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Pro Bono Nonprofit Job Posting: Reading Partners’s Executive Director, Silicon Valley

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Reading Partners is changing the education landscape. We are a leader in working to solve the literacy crisis in our country by leveraging community volunteers in under-resourced schools. Our diverse and expansive volunteer base provides one-on-one tutoring to students twice weekly, and our program is proven to help children master the reading fundamentals they need to unlock their potential as successful, happy and confident readers in school and in life. Our people are our heartbeat and our greatest resource; we are all passionately rallied around our mission to help children become lifelong learners by empowering communities to provide individualized instruction that works. Join our stellar team leading the charge to deepen our impact and expand our service. Learn more about us at www.readingpartners.org.

 

The High Level

Reading Partners was founded in 1999 at the Belle Haven Community School in Menlo Park. Now, Reading Partners operates in multiple states across the U.S. serving more than 8,000 students annually. The Silicon Valley is our flagship region currently serving in 26 schools across three counties: Santa Clara, San Mateo and Alameda.

 

Reading Partners is seeking a dynamic Executive Director to provide leadership, management, and strategic oversight of the Silicon Valley region. The Executive Director will build and lead a program, development, and administrative team, which include employees, AmeriCorps members, and community volunteers. The Executive Director will also drive expanding fundraising partnerships, and have full bottom line fiscal responsibility for the entire region.

 

The ideal candidate is a social entrepreneur who has deep connections with the K-5 educational and/or nonprofit sector(s) with state/local officials and philanthropic leaders who can accelerate Reading Partners’ regional program expansion. This person will roll-up their sleeves to lead the region, acting as the primary contact to both internal and external stakeholders.

 

What you’ll do:

Lead and manage a team of 46 staff and AmeriCorps/VISTA members toward highly successful program implementation, community engagement, and fundraising targets. Oversee growth strategy and all regional business operations.

  • Set and achieve programmatic, fundraising, and other goals aligned with the regional and national strategic plans.
  • Build fundraising and organizational infrastructure and capacity to support future growth.
  • Provide executive oversight of all program operations: compliance, quality assurance, and program efficacy.
  • Oversee all business functions (accounting, HR, IT, legal, etc.), with significant support from the national accounting, HR, and IT departments.
  • Partner with the program director to recommit current schools and recruit new schools to ensure Reading Partners will meet its schools served and wait list targets the following school year.
  • Partner with development and community engagement teams to drive resources to the region.
  • Collaborate with other executive directors and members of the National team to develop and implement a system for sharing resources and best practices across all Reading Partners locations.
  • Participate on one or more task forces or working groups with other executive directors and/or members of national departments.

 

Strategize and lead all fundraising to exceed regional revenue goal of $2M+.

  • Set, meet, and exceed annual fund development goals in future years to support ongoing expansion in the local area.
  • Cultivate and manage donor relationships across the region to secure monies from government, corporate, foundation, and individual funding sources.
  • Develop and manage the regional board to provide effective local leadership and ambassadorship.
  • Collaborate with development staff and board members to identify, cultivate, and steward potential funders.
  • Work closely with the national grants team to ensure proper implementation of the state or national AmeriCorps grants, and to steward the relationship effectively to continue our strong relationship with all state and national AmeriCorps agencies.

 

Drive all external relations activities in the region to grow and scale the region.

  • Create and lead a broad coalition of nonprofit, for-profit, and governmental entities to affect students’ reading success.
  • Engage and manage relationships with elected officials and public sector partners (municipal, school board, state, and district staff for Congressional offices) to support the advancement of Reading Partners as a key partner in the educational system in the region.
  • Build and grow relationships with district-level leaders to ensure Reading Partners’ success as a best in class literacy program.
  • Support Reading Partners’ role in the policy dialogue around literacy, education, and national service.
  • Increase organizational visibility and profile in local media markets through the successful creation and implementation of a regional communications plan.
  • Serve as the primary local public spokesperson for Reading Partners, acting as the public face of the organization within the region.
  • Develop strategic partnerships to support Reading Partners’ community engagement and volunteer recruitment efforts.

 

How you’ll do it:

  • Mission and Culture Catalyst: In order to thrive as a culture leader at Reading Partners, you are highly motivated by Reading Partners’ work and authentically represent this mission externally. You demonstrate a sincere passion for enriching the lives of high need students through literacy development and embody Reading Partners’ mission, core values and approach. You are energized by working amid ambiguity and will bring a patient and solutions oriented outlook to their work. You are a dedicated leader who is strategic and dynamic, with a track record of establishing meaningful and trusting relationships with colleagues and stakeholders. Finally, you bring an understanding of how to partner with schools and serving at-risk youth, ideally within the context of K-5 education.
  • People & Operations Management: Lead, motivate and manage a team of 46 to results, while coaching and developing the capacity of the people on the team. Oversee and deliver professional development and management training for regional staff including the following direct reports: Program Director, Development Manager and 2 Community Engagement Managers. Demonstrate advanced ability to plan and implement efficient internal operations to support future growth. Demonstrate experience serving as an inspiring mentor to staff members, either in a formal management structure, or informally through influence. You also have the ability to develop a strategic vision and motivate teams to achieve measurable goals, while maintaining a results oriented, collaborative and healthy organizational culture. You bring strong track record of establishing the metrics, processes, and protocols needed to effectively move from vision to implementation. Finally, you have experience juggling multiple work streams concurrently, managing complex and competing priorities, and executing on ambitious goals effectively.
  • Relationship Development & Communications: You establish deep relationships with internal and external stakeholders, including staff, community constituents, elected officials, media outlets, non-profit and for-profit leaders, as well as board members. You are able to open doors, make connections, tell a compelling story, build consensus and create opportunities to both generate revenue and support advancement in literacy education, across the region and within a very competitive market. You have experience identifying, building, and maintaining strong relationships with a diverse array of non-profit, government, community, private sector, and high-net-worth stakeholders. You are someone who is an effective communicator, natural “connector”, and you have a track record of successfully increasing revenue and cultivating donors and community support.
  • Strategic Leadership and Execution: You develop and design new strategies and approaches to meeting programmatic growth goals and then lead implementation of those strategies. You bring a systems perspective to organizational challenges, with the ability to effectively move from vision to strategy to plan to execution while managing multiple work streams and demonstrating exceptional project management instincts. You are creative, a thoughtful decision maker, and are comfortable partnering with others to problem-solve, and use clear and strategic processes in making decisions. In addition, you have professional experience both developing and executing strategy to optimize organizational processes and achieve ambitious goals.

 

About you!

You’ll be successful in this role if you have:

  • Robust experience working with nonprofits, school districts, government officials, and philanthropic organizations in the Silicon Valley area
  • Demonstrated success in developing and executing fundraising strategies
  • Proven accomplishments in front-line fundraising, including demonstrated success of fundraising $1M+
  • Strong staff management skills, including recruitment, leadership development, day-to-day oversight, team building and retention
  • Ability to develop and manage large and complex operating budgets
  • Exceptional communication, organizational, and interpersonal skills
  • Demonstrated creativity when addressing challenging situations with limited resources
  • Ability to work with minimal supervision in a fast-paced, highly adaptive environment
  • A Bachelor’s degree
  • Excellent computer skills
  • A deep belief in our mission
  • The innate ability and desire to root your work in our core values
  • Hold US Citizenship or Permanent Resident Status

 

Bonus Points if you:

  • Hold an MBA or advanced degree
  • Are an AmeriCorps, Peace Corps, or other national service alum/alumna
  • Have experience working in launch or growth phases of organizations

 

What we offer

Reading Partners offers the full package – great benefits, a great place to work and the opportunity to have a glowing and growing career.

  • We offer a competitive salary commensurate with experience. This is a full time, exempt salaried position.
  • We offer a comprehensive benefits package, including medical, dental, vision, disability, life insurance, flex spending accounts, generous paid time off, commuter benefits, referral bonuses, 403(b) option, and Employee Assistance Program (EAP).
  • We offer an exciting and dynamic culture, and we commit to investing in and supporting our amazing people to grow their careers with us. As such, we provide ongoing professional development opportunities, including an annual staff retreat in Oakland, CA.

 

The other stuff you need to know

  • Travel: This position travels regularly throughout the local area. This position may also involve occasional travel to Reading Partners’ National Headquarters in Oakland, CA.
  • Typical Physical & Mental Demands: Requires prolonged sitting with some bending, stooping and stretching, and eye-hand coordination and manual dexterity sufficient to operate a keyboard, telephone, photocopier, calculator and other office equipment.  Requires normal range of hearing and eyesight to communicate with volunteers and staff. Also requires flexibility to readily adapt to a changing environment.

 

What’s Next?

If you’re interested in joining our Reading Partners team, please submit the following application materials to our online job posting:

  • A cover letter describing your interest in Reading Partners and how your past experience has prepared you for this role, along with your salary history for your past three roles.
  • Resume

 

Reading Partners is an Equal Opportunity Employer, with a strong commitment to diversity in the workplace.

 

Applications will be considered on a rolling basis.  Position will remain posted until filled. No phone inquiries, please.

executive search education, national nonprofit search, nonprofit executive search firm, nonprofit headhunter, search firm education

New Search Announcement! Associate Director of Business Development for Year Up, A Best Nonprofit to Work For!

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Pillar Search is pleased to announce the search for Year Up’s Associate Director of Business Development in San Jose, CA

 

ORGANIZATION DESCRIPTION:

Year Up is an award-winning national 501(c)3 organization striving to close the Opportunity Divide by providing urban young adults ages 18-24 with the skills, experience, and support that will empower them to reach their potential through professional careers and higher education. Through a one-year intensive training program, these young adults complete a unique combination of rigorous, hands-on technical and professional skills training, college credit, and corporate internships. With an annual operating budget of $90 million, Year Up served over 2,700 students in 2015 nationwide.

 

Year Up takes three approaches to closing the Opportunity Divide. Their core sites are based on their founding program model – direct service programming where facilities, staff, infrastructure, academics, and all other aspects of the program are managed by Year Up staff. The Professional Training Corps (PTC) is a community college based model that provides an opportunity for students to engage in meaningful workforce training. In this model, students are dual-enrolled in the community college and Year Up; technical skills are taught by college faculty, while Year Up staff provide professional skills and other wrap-around services. Lastly, their Employer Based Solutions are created in collaboration with employer partners; custom solutions are developed to meet critical business needs and solve for skills gap challenges in the marketplace.

 

Consistently voted one of the Best Nonprofits to Work For by the Nonprofit Times, Year Up is a rewarding place to work. Their staff is passionate, supportive, mission-driven, and committed to positive change and continuous learning. They set high standards for both themselves and their students, and live by a set of core values that reflect an unshakable belief in the talent and full potential of young adults. The work they do is life-changing, and they know that their team is the greatest asset in achieving their mission.

 

OVERVIEW:

Reporting to the Regional Director of Partner Relations – West, the Associate Director of Business Development – Bay Area, CA is a key member of Year Up Bay Area’s Corporate Engagement team – the epitome of hard business skills in a mission-driven setting. S/he will connect top corporations in need of entry level talent with professionally trained, high-potential urban young adults.  The Corporate Engagement team, responsible for generating approximately 60% of our annual budget and connecting alumni with post-program career and education pathways, is seeking an additional member to reach tangible targets in developing and following leads, closing sales, and connecting grads with professional jobs.

To be successful in this role, you will desire to leverage your demonstrated for-profit revenue generation and career placement experience in a mission-driven social enterprise.  As an ideal candidate, you are someone who understands sales and thrives in environments that require you to build and maintain relationships.  You have a knack for networking and can speak passionately about Year Up’s mission and the students we serve.

In keeping with Year Up’s values, the Associate Director of Business Development will also have the opportunity to interact with students as a mentor, group facilitator, and advocate, participating in building a positive educational environment.

Year Up Map

KEY RESPONSIBILITIES:

  • Revenue Generation and Outcomes Business Development:
  • Lead business development and acquisition by building new corporate partnerships for internship seats and alumni hiring to top companies in the Bay Area while maximizing all opportunities and making recommendations on the various solutions, partnerships, and volunteer opportunities Year Up offers
  • Develop and implement Business Development strategy that generates internship revenue through the acquisition of new corporate partnerships and leads to increased alumni hires through partnerships with staffing agencies and hiring managers
  • Engage with C-level executives and decision makers at all organizations, from Fortune 500s to start-ups and small local businesses in a variety of settings from one-one-one meetings to large events
  • Develop and leverage a database of qualified leads through referrals, telephone canvassing, face to face meetings, cold calling, direct mail, email, and networking responding to territory assignments
  • Create and conduct effective presentations and proposals that identify Year Up’s innovative model and past successes for solving entry level talent needs at partner corporations through internships and alumni hires
  • Ensure alignment between graduate skill-set and hiring partnership development, as well as between internship partnership, role development, and intern skill-set
  • Maintain accurate and comprehensive records (in Salesforce.com) of activities such as sales calls, presentations, closed sales, and follow-up
  • In conjunction with the Director, develop annual business plan detailing activities to follow during the year, which will focus the candidate on meeting or exceeding sales quota
  • Relationships Management (External):
  • Build and drive our strategy to engage multiple special interest groups within partner segment to deepen partnerships and grow pipeline
  • Plan and implement corporate partner events aimed at deepening engagement, including convening corporate champions across industry verticals
  • Embrace the mantra of “high expectations, high support” in interactions with corporate partners and interns
  • Staff and Students Relationships Management (Internal):
  • Facilitate collaboration across functional teams, specifically, development, academics, and career services
  • Work closely with program leadership to ensure students strategically align with corporate partners needs
  • Create greater understanding of the internship program to all Year Up staff members
  • Site Team/Learning Community Member
  • Serve as an advisor/mentor for a small number of current students
  • Join and sometimes facilitate weekly group sessions with students
  • Participate in staff meetings and trainings 

 

QUALIFICATIONS:

  • Minimum of 4-5 years of experience preferred
  • New business sales and account management experience strongly preferred
  • Bachelor’s degree typical/preferred
  • Successful achievement of a minimum of $1m in sales targets
  • Demonstrated successful track record in a direct sales capacity
  • Demonstrated ability to generate leads and close business
  • Documented strengths in meaningful relationship building, management and growth
  • Strong networking skills and the ability to move comfortably and credibly in the community
  • Strong communication and collaboration skills to ensure alignment across several teams
  • Strong organizational and time management skills with exceptional attention to detail
  • A professional and resourceful style with the ability to work independently and as a team player, to take initiative and manage multiple tasks and projects at a time
  • Ability to thrive in a fluid, dynamic organization with a minimal amount of direction
  • Ability to plan, introduce and lead a process that enables high quality growth
  • Ability to lead, willingness to be led, and comfort with situational leadership
  • Proficiency with Microsoft Office required; Salesforce.com experience preferred
  • A passion for working with urban young adults, an unshakable belief in their potential and a strong commitment to the mission of Year Up
  • Understanding of the Opportunity Divide and its drivers
  • Commitment to diversity and inclusion

 

COMPENSATION & BENEFITS:

  • Salary: Competitive and commensurate with education and experience
  • Benefits: Competitive package including 100% healthcare coverage, dental, and 401(k) match
  • Vacation: Three weeks paid vacation in first year of employment; four weeks after initial year
  • Professional development: Funds available to support staff in achieving career objectives

 

TO APPLY:

Please submit a thoughtful cover letter and resume to Cindy Joyce of Pillar Search at cindy@pillarsearch.com. Note that applications without a cover letter and salary expectations will not be considered. We respectfully request no phone calls.

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New Search Announcement! WildAid’s Managing Director of U.S. Operations

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Pillar's New Search

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Pillar Search is pleased to have been selected to partner with WildAid on their search for the new role of Managing Director, U.S. Operations.

 

ABOUT WILDAID

Founded in 1999, WildAid is an international organization based in San Francisco, CA. WildAid’s mission is to end the illegal wildlife trade in our lifetimes. WildAid envisions a world where people no longer buy wildlife products such as shark fin, elephant ivory and rhino horn.

While most wildlife conservation groups focus on protecting animals from poaching, WildAid works to reduce global consumption of wildlife products by persuading consumers and strengthening enforcement.

With an unrivaled portfolio of celebrity ambassadors and global network of media partners, WildAid leverages nearly $200 million in annual pro-bono media support. Their message reaches up to 1 billion people every week.

WildAid’s strategy for achieving this goal is to reduce demand for these products using their slogan When the Buying Stops, the Killing Can Too.

THE OPPORTUNITY

Reporting to the Chief Executive Officer (CEO) and the Managing Director – Programs (MDP) in his absence, the Managing Director – US Operations (MDUS) will primarily be a manager, overseeing all US staff. The MDUS will assess and ensure organizational performance in areas both internal and external: non-programmatic fundraising, finance/accounting, human resources, information technology and organizational communication, against the annual budget, work plan, and strategic plan.

The MDUS will be responsible for recruiting and hiring all US staff and managing their well being. S/he will bring her/his experience and talent to bear on improving the global organization infrastructure to accommodate continued growth and geographic expansion. S/he will plan and lead the organizations non-programmatic fundraising and non-programmatic organizational communications strategy and should have extensive experience in both areas. Currently funding is mainly foundation and high net worth individual driven. The organization raises approximately $10 million annually.

The MDUS serves as counsel on short- and long-term fundraising, financial, staffing, and administrative decisions. S/he will set goals, monitor work, and evaluate results to meet departmental and cross organizational objectives. The role also includes oversight of WildAid’s headquarter operations and international administration and fundraising, as well as maintaining close professional relationships with staff in all locations to facilitate innovative and effective policies and procedures. They will negotiate and manage external vendor relationships such as legal counsel, insurance, technology providers, and facilities.

The MDUS will have the depth of financial experience to ensure compliance with audits, as well as regulatory and government requirements. This individual will collaborate with the Controller to oversee investment and asset management, the annual budgeting process, and ensure that multi-year financial modeling is consistent with strategic plans.

Finally, the MDUS will oversee HR strategies for recruiting, retaining, and training WildAid’s global workforce. The strategies will ensure the alignment of HR systems, compensation and benefits, and implementing a performance management system with the goals of the organization. S/he will also play a key role as champion of WildAid’s values-based positive culture.

 

KEY PRIORITIES 

The MDUS will examine the current operational systems in place, apply global best practices and strategize with the CEO to improve efficiency and implement solutions to support the organization as it continues to scale. They will build a cohesive team that includes necessary expertise in donor relations and fundraising, finance and accounting, technology, human resource and administrative support services that work collaboratively to advance WildAid’s mission. Specific duties within key areas include:

Fundraising/Donor Relations

  • Development: Work closely with the CEO and the MDP to meet aggressive fundraising goals; drive the execution of annual development plans for foundations, high net worth individuals, special events & other alternative sources of income.
  • Coordination: working internally and externally to ensure that all program, development, and communication initiatives are aligned and well-coordinated.

Human Resources

Manage and oversee the human resource function for WildAid, including:

  • Recruitment, hiring, compensation, benefits administration and performance management.
  • Design an execution of systems to develop, motivate, and retain top talent.
  • Create a more unified team across departments and offices.

Management

  • Work plans and operations: Together with the CEO and MDP, develop and implement coordinated country and program strategies and work plans for non-programmatic staff, and monitor progress against metrics and milestones.
  • Board of Directors: working with the CEO, provide staff support and guidance to WildAid’s Board and act as staff liaison to relevant board committees.
  • Office leadership: Effectively execute standardized policies and procedures across regional offices in the San Francisco headquarters and country offices.
  • Risk management and legal activities: implement letters of agreement, contracts, leases, and other legal documents.
  • Information technology: ensure the ongoing 
maintenance and updating of information systems and infrastructure, including hardware, software, and necessary applications.
  • S/he will manage the non-programmatic budget and the following direct reports: Major Gifts and Events Planner, Development Assistant, Controller, Communications Manager, Administrator Associate, and Social Media Manager.  SF-based Video Editor, Video Producer, Climate Campaigner, US Campaigner (open), US Media Manager (open) will also be managed as well from a human resources aspect, but these positions will fall under the Managing Director – Programs in terms of direction.

Financial Management and Oversight

Working with the Controller, manage and oversee all financial and business planning activities, including:

  • Lead and support organizational budgeting process, including development of an annual operating plan with programmatic milestones and targets/deliverables linked to budgets.
  • Direct and administer all financial planning and provide overall financial oversight and monitoring.
  • Support and advise the CEO in decision-making and review and analyze financial reports and ensure that relevant financial data is presented to the CEO and Board of Directors.

 

KEY COMPETENCIES AND IDEAL PROFILE

WildAid seeks a passionate, experienced team player, who is deeply committed to WildAid’s mission to end the illegal wildlife trade. This individual will have senior management experience in fundraising, human resources, operations, and finance/accounting and have an understanding of nonprofit budget models. The successful candidate will have worked with senior-level stakeholders, such as a Board of Directors, leadership teams, and country directors, to secure commitments and manage execution against shared objectives

Since WildAid is a global organization undergoing rapid growth, the ideal candidate will share best practices for creating the proper infrastructure, systems, and processes to allow for sustainable expansion. Ideally, candidates will have spent part of their career working in the area of international conservation.

The successful candidate will be a pragmatic, action-oriented leader who will enjoys working in an entrepreneurial environment. The MDUS will think strategically and creatively; this leader will need experience identifying problems and implementing solutions and best practices. S/he will be a big picture thinker, but will also possess a strong work ethic and ability to act as a hands-on manager when necessary. This individual will show sensitivity and the ability to establish respect, credibility and trust with regional office staff and in multicultural settings. The successful candidate will be comfortable with ambiguity and excited by the opportunity to work in a dynamic, nimble, start-up-like environment. The MDUS will need to remain organized and calm when under pressure.

 

MINIMUM QUALIFICATIONS 

The candidate should have a minimum of 15 years related work experience in relevant positions of increasing scope and responsibility and possess excellent management and people skills, and personal qualities of integrity, credibility, and a commitment to WildAid’s mission. An ability to fundraise on a large scale is required. Proven experience working for an international and/or nonprofit organization in a similar capacity is highly desired. A Bachelor’s degree in finance, accounting, business administration, or a related field is required. An advanced degree in business, finance, or a related field is preferred.

 

APPLICATION PROCEDURE 

WildAid is an equal opportunity employer and all qualified candidates are encouraged to apply. For immediate consideration, please address a cover letter and resume to Cindy Joyce, Pillar Search, at cindyjoyce@pillarsearch.com.

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Keep It Clean: Tips for Sprucing Up Your Personal Social Media in the Job Search

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When you embark on a job search, you likely will immediately update your resume and spruce up your cover letter template. These are all incredibly important to do, but you may want to go further into your social media. Potential employers may Google you, so go ahead, do a search on yourself and see what comes up. They may do this search prior to interview selection, so you will want to ensure that you are making a good online impression and setting a positive tone.

Privacy, please: Set your Facebook and Instagram to private. Click here for instructions on changing your Facebook settings, and here for instructions on your Instagram settings.

Keep it clean: Make sure that any photos that you have posted or that are posted of you are not in questionable taste. You know which ones I mean. If you would not want your grandmother seeing it, you should not want it out there for potential employers to see. Going forward, when posting photos on Facebook, select the option of photos only being viewable by “Friends”.

Remove any rants: Twitter, by nature, is where you can spout off in 160 characters or less. If you tend to tweet, scroll through and remove anything that could be construed as a negative sound-off, especially if it has to do with your frustrations related to your job, organization, boss or colleagues.

Learn to leverage LinkedIn: LinkedIn is probably the first place that a potential employer will look. Make sure that your LinkedIn profile is impeccable. Here’s how:

  • Start with a polished photo. Ideally, use a professional headshot. If this is not feasible, we all have that friend who takes amazing photos. Ask them to take one.
  • Look professional.  Avoid photos that obviously have cropped someone else out, or where you are wearing your favorite sports team gear. Ladies, I love a strapless dress or spaghetti strap as much as anyone, but in a headshot it will make you look underdressed or, even worse, not dressed at all, and that is not the impression you want to make as a professional.
  • You know where you have worked. Others may not. Take the time to write up a blurb about what each company you have worked at does. It helps the profile to flow better, and tells a more complete story.
  • Similarly, do not just list your job titles. Explain, even briefly, what you did in each job. This is your chance to shine and give a narrative of your work history.
  • List accomplishments, awards, volunteer efforts and anything that will demonstrate how talented and passionate you are. Do not be shy. This is the time to showcase what sets you apart.
  • Ask people for recommendations. It helps build confidence in both your work abilities and your relationship building skills.
  • Network, network, network. Some people are better at networking than others. If you are not one of them, take a deep breath, click on the “People You May Know”, and proactively reach out. Not only do higher numbers look better (as stated earlier, it shows that you are adept at building relationships) but some hiring managers that I have worked with will not even look at candidates with less than 500 contacts.
  • Ask people whose professional opinion you trust to give you feedback on your LinkedIn profile. This could include trusted colleagues, former managers, mentors, or a recruiter that you may be working with. They may see things that need improvement or accomplishments that you would be well-served by highlighting.

Your resume is just one piece of the puzzle. Make sure that your social media fits the brand that you are building or have built professionally to ensure that prospective employers view you in the best light.

interview, interview etiquette, job

Interview Tips: Are We Dressing for Interviews Like it is still the 1980s?

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I entered the job market in the early 1990s, when hair was high, shoulders were padded, and hemlines were not to be more than an inch above the knee. There was someone at my first “real” job who actually went around with a ruler to enforce that last rule. At first, dressing up for work was fun. Given that one of my favorite movies from the 1980s had been Baby Boom, starring Diane Keaton as the high-powered New York executive who takes on the city in her skirted suits and sensible heels, I felt like I was channeling her and I was, as a result, all grown up.

Despite our job being in a call center at an investment firm where we never saw a client in person, my colleagues and I were expected to be in professional attire every day. Back then, that meant a suit and tie for the gents and a skirted suit or dress with stockings for the ladies. But good news – the dress code stated that women were permitted to wear a suit with pants one day per week. Such progress!

Times, thankfully, have changed. A mere seven years later, the even stodgier investment firm at which I was working had adopted a business casual dress policy. Today, nearly all firms have a relaxed or downright super casual dress code and will ask that people use their judgment and wear suits when visiting with clients.

As an Executive Recruiter, part of my job is to help candidates prep for the interview. Know the ins and outs of the job requirements? Check. Understand the company’s culture? Check. Get a read on the styles of those with whom you will be interviewing? Check. Dressing for the interview? Yes, that too.

Many search firms will tell candidates to wear a full suit for interviews, specifying a skirted suit for the ladies. At previous firms, we were instructed to tell every candidate to “channel their inner Brooks Brothers” when dressing for interviews. Don’t get me wrong, I am a huge fan of the Brooks Brothers vibe, but it did make me think: Is interviewing in a suit still required?

If I look at my current clients, it would be about 50/50. One client is a retailer of accessories that promotes the preppy lifestyle. They have told me that if someone comes in looking “too corporate”, they will not be a fit. One client is a bit more traditional, and while the dress code is business casual, the President and CAO wear suits every day, so any candidate would want to be dressed for that. Another client would say that for sales interviews they would definitely expect someone to “suit up”, but otherwise would not balk if someone came in looking less formal so long as they looked really professional.

While there is no hard and fast rule, my advice is this: Figure out what the interviewer(s) will want.

  • Don’t be shy about asking! It shows an interest in making a good impression and respect for the company culture.
  • Who to ask? If you are dealing directly with the firm, ask HR. If you know someone who works there (this is where LinkedIn can come in really handy), reach out to him or her.
  • If you are working with an Executive Recruiter, he or she should be able to give you the lay of the land.

Be sure to be on the dressier end of whatever you ascertain. If it is a truly casual atmosphere and you are told that jeans are fine, make them dark jeans as they come across as far more polished. Pair them with a jacket and a crisp white button down. Business casual? For men, this could mean a sports jacket with no tie, and for women this could mean pants or a skirt with a cardigan. Need to channel your inner Brooks Brothers still? Maybe channel all of their sections, not just the suits.   When in doubt, wear a black suit. For women, this can be a pantsuit. Men, wear a subtle tie. This is not the time to use the tie to show your individuality.   Regardless of dress code expectations, and this may be the daughter of a former Air Force pilot speaking, shine your shoes before heading out the door for the interview. Literally, it puts your best foot forward. People may not notice a shined shoe, but they will definitely notice an unkempt one.

While dressing for interviews can be a daunting task, doing it right can show that you have an innate understanding of the organization’s culture. Just be thankful that the 1980s are behind us. Those shoulder pads were a lot to pull off.

For more tips on how to make an impact, be sure to check out my earlier article, Interview Impact: The Art of the Thank You Letter.

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Surf’s Up: What Surfing Can Teach You about Your Job Search

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I am a surfer, or at least aspiring to be one.  Recently, I was out on my board on a day with few good waves and plenty of downtime to ponder this addicting sport and life in general, and began to realize that there are many parallels between the job search and surfing.

 

Like the job search, surfing depends as much on one’s skill and experience as it does a host of conditions that we have zero control over.  Weather.  Crowded surfing areas and beaches.  Wave size and frequency.  Swell direction.  The list is endless, just as it is when you are seeking a new job in a competitive market or industry.

 

Once you have decided to get in the water (or start looking for your next career opportunity), you paddle out and try not to bump into others.  In the job search, this can be those baby steps that are really critical to overall success, such as writing your resume, crafting solid cover letters, beefing up your LinkedIn profile, and letting people in your network know that you are open to a new opportunity.

 

Experienced surfers will have multiple boards to choose from to suit their mood or the conditions. Savvy candidates will do the same. Perhaps your “board” will be resumes that highlight different skills and career objectives depending on the jobs you are interested in, or cover letters that will be the differentiator. Knowing yourself and the tools that are available to you is key to success.

 

Like choosing the right job to apply to, choosing the right wave is key.  It would be physically and emotionally exhausting to paddle out, attempt to get in the right spot at the right time, pop up, and stay balanced if surfers went after every wave that came along.  Be selective so that you are fresh and energized when the right one comes along.

 

Hang ten.  Surfs up.  Cut the curl.  These are not sayings that you will hear on a golf course, tennis court, or basketball court. They are specific to the sport of surfing. An industry will have its own language and catch phrases.  Do your research so that you can communicate better with the people you are interviewing with and gain their trust and confidence.

 

Enjoy the ride, even if it is not the perfect wave.  There are days that I get out on the board and I am just not feeling it, but I still enjoy being out there.  The same can happen in an interview when the job and company look great on paper, but in the light of day you just do not feel that spark.  Relax.  Every interview is good practice and experience as well as a chance to expand your network.   Surfers talk about catching the perfect wave, but in reality we try and try and keep getting back on the board, even after falling or not doing our best.

 

Having a good instructor helps.  Even the most experienced surfers sometimes need a fine tuning on their technique, someone who can help them to look at their style and approach and make suggestions.  In the job search, working with an Executive Recruiter can be invaluable, as we will take a fresh look at your resume and help you to identify the skills and experiences that you should highlight in the interview.

 

Ultimately, you may need to try a few waves before you find the ideal one, but in the end, there is no feeling as satisfying and euphoric as catching that perfect wave.  The same holds true for the job search.  Keep at it, and you will catch the right job and have the ride of your life.

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Interview Impact: The Art of the Thank You Letter

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Congratulations! You nailed the interview. The company is checking references, and in your head you are composing that resignation letter and mentally calculating when your start date with the new firm will be.

 

Then, the call that it came down to two candidates and they went with the other one. But…you nailed it! How can this be?

 

The Secret

Pillar Search does searches for non-profits, foundations, and small, rapid growth for-profit firms. In our years of experience, we have worked with lots of very savvy and knowledgeable hiring managers. I will share one secret that I have heard time and again from them: all things being equal, “the candidate that takes the time to send a thoughtful, reflective, and well-written thank you note will always have a bit of an edge.” Yes…the thank you letter packs a whole lot of wow, punch, and impact.

 

How to Stand Out From Other Candidates

Remember what your parents taught you: manners will get you everywhere, and saying thank you goes a long way. When is the last time you received a thank you letter?  Now, imagine if you were the hiring manager and were receiving tons of them by email. How much more thoughtful and unique would a hand written note of thanks feel?

 

Look at your own mail today. In the pile of pre-addressed bulk mail, what will stand out? A new bill, the latest flier from your local market? Personally, when I see a hand written envelope, it is what I will always open first.

 

You see, too often, people do not send them, or they send one that is so perfunctory that it almost screams “I am not interested in the job, but know that I am supposed to send something”.   The thank you is a perfect time to wow them with your enthusiasm, fit for the job, interest, manners, and stellar writing skills.

 

Pillar’s Thank You Letter Checklist

  • Keep it short. Two to three paragraphs should suffice.
  • Make sure that it flows well and highlights why you are the ideal candidate. Include the following:
    • A statement of gratitude, such as “thank you for taking the time to meet with me today to discuss the open sales position on your team. I so appreciated your time.”
    • Add something showing that you were paying attention in the meeting, and remind the interviewer of what makes you the ideal candidate, such as “I was excited to hear that your company is expanding globally over the next year. My experience working with X, a global bank, gives me a unique skill set that would lend well to this exciting new chapter for you and the firm”.
    • Interviews can be tricky, as you can easily run out of time when sticking to the interview agenda. When you replay it in your head, there is likely something that you wish you had highlighted about your skills and experience. This is a perfect time to get that point across.
    • A call to action. Before signing off, reiterate your interest, and give them something of a call to action.   The message that I find to be most effective is the short and sweet “Thank you again, and I look forward to hearing from you”. True, it is not elaborate, but it leaves the ball in their court and shows that you are confident that you will be hearing from them.
  • Be a snob when it comes to your stationery. High quality card stock reflects well on you. It shows discerning taste and a certain je ne sais quoi Cutesy notecards will negate the goodwill earned by even sending it. If your stationery depicts your love of the beach, cats, puppies or your favorite sports team, step away immediately! When in doubt, buy cream colored notecards from Crane & Co.
  • Write out a draft first, proofread that version, and then transcribe it onto the good stuff. Trust me, I have wasted a ton of expensive paper because I dove right in. To quote my father, “measure twice and cut once”.
  • Stick to the 24 hour rule. Much like a thank you for personal reasons, it is best to send it within 24 hours. If you are in interview mode, keep a supply of stationery and stamps at the ready.
  • Before licking the stamp and strolling to the nearest mailbox, consider this: who else should you send a thank you note to? It may seem like a lot of writing, but if you can, send one to every interviewer, and put a personal spin on each note that reflects your interaction with that person. Do not forget to include Human Resources if they were included in the interview agenda, and if there was someone particularly helpful, such as an Executive Assistant who arranged travel or someone in Marketing who sent you helpful information prior to the meeting, send one to them as well. It shows that you are appreciative, a team player, and inclusive.

 

If (and when!) you get the job, send a hand-written note to your new manager thanking them for the opportunity and letting them know how excited you are about the opportunity. This is a personal touch that will go quite a long way.

 

Good luck!

 

Cindy Joyce