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Jackson Jeyanayagam is an accomplished executive leader whose work has spanned across many industry sectors and a wide range of organizations. He began his career on the agency side, where he worked for 15 years before pivoting into digital marketing, P&L management, and DTC growth for top brands like Chipotle, Clorox, and AB InBev. Jackson also has experience on the startup side, having served as CMO for Boxed, a DTC startup. Most recently, Jackson was responsible for founding and scaling RTD brand Hey, Hei for AB InBev, helping to incubate the brand and develop a startup mentality under AB InBev’s larger corporate umbrella.
Jackson and Roy discuss the parallels between agency work and developing a startup, the necessity for widening the hiring funnel to better include outside strategies and perspectives, and the ways in which conventional interviewing methods are keeping brands from attracting and securing top tier talent.
Highlights from our conversation include:
Jackson’s experiences at startups vs. more established brands (2:07)How he builds teams when coming into new organizations (5:11)Jackson’s process for determining opportunities for change (and what not to mess with when starting a new role) (8:19)Gauging intentional and unintentional toxicity within one’s team (13:21)The intersection between curiosity, vulnerability, learning, and hiring (16:07)How Jackson is intentional about influencing and shaping culture (21:58)His process for making executive-level hiring decisions and who’s involved (23:18)Ensuring the hiring process is equitable and attractive to a diverse range of talent (24:06)Talent market trends Jackson’s noticed from both the candidate and hiring sides (25:26)Visit HowIHire.com for transcripts and more on this episode.
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Ben Steele is a seasoned marketing and brand development leader, having most recently served as REI’s inaugural chief customer officer. Prior to carving out this new role at the Co-op, Ben began at REI in 2014 as chief creative officer. Over more than ten years at one of the country’s largest and most preeminent outdoor retailers, Ben has led brand stewardship and strategy, shepherded large-scale marketing initiatives, engaged and grown REI’s 24.5 million-strong worldwide membership, and connected essential merchandising, digital, and physical assets – amongst many other functions at the Co-op – all with the goal of sharing and facilitating a deep passion for the outdoors.
Ben and Roy discuss the inspiration for creating the chief customer officer role (as well as the challenges of being the first to occupy the position), navigating the ever-changing context of customer experience, and vital competencies he’s learned to nurture and develop within his teams.
Highlights from our conversation include:
His initial action items upon joining REI (3:57)How Ben translated REI’s brand and culture through its employee base (6:07)The functions reporting into the chief customer officer role and the structure of Ben’s former team (9:55)Opportunities he’s had to bring the REI brand life for customers and members (12:35)Necessary adaptations and evolutions at REI in the past five years (17:42)The ways in which being a part of a co-op influenced Ben’s approach to leadership and collaboration (20:40)How to determine whether or not a company is serving their customers well (26:58)Ben’s predictions for the future of retail (32:03)Recommended resources for professional development, news, and networking (35:48)Visit HowIHire.com for transcripts and more on this episode.
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To kick off a new series of special episodes here at How I Hire, we’re taking a close look at the chief digital officer role. Throughout this series, we’ll hear from different C-level executives about their unique functions, responsibilities, and skill sets in order to learn just what it takes to successfully hire – or be hired as – top tier talent.
Jamaliya Cobine is an accomplished chief digital officer and digital marketing expert, having spent the past decade plus helping businesses develop their user experience, e-commerce platforms, and strategic digital initiatives. Jamaliya has an impressive track record, working for major brands like Urban Outfitters, Burton Snowboards, Wüsthof, and Topshop. She is currently the CDO of Omorovicza Cosmetics, where she continues her legacy of implementing consumer-centric business strategy, omni-channel technology, and transformative approaches to digital marketing. With in-depth experience across the apparel, outdoor, beauty, home goods, and fashion industries, Jamaliya is the perfect leader to help us learn everything there is to know about the chief digital officer role.
Jamaliya and Roy discuss the key functions of a CDO (and how they vary, depending on business structure), how competitive the market is for hiring CDOs, important trends affecting CDOs’ work, and much more.
Highlights from our conversation include:
The scope and primary accountabilities of the CDO role (2:13)Strategy and goal-setting when starting at a new company (4:44)Challenges and opportunities facing CDOs today (6:30)How company structure affects a CDO’s functions and responsibilities (12:03)The structure of Jamaliya’s team (13:08)Competencies and capabilities necessary to be a successful CDO (17:15)What boards, investors, or CEOs should be aware of when initiating a CDO search (20:00)Common hurdles or barriers to success faced by incoming CDOs (21:28)Visit HowIHire.com for transcripts and more on this episode.
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Nadine Hall is a cross-functional business leader, having spent decades innovating in apparel and consumer products at companies like HanesBrands and Sara Lee. At both the president and SVP levels, Nadine oversaw billions of dollars of retail value, built and developed successful teams, and established high-growth business models across a variety of product lines and business units. Nadine’s leadership style includes a collaborative approach to innovative business strategy, data-driven analytics, and breakthrough models for brand growth and development. She’s also a board member, consultant, and advisor for companies in and outside the apparel industry.
Nadine and Roy discuss how she developed her approach to leadership, what she looks for when interviewing potential candidates, the importance of a forward-thinking hiring strategy, and much more.
Highlights from our conversation include:
Experiences that shaped Nadine’s approach to leadership and hiring (3:20)Development internal teams vs. recruiting external candidates (10:34)What Nadine looked for when hiring for her leadership team (12:28)Evaluating a candidate’s ability to navigate a large corporate matrix (19:14)Supporting her team when they were making high stakes hires (25:37)Lessons learned from hiring successes and failures (27:43)What Nadine wishes she knew earlier in her career (31:16)Visit HowIHire.com for transcripts and more on this episode.
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International business leader Hans Melotte has over 30 years of experience that combines global P&L accountability with functional leadership expertise across supply chain, procurement, technology, and sustainability. Hans is originally from Belgium, where he began his career in CPG at Procter & Gamble. Hans then spent over 20 years at Johnson & Johnson in the United States where he ultimately served as the Chief Procurement Officer before moving into food and beverage retail at Starbucks. Hans retired from his role as President of Global Channel Development at Starbucks in 2022 and is now focused on giving back as an adviser and mentor.
Hans and Roy discuss what it takes to be a modern supply chain leader, the lessons Hans learned working with some of the largest brands in the world, the differences between North American and European business cultures, and much more.
Highlights from our conversation include:
Factors that influenced Hans’s approach to leadership (5:07)CPG experience at P&G and J&J versus retail experience at Starbucks (6:48)Differences between American and European business cultures (11:38)His motivation to change industries and roles (15:09)Assessing and developing the capabilities of teams (18:06)The value of authentic leadership (21:06)Hans’s hiring strategy (22:40)Qualities that Hans looks for in fellow leaders and teammates (24:51)Incorporating stakeholders/partner perspectives into the recruitment process (27:42)Authentic interviewing and talent evaluation (29:02)Essential qualities of a successful supply chain leader (32:26)The importance of being in the moment (38:15)Visit HowIHire.com for transcripts and more on this episode.
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Kate Sargent is a talent acquisition expert and job search strategy coach, assisting both companies and candidates alike in matching top talent with career defining roles. In Part 2 of their deep dive conversation, Kate and Roy dig into best practices for interview preparation, how to effectively assess whether a job opportunity is a good fit, the most common mistakes job seekers make when interviewing, and what interviewers are listening for in the process.
Kate lends a unique perspective to the conversation – she’s served as Head of Global Talent Acquisition for iconic brands like Allbirds and Method, and has most recently served as the VP of People Operations at The Citizenry. Simultaneously, Kate’s built a successful career coaching business, helping candidates refine their search strategy, hone their job seeking assets, and distill their experience into highly relevant and engaging interviews. Her expansive knowledge of the talent pipeline and acquisition process make this discussion essential listening for both candidates and recruiters.
Highlights from our conversation include:
Common interviewing mistakes (1:19)Tips and tricks for getting back on track during an interview (5:21)How interviewees can gather information about a potential opportunity during the interview process (10:00)What you should know about a company before interviewing (11:28)One important skill to demonstrate interviews (13:44)How to expertly answer the notorious “weaknesses” question (16:10)What interviewers are listening for in a job seeker’s responses (20:56)Assessing whether a role is right for you as a job seeker (23:06)Kate’s advice on staying resilient during the job search process (25:01)The importance of being a good steward for others (26:56)Visit HowIHire.com for transcripts and more on this episode.
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Kate Sargent is a talent acquisition expert and job search strategy coach, assisting both companies and candidates alike in matching top talent with career defining roles. In Part 1 of their deep dive conversation, Kate and Roy discuss how candidates can successfully approach and prepare for a job search, and how fostering authentic relationships in the networking process can make or break a job search.
Kate lends a unique perspective to the conversation – she’s served as Head of Global Talent Acquisition for iconic brands like Allbirds and Method, and has most recently served as the VP of People Operations at The Citizenry. Simultaneously, Kate’s built a successful career coaching business, helping candidates refine their search strategy, hone their job seeking assets, and distill their experience into highly relevant and engaging interviews. Her expansive knowledge of the talent pipeline and acquisition process make this discussion essential listening for both candidates and recruiters.
Highlights from our conversation include:
How Kate coaches and supports job seekers (3:59)How to prepare for a job search (5:47)The importance of distilling and communicating personal narratives (11:29)Ways in which Kate helps job candidates develop a focused job search (17:02)How to track progress during the job search (22:23)Using resources like Linkedin to research roles, network, and maintain relationships (25:36)Ways to foster authentic and reciprocal relationships (27:29)Tips to help job seekers network more successfully (30:26)Building and maintaining relationships with recruiters (34:18)Visit HowIHire.com for transcripts and more on this episode.
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Bryan Adams is the founder and CEO of Ph.Creative, an employer branding agency helping companies attract top talent. Ph.Creative works with brands to distill and express clear, authentic employee value propositions in order to enhance the applicant experience and retain candidates. Their clients include LinkedIn, Apple, Nike, and many more.
Bryan is also the best-selling author of Give and Get Employer Branding: Repel the Many and Compel the Few with Impact, Purpose, and Belonging, in which he discusses the ins and outs of employer branding, as well as the philosophy and methodology behind his work. Bryan and Roy discuss the integral role of brand reputation in talent attraction, the importance of culture and citizenship within a company, recent recruitment trends, and much more.
Highlights from our conversation include:
The concept of repelling and compelling the right talent (3:22)How Bryan and his team at Ph.Creative help client companies (4:45)The process of distilling and refining an organization’s EVP (6:01)Finding the balance between an organization’s reality of today and their aspirations for tomorrow (7:36)The business case for employer branding strategy (9:19)When differently sized brands should start developing/implementing their employer strategy and who typically initiates the process (10:55)Aligning business strategy with employer brand strategy (14:30)How to measure ROI on employer branding and talent attraction efforts (17:36)Maintaining an employer brand (19:52)Recent talent acquisition trends, challenges, and opportunities (21:51)Where companies typically fall short in employer branding and talent attraction (27:23)How Ph.Creative helps companies avoid false negatives and hiring mistakes (29:16)Visit HowIHire.com for transcripts and more on this episode.
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As we look ahead to 2024, we’re reflecting on some of our favorite moments shared on the podcast over the past year. Our guests brought an incredible mix of hiring insights and experience to the show. Highlights from this episode include:
Noto Group’s team of executive recruiters:Why openness is necessary in finding the right candidate (1:13)Why it’s important to attract talent with different perspectives or lived experiences (1:55)What candidates are looking for in a potential leader or company (2:42)The necessity of having a strong talent strategy (3:56)John Vlastelica, Founder and CEO of Recruiting Toolbox:How to avoid costly hiring mistakes (4:39)Katherine Melchior Ray, Global CMOThe importance of adaptability in prospective talent (7:02)Jean Batthany, CCOWhy passion is essential to both sides of the hiring process (8:05)Andy Ruben, Founder of TroveThe essential role of clarity in interviewing (9:23)Darcy Winslow, Co-Founder of the Academy for Systems Change (fmr. Nike)The value of curiosity and learning in recruitment and hiring (10:34)Seth Ellison (fmr. Nike, Quiksilver, Levi Strauss & Co.)How candidates’ experiences in previous roles can provide major insights into the value they might bring to a new position (11:24)Amani Duncan, Music and Entertainment ExecutiveThe importance of looking beyond “perfect” to add to your team (12:40)Visit HowIHire.com to hear all of these conversations in full, and to access transcripts and more about this episode.
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John Vlastelica is the founder and CEO of Recruiting Toolbox, a consulting and training firm helping companies recruit and hire better; with more speed, efficacy, and diversity. John and Roy dig into current and future trends in recruiting, common mistakes that companies make in the hiring process, and how clarity and alignment can make all the difference in attracting and retaining top talent.
John brings an incredible wealth of recruiting experience and perspective to the conversation. He has spent the last two decades refining effective hiring tools and processes, developing employment sourcing and interviewing strategies for a wide range of legendary brands like Google, Amazon, LinkedIn, Pepsi, Nike, and many more. John and his team at Recruiting Toolbox develop customized training for corporate recruiters and hiring managers to help them improve who and how they hire.
Highlights from our conversation include:
How John and his team help client companies (2:46)The components and importance of a holistic talent strategy (3:45)When companies need to start thinking about talent strategy (6:20)Trends, challenges, and opportunities facing talent acquisition leaders (11:56)Where companies are falling short in talent acquisition (13:41)How John and his team help companies determine what good looks like in hiring (15:54)Ways in which companies can inventory their processes and personnel to enhance the recruitment process (19:25)Helping companies avoid false negatives and improve their hiring decision quality (22:41)John’s predictions for the future of recruiting (25:33)Hiring advice for smaller companies without talent acquisition leadership (30:42)Visit HowIHire.com for transcripts and more on this episode.
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Organizational coach Greer Van Dyck joins Roy to explore how organizations can better support, motivate, and retain people throughout their parenthood journey.
Maintaining a full time job and starting a family presents unique challenges – along with an opportunity for organizations to more effectively support their employees in the process. Through her coaching business, Windrose, Greer works with management and leadership teams to foster psychological safety, transparency, and support for employees in all stages of parenthood. In her own words, Greer is “helping change the way organizations lead.”
Highlights from our conversation include:
Greer’s approach to supporting clients (2:36)Challenges, failure points, and risks organizations run into around parenthood (4:38) When leaders should look for outside support (7:29)How to address troubling workplace statistics related to parents and parental benefits (9:51)The importance of communicating needs in order to affect organizational change (13:19)How somebody might initiate a dialogue with their company around parental support (15:36) How candidates can evaluate parental support within an organization (16:45)Incorporating and communicating parental support within the recruitment process (18:52)Initial steps to make your company more parent friendly (19:57)Visit HowIHire.com for transcripts and more on this episode.
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Seth Ellison has led teams at iconic brands like Nike, Levi Strauss & Co., and Quiksilver. Today, he joins Roy to discuss how these roles have shaped his hiring philosophy and what we can learn from the talent strategy of top apparel companies.
Seth has decades of experience in brand building and merchandising, having led and built global teams for legendary brands. Seth’s extensive resume includes the growth of large-scale DTC and wholesale businesses across international markets, industry leading corporate strategy, widely successful C-Suite leadership, extensive team building and brand development, and high level execution across diverse consumer segments.
Highlights from our conversation include:
Lifelong lessons from Seth’s early days in the surf apparel business (4:15)How his time at Nike shaped his hiring philosophy (9:05)Developing internal talent vs. seeking external talent (11:55)Opportunities and challenges he experienced during Nike’s acquisition of Hurley (15:26)Seth’s process for making decisions on important hires (18:13)Seth’s interview strategy and criteria (22:35) The elements of successful hires vs. hiring mistakes (25:22)Advice for young and emerging leaders (27:31)Visit HowIHire.com for transcripts and more on this episode.
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International marketing specialist Katherine Melchior Ray joins Roy to discuss her impressive career and the wisdom that she’s gained as a global business leader. They dig into what makes an outstanding, modern CMO, the benefits and challenges of pursuing a global career, and how to connect across cultures as an expat leader.
Katherine’s professional journey spans nearly three decades and includes mobilizing growth in a variety of businesses across five different industries and three continents. Her wealth of experience extends across a wide spectrum of business sectors, including beauty, hospitality, and fashion. She’s worked with legendary brands like Gucci, Shiseido, Nike, Louis Vuitton, and Hyatt, and currently teaches International Marketing at the Haas School of Business at the University of California, Berkeley.
Highlights from our conversation include:
Factors and experiences that shaped Katherine’s leadership and hiring philosophy (6:48)Navigating language barriers and developing cultural competency (8:27)Lessons learned from hiring and leading global teams (10:10)How to develop and manage the capabilities of new teams (11:22)How she makes decisions around important hires (14:09)Insights gained from hiring successes and failures (14:54)What makes a great CMO (15:58)How Katherine applies her knowledge of history to marketing strategies (17:19)Visit HowIHire.com for transcripts and more on this episode.
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Trove Founder and Executive Chairman Andy Ruben joins Roy to discuss his journey to entrepreneurship, how his business’s needs and culture have evolved over the years, and why he values thoughtful talent strategy.
Andy has spent the better part of the past three decades working in brand strategy, retail, consumer products, and sustainability. In 2004, he became Walmart's inaugural Chief Sustainability Officer, where he led change across the business and its suppliers before serving as a VP with the retailer. While Andy hadn’t always planned to pursue sustainability, he discovered a passion for the work and went on to found Trove, one of the most innovative companies in the space.
Over the years, Andy and his team have helped drive the growing re-commerce market. Through their trade-in and branded resale services, Trove has teamed up with world-class brands like Lululemon, Patagonia, Levi’s, REI and others to keep their products in circulation and reduce waste.
Highlights from our conversation include:
Andy’s unexpected path to sustainability work (3:24)How he brought sustainability into Walmart’s boardroom (6:09)Taking the leap from Walmart to Trove (9:44)How Trove’s hiring needs changed as the brand scaled (15:13)The role vision and mission plays in recruiting prospective talent (17:43)Andy’s approach to building success profiles (20:23)Lessons learned from past hiring mistakes (26:16)Understanding cultural elements that attract or repel talent (30:25)How Trove is navigating in-office, remote, hybrid, and flexible arrangements (39:02)Visit HowIHire.com for transcripts and more on this episode.
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Darcy Winslow is an inspiring leader whose decades of experience at Nike and sustainability-focused nonprofits have cemented her legacy as a forward-thinking, values-driven executive. In her time at Nike, Darcy focused on how the company could employ sustainable practices in footwear and apparel manufacturing. As a part of this process, she created Nike’s groundbreaking Sustainable Business Strategies Division and set her sights on sweeping systems transformation within the company. Darcy was able to marry Nike’s distinct approach to design and creation with the innovative spirit inherent to sustainability work. Darcy left the company in 2008 to further pursue these goals, founding the Academy for Systems Change and the Magnolia Moonshot 2030 project. She and her collaborators empower current and emerging leaders with the skills, networks, and values needed to tackle the climate crisis via global systems change.
Darcy joins Roy to discuss her foundational experiences at Nike, the necessity for authenticity in effective leadership, her vision for building networks of future leaders and system thinkers, her unique perspective on assembling teams that can collectively work towards widespread, positive change, and much more.
Highlights from our conversation include:
Darcy’s career journey and sustainability achievements (1:50)Experiences that influenced her leadership approach (7:25)How Darcy was able to put sustainability on the radar at Nike (9:30)Contemplating and incorporating values as part of her leadership (12:46)The inner and outer journey of a leader (14:06)How Darcy’s experience influenced her approach to hiring (15:02)Examples of hiring successes and challenges (16:46)How she inspired leaders to integrate and scale sustainability (18:37)Her connection and work with MIT’s Peter Senge (21:04)The vision and accomplishments of the ASC (22:36)How leaders and businesses can affect positive change in the climate crisis (23:47)The Magnolia Moonshot 2030 Project (26:23)The UN’s Sustainable Development GoalsAdvice for current and emerging leaders (28:22)Visit HowIHire.com for transcripts and more on this episode.
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Award-winning global creative executive Jean Batthany sits down with Roy to dig into the nuances of creative leadership, when organizations should hire a creative leader, and how to assess the skills and competencies that make them successful.
Jean brings a wealth of experience and insight to the podcast; she has spent over thirty years leading brand-side and agency creative teams. Jean began her career at top advertising agencies like BBDO, M&C Saatchi, Merkley+Partners, and Saatchi & Saatchi before transitioning to leading in-house creative strategy for Disney Parks and Resorts, where she served as VP, Global Creative. Most recently, she led a team of over 300 creatives at Walmart as Chief Creative Officer.
Highlights from our conversation include:
The key elements of a successful brand strategy (4:44)Balancing creativity and leadership skills in teams (5:33)When and why brands should hire a Chief Creative Officer (7:14)How to measure the success of a brand creative leader (7:50)The role CCOs play in driving great creative (9:59)The best advice Jean received as a young creative (12:28)What she looks for in creative leaders (13:40)The difference between a brand creative leader and a CMO -- and how they work together (14:29)Jean’s advice to early-career creatives (15:51)Visit HowIHire.com for transcripts and more on this episode.
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Music and entertainment marketing executive Amani Duncan joins Roy for a conversation about empathetic leadership, why she chooses to be a mentor-manager, how the justice, equity, diversity and inclusion movement impacts the kind and quality of the work you’re doing, and much more.
Amani has more than 20 years of experience spanning a variety of industries. She began her career at Def Jam Recordings. She navigated a time of sweeping change in the music industry as she worked with iconic companies like Bad Boy Entertainment, C.F. Martin & Co, Virgin Records, Capital Music, and MTV/ViacomCBS. Most recently, she served as the CEO of creative agency BBH USA, where she and her team delivered data-driven, full stack marketing and strategic partnership support to leading consumer brands. Today, she serves on the board of Fender Music Instruments and FYLi.
Highlights from our conversation include:
How hiring happens in the music industry (5:55)What leaders can learn from the ever-evolving music industry (8:32)How being a mentor-manager influences her hiring approach (10:09)Balancing gut with calculated risk when hiring (13:20)Red (and green) flags when assessing a candidate (15:12, 27:29)How Amani and her team set a vision to diversify BBH... (17:16)...And how their success transformed the business (20:41)The “spark” she looks for in candidates (24:27)How Covid impacted hiring...And how she handled mis-hires (29:04)The benefits and pitfalls of references (30:31)What teams need from leaders in this moment (33:33)Amani’s advice for candidates (38:08)Get your tickets for MO Summit 2023: April 24th-26th in Austin, Texas!
Tickets are available at mo-summit.com - use code NOTO for a discount.
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In this special episode of How I Hire, Roy is sitting down with Noto Group’s team of executive search consultants. He’s joined by Sara Spirko, Bridget Hope, Tami Bumiller, and Lena Knofler to dig into essential leadership, workforce, and hiring trends that they’re seeing for 2023 and beyond, along with the best ways to navigate them successfully for candidates and companies alike.
Managing Director Sara Spirko began her career in recruiting with large consumer products companies. She then transitioned into marketing and brand activities before moving into project management for supply chain and global HR functions. She worked with companies like Gibson Guitar Corporation, Mars Incorporated, CSL Behring, and Godiva Chocolatier before moving back to Portland, joining Noto Group in 2019, and reentering the world of talent recruitment.
Executive Recruiter Bridget Hope has over 20 years of experience in leadership, merchandising, and category management in the outdoor sporting goods, athletic fitness, and lifestyle industries. She got her start at Banana Republic as a project manager before relocating to Nike to work in category management. She went on to work in merchandising, licensing, and consulting for brands like Eagle Creek, Puma, and Skull Candy before reconnecting with Roy and joining Noto Group in 2022.
Principal Search Consultant Tami Bumiller has 20 years of experience in hospitality operations, retail human resources, and agency recruiting. The first 10 years of her career were spent in restaurant operations for a variety of independent brands across the country, after which she transitioned into retail, working at Eddie Bauer and eventually serving as their Senior VP of HR. After working with Roy to build out Eddie Bauer’s leadership, Tami joined the team at Noto Group in 2019.
Principal Search Consultant Lena Knofler started her career doing accounting and tax work at a family-owned aviation engineering investment company. After coaching sports teams in the area, she was inspired to shift gears towards talent development for a small local agency in Portland, in addition to doing in-house recruitment work for Providence Healthcare. Her career journey led her to Noto Group, where she has been a Search Consultant since 2019.
Highlights from our conversation include:
What it’s like to be an executive recruiter (5:54)What today’s candidates want and need (9:06)Key talent strategy trends for 2023 (13:38)Leadership qualities executives should have in order to stand out (19:30)Factors that will make the difference between success and failure in hiring this year (24:59)Developments in executive compensation (29:22)What the team is excited about moving forward (31:07)Get your tickets for MO Summit 2023: April 24th-26th in Austin, Texas!
Tickets are available at mo-summit.com - use code NOTO for a discount.
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Roy sits down with Seungah Jeong, President and CEO of MPOWERD, a Certified B Corporation specializing in sustainable, affordable, and thoughtfully designed renewable energy products. Not only does MPOWERD offer a host of highly functional, energy efficient tools for lighting, charging, utility, recreation, and power storage, they are also dedicated to distributing clean energy to people worldwide via their partnerships with hundreds of NGOs and non-profit organizations. Prior to her tenure at MPOWERD, Seungah built her experience in CPG at companies like Procter & Gamble and Nest Fragrances. She came to MPOWERD in 2016 to help develop the brand, expand their range of products, and amplify the company’s social and environmental impacts in the process. Seungah and Roy discuss her team building experience at Nest, how MPOWERD’s mission and values influence their recruitment practices, as well as the key characteristics she looks for in bringing talent along on a purpose-driven brand journey.
Highlights from our conversation include:
Building a successful team from the ground up at Nest (4:36)One crucial trait she looks for in potential candidates (7:56)Similarities between the outdoor and beauty industries (12:19)Why an innovation mindset is essential in business (15:10)How MPOWERD’s values factor into their recruitment process (17:53)How she assesses a candidate’s connection to mission and purpose (20:38)When to hire internally vs. externally (26:20)Developing an effective hiring strategy and roadmap (28:40) How to maximize a team’s potential during periods of growth (29:38)Key qualities Seungah looks for in evaluating leaders (32:23)Factors that have contributed to hiring mistakes (36:27)Seungah’s perspective on in-office vs. remote vs. hybrid work (40:22)Her advice to entrepreneurs just starting out in their career (44:24)Use code HOWIHIRE at MPOWERD.com to receive 20% off your order.
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Roy is joined by Jan-Patrick Schmitz, CEO of the Wüsthof Group. Wüsthof is a family-run business that has been manufacturing quality cutlery for over 200 years. Prior to Wüsthof, Jan-Patrick served as a key member of the leadership team at Montblanc. He’s spent over 20 years working in brand management, establishing himself as a seasoned thought leader in the consumer space. His extensive experience ranges from the development of luxury brands as the Founder and CEO of Muirbury & Co, to serving on the board of directors of Thornwillow Press and the German American Chamber. Roy and Jan-Patrick discuss key factors to consider when hiring and leading teams across borders and cultural contexts.
Highlights from our conversation include:
Lessons from Jan-Patrick’s early career move from Germany to Japan (3:47)How leaders can cultivate trust and credibility with global teams (7:09)Advice for navigating culturally complex business dynamics (8:28)How Jan-Patrick builds cohesion in remote and global teams (12:08)Methods for assessing the performance of international teams (21:07)What Jan-Patrick looks for in a leader (24:45)His experience building a DTC business at an established company (26:12)How Jan-Patrick’s vision informs competencies and roles (28:28)His “unorthodox” interview style (30:47)How he engages stakeholders in global hiring processes (32:56)The three most essential skills effective global leaders must have (34:33)Visit HowIHire.com for transcripts and more on this episode.
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