Newsletter #2 2016

Posted by on Aug 26, 2016 in Newsletter | 0 comments

TGR Partners Newsletter
Second Quarter, 2016
TGR logo and header

As we head into the final days of summer we at TGR want to express our gratitude for our client partners and for the amazing professionals that we have had the opportunity to work with so far in 2016. It has been a fantastic year and we have successfully conducted as many searches for our clients in the first half of the year as we did all of last year! We attribute this success to slow and steady improvement in the economy, a continued tightening of the experienced professional labor market, more movement in the market and the growth in our brand recognition through hard work and successful projects for our clients.

August is typically the beginning of the busiest three months of the year for hiring as clients return from vacations, 2017 budgets are finalized and the realization that year end is looming. This month with hiring about to spike and less then 120 days left in the year Scott Kriscovich has some excellent advice on hiring efficiency. He shares some of the basics that are critical in establishing the right hiring culture as the foundation for success. Once a leader establishes this culture there are practical and effective tools that many of our clients have consistently implemented to reduce the hiring timeline and improve quality of hires and improve their brand equity in the market. This is not difficult but often requires discipline, consistency and accountability. When used in conjunction with a highly efficient identification, engagement and screening process such as TGR’s, time to hire can be radically improved.

We are blessed to have an amazing network of experts that we call on to augment the services we provide our clients. For the next few newsletters we will be highlighting the work of our most innovative partners and discuss the work they are doing in and around organization effectiveness, assessing talent and effectively managing Millennials – all topics relevant to those we serve. I hope you enjoy this month’s articleabout our partner Shannon Jordan on the importance of understanding EQ (emotional intelligence) in our teams in an increasingly collaborative workspace.

If you have any comments or suggestions for future content, we welcome those at
Matt Lewry, CEO
Matt Lewry, CEO blue_lines

Minding your EQ

According to the World Economic Forum’s Future of Jobs Report, emotional intelligence will be one of the top 10 workplace skills in 2020. In a recent survey reported in Fast Company, 71% of hiring managers stated they valued emotional intelligence in an employee over IQ; 75% said they were more likely to promote a highly emotionally intelligent worker; and 59% claimed they’d pass up a candidate with a high IQ but low emotional intelligence. This trend may be driven by an increasing collaboration load. As business becomes more global and cross-functional, silos are breaking down, connectivity is increasing, and teamwork is seen as a key to organizational success. According to data collected over the past two decades by a Wharton research team, time spent in collaborative activities has ballooned by 50% or more. Consider a typical week in your own organization. How much time do people spend in meetings, on the phone, and responding to e-mails? At many companies the proportion hovers around 80%. The stretch to communicate, collaborate, influence, come to consensus, and work with diverse perspectives and temperaments can seem like a tall order particularly to employees in technical fields who didn’t necessarily sign up for the “people side” of the business. The awareness that emotional intelligence is an important job skill has been growing in recent years. Everyone of us knows we need it or could use more of it, but it’s less clear how we develop it. In fact, until recently the jury was out on whether or not one could actually move the dial on EQ related competencies.

Enter Search Inside Yourself. SIY was developed at Google by veteran engineer Chade-Meng Tan who brought together experts from mindfulness, emotional intelligence, and neuroscience to create a program that would help his fellow engineers develop emotional self-awareness, not just great code. The name was a nod to Google’s search business and SIY quickly grew to become the most popular training program within the company. In 2012, a separate not-for-profit was established to meet demand for the program from outside organizations. The SIY curriculum, available in a 2-day or half-day format, uses neuroscience-based mindfulness training to help people build the emotional intelligence skills needed in today’s workplace.

Why mindfulness? Research shows that mindfulness is a foundational skill that underpins emotional intelligence. Mindfulness in a secular sense simply refers to “paying attention”. When we can learn to pay attention to the way our own minds work; to our thought processes and emotional reactions, we increase our ability to skillfully navigate the interpersonal challenges that may test our EQ. The past several years have seen a proliferation of mindfulness references in both the popular media and academic research circles. The positive effects on our physical health and well-being are now indisputable; and business is starting to “pay attention” to the impact mindfulness practices can have on employee performance, communication, and leadership as well.

We were recently introduced to SIY and to a consultant who has been successfully facilitating the program with engineering teams at Qualcomm’s headquarters here in San Diego. We wanted to share her contact information below should any of our client companies have an interest in learning more about how SIY might support your own initiatives to build more interpersonally savvy leaders, employees, and teams.

To learn more:
Shannon Jordan, SIY Certified Teacher

We are constantly working on new placements and respect our clients’ and candidates’ confidentiality. But we also know you want to know what’s going on here at TGR! We are currently working on the following placements:

  • Director- Enterprise Information Architecture and BI
  • CFO- For a PE backed innovator in integrated health care delivery
  • CIO- For a $250M PE backend Health Tech services and solutions provider
  • CIO- For a PE backed Technology service provider to the insurance and benefits sector
  • Senior Director, Digital Performance- For a $10M global transportation services firm
  • Senior Director, Digital Strategy & Management Office

The past quarter brought us several successful placements, including:

  • President – PE backed financial services lender
  • VP – Services North America – For a $250M publicly held logistics technology solutions provider
  • Director Technology Strategy Electric Operations – $10B Publicly help utility.
  • SVP Sales – for a PE backed late stage Fin Tech start-up
  • VP Global Marketing – For a $250M publicly held logistics technology solutions provider
  • Business Strategy and Development – for a $500M division of a $5B Financial Solutions Client
  • CMO – for a PE backed late stage Fin Tech start-up
  • VP North American Sales – For a $250M publicly held logistics technology solutions provider
  • SVP/General Manager – Payments, For a $5B Financial Solutions Client
  • Product Manager – Financial Solutions, For a PE backed late stage Fin Tech start-up
  • Head of Global Advanced Analytics, Connected Consumer – For a Fortune 5 Automotive OEM
  • VP Software Development Financial Services – For a $200M division of a $5B Financial Solutions Client
  • CFO – PE backed extended warranty and insurance business
  • Director of HR for a leading marketing services company

Stay tuned to see what next quarter brings.



In closing, please remember to participate in our testimonial giveaway, thanks for your time, and best wishes.
TGR Partners
Scott's Notes


Making Hiring Better

Maybe it’s just me, but it seems like life is full of contradictions:

  • First of all, it’s getting easier in so many ways, yet so much more complex
  • Kids are typically more challenging to raise as they are becoming more informed, interesting and interactive
  • There is more and more content and less and less to watch
  • Donald Trump……..

And, in the world of business:
As it has become increasingly easier to post and apply for positions yet increasingly difficult to identify and hire great talent…..

TGR Secret Sauce

TGR contact info