“Since the start of the George Floyd protests last spring there has been a heightened interest in addressing diversity, equity and inclusion issues across all for-profit and non-profit organizations,” said Ted Pryor, managing director of Greenwich Harbor Partners. “There has been significant fresh interest in hiring diverse candidates for C-suite roles and board of directors. There has also been an increase in effort to create more welcoming environments for diverse employees such as creating mentorship programs. I would say one-third have been very committed to diversity for a long time, one-third have been interested and are increasing their level of activity now. And one-third are still somewhat passive and just beginning to think about what more they can do.”
Mr. Pryor said there is a shortage of diversity in the C-suite partly because of the time it takes for people to development and partly because people tend to want to hire people like themselves. “It takes extra effort to hire someone with a very different background and style of doing business,” he said. “One of the common stated objectives is the desire to hire people who fit in, but this can be a not-so-subtle screen for people who look and talk and think in different ways. If the C-suite executives all need to be golfers to fit in, then you will screen out a lot of people. However, if you focus on skills and experience, you will find a lot of diverse talent. In truth, the C-suite has become a lot more diverse in the last 30 years especially in marketing, HR and legal as people have risen through the professions,” Mr. Pryor said.
Greenwich Harbor Partners was retained to partner with Teach For America Chicago-Northwest Indiana to help expand the Chicago Advisory Board and recruited Hilary Chidi, Executive Vice President, Head, Global Credit Risk & Chief Sustainability Officer, TransUnion.
Hilary Chidi is Executive Vice President, Head of Global Credit Risk and Chief Sustainability Officer for TransUnion. Previously, he was Senior Vice President, Chief Product Officer (Consumer) & Chief Sustainability Officer. He is based in TransUnion’s Chicago headquarters and lives in Hinsdale, IL, with his wife and two sons. Prior to joining TransUnion, Hilary was a vice-president at TIAA in New York, where he was focused on helping to drive the success of various financial products for the consumer market. Hilary is a seasoned executive, with a strong track record in overseeing high-visibility/high-impact initiatives and groups within complex organizations, including Goldman Sachs and the Federal Reserve Bank.
Hilary holds a master of liberal arts and a master of science from Harvard University and The London School of Economics (LSE), respectively, as well as an MBA from Northwestern University’s Kellogg School of Management.
The Child Mind Institute is an independent, national nonprofit dedicated to transforming the lives of children and families struggling with mental health and learning disorders. Greenwich Harbor Partners was retained to partner with the Child Mind Institute to help expand its board of directors. GHP identified and recruited Gunjan Bhow, Global Chief Digital Officer, Walgreens Boots Alliance and Megan Jones Bell, Chief Strategy and Science Officer, Headspace, Inc.
Chalkbeat is a non-profit news organization committed to reporting on education issues rooted in local American communities. Greenwich Harbor Partners was retained to partner with Chalkbeat to expand its board of directors. GHP identified and recruited Karen Wishart, EVP of Urban One, and Roberto Yañez, President & GM, Local News New York for Univision.
Greenwich Harbor Partners recruited Bruce Ennis to be the Chief Human Capital Officer for Capital Partners, a private equity group based in Norwalk, Connecticut. Previously, Bruce was Vice President Human Resources at Bigelow Tea, Human Resources Client Manager at Sikorsky Global Helicopters, Director of Human Resources at Pepperidge Farm and held various human resource leadership positions at Citizens Communications (now Frontier). Before moving to the United States, he was recruited in the United Kingdom by Cadbury Schweppes to their Accelerated Management Development Program for Human Resources. Click here for more information.
GREENWICH, CT February 14, 2018. It’s the New Year and the time when many executives are thinking about their next career move. Frequently, executives come to us looking for guidance and many are seeking to make a pivot. In some cases, executives will say they are open to anything that suits their skills. But in 2018 it is important to be much more strategic than that.
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Hunt Scanlon Media - April 21, 2017
Golden Rule No. 1: Get Close to Customers. If you are not selling or servicing customers, then you should be supporting people who are. If you are not selling or servicing in general, you should be marketing, measuring results, developing products or solving client problems. If you are not facing customers or supporting people who are facing customers, then you are overhead and risk being expendable. A year or two working at headquarters or in the office of the chief of staff, as in this case, is great experience and can give a bird’s-eye view of the organization. But don’t get locked in there, said Mr. Pryor. “You should transition to a customer-facing function as soon as you can,” he added.
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President & CEO Magazine, December 7, 2016 Once upon a time, the primary job hunting technique was to call everyone you knew in a process called “Networking”, but a random walk is not likely to land the best possible position. People have grown tired of ‘networking’. You must be strategic. Here are seven strategic secrets to making a career move that will land you the right job and accelerate your career.
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President & CEO Magazine, February 19, 2015
As executive recruiters we are often coaches of senior executives heading for potentially huge new opportunities and we get to hear client feedback within hours. A lot of things can go wrong, but some of them are simple to address. Here are the ‘Seven Deadly Interview Sins’ that can be committed by even the most senior executives looking for leadership positions at some of the largest and most dynamic companies in the world.
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President & CEO Magazine, February 25, 2014
According to the 2013 IBM Survey of C-Suite Executives, “digitally enfranchised and empowered customers lead the agenda” for C-Suite business strategy in 2014. As recently as 2004, the same survey has customer concerns as 6th on the list of issues that would drive change in their companies according to C-Suite executives.
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Senior Executive Recruiting in Media, Technology and Business Services