Avoid Hiring Other Company’s Rejects
In recent years, candidates have become far more sophisticated at marketing themselves. Through LinkedIn and other forms of social media, they have become experts at framing themselves with their resume, interview skills and persona. Unfortunately, that also means...
Is your recruiting process set up for success?
We have all done it. We have said, "I need to hire a _____________". We put the word out to our network, and find a few candidates to speak with, but no one impressed us or seemed like the right fit. We keep searching or decide to make a hire from our "ho-hum" pool of...
Brands Matter to Top C-Suite Talent – Make Yours Shine
You as a brand is a popular concept. It seems that people are embracing this concept and communicating their brand in their LinkedIn profiles, Twitter handles, resumes, and other social media profiles. How does this apply to the selection and hiring of top C-Suite...
Hiring Exceptional Leadership: Defining Chemistry
Executive recruiters hear from clients nearly every day- "we chose the candidate because we felt he had the right chemistry". While this sounds good, how do you define Chemistry? Our clients seem to instinctively know when the right candidate is interviewed and...
Hiring Exceptional Leadership Talent: LinkedIn Profiles
You can't assess a whole person from a LinkedIn profile alone. You only see what people want you to see. LinkedIn is a great tool to identify potential talent. In fact, LinkedIn is so powerful, leadership candidates now hire consultants to create content for their...
How to Recruit Great Candidates: Managing Perceived Risk
We have all experienced it - make the offer and, boom, your C-Suite candidate declines. WHAT??? How does this happen? After all, you received verbal acceptance, candidate references checked out, the last thing you know the candidate was all in - or were they?...
Does your recruiting process produce the right results?
We have all done it. We have said, "I need to hire a _____________". We put the word out to our network, and find a few candidates to speak with, but no one really impressed us or seemed like the right fit. We keep searching or decide to make a hire from our "ho-hum"...
“High Potential” Candidates
Frequently, while initiating a search project, we get requests from the client like "We want to hire an 'up and comer' or a 'high potential' candidate". Generally, the motivations are along this thinking: The candidate will work harder for us, they will not have...
Can a Nice CEO Be Effective
Can you be a Successful CEO and Still be Nice? I recently had lunch with a serial successful CEO (more than 1 successful company he led to significantly increased shareholder value). We talked about requirements for successful CEOs. I was curious, I wanted to hear his...
How Does Unconscious Bias Affect Your Ability To Assess Candidates
Have you ever met someone and instantly liked and trusted them only to find out later that you had been misled? Have you ever trusted your gut and later discovered that you did not assess someone correctly? Often, when we lack a well-defined evaluation process for...
Why Can’t I Hire My First Choice Candidate? Five Factors to Consider
No doubt, it is a hot employment market for top talent. Salaries are increasing, traffic is worsening, top talent often has more than one choice, and is likely considering 2-3 offers at once. It is a robust climate for business. Candidates are more educated than ever,...
Five Attributes for the Ideal CEO
Whether you are running a consumer health company or a life science company, you need the strongest CEO possible to lead in this dynamic business climate. All CEO's need to have deep expertise of their subject matter in the industry. Full life-cycle product...
Recently Completed Searches
Recently Completed Searches Raynak Executive Search team is proud to announce the completion of the following searches: CEO - Rox Medical CFO - Rani Therapeutics CMIO - Medal CMO, SVP Clinical - Rox Medical VP Sales - SIRIS Medical VP Regulatory and Clinical -...
Why “I’ll know it when I see it” is not an effective recruitment strategy.
Why "I'll know it when I see it" is not an effective recruitment strategy. We have all done it. We have an opening for a key executive and we get introduced to someone, or meet someone at a coffee shop and we think ... "that's the person." So you hire them and for...
Is your recruiting process set up for success?
Is your recruiting process set up for success? We have all done it. We have said, "I need to hire a _____________". We put the word out to our network, and find a few candidates to speak with, but no one really impressed us or seemed like the right fit. We keep...
Why is it so hard to find the right CEO and what you can do about it!
Why is it so hard to find the right CEO and what you can do about it! Large companies are able to craft robust succession plans, while middle market and smaller companies often have difficulty finding and retaining successors. CEOs impact the company's strategy,...
Building Cohesive Leadership Teams: Calibrating for the Best
Building Cohesive Leadership Teams: Calibrating for the Best How do you know you are hiring the very best? You need to calibrate candidates against a large pool of similar candidates to really know. Some people are very good at selling themselves in interviews, but...
Does Your Recruiting Process Produce the Right People?
Does Your Recruiting Process Produce the Right People? We have all done it. We have said, "I need to hire a _____________". We put the word out to our network, and find a few candidates to speak with, but no one really impressed us or seemed like the right fit. We...
How do you know you are hiring the very best?
How do you know you are hiring the very best? You need to calibrate candidates against a large pool of similar candidates to really know. Some people are very good at selling themselves in interviews, but when it comes to actual performance they fail. In executive...
5 C’s of Character: What to look for when hiring C-suite talent
We have all done it: thought we hired a strong leadership performer, only to be disappointed three or six months after they start. Today, candidates have become far more sophisticated in selling themselves, and well-rehearsed when interviewing. Often, candidates...
Why “I’ll know it when I see it” is NOT Effective Recruitment Strategy
We have all done it. We have an opening for a key executive and we get introduced to someone, or meet someone at a coffee shop and we think, “That’s the One.” So you hire them. And for about 6 weeks everything goes along well. Or does it? Things are not getting...