Arnold Partners in the News
Discreetly recruiting top executives is exceedingly difficult, especially in Silicon Valley where everyone seems to know each other, Arnold, the headhunter, said.
“It’s a very slippery slope for anyone, never mind a famous person like Whitman, to look for a new position,” Arnold said. “There are too many sources” who could spill the beans, especially at the board level.
While CEOs are usually pretty good at protecting the confidentiality of candidates, directors don’t care as much about such things, Arnold said; boards are more concerned with their own interests. (That said, Uber’s board managed to woo Khosrowshahi without his name leaking out.)
Dave Arnold, president of California-based CFO search firm Arnold Partners, recommends downloading Expensify to stay on top of it.
“It tracks all of your spending and creates an expense report for your AP department,” he says. Once you take a picture of your receipt, the app (available for Android and iOS) will automatically record and submit your expenses.
One of the worst things staffing pros can do in a panicked situation is offer fluff. Clients aren’t looking for you to hold their hand or make them feel better — they want the truth. Of course, it’s easy to worry the truth will send them running, Dave Arnold, president of Arnold Partners, LLC, believes this information and visibility brings a sense of calm to the process.
“Talent shortage: It is real,” Arnold warned. “There are never enough “A” players to go around in any market, let alone one that we are in now. My approach is to be as transparent with my client as possible and show them the real effort going on to attract talent to their opportunity. Information and visibility to the process calm the nerves and helps align expectations.”
Bosses are likely to face more flak from the White House and the water cooler alike. President Trump’s tendency to say whatever he wants without regard to consequence has emboldened workers to do the same, said David Arnold, president of Arnold Partners, an executive search firm that focuses on Silicon Valley and tech companies.
“It’s getting a little out of control,” Arnold said. “There’s this tone that they are getting from the top, and it’s exacerbating the problem.”
To answer this question, Dr. Tracey Wilen, author of Employed For Life: 21st Century Career Trendsand Dave Arnold, who runs the executive search firm Arnold Partner, LLC were asked to provide their advise. Arnold calls it “a balancing act of tenure and time past.”
What is the turnover in your company, in the executive suite and in the department, I am interviewing for?
Dave Arnold, President at Arnold Partners says as a leading independent CFO search consultant for technology companies, he’s had 100’s of people go out to interview with clients, and he thinks that’s a question worth asking. While people no longer expect to stay at any given job for decades or more, it’s nice to know how long you can expect to stick around if given the opportunity. If the interviewer grows uncomfortable or shares the fact that turnaround at their company is higher than Dancing with the Stars, you might want to think twice before accepting the position.
Dave Arnold, president of Arnold Partners LLC, a CFO search firm, tells GoodCall®, “Even with what was considered ‘blue collar’ jobs where people are working with their hands, the need for technical know-how is a must.” Arnold says these workers must now know how to read and comprehend technical manuals and navigate complex software programs.” As positions become more sophisticated, he says undergraduate degrees are popular because regardless of major, they equip students to solve problems.
“The corollary to this is the need – or competitive reality – for advanced degrees for executive level roles: Most people in the C-suite now have some type of graduate degree, and for many executives, it was earned at a top business school,” Arnold explains.
Dave Arnold weighs in on corporate culture in the GOODCALL article, “In 2017, Employees Will Be Easy to Lose and Hard to Hire,” February 8, 2017.
“A commitment to providing opportunities for advancement and a focus on employee well-being are elements of a positive corporate culture. Dave Arnold, president of Arnold Partners, LLC, and an executive search consultant, believes that job candidates must do their homework to ensure that they are working with companies that share their values.
“Without a good cultural match between a potential employee and the company, a short tenure is almost guaranteed,” Arnold tells GoodCall®. “Companies who really have a true culture that is carried out from top to bottom are much more successful at hiring like-minded people to join them, which reduces turnover.”
“You have to be aware of what’s happening broadly, no matter where you are in the food chain,” said David Arnold, president of Arnold Partners, an executive search firm that works with tech companies. “I think you have to read and understand how the technology landscape at a macro level is changing, and then you need to drill down and think what does that mean for your personal career.”
“It’ll definitely turn some heads,” said David Arnold, president of Arnold Partners, a Los Gatos, Calif., executive search firm. He said he placed three Wall Street CFOs in the same roles at tech companies just last year. “There’s something going on.”
Dave Arnold’s expert opinion on “Moving from CFO to finance leader” is featured in HEALTHCARE FINANCE NEWS, Oct. 22, 2014.
“On the one hand my clients are looking for very operationally-oriented CFOs,” says Arnold, principal of Arnold Partners. “That means they are looking for a financial leader that can provide guidance and direction for the entire organization. They are not a backroom accountant. They are not merely a Wall Street-facing investor relations person. They are really integrated into the organization. They are leading by example, and they are leading by providing services to the business.”