Colin Lernell’s Post

⚡️With 23+ years of Creative Industry Recruiting success, I have a lot to share. My Creative Jackpot Newsletter is now available for Creative Leaders and Hiring Managers! Join over 4000 creative leaders focused on building their dream team. Over the coming months, I will email you tips and insights to help you attract the right talent, know when to open or close a job, and when to ask for help. Sign-up link in the comments below.

🚀 **Why Partner with a Specialized Executive Search Firm?** 🚀 In today's competitive market, finding the right leadership is crucial for driving business success. Here's why leveraging BrightSearch, a specialized executive search firm, can make all the difference: 🔍 **Expertise and Focus**: Our firm has deep industry knowledge and understands the unique challenges and opportunities in the edtech sector. 👥 **Extensive Networks**: We have access to a vast pool of top-tier talent, consistently uncovering candidates not actively looking but open to “the right opportunity.” ⏱️ **Time-Saving**: With our dedicated team focused on your search, you can fill critical roles faster and more efficiently. 🎯 **Precision Matching**: We ensure candidates not only have the right skills but also fit your company culture and long-term vision. Partner with BrightSearch and elevate your leadership team to new heights! 🌟 #ExecutiveSearch #Leadership #Recruitment #TalentAcquisition #BusinessGrowth #GoBrightSearch #BrightSearch #EdTech #EdTechRecruiting #Education #Technology #intentionalrecruiting

Executive Recruiting: Building an executive or C-suite career takes thoughtful strategy on each step of your professional path. During this time of thanksgiving, we encourage you to consider evaluating your next phase of career growth. Natalie, Antonio, and our executive recruiting team have years of experience partnering with seasoned high-level professionals to assess these key factors:   1. Achievements – How can your accomplishments fuel your next leadership role, and what environment is necessary to reach your next milestone? 2. Phase growth– When you assess your expertise, what is the next type of role that challenges and inspires you while providing avenues to create impact? 3. Industry knowledge – Where is the future of your industry headed? How can your next role position you to be at the forefront of your industry’s evolution? If you’re ready to take your career to the next level with us, visit https://lnkd.in/g7-D9ymS. #executivemindset #csuite #careerplanning #growth #partner #recruiting #thanksgiving 

Why are leadership hires so challenging? 🧐 👇 Usually, because they require significant effort (and most hires don't get the effort needed to get it right). 👉 𝙀𝙛𝙛𝙤𝙧𝙩 𝙢𝙚𝙖𝙣𝙨 𝙡𝙤𝙤𝙠𝙞𝙣𝙜 𝙖𝙩 𝙖 𝙬𝙞𝙙𝙚 𝙖𝙧𝙧𝙖𝙮 𝙤𝙛 𝙘𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚𝙨. 👉 𝙀𝙛𝙛𝙤𝙧𝙩 𝙢𝙚𝙖𝙣𝙨 𝙡𝙤𝙤𝙠𝙞𝙣𝙜 𝙥𝙖𝙨𝙩 𝙩𝙝𝙚 𝙦𝙪𝙖𝙡𝙞𝙛𝙞𝙘𝙖𝙩𝙞𝙤𝙣𝙨 𝙖𝙣𝙙 𝘾𝙑𝙨. 👉 𝙀𝙛𝙛𝙤𝙧𝙩 𝙢𝙚𝙖𝙣𝙨 𝙛𝙞𝙣𝙙𝙞𝙣𝙜 𝙥𝙚𝙤𝙥𝙡𝙚 𝙬𝙝𝙤 ‘𝙜𝙚𝙩’ 𝙬𝙝𝙖𝙩 𝙮𝙤𝙪 𝙙𝙤, ‘𝙬𝙖𝙣𝙩’ 𝙩𝙤 𝙙𝙤 𝙞𝙩 𝙖𝙣𝙙 𝙝𝙖𝙫𝙚 𝙩𝙝𝙚 ‘𝙘𝙖𝙥𝙖𝙘𝙞𝙩𝙮’ 𝙩𝙤 𝙙𝙤 𝙞𝙩. And it's surprising how often we come across Business Owners or Founders who aren't putting the right effort in. Nothing good happens without the right energy behind it. And since a leadership hire could make or break your business, 'Traditional’ hiring just won’t cut it… 🤨 This means avoiding practices such as the ‘little black book’ and ‘CV keyword matching’. 𝙄 𝙬𝙤𝙧𝙠 𝙪𝙨𝙞𝙣𝙜 𝙖 𝙛𝙧𝙖𝙢𝙚𝙬𝙤𝙧𝙠 𝙩𝙝𝙖𝙩 𝙛𝙞𝙣𝙙𝙨 𝙘𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚𝙨 𝙬𝙝𝙤 ‘𝙜𝙚𝙩’ 𝙞𝙩, ‘𝙬𝙖𝙣𝙩’ 𝙞𝙩 𝙖𝙣𝙙 𝙝𝙖𝙫𝙚 𝙩𝙝𝙚 ‘𝙘𝙖𝙥𝙖𝙗𝙞𝙡𝙞𝙩𝙮’ 𝙩𝙤 𝙙𝙤 𝙞𝙩. Once I get that vital leadership hire right, that person can make sure every other hire is right for that company 🙌 Leadership hires are challenging but are worth it if done right 🤩 #ceo #ceoinsights #founder #sme #leadership #entrepreneur

Evaluate your career path and let us help you with your career growth!

Boss the process. Hiring managers don’t always know exactly what they’re looking for. If you’re a unicorn, you may need to help the hiring manager to define the role and how you could add value to that role in ways they may not have already thought of. The best candidates already have a plan in mind for themselves and how to present it to a hiring manager. They know their value and how they can add value to an organization. These are the types of candidates that tend to get senior-level and leadership positions. Hat tip to Tamara Adlin for the great insight.

𝗝𝗼𝗯 𝗽𝗼𝘀𝘁𝗶𝗻𝗴𝘀 𝗗𝗢𝗡'𝗧 𝗪𝗢𝗥𝗞 𝗳𝗼𝗿 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝘀𝗲𝗮𝗿𝗰𝗵𝗲𝘀. True A+ players aren't out looking for jobs. And they 𝙙𝙚𝙛𝙞𝙣𝙞𝙩𝙚𝙡𝙮 aren't searching job boards for their next opportunity. Instead, the 𝗕𝗘𝗦𝗧 executive leaders have to be found and attracted to your opportunity. From our experience, if you are serious about bringing in the 𝙖𝙗𝙨𝙤𝙡𝙪𝙩𝙚 𝙗𝙚𝙨𝙩 𝙥𝙚𝙧𝙨𝙤𝙣 for that next key executive role at your company...you need to hunt for them. 𝗧𝗛𝗜𝗦 is what it takes to land top talent at your organization 💪 #hiring #executivesearch #leadership

Managers, executives, leaders of LinekdIn - 𝐈 𝐧𝐞𝐞𝐝 𝐲𝐨𝐮𝐫 𝐡𝐞𝐥𝐩! I've stumbled upon a post on Reddit that went something like this: A manager hired someone a year ago. She is great at her job albeit a bit socially awkward. This is her first real job out of her grad school. One thing that really bothered him is that she seems always so stressed out during their weekly 1:1 meeting. He thinks she is afraid of failure and getting fired, and the fact she supports her family could be adding to her mental duress. No one has been fired recently, and he isn't planning to fire her anytime soon either, especially because she does such specific tasks that they heavily depend on. 𝐇𝐢𝐬 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧: "How should I approach this so that she feels more at home?" 𝐌𝐲 𝐚𝐧𝐬𝐰𝐞𝐫: I would literally tell her exactly what you wrote in your post. Nothing beats truth and transparency. So tell her that: 1. She's doing a great job 2. That you understand she's nervous since it's her first one since graduation 3. That despite the tight labor market, so far you haven't been firing people or looking to do any layoffs for the time being 4. That you are comfortable with being dependent on her for those specific tasks and look forward to help her succeed in this role and any future ones. This is a key bit - she needs to see a path upwards, a path to promotion, something behind the hill to motivate the climb up If you want people to feel "at home", you need to act like you would at home - be direct, honest, genuine, transparent. Set expectations, reward and compliment EFFORT (not success because it's not always granted, we can only control the inputs). I think it's great that you are approaching this the right way, so you should also compliment yourself for being a good manager 👏 𝐌𝐲 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬: Would you agree with me or provide a deeper/contrarian insight? What am I potentially getting wrong, and how can I improve my stance and leadership skills? What did I leave out that you think is super important in my answer to him? Thank you for your help! 😊

Before an offer is extended, make sure the candidate you are looking to hire has a clear vision around. 1. What will be expected of them 2. The resources and budget they will have 3. Team size, reporting structure, and mandate to hire 4. Goals, both company and function 5. Travel, hours, and pace required 6. Promotional and growth path, even if loosely defined (you don't need to make promises) The last few years we've seen GTM leadership tenures drop below two years. We know the market has been volatile but in many cases candidates and founders are not aligned from the jump. Most of this can be avoided if you manage expectations prior to hiring/accepting an offer.

Is your job at risk? Here are some signs you should look out for… Noticeable reductions in your responsibilities or influence, frequent organizational restructures, and budget cuts can be red flags. Pay attention to changes in company performance, such as declining revenues or profits, and publicized financial troubles. A shift in leadership or strategy that sidelines your role or expertise can also indicate potential risk. If communication from senior management becomes opaque or there’s an increase in layoffs, it’s prudent to start considering your options and preparing for potential transitions. Ready to do an evaluation? Click the link in my bio for a Free 30 minute Career Achievement Strategy Session.