Patrick Mataix

𝐏𝐚𝐠𝐞𝐆𝐫𝐨𝐮𝐩'𝐬 𝐐𝟑 𝐫𝐞𝐩𝐨𝐫𝐭 𝐬𝐡𝐞𝐝𝐬 𝐥𝐢𝐠𝐡𝐭 𝐨𝐧 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐭𝐡𝐚𝐭 𝐦𝐚𝐧𝐲 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬 𝐟𝐢𝐧𝐝 𝐚𝐥𝐥 𝐭𝐨𝐨 𝐟𝐚𝐦𝐢𝐥𝐢𝐚𝐫. With a 13.5% drop in gross profit (CC), shrinking client budgets, and slowed hiring processes, it’s clear that the broader economic climate is affecting recruitment businesses significantly across EMEA, the Americas, and APAC. 𝐖𝐡𝐚𝐭 𝐝𝐨𝐞𝐬 𝐭𝐡𝐢𝐬 𝐦𝐞𝐚𝐧 𝐟𝐨𝐫 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬? 𝐓𝐞𝐦𝐩𝐨𝐫𝐚𝐫𝐲 > 𝐏𝐞𝐫𝐦𝐚𝐧𝐞𝐧𝐭 The demand for temporary placements is proving more resilient than for permanent roles, as companies opt for flexible hiring during uncertain times. This trend underscores the importance of expanding talent solutions and offering clients agile hiring options. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐇𝐞𝐬𝐢𝐭𝐚𝐧𝐜𝐲 With candidates showing increasing caution, the conversion from interviews to accepted offers has slowed. To boost confidence in this climate, it’s essential to maintain transparency, support candidates, and reinforce the value of new opportunities. 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞 𝐀𝐥𝐥𝐨𝐜𝐚𝐭𝐢𝐨𝐧 There is a crucial need to allocate resources where they will have the greatest impact. This approach ensures readiness for recovery while maintaining profitability in the short term. 𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 Investments in technology are proving invaluable in today’s market. Recruitment firms can consider leveraging AI and automation to improve productivity and deliver data-driven insights, ensuring both clients and candidates receive top-quality support. As our industry confronts these challenges, adopting a resilient, innovative approach will help us support our clients and candidates effectively and position us for a brighter future. https://lnkd.in/eh5VT_wU #recruitment #staffing #recruiter

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We Did It! Next in Careers Transforms Talent Webinars into Cutting-Edge Virtual Event Recruiting - Welcome to a New Era! Next in Careers is a leading talent acquisition consultancy with a robust global presence, serving markets across Europe and the United States. We specialize in sourcing elusive talent in the fields of Science, Technology, Engineering, and Mathematics, with a strong focus on promoting gender diversity. Our expertise lies in forming strategic alliances and nurturing tactical partnerships with top-tier leaders in the Fortune 500 and Blue-Chip sectors. We are among the few companies in the world that have mastered and perfected the art of Virtual Event Recruiting (VER), leveraging a state-of-the-art 3D virtual platform to seamlessly connect job seekers and employers globally. Unlike a decade ago, candidates today are exceptionally well-informed about their career options, with instant access to a wide array of job opportunities. While salary remains significant, statistics show it is no longer the primary driver in decision-making. Modern candidates seek a deeper understanding of potential employers, focusing on company culture, core values, and career development opportunities. They prioritize workplaces that offer competitive compensation, a positive work environment, growth opportunities, and alignment with their personal values and professional goals. However, many companies struggle to address these important considerations due to limitations in time, manpower, and resources. This lack of transparency and engagement often results in top-tier candidates choosing competitors. Recognizing these challenges, we at Next in Careers have leveraged a revolutionary methodology centered on humanizing the recruitment process. Our state-of-the-art 3D Virtual Job Fair platform has dramatically transformed the recruitment landscape, elevating talent acquisition to unprecedented heights. By seamlessly integrating advanced technology with user-centric design, we facilitate seamless interactions between recruiters and job seekers, transcending geographical boundaries and enabling global talent acquisition from the comfort of your office or their home. Where we lead, others just follow! Join forward-thinking companies who have already partnered with Next in Careers – contact us today!  If you don’t, your competition will! 2024 Next in Careers. All rights reserved. The video below is the property of Next in Careers and is protected by copyright laws. Unauthorized use, reproduction, or distribution of this video is strictly prohibited.

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Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 4 The Benefit Of Unbiased Third-Party Input Of Executive Search Consultants By: Walter U Baker, Washington DC Managing Director, Cornerstone Group International Today, we continue our series on why recruiters are worth what they charge and why executive search firms play a critical role in helping organizations find top talent for executive positions. Executive search firms specialize in identifying and recruiting top professionals, ensuring the best candidates are matched with the right roles. In previous blogs, the author discussed why executive search firms justify their fees by focusing on expertise, casting a wider net, and cost. Today, we will discuss the benefit of Unbiased Third-Party Input Of Executive Search Consultants. A recruiter's stock-in-trade is their integrity and reputation for finding someone better than a company could have found for themselves. Their success relies on offering unbiased and impartial input, ensuring a fair and transparent process, and providing valuable insights and recommendations to senior executives. The search process, which is thorough and meticulous, involves quickly identifying potential candidates, evaluating them against the position profile, and assessing their cultural fit to identify the best candidate for the job. It's emphasized that the above process is not just about pulling files or using online platforms. It requires a well-structured process, specific process steps, and discipline to identify the best people for a job, not the best candidate looking for a job. External search consultants operate in spheres of influence that are far more familiar with your needs than any internal recruiter. They leverage their market knowledge and understanding of talent pools to attract top candidates and view finalists as A-level talent to solve clients' problems rather than just filling open slots. Moreover, executive search firms, driven by the aim of fostering long-term business relationships, offer a truly exclusive level of service. Unlike internal recruiting, which is increasingly reliant on automation, executive search firms utilize targeted original research with personal outreach, which, when combined with their expert industry knowledge, provides unparalleled access to top talent. They have the ability to build relationships with executives that will allow them access to market information and analysis unavailable to internal recruiters. In conclusion, partnering with an executive search firm provides senior executives with informed hiring decisions based on market realities. It ensures they find the best candidates to drive their company's growth and success. #TopTalent #ExecutiveSearch #leadershipskills #

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As someone passionate about the well-being of global teams, I’m excited to share our latest insights on supporting employees through reverse culture shock during repatriation. It’s crucial that we not only prepare our teams for their international assignments but also for their return home. Discover the strategies that can make a difference in your team's reintegration and overall success. #Leadership #GlobalTalent #EmployeeSupport #RepatriationSuccess

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🌍 Understanding Cultural Nuances in Recruitment 🌍 At ExecutiveSurf, we pride ourselves on our deep understanding of the cultural nuances that shape recruitment markets worldwide. 🌐 Whether it's Europe, Asia, or the Americas, we recognise that candidates react differently to headhunting and executive search approaches based on their cultural backgrounds. This insight allows us to tailor our strategies to ensure the best outcomes for both candidates and clients. Our experience has shown that what works in one country might not work in another. For instance, candidates in the UK often appreciate a direct and transparent approach, while those in Japan might prefer a more formal and respectful engagement. By adapting our methods to fit these cultural preferences, we build trust and foster stronger relationships. This cultural sensitivity is at the heart of our success as a virtual global executive search firm. We leverage our multi-national team's expertise to navigate these complexities, ensuring that every interaction is respectful and effective. Our commitment to understanding and embracing cultural differences sets us apart in the recruitment industry. If you're looking for a partner who truly understands the global landscape, reach out to us at www.executivesurf.com. ✔️ #Recruitment ✔️ #GlobalTalent ✔️ #ExecutiveSearch

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The route to the CEO role is more than a set of statistics; it is about the personal journeys these leaders follow and the governance systems that ensure their success. We go beyond the data to take a closer look at the personal qualities and specific leadership skills demonstrated by successful candidates. Explore the insights here: https://bit.ly/3TeihLT.​ #leadership #ceos #ceotrends #boards #routetothetop

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Check out this webinar with my colleague!

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⚫️ Over the next decade, 95% of CEOs expect significant, systemic shifts in the economy, geopolitics, energy and technology ⚫️ 80% of CEOs acknowledge an expanded role beyond leading their companies, positioning themselves as key players in shaping new societal realities. These are just two of the findings from Egon Zehnder's survey of 470 global CEOs, for further definitive and unexpected insights, download the report here: #ceo #ceos #leadership #futureleadership #businessstrategy #ceosurvey #csuite #csuiteleaders #businessleaders

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2024 - the year of 'Transformation as Usual' TALiNT Partners final Global Advisory Board meeting of 2024 threw up some fascinating takes on a range of topics, highlighting not just the multitude of challenges #hr, #talentacquisition , and #staffing leaders are dealing with alongside their ‘business as usual’ objectives, but also throwing up some great examples of unintended consequences. For example:       Return to Office (RTO) Trends:  employee satisfaction scores significantly decrease where RTO is mandated, which combined with much lower natural attrition, suggests a high degree of the workforce being unengaged and demotivated. Ooops!   #DE&I: Whilst the term ‘backlash’ may be too emotive, there is clearly a change in DE&I priorities with a shift towards fewer standalone programs based on protected characteristics, which actually seem to be helping DE&I become more embedded in organizations, leading to better inclusion.  Clearly a good thing! Hiring Trends:   Generally flat demand in volume and specialist hiring, with a shift towards sales and commercial roles. Exec hiring holding up reasonably well, with a focus on hiring specialist talent to focus on specific issues.      #AI in #Hiring:   Growth in AI-facilitated hiring volumes, posing huge data management challenges, perhaps even driving a return to using traditional #recruitment agencies as screening centres. Who knew! Increasing prevalence of AI boards or committees.  Ongoing tension with early-in-careers candidates in particular, using AI to 'game' the hiring process.  This will get worse before it gets better!   Salary Transparency and Legislation:    Expected positive impact on facilitating more women into senior roles.  That would be nice! So, all in all, another complex, challenging, scary-but-exciting year gone by and more ahead in 2025. Finding and keeping employees has never been harder or more important but it is a topic everyone at TALiNT Partners finds endlessly fascinating, and we are grateful to all of our community for their support and engagement this year. We clearly have great taste in the company we keep, but not necessarily the best taste in Christmas jumpers.....

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In today's rapidly evolving landscape, where organizations face unprecedented challenges—from AI disruption and climate change to shifting work attitudes and heightened stakeholder expectations—successful leadership requires a new approach. Join Heidrick & Struggles for an exclusive webinar, "The Future of Leadership: The Connecting Leader," where we will explore the emerging leadership capabilities essential for navigating this complex environment. Register here: https://bit.ly/3NCWQ3y #Leadership #Webinar #FutureofLeadership #LeadershipStrategy

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The landscape of talent management is undergoing significant transformation due to macroeconomic upheavals, demographic shifts, and rapid technological advances. Egon Zehnder's recent discussions with top talent leaders reveal that modern challenges such as AI integration, generational shifts, geopolitical tensions, and the emphasis on ESG and DEI are prompting innovative approaches in talent management. Leaders are focusing on AI-driven tools, worker empowerment, and future-focused assessment models like Egon Zehnder’s Potential Model, while also reconsidering traditional tools like the 9 Box Grid. The evolving environment demands that talent leaders adopt a holistic, experimental, and forward-looking approach to attract, retain, and develop a resilient workforce, positioning their organizations for sustained success. Authors: Andrea Berlin, Amy Cornwell https://lnkd.in/g59B_XKw

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I've recently written a short article on hiring Private Equity Interim CFOs in the eyes of the search consultant across EMEA. When GPs hunt for interim CFOs at their portfolio companies, the best approach is one that begins with technology, but never ends there... https://lnkd.in/gpKSgegJ #privateequity #valuecreation #operatingpartner #talent #cfo #humancapital #transformation

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It’s hard to believe it’s almost 2025, so better to dive into the talent trends shaping this coming year now before it sneaks up on us. According to LinkedIn's latest data insights, hiring rates are stabilizing globally, with tech leading the way in recovery. Internal mobility is on the rise, showing companies the value of promoting from within for agility and engagement. Recruiting leaders are shifting focus to prioritize soft skills in hiring, recognizing the importance of adaptability, problem-solving, and collaboration in building agile teams. Quality talent with uniquely human skills will be in high demand as AI takes over repetitive tasks. AI adoption isn't just about efficiency—it's also about enhancing human capabilities. Employees skilled in AI show higher rates of developing soft skills like creativity and emotional intelligence, leading to increased promotion opportunities. To stay ahead, talent leaders must take a systemic approach to AI adoption, combining AI application with a focus on human skill development and fostering a culture of continuous learning. Experimenting with AI tools and integrating them into learning experiences will be key to building adaptable talent in the fast-paced workplace. #TalentTrends #AIRevolution #UnlockHumanPotential

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Functional leaders are once again the top recruiting profile for mid-cap boards. Read more about mid-cap board composition trends in this year’s Spencer Stuart MidCap 400 Board Index: https://lnkd.in/eSJmVHzz

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Year-to-date CEO departures have increased from 147 in 2023 to 156 in 2024. Moving forward, it’s crucial for boards to strengthen succession planning for the entire C-suite, not just the CEO role. Learn more: https://bit.ly/3An4KuV   #CEOTurnover #SuccessionPlanning

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In the past 60 days, facing so much uncertainty given the many consequential geopolitical events going on around the world, Heidrick & Struggles asked over 250 US-based CEOs and directors how they lead amid stark differences in values and viewpoints. The findings reveal that context matters - a leader’s role, industry, and geography shape how they approach divisive issues. Learn what unites and divides leaders today: https://bit.ly/48L1ZAk. #Leadership #CEOs #Boards #BusinessLeaders #Culture #Diversity

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How to take the best from cross #generation #collaboration? Excellent concept of "#shadowboards" could make a huge difference, among other ideas described by my colleagues in the article attached. By letting younger employees partner with senior leaders on strategic initiatives, #boards and #CEOs create not only a #diverse #culture but also engage themselves as the sponsors of building more #intergenerational #communication, #visibility and continuous #improvement. This openness encourages workforce to listen to and to value #diverse perspectives and to drive necessary #innovation to test, pivot, and strive. https://lnkd.in/ebzUnE-P #transformation #change #successionplan #sustainability #executivesearch #advisory Odgers Berndtson Luxembourg

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Some interesting thoughts shared by the panel at the latest "Role of the #NED in..." series run by Transpire - Global Director Network this lunchtime - with the focus this time on the #US. 💰 Remuneration: 50-60% of the compensation package comprises shares which is reflective of the different philosophies of who the board is there to serve: stakeholders more generally or shareholders more specifically. 👔 Formality: whilst there are undoubtedly significant variations, US board conversations can be more free-flowing and informal within the agenda. ⚖️ Litigation: expect a listed company to be sued every time there is a major transaction! (That doesn't mean the litigants will win). ⚠️ Do your due diligence before joining a board: litigation possibilities, SEC filings, activist investors... ensure you understand both the federal and state laws applicable (mostly Delaware, Californian governance much more stringent), read up on "Revlon duties". 🛠️ Desirable NED skillset: like the UK, Finance is still very valuable. US boards are building out Cyber, Board Security and Compliance but ESG diminishing (well-publicised withdrawal of ESG 'push' from Blackrock one factor). US experience, political understanding or connections. 🔍 Finding a NED role: as with all jurisdictions, network, network, network! Also contact search firms, advisory firm connections, ensure you have an up-to-date LinkedIn and consider joining associations such as NACD (National Association of Corporate Directors), Women Corporate Directors (WCD) and FEI | Financial Executives International. Thanks to Alistair Milnes Britta Bomhard Denise Fletcher and Devyani P Vaishampayan on the panel and to Tony Stubbs FCA, FRSA from Transpire for these insights. Norman Broadbent Plc #Boards #USBoards #NEDs #Governance Photo by Mark Rabe on Unsplash

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