executive recruiter

Recruiting Game-Changers

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As much as I detest pro-sports (with the exception of the “BroncoGators”) and particularly the whole LeBron hoopla, I could not pass up Dr. Sullivan’s article without commenting. If you’re a game-changing finance executive or CFO, the article is well worth the read. 

Here are a few of Sullivan’s comments, followed by my thoughts:

“Google for example has estimated that a top-performer generates three hundred times more revenue than an average performer.”

The difference in salary between an average performer and a top performer can be quite large … but only if you are a visible, in-demand target with the ability to clearly communicate your value.

“… game-changers, innovators, and top performers truly are different and must be recruited in a unique manner.”

Sullivan has a list of characteristics that describe these talented executives … among them, they are not actively looking for a position, they dislike standard recruiting practices, and there is often a negative career-impacting event that moves them to begin thinking about probing potential opportunities. 

At the risk of beating a dead horse, as a senior-level executive – finance or otherwise – it is critical to proactively manage your career with the mindset that you are only ever between searches. Eventually you will move. Getting the game-changer positioning and staying on the radar screen of those people who need to know about you is a good career habit, and one that needs to begin while you are still happily employed and, in the eyes of the recruiter, the “most desirable” candidate.

“Shift to a “game-changing recruiting approach.”

Lesson #3, while written for the executive recruiter to recruit game-changers, could just as easily be a roadmap for a successful positioning / search strategy by game-changers.


If you want to play, you have to understand the rules. Game-changers hold immense power … once they understand how the game is played.

The CFO Market is Moving

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I had a long conversation with one of my favorite finance executive recruiters yesterday. Among other things, we compared notes on what’s happening in the CFO market. We agree … after 12-18 months of hunkering down, senior finance executives are now confidently looking around and beginning to move. 

My poll at SmartBrief for CFOs last week confirmed this observation with a whopping 20% of respondents saying they were heading out the door. 

Two possible reasons CFOs are stretching and beginning to flex their muscles …

— CFOs are making the command decision that it’s once again safe to test the waters. And they need to be proactive. Hunkering down is merely survival mode and ensures nothing.

— PEs, VCs, and Boards are looking at their companies and saying,  … thanks Mr. CFO, but now that you have restructured debt and streamlined processes, we need a CFO who will guide our growth strategy and it’s time to change leadership.

Survival mode is giving up control of your career to someone else. Someone who doesn’t have “your” best interests in mind, but rather, has their company’s (investment) best interests at heart. What is good for the company in the short term is not always what is good for the sitting Chief Financial Officer.

If you haven’t clarified your unique value proposition (what do you have that a company is willing to pay to get), created compelling marketing documents, Googled your name to see what others are finding about you, and begun a proactive campaign to raise your visibility and credibility … you might just find yourself left in the dust.

The High Cost of Taking the Wrong Position

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Brad Remillard, a 25-year executive recruiter, authored a blog post about the high cost of making a bad hire. It is definitely expensive.

It also made me wonder if you, Mr. CFO Search Candidate, have given thought to the high cost of accepting the wrong position. 

Failure is an option

Taking the wrong position or taking the right position at the wrong company is a recipe for failure. A sound reason for making sure you are very clear about what you have to offer and to whom!

That is precisely why I am such a fan of branding. When you understand your authentic value (brand) and the market you serve (target), decision-making is much easier. You attract the “right” opportunities and repel those that are not a good fit.

Sadly, failure …

Sticks like glue, 

And, you have to explain it. 

Do you really want that mess as the lead in under Employment History on your resume? This job market is tough enough without adding a conversation around a bad decision that led to 1) no contributions and/or 2) leaving shortly after you’re hired. 

Dissatisfaction leads to job search mode … again

Job searching is not fun. It’s hard work, filled with rejection, undermining confidence, and can even lead to desperation. Desperation can lead to repeating the same cycle of choosing the wrong position and/or the wrong company, again.

Passive candidates who are open to hearing about new opportunities HOLD THE MOST POWER. It may not be right, especially given the current market, but it is true. Making great decisions about where you go and when is a smart, long-term career management strategy.

The Most Connected Man on Earth is in the Forum

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I am so excited that Ron Bates will be joining us in the Forum on February 19 at 4:00 p.m. Eastern. And you might be, too when you find out who he is!

Ron is a Search Consultant with Executive Advantage Group’s Silicon Valley Office. With +35,000 direct contacts across multiple on-line professional networking platforms, Ron has been referred to as "the most connected man on Earth." You can view his detailed networking profiles on LinkedIn and Ecademy.

Many of you who were kind enough to participate in the research survey mentioned Linked In and networking as some of your challenges. For example, a few didn’t really understand the importance of being on Linked In or, they were on Linked In but didn’t really know how to use it or, want more networking connections and would like to understand how Linked In can help increase connectivity and visibility.

Well, from a career perspective, who better to ask than “the” most–connected person who just so happens to be an Executive Recruiter. Ron is not only knowledgeable about Linked In, he is knowledgeable about how recruiters use Linked In and he is a great person to add to your network.

If you are a member of the CFO–Career–Forum, log in and register today for our conversation on February 19 at 4:00 Eastern. If you are not a member of the CFO–Career–Forum but you are a senior-level finance executive and want to join the call … register here! If you are not available at 4:00 p.m. Eastern on February 19, the call will be recorded, but you must register in advance to receive the recording.

Additionally, we want Ron to answer YOUR questions about Linked In. Please email those to me at cindy@cfo-coach.com prior to the 19th (the earlier the better so we can get them in the queue) or IM them to me during the call at Coach Cindy.