GovCon Business Development Leaders, Titan Technologies is #hiring! Work alongside two exceptional business sector leaders (Belay Tekalign & Gregory Pritzl) and be part of a growing organization with an entrepreneurial spirit doing impactful work for our customers! Check out these NEW roles: Sr Director, Business Development (Defense / Air Force and Army Focus) & Sr Director, Business Development (Fed/Civ) (https://lnkd.in/g9V6grdD) #businessdevelopmentjobs #businessdevelopmentexecutive #govcon Belay Tekalign Gregory Pritzl David Ramirez Les Rose Whitney Reardon Wentz Jonathan Copeland Jeremy Williams Sean Butler Joel Lindner Rob Buntz Rich M. Cheryl Garrison Erin Cotter, SHRM-CP Kara Cook Sholeh Shirazi, Andrew Campos, CSM Jacqueline Tadlock David Shaffer ,Romella Duvall, PHR, SHRM-CP Janet Chalk, SPHR®, SHRM-SCP Donna Reynolds, PMP Wesley Winn Jr.
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Regardless of the size of your organization, hiring #veterans can make a difference. Not only are they natural leaders, veterans are committed and motivated employees, who will help you achieve your organizational goals. If you're ready to focus on these highly-skilled candidates, check out this #Monster Hiring Guide for tips on how to develop a veteran hiring strategy. #MilitaryAppreciationMonth
Veteran Hiring: 5 Ways to Expand Your Talent Pool
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Account Manager - US Federal Sales at MonsterGov, Operational Lead of Monster PRIDE ERG, co-Lead of Veterans and Military Families ERG
Regardless of the size of your organization, hiring #veterans can make a difference. Not only are they natural leaders, veterans are committed and motivated to help you achieve your organizational goals. If you're ready to focus on hiring this skilled talent, check out this #Monster Hiring Guide for tips on how to develop a veteran hiring strategy you can be proud of. #MilitaryAppreciationMonth
Veteran Hiring: 5 Ways to Expand Your Talent Pool
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In the job market today, employers are finding great success with Veteran 2.0's. These Leaders, who have transitioned from military service to civilian careers, bring with them a unique set of skills and experiences that make them highly valuable assets to companies. Employers are recognizing the discipline, leadership, and problem-solving abilities that Veteran 2.0 possess, which often translate seamlessly into the workplace. Additionally, their ability to work well under pressure and adapt quickly to new situations makes them ideal candidates for fast-paced and dynamic work environments. As a result, employers are reporting high levels of satisfaction and success when hiring Veteran 2.0's. Moreover, various studies and reports suggest that Veterans often excel in their careers and achieve success in the workplace. For example, a study conducted by the Center for a New American Security found that Veterans tend to progress more rapidly into leadership positions compared to their civilian peers. For more information on how to attract more Veteran 2.0's to your company, please reach out to us at: Info@milspectalent.com 910-236-9521 Daniel Lambrechts Charlsey Mahle Angela Pascal Freddie Kim Esther Mi "Emi" Park MilSpec Talent
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Chief Executive Officer at Per Diem Therapy Xperts | Revolutionizing Per Diem Therapy Staffing | Healthcare Innovator | Strategic Leader | Veteran
Would you believe me if I told you the same skills that led Marines on daring missions are now revolutionizing healthcare staffing? As a former Marine Corps Captain, I traded combat boots for wingtips, making my way from JPMorgan Chase to healthcare staffing before launching PDTXperts. The transition was an eye-opener, but one thing was clear: leadership principles are universal. Here are a few lessons I've brought from the battlefield to the boardroom: ✅ Mission Clarity: In the Marines, every operation started with a crystal-clear mission. In business, that translates to a well-defined vision and strategy that everyone understands. ✅ Decisive Action: In the heat of battle, quick decisions are crucial. In business, that means analyzing data, trusting your gut, and moving forward with conviction. ✅ Adaptability: Plans change on a dime in the military. The same goes for business. Embracing change and pivoting when needed is key to success. At PDTXperts, we're bringing this mission-driven, adaptable leadership to healthcare staffing. We're using technology to connect top-tier therapists with facilities in need, ensuring quality care for patients while streamlining the staffing process. Are you a veteran transitioning to the corporate world or a leader looking to build a high-performing team? Let's connect! I'm always eager to share insights and learn from others. And if you're interested in how PDTXperts can transform your staffing experience, reach out. #Leadership #Veterans #Healthcare #Staffing #Innovation #PDTXperts
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Veterans make exceptional teammates for VC-backed startups and PE-backed companies. Here are 3 reasons your company should create a pipeline of veteran talent 👇 1. VETERANS ARE TENACIOUS 👉 The military teaches you how to fail and try again. My Infantry Officers' Course instructors repeatedly told us that trying hard isn't good enough—the only thing that matters is victory. 2. VETERANS TAKE OWNERSHIP I'm convinced ownership is one of the most important qualities in a teammate. 👉 We don't pass the buck - we accept responsibility for failure. 3. THEY'RE PROFESSIONALLY TRAINED IN LEADERSHIP & TEAMWORK I've seen some wild 'leadership' in business - weird structures with too many stakeholders. 👉 Veterans have been trained in best practices - things like 'unity of command' are second nature and can be applied in business. ------------------------------- 👉 TLDR: We believe in the power of veterans. Leave a comment below with your thoughts on veteran leadership/skills in business. If you're an employer looking to hire exceptional teammates, reach out to our team. We've placed dozens of high performing veterans into leadership roles in PE and VC backed companies this year. Veterans - subscribe to our newsletter to stay up to date on our in-person networking events + hot jobs each week at themilvet [dot] org
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Disruption is often associated with negativity, and chaos. At RecruitMilitary, I find it an exciting challenge to be a disruptor in the hiring space. Pushing the status quo of Clients, allows for organizations to become more proactive and anticipate change--and in ever changing economy that hits various industries differently--that makes pulling from new hiring channels more crucial than ever. Has your organization thought about pulling #technicians, #leadership, #security, #logistics or #IT #transferableskills from the 240K #transitioningservicemembers that leave active duty each year? Feel free to contact me directly on LI, if you have questions how #military hiring can be better leveraged at your organization.
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Innovate & Accelerate Advanced Manufacturing | CEO of US Center of Advanced Manufacturing | Building a Better Future by Engaging Partners and Driving Change
In 2023, the manufacturing industry navigated a challenging hiring environment with economic uncertainties, high costs, supply chain issues and skilled labor shortages. For a rebounding economy in 2024, businesses must adopt innovative strategies to attract and retain top talent. Key approaches: ➤ Expanding beyond traditional applicant pools to include military veterans and those from varied career backgrounds; utilizing specialized recruiting firms as necessary. ➤ Offering unique benefits like signing bonuses, profit-sharing and scheduling flexibility tied to goals. ➤ Partnering with educational institutions for a steady talent flow while combining on-the-job training with formal education to fill skill gaps. What other tactics do you think leaders should adapt this year? World Economic Forum | US Center for Advanced Manufacturing | Alison Trumble | Stephanie Wright | Shree Parikh #USManufacturing #Innovation #Manufacturing #HiringStrategies #FutureofWork
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Placing Mission-driven candidates at Mission-critical technologies *Federal Sales & Engineering Recruiter
Me: "This VP Federal role requires in-office 2 days a week." Current VP PubSec: "That's fine. I prefer to be in the office to some extent. Every leadership role I've ever held required some level of face time. It's important to collaborate internally and build trust with your team." Me: "This JR. AE role requires in-office 2 days a week." JR. AE: "I prefer to be completely remote." "And I will need $120k+ base" "And I would like DHS, Veterans Affairs, USAF, a clearance and a handful of accounts to renew right away." (slight exaggeration) I love all of my candidates. And appreciate how times are changing. But PLEASE look at the successful leaders around you. Ask questions. Pay attention. A strong sales rep may never need to be in an office. But if you are on a leadership track, you may want to reconsider. #hyrUP #hireUP #VPPublicSector #Capture #FSIAE #USAFAE #CivilianAE #OEM #VAR
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📣 DATA CALL 🧾 I know there are a number of folks in my network who have been Colonels and/or General Officers in the United States Air Force, and this question is for you! In my new position at Air Combat Command, we are trying to ensure as many pathways remain available for our senior leaders. So here are the two questions I'd love to hear from you all about... 1) What should be done differently in managing senior leaders' careers? Ie. Which things frustrate(d) you, make you feel undervalued, or make it difficult to continue serving? 2) With the current O-6 promotion board timing, our Colonel-Selects are not eligible in the Command Selection Process. I believe they should be, and I believe if they were, we would avoid the "Game plan year" that we've seen for many of our new Colonels. Do you agree with making Colonel-Selects eligible for O-6 command positions? Why or why not? If you're not comfortable commenting, please reach out via direct message and we can set up a call to avoid any digital trail of your unvarnished opinions. I've never "been there and done that," so I genuinely want to hear from the folks who have. I'm looking forward to turning this feedback into some of the content for a topic at the CORONA FALL conference in October, and if you're willing to let your story be shared, I'd be honored to put it in front of the Commander of ACC for consideration (with your real name or a pseudonym, as desired). Right Senior Leader, Right Place, Right Time! ATTACK! PS. If you're not one of the "ats" below, I still want to hear from you, I just ran out of "ats." Mike Drowley Josh Koslov John “Pipper” Galloway Scott Mills Aaron Gibney Doug "Beaker" Wickert Luke Teel Kristoffer “SMIRK” Smith Case Cunningham Major General R. Scott Jobe Dane Crawford Russell "Bones" Cook
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Building the Local Church through Technology Developing Healthy Team Cultures | Improving Operational Efficiency | Enhancing the Leadership of Leaders
Ever danced the three-in-one job shuffle? To my fellow Swiss Army knives, here's a gentle reminder: being versatile is our strength, but always keep sight of your value. It's important to remember to align yourself with an organization and leader that values you the same way you value them. And to hiring leaders, seek out team members who bring multifaceted skills; be specific in your job descriptions, hire smart to fit your needs, pay them well, and watch your team thrive and likely get more than you asked for. #hiring #executiveassistant #hiringleaders
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