senior executive positions. Darin W. White
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Strategic Talent Acquisition for start-ups and scale-ups | Improving Quality-of-Hire & Candidate exp | Reducing Cost-to-hire & Time-to-hire | Teamwork | powerMBA
How I acheived time-to-fill (TTF) in 11 days. Late 2021 Moss | Spend smarter were experiencing International expansion, with the opening of their Amsterdam office. As Talent Lead my task was to support the hiring of a new team of Dutch speaking SDRs and CSMs, 0-1, to support the newly appointed Head of Sales for GTM for the Netherlands. How did we do this? We laid out an effective interview structure, one where we could move quickly but equally conduct thorough stages in order to consistently validate the right skills. Candidate generation was purely direct sourcing, in a candidate led market, where product and services were unknown, with no local marketing in place at the time. No matter, we established very clearly our value prop and it was agreed that we must generate excitement in every candidate exchange. The result was that we were able to expand the Dutch office and grow the team to critical mass within 3 months, in a new market. (The physical office moves couldn’t keep up with the rate of hiring!). Key take-aways -> My 11 day hire is still working at the company and has been promoted over the years. Testament that a thorough hiring process doesn’t have to take a long time, if you execute it well. -> TTF measures the effectiveness of the hiring process, from job requisition confirmation to candidate acceptance. In order for that to happen in such a short time, buy-in from your hiring team is essential (inc back-office). If you don’t have buy-in, reach out to Senior Execs who should be able to help in promoting urgency. -> The hiring manager must have your trust. How do I achieve trust? I don’t waste my HMs time, so they know when i’m excited about a candidate that it’s time to go. -> You need to be lucky enough to have a hiring manager that is flexible and one that understands that the best candidates are always in high demand and that the longer a process goes on the more likely it won’t convert. If not, educating the hiring manager is a process. -> Product and vision helps, especially when entering new markets. The power of story-telling is real, whether that’s in the vision of the founding team or how the product is going to add benefit to people’s lives.
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A researcher's impulse: a) what were the terms of reference of the team? What were the metrics? Are the cuts being made to the teams while hiring demonstrates DE&I (it is illegal to discriminate in hiring)? b) was the CEO accountable for DEI? Successful transformation programs are run directly by the CEO or by their office. c) What's going on with public procurement rules? Any other questions?
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WINE BAR STAFF | VOLUNTEER EXTRAORDINAIRE | SEMI-RETIRED LEARNING EXPERIENCE DESIGNER | HARDWARE | SOFTWARE | TECH SUPPORT | CHANNEL MARKETING | SALES | TRAVEL | BANKING | RETAIL
I’ve noticed an interesting trend. Companies posting and reposting the same roles again and again on LinkedIn and Indeed. These are roles I’ve seen upwards of 300 people apply for according to the stats shown. What gives!? Out of 300 people, you can’t find and hire a quality candidate that meets the requirements? These are roles in the L&D field. Are others seeing this in other fields?
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