Blog

In the discovery process we take firm owners through to help them gain clarity on the type of person they are seeking to hire, one of the most sought-after characteristics our clients ask for is “natural curiosity”, or sometimes referred to as intellectual curiosity. In this month’s article, we will examine what natural curiosity is, how to identify these traits in candidates you might be recruiting, and the pros (and some cons!) of hiring an intellectually curious candidate.Simply put, ...

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This is the third and final part of our three-part series on how to get your offer accepted. Part 1 spelled out the table stakes, part 2, and this month we describe what some of the major differentiators are, and how firms are utilizing them to win over candidates who are considering multiple job offers. You can still find good people in this tight talent market so consider adding one or several of these if not already to get your candidate to say “yes”!Major Differentiators Head up a new ...

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Last month, we looked at what constitutes table stakes in an offer letter. This month, we explore what minor differentiators look like and how some firms are using these to get candidates to say “yes” to their offer.Minor DifferentiatorsTeam-member-first culture - Every firm says they offer this, but there is a clear difference between the firms who have more of the mentality of “if it weren't for the clients, you wouldn't have a job.” When the truth is that if you didn’t have your team, you ...

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Hiring the right people for your firm can be a challenging time-consuming endeavor, especially in today’s talent market when job seekers have most of the leverage and multiple job offers to choose from. Hopefully you have not had a job offer rejected, but if you have - you aren’t alone. One recent research study by CareerPlug found that 58% of job seekers had declined an offer of employment. In this three-part series,  we want to describe what we see each day as table stakes or the minimum ...

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Happy New Year! To continue to capitalize on the momentum you gained last year, start this year off right by making sure you have your teammates in the correct roles within your firm. Having the right person in the wrong fit role (the “wrong seat”) substantially detracts from any efficiencies and scale you have achieved. In our work with firms across the country, we see top candidates not be able to deliver top-tier results because, sometimes, they are in the wrong spot. In this month’s ...

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