Brogan Search Partners’ Post

To PE sponsors that traditionally use the big SHREK search firms, we get it. They have scale, brand, and no one gets fired for hiring a big firm (even if the engagement struggles). But you might be pleasantly surprised with what the right boutique can do for you. Not just FALCON either, we have many well respected boutique competitors who can make your searches feel like you’re playing in a fast-break offense when it comes to C-suite recruiting. Give us, or one of boutique peers a try…you’ll likely be glad you did. PS: for those that don’t know, SHREK is a nerdy recruiting acronym for Spencer - Heidrick - Russell - Egon - Korn.

Great advice for all you business owners and your sales team!

Could not agree more. Operations & Sales Operations must be scaled in order to set up a CRO for success. Hiring a CRO without understanding the basics of what they need to succeed is too common and a waste of 18 months. Great post.

MONEY DOESN'T MAKE YOU SMART 🤷♂️ Recently, I collaborated with a firm in the staffing and recruiting space. It was an eye-opener and highlighted the skepticism some have towards partnering with industry outsiders – like I was. This firm's decision-making process was being influenced by a group of investors who, frankly, were navigating blindfolded through the intricate nuances of our industry. Their potential decisions could spell disaster. It underscores a vital principle: Ensure those you bring into your business inner circle genuinely grasp the heartbeat of staffing and recruiting. Their perspective can influence outcomes. Protect your growth; partner wisely. #recruiting #recuitingtips #investors #recruitment

Early 2024 Trends in the Market Welcome to the first instalment of our series examining hiring trends in 2024. Utilising the comprehensive data from Atlas by Codex Edge, we're excited to share insights into the top firms making waves in the industry. Top 10 Hiring Firms of Q1 2024: 1) Setfords 2) Allen & Overy 3) Kirkland & Ellis 4) Paul, Weiss, Rifkind, Wharton & Garrison LLP 5) Taylor Rose MW 6) Keystone Law 7) Eversheds Sutherland 8) Hill Dickinson LLP 9) DWF 10) DLA Piper Setfords continues to lead the pack, maintaining its record growth from the previous year. Allen & Overy's momentum is fuelled by strategic moves, with a five team structured finance move from Millbank ahead of merger with Shearman & Sterling, to become A&O Shearman. This was recently followed by key hires such as restructuring specialist Karen McMaster from Milbank. Kirkland & Ellis secures its position in the top 3 with a consistent hiring spree, particularly targeting talent from Magic Circle and other US firms. Paul Weiss, recently described as "a new apex predator in town", earns accolades as a formidable competitor in the market. The recent recruitment of M&A specialist Matthew Hearn highlights the firm's aggressive approach. The firm has seemingly exclusively targeted US firms, Magic Circle firms and in-house. Paul Weiss & Kirkland have established 'the ultra elite tier', as reported by ALM. The Platform firm or 'consulting' model is going as strong as ever with three firms in the top 10, including Taylor Rose and Keystone Law both of whom are making significant strides. Eversheds' diverse hiring approach draws talent from various firms, showcasing a broad recruitment strategy. Hill Dickinson has recruited two groups of real estate specialists from Irwin Mitchell for its new office in Birmingham after a corporate team made a similar move earlier in the year. DWF's hiring efforts span multiple cities, indicating a concerted expansion strategy. DLA Piper rounds out the top 10 with a flurry of hires, particularly from top 20 and US firms. If you would like to find out more, please comment below or contact us at [email protected]. ATLAS by Codex Edge SAVE TIME - CUT COSTS - GET RESULTS #MarketTrends #HiringTrends #LawFirms #LegalIndustry #ConsultingModel #BusinessGrowth #Recruitment #CorporateStrategy #IndustryInsights #AtlasData #CodexEdge #TopFirms #LegalMarket #Lawyers #BusinessDevelopment #Trends #Q1 #2024 #Setfords #AllenOvery #KirklandEllis #PaulWeiss #TaylorRoseMW #KeystoneLaw #EvershedsSutherland #HillDickinson #DWF #DLAPiper #Atlas #LegalServices #CorporateLaw #LegalRecruitme...

Avoiding a catastrophic mishire relies on positive *and* negative data about a candidate. Why should you learn about a candidate's weaknesses and mistakes? 99% of our trainees know only *half* of the correct answer. The most common answer we hear: it's so that you can learn about the candidate's self-awareness, what they've learned, how they've improved, and their ego (willingness to own the mistake). This is the "fancy" answer and it's only half of the picture. The other reason is more basic but no one sees it. And there is a deep reason why they don't. The "basic" reason? You should not hire a candidate who has a demonstrated history of weakness in the areas where this role demands strength! If you need someone extremely detail-oriented, don't hire someone who is bad with details. Yes, it is really that obvious. So why do almost none of our trainees guess this? I believe there are three root causes: 1. Discomfort: Many interviewers are uncomfortable asking about a candidate's weaknesses. They are much more inclined to hear about the "happy" side of the story and want to immediately ask about how the candidate fixed the story. 2. Optimism: Many of us want to believe that everyone can be great at anything/everything or that at the very least someone can significantly improve or address any given weakness. They don't view past examples of mistakes as important because they believe the person can (and will) do it better in the future. 3. Giving up: Many of us have been "conditioned" via horrible interviewing our whole lives where the candidate just gives canned mini-monologues with fake/shallow weaknesses and never reveals anything substantive on the negative side. As a result, interviewers have either given up on attempting to get that type of data. If that describes you, consider this your wake-up call. A *huge* part of avoiding bad hires is negative information, and you need to get it. And you CAN get it, in a way that the candidate will actually enjoy. If you're curious to learn how, come check us out at https://talgo.io/blog

Your firm is on a growth trajectory. You have made some marque partner hires. From here, things either trend upwards or can get awkward if these new partners aren't effectively integrated into the firm. It's not just about getting people across the line - effective integration is key to lateral success. According to a recent study, the most satisfied lateral partners were those whose firms were effective in cross-selling, communicating expectations, and integrating them into the partnership. In fact, firms with robust lateral integration plans are likely to have greater lateral partner retention. So, as your firm continues to grow, it's important to prioritize effective integration strategies for new partners. This will not only help ensure success for your new hires, but also lead to greater retention and overall success for your firm.

How good does this boy look... What you see from the outside often doesn't reveal the full story. When making any serious acquisition make sure you do your due diligence and have a good understanding of what you are buying, why and how you integrate them into your environment after acquisition. In this context its being prepared to take a bit of a hit at home while they learn what can and can't be chewed... And lots of time to walk them and keep them active. 24 hour fetch if one had his way. In business terms, IT and Tech due diligence is really important in times where its critical to run almost any organisation. Having been involved on many occasions doing DD for the buying side and quite a few on the selling side, it's really important to do this right. The last thing anyone needs is finding millions needs spending on the tech to make it fit for purpose after the deal has gone through.

It’s 2024. It is time to build a team that can GUARANTEE you success. ⬇️ Raw Selection is a specialist search and selection firm, partnering exclusively with lower to middle-market Private Equity firms and their Portfolio companies We partner with Private Equity firms such as Blackford Capital, MiddleGround Capital, Archimed, Ventoux Industrial Holdings, Drum Capital, and many lower to middle-market firms. At Raw Selection, we stand behind our work and offer a unique guarantee. We only take a small upfront deposit which is 100% refundable if you aren’t satisfied with our work for ANY reason. Private Equity firms are turning to Raw Selection due to our unrivaled level of service, focus on delivery, and the low risk involved. To find what Raw Selection’s Guarantee is then read here: https://lnkd.in/eZnsgPUe #privateequity #executivesearch

Happy Friday everyone! As a passionate Talent Acquisition Advisor, I connect with diverse and exceptional candidates daily, leveraging my expertise to match top talent with exciting opportunities. Join me every Friday as I share invaluable tips and tricks for interviewees to ace that dream job and provide insights for hiring managers to build stronger teams. Here is the very first FEEDBACK FRIDAY post! 🚀 How to explain a separation of employment from your current and/or previous employer? 🤔 1. If you've been laid off by your previous employer: Do not answer this way: ❌ "I was laid off because my previous company had financial issues, and they decided to downsize. It was really unfair, and I wasn't given much notice. The whole situation was a mess, and I'm still bitter about it." Instead, answer it this way: ✔ Unfortunately, due to restructuring at my previous company, I was part of a workforce reduction. While it was a challenging experience, it provided me with an opportunity to reflect on my skills and career goals. 2. If you've decided to become a stay-at-home-parent: Do not answer this way: ❌ "I quit my job because I wanted to be a stay-at-home parent. My kids needed more of my time, and I just felt like my career wasn't as important as being there for them. Plus, working from home is more flexible, and I can manage my household better this way." Instead, answer it this way: ✔ "I took a break from my career to focus on family responsibilities. During this time, I remained engaged in [mention any relevant activities like freelance work, professional development, or volunteer work] to stay updated on industry trends and maintain my skills. 3. Salary concerns Do not answer this way: ❌ "I left my last job because they weren't paying me enough. I felt undervalued and underpaid, and I knew I could find something better elsewhere. Money is crucial, and I needed a substantial raise." Instead, answer it this way: ✔ "I decided to explore new opportunities as I was seeking a role that aligned more closely with my career goals and provided room for professional development. While compensation is a factor, my primary motivation was to find a position where I could contribute significantly, grow in my role, and be part of a dynamic team. 4. A lengthy commute Do not answer this way: ❌ "I left my last job because the commute was unbearable. Spending hours in traffic every day was just too much, and I needed a job closer to home. It was exhausting, and I couldn't take it anymore." Instead, answer it this way: ✔ "I sought new opportunities to align my skills and career aspirations, prioritizing professional growth. Although a more convenient commute is a perk, my main focus is on contributing effectively to a new team and organization." __ Ready for an exciting career in property management? Explore amazing opportunities with Atlantic Pacific Companies. One click unlocks your next chapter: https://lnkd.in/g-Hiu6Y2