Banff

The call is coming – your current role, a new role – compensation review, an offer. What should you ask for? Always more – 90% of execs leave something on the table that the company was willing to give them - but let’s raise it up a level here. “Compensation” or the benefit to you could also include the title, the brand, the exposure to certain types of people. So, think of your career in 3 year “chunks”. For the next 3 years, what are you optimizing for? Is this a "final" operating role? If so, perhaps it's cash. There is nothing wrong with that. Optimizing for short term wealth creation is a very appropriate decision – but know what that means. It means your next role is not an early stage start-up. It might not be a PE-backed 6-7 year turnaround. The clock matters. Or perhaps this is the thing that sets you up for the thing. So optimization is more towards title and/or adding responsibilities and experiences that would be a gap for the step you want to take. Do you know what that gap is - you need to know why they would say no. Back to title. If you're thinking about future board/advisory work, title matters. 92% of F500 board seats last year went to former CEOs, CFOs or COOs (especially the first two). Maybe this is the chance to check the box so you have it. Maybe it’s exposure. To a board. To investors. The annuity of those relationships for what you want to do next. When you know what you are optimizing for right now, then "compensation" is the sum of many components, which each weighted slightly differently. Banff can help

Planning to DO the job is NOT the same as planning to GET the job. Especially CEO processes, especially when you are the internal candidate. Female candidates fall into this more than male candidates. You must plan to get the job AND plan to do the job. - Planning to get the job takes years not months. You don't start saving the day before you want to buy a house, don't start playing the game in the final minutes either. - If you are an internal candidate, you are often at a disadvantage. Like a 4-year college athlete readying to go pro, there is more "tape" on you. They have all the reasons why you are not right. For an external candidate only the good stuff shows (the freshman phenom). - Get to know the Board ahead of time. Way ahead of time. If you are meeting the board for the first time during the CEO interviews, it's often too late. You need champions in that room. - Know the reasons they would NOT think you are right. There is always something. Know it. Find out what it is. Lean into shifting it in meetings, drinks, interviews. - Be wanted. Externally. It does not mean you need to be out interviewing and job seeking. But build a brand as a star, as someone coveted. Have someone at your side. Banff, your first call for executive connections and intelligence.

At Banff we serve our clients via Trusted Guidance, Powerful Connections and Actionable Insights. A few outtakes from our latest report: - The re-emergence of President / COO searches in VC-backed mid stage companies signals a return to growth for many. For most of 2023 if they were hiring it was to bring in a head of sales to try to turn on growth, a CFO to try to save cash, a CEO to replace a founder. The growing number of President/COO searches in the market signals a new mindset. - Independent board directors are being sought much earlier in a company's life cycle - historically it had been post series B at the earliest, now we are seeing even earlier - The IPO pipeline continues to build. Large firms who were over-valued last year have now level-set and are very active in M&A / acqui-hiring to get ready for an IPO. - The above momentum includes starting to create board pipelines to build the IPO/public board. - Private equity is back; what was months of dating and getting to know for back-able CEO/CFOs last year is now multiple term sheets on deals agreed upon but not yet closed. - For established regulated public companies, there is a bias to lean on CEOs in similar companies today, or very recently. Those who moved to early stage companies in '21-'23 are sometimes being excluded as "too long" out of the regulated/large seat. - If you're a SaaS CEO/CFO, you are getting 8-10 calls a week. If you are SaaS adjacent and want those calls, expand your brand, reputation and networks - there is a major supply challenge. Our clients know to Ask Banff

While we are not a business designed to place job-seekers, there are times Banff's clients are in transition. The leading executive search teams know and trust Banff to source us for their work. Over the past 12 months, our discreet recommendations to the industry's top search teams have led directly to companies hiring - and leaders becoming: ·     CEOs, PE-Backed Technology ·     CEOs and COOs, Series B-C SaaS ·     CEO, Top 30 Bank ·     Publicly-traded Board Directors (many) ·     Private growth stage Board Directors (many) ·     COOs and Operations Heads, Public Consumer Marketplaces ·     Heads of Human Resources (many) If you are a search team working on pedigree searches, contact us. Our goal is to make the system work better for everyone, in a highly curated, very carefully vetted manner. If you are a corporation who covets top leaders and leverages executive search teams, encourage them to source us.

What we've been building at Banff is not just a service, or a product or two, but a way to completely reshape how the best and brightest executives, and the companies who want access to them, achieve their ambitions. In short, we are "Redefining Access and Enabling Connection". And now we finally can share everything that we do, and the amazing team behind it all - with our overhauled new website: www.banffadvisors.com

Quite the journey the last few months, and loving the destination. Congrats Michael Rhodes and Ally! https://lnkd.in/g2iFyX7M

Congratulations Swati Bhatia and Santander US. Incredibly exciting and can’t wait to see what’s ahead

Could not have said it better myself Hunt Club, we completely agree: "In both business and life, relationships matter more than ever, with some of the most promising opportunities coming down to who you know and the quality of your connections."

Congrats Pete Distad on being named CEO of the new sports streaming service – a joint venture formed by ESPN, FOX and Warner Bros. Discovery! https://lnkd.in/gHkTTWf9