Private equity firms Denver, CO? Tom co-founded Spectrum Search Partners with Kevin Hahn in 2009. He leads the firm’s business development efforts, manages search assignments, and owns responsibility for several of its clients. He has spent the past 15 years in the human capital business, partnering with Kevin at two executive search firms (DHR International and Tri Worth Solutions), and serving as Chief Sales and Marketing Officer for FASTAFF, a leading travel nursing firm, whom he helped sell to private equity. His passion for helping small and middle market-sized companies grow and maximize their potential with exceptional talent is a big reason why Spectrum was started.
Your level of outreach will largely depend on how far along a candidate was in the recruiting process. If they only made it through a phone screen or the very beginning of your hiring process, you should till reach out to them, but keep it brief. Candidates with whom you’ve developed a rapport, or even extended an offer to however, will require a greater level of attention, like a personal phone call.
Leveraging more than 85 years combined executive search industry experience, Spectrum’s team has collectively made 1,350 placements. The majority of the work we do stems from 6 core verticals, though we are also proficient at working within industries that are either outside these core areas, emerging, or new to Private Equity. Regardless of the level of difficulty, we are built to adapt, execute, and perform at “Private Equity speed.” This resourcefulness has endeared us to Private Equity firms seeking to align with one go-to partner who truly understands their diverse needs. Discover extra information at CEO search partners.
So I think it’s time for companies and hiring managers to fully reassess their existing human resources and what business opportunities exist in this current climate in order to determine how hiring needs and processes — for both leaders and employees generally — need to adjust to remain competitive and consistent. Here are nine tips for executives looking to assess their hiring needs and adjust their hiring practices to address the new challenges. Prioritize hiring needs based on necessity, function, work arrangement, and location. Positions that can be moved to or are already set up as an at-home arrangement can be interviewed remotely and onboarded virtually should take precedence over other roles, once necessities and functional priorities have been determined.
Each of the candidates we present to our Clients have the ability to be impactful, strong builders of high performing teams, and true business partners to CEO’s and their Board of Directors. Over 80% of the CEO’s we’ve placed and have gone through our process have hired us to build out their teams in the areas of Accounting, E-Commerce, Engineering, Finance, Human Resources, Information Technology, Marketing, Operations, Product Development, and Sales. See even more details at private equity recruitment.