Leslie Galvan’s Post

😯Valentines Day is in 90 Days!😯 🍂November – Engage a professional recruiter and start firm discussions. ❄️December – Conduct due diligence, firm visits, negotiate, and shorten your list. 🥂January – Refine economics, pick "the one” and start transition planning. 💘February – Start with your new firm. 💁♂️The holidays and year-end are a great time to prepare for your new firm relationship. B/Ds and RIAs are budgeting and planning for 2024 goals. This means the year-end 2023 recruiting push can still benefit you into Q1 of 2024! BUT YOU NEED TO START NOW. 💥It happens every year and is one of the best times to evaluate a new partner, maximize an offering and be prepared for the upcoming year and beyond. A year-end move may not be in the cards but firms are still motivated to start the new year on a good note, earn your trust and your business. A VERY active and competitive marketplace is your moment to monetize. 💵 🙌Our services are free to advisors and starts with a professional engagement. 📱DM, Call, Text or Email: Scott M. Briganti - (402) 216-4758 | [email protected] Successful OnBoarding, LLC - https://lnkd.in/gVQADuPm #recruiting #change #start #independence #brokerdealers #wealthmanagement #ownership #support #successfulonboarding #nowisthetime #monetize #moment #momentize

I bumped into an old work colleague that I hadn’t seen for a few years the other day, and as we caught up, the conversation naturally shifted towards our current professional endeavours. When I mentioned that I am a Property Sourcer / Deal Packager, their intrigued expression told me they weren't familiar with the term. I welcomed the opportunity to share how I help my clients navigate the complex world of property investing. In a nutshell, my role involves identifying and securing lucrative investment opportunities for individuals who may not have the time or expertise to do so themselves, basically it's connecting busy professionals with properties that align perfectly with their investment goals. So, if you're a busy professional looking to dip your toes into the world of property investment without the stress and time commitment, Let's chat and explore how I can tailor my services to meet your specific needs. #PropertyInvesting #PropertySourcing

Bringing in outside talent is a go-to strategy after a private equity acquisition, but it can raise some conflicts between founders and their PE counterparts. Check out our blog to find out how executive recruiters can mediate and guide everyone to a result they’re happy with:

Bringing in outside talent is a go-to strategy after a private equity acquisition, but it can raise some conflicts between founders and their PE counterparts. Check out our blog to find out how executive recruiters can mediate and guide everyone to a result they’re happy with:

Bringing in outside talent is a go-to strategy after a private equity acquisition, but it can raise some conflicts between founders and their PE counterparts. Check out our blog to find out how executive recruiters can mediate and guide everyone to a result they’re happy with:

It's Tuesday, and it's... free #Giveaway time focusing on Private Equity today! After the LBO model, the Private Equity guide is here. Every week, I talk with many of you who are in the midst of the Private Equity recruitment process. So, I've compiled all the questions I've encountered in interviews (Blackstone, PAI Partners, Partners Group, Blackrock, IK Partners, KKR, Silverlake...). Sometimes, people think that interviews in Private Equity are easier, but don't be mistaken. Logic, strategy, and critical thinking are tested. Sometimes, we don't have access to all the necessary resources to be prepared in Private Equity, so I thought it was time to share this with you. To get your guide with the most frequently asked interview questions: 👉 Leave your email address in the comments 📧 👉 A little like to encourage 👉 Subscribe to my page and EDGE Skills for more relevant content I will send you the guide next Tuesday, November 21. Be aware, that's the deadline! ⏳ #PrivateEquity #CaseStudyChallenge #PEInterviews #FinanceCareers #InvestmentStrategies #CareerGrowth #BusinessInsights #FinancialAnalysis #CareerOpportunities #Freegiveaway

It’s back to the future for wirehouse recruiting… It’s the first time since 2017 that all four firms are back into the business of recruiting top advisors. And all four major wirehouses have rolled out enhancements to their recruiting deals. So what does this mean for advisors—especially those in the wirehouses? Those who feel their current firm isn’t serving them best, but still favor the model, it’s become a more favorable environment to consider change. Does this mean it’s the end of the breakaway movement? No more than the early death knell that was predicted to the wirehouses. Get the details in this piece from Jeff Berman for Wealth Solutions Report at the link below. Then drop a comment and let me know if you agree below. ⬇️

It was a pleasure working with Danielle Durko 🇺🇸. From our first call, Danielle's drive and experience were undeniable – it was clear she was destined to be a recruitment business owner . Her story will likely resonate with many experienced and successful recruiters in my network, especially those who are parents seeking a better work-life balance and a bigger financial slice of the pie. For Danielle, starting her own business ticked all the boxes: financial freedom, career development, and most importantly, greater control over her time. This has led to a happier and more fulfilling work-life where she can help candidates and clients according to her values and a model she truly believes in. Here's what Danielle gained from taking the leap: 🔥 Freedom from the limitations of a traditional agency: After 18+ years, she craved a change and the ability to shape her own path. 💗 Flexibility: Now, she has more control over her schedule, allowing for a better work-life balance. 🏡 Increased happiness and fulfillment: Building her own business on her terms has brought Danielle greater satisfaction in her work. ✅ The hustle is real, but it's different now. She owns her work, pours her passion into a purpose she believes in, and builds a future for her and her family. I am very excited for Danielle Durko founder of Beckton Staffing Solutions. #entrepreneur #recruitment #worklifebalance #momboss #Mumsinbusiness #careerdevelopment

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

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/eynWpeZf #privateequity #executivesearch