Author Archives: Keith Kulper
If you are a C-level executive, University President, NFP Executive Director or board member/trustee with responsibility to grow and develop your organization we are ready to help attract “A Level” people to your team. KULPER & COMPANY has proven experience identifying the very best talent for the most important leadership positions. We know that the key to successful executive search consulting requires effective listening. Once we hear what you have to say we will be able to quickly introduce the right professionals with the drive, ability and confidence to do an exemplary job. We know that there are many options when it comes to solving hiring challenges including internal recruiting departments, contingency recruiting firms and other retained search firms. The business keeps changing but the essentials of effective executive search consulting remain the same: our job is to make a long-lasting hiring match for your organization.
Consistently attracting “A Level” performers is a big challenge, but well-worth the effort.
“A Level” performers are very busy professionals. To seriously interest them in your opportunity you must be willing to take the time to fully describe the job deliverables/ by when, provide detailed information about organization background, culture, leadership and financial performance.
What to do when you are confronted with a
Surprise Resignation of a key revenue producer?
Your global sales leader has taken another job with a key competitor. While she had a contract that included severance and other guarantees from your company there was no provision inserted to prevent her from resigning her job and going over to a competitor—and begin delivering new revenue for them immediately upon arrival. Let’s not dwell on what you should have or could have put into the terms of the employment contract of your departing sales executive; this is more of a question for your senior HR executive.
There is often confusion around this topic. If you are a potential client with a need to attract top talent for mission critical positions the management committee needs to have access to several first rate executive search consultants who are willing to take the time to understand the strategic goals and objectives of the organization and then become a reliable and highly responsive source for quickly delivering top candidates for the most important positions within the organization.
Here is a case in point.
‘Tis the season….
The month of January is when many senior leaders decide to move on to their next challenge, announce retirement or are informed that things just aren’t working out… If you and your colleagues find yourselves wanting to have a deep look at qualified candidates who would be interested in coming to your organization it behooves you to speak with a professional executive search consultant.
Here are the key benefits:
Time will be saved….
Cost will be saved…..
Growth and Development Opportunities will be maximized….
We published our first edition of NEWS FROM…KULPER & COMPANY today
We hope you will enjoy reading it and look forward to your feedback.
If you and your investors or board members are considering a search for a CEO of your company or organization it is vital to avoid stumbling blocks that could doom the search before it even begins.
When a prospective client needs a new SVP Academic Affairs/Provost the fundamentals apply…..
Discuss with senior leaders and other key constituents what the hired candidate must accomplish by when and then decide whether or not the search should be conducted with the assistance of a proven professional firm that possesses the experience and commitment to your goals.
Are you and your colleagues about to begin a search for a new SVPAA/Provost?
Here are five key issues to discuss:
Search project timeline
Hired candidate KPIs/ by when
You and your management team have been doing a good job growing the business worldwide and a decision has been taken to hire a new person to lead the business in North America. It is very important that you bring in just the right person. You require assistance developing a short list of top candidates who you can first phone interview and then meet with face to face before making an offer.
What are your principal options?