In my 35 years of recruiting, I can't remember a happy ending to a case where an individual resigned and then accepted a counter offer to stay at his or her current employer. Why is that? Counter offers usually don't address the underlying reasons why people want to leave their current positions.
Individuals change jobs for a variety of reasons. Their current role may lack intellectual stimulation, career development or progression opportunities. He ...
After a successful 11-year run at Cubist Pharmaceuticals, former CEO Rob Perez asked himself, what next?
“While I loved (almost) every aspect of leading Cubist, my favorite part was helping to develop the unique culture that was a hallmark of the organization. And a big part of that culture was our extraordinary commitment to the community,” he said.
“There were many enticing and, frankly, flattering offers, but I found that nothing provided a greater return ...
I see it all around me in San Francisco. While the computer science and electrical engineering graduate makes off with a six-figure salary right out of college, working for the likes of Google, Facebook, Twitter, and their wannabes, the lowly philosophy major questions his or her existence while working for a struggling nonprofit, the only job that was available and took months to land. And that entry level nonprofit job doesn't come close to ...
"W e want someone who can think outside the box."
As a well-worn business cliché, this phrase elicits groans from hiring executives and recruiters alike. But considering the competitiveness of the executive talent market, the lowest unemployment rate since 1969, and increasing awareness of the need for diverse perspectives in the workplace, looking outside your industry or sector for leading candidates is on the rise. A non-traditional hire with different perspectives can inject sorely needed ...