Staffing Blog

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Shortest Month Showed Record Hiring

Friday, March 1, 2019  by Bailey

February was an excellent month with many searches set to completion. Here are the positions successfully filled:

1)      Microbiologist within an emerging healthcare products manufacturer sold by physicians, major retailers, and spas. (CT)

2)      Controller for an entrepreneurial company that develops and markets healthcare products sold multi-state via pharmacy and grocery chains, retailers, Amazon and in the near future Wal-Mart. (FL)

3)      VP, Assistant Controller for a leading $500M+ consumer products provider known for high quality products fostering great brand recognition. (CT)

4)      Project Manager  for a global business and industry leader that manufacturers and markets engineered construction solutions for a variety of industries. (CT)

5)      Financial Analyst for anacquisition orientedbusiness that is expanding its financial planning & analysis team and has an established history of developing, mentoring and promoting internally.(CT)

6)      Director, Financial Planning & Analysis for a multi-divisional organization with a very strong balance sheet, and sizable, re-occurring revenues due to multi-year contracts. (CT)

7)      Private Banking team consisting of 2 B&B candidates for a global private bank that has grown assets, deposits and fee income double digits annually and organically over the last several years. (NY)

8)      Associate Director of Research for anational healthcare organization with high profile partnerships and consistent expansionary successes. (CT)

9)      Vice President, Operations for a privately-held manufacturer that develops engineered products for aerospace, medical, and OEM markets, domestically and internationally. (CT)

10)   Production Supervisor within a multi-site operation that has expanded to serve global Fortune 500 OEMs and has short and long term multi-year contracts in place. (CT)

11)   Service Manager for a privately-held, manufacturer that completed a merger in 2018 and is looking to grow 3X in the next 5 years organically and inorganically beginning with building a state-of-the-art facility in 2019. (CT)

12)   Finance Director for a PE owned roll up that has acquired 20+ businesses in USA since 2016. The company is formalizing infrastructure to support doubling revenues and locations by end of 2020. (NJ)

13)   Regional Sales Manager for a$200M manufacturing subsidiary of a $5B+ NYSE global leader.  Business is growing and profitable and will continue through expansion of global markets, new products, and prudent acquisitions! (CT)

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Exciting Opportunity!

Wednesday, February 27, 2019  by Bailey

FInancial Project Leader - West Hartford, CT

Global business has doubled revenues since 2015. Be part of North American team that is implementing new ERP solution with CRM and BI. This is a sales & service business model with over 75 field locations and expanding organically and through acquisitions. New role reporting to Director level. Seek a highly collaborative personality who can motivate change and adoption of new technology with leadership. As part of the financial and accounting systems implementation team, standardize processes and improve flow of information, productivity, and quality. Support delivery team for the data conversion and migration from legacy ERP to the future solution. This role will support configuration, testing and implementation of the overall global solution. Here is an overview:

• Attend project management meeting and provide project updates
• Team with 3^rd party consultants and subject matter experts on best practices
• Manage your workstream team; keep all parties current on goals, work-in-process and milestones
• Validate global design and identify gaps in systems or processes
• Identify opportunities to optimize workflow for productivity, cost savings, and accuracy
• Support end users once systems are live
• Document gaps, risks, and weekly status reports. Partner on creating training materials.
• Develop data migration requirements and governance
• Create test scenarios and perform test transactions
• Collaborate on cross functional applications.

BS Accounting or Finance is required.. Seek 4+ years of business experience that includes implementation of financial and/or accounting systems via ERP platform (e.g. Eclipse, IFS, JDE, Oracle, and SAP). Plus is in depth knowledge of G/L reconciliations, month end closing, taxes, and fixed assets.

Contact Ed Bradstreet at ebb@bohan-bradstreet.com for more details.

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First Impressions

Monday, February 25, 2019  by Bailey

The CEO of a privately-held manufacturer was referred to Bohan & Bradstreet (B&B) as a resource for talent. The CEO had been splitting his time between supporting business development and leading daily operations. Due to organic growth, there were challenges and opportunities for improvement that the CEO did not have the time to implement change, develop personnel, and lead continuous improvement.

The CEO and B&B had an informative and open conversation on the culture, business evolution over last three years, customer base, engineering and product development capabilities, supply chain and manufacturing operations, current organization structure, and opportunities for improvement. This led to the creation and definition of a VP Operations role which B&B was retained to fill confidentially. The CEO wanted a solution within 60 days, if possible.

B&B developed a discrete marketing program that targeted qualified talent that lived within a 25 mile radius of the client. B&B researched, interviewed, and evaluated talent and presented a slate of four candidates. The first candidate interviewed met all the criteria of both hard and soft skills. The CEO felt that the first candidate was a bull’s-eye, stopped interviewing, and extended an offer that was accepted. The entire process from signed search agreement to the new VP Operations starting was 31 days.

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Time For Something New?

Friday, February 22, 2019  by Bailey

 

As advisors to both clients on the acquisition of talent and talent on career guidance, B&B is constantly measuring the stimuli for why career professionals seek and the reasons why accepting new employment. We call it the "Push Factor" and the "Pull Factor". To measure current trends, we recently looked at the last 100 hundred senior staff to executive level talent that B&B placed in accounting, banking, customer support, engineering, general management, human resources, IT, manufacturing, marketing, sales, and supply chain. Compensation packages ranged from $75,000 to $1+ million.

Primary reason motivating the reason to change employment:

#1 Not challenged enough in current setting; wanted a more impactful role to develop and showcase skills and abilities (43%)

#2 Wanted to be aligned with a company with a brighter future and more committed to growth (28%)

#3 Sought a company with better culture and leadership (17%)

Noteworthy was that 5% wanted to be closer to home, 4% were unemployed or underemployed, 2% want to gain global experience and 1% listed compensation as #1 driver.

Primary reason for accepting new employment:

#1 Opportunity to contribute in a more meaningful role (35%)

#2 Identified with leadership and culture (24%)

#3 Felt business and/or business model was more aligned to their interests (22%)

#4 Upside potential was excellent (15%) 

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Ready for a Raise?

Wednesday, February 20, 2019  by Bailey

 

It is a talent driven market which means that competition for companies to attract top people is at an all time high. In addition, companies are actively trying to retain the high performers in place. Employed talent may be in the driver's seat and feel that this is an opportune time to ask for a raise. However, even in the best of times, asking for a raise can be precarious. Here are some tips on how to navigate the conversation:

• Begin slowly. 1st quarter is an excellent time to ask your boss for a planning meeting. Discuss short and long term goals. Communicate your desire for more money this year in the context of adding more value to the company.
• Have the necessary information in hand by researching your worth. Understanding what other people in similar roles are making can help bridge the gap in salary. Be realistic with your numbers as average increases are within the 3-5% range.
• Set yourself apart from the others to raise your profile to the level you wish to be compensated. Exceeding expectations by contributing outside your role, mentoring others or becoming the point person in your department will carry more weight when asking for a raise.
• Communicate your contributions clearly with metrics and concrete examples for savings in expenditures, quick turnarounds and process improvements are key.
• Clearly define the salary increase timeline you are asking for and schedule the follow up meeting. Communicate that your ability to achieve the outlined goals are related  to the success of the company and merit the pay increase.

 

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