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CALIBRE ONE DAN GROSH SOFTWARE

With a primary focus on marketing, product management and sales roles, Pete’s search experience spans a variety of public and mid-size hardware, software and systems providers. He has been conducting C-suite and VP-level searches on a national and international level since 2007. He was previously a Principal in Heidrick & Struggles’ Boston office and a member of the Global Technology & Services Practice.

Pete McStravick joins as a Partner in our newly opened Boston office as Calibre One continues to expand their US East Coast presence.

Prior to joining the search profession in 2005, Ed advised technology clients as an M&A banker at Morgan Stanley. Ed brings over a decade of CFO, Investing/Operating Partner and C-Level search experience across companies of all stages of growth and ownership structure.

Ed Montoya joins as a Partner in the San Francisco office from Spencer Stuart’s Financial Officer, Private Equity and High Technology practices.

Over the last 5 years, Calibre One has grown substantially in North America, Asia and Europe and was listed as one of the Top 50 Recruiters in Hunt-Scanlon annual roundup of the largest and fastest growing executive search firms in the US. A company where diversity is acknowledged and embraced becomes much more competitive in the talent market, as prospective candidates seek out companies that support hiring diverse candidates./ EIN News/ - SAN FRANCISCO, (GLOBE NEWSWIRE) - Global executive search firm Calibre One, is delighted to announce new additions to the firm including Ed Montoya, Pete McStravick, Ian Thomson & Anthony Cenzano. It sharpens their abilities and it shapes company culture, bringing new ideas and decision-making into an organization. Realistic concessions may need to be made on experience, location, compensation, or even telecommuting to successfully recruit the desired diversity candidate.Ĭommitting to a search process for a diversity candidate can be a tough path, but is extremely valuable for our executive partners.

Recognize that diversity is a difficult ask given the market for executive talent.

Some of our best diversity hires have surprising, unorthodox career profiles, including an up-and-comer with fantastic performance in another industry and a candidate who reinvented her career for a strong second act. Decision-makers should accept the risk of valuing a candidate’s ambition and potential over their immediately relevant experience.We have found that that the cumulative impact of soft skills are more vital for sustainability within the organization than expertise.

Instead, focus on a candidate’s emotional intelligence, problem-solving, proven ability to deal with adversity, impact in prior roles, and culture fit with your organization.

Vertical expertise or educational credentials are important, but are narrow proxies for competence that limit which candidates will pass early screenings. The hiring team should be more complete in evaluations.Has your company demonstrate an inclusive environment, cross-cultural understanding and room for advancement? Do you have extended maternity benefits? Has leadership embraced diversity as a priority? It is exceptionally hard to recruit for diversity if your company is not “walking the walk”. To attract diverse candidates, demonstrate your proven culture of diversity.We all know the challenges to hiring diversity candidates for executive roles: the lack of a deep candidate pool, gender bias (often unconscious or inadvertent), fear of hiring a candidate without ample experience, and the reality that sought-after, high-performing diversity candidates are often more expensive than their peers.Ī shift in hiring strategy can help diversity searches move faster, with more economy, and with top candidates. The bad news: our clients are often reluctant to commit to the time and cost to recruit a diverse executive or, just as common, they are too risk averse to make adjustments that would include diverse candidates in the search. The good news: every one of our silicon valley clients demands a diverse slate of executive candidates on retained searches.