How to Go Hunting for Your CEO
Let someone else steer the ship.
photo credit: Corrine Kutz
This post originally appeared on Hey Mama.
Written by: Syama Meagher
Scaling your business requires a capable CEO who can steer the ship, make short and long-term decisions, and keep everyone on track. The CEO will also report in to a board of directors, and can marry the bottom line of investor/financial needs with the day-to-day operations of the business. A great CEO will ultimately give you the opportunity to be the Chief Innovator or Chief Visionary of your business. Not all founders should be, or need to be, CEO of their companies. Being the CEO can kill your dream if you are not into financials, managing teams and be willing to separate what’s right for the business vs. what you feel is right. If you think you are ready to hire a CEO then read on to make sure you land yourself a good one.
Evaluating Skill Set and Experience
Bringing a CEO onboard requires that they have a strong skill set and set of experiences that you don’t have. To avoid redundancies, make sure you have a solid list of your core competencies. In addition, you should evaluate your goals with your business. Are you interested in selling it eventually? How big do you want your business to be? Identifying your long-term goals will assist you in finding the right CEO who can make it happen.
“Bringing a CEO onboard requires that they have a set of experiences that you don’t have.”
Personality Profile
I wish there was a Match.com for finding a good CEO. It’s certainly challenging to meet someone who can share a vision for your business, yet also has the right personality to execute on it. A CEO’s primary responsibility is managing the all-star team, and therefore all the major department heads on your big or small team should meet with the CEO to test for fit. A CEO that has been brought on by investors or the founder in a small company without any briefing will be greeted with some resistance- primarily because people are afraid of change. To ensure a smooth transition and high levels of performance, really think about the personality fits of your current employees.
“A CEO that has been brought on by investors or the founder in a small company without any briefing will be greeted with some resistance- primarily because people are afraid of change.”
Hide and Seek
Finding your dream CEO will take time. Angel List is a great place to post your job opening. Angel List attracts innovative businesses and employees in a primarily tech dominated space. I also suggest to my clients that they talk to their current CPA’s and lawyer’s as they tend to travel in C-level circles working with investors, founders and CEO’s. LinkedIn is also a valuable resource to seek out CEOs and vet for experience.
A note on Interim CEO’s
I’ve served as an interim CEO for fashion companies in the past and it’s been useful for companies in two ways. First, it’s great for startups that know they need some guidance and direction as they build the structure and are hiring more key players. Secondly, it’s helpful for brands that are in transition and are having difficulty finding the right long-term fit. An interim CEO will be on board for 6 months to 1 year. A long-term CEO should be someone with your business 5 years +.
How much will this cost?
Expect to pay a full-time CEO between $75,000 – $400,000 a year depending on experience and the size of the business. You can hire a part-time CEO, but that is only really effective in smaller startups. Alternatively, you can hire a strategic consultant who can help groom you with CEO skills and the cost will range between $150-500 hourly. This is not a bad idea if you just need some direction and an experienced advisor.
What exactly should your CEO be doing?
I love Steve Robbins’ job description for a CEO:
A CEO should be doing “everything” Everything includes:
1. Setting strategy and direction.
2. Modeling and setting the company’s culture.
3. Building and leading the senior executive team.
4. Allocating capital to the company’s priorities.
In essence, the failure or success of the company will rest in the hands of your future CEO. This is why hiring a CEO can be such a difficult process and time consuming. Most startup founders will want to stay on as long as possible as the CEO of their ventures, and most investors will want you to stay on as well. Your impact on your business and getting it this far is impressive and all parties involved, employees and investors, will need your passion and vision to stay strong. Good luck making this big decision for your business!
Syama Meagher is a retail strategist and CEO of Scaling Retail. She works with fashion brands and retailers on product and brand launches internationally through ecommerce, wholesale and brick & mortar. Syama has previously worked for Barneys New York, Gucci, AHAlife and Macy’s. To build your brand and create a profitable business visit www.ScalingRetail.com and email hello@scalingretail.com
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The 4 Non-Negotiables to Look for When Hiring
The secrets to building a great team.
photo credit: Sara Forrest
Katherine Warnock, General Manager at Darling says that one of her greatest strengths as a leader in business is her ability to hire and create a dynamic team.
Katherine says, "through the years my love for people, in all their uniqueness, coupled with my background in strategic, creative and branding-based management has developed a keen eye for talent."
Instead of trying to answer the impossible blanket questions, "how do you build a team?" she tries to point to the rarely promoted non-negotiables when it comes to building a dynamic, driven and seamless team. Here are her top four:
1. CULTURE
This is one of the most important elements I look for when hiring. I am always asking myself when making a hire, “Is this person going to add to our culture or bring it down?” I want contributors, not distractors. I want peaceful seekers of excellence and bold communicators, not toxic gossips or entitled mentalities. I’m very protective of the atmosphere I, as a manager, am asking my staff to spend a majority of their time in. I learned long ago that one must tend to culture the same way one tends to a garden — with intentionality, love and a commitment to warding off the weeds.
2. IDENTITY
Sense of self. I want to know who you are and that you know who you are. It is important to me that you know not only your strengths, but that you are also at peace with your process in the areas you still need development in. The art of process and development is so often overlooked by managers. I have no problem hiring people that still need development. I do, however, steer away from hires where I do not feel a potential employee is self aware of what they do and do not bring to the table.
I love someone who knows their weaknesses and who isn’t afraid of the fact that they are still on a journey. I can work, mentor and shape those types of people. I don’t have room for ego or pretenses; I do have time for process.
3. RESPECT
Do they honor well? Honor and respect are the foundation from which I manage and are therefore traits that I require in any hire that I make. I want to build a culture around people who understand the potency of respect and of giving honor to those above them, around them and below them. I will not hire someone that lacks in this.
So many organizations and businesses today want to see the world changed, sustainable enterprise garnered, people united, impactful reach developed and walls broken down; it’s all an admirable pursuit that starts here, both in making the posture of respect and the ability to honor requirements in any hire.
"I want contributors, not distractors. I want peaceful seekers of excellence and bold communicators."
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4. TEACHABILITY
Can this person be molded? Or do they think they have arrived? Can I give them constructive feedback that yields mature dialogue? Or will I be met with defensiveness? When hiring I want to make sure I am building a team of teachable people who embrace and esteem the importance of growth. I do not care if you have a list of accolades as long as Steve Jobs or Mother Theresa, if you are not willing to press into the best version of yourself, alongside a community trying to do the same, then I will not hire you.
Bottom-line, no one sprints to line up for constructive feedback. It is hard and vulnerable for all of us, but I want to search out those who are brave enough to invite and even pursue feedback. That’s how we grow, by allowing that which we cannot see about ourselves, our blind-spots, be brought to the forefront so we can get there faster, together.
What makes me good at my job? I’ve learned that these foundational pillars can be replicable for anyone, anywhere — employer and job seeker alike — if we are willing to follow them and in equal measure let them mold us. I doubt many would disagree with the above, as they are all virtuous and estimable traits. To that end I’m not actually saying anything new or controversial here.
I’m more asking the next wave of business leaders and business makers (employees) to go beyond the singular, yet necessary, pursuit of abilities by expanding their scope to include these markers which will serve them and the vision far more than skills alone ever could.
An original version of this article appeared on Darling.
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5 Very Important Job Hunt Questions
And we've got answers.
photo credit: Sara Forrest
Emily Levine is VP of Career Group Companies, a staffing firm specializing in full-time and temporary placement of administrative staff for today's leading companies. Her sister, Natalie Boren, is Managing Director. Both have an inside track on the wild world of hiring.
Here they break down five common misconceptions about the job hunt, all designed to help you land the position you're eyeing.
IS SUMMER THE SEASON FOR HIRING?
When people come in to see us, they typically have no idea of whether it’s a good time to look for a job, or a bad time. We constantly hear, “What’s the market like out there?”
Often times people think that summer is a good time to go and interview because their boss’ are on vacation and their work load has slowed down. Summer is actually a very slow hiring season for our clients. That mens it’s a good time to meet with agencies/recruiters, but keep in mind that companies who are hiring aren’t usually as fast in the process over the summer. Lots of companies utilize summer interns, so after intern season is over, hiring tends to pick up! Think: a week or two after Labor Day. December can also be a slow time because of the holidays, but it’s an excellent time to find temp work.
IS IT GOOD TO TALK ABOUT GROWTH DURING AN INTERVIEW?
There is a fine line that a candidate interviewing for a role needs to straddle.
Being eager, motivated and focused on growth definitely shows that you have goals and want to succeed. However, if too much emphasis is placed on growth, a hiring manager usually feels like the person won’t be happy for long in the role that they are interviewing for. So it’s important to really emphasize that you are motivated, but also know that in joining a new company you have to earn your stripes and build trust, showcase what you can do, and then grow.
SHOULD WE GET INTO THE NITTY GRITTY?
I’ve heard it’s okay to talk about salary, hours, and benefits on the first interview. Is this true?
We usually say to let the salary, hours and benefits topic arise naturally, and we think it’s best for the HR manager or hiring manager to bring this topic up on the first round. You don't want them to think you are too pushy, forward or only focused on the money/benefits/hours.
THE HOT BUTTON QUESTION OF THE YEAR
Is it ok to talk about a work/life balance?
Be very careful how you phrase this. There is a difference between being a clock-watcher and wanting a work/life balance. It’s key to emphasize that you are NOT a clock-watcher. Hours in the office range depending on both position and industry. If you are someone who either prefers not to or simply cannot work overtime due to personal obligations (i.e.: picking your child from daycare), it’s always a good idea to highlight your commitment to your work even though you cannot work much overtime in the office itself. Today exempt employees are fortunate to have the ability to work from their mobile phones or log on their personal computers to work in the evening, as more and more companies are granted exempt employees after hours access. Just remember - always highlight your work ethic as being strong and always be a team player. Prospective employers want to know you are committed to getting the job done before you go home.
HOW DO YOU BEST UTILIZE A RECRUITER?
Is it best practice to reach out to a hiring manager directly when you are represented by an agency?
It’s extremely important to always go directly to your recruiter with any questions or concerns regarding your job search. Your recruiter has a relationship with the client and is more aware of anything going on in the background regarding your status with that particular client. Furthermore, in order for your recruiter to represent you with the most positive outcome in landing you your dream job, they need to be aware of everything going on.
To be considered by Career Group send your resume to their website directly! You can apply to jobs on: www.careergroupinc.com, www.fourthfloorfashion.com, orwww.syndicatebleu.com, and your resume will be routed directly to a recruiter.
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Congrats on Your Failure
Four women share the J-O-Y-S of losing their J-O-B-S.
written by: Jane Helpern
At first glance, getting fired is...not ideal. In many cases, it's completely unexpected, and can render your ego and bank account severely depleted (a special thanks to last week's #spenderbender for helping slide into that unemployment office in style). There's no denying that being canned is a tough blow. We're talking emotional, professional, and financial damages -- especially in the short term (First rule: don't wallow! Get proactive with our essential job hunting tips here). But, as you'll read today, getting the ax can also be incredibly liberating, and function as the much-needed impetus for progress, growth, and change. Below, hear from four unstoppable women who masterfully manifested getting fired into their best career move yet. Because when life gives you pink slips, make pink lemonades.
Name: Allie Greenberg
Occupation: Brand Marketing Manager for Richer Poorer
HOW IT WENT DOWN: The way I was fired was actually pretty fucked. There had been rumors swirling around for weeks that there were mass layoffs coming down the pipeline. Since my company was so nepotistic, there were a ton of people there who spent more time at the free coffee bar or playing ping pong than actually doing any work - so this didn't seem that shocking to me. The week it happened, they sent out an all staff meeting invite where the big boss basically told everyone some people were about to be fired and how bad he felt about it. In retrospect, it was VERY Hunger Games. Since I worked on one of the busiest teams (generating content for a social audience that was over 10 million people at the time) working 50-60 hour weeks, I assumed my job was really safe. They had actually just brought on an agency to help support us because we were so busy and social media, in general, was exploding. I thought I was fine. Little did I realize they brought on the agency to replace us and the weeks prior when I was walking them through my piece of the puzzle I was actually training them to take my job.
“When life gives you pink slips, make pink lemonades.”
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HOW YOU FELT: I think there were about 60 people fired that day. Initially, I was really shell-shocked. My job paid quite well, I worked ten minutes from home, and I had become best friends with two of my coworkers. That said -- I hated that job. HATED. I had a boss that created a glass ceiling for me and stood in my way from any true growth or promotion. Plenty of ideas I pitched got killed and anything that didn't, I never felt like I actually got credit for. I loved the mission but didn't feel like what I saw on the other side was true to what we messaged.
THE TURNING POINT: I think while I felt supremely fucked over, I felt the massive relief of not having to get up and go to a job I hated. I also realized I kind of hated social media altogether and that I should take some time to think about what it was I actually wanted to do. I got a bunch of jobs offered right after I got fired but lived off severance, unemployment and rando freelance jobs while I waited for the right opportunity to come along. There were times where I thought it would never come along but yay, it did. Honestly it took awhile but THANK GOD I held out.
WHERE ARE YOU NOW: Honestly, nearly two years later at my current job I could not be more grateful for what happened. I have the most incredible boss who values me and my strengths and challenges my growth. She cares about making me better at my job and sees that by me being awesome at what I do I make her look more awesome. I truly, truly, appreciate the opportunities that come my way every day at Richer Poorer and the ownership I get to take in working towards a common goal. I never ever felt that at the job I was fired from.
Name: Kim Lash
Occupation: Sr Manager of Brand Marketing + PR at Nasty Gal
HOW IT WENT DOWN: I was working at a men's clothing brand to launch their women's brand. I was around 26-29 yrs old during my time there. I had dedicated almost all of my time and the majority of my energy towards this job. In some ways I lost myself in it. I was surrounded by mostly males in the hip-hop/action sports industry and often felt a lot of pressure. I got to experience some incredible moments and work with really talented people, but I also faced a lot of challenges. I sensed that some company changes were being made. Then one day they called to tell me the female division of the brand was being outsourced and they were letting go of the internal team immediately. At the time it felt extremely disappointing to be losing something I had worked so hard to launch. I knew it had taken over my life excessively, but being let go was still upsetting.
HOW IT FELT: Immediately after the job ended, I had a migraine for a week. I went to the doctor and she told me it was just stress. I had all this built up tension and it all came out when I stopped working there. I decided to take a couple weeks off before looking for a new role. During that time, I went to museums in LA I had never been to. I went to the beach alone. I felt my eyes were truly opened for the first time in a while. Then I started to interview for new jobs and was finding a lot more opportunities in New York. So after being in SoCal since I was six years old, I got up with no secured job and moved to NY. Shortly after being in NY, I got a job that was somewhat similar to my previous role. Then I decided to freelance. Most importantly I turned 30, I grew up, I found myself and I had a new perspective.
WHERE ARE YOU NOW: I am back in-house with a fashion brand in LA. And I am more grounded, while still being extremely dedicated to my job with a strong work ethic. By losing that job, I found how to respect myself. Ever since I have been much more fulfilled and better at my work.
“By losing that job, I found how to respect myself.”
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ADVICE FOR WOMEN WHO ARE STRUGGLING TO REBOUND FROM GETTING FIRED: I know it's cliche, but I think everything happens for a reason. Even if it feels horrible at the time, you will learn from the situation and grow while figuring out your next opportunity. There are always going to be positions that aren't a fit and positions that are a fit. I would say to go with your gut when making decisions regarding a new role. And that the people in your network who know you best are a great way to land new promising work.
Name: Sable Yong
Occupation: Freelance Writer & Beauty Editor
HOW IT WENT DOWN: I was working for a women's site that I like to dub the poor man's Refinery29, as an associate beauty editor. I was mined-off LinkedIn from a recruiter at that company and met with the Editor-in-Chief of the site. I wasn't super hot about the site, but as a freelancer, I figured it'd be good experience and a "legit" resume builder and career move. Anyway, she left the company three months in and was replaced by the living incarnation of Regina George, who in my eight months at the company managed to systematically pick off everyone on the team who wasn't on her agenda. After about four straight months of conflicting direction from the now three supervisors above me, I was pretty much always made to feel like I wasn't doing enough. Anyway, some weird Wordpress glitch about unsaved edits was blamed on me, and I was unceremoniously let go one Monday afternoon being told, "you've been asked to improve your work many times and we aren't seeing it so we have to let you go."
HOW IT FELT: It was a sucky feeling, but I'd be lying if my first reaction didn't involve great relief. I couldn't really get into it at the time, and there was a stern HR lady present to mediate or witness, so I was just like "OK" and got my things and left. It was ultimately for the best because it was confirmation that I should stop trying to get into an industry I want to be a part of the traditional way (i.e., starting with grunt work from the bottom and grovel my way up) and use my actual skills. When I wasn't distracted by my daily existential dread I could actually use my energy towards doing something fulfilling and career advancing.
THE TURNING POINT: When I went back to freelancing it was leagues better. I had greater insight into the inner-workings of the media/editorial world and way more editor and PR contacts. I was even, weirdly enough, mined from Google for a Dove campaign after their casting director found a story I wrote about dyeing my hair blonde. Generally, the pattern goes that any good opportunities that have come my way have been because of my own work that represents me, not a publication.
ADVICE FOR WOMEN WHO ARE STRUGGLING TO REBOUND FROM GETTING FIRED: Examine what you're really good at. Enjoy and do as much of that as you can, of your own volition. Marketing or positioning yourself to be perceived as someone experienced in whatever that thing is helps. Either way, I think when you approach what you want to do by playing to your strengths it works out better than trying to fit into someone else's mold. Also, always be saving your contacts.
Word to the Wise: “Always be saving your contacts.”
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Name: Nicole (No Last Name Given)
Occupation: Screenwriter
HOW IT WENT DOWN: I was fired on January 8th, the Friday after the 2-week winter break that is the only obligatory hiatus that the entertainment business collectively takes. During this hiatus, my mom had intense back surgery and I got in back-to-back car accidents; I knew something in the universe was off. That Sunday, the last day of winter break, I walked into my mom's room and told her, "I hope I get fired tomorrow." Low and behold, that Friday, I got the boot. Sometimes I wonder if I willed it. That entire week I noticed I was being dropped off inter-office emails. Things were being scheduled I wasn't privy to, only to find out that they were interviewing my replacement right under my nose.
HOW IT FELT: Getting fired is a shock to the system, even if you do will it. You immediately feel inadequate and useless. Stressors like money and career come flooding in. You rack your brain about the things you did wrong (in my case, not many) and you think about what you could have done better. I was very close with these women, and one of them actually cried in the room. When I reflect on that, I think they knew they were losing a good team member, but ultimately we had to go our separate ways. I always felt grateful for the job and I worked for a team of creative and smart women who were running a big network television show. A door into Hollywood is a door. I felt very lucky, and I still do.
“Getting fired is a shock to the system. You rack your brain about the things you did wrong.”
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THE TURNING POINT: When I was called in for the actual letting go, they gave me very vague reasons. "You know Nicole...it's just not a good fit anymore." Months later, it couldn't have been more clear. I hadn't written a single page of a screenplay. I hadn't been creating for TWO YEARS. My creative brain is a driven one and I needed to take the leap to see if I could actually thrive on my own. I would have never quit my job; a paycheck somehow always trumps the real work that needs to be done. I realize now I should have quit a long time ago, but I never had the courage. Despite by my affection for the women I worked with, I knew that they didn't value me creatively. I brought them a book that I thought would make an incredible animated series. They very quickly turned the idea down. It was then I knew that perhaps we just didn't vibe creatively. So I wrote a treatment for the series, kept it to myself, and now 8 months after being fired I am very happy to say that I am turning that same idea into a television series.
The week that followed my firing I made a full 9 to 5 commitment to screenwriting. I popped out two pilot scripts, finished my film, and got a series into serious development. I made a deal with myself: every single day, even on Sundays, I send at least one professionally intended e-mail, text or phone call. My main professional takeaway is to trust your own taste. Getting fired ,if anything, was just fodder for another good story.
Jane Helpern is a freelance writer, copywriter, and founder of Jane Says Agency. She enjoys helping brands find their voice, writing about fashion and feminism, and walking-at-an-incline-with-wine™
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