Canopy Advisory Group’s Post

Strategies for Success: A report by Boston Consulting Group (BCG) and Cara Chicago identifies common themes among successful second chance employment programs. The study finds that most companies start small — often with a pilot program and a handful of new hires — and then expand their initiative, focusing on four key areas:   — Building the Foundation: Identify how second chance hiring will help your company meet its business needs. Then, identify change champions and engage senior leaders to support the effort.   — Assessing and Addressing Risk: Establish risk-appropriate workarounds for restricted or regulated roles. This could include revamping background-check processes or conducting individualized applicant assessments to better understand the context of a candidate’s background, and if it relates to the role.   — Rewiring Hiring: Create welcoming job descriptions, make advancement pathways clear from the start and revamp your HR processes.   — Onboarding and Retaining Talent: Set your new hires up for success by helping them address challenges at and outside of work, leaning on community partnerships for support.   For more pathways to build second chance employment into your talent strategy, check out the SCBC Onramps Guide: https://lnkd.in/ePVyVcWK   Read the full BCG report here: https://lnkd.in/edY2Ss_c

Fractional executive positions aren’t as dysfunctional as they may seem. Find out why full-time executives are turning to fractional roles and how it can be a better alternative for companies seeking quick and impactful results. https://lnkd.in/ghXruyXb #fractionalexecs #solutions

Light at the end of the tunnel? I believe so and here is why... Whilst Sequel Search is exclusively focused on Partner hires into the Consultancy sector, we have seen much more demand from our network of C-level execs, Strategy Directors and Transformation Directors, who work within large corporate firms, for in-house strategy and transformation talent over the last few months. Expedia, Diageo, BT, Brambles, Astellas, Visa, Centrica, DMGT, Primark are all examples of firms who have either recently hired or currently hiring for fairly senior strategy roles. This is normally an indicator that strategic initiatives and transformation programmes are starting to move again after what has been a fairly dry period. When these internal teams start to get busy, the Consultancy sector is then positively impacted. This, combined with significantly busier PE deal flow, should be a clear sign for Consultancy firms that there is light at the end of the tunnel and it's appearing fairly rapidly. Most Partners in Consulting firms fully agree that momentum is building and benches are emptying. Most of my competitors who serve the Consultancy sector are starting to have good months, good quarters in what has been a generally dire time for these firms over the last 18 months. Some of my clients have even started to hire Consultants and Senior Consultants again. All of the indicators are there. The talent market however has not yet fully caught up with the quiet progress that is being made in market confidence, so it is still very possible for Consulting firms to find top class talent in a supply heavy environment before the market completely wakes up. My advice to Consulting firms? Don't be left behind, it's time to start re/building. Feel free to reach out for a discussion on the above but please note, I don't work in the Corporate space, nor can I assist non-Partner level Consulting talent. paul@sequelsearch.com #strategy #transformation #consultancy #partnerhires

As I’ve been building Global Growth Industries clients and other have asked me what my end goal is for the company. I’ll share it here, I don’t need or want to be the largest firm in the world. I just want to be the best at what we do. Do we need 1000 people around the world under the Global Growth Industries brand, no! We just want to be the best. We want to be the one that companies call because they know we will work quickly, efficiently, and bring you the best talent in the market. We are constantly talking with top-talent, talking with growing companies, and showcasing our expertise across our verticals. We are the best at what we do and will get it done for you! #recruiting #buildingsomethinggreat #growwithme

As a Co-Founder of AccruePartners, I see firsthand how the Charlotte employment continues to evolve. While financial services and tech sectors retracted significantly others like manufacturing, distribution and healthcare have held their own. Private equity backed home, and consumer services are particularly interesting, as many are consolidating at a national level and many companies continue to relocate headquarters to the region.    At AccruePartners, we’re not just reacting to these changes – we’re embracing them by enhancing our solutions to adopt a Total Talent Solutions approach.   Total Talent Solutions allows us to offer consulting services for projects, full-time employment, and contract roles, addressing the unique needs of both our clients and candidates.   Here are some of the key trends we’re seeing across the Carolinas: ·        In-Demand Skills: Accounting & Finance roles are in high demand, with increasing compensation expectations due to a short supply of qualified candidates. ·        Strategic Hiring: Clients are increasingly opting for top grading their talent to enhance their teams discreetly. ·        Compensation Trends: Competitive yet measured offers are becoming the norm, focusing on attracting quality hires.   Our expertise in the talent solutions space enables us to guide both employers and job seekers through these transitions. With a strong market message and strategic partnerships, companies can thrive even in challenging times. Let’s connect and continue building people, companies, and careers together! #tailoredtalentsolutions #talent #charlottejobs #marketintelligence

The Conference Board's report, Measure of CEO Confidence™ shares that 33% of CEOs expect to expand their workforce over the next 12 months. Is your company prepared to hire? Read the full report here: https://hubs.la/Q02RB1FW0 #recruiting #hiring #hiringstats

EXECUTIVE SEARCH IN THE DIGITAL AGE From the Shadows to the Spotlight: The world of executive search has stepped into a new era of clarity and connectivity. At Volkers Remarkable Talent, we have embraced this transformation wholeheartedly. In practice, this means that our partnership with international organizations is built on a foundation of openness and shared knowledge. We utilize cutting-edge tools to not only find candidates but to create a comprehensive narrative of each individual’s professional journey. Our databases are rich with insight, our analytics keenly attuned to the traits that signal a successful leader or expert. With a focus on dynamic, transparent methods, we provide international organizations with real-time access to the search process—candidates' backgrounds, progress updates, and strategic planning are all available at a glance. Our adoption of technology-driven search tools is extensive; we use sophisticated algorithms to filter through global talent pools, tapping into networks far beyond the reach of traditional methods. This is a game-changer for international organizations seeking diverse leaders and experts who can navigate today's complex, interconnected world. We apply transparency by demystifying the search process, keeping our clients informed and engaged. We apply technology by harnessing its power to broaden our search and deepen our insights, ensuring that every leadership position is filled with a visionary who's not only right for the job today but also for the challenges of tomorrow. We are building bridges between organizations and exceptional talent, and we are doing it with the light of innovation guiding our way. #ExecutiveSearch #Innovation #Transparency #DigitalTransformation #InternationalOrganizations #FutrureTalent #RemarkableLeaders

🌟 Seeking top talent for your private equity firm? Here are the key strategies to consider: - Prioritize culture fit: Culture plays a crucial role in attracting top talent. Clearly define your firm's values and mission to resonate with prospective candidates. - Emphasize growth opportunities: Highlight the professional development paths within your firm. Top talent is often drawn to organizations that offer growth and learning opportunities. - Showcase successful deals: Share key achievements and successful investments to demonstrate your firm's track record and expertise in the industry. - Offer competitive compensation: Top talent expects competitive salaries and benefits. Ensure your compensation packages are attractive and aligned with industry standards. - Foster a collaborative environment: Highlight your firm's collaborative work culture and team-oriented approach. Top talent values a supportive and engaging work environment. - Stay active on industry platforms: Engage with professionals on LinkedIn and industry-specific platforms. Share insights, participate in discussions, and showcase your firm's expertise. 🔍 Seeking top-tier talent for your private equity team? Let's connect and elevate your portfolio operations recruiting! Visit zetaconsulting.net for more information. 🔍 #PrivateEquity #TopTalent #ZetaConsulting

People think they have to work at big companies. Here's why it's not always so cool. I have worked contracts for big companies that everyone has heard of and will tell you, the novelty fades fast. For me, it is about culture, opportunity, and growth. It's super cool to tell your friends about (Big Name Company) you work for, but after the coolness wears off, it isn't always what it's cracked up to be.   I prefer smaller to midsized companies. You get a voice. You get to make a difference. Just because you work for a smaller company (perhaps an MSP or MSSP) doesn't mean you don't get to work with big players. These companies support them, so you get the best of both worlds. I'm mainly talking about companies with less than 500 people.   Why are these so great? ✅ You actually matter ✅ You can express your opinion ✅ You get to grow with the company ✅ You can communicate with stakeholders According to the Chamber of Commerce, 99% of the businesses in the United States are small businesses. Think about that for a moment. Many people are missing opportunities. In fact, 99% of them. Do you prefer working for large or small companies? Why? Here's a full article I wrote on how you may be missing 99% of the jobs opportunities out there - https://lnkd.in/gvEfTvpP

🌟 Seeking top talent for your private equity firm? Here are the key strategies to consider: - Prioritize culture fit: Culture plays a crucial role in attracting top talent. Clearly define your firm's values and mission to resonate with prospective candidates. - Emphasize growth opportunities: Highlight the professional development paths within your firm. Top talent is often drawn to organizations that offer growth and learning opportunities. - Showcase successful deals: Share key achievements and successful investments to demonstrate your firm's track record and expertise in the industry. - Offer competitive compensation: Top talent expects competitive salaries and benefits. Ensure your compensation packages are attractive and aligned with industry standards. - Foster a collaborative environment: Highlight your firm's collaborative work culture and team-oriented approach. Top talent values a supportive and engaging work environment. - Stay active on industry platforms: Engage with professionals on LinkedIn and industry-specific platforms. Share insights, participate in discussions, and showcase your firm's expertise. 🔍 Seeking top-tier talent for your private equity team? Let's connect and elevate your portfolio operations recruiting! Visit zetaconsulting.net for more information. 🔍 #PrivateEquity #TopTalent #ZetaConsulting