JGA Partners, LLC.

The Hiring Shift of 2024: Experience Takes the Lead Over Potential: It appears the pendulum has swung back towards valuing experience over potential. The Rise and Fall of Hiring for Skills Over Experience 2023: The Year of Skills --Articles galore championing the virtues of skills-based hiring. --Businesses lauded for their forward-thinking approaches. --A dynamic shift from traditional experience markers to skills and capabilities. 2024: The Return to Experience --A noticeable decline in the skills-over-experience rhetoric. --Informal discussions reveal a preference for the tried and tested. "...this candidate has the potential to..." is no longer a phrase clients like to hear. --The job market’s subtle, yet profound, nod towards the reliability of experience. Why the Change? -- It's now the Quest for the "Sure-Thing" and what clients are saying, even if they’re not “saying it”. --Economic Uncertainties: A volatile market could now demand proven expertise. -- Operational Efficiencies: Businesses seek individuals who can hit the ground running. Short sighted companies have been cutting costs through pulling back on non money making departments, ie, Learning and Development. So, what do you think? It’s not about one being better than the other, but right or wrong, there are more candidates being rejected for being “slightly off the mark” than ever before. And that’s the reality. 

The True Cost of Excellence: Unpacking Executive Search Fees Why do companies shell out big bucks for executive search firms? It's a question that prompts many to pause. At first glance, the figures are high. Yet, the story behind these numbers reveals a saga of strategic foresight, ambition, and a belief in the transformative power of top-notch talent. A Testament to Value & Vision: Hiring an executive search consultant is not merely a transaction; it's a declaration. It broadcasts a company's willingness to invest heavily in the pillars of its future success. But what does this investment really entail? Beyond the Price Tag... A Vote of Confidence in Talent: Allocating a third or more of a potential hire's compensation package to a search firm speaks volumes. It's an investment in attracting not just any talent, but the best. A Sign of Robust Growth: Especially in unpredictable markets, this move signals a company's resilience and ambition. It's a bold statement of growth and stability. Investing in people: The addition of professional assessments to the hiring process underscores a commitment to not just fill a position, but to forge a lasting partnership with incoming leaders. Deciphering the Signal: What It Means When Approached by an Executive Search Pro: When that call or email arrives, it's crucial to see beyond the immediate. You're not just being considered for a role; you're being courted by an organization that sees immense value in what you bring to the table. This approach speaks to a company's ethos: Long-term Vision: They're not just filling gaps; they're building bridges to the future. Quality Over Cost: This decision reflects a preference for excellence over economizing on critical roles. A Culture of Investment: Such companies tend to invest in their people, offering environments where talent can truly flourish. Navigating the Opportunities: A Guide for Prospective Leaders Understanding the significance of this recruitment strategy offers a unique advantage. Here are key considerations for those on the receiving end of an executive search outreach: Evaluate the Company's Trajectory: Their investment in a search firm hints at growth and stability. Research their market position and future potential. Consider the Role's Impact: Beyond the title, assess how this position influences the company's direction and how it aligns with your career aspirations. Culture and Commitment: A firm's willingness to invest heavily in recruitment suggests a culture that values people. Explore how this aligns with your values and professional goals. Conclusion: The Unseen Value of Executive Search Investments In the grand chessboard of corporate strategy, the choice to engage an executive search firm is a king's move. It signals a company's commitment to excellence, growth, and, importantly, to its people. For prospective leaders, being the focus of such a search is not just flattering—it's a sign of a potentially transformative career opportunity.

Unlocking Growth: The Unseen Power of Peers and Mentors in Your Career [Are you learning or progressing vertically in a traditionally horizontal industry?] If not, it may be time to look around and see who surrounds you. It's easy to overlook the quiet, yet profound, influences that shape our professional journey. The hidden cornerstone of success, particularly in the nuanced art of executive recruiting, isn't found within the hallowed halls of academia or the latest firm's training module. Instead, it's nestled in the everyday interactions, the shared challenges, and the collective wisdom of the people we surround ourselves with: our peers and mentors. The Myth of Formal Education in Recruitment Universities quickly offered courses on new industries: AI, crypto, and the like; yet there are no, or very few accredited courses, and no diplomas that declare your prowess in understanding the human element essential to connecting talent with opportunity. The True Classroom: Peers and Mentors Real-World Learning: In recruiting, the real classroom is the dynamic world of human relationships. It's in the nuanced understanding of a candidate's aspirations or an employer's unspoken needs. This knowledge doesn't come from textbooks; it's learned in the trenches, side by side with those who navigate these waters daily. The Mentorship Model: The most valuable education in this field comes from aligning yourself with a mentor. These are individuals whose success and approach to challenges you admire and wish to emulate. Unlike traditional education, mentorship in recruiting offers a two-way street of learning. It's not just about shadowing a seasoned professional; it's about engaging, questioning, and even challenging each other to find better, more effective ways to connect talent with opportunity. Equally important is the role of peers: These are your contemporaries who share your struggles and triumphs. Together, you form a community of practice, a collection of experiences and insights. Through candid exchanges, shared resources & support, peers provide a level of real-time learning and adaptability that no formal training program can match. Impact on Professional and Personal Growth Engaging with mentors and peers doesn't just enhance your professional skills; it enriches you personally. It offers a sense of belonging, a shared mission, and the invaluable feeling of being understood and supported. This ecosystem of learning and growth fosters not just professional development but also personal fulfillment. ----- In the end, the essence of advancing in the recruiting field isn't captured by the accolades on your wall or the title on your business card. It's about the people you choose to learn from and grow with. The journey is as much about building relationships as it is about building careers. By embracing the mentorship and peer support model, you're not just navigating the recruiting landscape; you're transforming it, one connection at a time.

Acquisitions and Mergers: A Strategic Imperative for Medium-Sized Executive Search Firms In the rapidly evolving landscape of the executive search industry, the buzz around acquisitions and mergers has never been louder. As the sector continues to attract outside investors and executive search firms seek to maximize profit, the question on everyone's mind is how to navigate these choppy waters. For medium-sized search firms, assessing acquisition targets has become not just a strategy but an imperative. Meanwhile, small firms and solo practitioners must adopt a realistic view of their value and strategize an exit within a three-year plan. The Current M&A Landscape The executive search industry has seen a significant uptick in M&A activity, buoyed by private equity's growing interest and strategic alignments amongst firms. A recent U.S. CEO Outlook survey from EY revealed a stark increase in M&A intentions, with 63% of U.S. chief executives planning to pursue deals in the next 12 months—a figure that outpaces global counterparts and highlights a robust, albeit competitive, market. Why Medium-Sized Firms Must Assess Acquisition Targets Competitive Edge: In a market where scale can often dictate success, medium-sized firms must look to acquisitions as a pathway to expand their service offerings, client base, and geographic footprint. Diversification: Acquiring firms in adjacent sectors or with complementary capabilities can diversify risk and open up new revenue streams. Talent Acquisition: In an industry where talent is the currency, acquisitions can be a quicker way to onboard seasoned recruiters and executives. Realism and Planning for Small Firms and Solo Practitioners Valuation Awareness: Understanding the true value of their firm in the current market is crucial for small firms and solo practitioners. This awareness can guide realistic expectations in M&A discussions. Strategic Exit Planning: Developing a three-year plan with a focus on enhancing the firm's attractiveness to potential acquirers can ensure a more favorable exit strategy. The Importance of Strategic Alliances Interestingly, the trend towards joint ventures and strategic alliances, as noted in the EY survey, suggests a growing preference for collaboration over outright acquisitions. For small firms and solo practitioners, this could offer a viable alternative to enhance their market position without losing their independence.

As a firm that is passionate about driving the executive search industry forward, we here at JGA Partners wanted to highlight a unique client, Bespoke Partners. They have exemplified a commitment to process and data that is not typically seen in traditional executive search. We especially love the way they identify new data points within search and consistently finding ways to improve process utilizing that data. We are glad to have played a part in bringing on board two really exciting senior search consultants this year. Ryan Bonner: https://lnkd.in/gfHtQcKd & Haley Mundy: https://lnkd.in/gcFqzxkf

The Essential Role of Leadership Advisory Services in Modern Executive Search A New Era of Executive Search: In the dynamic world of executive search, the landscape is shifting. Gone are the days when search firms solely focused on filling leadership roles. Today, a comprehensive approach integrating leadership advisory services is not just an added value but a critical necessity. While this trend could be traced back to several acquisitions from global search firms more than 10 years ago, the relevance for its need is stronger than ever.  This evolution will continue to be driven by competition, enhanced and improved services needed, and most importantly, a client’s desire for a single entity to advise them on all leadership challenges. Why Leadership Advisory is the Future for Executive Search Firms The trend is unmistakable: major executive search firms are intensively investing in leadership advisory services. Their aim is to create a 'one-stop-shop' experience for clients. The reason is clear: Clients seek a trusted partner, one who understands the nuances of their business and has devoted significant time to comprehending their strategy. The Competitive Edge: In a world dominated by massive global competition, executive search firms must evolve to stay relevant and competitive. Leadership advisory services are no longer optional. --Additional Services: executive search firms are positioning themselves as comprehensive solution providers. --Evolving Needs: These firms are adapting to the rapidly changing landscape of leadership needs, remaining indispensable to their clients. --Versatility in Market Fluctuations: In economic downturns and upswings, leadership advisory becomes a beacon, guiding organizations through challenging times. New Opportunities --Leadership advisory services can attract clients who have traditionally stringent recruitment provider requirements --The Brand: Leadership advisory services differentiate an executive search firm from a basic recruiting agency. They showcase the firm's depth of expertise, strategic thinking, and commitment to long-term client success. Embracing the Future As the business world progresses, the role of leadership advisory services within executive search firms is becoming more crucial than ever. These services have evolved into fundamental components, pivotal in defining the success and relevance of search firms in a global and changing business landscape. The outdated view that leadership advisory is merely an expendable cost for search firms has become a relic of the past. In reality, with the right Leadership Advisory Partner(s), these services unlock new revenue streams and foster enduring relationships with clients. Such depth and sustainability of engagement are simply unattainable through executive search services alone. This shift underscores a broader change in the industry, where the value of strategic, long-term partnerships is increasingly recognized and sought after.

The Art of Persistence in Executive Recruitment In the intricate and high-stakes realm of executive search, the concept of never giving up transcends beyond a mere motivational phrase. It forms the bedrock of success in this competitive field. Persistence is not just about being relentless but more about mastering an art that harmoniously blends patience, strategic thinking, keen insight and true grit. Understanding the Market's Complexity --The executive job market is a complex tapestry woven with diverse talent, varying opportunities, and critical timing. --To master persistence, one must first deeply understand this market's nuances and dynamics. The Bedrock of Persistence: In-depth Research --The foundation of effective executive search lies in extensive, meticulous research. --It's about comprehensively understanding the who's who in the industry and foreseeing potential market shifts. Cultivating Patience and Insight --Patience is pivotal in waiting for the right opportunity to align with the perfect candidate. Commitment to staying close to the right people is paramount. --Insight involves reading between the lines, understanding not just what candidates present but what they represent. Strategic Networking: A Key to Unlocking Opportunities --Building and maintaining robust professional networks is vital. It's not just about expanding one's contact list but about nurturing relationships that can offer value and insights. --Every interaction in the network is a potential lead or a source of invaluable information. Resilience: Turning Rejections into Opportunities --In the world of executive search, rejections are not roadblocks but stepping stones to better opportunities. --Resilience in the face of rejection is a trait that sets apart successful executive recruiters. Conclusion Mastering the art of persistence in executive recruitment is about developing a deep understanding of the market, engaging in thorough research, cultivating strategic relationships, and maintaining a resilient mindset. It’s a journey that requires patience, insight, and the ability to turn challenges into opportunities for growth and success.

While hiring the right executives is undoubtedly crucial for scaling a startup effectively, how do we balance this with the need to maintain the original culture and spirit of the startup? In rapidly growing companies, there's often a tension between preserving the innovative, agile mindset that characterizes startups and the structured, process-driven approach that comes with seasoned executives. What strategies can companies employ to ensure that this growth doesn't dilute their core values and entrepreneurial spirit?

Congratulations to Gary Payne and his amazing 8+ years with Odgers Berndtson. Gary was one of our first placements after starting JGA Partners, and he has made incredible contributions throughout the years. https://lnkd.in/gMbPM3rw

Congratulations to Gary Payne and his amazing 8+ years with Odgers Berndtson. Gary was one of our first placements after starting JGA Partners, and he has made incredible contributions throughout the years. https://lnkd.in/gMbPM3rw