Kelly Hansen’s Post

🎉 Meet the Mulberries! 🎉 Meet our incredible Founder and CEO, Lauren Francis! With over 25 years of expertise in the talent industry, Lauren launched Mulberry Talent Partners in 2017 as her third successful start-up. Her leadership has inspired and uplifted countless professionals, and we are endlessly grateful for her dedication to helping others grow both professionally and personally. Here are a few fun facts about Lauren! 🍃 What do you enjoy most about working in talent acquisition? I’m naturally curious and thrive on learning about people—their backgrounds, passions, desires, and goals. Supporting individuals as they navigate their journeys is incredibly rewarding for me. This passion extends to working with our client partners as well. Through my experience, I've discovered that asking the right questions and mastering the art of listening are essential for a successful hiring process. I feel privileged to collaborate with hiring managers, leaders, and professionals within the Portland community. 🍃 What’s your favorite thing to do when you’re not working? Cooking, entertaining, and working out at Orange Theory. This is my 8th year at OTF, and I love it! 🍃 What’s the best advice you’ve ever received? One of my favorite quotes that sticks with me - “We can all find a million reasons to say no, the possibilities in yes will surprise you.” 🍃 What are you currently listening to, reading, or watching? I am reading Atomic Habits by James Clear and The Psychology of Money by Morgan Housel. #MeetTheMulberries #TeamMulberry #EmployeeSpotlight 

Are your brackets filled out? As March Madness tips off, we're reminded of the excitement, competition, and teamwork that define both sports and recruiting. Just like in basketball, recruiting top talent requires strategy, agility, and a winning mindset. At Joseph Chris Partners Executive Search, we're always in the game, scouting for top-tier talent to help our clients build winning teams. Whether it's finding the perfect candidate for a key leadership role or executing a slam dunk hiring strategy, we're here to make sure your team comes out on top. So, as the brackets are filled out and the games begin, remember that the spirit of March Madness isn't just on the court—it's in the office, too. 🌟🏆 #MarchMadness #Recruitment #ExecutiveSearch #Teamwork #WinningTeam #JosephChrisPartners

✏️ With the kids back in school, it’s time to get down to business! ✏️ As the summer winds down, now’s the perfect moment to refocus on your hiring goals. Whether you’re filling crucial roles or building your dream team, there’s no better time to make progress. Let’s turn your hiring plans into action and set your business up for success this fall.

Hey bosses: Here's what Gen Z actually wants at work. It’s not just about cool perks and free snacks. There’s more to it. And here’s why you should care: → Attracting top talent means understanding their core motivations. → Retaining them requires a culture that evolves with their needs. → A happy Gen Z workforce leads to a more innovative and dynamic team. Are you ready to lead with Gen Z in mind?👇🏼

⚾ Opening Day! ⚾ Yesterday felt very transactional. My work was uninspired. Not impactful. My new haircut shaped like a light bulb. 💡 Personal interactions were shallow. I lacked curiosity and interest. ⛈️ Maybe those of you on the East Coast can relate (tomorrow will your day New York and Philadelphia!) It's my choice every day to start with hope and optimism. Today I get a little boost. Major League Baseball Opening Day (US and Canada) The perfectly groomed red clay infield dirt. The shiny glistening dew. Grass mowed in perfect alignment. Sun on my skin - I can feel the warmth on my forearm even watching on TV. 🌞 🤔 Maybe I should have taken the day off to be at a ballpark in person. Most of my LinkedIn posts relate to hiring and candidate experience. This one could too. Feel free to make that analogy. Or just pick something to promote hope and optimism. For me, it's Opening Day #mlbopeningday #candidateexperience #talentacquisition #hiring #newbeginnings

Something a little different from my usual posts: I recently attended my brother’s wedding, and it gave me a moment to pause and reflect. Growing up with four brothers meant our house was always bustling with energy—we even had a full five-a-side football team ready to go at all times! Life moves fast, and looking at a photo of all of us together, it hit me just how far we’ve come. Each of us has carved out our own path, but the bonds we formed growing up—working as a team, supporting each other through challenges—has been constant. This got me thinking about the parallels with recruitment. Just like in a family, building the right team in a workplace is about more than just filling roles. It’s about finding the right mix of skills, personalities, and shared values that allow everyone to grow and succeed together. With the right team, there is no stopping what can be achieved. Here’s to building great teams and celebrating the journey. Congrats to Andrew and Sonia Carroll ‼ #Recruitment #Teamwork #Growth #Career #Leadership

I was thinking recently about the old adage size doesn't matter. Giggles aside, it actually does. One of my mentors at Shaw, the former President of Shaw Business, shared with me once that she believes in building smaller teams but giving each person a bigger, meatier role. This works if the team is comprised of actual experts. With less spread of the accountability, more responsibility can be taken on. This has rung true for me since starting my company. We have intentionally built a concise and curated list of long time expert producers from various corporate and production backgrounds, all with a range useful experience. To me, it was never about the length of the bench; it has been about the depth and breadth of a smaller team. Borrowing from the Silicon Valley model of building powerful start ups, a smaller group of A+ players as versus a long bench of B's and C's is our formula for success. What do you think wins in terms of size: a longer roster of team mates or a shorter list of world class talent? CC Brand Alive Inc. Joanna Radaczynski (she/her) #corporateevents

Alert!!! 🚨🚨 plz read and share this post to protect the other future I want to share my experience related in Viral Square. The company has a too toxic and micro management environment they treat their employees like a slaves. They are showing on LinkedIn totally as an alternative of their company. there is no security in that company they fired 20 to 25 people on a One day notice period in the chunks. when I put my resignation then they fired me on one day notice period. My advice is don't make yourself foolish to accept theirs offer letter and void to apply in that company. To say the least, this should be enough for those who understand

Most people with long tenure at one company can tell you, without thinking much about it, one or two people that are the bedrock of a company’s culture. Without them, things wouldn’t be the same, and they’d even consider leaving the company. More often than not, that’s a people leader or head of HR who has been there for years. Sometimes it’s a COO. They know the company inside and out. They’ve been there for the growth. They’ve played the role of bad news deliverer, therapist, good news announcer, and overall emotional jack of all trades. They’ve (often) built your culture. They’ve hired great people, and they’ve kept great people in your organization, which should be one of (if not the biggest) priorities as a CEO/Founder. If you’re a founder and you don’t know who plays this role in your company, it may be time to figure out why that is and what you can do about it. The most short-sighted thing you can do during a rough patch is let this person go because it’s not directly “revenue generating.” You’re probably kidding yourself if you think the reason people are here and enjoy working at this company is because of you, or that you can just step into that role. Founders: this role is critical for the long term success of your company. Find this person. And please think very hard about the consequences of letting this person go because they “don’t impact revenue”.

Comparing the draft to the hiring process, we all know the importance of finding that first-round pick for our teams. But let's not forget about the late-round picks who may have just as much talent and potential. They may not have the certs or experience you're initially looking for, but they could be your next Tom Brady, Roger Staubach, Brock Puedy, or Tyreek Hill. Don't overlook the importance of personability, heart, and communication skills. Take a chance on that late-round pick and you may just win a Superbowl for your team. #hireme #openforwork #TalentAcquisition #LateRoundPicks #CommunicationSkills #Personability #Heart #Potential