| Date of Birth: |
April 18, 1947 |
| Nationality: |
U.S. Citizen-Grew up in Oceanside,
Long Island, New York |
| Education:
|
B.A. in Psychology from
George Washington University
M.S. in Industrial Psychology from Columbia University |
| Career Highlights: |
Having achieved significant and measurable
impact on such industry leaders as Morgan Stanley,
McGraw-Hill, Fidelity, Reuters, and others by building
successful senior management teams and making the
external recruiting process an exciting, winning
proposition.
One highlight that led to the long-term team
building of our general management practice in
the information industry was the 1990 landmark
search for the CEO of EJV.
|
| Geographic Scope: |
U.S. and Europe (primarily U.K.) |
| Industry Specialization: |
Financial Services, Information and
Publishing, Information Technology, Software, and
Consulting. |
| Favorite Historical
Model/Mentor: |
Abraham Lincoln-he held to a vision,
was smart, had integrity |
| Most Important Issue
in Conducting a High Level Search: |
Grasp!! Striving for long-term success
and integration of the individual into the new culture.
This often is an illusive, always difficult goal.
It requires a deep understanding of what works from
a cultural, psychological/attitudinal and experiential
dimension. While there may be many benefits in hiring
a key individual for the short-term, we believe
striving for success beyond the three year mark
is really the critical benchmark and a very tough
one to achieve. |
| Most Significant Other
aspect of Personal or Professional life: |
Balancing family life which often
is sacrificed in the intense pursuit of search.
Additionally, I am organizing materials to write
a book and speak out on careers and corporate life
success and failure |
| Best Preparation
for Being a Successful Recruiter: |
My view is that the recruiting
profession both internally and externally is not
as strong as it should be. Few people proactively
plan their careers to be recruiters and there are
many different paths individuals follow to become
recruiters. The typical common denominators are
people and relationship skills, selling skills,
assessment skills, etc.
In our firm we value those skills but we value rigorous
analytic thinking above all. The training and preparation
may come from people in analytically intensive disciplines
such as finance, consulting, and portfolio management.
Preparation begins with an education that is intellectually
challenging and difficult; experience in a profession
where selection and promotion is based on rigorous
systematic and analytic approaches and performance
ideally is tracked to some form of benchmark. We
also strive to inculcate a global mindset and a
set of standards in the pursuit of most assignments.
We pick individuals with some of those characteristics
and develop them internally over a longstanding
period of time. |
| Other Occupations
if not An Executive Recruiter: |
The field of industrial psychology
with particular emphasis in career counseling and
management development has always been of tremendous
interest. We consistently incorporate these theories
into our executive recruiting program. |
| Great
Client Characteristics: |
The characteristics of a great client are as
follows:
- The client has a dream or vision which he
or she is committed to and can effectively articulate
and convey to all around.
- The client recognizes the criticality of the
recruitment process. Beyond committing the necessary
time and resources, puts a deep personal stake
in making the effort successful.
- The individual understands the risks inherent
in the recruiting and selection process, knows
how to minimize them, but at the end of the
effort understands, accepts and manages the
risks in bringing someone into a new organization.
- The individual creates a management climate
that maximizes the chances for the individual's
success. The environment stresses integrity,
growth and development and minimizes counterproductive
dynamics.
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