Brogan Search Partners

At Brogan Search Partners, we believe in the power of a single, transformative hire. While many can boast about their success within the first six months, we pride ourselves on the lasting impact our placements have on organizations. Take, for instance, our partnership with Hinge. Nine years ago, the dating app faced significant challenges: a high burn rate, an underperforming product, and ineffective tech leadership in a highly competitive market. They needed a top-tier engineering leader to turn things around before resources ran out. We accepted the challenge and placed an exceptional VP of Engineering. This visionary leader didn’t just address the immediate issues; they redesigned the engineering team, overhauled the product, and set Hinge on a path to success. Their leadership was instrumental in Hinge’s acquisition by Match.com and its rise to the #1 dating app in the sector. Today, that very candidate is Hinge’s CTO, overseeing the entire tech organization and maintaining a nine-year tenure. Their journey exemplifies how one strategic hire can transform a struggling company into a market leader. At Brogan Search Partners, we don’t just make placements; we build enduring success stories. https://buff.ly/4cftOAR #BroganSearch #successstory #Hinge #executivesearch

Can AI be the key to workplace satisfaction? 🤖 Employees today are struggling with burnout, often due to overwhelming emails, meetings, and tedious tasks. But AI might hold the solution, not just for boosting productivity, but for increasing job satisfaction and work-life balance. Here's how: 🔹 Alleviating tedious tasks: AI can handle routine tasks like data entry and report generation, freeing employees to focus on more engaging work. 🔹 Enhanced work-life balance: AI tools help manage time effectively, reducing stress and overtime, allowing employees to disengage without falling behind. 🔹 Positive impact on well-being: Studies show a positive correlation between AI adoption and improved employee experience, work-life balance, and stress management. However, the benefits come with a caveat: AI must be implemented thoughtfully. Leaders need to: Identify specific problems: Understand how AI can make jobs easier and more meaningful. Provide training: Ensure employees know how to use AI tools effectively. Integrate thoughtfully: Maintain human-centric culture and avoid overloading employees with more work. By focusing on these strategies, leaders can leverage AI to create a more satisfying and productive workplace. #AI #workplacesatisfaction #employeewellbeing #innovation

Discover your potential as a visionary leader with these seven practical steps: 🌍 Cultivate a Long-term Perspective: Focus on ambitious goals that go beyond immediate challenges. Think about what you want to achieve in the next 5, 10, or 20 years. 💡 Foster Innovation and Creativity: Encourage brainstorming and welcome new ideas. Engage with industry thought leaders and stay informed about emerging trends. 🎯 Develop a Clear Sense of Purpose: Align your vision with your core beliefs and strive for meaningful contributions that benefit society. 🔄 Enhance Adaptability: Stay flexible and open to change. Embrace diverse perspectives to see challenges from multiple angles. 🚀 Embrace Risk-taking: Take calculated risks and foster a culture of experimentation where failures are viewed as learning opportunities. 🧘♂️ Practice Visualization and Mindfulness: Use visualization to clarify your vision and mindfulness to maintain focus and emotional regulation. 🗣️ Communicate Effectively: Articulate your vision with passion and clarity. Involve your team in the creative process and ensure everyone is aligned with the vision. By incorporating these steps, you can inspire innovation, guide your organization toward long-term success, and create a meaningful legacy. https://buff.ly/3LKIhdl #leadership #visionarythinking #innovation #businesssucces

New research reveals that employees crave control over their time to achieve higher job and life satisfaction. Here are the key findings: Greater Control = Higher Satisfaction: Employees with flexible schedules report the highest levels of job and life satisfaction. Time Scarcity Hurts: Feeling like there isn’t enough time negatively impacts both job satisfaction and overall life happiness. Hours Worked Isn’t the Issue: The number of hours worked doesn’t correlate with job satisfaction. Flexibility Mitigates Stress: For those with flexible schedules, feeling time scarcity doesn’t affect job satisfaction as much. To foster satisfaction and retention, employers should tailor flexible work policies to meet diverse employee needs. Discover more about how control over time can transform the workplace in this insightful article: https://buff.ly/3SfDc09 #worklifebalance #flexiblework #employeesatisfaction

Two-thirds of employees say performance reviews are inaccurate or unfair. Are yours? Performance reviews are essential for assessing contributions, guiding development, and driving engagement. However, they can be undermined by subconscious biases, leading to inaccurate and unfair evaluations. Two-thirds of employees say performance reviews are inaccurate or unfair. Are yours? Here's how to mitigate performance review bias. Performance reviews are essential for assessing contributions, guiding development, and driving engagement. However, they can be undermined by subconscious biases, leading to inaccurate and unfair evaluations. 🔍 Common Types of Biases: Recency Bias: Overemphasizing recent events. Proximity Bias: Favoring in-person employees over remote ones. Primacy Bias: Letting first impressions dominate. Halo and Horns Effect: Letting one strength or weakness overshadow everything else. Similar-to-Me Bias: Favoring those who resemble ourselves. Here's how to mitigate performance review bias. #performancereviews #employeeengagement #biasmitigation

Splitting a leadership role between two executives can create extraordinary value, but it also presents unique challenges. Success requires more than initial preparation; it demands ongoing effort and coordination. Avoiding common pitfalls is crucial. Learn the eight mistakes to watch out for and how to ensure co-leaders thrive. Curious about how co-leaders can succeed? Discover more in this insightful article: https://buff.ly/3Wangxq #leadership #coLeaders #executiveteams #businesssuccess

The Common Mistake Job Seekers Make When Reaching Out to Headhunters: Lack of Research As a headhunter, I often receive messages from job seekers asking for assistance. Most of these approaches are ineffective because job seekers don't understand the specifics of executive search. We work on select assignments for clients, not marketing individuals. Each search firm is different, and understanding this nuanced industry is crucial. Understanding Executive Search Firms Every firm operates differently. As a retained search boutique, we handle 20-30 highly specific assignments per year, each involving numerous data points like culture fit, location, team size, and industry experience. For example, a VP Engineering search for a hedge fund in Omaha is vastly different from one for an AI company in San Francisco. The Odds Are Against You The chances of being a perfect fit for an ongoing search are slim due to the varied nature of our work. Instead of randomly contacting recruiters, focus on learning about business units in target companies and positioning yourself for a long-term career there. Build relationships with key people in those companies. Steps to Take Before Contacting a Recruiter If you decide to market yourself to recruiters, consider the following: Firm Size: Are they a boutique group or a large search firm? Larger firms might have more opportunities in your field. Firm Type: Retained or contingent search firm? If you're junior or mid-level, focus on contingent firms. Specialization: Are they specialized in your field or generalists? Industry Focus: Do they focus on one industry or many? Effective Ways to Connect with Companies Make a List of Target Companies: Identify companies by sector that align with your career goals. Identify Key Contacts: Add a column for the Director, VP, or C-level person in your field at these companies. Reach Out: Send a message saying hello and asking if it’s okay to connect. Keep it simple and professional. Expand Your List: Use tools like Crunchbase to find other target companies similar to the ones you like. Stay Updated: Follow these companies on social media and set up alerts to stay informed about their activities. Over time, this approach helps you build a network and makes you more visible to recruiters through the concentric circles you're creating. Just Send a Connection I'll always find you if you're a fit for an assignment, whether you're looking or not. Send a connection request, and it's one less click when that time comes. Conclusion By researching and creating a spreadsheet with this information, you can better gauge the odds of a search firm working on assignments that match your qualifications. Focus more on companies and people in your network rather than recruiters, unless you know they consistently work on roles suited to you—that's rare.

The future of work is here, and AI is transforming job roles across industries. At Brogan Search Partners, we know that preparing your workforce for these AI-enhanced roles is crucial for staying competitive and innovative. Here are four key strategies to ensure your team is ready to thrive in this evolving landscape👇 #AI #futureofwork #upskilling #reskilling #softskills #employeedevelopment

The most successful executive teams can achieve outsized outcomes, but they can also be challenging to manage and be a part of. Are you curious about what sets these exceptional teams apart? Learn more in this insightful article: https://buff.ly/4d0FGr8 #leadership #teamwork #innovation #executiveteams

In a competitive job market, where 42% of candidates are actively job hunting and 71% are optimistic about their prospects in 2024, it's crucial for companies to adapt. According to Greenhouse’s 2024 Candidate Experience Report, here’s how organizations can stand out: 1️⃣ Get DEI Right Two-thirds of job seekers prioritize a company's DEI commitment. Implement an intentional DEI strategy with clear communication and consistent initiatives. 2️⃣ Establish a Sustainable Competitive Advantage Through Culture Culture is a long-term game, requiring intentional efforts and leadership support. Use data and feedback to enhance and maintain a strong organizational culture. 3️⃣ Prioritize Your Social Responsibility Goals Companies are expected to lead social change. Focus on key issues that resonate with your employees and community, promoting positive change. By focusing on these areas, organizations can attract and retain top talent. At Brogan Search Partners, we help companies implement these strategies to stay ahead in the talent race. #recruitment #talentattraction #DEI #companyculture