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Been chatting lately with a lot of one-man-show GC's who are gearing up to get headcount approval for their first hires in Q3 & 4. These have been the top 3 choices for anticipated hires: 1. 𝐋𝐞𝐠𝐚𝐥 𝐎𝐩𝐬/𝐂𝐨𝐧𝐭𝐫𝐚𝐜𝐭𝐬 𝐌𝐚𝐧𝐚𝐠𝐞𝐫: Someone to take over some of the in-the-weeds tasks that will free them up for higher-level strategy & counsel. 2. 𝐌𝐢𝐝-𝐋𝐞𝐯𝐞𝐥 𝐒𝐮𝐛𝐣𝐞𝐜𝐭 𝐌𝐚𝐭𝐭𝐞𝐫 𝐄𝐱𝐩𝐞𝐫𝐭: A specialist with 5-7 (ish) years of experience to take specific subjects off their plate. These areas are time-consuming, and/or not the GC’s expertise. Seeing a lot of IP, regulatory & commercial here. 3. 𝐆𝐞𝐧𝐞𝐫𝐚𝐥𝐢𝐬𝐭 𝐃𝐞𝐩𝐮𝐭𝐲 𝐆𝐂: The most senior of the 3. This essentially looks like a mini-version of the GC with plenty of experience (often both firm & in-house) to team up on virtually everything together. GC’s - if you get approval to make your first hire, who are you bringing on?
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I think there's a big ethical challenge with roles like this being explicit about "reputation management". First, unless you have quality metrics in place, you can't measure reputation so you can't assess effectiveness in managing it. But there's a more important second point. In policing, local government and national organisations, I've never written a Comms strategy aimed at managing reputation, even at times when my employer was facing criticism that undoubtedly affected its reputation. More to the point, most of the leaders I've worked for - Max Caller, Jenny Watson CBE, Stephen Kavanagh QPM DL included, would never have asked me to manage reputation as a chief outcome. In the public sector, reputation is a function of doing things right and doing the right thing. Set out what your organisation is doing to right a wrong or correct the record if reporting or reaction is off-beam. But saying to a Comms professional "your job is to manage our reputation" is essentially an invitation to put reputation above righteousness. If leaders are so insecure about the quality and effectiveness of their work, they should focus on that, not on spin.
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The market has definitely picked up over the past couple of months, please see below a few roles we are working on. Do get in touch if these roles are of interest or if you would simply like some market information. #Legalmarketingroles #legalmarketing
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Wall Street's Best Connected Legal Executive Recruiter ~ Retained Search for Impactful Law Department Leaders ~ dmastrocola@mlaglobal.com
𝗧𝗵𝗲 𝗨𝗹𝘁𝗶𝗺𝗮𝘁𝗲 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝗛𝗶𝗿𝗶𝗻𝗴 𝗚𝗖𝘀 𝗳𝗼𝗿 𝗣𝗘-𝗕𝗮𝗰𝗸𝗲𝗱 𝗣𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 Are you a PE sponsor or portfolio company executive looking to hire a general counsel adept at the challenges of a PE-backed firm? You're in good company. This week's series provides strategies to attract, integrate, and retain top GCs, turning them into strategic business partners. 𝗦𝗲𝗿𝗶𝗲𝘀 𝗢𝘃𝗲𝗿𝘃𝗶𝗲𝘄 Our series covers everything you need to know about finding, retaining, and developing top GCs for PE-backed portfolio companies. Each post will cover a key aspect of GC talent management: • 𝗣𝗼𝘀𝘁 𝟭: Introduction & Series Overview • 𝗣𝗼𝘀𝘁 𝟮: Attracting Top GC Talent • 𝗣𝗼𝘀𝘁 𝟯: Onboarding and Integrating GCs • 𝗣𝗼𝘀𝘁 𝟰: Retaining and Rewarding GCs • 𝗣𝗼𝘀𝘁 𝟱: Leveraging GCs Strategically 𝗪𝗵𝘆 𝗚𝗖𝘀 𝗠𝗮𝘁𝘁𝗲𝗿 𝗶𝗻 𝗣𝗘 𝗣𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼𝘀 GCs are vital for: • Streamlining deal and contract negotiations • Navigating complex regulations and compliance • Managing risks, protecting interests • Aligning strategies between portcos and PE sponsors • Building an ethical, collaborative culture • Balancing stakeholder interests • Optimizing value for future liquidity events 𝗡𝗲𝘅𝘁 𝗦𝘁𝗲𝗽𝘀 In the next post, I'll share tips on sourcing and attracting the best GC candidates for PE portfolio companies. 🤝 Finding exceptional GCs for PE can be difficult. MLA excels at placing skilled portfolio GCs across sectors. We advise on best practices for sourcing and retaining top legal talent. Let's connect to discuss your GC needs. #PrivateEquity #GeneralCounsel #BusinessStrategy #LeadershipDevelopment #TalentAcquisition #mlaglobal
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This article by Alastair McCapra, CEO of Chartered Institute of Public Relations discusses the role of communications professionals in managing reputational risk. Having worked in financial communications for ten years, I have rightly heard a great deal about financial risk assessment. I look forward to hearing more about reputational risk assessment through a public lens. One point Alastair makes is this: "Public relations professionals are indispensable partners, and no longer a distress purchase. They are trained to assess risk through the public lens, to manage relationships with journalists, and to understand cause and effect. They spend considerable time and effort on understanding current and future risk. PR experts with these skills are of significant value to a corporate, and not tomorrow’s concern but yesterday’s urgency. An ill-judged comment to a journalist can go viral in seconds. Ignoring a complaint could lead to a full-scale campaign. An internal memo can soon become front page news. Preparedness becomes crucial in managing issues before they evolve and when they do, a prompt and well-thought-out response can make all the difference." In recent research by the CIPR, it found that just three FTSE 100 companies have a dedicated a communications director. Or as Warren Buffett has said 'It takes twenty years to build a reputation, and five minutes to ruin it. If you think about that, you will do things differently." #cipr #riskmanagement #reputationmanagement
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Reflecting on a concerning trend in the job market-- Individuals seeking jobs through agencies, only to later express discomfort with third-party involvement, and ultimately, poaching clients met through the agency. 😲 It's disheartening to witness this breach of trust. Agencies invest time, resources, and expertise in connecting talent with opportunities, fostering relationships based on mutual respect and professionalism. Yet, some individuals exploit these connections, undermining the integrity of the process. Such actions not only betray the agency's trust but also disregard the broader implications for professional conduct and ethical behavior. It's crucial for individuals to honor their commitments and uphold the principles of integrity and transparency. As we navigate the evolving landscape of recruitment and employment, engagement or contract, let's reaffirm our commitment to professionalism, honesty, and respect for all parties involved. Building successful careers should NEVER come at the expense of integrity or ethical standards. #Professionalism #Ethics #Integrity
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Interesting article from Forbes. "A single negative review or article can cast a long shadow." Reputation helps businesses effectively manage their online reputation. Reputation #reputationmanagement #customerexperience #feedbackmatters #reputationmatters
The Critical Role Of Reputation Management https://lnkd.in/dcSDm_Nz
Council Post: The Critical Role Of Reputation Management
forbes.com
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Social Policy Researcher-Targeted Basic Income for Women and Comparative & International Education and Development
Rethinking What It Means to Be an "Outstanding" Candidate This job description asks me to explain why I am an "outstanding" candidate for this role. Here are my thoughts. Can I provide an honest response to this question? Not really. Firstly, I do not believe in false humility. I consider myself an "outstanding" candidate compared to some individuals I encounter daily with similar qualifications. Some even claim to “analyze” data with a "positive mindset," influenced by corporate jargon. However, I am not "outstanding" either. I know many individuals who lack the "right" language to apply for these jobs yet possess more knowledge and insights than I do. They could contribute significantly more to the policy realm but are often overlooked by the systems because they lack the necessary qualifications/language. That said, I also do not subscribe to the notion that everyone is equally qualified for specific jobs solely based on their “experiences”. While "experiences" are undeniably valuable and should be considered in their own right, they cannot be the sole criteria for evaluating suitability for specific roles. I recognize that privilege persists and perpetuates, and I exemplify it. Therefore, I believe it is my duty to bring those who have been overlooked to the table of policy negotiations, even if they lack the right language/degree but are highly competent for the job. This commitment must go beyond mere virtue-signaling. At the same time, discussing this issue on social media platforms can easily be construed as virtue-signaling. We need to acknowledge this hard truth while still voicing personal beliefs that matter.
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As a consultant, I come across and get to work with many people and many companies. Most of the time, the people are great and fun to work with. But sometimes, that’s not the case. What I have learned through out my 15+ years in the industry is to not being scared to turn a job, project or a client down. If it’s not worth it, it’s not worth it. Protect your peace and energy. It’s worth so much more in the long run. #pr #lifeasaconsultant #protectyourinnerpeace
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🔮 My Predictions: A Court Orders Ex-Candidate to Drop Engineer Title ⚖️ ✍️ As an industry expert, I have been following the recent news of a court order to a former federal election candidate, David Hilderman, to drop his engineer title. While this case may seem like a minor issue, it holds significant implications for professionals across all sectors and emphasizes the importance of accurate representation on social platforms and resumes. 🛠️ In my analysis of this situation, here are my predictions for the immediate and future impacts: 1️⃣ Legal Precedent: - This court order may set a legal precedent, establishing clear guidelines on the use of professional labels on social media platforms. - Individuals misrepresenting their qualifications could face similar actions in the future. 2️⃣ Increased Scrutiny: - Companies and recruiters may place heightened scrutiny on candidates' qualifications, particularly when it comes to technical roles. - Verification of credentials and experiences might become more stringent. 3️⃣ Industry Standards: - With the spotlight on misrepresentation, professional associations and regulatory bodies may revise their guidelines and codes of conduct. - This step will reinforce the importance of accurately conveying professional identities. 4️⃣ Ethical Awareness: - Professionals will become more conscious of the ethical implications of misrepresenting themselves. - The focus will shift towards fostering transparency and promoting integrity within professional narratives. 5️⃣ Brand Reputation: - Individuals and businesses thrive on trust and authenticity. - Transparency and clear communication of qualifications will play a vital role in maintaining a positive brand reputation. 💼 #ProfessionalIntegrity #EthicalStandards #CareerTransparency #LegalPrecedent #BusinessEthics🔎
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Corporate Governance | Risk and Compliance Analyst | US Navy Veteran
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