Company leaders with critical HR job openings benefit from our curated pools of vetted, top-tier HR talent, that transform and strengthen their HR department. The HR Search Co. is a US-based talent search firm specializing in the sourcing and placement of the brightest HR talent in Fortune 1000 and private equity portfolio companies. We execute contingent and retained searches, and we place HR contractors. We are former corporate HR Leaders, so we truly understand what you are going through as you navigate the search process for a key leader on your team. We are one of the only HR-dedicated staffing partners to offer full-spectrum selection support services from sourcing, to assessment, to onboarding coaching. Contact us today. (470) 894-7966 or email us directly at [email protected]. Visit www.hrsearchco.com and follow this page!
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US，Georgia，Atlanta
Partner, HR Search Co. - Providing access to curated pools of vetted, top-tier HR talent with industry-specific experience. Placing HR professionals on contract assignments.
Are you an HR Generalist on the HR Business Partner track? Do you live on the west side of Phoenix? If so, DM me. We have the job for you! Follow HR Search Co. for the latest in the HR job market.
I look at tens, sometimes hundreds of HR resumes a day. My top 3 things you should do to get your resume on top of the pile: 1. Tailor it to the job 2. Keep it clean and easy to read 3. Get it in the hands of the hiring manager as directly as you can How do you do #3? Research on LinkedIn and figure who at the company has a title that would likely be the hiring manager (your future boss). Then go to hunter .io and put in the company name. They will tell you what the email protocol is (last.first, first.last, first initial/last name etc.). Then send a short email to that person with your resume attached. Make your email forwardable in case you found someone adjacent to the hiring manager. Good luck! Follow HR Search Co. for the latest in HR search and tips on how to land your dream job. DM Rick Denius if you are an HR leader with a confidential HR job to fill.
Partner, HR Search Co. - Providing access to curated pools of vetted, top-tier HR talent with industry-specific experience. Placing HR professionals on contract assignments.
CHRO's hire me to help them find A-player HR talent for their teams. I lead the HR Search Co., an HR-focused executive search firm that I founded in 2017. Our mission, what drives me, is to be a part of the success of others (people and companies). You probably already knew all of this, but sometimes I like to post a reminder! Let me know if we can help you. Follow HR Search Co. for the latest in HR and Corporate Counsel search.
Partner, HR Search Co. - Providing access to curated pools of vetted, top-tier HR talent with industry-specific experience. Placing HR professionals on contract assignments.
Hello LinkedIn network - I’m looking for some referrals. The HR Search Co. has been retained to hire a Global Head of Total Rewards for a growing PE portco in the entertainment industry. Please contact me with leads - we need someone with experience leading the global TR function for a 30K employee, $3B company. Key responsibilities include leading Comp, Ben, and Rewards/Recognition, and overseeing a team of 10. This Comp-leaning TR leadership role supports a company based in the UK, but is a US hire, primarily remote with occasional travel to the US HQ on the East Coast. Ideal candidates will have experience leading a PE portco through an IPO. The position reports to a fantastic CHRO, and equity is included in the total compensation package. Thank you! Follow HR Search Co. for leads on executive HR and in-house Counsel roles.
As a reminder, we do 3 things, and we do them well: - Help CEO’s find talented CHRO’s - Help CHRO’s find transformative HR leaders for their leadership teams, when there is not an internal successor - Place dedicated, hourly Recruiters on contract assignment, to help your TA function through periods of high volume #HR #HRleaders
Great insights from Chris Carpenter …
Business Transformation Leader | Strategic Org Design & Implementation | Operational Excellence | Post-Merger Integration
“…gradually, then suddenly.” That’s a quote from the book The Sun Also Rises that aptly captures how many companies, especially legacy media, feel about the disruption they have experienced. I know many of my former colleagues feel this way, but it truly wasn't gradual or sudden. This notion comes into sharp focus today, with Netflix reporting earnings: a company, by the way, whose?market cap now exceeds the combined market caps of DIS, PARA, and WBD. I am sure we all distinctly remember Jeff Bewkes's now infamous “Albanian army” quote from 2010. Without rehashing the entire “innovators dilemma” narrative, that is precisely the year that panic should have set in for legacy media. Why? Because NFLX ended that year with over 16% market share. That number is very important and was known to be so in 1962. According to the Diffusion of Innovation Theory, once an innovation reaches approximately 16% market share, a tipping point is reached and adoption accelerates rapidly—which is exactly what happened. Over the next five years, the early adopters and early majority took to Netflix, and by the end of 2015, they had achieved nearly 50% penetration. We all know what happens next - PayTV begins its precipitous decline. Despite these data points, it was nearly four years later that Disney announced its foray into direct-to-consumer…hardly a timely response. This is scenario not isolated…by the end of 2010, Apple reached the tipping point for the iPhone and, only three short years later, Blackberry started its rapid fall. Facebook may have met the same fate as these other legacy companies had it not smartly acquired Instagram in April 2012 - arguably right as Instagram reached its tipping point. I share all of this now because companies are deep in their annual planning process, and some may benefit from a few gentle reminders about the importance of: 1.???????Using data to discern early signals from noise. 2.???????Remaining open to the negative case, not dismissing it. 3.???????Having a bias for action before it is too late. The sheer speed, number, and adoption rate of innovations coming to market (e.g., LED domes, low earth orbit satellites, GenAI, and autonomous systems) could “gradually, then suddenly” threaten many well-established companies. Plan accordingly.
Partner, HR Search Co. - Providing access to curated pools of vetted, top-tier HR talent with industry-specific experience. Placing HR professionals on contract assignments.
The Atlanta HR Leaders Breakfast Club had its inaugural meeting on Friday, and it was a great success. A big thank you to Shally Steckerl for delivering a thoughtful and insightful presentation on the Ethics of AI in HR Decision-Making. Top HR leaders from Atlanta came together at the Buckhead Club for this quarterly learning opportunity, fostering valuable networking experiences beyond their organizational boundaries. I extend my sincere gratitude to Shally, Angelique Denius, CPCC, ACC, and Peter Hwang for their contributions in making the event truly memorable. Special thanks to Belinda Kerr - I finally did it... #chro #HR #networking #HRLeaders
Partner, HR Search Co. - Providing access to curated pools of vetted, top-tier HR talent with industry-specific experience. Placing HR professionals on contract assignments.
How do you get your resume on top of the pile? Position yourself as THE person who has the skills and capabilities to solve the unique set of problems that led them to post the job in the first place. What does that mean? Look, the last thing a company wants to do is post a job. It is a last resort measure. Hiring people is costly - human capital (salaries, benefits, etc) is their largest operating expense. The hiring process is fraught with legal risk, and it takes time away from revenue-generating objectives. Before a company creates and posts a job, they do everything they can to find an internal solution - promoting from within, shifting work around to different "plates", re-evaluating resources and workflow. Only after they determine that the only way they can solve their problems in a particular area is through hiring someone new, will they post a job. What does that mean for you, the jobseeker? You have to unequivocally separate yourself as THE best option who can solve the unique set of issues that led them to post that specific job in the first place. This means research, engaging people with insight into the company and their situation. It means carefully tailoring your resume and messaging around what the COMPANY needs in THIS role, not nessarily everything you can offer. Follow HR Search Co. for the insights and opportunities in HR, Finance, and Corporate Legal.
Partner, HR Search Co. - Providing access to curated pools of vetted, top-tier HR talent with industry-specific experience. Placing HR professionals on contract assignments.
The hidden job market is a real place, where companies fill jobs confidentially. Why would a company engage a search firm to conduct a confidential job search? They are likely managing out an underperformer, or they're getting ahead of a reorganization that hasn't been announced. A good number of the senior leader searches we conduct fall into this category. It is normal to see search firms advertise jobs without revealing a company name. This is why it is always a good idea to respond to a Recruiter when they reach out to you. They proactively searched you out. Even if you are not looking at the moment, search firm Recruiters are great contacts to have. They can offer you a glance at jobs you won't find posted elsewhere. Follow HR Search Co. for HR and corporate legal leadership jobs, and for the latest tips on the job market.