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Heidrick & Struggles has added Federico Gonzalez as a partner

Heidrick & Struggles International has added Federico Gonzalez to the firm's Mexico City office as a partner in the firm’s industrial practice. Mr. Gonzalez comes from Barreda y Gonzalez Consultores, a boutique search firm, where he was a senior partner. Prior to that he held senior leadership positions with General Electric Commercial Finance, Bank of America and Continental Bank. "Federico is a seasoned professional who will be an important member of our team in Mexico as we work to increase marketshare in that region. We are pleased to welcome him to Heidrick & Struggles," said Manoel Rebello, regional managing partner, Latin America.

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Association of Executive Search Consultants

The Buffkin Group, LLC has announced new Partner

The Buffkin Group, LLC has announced today that Brian T. Kelley Jr. has joined the firm as a Partner. He will be heavily involved in the Healthcare and Media Practices, as well as the management of the firm. He will lead the Stamford, CT, office and will be instrumental in the future growth of the firm. Kelley comes to TBG firm after playing significant roles in two previous boutique search firms.

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Association of Executive Search Consultants

Korn/Ferry International has appointed Dee Gaeddert as Chief Operating Officer

Korn/Ferry International has appointed Dee Gaeddert as Chief Operating Officer of Lominger International, a Korn/Ferry company. She assumes this newly created role in addition to her current role as COO of Korn/Ferry’s LeaderSource. Ms. Gaeddert was president and co-founder of QI International, a consulting firm dedicated to improving the way organizations manage business relationships with customers, employees and other stakeholders. QI was later acquired by Personnel Decisions International where Ms. Gaeddert spent four years as a practice leader prior to joining LeaderSource as COO in 2005.

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Association of Executive Search Consultants

Executive search firm Fiderion has placed J.R. Rieger

Atlanta-based executive search firm Fiderion has placed J.R. Rieger as vice president of evaluated services at Interactive Data Corporation (IDC). Mr. Rieger will run the company's fixed income pricing operation and be based in New York. Interactive Data Corporation is a global provider of financial market data, analytics and related services to financial institutions, active traders and individual investors.

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Association of Executive Search Consultants

Fiderion Group, retained executive search consultants

Executive search firm Battalia Winston International has recruited John Heiser

Executive search firm Battalia Winston International has recruited John Heiser as vice president of finance for General Electric Aviation, a producer of large and small jet engines for commercial and military aircraft. Terry Gallagher, president of Battalia Winston, conducted the search. Most recently, Mr. Heiser was the director of finance for Alfa Wasserman Inc., a global healthcare provider. Battalia Winston is a U.S. member of Amrop Hever Group.

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Association of Executive Search Consultants

Heidrick & Struggles International has successfully assisted with the recruitment of Scott Spiker as Chief Executive Officer

Heidrick & Struggles International has successfully assisted with the recruitment of Scott Spiker as Chief Executive Officer of First Command Financial Services, Inc. Mr. Spiker, a seasoned executive with multifaceted experience in the investment and financial services industries, has held top leadership positions at Norwest Corp., RBC Dain Rauscher, Definity Health, Stanton Group and Destiny Health. The election of Spiker completes a comprehensive CEO selection process that began in April.

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Association of Executive Search Consultants

Teton Energy has retained Preng & Associates to conduct the search for a new CFO

Teton Energy has retained Preng & Associates to conduct the search for a new CFO. Bill I. Pennington, the current CFO and Executive Vice-President who has recently announced his resignation, citing personal reasons, will actively work with the firm during the recruiting process. Mr. Pennington is moving to Austin, Texas from Denver, and will not be taking another position as CFO with an oil and gas company. He will join the Teton Board as an outside Director, effective September 14, 2007.

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Association of Executive Search Consultants

Association of Executive Search Consultants

The Association of Executive Search Consultants is the worldwide professional association for the retained executive search industry. The AESC's mission is to promote the highest professional standards in retained executive search consulting, broaden public understanding of the executive search process, and serve as an advocate for the interests of its member firms.

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Association of Executive Search Consultants

Yahoo! Co-Founder Jerry Yang Named Chief Executive Officer

Yahoo!, the world's second-largest search engine firm, announced Monday that Terry Semel would no longer be the company's chief executive officer. He is being replaced by Yahoo co-founder Jerry Yang.

read more | digg story

Executive Recruitment Company in Asia and India - Hunt Partners

Executive search firm operating across the Asia Pacific and India specialize in executive jobs, senior management, director vacancies, CEO in the areas of financial services, IT, telecom, supply chain, industrial, private equity and venture capital.

read more | digg story

Nardelli Seeks Redemption By The Dashboard Light - Forbes.com

As Bob Nardelli takes the driver's seat at Chrysler, what's the mindset among recruiters and CEOs looking for a 'second act'?

read more | digg story

Silicon Image Names New COO

Silicon Image Names New COO


Silicon Image Inc., a producer of semiconductors used to store, distribute and present high-definition content, said Friday it named Paul Dal Santo as its chief operating officer.

Dal Santo, 57, will oversee Silicon Image (nasdaq: SIMG - news - people )'s engineering, operations, marketing, sales and business development functions.

Dal Santo, who starts his new job Aug. 20, previously worked as vice president and general manager at Advanced Micro Devices Inc.

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Associated Press 08.10.07

Human resources group names new COO

Human resources group names new COO

The Society for Human Resource Management is making some human resources moves of its own.

China Miner Gorman will join the Alexandria-based association as its new chief operating officer Aug. 28.

Gorman previously served as president of Philadelphia-based human resources management consulting firm DBM North America, where she oversaw its business in both the United States and Canada.

Earlier, she was president of Lee Hecht Harrison, a Woodcliff Lake, N.J.-based human resources and outplacement company.

"China's 25 years in the human resources arena have given her a deep appreciation for the strategic role of HR in organizations," said SHRM President and CEO Susan Meisinger in a statement.

The COO position is a new one for SHRM.
Source >>
- Washington Business Journal:

Priority Recruiting Solutions Introduction

Priority Recruiting Solutions Introduction

The Solomon-Page Group Ltd. Agrees to Revised Management Buyout at $5.25 Per Share in Cash

The Solomon-Page Group Ltd. Agrees to Revised Management Buyout at $5.25 Per Share in Cash

NEW YORK, June 28 /PRNewswire/ -- The Solomon-Page Group, Ltd. announced today that it has entered into an amended and restated agreement under which a management group consisting of the three principal executive officers of Solomon-Page, Lloyd Solomon, Scott Page and Herbert Solomon, is to acquire all of the outstanding publicly held shares of Common Stock of Solomon-Page at a price of $5.25 per share.

Previously, Solomon-Page had announced its entry into a similar agreement under which the price to have been paid for the publicly held shares of Common Stock was to be $4.25 per share. Following the announcement of the original merger agreement, a stockholder of Solomon-Page, on behalf of a purported class of Solomon-Page's stockholders, initiated litigation against Solomon-Page and its directors in the Court of Chancery of the State of Delaware. The plaintiff in the litigation sought, among other things, to enjoin the Solomon-Page directors from proceeding with the previously announced merger agreement. In light of additional financial data that became available to the Special Committee of the Board of Directors subsequent to the execution of the original agreement, the Special Committee consulted with its financial advisor and requested that negotiations be reopened in respect of the $4.25 merger consideration. After negotiations between the management group and the Special Committee, the management group agreed to increase to $5.25 per share the price to be paid for the publicly held shares.

The revised transaction, which is structured as a one-step cash merger, was approved by Solomon-Page's Board of Directors (whose members include the management group), acting upon the unanimous recommendation of a Special Committee of the Board comprising two independent, unaffiliated directors. In reaching its decision, the Special Committee was advised by its financial advisor, Legg Mason Wood Walker, Incorporated, which rendered a written opinion that the increased merger consideration is fair from a financial point of view to the holders of common stock (other than the members of the management group). As set forth more fully in the merger agreement, the Special Committee is able to receive inquiries from any other parties interested in a possible acquisition of Solomon-Page.

It is expected that the proposed merger will be voted upon by Solomon-Page's stockholders at a meeting of stockholders expected to be held in the third or fourth quarter of the calendar year 2000. Under the amended and restated agreement, the merger requires approval both by the holders of 66 2/3% of the outstanding Common Stock and by the holders of a majority of the outstanding Common Stock not owned by the management group. In addition, completion of the merger is subject to the receipt by the management group of financing to consummate the transaction and other customary conditions. The management group has received a commitment letter to provide all of the funds necessary to complete the proposed merger.

Based upon the increase in the merger consideration and the requirement that the merger be conditioned on the approval of the holders of a majority of the outstanding Common Stock not owned by the management group, the parties to the stockholder litigation have reached an agreement in principle to settle such litigation. Solomon-Page and its directors have vigorously denied any wrongdoing or liability in connection with the allegations made in the litigation and have entered into the agreement in principle solely to eliminate the distraction, burden and expense of further litigation. Final settlement of the litigation is conditioned upon, among other things, the consummation of the merger, the completion of confirmatory discovery, the execution of a stipulation of settlement and court approval.

Solomon-Page is a specialty niche provider of staffing services organized into two primary operating divisions: temporary staffing/consulting and executive search/full-time contingency recruitment. The temporary staffing/consulting division provides services to companies seeking personnel in the information technology, accounting, human resources and legal areas. The executive search/full-time contingency recruitment division comprises ten lines of business, including five industry (capital markets, publishing and new media, healthcare, fashion services and banking), and five functional (information technology, accounting, human resources, legal and administrative support).

This press release does not constitute "proxy solicitation material" within the meaning of Regulation 14A and Schedule 14A under the Securities Exchange Act of 1934, as amended.

This press release contains certain forward-looking statements within the meaning of Section 27A of the Securities Act of 1933, as amended, and Section 21E of the Securities Exchange Act of 1934, as amended, which are intended to be covered by the safe harbors created thereby. Investors are cautioned that all forward-looking statements involve risks and uncertainty, including without limitation, future action or inaction by the Board of Directors and stockholders and Solomon-Page and regulatory authorities with respect to the matters referred to in this press release. Although Solomon-Page believes that the assumptions contained herein are reasonable, any of the assumptions could be inaccurate, and therefore, there can be no assurance that the forward-looking statements included in this press release will prove to be accurate. In light of the significant uncertainties inherent in the forward-looking statements included herein, the inclusion of such information should not be regarded as a representation by Solomon-Page or any other person that the objectives and plans of Solomon-Page will be achieved.

SOURCE The Solomon-Page Group, Ltd.
CONTACT: Lloyd B. Solomon, Chief Executive Officer, Solomon-Page, 212-403-6100
Solomon-Page Group

Hiring and Retaining Top Sales Talent

Hiring and Retaining Top Sales Talent

By Ken Clark, Hawthorne Executive Search

At the recent ADP conference held in Austin, TX, I had a unique opportunity to address the independent publisher community on a topic that is near and dear to every publisher in this industry - how to hire and retain top sales talent. This article provides a summary of that presentation. If I could pick a couple key points I made to the attendees, they really revolved around these three:
The results of a survey that Hawthorne Executive Search conducted with over 700 sales reps/account executives and selling managers across a wide range of publishers - big and small.

How the recruiting landscape has changed dramatically in the last few years.
And some thoughts behind why the industry, as well as other businesses, are all struggling to attract new sales talent
Survey Says:

We conducted primary research online with a survey that went out to over 700 sales reps and selling managers. The actual survey asked 20 questions and had a comment block.
Sales reps & selling managers only
Gender: 66% Male, 28% Female
Age: 25%: under 30 yrs old, 30%: 31 to 41, 45%: 42+
How long in YP Industry?
45%: 1-5 years
15%: 6-10 years
35%: 11-15 years
5%: 16+ years
How long in your current position? 90% -- 1 to 5 yrs
First, we asked reps/selling managers for their thoughts about their job:
Q: I like the kind of work I do//The work I do is important:
90% Agree/Strongly Agree
Q: My job makes good use of my skills & abilities:
Only 50% Agree/Strongly Agree
Q: I am given real opportunity to improve my skills:
60%: Yes
40%: No
Our read from these results in that folks are generally happy but not feeling like they are full engaged or that their skill sets are being totally utilized. This result is not inconsistent with other industries - a recent Gallup Organization poll showed that 70% of US employees feel they are either "not engaged" or "actively disengaged" at work.

We then asked them about their company:
Q: I know how my work relates to company goals/priorities & Company leaders clearly communicate goals/priorities:
80% Agree/Strongly Agree
Q: I would recommend company as good place to work:
75% Agree/Strongly Agree
Q: I would recommend YP industry as good place to work in:
25% Strongly Agree, 70% Agree
Overall people seem happy with the company they work for and the leadership. The only warning flag I saw was that they were not super excited about the Yellow Pages industry. I would have expected sales people to respond more strongly in favor about this question. There were also a few comments that indicated a real uneasiness about the future of the industry since it is so heavily based on the print products right now.

I think it's an early indication that as an industry, we need to do some more public relations work about why this such a great industry to work in. I am not sure the world at large has gotten that message. My concern is that without a stronger public profile, the industry will struggle to continue to attract high quality, college educated, young people into sales in the future.

The Hiring Landscape:

No doubt, the Internet has had a monumental impact on the process of hiring with easy access to job boards such as Monster, Career Builder, and the Ladders. As a result, there is a new way to hire – via the Net. The flip side is that with the advent of the Internet, candidates are also much more aware of what opportunities are out there, what they pay, and what it is like to work for a company. A number of sites such as Vault.com allow employees to post comments about their experiences at the company for other future candidates to look at with comments on areas such as pay, culture, and processes.

What's also different about the landscape is how frequently people change companies. No longer does someone work for a single company for their entire career as my father did. On average, someone stays with a company for about 4 years. That average is not specific to the Yellow Pages industry. It is an overall employment trend. What's behind that trend is that candidates tell us it really isn't so much that they hate their job. I think you saw that in the survey numbers I just showed you. Instead, it is really more about making a change to springboard to that next position, those career opportunities they seek.

What is also clear from the primary research, and from the many discussions we have on a daily basis with potential candidates, when it comes to hiring people, this industry is battling a generation shift that cannot be ignored.

For example, here is a recent ad from the heavy IT oriented Dice.com job board. It is a very different type ad than the one I responded to some 25 years ago when looking for my first job.

Baby Boomers, Generation X (born between 1964 and 1982), and Generation Y (Born in 80's) think differently, want significantly different things out of life than previous generations, and are demanding new business models to give them the kinds of work experiences they seek.

Since about 75% of the audience was from the Baby Boomer generation, I offered them some suggestions on how to work with Gen X and Gen Y based on recent interviews with both groups, and the kinds of feedback our team of 10 recruiters hear from the many people we talk to each day. While it is always a little dangerous talking about genetic stereotypes, these are the suggestions I offered:

  1. Give them the big picture - the mission, the vision, the values you expect/want. Gen Y and Y want to know about the company as much as they do about the position they are being contacted for.
  2. Explain their role, why, and what's in it for them. They want to see a complete job description even if nothing is changed from the last time the company ran it.
  3. Set expectations up front. Clearly define their roles and responsibilities preferably in writing.
  4. Talk to them. Directly interact with them regardless of your reporting structure.
  5. Walk the talk. Model the behaviors you expect from them. They will only respect you if you do what you ask them to do also.
  6. In performance reviews "straight talk", both the good and bad are preferred.
  7. Find situations to reward and publicly acknowledge results. Gen X and Y crave recognition.
  8. Lighten up. Have a sense of humor. Take the time to have fun! These folks want to have some fun. Yes, your work is serious, but have some fun at it.
  9. Many Gen X & Y people say they leave their job not because there is a strong reason to leave, but because there is no real compelling reason to stay. So give them some.

At Hawthorne Executive Search we have worked with our clients on how to be better prepared to interview, how to interview smarter, or even some help in understanding what their true corporate culture is so they can identify the real core competencies they should be looking for when hiring new sales talent.

In next month's issue I will provide you with some insights I shared with the attendees about how to be better at finding and keeping high quality candidates.

About Hawthorne Executive Search

Hawthorne Executive Search, is a full service executive search and consultancy focused strictly on the advertising, publishing and media industries. With decades of experience, Hawthorne Executive Search is an executive search and management firm that has assisted companies of all sizes in the recruitment and selection of top talent across North America and beyond. Every assignment managed by our firm includes the involvement of a principal, experienced in helping clients build high performance management teams.

With contacts on all levels of the organizational chart, from the senior management or "C" level, to field sales representatives and account executives, we have a database of over 5,000 professionals who are either currently or formerly employed in the directory industry.

By focusing strictly on one industry, there isn't a search outside of our comfort zone. We are able to execute most projects within 2-3 weeks from inception.

Some examples of successfully completed searches include:

  • Regional Sales Manager
  • Senior Vice President of Client Services
  • Production Manager
  • National Account Manager
  • Vice President of Sales
  • Vice President of Business Development
  • Account Supervisor
  • Media Planner
  • Managing Director

Our clients include publishers, both independent and incumbent, CMRs, Internet Yellow Pages and Search Engine Optimization firms, and suppliers to the directory industry.

With a commitment to the Yellow Page industry, our specialization enables us to maintain a 95% completion rate for all engaged projects we undertake.

Please feel free to contact us at:
Robert Hawthorne - 910-798-1800
Tina Barden - 910-798-1800
Jenny Ciappa-Ng - 800-622-1416
Ken Clark - 919-557-7502

Hawthorne Executive Search

The Hunt Hiring Report Q1 2007

The Hunt Hiring Report Q1 2007

We have been amazed at the market momentum going from a strong 2006 and carrying us into a strong first quarter of 2007. We continue to be optimistic for remainder of this year, but expect corporations to take a slight breather by the end of this year, looking for returns on their human capital investments over the past 24 months. We do have some minor concerns about the macro economic outlook, with the U.S. possibly going into recession by years end. Overall, the senior level positions are in a strong upward trajectory, and our clients continue to look for strong and experienced cross cultural (Asian) senior management.


We are guardedly bullish towards: private equity, financial services, legal, management/accounting consultancies, insurance, retail, manufacturing, consumer, pharmaceuticals/medical, environmental, gaming/hospitality, CSR/IR, and the New Media opportunities. The big area of improvement has been the technology sector, with many telco service providers hiring, and the “box movers” even coming to life again despite their very low margins.


Greater China, Singapore and India continue to be the main focus of growth, but some of these neighboring developing countries are also up and coming. Vietnam seems to be the country of “choice” in 2007, with many companies investing heavily in manufacturing and services. Vietnam is becoming the “hedge” against China and Malaysia manufacturing centers. One very high profile U.S. semiconductor company is relocating its whole factory from Penang into Vietnam. We hear similar stories on a daily basis, and clients are constantly inquiring about talent in this market. We encourage all overseas Vietnamese Nationals to contact us for possible opportunities.


India continues to be a bright spot and is expected to register a growth rate of 10+ percent in FY 2007. The growth trend was led by positive movements across sectors, in manufacturing and services. Real Estate is a hot area of growth and the Private Equity firms have continued to invest in people as well. Hiring has been very strong – at all levels, and across all industries. The big story in India as it is in China is the consumer spending. (As a side note, a Goldman Sachs report states that among Brazil, Russia, India and China, India will grow the fastest over the next 30 to 50 years by leveraging its demographic advantages and through continued development. At its present rates of growth, the burgeoning market in the country "would be adding nearly one France every 3.5 years and one Australia every year").


The big story in China continues to be retention of talent and salary inflation. Salaries have been going through the roof. Senior Director and above salaries are almost on par with Singapore and approaching Hong Kong levels. As this happens, the competition for talent in China will be even more intense, which will likely have a knock-on effect into markets such as Hong Kong, Taiwan and Singapore. The Chinese MNC’s have also continued to grow and expand outside of China, and this is providing many opportunities for exportation of assignments globally.

Hong Kong is experiencing a very robust growth cycle. Hiring is very strong across the board. This is primarily due to the roaring financial services, real estate, general services and hospitality sectors. Hong Kong recently reported a 55 billion dollar budget surplus, and unemployment is now under 4 percent. For those wine lovers, duties have been halved, so this alone reflects how vibrant the economy is.


Singapore has been booming for 24 months now and is growing in the financial services, real estate, technology, gaming/hospitality and professional services sectors. They have stolen many an executive and MNC headquarters here in Asia from Hong Kong. This is primarily due to the increased air pollution in Hong Kong and incredibly high housing prices. However, Singapore is also getting appreciably expensive with regards to housing recently as well. We expect Singapore to continue on a strong growth track throughout this year.


The strong demand for talent in the financial markets continued through the Q1 of 2007. Despite the recent equity market pull-back, indications are for the market to continue its talent expansion particularly in equity, derivatives, asset management, wealth management, investment banking and alternative investments. Bonuses were once again very strong, in some cases record payouts, for the past year. As a result of record or “near record” profits, we see evidence of new business lines and strategies that will emerge in 2007 as investment banks are in a favorable position to make capital commitments and the Asian markets still show promise.

However, we do feel that investment banks may become more hesitant to make increasingly hefty up-front guarantees to compensate the give-up of annual bonuses as 2007 carries on – simply a factor of our belief that candidates may set their expectations too high given the bonuses recently paid out. On the other hand, investment banks may be skeptical that the exuberance that accompanied the financial markets on the back of record equity prices will see some correction this year, and therefore a possible knock-on effect on IPOs and trading volumes.

With the funds raised from institutional clients for private equity, real estate and hedge funds, there is an ongoing need for deal teams as well as the functional support positions. This should continue throughout the year as there is no evidence that this money flow into Asia will stop from North America, Europe and the Middle East. Also, the increasing need for investments from retail investors in Asia and abroad will continue to keep the talent hunt for successful fund managers strong.

Overall we think the employment market will be good, and do not see an immediate down turn in the region. That is not an overly optimistic view, as there are always challenges (pollution, environmental disasters, pandemics, etc) but we remain confident in Asia’s continued growth this year and next.

Hunt Partners continues to be the leader in Asian Executive Search. Our areas of expertise cover:
* Technology
* Financial Services
* Consumer
* Industrial
* Professional Services
* Logistics/Supply Chain
* General Manufacturing

For more information please contact Jeff Stryker at jstryker@ap.hunt-partners.com
Hunt Partners

Brad Fitzpatrick: LiveJournal creator leaves as Six Apart fails to spin

Brad Fitzpatrick: LiveJournal creator leaves as Six Apart fails to spin

Word is that Brad Fitzpatrick, the founder of LiveJournal and chief architect of Six Apart, is leaving the troubled blog-software company. And the fact that you're hearing about from a gossip blog rather than the transparency-loving company is itself a sign of how deep the problems run. Fitzpatrick, who sold his company, Danga Interactive, to Six Apart two years ago, has vested his shares, declared his boredom with Six Apart, and after weighing offers from Google and Facebook, has chosen to head to Google, a source close to Fitzpatrick says. The only reason that Six Apart management hasn't announced it, the source adds, is that they can't figure out how to spin it. Here, let me help, guys! It's bad. And Fitzpatrick's departure is just the tip of Six Apart's reality-denying iceberg.

More >>

HeadHunter declares hunting for the Russians

HeadHunter declares hunting for the Russians

The HeadHunter portal became the strategic partner of the All U Need Company, owning the AllJobs.co.il recruiting resource, leading in the Israeli market. HH plans not to scale down and to extend its expansion into all countries, where the Russian-speaking population percentage is high. Some of the market participants believe, the transaction aim is to increase the company’s plough back before the sale. Its main competitor SuperJob is ready to purchase the given company.
HeadHunter has entered the Israeli market. The Company announced buying 20% of the All U Need Company. It is the owner of the AllJobs.co.il recruiting portal, founded in 2004, with 500 thousand users monthly and leading in the local market. Arkadi Sandler, HeadHunter Development Director told CNews, the transaction charge was $ 2.5 mln. In the near future HH share in All U Nees is to become controlling.

According to Arkadi Sandler, even before the transaction was concluded the information exchange between the portals was carried out. There are no plans to merge the portals, however “each one is to adopt the advantages of the other”.

HH intends to continue its expansion into all the territories, where the Russian population percentage is rather high, Mr. Sandler says. Those regions are of interest, where the internet penetration level is rather high and headhunting is well developed. The territories not meeting the mentioned requirements will also be penetrated into, but not so actively, and most likely not through the local organizations purchase, but opening its representation offices.

The market participants do not exclude the possibility of carrying out the transaction to improve the company’s position before the sale. “The companies are unlikely to get any synergetic effect. Most likely, that is an attempt to increase the company’s plough back to sell it in the future to a strategic investor”, - Alexey Zakharov, SuperJob Recruiting Agency President believes. He says after the Russian market gets more saturated and the growth existing at present stops, SuperJob might become such a buyer.

At the same time Arkadi Sandler says at present HeadHunter is more expensive, than SuperJob, and he is sure HH is more likely to buy SuperJob. Mr. Zakharov answers, SuperJob has profound interested investors, ready to sponsor HH purchase. However, at present the market participants note there is no sense in a merger, as that might seriously hamper the market development, while for HeadHunter and SuperJob, demonstrating satisfactory growth rate, there are no serious prerequisites for consolidation.

HeadHunter (hh.ru) has been operating in the internet recruitment market since 2000. More than 40 thousand people visit the site daily. Our clients are recruitment agencies and more than 20 thousand direct employers. HH representation offices operate both in Russia and abroad. In 2005 the company entered the Ukraine and Kazakhstan markets. In 2006 HH turnover amounted to $ 6mln. More than 800 thousand resumes are presented on the site and about 55 thousand vacancies.

SuperJob - the leading on-line recruitment web-site in Russia, also represented in Ukraine and other CIS countries. With over 200 000 job seekers and 50 000 employers visiting daily. Over 10 000 qualitative resumes of professionals are placed at SuperJob daily.


Brandy Lesmann Joins Hawthorne Executive Search as Executive Recruiter

Brandy Lesmann Joins Hawthorne Executive Search as Executive Recruiter

WILMINGTON, N.C., July 13 /PRNewswire/ -- Hawthorne Executive Search
today announced that Brandy Lesmann has joined the firm as an Executive
Recruiter. She will handle cross-industry and cross-functional recruitment.
"We are extremely pleased to welcome Brandy to Hawthorne Executive
Search," said the firm's president, Robert Hawthorne. "She brings a breadth
of industry experience and is skilled at matching candidates to companies'
recruitment needs."
Brandy has more than 10 years of recruiting experience in the fields of
IT, management, sales, finance and health care. She has deep industry
experience in the areas of medical supplies/services, home health care and
assisted living facilities, specifically in the recruitment of non-clinical
health care professionals. Prior to joining Hawthorne Executive Search, she
started a successful business which was focused on helping individuals find
their ideal employment situation.
Brandy resides with her family just outside of Raleigh, North Carolina.
About Hawthorne Executive Search
Headquartered in Wilmington, North Carolina, Hawthorne Executive Search
is an international leader in executive recruitment, specializing in
providing executive talent to the advertising, publishing, life sciences
and media markets, with a particular emphasis in online and e-commerce
applications. The firm maintains a 90% completion rate on all retained
projects, with revenue numbers that put it in the top 10% of all search
firms nationally. Companies retain Hawthorne Executive Search for its
industry specialization, global network, commitment to total quality
service and client loyalty. To learn more, visit http://www.hawthornesearch.com,
call (910) 798-1800, or email info@hawthornesearch.com.
Media Contact
Eileen Pacheco
(781) 556-1026

Nosal taps executive

Nosal taps executive

JUPITER -- Nosal Partners LLC, a San Francisco-based executive search, executive development, and interim executive leadership solutions firm, announced that Victor Kleinman joined as managing partner for its Global Life Sciences Practice and as managing partner for the firm's Jupiter office. Kleinman was managing director for the Global Life Sciences Division of Solomon-Page Group

By Cindy Kent | Sun-Sentinel.com
July 26, 2007
South Florida Sun-Sentinel.com

Robert Nardelli Named New Chrysler Chairman

Robert Nardelli Named New Chrysler Chairman

Cerberus Capital Management closed a deal on the purchase of 80.1 percent of stake in Chrysler for 7.4 billion dollars.

New owner of car manufacturer Chrysler, private equity Cerberus Capital Management company, has nominated former Home Depot company head Robert Nardelli as the chairman of this fallen car company, yonder media report.

This 59-year-old was named chairman and executive director. He will be substituting Tom LaSorda at this post, who will become company management president, sources told New York Times and Wall Street Journal. Chief operative director Eric Rideonour will leave the company and nobody will replace him.

In January this year, Nardelli was relieved from duty as CEO of Home Depo retailer of home improvement chain due to investors` criticism on account of realised profit of 215 million dollars and a share price drop by almost 8 percent during his 6-year company management.

Before his arrival at Home Depot, the 53-year-old Nardelli was chief executive officer at General Electric.

Last Friday, Cerberus closed a deal on the purchase of 80.1 percent of stake in Chrysler from DaimlerChrysler for 7.4 billion dollars. DaimlerChrysler will keep the remaining 19.9 percent of stake in the company.

Karmen Horvat
Javno - Economy

Boyden Global Executive Search Names Michael Catlow and John Hickey as Directors in Melbourne Office

Boyden Global Executive Search Names Michael Catlow and John Hickey as Directors in Melbourne Office

Veteran Search Professionals to Expand Presence in Fashion/Textiles, Sports and Property Investment and Development Sectors

MELBOURNE, Australia--(BUSINESS WIRE)--Boyden, a global leader in executive search, has named Michael Catlow and John Hickey as Directors in the firm’s Melbourne office. Mr. Catlow brings extensive international search experience in the textile, fashion and sports industries and Mr. Hickey specialises in executive recruitment in the real estate, property development and construction sectors.

“Michael and John are great additions to our Melbourne office and to the Boyden firm,” said Bruce Abbott, Managing Director of Boyden Melbourne. “Michael adds a notable track record in the growing fashion and sports sectors and John brings valuable expertise and contacts in property investment and development. Their presence in corporate management, industry organizations and government entities will be a strong asset as we expand our operations.”

Mr. Catlow joins Boyden after serving 10 years with another leading executive search and human resource consulting firm, where he established a top textile and apparel business unit and launched a sports industry recruitment subsidiary. Earlier in his career, he served in management and sales roles in Europe and Australia for Benninger AG, Pacific Dunlop and Ramsay McDonald Group. Mr. Catlow has also represented the Australian government on various trade missions to Brazil, India, United Arab Emirates and United Kingdom.

Mr. Hickey brings more than a decade of experience in the appointments of CEO, board and other senior executives in an impressive cross section of clients in the Construction, Consulting, Development, Investment and Real Estate sectors. Earlier, Mr. Hickey’s deep experience in the property industry was built as a Development Manager for landmark projects in Australia and abroad. He began his career as a civil/structural design engineer.

Mr. Hickey has served on many industry committees and agencies. Mr. Catlow, a textile technologist, has served on boards/committees of RMIT (textiles), Australiasian Textiles and Fashion Magazine.

About Boyden World Corporation

Boyden is a global leader in the executive search industry with more than 65 offices in 40 countries. Founded in 1946, Boyden specializes in high level executive search, Interim Management and Human Capital consulting across a broad spectrum of industries. For further information, visit the firm’s website at www.boyden.com.


For Boyden World Corporation
Bruce Abbott, +61 (3) 9614 7222
Dan Margolis, +1 310-314-5599


Search on for new CBC president

Search on for new CBC president

Jul 26, 2007
Canadian press

OTTAWA – The federal government has started looking for a new president for the Canadian Broadcasting Corp. to replace Robert Rabinovitch, whose second term ends in November.

The headhunting firm of Egon Zehnder International has been hired to seek out potential candidates and make recommendations. The final decision will be made by the Prime Minister's Office.

An advertisement for the job appeared Wednesday in select newspapers and listed bilingualism as a criteria as well as broadcasting savvy.

The future president will work at the Crown corporation's head office in Ottawa and will be responsible for the English- and French-language networks of the CBC, Radio Canada International and the aboriginal language stations in the North.

The candidate should be an innovator with good judgment and strong ethics, the ad said.

Ian Morrison, spokesman for the watchdog group Friends of Canadian Broadcasting, viewed the effort positively.

He said by undertaking a formal process, it appears the Conservative government is trying to avoid any suggestions it is playing favourites.

Morrison said that this is the first time such a process has been used as far as he can remember.

He did say he hopes the new president will have a wide knowledge of the country and have a strong background in production, scheduling and marketing.

The CBC has a budget of about $1.5 billion, of which $950 million comes from the federal government.

Marc Normandin, a spokesman for Egon Zehnder, said the fact a headhunting firm has been engaged does not mean internal candidates have been ruled out. He said the process just means the pool of candidates will be deeper.

Rabinovitch has been president of the CBC since 1999. His tenure has been marked by the development of Internet services and a number of labour conflicts, including a seven-week lockout in 2005.


Florida City Gas Names New General Manager

Florida City Gas Names New General Manager
August 06, 2007

MIAMI, Aug. 6 /PRNewswire-FirstCall/ -- Florida City Gas has named Jay Sutton vice president and general manager, Coastal Region. In this role, Sutton will be responsible for all operations at Florida City Gas and Coastal Georgia.

An engineer by training, Sutton brings 23 years of diverse company experience to his new position. Most recently, he has served as director, Strategic Alliances, and played a key role in the successful improvement in efficiency of AGL Resources' call center operations. Previously, Sutton held numerous engineering positions, and was responsible for centralizing and standardizing many of the company's construction practices. He implemented new procedures and technology that led to improved customer service and significant capital cost reductions. Sutton was also responsible for managing the bare steel and cast iron replacement program in Georgia.

Sutton received his bachelor's degree in mechanical engineering from Clemson University and is a registered professional engineer in the state of Georgia.

Sutton replaces Charles Rawson, who was recently named vice president, Gas Operations for AGL Resources, parent company of Florida City Gas.

About Florida City Gas

Florida City Gas, a wholly owned subsidiary of AGL Resources , serves approximately 103,000 residential and commercial natural gas customers in Florida's Miami-Dade, Brevard, St. Lucie, and Indian River counties. For more information, visit http://www.floridacitygas.com.

About AGL Resources

AGL Resources , an Atlanta-based energy services company, serves more than 2.2 million customers in six states. The company also owns Houston- based Sequent Energy Management, an asset manager serving natural gas wholesale customers throughout the nation. As a 70 percent owner in the SouthStar partnership, AGL Resources markets natural gas to consumers in Georgia under the Georgia Natural Gas brand. The company also owns and operates Jefferson Island Storage & Hub, a high-deliverability natural gas storage facility near the Henry Hub in Louisiana. For more information, visit http://www.aglresources.com.


Bell Microproducts names new CFO

Bell Microproducts names new CFO

Bell Microproducts Inc. on Monday named William Meyer executive vice president and chief financial officer.

San Jose-based Bell (NASDAQ:BELM) said Meyer assumes the CFO role previously held by Jim Illson, who remains the company's president of the Americas and chief operating officer.

Meyer was previously managing director at Palo Alto-based financial consulting firm Financial Intelligence LLC.

Over the past several months, Meyer has been working with Bell Microproducts in an interim management capacity to assist with accounting and financial matters.

Bell is in the process of restating past financials after an internal investigation found dating inconsistencies on some of its option grants.

Silicon Valley / San Jose Business Journal:

Best Executive Search Firm

Best Executive Search Firm

Add Staff
July 27, 2007

Add Staff was founded in 1984 to provide clients with the most talented employees for their temporary, temp-to-hire and direct hire staffing needs.

“Our success in executive search has many reasons,” said Executive Recruiter Jill Webb. “But one of the most important is the loyalties and strong relationships we continue to experience. We hope our client organizations, plus the executives and managers we’ve placed with them, know how much they are valued and appreciated.”

Originally founded as an administrative and accounting staffing service, the company has anticipated client’s needs and has expanded its variety of staffing solutions.

Add Staff acquired Contract Technical Services in 1992 and began to provide technical staffing services. New opportunities included jobs in the defense, aerospace, information technology, engineering, human resources, and light assembly and manufacturing areas.

The company has 19 staffing professionals are dedicated to providing world class services to clients throughout the Pikes Peak region. The staff has a combined total of more than 200 years of experience in the staffing industry, and nine staff members have been with the company for more than a decade.

Runners up:
Front Line Solutions Inc.

Colorado Springs Business Journal

RightPeopleHR International Ltd. Launches Hot Candidate List for Hong Kong and Mainland China

RightPeopleHR International Ltd. Launches Hot Candidate List for Hong Kong and Mainland China

Monday, 06 August 2007

RightPeopleHR. International launches a new Hot Candidates List for Hong Kong and mainland China. Executive level professional candidates are available for immediate hire in Accounting, Banking, Finance, Information Technology, Human Resources and Marketing. Includes CEO White Paper titled; "Hong Kong and Mainland China Talent Crunch, Maybe Not?"

Hong Kong SAR (PRWEB) July 24, 2007 -- RightPeopleHR. International launches a new Hot Candidates List for Hong Kong and mainland China. Executive level professional candidates are available for immediate hire in Accounting, Banking, Finance, Information Technology, Human Resources and Marketing.

The new Hot Candidates List represents professionals from the USA, Canada, Europe, India , Asia, Hong Kong and the mainland that are actively seeking positions in Hong Kong and mainland China. Many are Chinese returnees looking to rejoin the motherland. All are top-tier executives with many years of experience, most are exclusive candidates of RPHR that have reached us thru passive search or recommendation.

We invite you to review the "Hot Candidates List" at our web site www.rightpeoplehr.com and read the CEO White Paper titled; "Hong Kong and Mainland China Talent Crunch, Maybe Not?"

The White Paper takes a candid, down in the trenches look at issues that may be impeding your firm's recruitment goals and seeks to provide solutions to improve your needs now and in the future.

RightPeopleHR International Ltd. is best described as a top-tier boutique Executive Search and Retention firm with offices in Hong Kong, Guangzhou, Shanghai and partner offices in Los Angeles and Tampa Florida.

Our CEO, Managing Consultant Tom Malooly has over 25 years continuous Executive Search firm ownership (USA) delivering contingency and retained search recruitment and retention solutions to the International and USA markets.


Contact Information
Tom Malooly
RightPeopleHR International Ltd.
852-2251 1598

Tom Malooly, CEO
RightPeopleHR International Ltd.
852-2251 1598

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