As businesses make advancements, they’re relying more and more on technology to streamline processes and have more effective workflows—thereby saving them time and money. So it makes sense that companies are recognizing the importance of having someone oversee those technological strides, and Chief Technology officer hires are on the rise. Historically, it’s been the least-defined role in the C-suite, so we’re breaking down what you should be looking for if your company is hiring a CTO.
As businesses make advancements, they’re relying more and more on technology to streamline processes and have more effective workflows—thereby saving them time and money. So it makes sense that companies are recognizing the importance of having someone oversee those technological strides, and Chief Technology officer hires are on the rise. Historically, it’s been the least-defined role in the C-suite, so we’re breaking down what you should be looking for if your company is hiring a CTO.
As businesses make advancements, they’re relying more and more on technology to streamline processes and have more effective workflows—thereby saving them time and money. So it makes sense that companies are recognizing the importance of having someone oversee those technological strides, and Chief Technology officer hires are on the rise. Historically, it’s been the least-defined role in the C-suite, so we’re breaking down what you should be looking for if your company is hiring a CTO.
As businesses make advancements, they’re relying more and more on technology to streamline processes and have more effective workflows—thereby saving them time and money. So it makes sense that companies are recognizing the importance of having someone oversee those technological strides, and Chief Technology officer hires are on the rise. Historically, it’s been the least-defined role in the C-suite, so we’re breaking down what you should be looking for if your company is hiring a CTO.
Tomorrow’s corporate winners will be those with a powerful ESG proposition. Without it, companies
will struggle to attract employees, customers, and investors. For Asset Managers, ESG will determine
whether a company is “investable”.
In this paper we look at what that means for ESG talent in Asset Management:
• Asset Managers are moving ESG roles from niche expertise to firm-wide integration
• Change is happening fast; Covid has accelerated existing trends and 2021 will be a critical year of
transformation
• Need to look beyond the Asset Management sector for talent as ESG responsibilities change.
Few things are more cringe-worthy for CEO’s and heads of HR alike than churning a “rock star” executive only a few months after they’ve come on board. Given the extraordinary amount of time and expense associated with recruiting an executive hire, this kind of departure hurts the business and the bottom line in painful ways.
Few things are more cringe-worthy for CEO’s and heads of HR alike than churning a “rock star” executive only a few months after they’ve come on board. Given the extraordinary amount of time and expense associated with recruiting an executive hire, this kind of departure hurts the business and the bottom line in painful ways.
Technology is “digitizing” the world around us. As Michael Baresich, Chief Information Officer at Ally Financial Group puts it: “Every company is either a technology company or a technology company in hiding.” What’s remarkable is the exponential rate of this growth: the modern cell phone has more computer power than all of NASA did in 1969 when it placed men on the moon. Going further into the past, the modern-day audio greeting card has more computer power than that of the Allied Army in World War II.
Few things are more cringe-worthy for CEO’s and heads of HR alike than churning a “rock star” executive only a few months after they’ve come on board. Given the extraordinary amount of time and expense associated with recruiting an executive hire, this kind of departure hurts the business and the bottom line in painful ways.
What are the most critical considerations in selecting an executive search firm to represent your company in the marketplace? Or otherwise, what kind of questions should heads of talent and CEO’s ask their prospective executive search partners before selecting one to work with?
