Management consulting at the top-management and Board levels often entails leadership assessment of inside and outside candidates by retained executive search firms. Although colloquially called "headhunters," this term is used also to describe contingency placement firms, which typically recruit and refer candidates at middle and lower management levels, and use very little assessment, if any. Conversely, retained executive search firms use relatively sophisticated tools and techniques to assess/evaluate internal and external leaders at the upper levels of management.
“To put the problem in the simplest terms, the interests of the client continue to be sidelined in the way the firm operates and thinks about making money.”
Greg Smith, former Executive Director at Goldman Sachs, in a March 14 Op Ed in the New York Times
Greg Smith, a former Executive Director at Goldman Sachs, recently wrote a scathing piece in the New York Times that decried what he sees as an ethical decline at the venerable investment bank. The article made waves, but it’s unlikely many readers were surprised by his allegations.
Grab your company’s Employee Handbook and take a look at the Bereavement Leave policy. Go ahead, I’ll wait.
It probably starts out by stating how the organization feels it’s important to recognize the need for employees to take time off in the event of the death of a family member. So far so good, right?
On the occasion of Mark Zuckerberg’s 30th birthday, I am yet again painfully reminded about the dilemma faced by experienced professionals in today’s job market. As plaudits and posts pile up to celebrate and commemorate the birthday of Facebook’s founder, highly talented professionals of every discipline and field go ignored by the nation’s employers because they are considered dead or dying.