Talk about life being a full-circle! I started in recruiting in 1992 and eventually went into executive search running my own business. In 2005, I had a client recruit me to build an internal recruiting function because they were spending millions of dollars every year on external search; and for the last twelve years, in two Fortune 500 companies, I have worked tirelessly to bring recruiting in-house. Now here I am, back in executive search,

Categories : Executive Search
Posted by TitanTalentPartners

The Liquid Workforce: It’s Not Science Fiction, It’s Our New Normal

Today, some 38 percent of workers say they feel more comfortable working as an agile employee (aka independent) than a permanent employee. Why? Here are the Top 3 reasons:

  1. Flexibility of Hours;
  2. More Control over my Career;” and,
  3. I can pursue my passion” (in that order).

By 2019 it’s estimated that up to 50 percent of the workforce will be “agile,”

Categories : Uncategorized
Posted by TitanTalentPartners
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The CEO who is willing to act on talent management issues will undoubtedly sleep better at night.


Categories : Executive Search, Services, Talent Management
Posted by TitanTalentPartners

Our search practice has refined the art of recruiting down to a science and we aren’t afraid to share the secrets to our success and how we have had hundreds of successful hires. Three primary things have driven these results. 

Categories : Executive Search, Services
Posted by TitanTalentPartners

Continuing our series reviewing Talent Metrics that Matter.  In this post we’re going to review flow through rates. Flow through rates are an excellent way to measure multiple steps in a process.  It measures the level of efficiency of each step in the process by percentages from one step in the process to another.  In a recent example with one of our clients they engaged us for our Process Improvement Service Offering. Below is a flow

Categories : Metrics that Matter, Process Improvement, Services, Talent Management
Posted by TitanTalentPartners
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This is the second part of our series reviewing Talent Metrics that Matter.  In our first post we focused on Hiring Manager satisfaction of their experience.  In our second post we are going to look at an often neglected area of Quality of Candidate Experience. As we stated in our previous post we are looking to have the candidates share their voice of their experience as they have gone through your hiring process.  This is

Categories : Benchmarking, Metrics that Matter, Services, Talent Management
Posted by TitanTalentPartners
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