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Last night, I had an unsettling phone call with a client. It pushed me to assess whether "the client is always right." Here is what I came up with: In executive recruitment, "the client is always right" is a guiding principle. After all, clients trust us to understand their needs, align with their vision, and deliver top-tier talent. But what happens when that principle collides with another: the duty to place candidates into environments where they can thrive? Every recruiter has that moment of realization—a client may seek a professional, but their leadership style, company culture, or expectations send up red flags. Perhaps their demands are unrealistic, or their treatment of candidates raises ethical concerns. These situations challenge recruiters to balance two critical priorities: maintaining client relationships and protecting candidates from potentially detrimental placements. As recruiters, we’re not just matchmakers but stewards of careers and livelihoods. Candidates trust us to help them take the next step in their professional journey. If a client demonstrates behaviors or values that could lead to a toxic environment, we must assess and address the situation with integrity. This doesn’t mean severing ties with challenging clients immediately. Open communication is key—have a candid conversation to understand their expectations and share your observations. Sometimes, clients are unaware of how their actions or words come across and are willing to adjust. However, if it becomes clear that their approach contradicts your commitment to ethical placements, it may be time to reconsider the partnership. Ultimately, I have decided that "the client is always right" has its limits. As an executive recruiter, my reputation hinges on filling roles and making placements that benefit both sides. Walking away from a mismatched client might feel like a loss in the short term, but in the long run, it reinforces my integrity and ensures the candidates I work with continue to see me as an ally in their careers. After all, my genuine client is the principle of finding the right fit—for everyone involved. What are your thoughts? #civilengineeringexecutivesearch #architectureexecutivesearch #executivesearch #AEP #ethics #recruiterinsights

Many of us understand the significance of both short-term gains and long-term investments. When evaluating a new opportunity, the financial package plays a critical role—it reflects the value of your expertise and supports your aspirations, both today and in the future. However, compensation should not be the only compass. A truly strategic decision considers how the role aligns with your vision, challenges your abilities, and fuels your capacity to lead with impact. The right opportunity integrates financial reward with culture and mission that drive fulfillment, growth, and purpose. One should not accept an offer solely based on money, nor should one reject an offer solely because of financial reasons. Leadership is about balancing head and heart, value and vision. Let’s prioritize decisions that secure not just wealth but meaning. What principles guide your career decisions? #Architecture #CivilEngineering #ExecutiveSearch #Recruiter #AE #RecruiterInsights

The recruitment landscape demands a swift approach in today's dynamic business world. Urgency in hiring is not about rushing through the process but recognizing the need for efficient and timely recruitment practices. Why Urgency Matters: - Competitive Advantage: Securing top talent swiftly prevents losing them to competitors who are also vying for their skills. - Sustaining Efficiency: Swift recruitment prevents productivity dips and overburdening existing staff, ensuring projects progress seamlessly. - Enhancing Reputation: A well-managed and prompt hiring process reflects positively on the company, boosting its image and attractiveness to potential hires. Maintaining Balance: While speed is crucial, it should never compromise on finding the right fit for the role. Clear criteria and structured interviews facilitate quick yet well-informed decisions, upholding quality standards while expediting the hiring process. Effective Strategies: - Establish Clear Timelines: Define and stick to timelines for each recruitment stage. - Preparation Is Key: Have job descriptions, interview questions, and evaluation criteria ready beforehand to streamline the process. As an executive recruiter, my focus is on aiding clients in securing top talent. Diligence in interviews is vital; a sluggish or haphazard approach can impede progress. Stay prepared, maintain momentum, outshine the competition, and secure the best candidates for your team. #Recruitment #TalentAcquisition #CivilEngineering #Architecture #ExecutiveSearch #AE #RecruiterInsights

Being ethical is critical in executive recruitment. An ethical executive recruiter recognizes that their role goes beyond merely filling a position; it is about building meaningful relationships and ensuring the match between candidate and company is genuine and beneficial. This approach is not just a professional obligation but a moral one. Building Relationships: A skilled executive recruiter understands the importance of nurturing relationships with clients and candidates. These relationships are rooted in trust, transparency, and mutual respect. By understanding both parties' needs, values, and aspirations, the recruiter can make informed decisions that lead to successful matches. Focus on Fit: The right match goes beyond qualifications and experience and involves cultural fit and values alignment. Ethical recruiters take the time to grasp the organization's culture and the candidate's personality. They strive to ensure the new hire will thrive in the company's environment and contribute positively to its goals. Integrity and Honesty: Principled recruiters uphold integrity throughout the recruitment process. They provide honest feedback, manage expectations, and avoid practices that could mislead or exploit either party. This includes being transparent about potential challenges and ensuring candidates are fully informed about the roles they are being considered for. Long-Term Success: An ethical recruiter prioritizes long-term success for both the candidate and the company. This means valuing quality over quantity and making placements likely to endure. An ethical match leads to higher job satisfaction, reduced turnover, and a stronger, more cohesive organization. In conclusion, ethical executive recruiters are about much more than filling positions. They foster relationships, ensure a good cultural fit, maintain integrity, and aim for long-term success. By adhering to these principles, recruiters fulfill their professional responsibilities and contribute to the overall well-being of the companies and candidates they serve.

Taking on a new executive role is more than just a career transition—it’s an adventure filled with potential and personal growth. Here’s why you should embrace this opportunity:  1. Growth and Development: A new role challenges you to stretch your capabilities and develop new skills. It’s an invaluable opportunity to broaden your horizons and enhance your leadership toolkit. 2. Fresh Perspectives: A new position brings fresh insights and viewpoints. It allows you to step out of your comfort zone and see the industry differently, fostering innovation and creativity. 3. Expanding Your Network: Embracing a new opportunity connects you with new professionals and mentors. These relationships can offer support, inspiration, and new avenues for collaboration. 4. Driving Impact: You can drive significant change in an executive role. This is your opportunity to implement strategic initiatives and make a lasting impact on the organization. 5. Personal Fulfillment: There is immense satisfaction in taking on new challenges and overcoming them. It boosts your confidence and brings a profoundly fulfilling sense of achievement. Don’t hesitate. Embrace the challenge, take that new executive role, and unlock your potential. The next chapter of your career is waiting—make it count! Let’s discuss this further. Feel free to drop me an update at carol@themetznergroup.com. #Leadership #ExecutiveOpportunities #TakeTheLeap #CivilEngineeringExecutiveSearch Carol A. Metzner The Metzner Group, LLC www.themetznergroup.com

Today, I spoke with a senior candidate who is eager to use his network to explore new opportunities. This made me consider the potential benefits and pitfalls he may encounter. For many senior professionals, leveraging a well-established network can be a powerful tool in the job search. However, this avenue isn't without its pitfalls. Here's a closer look at potential challenges so you can be prepared to navigate them. 1. Colleagues Feeling Threatened One of the more delicate issues is the potential for colleagues to feel threatened by your interest in joining their company. As a seasoned professional, you bring a wealth of experience and expertise, which can sometimes be intimidating. This fear of being overshadowed or surpassed in the leadership hierarchy can cause reluctance among your contacts to advocate for your candidacy. 2. Confidential Leadership Searches Another hurdle is that your connections might not know that their company is conducting a confidential search for new leaders. If you're not in the know, this can lead to awkward situations or missed opportunities. 3. Over-reliance on Familiar Networks Relying too heavily on your existing network can limit your opportunities. While staying within the circle of known contacts is tempting, it can restrict access to new and diverse prospects. 4. The Reciprocity Dilemma There’s also the risk of feeling beholden to those who help you. While networking is a two-way street, the pressure of reciprocity can add stress. With over 35 years of experience recruiting for A/E professional services, I believe using an executive recruiter can be a valuable strategy. Utilizing a trusted, established, and respected executive recruiter can help you navigate the complexities of your job search. We have insider knowledge of confidential leadership searches and can advocate on your behalf without the complications that might arise from personal connections. If not me, seek out recruiters with a solid track record in your industry. They can provide valuable insights, connect you with opportunities you may not find, and help present your candidacy in the best possible light. In conclusion, while leveraging your network can be highly effective, awareness of and proactively addressing pitfalls can significantly enhance your job search success. Keep the lines of communication open, approach with empathy, and diversify your outreach to navigate the network conundrum seamlessly. Carol Metzner, THE METZNER GROUP, www.themetznergroup.com

MAKE A DECISION!

During 2021, growth through mergers and acquisitions (M&A) continued to be a stronghold within the North American architectural and engineering consulting marketplace. Rusk O'Brien Gido & Partners reported that 2021 was a record-breaking year for A/E M&A activity. Professional services firms competing for talent have figured out that to grow in new regions or new disciplines, M&A or recruiting through full team take-outs is a viable option. Traditionally, firms identify, recruit and hire practice builders or leaders in a specific market sector or location. These strategic hires are then tasked to build a team. While this practice still exists, many firms are targeting specific firms or leaders with cohesive teams to shorten the timeline for growth. These teams are enticed to move together for a new opportunity. It is a win for the team and a win for the hiring company! There is an old saying "People leave managers, not companies." While that can be true, it is also a fact that people leave companies to stay with their managers. While firms have tried to thwart efforts of teams leaving by demanding leaders sign non-compete and/or non-solicit contracts, they are finding that staff and the courts are frowning on such agreements. The U.S. Department of Justice's promise to criminally prosecute “no-poach” agreements, have left employers questioning how to protect their employees and teams from being "poached" or recruited by competitors. For clarity, a no-poach agreement is an agreement between two or more employers not to hire employees away from each other. Recruiting in the A/E marketplace for 30+ years, I have seen recruiting trends come and go. M&A and team take-outs are only going to increase as the market for talent tightens. A client recently asked me what ideas I could offer to keep talented staff and teams from leaving. The answers are many and varied. At the top of the list is reviewing company culture, something that is incredibly difficult to change. Exciting projects, compensation and great colleagues are great places to start...but lately staff and their teams won't accept a company culture that views them as widgets.

Recently a LinkedIn connection commented on a posting that I put emotion in my recruiting. It implied that was not a good quality and one should focus on facts when talking to candidates. Job change, whether by choice or force, brings with it a myriad of emotions. When talking with potential candidates, I think it is critical to understand the “feelings” that accompany the logical factors that go into a decision to explore new opportunities. Based on 35 years of my market specialty of executive search in the A/E sector, the majority of clients and candidates working with me are self-described logical thinking types. Recently, I read a description of logical thinking decision makers as one in which “skills require and involve a progressive analysis, for example, by weighing all available options, using facts and figures, and making important decisions based on the pros and cons. They do not take into account the elements of feelings and emotions.” Using logical thinking only and ignoring the strong emotions that are involved in leaving one employer for a next is a recipe for disaster. Many of us spend more hours working then not. Even with Covid-19, our computers and phones keep us connected to colleagues and bosses. Board of Directors, leadership teams and project groups still meet. We foster connections that feel like an extension of our families. Leaving an employer means disappointing friends, colleagues, bosses and clients. Even when leaving for an outstanding career opportunity, it is common to experience some sense of loss. Not acknowledging the feelings involved will also lead candidates to be shocked when counter offers are made, which combine money and guilt. If one is fired from their job, then a host of rational and irrational emotions come up to the surface. Again, no acknowledgement will lead a candidate to possibly accept a bad job offer.  So, job change is rarely made without emotion. Utilizing logic and understanding the emotions with job change and decision-making can help you to make a solid, rational decision. Choosing a recruiter who understands both, can help you to navigate the less than smooth waters and get you successfully to your destination.