The Morgan Samuels Perspective

A New Front in the War for Talent?

Posted by Morgan Samuels on Thu, May 23, 2013

Todd Wyles Morgan SamuelsThe May issue of PE Manager includes a piece by our firm's own Todd Wyles on how private equity firms approach talent management across their portfolios. Increasingly, PE firms are adopting an Operating Partner in charge of Talent or Human Capital to help facilitate executive hiring at their portfolio companies. Todd interviewed several Heads of Talent, including leaders at Genstar Capital and Welsh, Carson, Anderson & Stowe to learn how they create value.

Todd is the Private Equity Practice Leader at Morgan Samuels. As a human capital consulting firm, we are always enthusiastic about putting a focus on talent issues. We think the emergence of the Head of Talent role at PE firms is a positive development in the private equity space for reasons outlined in Todd’s commentary.

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Topics: executive recruiters, top executive search firm, morgan samuels, lean six sigma, human capital consultants, executive search firms, retained search firms, retained executive search firm, top executive search firms, Private Equity, PE, executive search, executive search consultants, executive employment agency, Private Equity International, Magazine, Head of Talent, CHRO, Todd Wyles

What Executive Recruiters Say You Should Consider Before Taking a New Position

Posted by Morgan Samuels on Wed, Nov 23, 2011

You've been suffering through your current position despite hour cuts, pay cuts, and 401K cuts because there was no better option available. To keep afloat, you weathered the storm in hopes of an economic boom in the somewhat near future while keeping up to date with your LinkedIn account just in case another opportunity becomes available. You update your profile with the most current information, tweak and upload your resume, and connect with professionals in your field all while getting advice from the best of the best. One day you are contacted by an executive recruiter from a well-known executive employment agency. You are offered a job over one thousand miles away from your home town, family, children's school, and everything you've known for the last thirty-five years. How do you know whether or not to accept the position?

Knowing what questions to ask yourself and your family can help you decide whether or not you should make the hike over a thousand miles to a new location far from family, friends, and everything you've previously known. Our executive recruiters have helped compile a list of questions to ask yourself and your family in order to see if you should consider the job. In the meantime, check out the city and visit it with your family. Look at the housing, schooling, and popular activities of the city.

1. Check out the Company or Product

• Is this an industry that I’m excited about?
• What is the financial health of the company? What has the revenue growth been for the last few years?
• What is the projected future growth for the organization?
• Does the company have a mission I can get excited about when I wake up in the morning?
• What is the company culture?

2. Check out the Role or Specific Job Position

• Who would this report to?
• Size of team and budget responsibility?
• Is it a matrixed environment?
• What are the objectives for the next two years within the company?
• Why is the position open? Is it a newly created position?
• Is this a step up from where I am currently career wise?

3. Examine the Boss, Co-workers, and other Employees

• How do I feel about my future boss’ management style? Do we get along?
• How does this company’s culture differ from what I have been used to?
• Do I like the peers and co-workers that I would be working closely with on a daily basis?
• What’s my gut feeling about the chemistry between me and my interviewers, executive recruiters or Human Resource personnel?

4. Check out the Location, City, and State

• Where is the position based?
• Is it a location I would be willing to relocate?
• How much travel is involved in the role?
• You should talk to your family early in the process to make sure everyone’s on board. Examine the following when considering a job that will require relocating:
• Housing. If you own a home, could you sell it easily or is it underwater? Most companies these days do not do home buyouts.
• Schooling. Do I have school-aged kids; especially kids in high school? How would the move affect them? Is this the right timing?
• Commute. Would I be willing to temporarily commute for a several months?

5. Compare the Compensation or Pay Scale and Benefits

• Are we in the right range for the position? Can I live off of this pay in this city?
• What are the benefits included with the position?
• Usually, executive recruiters are not able to share the compensation range that the client provides, but will ask you what your current compensation is. This is to avoid wasting your time if we’re not in the right ballpark.

By prioritizing or ranking the above questions based on importance to you and your family, you will be able to accurately decide whether or not the new position will be the best choice for you and your family. Executive recruiters can help with more "Tips for an Impactful Resume" (link to previous blog) when it comes to finding the best job for you and preparing your resume for submission to employers, executive recruiters, and Human Resources personnel.

Topics: executive recruiters, executive employment agency