The Remedy Group’s Post

Here's how my client went from director to Technical Chief of Staff for a major US retailer: She started out as a Technical Program Manager. It was a director-level job. Not the fanciest title, but solid. Since that point, she has been building trust with people in her company. She positioned herself as her VP's proxy. By focusing on relationship-building, she moved past everyone else who was hired at the same time as her, at the same level. She soon got a promotion to Technical Chief of Staff. Now, she's essentially an acting VP. She's on the way up! Advancing in your career is ALWAYS about building trust. Yes, you have to deliver results, yes, you must be credible. But the biggest factor in advancement is building solid relationships! #leadership #careerdevelopment #personaldevelopment #hiring #jobs

“First step” of VP can be “First VP”. In some cases, it could be known as Associate VP. Let's dive into this more. So from lowest to highest—Associate VP (could be First VP), then Assistant VP (AVP), then VP, then SVP & then EVP. Or Associate VP, then Assistant VP (AVP), then First VP, then VP, then SVP, & then EVP. Associate & Assistant VPs are lower here. #CREValueAdd 👈 Follow

When hiring a General Manager or Senior Ops Leader, I don’t care about: - Where they went to school;  - How many advanced degrees they earned; - Whether their resume shows “big name” pedigree; or  - Previous industry experience. Here’s what I really care about:  - Are you willing to take ownership of all outcomes? - Can you implement processes and structures to support our strategy?  - Do you have strong critical thinking coupled with good judgement? - Can you cultivate a high trust environment?  - Are you capable of driving necessary changes? I’m interested to hear what you look for when hiring key leaders. Do formal education and "big name" pedigree matter?

The Truth About Fancy Job Titles I often encounter candidates who are focused on chasing impressive job titles: "I am a Senior Manager, now I am looking for an AVP designation." or, "I am a VP and now looking for a Director-level role." Let's debunk some myths about these titles: Titles Can Be Misleading: Job titles are often used to attract talent but don’t always reflect the true seniority or responsibilities of the role within the organization. Role Clarity Is Key: A Senior Manager might not necessarily manage a team. Always inquire about the role’s responsibilities and team structure if you're seeking a management position. Varied Internal Structures: Organizational hierarchies vary widely. Some companies have Senior Managers with 15+ years of experience, while others have VPs with just 4 years. It's crucial to understand the specific context of each company. Ultimately, what truly matters is the role itself and the impact you can make on the business and your professional growth. Let’s stop chasing fancy titles and focus on meaningful roles! #CareerAdvice #JobSearch #ProfessionalGrowth #Leadership #TalentAcquisition

Spending most of my career as an executive assistant, I’ve just about seen it or done it all. Today, I don't work as an EA, but coach other executive assistants and their leaders on how to work together best and achieve a thriving partnership. If you're looking to HIRE an executive assistant, don't stop reading… Here are 6 key things to remember that are often stumbling blocks for leaders when looking to fill the role of an executive assistant. 1. Don’t hire for chemistry (people you like or friends); hire for competency and experience. 2. Be willing to pay for the experience. There's a wide variety of people you can get that will bring very different experiences to your company. Do you want the “Disney” experience where everything is always thought about in meticulous detail, or do you want a “Six Flags” level where they sometimes close early, and the park is just mediocre? Many people want Disney-level experience but are only willing to pay for Six Flags. 3. Know WHO you are looking for and define a clear job description with clear expectations. 4. Leader Pairing. Not every executive assistant and leader will work well together, and that's okay. It’s important to know how you work and what you value so that you find someone who also works and values the same things. 5. Be willing to adapt. A good EA will stretch and grow and provide a lot of momentum to your leadership. Be willing to let them teach you. 6. Give them a seat at the Leadership Table. Over time they will become your most trusted advisor and a strategic partner that moves things forward in crazy cool ways. You'll wonder how you ever got things done without them! But make sure you give them a seat at the table so that the same value and respect you have is also reciprocated across your leaders and company. Don't be afraid to do something different. #executiveassistants #hiring #operationalleaders #leaders #leadershipinsights

Your next career move starts here! We're in search of a talented Operations Manager to take our operations to the next level... . . #NowHiring #OperationsLeadership #CareerOpportunity #Hiring #NowHiring #OperationsManager #JoinOurTeam #CareerOpportunity #Leadership #Management #CareerGrowth #OperationsExcellence #JobOpening #ApplyNow #LeadershipRole #OperationsLeadership #CareerMove

💬 Not everyone is fit to manage others. In my first-ever recruiting job, I swiftly became a top performer. My boss gave me managerial responsibilities shortly after. I'm certain if you had asked anyone working for me at the time, they would have told you I was a terrible manager. I micromanaged, didn't know how to communicate effectively--and frankly--pissed a lot of people off. Not to mention I had also never received training or coaching from the company. Every company requires managers and should take the time to choose the right candidate. Take into account the following when picking a future manager at any level of your company: My latest for Inc. Magazine: https://lnkd.in/gahjR4dD #manager #hiring #business

PSA to hiring managers: There’s a ton of amazing people out there looking for their next opportunity. It’s understandable to want to find the perfect candidate that checks every single box on the job description, responsibilities, and qualifications list. But remember, if a candidate checks 100% of the boxes they have no room to grow into the role. They will be overqualified on day one and seeking their next role. Look for candidates that have enough expertise to execute the job and enough room to grow to stay excited and motivated. Find people who are hungry to learn and grow — and they might bring new ways of thinking that you hadn’t even considered. If I were building a team, I’d choose the person who’s asking all the right questions but doesn’t have all the experience. #careers #recruiting #team #leadership

If your company needs to hire a chief marketing officer, you'll find a wealth of marketing leaders with 20 years of experience. If you're hiring for a chief customer officer, you'll find far fewer candidates with a similar track record. While the CCO role is newer, it's growing rapidly because customer retention requires executive-level leadership, especially in a subscription business. If you're seeking to hire a CCO, what should you look for, and what should the job description look like? The experts we work with suggest searching for leaders who have worked in multiple post-sale functional roles; strategic thinkers with operational experience and collaboration skills; competent in leadership, organization, and process design. To help remove some of the ambiguity out there, we perused dozens of job descriptions for CCOs and highlighted a few model examples. https://okt.to/X0do7N #CCO #customersuccess