Clockwork Recruiting Blog

Congratulations, your firm has landed a big search for the next CEO of a big manufacturing company. During the kickoff call, your client was very specific about not wanting anyone — not even your junior researchers— to know of this search. 

With Clockwork’s enhanced confidential settings feature, your client will be relieved to learn that their search can be hidden within your Clockwork system and only invited team members will be able to view the project.

In today’s environment, where many people and teams are working remotely, letting smaller details and tasks fall through the cracks happens all too often. It doesn’t have to be that way. Using Clockwork’s Workflows feature lets you easily set automated reminders to complete routine tasks that keep your distributed team, projects, and daily operations on track.

Data privacy laws enacted in recent years can be challenging for many businesses operating online, but they add an especially difficult complication for Executive Search firms. In a field that relies heavily on passive candidates to fill critical positions, there are multiple hurdles search firms now face to not only obtain candidate information, but also to obtain the candidate’s permission to use that data.

When companies fill leadership roles, there’s a lot riding on their decision. That’s why they turn to the expertise of Executive Search firms. Yet, not all search firms are created equal. Assuming the company found a few firms who specialize in the type of search needed in the geographical location of the role — what then? How does the company make the best decision of which firm to use? Word of mouth? Name recognition? Maybe.

All things otherwise being equal, the defining factor for choosing the best firm comes down to the search process.

Diversity has been a topic of discussion for a very long time. In the 1980s, Diversity became a popular theme and focus in movies and TV storylines, and perhaps this theme is why there has been a new-found resurgence for 80’s popular culture. Up until the last few years Diversity had taken a relatively passive role in the workplace for building a corporate culture of inclusion, trust and respect. However as new generations of talent begin to rise up from managerial roles and into Director level positions and above, Diversity and Inclusion has become a pivotal business best practice and focal point for attracting and retaining key talent.