![]() With the addition of David, we have substantially strengthened our technical expertise and access to senior executives in financial services to bring clients the global talent they need to thrive in the era of technological and regulatory change.” Of all of the changes confronting investment managers, artificial intelligence, robotics and distributed ledger technologies hold the most potential to transform the industry. “One such area is the financial services sector where investment management firms are facing increased competition, fee pressures, shifting client preferences and ever-changing regulation. “Calibre One is continually looking to expand into new industries that are undergoing digital transformation,” said Dan Grosh, managing partner of Calibre One in San Francisco. Schumer will further strengthen Calibre One’s global financial technology practice and lead the company’s broader expansion into serving financial services clients, including investment management and insurance. Schumer as a partner in its New York office. A company where diversity is acknowledged and embraced becomes much more competitive in the talent market, as prospective candidates seek out companies that support hiring diverse candidates.Calibre One, a global boutique executive search firm specializing in building diverse leadership teams for technology innovators and companies undergoing digital transformation, today announces it has hired David J. It sharpens their abilities and it shapes company culture, bringing new ideas and decision-making into an organization. Realistic concessions may need to be made on experience, location, compensation, or even telecommuting to successfully recruit the desired diversity candidate.Ĭommitting to a search process for a diversity candidate can be a tough path, but is extremely valuable for our executive partners. Recognize that diversity is a difficult ask given the market for executive talent.Some of our best diversity hires have surprising, unorthodox career profiles, including an up-and-comer with fantastic performance in another industry and a candidate who reinvented her career for a strong second act. Decision-makers should accept the risk of valuing a candidate’s ambition and potential over their immediately relevant experience.We have found that that the cumulative impact of soft skills are more vital for sustainability within the organization than expertise. Instead, focus on a candidate’s emotional intelligence, problem-solving, proven ability to deal with adversity, impact in prior roles, and culture fit with your organization. Vertical expertise or educational credentials are important, but are narrow proxies for competence that limit which candidates will pass early screenings. The hiring team should be more complete in evaluations.Has your company demonstrate an inclusive environment, cross-cultural understanding and room for advancement? Do you have extended maternity benefits? Has leadership embraced diversity as a priority? It is exceptionally hard to recruit for diversity if your company is not “walking the walk”. To attract diverse candidates, demonstrate your proven culture of diversity.We all know the challenges to hiring diversity candidates for executive roles: the lack of a deep candidate pool, gender bias (often unconscious or inadvertent), fear of hiring a candidate without ample experience, and the reality that sought-after, high-performing diversity candidates are often more expensive than their peers.Ī shift in hiring strategy can help diversity searches move faster, with more economy, and with top candidates. The bad news: our clients are often reluctant to commit to the time and cost to recruit a diverse executive or, just as common, they are too risk averse to make adjustments that would include diverse candidates in the search. The good news: every one of our silicon valley clients demands a diverse slate of executive candidates on retained searches. ![]()
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