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Newsletter – 3rd Quarter 2017

Posted by on Oct 2, 2017 in Newsletter | 0 comments

 

TGR Partners Briefing
2nd Installment – 2017
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Welcome to the 2nd installment of our 2017 TGR briefing. In this issue, we are highlighting opportunities to get yourself into a continuous improvement cycle. I believe it is important in times like these that we pull together to help people affected by the recent natural disasters through service, financial donations and prayers so that they can improve their situations as quickly as possible.  I have read stories of amazing acts of kindness, generosity and support between strangers and hope that spirit of unity continues long after these disasters. As we head into the fall of 2017, I continue to be amazed at the speed at which time is advancing in our world and in our lives. Perhaps it is the digital revolution and our seemingly endless appetite to improve and be more efficient that creates this sense of time’s increasing velocity.  Many of our clients feel the same way.

With this awareness comes an opportunity to be vigilant about life’s priorities and to actively manage and allocate time to the competing priorities of personal, family, friends and profession. I, like many, often struggle to get this mix right on a consistent basis and want to encourage us all to take advantage of the velocity in our life not to just to “do” more but “do” more of the things that matter and that will help us maintain a healthier balance.

In this issue, my friend and health and fitness extraordinaire Kali Stewart reminds us all of the importance of self-care (specifically sleep). It is the foundational element in order to have the physical and mental capability to perform at our best professionally and personally. Kali is an amazing coach that works with her clients nationally on their fitness, nutrition and weight using the latest technology to engage, coach and help provide accountability. The advice she offers in her article is sound and practical, requiring only a willing and committed person to reap the benefits that come from the healthy habit of sleep! (A little exercise and eating well wouldn't hurt either - I am talking to you road warriors!)  
 
My partner Scott takes a page from some of our client’s playbook on design thinking and drawing on concepts presented in two great books Designing Your Life and Change by Design, he brings it together in a piece that will help you frame your professional life with new perspective and hopefully help you with your future career planning. 
We value your time and take care to present ideas that we hope you find useful and practical.  I hope you enjoy our latest effort in that quest!  As always, we would be grateful should the opportunity arise to help identify and attract top Management and Executive talent to your team! 

Sincerely,

Matt Lewry, CEO

Do you know how much sleep you REALLY need?

Performance enhancement is often thought of in a sports setting, but in the last few years, next-level self-care practices have made their way into the corporate environment. To compete with the growing demands of being unceasingly connected, it’s more important than ever to develop healthy habits. At the foundation is better sleep.Most people know that they should get more sleep. And while most research circles back to getting the recommended 7-9 hours of sleep each night, this is a far stretch for most. A more realistic and productive focus for long-term success is to concentrate on developing better sleep quality, one habit at a time.Poor sleep hygiene not only negatively impacts immunity, hormone regulation (think weight gain), neuroendocrine function (think memory), and mood, but it also costs money. A lot of money. According to a RAND study $411 billion or 2.28% of the gross domestic product is lost each year due to poor sleep.For sustainable change, it’s important to build the habit of better sleep. Focus on the consistency of these actionable steps, one at a time if needed. Choose the low-hanging fruit, first.

  1. 45-60 minutes before bed shut down all screens that emit brain-wave disrupting blue light (smart phones, tablets, laptops).
  2. Keep your room cool (research shows that 68 degrees is optimal).
  3. Get black-out curtains
  4. Leave your phone charging in another room (less temptation to look at it if you wake up in the middle of night, no dings to wake you up)
  5. Practice a breathing meditation before bed (if using an app like Headspace or Insight timer, do these before the 45-60 minute power-down, not right before bed).
  6. Cut the caffeine after 12 pm
  7. Limit water consumption within 60 minutes of bed.
  8. Even one glass of wine can disrupt sleep cycles and leave you feeling alert at 3 am, unable to fall back asleep. Alcohol also increases sleep apnea. My most successful clients save the wine for the weekend or have stopped drinking entirely. Do what works best for you.
  9. Focus on protein, fat, veggies, and smaller amounts of carbs at dinner. Higher carb meals, especially from processed carbs can disrupt sleep cycles. Including one to two cupped handful portions of minimally processed carbohydrates like quinoa, brown rice, potatoes, or beans will have a less drastic effect on blood sugar levels than eating their tasty, although disruptive counterparts.
  10. Nap time- when napping, focus on 15-20 minutes; longer than this will bring you into the next part of the sleep cycle and leave you feeling groggy.
  11. Stick to the same bed time, even on the weekend. Physical repair processes happen when our growth hormones levels are highest between 11 pm- 2 am. Psychological repair occurs between 2am- 6am. Achy body? Make sure you’re getting to bed by 11 pm each night.
  12. Get the recommended 30 minutes of moderate intensity physical activity 5 days per week. Not there yet? Don’t worry, even one day will help to improve sleep patterns.

I teach my clients to focus on what is in their control: their behaviors. Using outcome-based decision making, we are able to test which behaviors work and which don’t based on our life and work demands. This list includes actionable steps that lead to overall better sleep quality, and ultimately better productivity and health. Test what works best for you.To learn more:Kali Stewart, MS, CPT, Pn2https://kalistewartfitness.comtrainerkali@gmail.comblue_lines

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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 of IT for a private equity backed surgical supply company
  • Director of Loss Operations for a public commerical insurance company
  • CFO for a private equity backed healthcare innovator
  • HR Manager for a private software company
  • SVP Call Center Operations for a $1B pirvate financial services company
  • Executive Director IT Operations
  • Director of Software Engineering for a global logisitcs company
  • Sr Product Manager for a global retailer
  • Sr Director Business Architecture for a global retailer

The past quarter brought us several successful placements, including:

  • IT Operations Leader for $14B oil and gas retailer
  • Analytics Product Manger for a public logistics and technology company
  • COO for a publicly-held transportation disruptor
  • Mobility Product Manager for public logistics and technology company
  • Senior Product Manager for a $250M public company
  • Director of Mid-Market Sales for a software and hareware technology company
  • Sr Security Architect for a large federally owned mortgage business
  • VP Sales and Marketing for a $1B financial services company
  • Sr Director Enterprise Agile Coach for F100 public utility

Stay tuned to see what next quarter brings.

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Hoping your loved ones are safe and wishing you a good night’s sleep.
Sincerely,
TGR Partners

Scott’s NotesScott Kriscovich

Designing Your Life by Bill Burnett and Dave Evans
Purchase the Book
What do you want to be when you grow up?
When’s the last time someone asked you that? When you were 10 and you replied optimistically and enthusiastically, “A firefighter” or “A pilot” or “A doctor” or “An Executive Recruiter” (OK no one has ever said that last one!). Since we are all constantly striving to grow and evolve as professionals and as human beings, it seems to me that we should ask ourselves this questions on a more regular basis.When I am first introduced to someone who is seeking career guidance or needs help exploring options for their career, it is one of several that I ask them to answer.Why does it matter? Well, I guess it’s because it’s your life, and so the better you know the answer to that question professionally, the more successful you will be in articulating your goals and the more prepared you will be in assessing opportunities as they present themselves. As Tim Brown asserts in Change by Design, it’s important to first inform ourselves about what is at stake and to expose the true costs (and benefits) of the choices we make. …if this is not what life is all about, I don’t know what is.“How might you” describe what you want to be when you grow up or how you want to progress in your career and your personal life, etc? And then how can you actually make it happen?This is often a challenging question and I want to offer an approach to help you answer this question.During the past year we’ve been working with more companies in the Bay Area and have found that those companies more than most have a “Design Thinking” mindset infused into their DNA.That may be commonplace in the start-up world, and Dave Evans and Bill Burnett at the Stanford Business School wrote the book Designing Your Life to help you apply similar concepts to thinking about your career.Of course, to do this, it’s helpful to understand some of the underlying principles of Design Thinking.

Change By Design

Change By Design by Tim Brown 
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Newsletter #3 2016

Posted by on Nov 21, 2016 in Newsletter | 0 comments

TGR Partners Newsletter

TGR Partners Newsletter
Third Quarter, 2016
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This is our last newsletter of 2016 and it is amazing to me how quickly this year has passed by; it is as if time is accelerating!  With the continual advance of technology, connectedness and an endless supply of distractions, it is no wonder that we are all busier than we have ever been. With this pace comes many exciting changes and opportunities, but requires focus and practice to achieve break-through moments.  Last month we began a discussion of mastering the hiring process – a simple but elusive task!  This month we finish our discussion on how leaders can achieve mastery of their hiring process and the steps to successfully establishing an effective hiring culture supported by practical and effective tools.  We have partnered with many clients in implementing this to reduce the time spent on hiring, and improving quality and brand equity.

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 discussing the work they are doing in and around organization effectiveness, assessing talent and this issue – effectively engaging leading Millennials – all topics relevant to those we serve.  I hope you enjoy this month’s article, Maximize Your Millennials as Next-Generation Leaders, from our partner Dan Negroni, a pioneer in effectively coaching leaders and organizations in leading Millennials.  This is mandatory reading for anyone in a leadership role as the latest data shows that for the first time ever Millennials represent the majority (51%) of the workforce!

Finally, this time of year offers many opportunities to slow down and focus on the truly important aspects of our lives. There are many reminders to be thankful for our family, friends, careers and the great country we live in.  My partners and I focus on our practice of gratitude on a daily basis and are thankful for the relationships we have with you, our clients and candidates.   I hope this time of the year turns out to be a reminder for all of us that gratitude is not seasonal, but perennial.   

Happy Thanksgiving!

Matt Lewry, CEO If you have any comments or suggestions for future content, we welcome those at mlewry@tgrpartners.com.

Sincerely,

Matt Lewry, CEO

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Scott’s Notes
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Hiring Mastery (Continued)

By Scott Kriscovich, Partner

In our last newsletter, I posted that despite all the technological advances we’ve achieved, the ability to identify, attract, and hire great candidates has become more challenging rather than simpler.  Part of the reason is that we’ve either forgotten or abandoned some basic human principles as a result of our misplaced overreliance on that technology.  By keeping in mind the human element and being purposeful and well-intended on the ultimate goal, we can collectively find and hire the right person for the role.

In order to assist with that, I suggested there are some fundamental ways to improve the internal talent acquisition and improve results even when “life happens,” which include:

1)    Recruit your interview team: Ensure that only the people you need, who can add value or are organizationally necessary, are part of the interview team.  Gain their commitment to the process by investing time with them on the requirements of the position, explaining your priorities and what you need from them as participants.  Have back-ups for when there are scheduling conflicts.  Set expectations that any candidates they see will have been well-screened and are serious contenders.  Avoid wasting days after interviews by letting them know up front that their written feedback is important and required immediately after the interview….

Read the Full Notes

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Maximize Your Millennials as Next-Generation Leaders

Author and launchbox founder Dan Negroni says millennials aren’t the problem; chances are the trouble is with how you’re managing them.

By now you probably got the memo: The reason the workplace is in deep trouble is because of millennials—you know, those young folks that are frequently maligned as entitled, disloyal, lazy, disinterested, needy tree huggers who make terrible employees.

But is that really true? Are millennials a problem that need to be solved or an opportunity that should be embraced?

Leadership coach and author Dan Negroni suggests the latter. In his book, Chasing Relevance: Six Steps to Understand, Engage, and Maximize Next-Generation Leaders in the Workplace, Negroni points out that it’s high time we start valuing millennials for their fresh viewpoints and strengths, including intelligence, innovation, curiosity, and an entrepreneurial spirit.

This isn’t just a feel-good exercise. As the largest generation in our history, millennials make up 2.4 billion of the world population. They represent 40 percent of today’s workforce, growing to 75 percent in the next 10 years. They are the biggest and most powerful customer group today. They are also our kids, our workers, and our future.  So if you want your business to succeed, you need to figure out how to bridge the gap to attract, engage and retain the next generation of leaders.

The good news is that closing the generation gap will not only benefit your millennials, Negroni says, but it will help you, your business, and all of your employees thrive.

Here are six steps to get started.

1.  Stop whining and start caring.
People don’t care about how much you know until they know how much you care. So care! It is a basic human tenet. We have been careless with complaining and finger pointing, when instead we need to be building relationships.

The Harvard Study of Adult Development, conducted over 75 years, concluded that if done right, relationships are essential to human happiness and “will positively affect your health, longevity and quality of a successful life, including your economic success.”

Millennials understand this too, but they just haven’t been taught how to best develop these relationships, especially in the workplace. Sixty percent consider themselves entrepreneurs, with 90 percent recognizing entrepreneurship as a culture in itself. Almost 80 percent of millennials want to own their own business some day. Yet we managers and CEOs are still saying, “I don’t get it. How can we all be the boss, and, if so, then who will do all the work?”

We have to remember that there is magic where youth and experience meet, and that magic has existed since the beginning of time. It doesn’t have to be a power struggle in which we expect millennials to conform to outdated modes of working. If we start busting myths about millennials and understand what they want, we can start building the solid relationships that lead to success.

2. Be authentic and stand for something unique.
All great brands and companies stand for something distinctive. Millennials want to be a part of greatness. Employers like Nike, Google, and Uber get that. Millennials want to work for companies that reflect who they are. It’s no surprise that Nike’s “Find Your Greatness” campaign widely resonates with millennials.

It’s imperative that we figure out how our business values match those of our millennials. We have to be authentic, because millennials are smart and they see right through the b.s.

Millennials are deciding which businesses live or die: Consider Blockbuster versus Netflix, or the shopping mall versus Amazon, or hotels versus Airbnb.

Economists predict that 75 percent of the S&P 500 will be replaced over the next 10 years. It’s companies like Google, Starbucks, Nike, Apple, Disney, Levi’s, and other brands that tell and sell powerful stories that attract both customers and employees. These companies know who they are and how to communicate that to the world, thus sustaining and growing their business models.

3. Own your stuff.
One of Dan’s favorite sayings is “What happens to you is because of you.” Real power comes from teaching—not feeding into—an overindulged and trophied generation that they too should take responsibility for their actions. How? By example. To make your relationships with millennials stronger, you need to make you stronger first. Fulfill your duty to be the best manager possible and take accountability for yourself, your actions and your results.

4. Make them opt in.
Today’s business climate is extraordinarily tough and competitive, requiring more creativity, innovation, and better leaders than ever before. Remember that millennials want to be their best. They want responsibility and to help in a purposeful and meaningful way. Hold millennials to their own standards. While setting clear expectations, remind them that they control the trajectory of their career. Allow them to test concepts and fail without judgment, giving constructive feedback along the way, but only if they want it and come to the party. If your millennials are truly uninterested in doing the work, let them go. Encourage and demand the opt-in, all while demonstrating that the relationship is a two-way street.

5. Get on the same page.
Define and align your purpose transparently and create individual, team, and company-wide goals. Communicate and regularly revisit these goals and why they exist. Millennials need to understand “the why” to be inspired. Yes, they like to celebrate successes like all of us, but also like all of us, they just want to know, as best as possible, what road they are on, where it’s going, and what is expected of them.

Involve your employees in ensuring that everyone in your organization is on the same page. Every time you want to open your mouth to tell them what to do, instead pivot, asking them what they would do. Collaborate. Understand that we learn more about relationships from asking questions than any other method. These same techniques are also required for good marriages and successful parenting. It’s no different in the workplace.

6. Mentor like a coach.
Coaches learn early on that each individual is unique, and if they want to lead, bond, and win as a team, they must respect each individual’s differences. Whether it’s your salespeople, engineers, or accountants, all of whom have different purposes, they all share the same desire to be recognized for their individual strengths along with the strengths of the team.

How often do you even think about your team and how to get results from each individual on his or her terms? Chances are not enough. The more you work on leveraging the strengths of your individual team members, the better your employees will respond.

Launch Your Plan Now

Studies show that 30 percent of organizations lose 15 percent or more of their millennial workforce annually, and it can cost companies up to $25,000 to replace each millennial. And only 22.9 percent of organizations have a plan in place to engage millennials and future generations. It’s time to step up.

By creating genuine connections in your workplace, you’ll foster a collaborative environment that empowers your employees to be accountable, focus on results and deliver value.

We know our ability to attract, train, manage, and retain this next generation of leaders is critical to the future success of our businesses. Let’s create results by caring more—not being careless.

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Thanks for your time, and best wishes.

Sincerely,

TGR Partners

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:

  • Enterprise Agile Coach – F200 Utility Company
  • Product Owner Principal – F200 Utility Company
  • Sales Director – Global Transportation Services Firm
  • Enterprise Security Architect – large Mortgage Financer
  • VP General Manager – B2B SaaS Technology Company 

  • VP Sales & Marketing – Financial Services Firm
  • Senior Product Manager – Mobility-Global Transportation Services Firm
  • Senior Product Manager – Transport-Global Transportation Services Firm

The following are a sampling of our 2016 placements:

  • Director of Product Management – For a Global Telematics Solutions Provider
  • Director, Enterprise Information Architecture and BI –  For a Global Bio-pharma Company
  • Chief Information Officer – For a PE backed Technology service provider
  • Interim Director of Infrastructure – For a F200 Oil and Gas Distribution Company
  • President – For a PE backed financial services lender
  • VP – Services North America – For a Publicly held logistics technology solutions provider
  • Director Technology Strategy Electric Operations –For a Publicly held 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  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 – For a PE backed extended warranty and insurance business

Stay tuned to see what next quarter brings.

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Newsletter #2 2016

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

TGR Partners Newsletter
Second Quarter, 2016
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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 info@tgrpartners.com.
Matt Lewry, CEO
Sincerely,
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
www.careeringenuity.com
shannon@careeringenuity.com

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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.

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

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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

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1st Quarter – 2016

Posted by on Mar 7, 2016 in Newsletter | 0 comments

TGR Partners Newsletter
First Quarter, 2016
TGR logo and header

This newsletter comes as we are coming off an incredible 2015 for which we are very grateful to our clients and candidates.  On the heels of that, we are experiencing a start to 2016 that may be the strongest demand for experienced talent we have seen in 20 years. This is a positive sign for the US economy but as you will read below there are some underlying drivers that are important to understand as a client searching for a critical resource and to you as a professional managing your career.

In this issue Scott will also provide some insight as to how we at TGR are working to improve using systems thinking and being purposeful in all that we do.  I hope you find it interesting and provides you food for thought.

Matt Lewry, CEO If you have any comments or suggestions for future content, we welcome those at info@tgrpartners.com.
Sincerely,

Matt Lewry, CEO

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What you should know about the job market in 2016

book cover As we enter the new year I want to take a moment to express my gratitude for our tremendous success in 2015; to our clients who have allowed us the opportunity to partner with them on their most critical asset – human capital; the many candidates who have trusted us as partners in their careers; my team who are all great people who always give their best effort.

In 2016 there appear to be significant trends converging that are likely to make this an exciting year for experienced professionals and a challenging year for clients trying to attract those professionals. These trends include a slowly but steadily improving economy in the US – especially in the sectors that drive innovation; an increasing velocity in the job market, meaning that more confidence in the economy is resulting in a corresponding increase in individuals willing to take the risk of changing jobs; and a continued demand for experienced talent in innovation jobs.  The other important trend that is continuing is the geographical disparity of job growth.  Job markets in cities that have attracted innovation companies and workers are experiencing a more robust economy.  In his book The New Geography of Jobs, Enrico Moretti, talks at length about the drivers of job and wage growth and opportunity disparity based on how our economy is trending towards innovation as the key to future growth. His research shows that these high paying jobs are located in geographies that are made up of hubs of innovative companies.  Many of our clients have opened offices in these locations in order to join competitors in search of a “thick” pool of talent.  This clustering is beneficial for both employees and employers but requires companies to market themselves effectively and develop retention and recruiting strategies that are responsive to the conditions of the market.

A critical aspect of a successful hiring strategy in this new environment is “momentum” in the recruiting process.  This may seem obvious but the vast majority of our clients average over 95 days to complete an experienced hire search.  Only 30% of that time is spent on candidate identification with more then 70% of that time spent on the client vetting and offer process – a process totally within their control.  This has become so common the Wall Street Journal recently published an article coaching candidates on how to navigate the marathon.  Hiring experienced senior candidates should be done with care but there is significant benefit to committing to an optimized process that accomplishes the goal of good skills assessment and culture fit while recognizing when the point of diminishing returns has been reached.

In order to help our clients, TGR utilizes a systems based approached to search engagements that provides a proven methodology that ensures clients to treat candidates with respect, maintains quality and positive momentum in the process. In this addition of Scott’s Notes he gives you a better idea of why systems thinking is so effective in the search process. We look forward to partnering with you in 2016 and wish you a prosperous and successful year!

Matt

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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: (2016 year is off to a fast start!)

  • Global Innovation Leader for connected customer for one the worlds largest automotive OEM
  • SVP Product Management for a $5B global financial services systems and solutions providers
  • Global Advanced Analytics Leader for connected customer for one the worlds largest automotive OEM
  • Electric Operations DIrector of IT Strategy for the country’s 2nd largest utility
  • SVP Sales and SVP of Marketing for a growing global geolocation technology firm
  • Enterprise Architecture Director & Enterprise Information and BI Director for the industry leader in the development of therapies for people living with rare diseases.
  • VP of Sales and VP of Marketing for one of the world’s largest telematics technology firm
  • VP of Business Strategy & Develoment for the leading global financial services systems and solutions provider

The past quarter brought us several successful placements, including:

  • President for the leading near prime lender in the US
  • CFO for a PE backed innovator in retail heathcare
  • VP of Operations for one of the world’s largest telematics technology firm
  • VP of Software Quality for a the leading cloud based clinical platform provider in the world
  • Director of Customer Care for a the leading cloud based clinical platform provider in the world

Stay tuned to see what next quarter brings.

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In closing, we enjoy and value our relationship and wish you an amazing 2016!
In Gratitude,
The TGR Partners Team

 

Scott’s Notes

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The Four Agreements: A Practical Guide to Personal Freedom by Don Miguel Ruiz

For us at TGR Partners, we are deliberate (“purposeful”) about explaining our Executive Search System as one of the key benefits for the clients and candidates with whom we work .  That system infuses the 4 agreements and new agreements into everything we do…

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