Executive Search Firms News

Best Practies for Executive Search Firms: Leading Executives on Developing Benchmarks, Evaluating Potential candidates, and Helping Clients Suceed

Valentin.Timoshenko@gmail.com (VT) — Sat, 21 Nov 2009 02:10:59 PST

POLACHI ATTENDS ANNUAL ACCESS SEARCH PARTNERS™ CONFERENCE

Valentin.Timoshenko@gmail.com (VT) — Wed, 18 Nov 2009 03:12:08 PST

Five Firms Partner to Provide Unparalleled Access to the Best Talent on the Planet

Boston, Mass., November 17, 2009 –Polachi, a provider of Access Executive Search™ services to technology, clean technology, private equity and venture capital companies, attended the annual Access Search Partners™ (ASP) conference in San Francisco, CA on October 22. ASP is the largest technology search partnership in the world with over 70 full-time team members, fourteen global offices and over 3,000 successfully completed executive searches. As a global network, ASP is able to deliver the constant partner-level attention and personal service found at smaller independent firms.

The firms, including Polachi in Boston; Schweichler Price & Partners in Silicon Valley; Stonewood Group in Canada and Braithwaite Steiner Pretty in Asia, came together for the annual conference October 22-23, 2009 at the offices of Schweichler Price & Partners in Larkspur, CA. Fifteen consultants from these global firms developed a new framework for sharing candidate information to help clients quickly close searches with high quality candidates.

Additionally, Gillamor Stephens (www.gillamorstephens.com) joined the ASP global partnership. Gillamor Stephens is a UK based retained search firm focusing on information technology and energy/clean tech searches. Conducting searches in the UK, France, Germany, Spain, Switzerland and a number of other European countries, Gillamor Stephens provides quality search services to the important European market.

Mike Guerchon, Vice President, Human Resources of Riverbed Technologies (www.riverbed.com) met with the group and discussed his criteria for selecting and working with executive search firms. Based in Silicon Valley, Riverbed Technologies is a public WAN Optimization company.

According to Charley Polachi, Founding Partner of Polachi, “The conference was incredibly productive. Five different firms were able to collaborate on techniques that work in terms of effective executive searches. We can learn from each other to advance in offering the best talent out there.”

About Access Search Partners

Access Search Partners™ (ASP) is a partnership of five leading technology search firms that provides clients with specialist search services on a global scale. The five firms making up ASP include Polachi in Boston; Schweichler Price & Partners in Silicon Valley; Stonewood Group in Canada; Gillamor Stephens in Europe and Braithwaite Steiner Pretty in Asia. ASP’s core objective is to change the search industry and deliver real value to customers by offering a no compromise alternative to traditional search firms, on an international level. ASP clients range in size from venture-backed start-ups to multi-billion dollar public companies in the technology, clean technology/energy and venture capital/private equity industries. For more information please visit www.accesssearchpartners.com.

Glenn Manko Joins Talent Resource Solutions

Valentin.Timoshenko@gmail.com (VT) — Tue, 10 Nov 2009 11:23:56 PST

Talent Resource Solutions “TRS” (www.trsolutions.cc) is pleased to announce that Glenn Manko has joined the firm. His concentration will remain in the Sales, Marketing, Human Resources and Finance disciplines. Concurrently, he will continue to partner with a select group of law firms, recruiting at the Lateral and Group Practice-level(s). In joining Talent Resource Solutions, Manko is reuniting with TRS Co-founder Jon Littman and TRS’s global retained executive search partner Banister International (www.banister.cc), where he will be partnering with Banister’s C-level retained executive search practice.

Manko’s Experience Summary:

· Developed strong search partnerships in the corporate, private equity, and venture capital sectors on the local, regional, and national levels.

· Areas of functional expertise include corporate functions within Sales, Marketing, Human Resources, Finance, and Technology.

· Industry sectors include Emerging Growth, Healthcare, Manufacturing, Consumer Packaged Goods, Legal (professional and non-professional roles), Media, Entertainment, and Technology.

About Talent Resource Solutions:

Talent Resource Solutions is a global search firm focused on providing recruitment solutions for client organizations across multiple industries and a wide spectrum of functional disciplines. The firm partners with companies who understand the significance of acquiring and building top talent at the mid- to senior-level of their business. The firm’s global reach and dedicated focus on research, speed, quality and execution allow clients to continually strengthen their organizational talent.

About Banister International:
Banister International offers their clients expertise in the consumer products, retail, banking, services, technology, and industrial sectors. They work across all functions, and conduct searches throughout North America and the Asia-Pacific region. They also have an outstanding track record in Human Resource recruitment. While their retained search model has always served their clients well, they recognize that clients often need talent solutions that fall outside the boundaries of traditional retained executive search.

For More Information, Please Contact:

Glenn Manko

Principal

Talent Resource Solutions

2005 Market St., Suite 840

Philadelphia, PA. 19103

gmanko@trsolutions.cc

(267) 546-1068 (office)

(215) 789-3459 (fax)

http://trsolutions.cc/

LinkedIn: http://www.linkedin.com/in/glennmankoprofile

Social Media Strategies for Recruiters

Valentin.Timoshenko@gmail.com (VT) — Tue, 10 Nov 2009 10:43:38 PST

Info & Registration

Webinar Specifics

Date and time

Date:	Wed., Nov. 11
Time:	12:00 PM EDT (US)
	9:00 AM PDT (US)
	5:00 PM (UK)

Session length: 60 min.

Host: Mark E. Berger

Format: Webinar

Enrollment: Limited

Number of sessions: 1

Recording available: Yes

Info: (513) 624-7501

Registration deadline

Sorry, we cannot accept any registrations after 11:00 AM ET on the date of the event.

Yes, sign me up!

$59.00 per seat

What's a seat?

A "seat" refers to the computer you will use to access the class. Any number of attendees may watch a single computer, but if you have multiple attendees in different offices, each must register to access the class.

About this Webinar

The focus of this class is STRATEGY. Mark will not discuss specific techniques for sourcing candidates or using Google search methods to identify candidates or companies.

Free MP3 Downloads

"How to Talk MONEY with Your Candidates"

It's easier than you think—if you know what to ask and how to ask it.

Download audio file now

Dear Fellow Recruiter:

Are you hooked on Twitter? In love with LinkedIn? Famous on Facebook?
Or are you sitting on the sidelines, waiting for the right moment to jump in?
In either case, you should have a clearly defined social media strategy. The greater your online presence, the more you'll increase your visibility, build your brand and make more placements.
Join Mark Berger on Wednesday.
If you'd like to make social media an integral part of your recruiting business, this session is for you.

Mark is more than a tech-savvy trainer, he's a recruiter. And he'll walk you through a step-by-step process of building your own social media campaign.

You'll learn the answers to these vitally important questions:

•	What is "Web 2.0" and what can it do for my business?
•	Which social networking sites are the most effective for recruiters—and why?
•	Will having an account on LinkedIn, Twitter or Facebook help me become the recruiter of choice in my talent community?
•	How can I enhance my online presence to make it easier for clients and candidates to find me?
•	How much time should I devote to social media?(The answer is: Less than you think!)

Plus, Mark will show you how to spot—and avoid—thebiggest social media mistakes recruiters make.
Avoid Distractions, Manage Your Time.
As a recruiter, time is your most valuable commodity. And for all you know, you're wasting it every day without a coherent plan.
Please join Mark as he walks you through the process of building your network and implementing your social media strategy.
Sincerely,

Bill Radin, President
Winning Strategies for Recruiters
www.billradin.com
(513) 624-7501

POLACHI NAMES SEAN C. CARROLL AS NEW PARTNER

Valentin.Timoshenko@gmail.com (VT) — Mon, 09 Nov 2009 08:56:47 PST

FRAMINGHAM, Mass., November 9, 2009 – Polachi, the leading provider of Access Executive Search™ services to technology, clean tech, venture capital and private equity clients, announces the addition of Sean C. Carroll as Partner. In his new role, Sean will specialize in situating C-level technology executives and will be based in the Stamford, Connecticut area.

During his seasoned career as an executive search associate and Partner, Sean has successfully managed hundreds of senior executive search assignments for clients ranging from software, eCommerce and professional services to venture-backed technology and technology-enabled companies. His experience encompasses the execution and direction of a comprehensive executive search process from search origination, recruitment and placement.

“Sean brings a proven track record of executing searches spanning from established portfolio companies to start-ups backed by investors,” said Peter Polachi, Partner, Polachi. “His strong client candidate networks and technology background will be a tremendous asset to the firm.”

Prior to joining Polachi, Sean was a Managing Partner and part owner of the Barlow Group. He led the human capital efforts for the venture arm of Pequot Capital, and was also a Senior Associate at Heidrick & Struggles.

Prior to his executive search career, Sean was an officer and Maritime Patrol Pilot in the U.S. Navy. He achieved the designations of Mission Commander & Instructor Pilot and was deployed twice to the Middle East in support of Operations Desert Shield and Desert Storm. Sean received his BS in Oceanography from the United States Naval Academy. He currently resides in Wilton, Connecticut.

About Polachi, Inc.

Polachi, Inc. (www.polachi.com) provides Access Executive Search™ services to technology, clean technology, private equity and venture capital companies. The firm’s partners, all search industry veterans with decades of experience, understand that leading companies deserve access to the absolute best talent on the planet. While traditional executive search firms limit candidate access due to “off-limits” protocol, and newer search firms lack the breadth and depth of connections, Polachi’s Access Executive Search™ model, coupled with unmatched agility, delivers the most accelerated results. Polachi is a sponsor of the New England Clean Energy Council (NECEC) as well as a founding member of Access Search Partners™ (ASP), a partnership of five leading technology search firms that provides clients with specialist search services on a global scale. For more information about Polachi please call 508-650-9993 or visit www.polachi.com.

Current Job Market Calls for Executives to Reinvent Themselves: Polachi Offers Tips

Valentin.Timoshenko@gmail.com (VT) — Mon, 19 Oct 2009 11:14:53 PDT

CURRENT JOB MARKET CALLS FOR EXECUTIVES TO REINVENT THEMSELVES

Polachi offers Tips for Transitioning into New Roles

FRAMINGHAM, Mass., October 19, 2009 – Polachi, the leading provider of Access Executive Search™ services to technology, clean tech, venture capital and private equity clients, today released its top transition tips for executives. As 2010 approaches and economists are more optimistic about the economic turn around, the job market is slowly following.

“After suffering a depressing job market it is important for companies and executives alike to be knowledgeable, prepared and excited when pursuing new opportunities,” said Rebecca Foreman Janjic, Partner at Polachi.

As opportunities emerge in a competitive job market, Polachi urges executives to follow these tips in their transition into a new role or field.

Know where to look: Know what the hot industries are and what roles to pursue. Do the research to leverage negotiating position and power.

Leave your company on a positive note: Offer to remain “on call” for a period of time. Resignation should always be done in person with your boss and/or board. Never use email as an easy way out.

Form your new identity with your new company: Arrive prepared, energized and with an open mind. Take the time to research the culture, market perception, and management team’s styles. And absolutely take a minimum of two weeks between jobs to allow yourself to be fully rested and ready to go!

Listen first: Attain buy-in from your new team, peers and boss. In the midst of joining a new company, listen for the first 30 days before taking quick action. People have mixed emotions and anxiety with change, so it is important to join with a collaborative, open style to set a positive tone. “The First 90 Days”(http://www.michaeldwatkins.com/), by Michael Watkins for Harvard Business School Publishing, is a good read for any executive in transition.

Build trust internally and externally: It is equally important for customers and external shareholders to know who you are. More importantly, you need to balance your time with your internal constituents. Identify the key decision makers, the trusted advisers, and the go-to employees while letting everyone know you are approachable by keeping your door open to everyone and anyone.

Set goals and expectations early: Establish a level of authority and team work right from the start. A few quick wins can set a winning approach and give your team great visibility, recognition and a morale boost.

About Polachi, Inc.

Polachi, Inc. (www.polachi.com) provides Access Executive Search™ services to technology, clean technology, private equity and venture capital companies. The firm’s partners, all search industry veterans with decades of experience, understand that leading companies deserve access to the absolute best talent on the planet. While traditional executive search firms limit candidate access due to “off-limits” protocol, and newer search firms lack the breadth and depth of connections, Polachi’s Access Executive Search™ model, coupled with unmatched agility, delivers the most accelerated results. Polachi is a sponsor of the New England Clean Energy Council (NECEC) as well as a founding member of Access Search Partners™ (ASP), a partnership of four leading technology search firms that provides clients with specialist search services on a global scale. For more information about Polachi please call 508-650-9993 or visit www.polachi.com.

TRANSEARCH International India Selects to Implement FILEFINDER Executive Search Management System

Valentin.Timoshenko@gmail.com (VT) — Tue, 13 Oct 2009 04:36:46 PDT

(London –October12, 2009) Dillistone Systems, the global supplier of executive recruitment software, has announced that TRANSEARCH International India, a leading retained executive search firm in India, a member of the TRANSEARCH International Group of Executive Search firms and a member of the AESC (Association of Executive Search Consultants), selects FILEFINDER as its Executive Search Management System.

The contract is for the implementation of FILEFINDER 9, various services and an ongoing support contract.

TRANSEARCH International is ranked as the 9th largest Executive Search firm in the world, boasting over 50 international offices. TRANSEACH uses FILEFINDER in their offices across Americas, Europe, Asia and Africa.

Jason Starr, Managing Director of Dillistone Systems, commented: "We are delighted to add TRANSEARCH India to our list of TRANSEARCH International offices using the FILEFINDER system."

Atul Vohra and Uday Chawla, Managing Partners at TRANSEARCH India and the members of global executive committee at TRASEARCH International, stated: “The FILEFINDER system currently being used at TRANSEARCH has been a great enabler for the firm. Keeping in mind that our team size in India has doubled in the last two years to make it one of the largest search practices in India, we felt the need to upgrade to FILEFINDER 9 - which we believe is the most outstanding system in our industry. We are committed to consolidating and building a long lasting relationship with Dillistone Systems.”

About Dillistone Systems:
Dillistone Systems is the leading provider of software and services to clients in 57 countries. In fact, FILEFINDER Executive Search Recruitment Software is used by more than 1,000 companies, including executive search firms and Fortune 100 corporate clients. Visit our website at www.dillistone.com for further information.

If you have any queries, please contact the marketing department at +44 (0)20 7749 6102 or emailmarketing@dillistone.com

Thanks and best regards,

Pilar Gumucio

Dillistone Systems / search-consult.com
Specialist Software and Services for Executive Recruitment

www.dillistone.com www.search-consult.com

NEW OFFICE IN SWITZERLAND FOR INTERSEARCH WORLDWIDE

Valentin.Timoshenko@gmail.com (VT) — Thu, 01 Oct 2009 04:08:12 PDT

InterSearch Worldwide, a leading global network in the executive search field, continues its expansion and announces a new partner office in Switzerland. The Zuger Management Group, founded in 2002, joins InterSearch and will play a key role in developing InterSearch's presence in the region.

"The choice of our new Swiss partner enhances InterSearch's European presence and will definitely strengthen our network's leadership in developing cross-border business" commented Giuliano Viani, a member of InterSearch Worldwide's Board of Directors with responsibility for business development in the European region.

Dominique A. Seiler, Co-Founder and Partner of Zuger Management Group, has 12 years of experience in executive search and long-standing international management and consulting experience. "The genuine entrepreneurial spirit and rigorous dedication demonstrated by the InterSearch Partners have impressed us greatly and make the true difference of this organisation. For our clients the benefit is simply invaluable", said Dominique.

He can be contacted at D.Seiler@intersearch.org.

InterSearch Worldwide is a global network of search firms consistently ranked amongst the largest retained executive search practices in the world by Executive Recruiter News and search-consult magazines. InterSearch is currently represented in more than 40 countries, staffed by local professionals selected for their experience and reputation in their own markets and their ability to operate internationally. For additional information, please visit www.intersearch.org.

Talent Management & Leadership Development 2010

Valentin.Timoshenko@gmail.com (VT) — Tue, 15 Sep 2009 01:43:27 PDT

Annual Pan -European Conference in the War for Talent Series

Talent Management & Leadership Development 2010

Proven Strategies for Identifying, Retaining and Engaging Top Performers to Successfully Drive Business Growth

28-29 Jan 2010: Prague, Czech Republic

The economic crisis has heightened the need for a stronger leadership pipeline and has made talent management a business priority. It has also created new realities for companies and set new priorities in relation to talent management and development. Organisations are now redesigning their talent frameworks, preparing themselves to take full advantage of future business opportunities. In order to realise the company vision and implement strategies it is crucial to be able to attract, engage, develop and retain the top performers in key positions.

This annual pan European marcus evans conference will bring together best in class experts from leading organisations across the continent. Take this unprecedented opportunity to lean how you can optimise your talent deployment in order to maximise organisational performance. Capture leading HR trends and design your talent management approach to better explore market developments.

In the Chair:

Simon Haben, Group Head of Leadership Development, Royal Mail, UK

marcus evans Expert Speaker Panel:

Ulrich Jordan, Head of Human Resources, Board Member, Citibank Privatkunden AG & Co.KGa,Germany
Teddy Hebo Larsen, Vice President, Corporate Human Resources, Lundbeck, Denmark
Dr. Simone Siebeke, Corporate Vice President, Human Resources, Cosmetics, Henkel AG, Germany
Wayne Beel, Vice President, Global Talent Acquisition, Holcim Ltd, Zurich Switzerland
Saskia Dyke, Head Employer Branding, Corporate Human Resources, Holcim Ltd, Zurich Switzerland
Staffan Ivarsson, Vice President, Head of Competence and Learning, Swedbank, Sweden
Fiona Hathaway, Talent Acquisition Lead, Microsoft Central Eastern Europe
Simon Haben, Group Head of Leadership Development, Royal Mail, UK
Paul Kennedy, Human Resources Director, New Balance, UK
Kristian Hedegaard, Human Resources, Director of Organisation Development, Maersk Logistics/Damco, Denmark
Massimiliano Sacco, Group Functions Talent Manager, Electrolux, Sweden
Rainer Jensen, Director, Learning and Development, Coca-Cola Erfrischungsgetraenke AG, Germany
Carl Esselin, Global Head of Talent Management, Oriflame, Sweden
Gemma Webb, Head of People Engagement, Virgin Media, UK
Julius James, Executive Director, Human Resources, UBS, UK
Catherine Fraser, Senior Consultant, International Organisational Development, The Bank of New York Mellon, UK
Gale Jean Baptiste, European Head of Talent Acquisition, Yahoo!, UK
Alyona Ivanova, Recruitment and Employee Development Manager, Imperial Tobacco Group., Russia
Nada Gallova, Head of Training and Development, Ceska sporitelna, Czech Republic
Tilo Kann, Development and Training, Region EMEA, adidas AG, Germany

Attending this Premier marcus evans Conference Will Enable You to:

Achieve a flexible talent management process aligned with company goals
Effectively forecast talent needs in any economic climate
Identify, motivate and retain the top talent within your company
Develop and shape key talent to become the leaders of tomorrow
Measure ROI and efficiency of your talent management programme investments
Build an organisational talent culture at all company levels to increase productivity
Implement a global talent management system to align with all corporate goals
Standardise talent management processes for better transparency and enhanced performance
Optimise talent deployment to maximise organisational performance

Learn from Key Practical Case Studies:

Henkel AG, Germany staying agile regardless of the economic situation
Royal Mail accurately and effectively forecasting talent needs
Citibank Privatkunden AG & Co.KGa, Germany driving the talent management strategy and securing potential future leaders
Microsoft identifying and selecting key middle managers and ensuring their capabilities as future leaders
Coca-Cola Erfrischungsgetraenke AG, Germany successfully tackling the generation gap and the generation Y phenomenon
Holcim Ltd redesigning and implementing a new talent management framework ready for the economic upturn
UBS designing effective talent retention schemes to keep the best talent on board

Mr Ola Samuelsson

Senior Marketing Manager

marcus evans

11 Connaught Place

London W2 2ET

England

Email marketing2@marcusevansuk.com

Travel to Prague, Czech Republic: Hotels, Flights, Cars, Vacation Rentals
Trade Shows in Czech Republic
Jobs in Prague

Analyst downgrades Heidrick & Struggles

Valentin.Timoshenko@gmail.com (VT) — Tue, 15 Sep 2009 01:16:16 PDT

Shares of executive search firm Heidrick & Struggles International Inc. fell sharply Monday as an analyst downgraded its shares, saying they’re overvalued.

Analyst Ty Govatos of C.L. King and Associates downgraded the Chicago company to “Neutral” from “Buy.”

He said in a note to clients that he initially rated the shares a “Buy” after Heidrick & Struggles’ first-quarter $18.9 million loss led to a decline in its share price from more than $23 to less than $17.

Heidrick & Struggles and staffing company Korn/Ferry International lagged the market, with Heidrick’s total enterprise value selling at a discount to Korn/Ferry, Govatos said.

The gap in share value between Heidrick & Struggles and Korn/Ferry has been eliminated, with Heidrick & Struggles closing at $26.31 Friday and Korn/Ferry ending the day at $14.95.

“We still believe the longer-term outlook for Heidrick & Struggles and the search companies is good, but over the shorter term the price of Heidrick & Struggles seems to have run ahead of itself,” Govatos said.

Shares of Heidrick & Struggles fell $1.87, or 7.1 percent, to $24.44 in afternoon trading.

Shares of Korn/Ferry rose 5 cents, or 0.3 percent, to $15.

taragana.com

Morgan Stanley looked at Larry Fink

Valentin.Timoshenko@gmail.com (VT) — Sat, 12 Sep 2009 01:56:52 PDT

BlackRock chief Larry Fink and a pair of banking execs with banged-up reputations were on a short list of candidates to succeed Morgan Stanley's John Mack, sources told The Post.

Fink, considered the new king of Wall Street after his recent joint venture with Barclays Capital's asset-management unit, was one of several Wall Street giants put on a list of possible successors compiled by executive-search firm Spencer Stuart as Morgan Stanley began putting in place a succession plan for Mack.

Also on that list were former Wachovia CEO Bob Steele and former Merrill Lynch boss John Thain, both of whom have seen their reputations damaged as each of their firms have fallen into the arms of other banks.

Anshu Jain, head of Deutsche Bank's global markets and heir apparent to CEO Josef Ackermann, also was a candidate.

Morgan Stanley's board never formally reached out to any of the candidates, favoring instead to choose co-President James Gorman, who runs Morgan Stanley's massive asset-management shop. Gorman assumes the CEO post Jan. 1. Mack will remain chairman.

A former Goldman managing director and NYSE chief who is frequently called "I, Robot" because of his stiff style, Thain was ousted by Bank of America CEO Ken Lewis after the completion of BofA's shotgun marriage to Merrill. Some discount the notion that Thain had a real shot at the Morgan Stanley CEO post, while others believe the hits that Lewis has sustained over his role in the Merrill merger have improved Thain's image.

Meanwhile, Steele watched Federal Deposit Insurance Corp. shut down Wachovia and hand the keys to the troubled bank over to Wells Fargo as a wave of depositor withdrawals overwhelmed the Charlotte, NC-based institution last year.

By MARK DeCAMBRE
NEW YORK POST

POLACHI SURVEY REVEALS EXECUTIVES ARE CAUTIOUSLY OPTIMISTIC ON OUTLOOK FOR Q4

Valentin.Timoshenko@gmail.com (VT) — Thu, 10 Sep 2009 13:27:14 PDT

Execs Weigh in on everything from the Recession, to Hiring Predictions, & Swine Flu Fears

FRAMINGHAM, Mass., September 10, 2009 – Polachi Inc., a provider of Access Executive Search™ services to technology, clean technology, private equity and venture capital companies, today issued the results of an online survey around executive expectations for Q4 2009– everything from the recession to hiring predictions and swine flu fears. The survey, which polled nearly 300 executives in the technology, clean tech, venture capital and private equity industries, revealed an overall outlook of cautious optimism. While nearly three quarters (71.2%) of the executives indicated they believe the recession is not yet over, more than half (53.4%) of the respondents indicated they predict that growth at their respective companies will improve over the next quarter.

Only a fraction (4.3%) of the respondents predict business at their companies will get worse over the next quarter, 11.4% were too uncertain to predict either way and nearly one-third (31.1%) of the executives indicated they anticipate business will perform at the same level of Q3 2009.

Regarding hiring plans, the executives were split between optimism and ambiguity. Nearly half (42.9%) of the respondents indicated they plan to increase hiring in Q4, while almost the same percentage (43.3%) revealed they were too uncertain to predict whether or not their companies would increase headcount or not. Only a comparatively insignificant proportion (13.8%) predicted their companies would decrease overall headcount in Q4.

When asked to weigh in on the topic du jour—swine flu—the survey found that while a strong majority (62.7%) of executives share in America’s concern over the potentially deadly virus, only a small percentage (33%) of their companies are taking (or planning to take) any steps to prevent spread of H1N1 infection in the workplace this fall. Surprisingly, more than half (51%) of the executives indicated that their companies were not taking anyprecautionary steps at all.

“In addition to the swine flu panic, the issue plaguing the minds of most executives right now is the economy,” said Peter Polachi, Partner at Polachi, Inc. “It’s not about whether or not it’s improving--nearly everyone agrees that things are better now than they were last quarter. The looming issue is really around the rate at which enterprise growth and hiring will turnaround.”

Developed and administered by Polachi, the survey was distributed via email earlier this month and completed by a total of 284 executives from various technology, clean technology, private equity and venture capital companies throughout the United States.

About Polachi, Inc.

Polachi, Inc. (www.polachi.com) provides Access Executive Search™ services to technology, clean technology, private equity and venture capital companies. The firm’s partners, all search industry veterans with decades of experience, understand that leading companies deserve access to the absolute best talent on the planet. While traditional executive search firms limit candidate access due to “off-limits” protocol, and newer search firms lack the breadth and depth of connections, Polachi’s Access Executive Search™ model, coupled with unmatched agility, delivers the most accelerated results. Polachi is a sponsor of the New England Clean Energy Council (NECEC) as well as a founding member of Access Search Partners™ (ASP), a partnership of four leading technology search firms that provides clients with specialist search services on a global scale. For more information about Polachi please call 508-650-9993 or visit www.polachi.com.

Dillistone Systems Publishes Whitepaper on “How to Best Select An Executive Search Management System”

Valentin.Timoshenko@gmail.com (VT) — Wed, 19 Aug 2009 05:02:47 PDT

White Paper provides important advice on how to best select your next Executive Search Management System.

London – August 19, 2009 – Dillistone Systems strongly believes that retained executive search firms can increase their competitive advantage and efficiency by sourcing the most suitable executive search recruitment software. As a global company with over twenty years experience in developing a comprehensive, flexible and easy to use tool for executive recruitment, Dillistone Systems is proud to present its latest, white paper “How To Select An Executive Search Management System”, highlighting key factors that every executive search firm should consider when selecting their next system.

Jason Starr, Managing Director of Dillistone Systems, the firm behind FILEFINDER – the specialist software for executive recruiters, said: "Selecting executive search recruitment software can be daunting and confusing, especially in today’s competitive environment where there is a wide range of “apparently similar” products. As a buyer, it is vital that you understand the differences between executive search systems, and more generic “recruiting software”. This white paper should help you do exactly that.”

For a detailed report, please read Dillistone System’s latest white paper, which can be downloading from here (http://www.dillistone.com/article.asp?PageId=3&ArticleId=158).
Contact sales@dillistone.com if you are interested in obtaining more information about FILEFINDER or scheduling an online demonstration.

Dillistone Systems Secures Contract with GSI Executive Search in Asia

Valentin.Timoshenko@gmail.com (VT) — Wed, 19 Aug 2009 05:01:14 PDT

London – August 19, 2009 – Dillistone Systems, the AIM quoted supplier of recruitment software, has announced that it has recently secured a contract with GSI Executive Search, the executive search division of The GMP Group, one of the largest recruitment companies in Singapore.

The contract is for the implementation and ongoing support of FILEFINDER 9. The system will be implemented at GSI’s offices in Singapore, Malaysia, Hong Kong, Thailand and China.

Iain Martin, Regional Director for Dillistone Systems in Australia and Asia, said: “We are delighted The GMP Group has chosen FILEFINDER for their executive search business and look forward to working with the team at GSI to implement FILEFINDER in the coming weeks.”

Alma Othman, Regional Managing Director of GSI Executive Search, said: “With several GSI offices across the region, it is crucial to have a centralised system that ensures seamless and quick access to our database. An established system like FILEFINDER will streamline our workflow and improve communication among our offices. In addition, it also enhances services offered and assures our clients of our transparency and efficiency.”

Visit our website atwww.dillistone.com for further information.

Dillistone Systems Secures Contract with Tribal Group Executive Search and Selection in the UK

Valentin.Timoshenko@gmail.com (VT) — Wed, 19 Aug 2009 04:58:48 PDT

London – August 19, 2009 – Dillistone Systems, the AIM quoted supplier of recruitment software, has announced that it has recently secured a contract with Tribal Group Plc (‘Tribal’), the consultancy, support and services organisation that focuses on providing its services to the public sector.
The contract will support Tribal Group Executive Search & Selection, a division of the Resourcing Solutions subsidiary of Tribal Group Plc. The contract is for the implementation of FILEFINDER 9, hosting services and ongoing support.
Alex James, Projects Director at Dillistone Systems, commented: “We are delighted that Tribal Group has chosen FILEFINDER 9 after a competitive tender process which set demanding requirements of functionality and service levels. It demonstrates that the software continues to be a leader in the global search & selection market.”

Visit our website at www.dillistone.com for further information.

Sandler Group’s Managing Partner Named to Serve as District Director for the National Association of Personnel Services

Valentin.Timoshenko@gmail.com (VT) — Thu, 13 Aug 2009 14:17:27 PDT

Sandler Group’s Managing Partner Named to Serve as District Director for the

National Association of Personnel Services

St. Louis, MO – August 3, 2009 – The Sandler Group, a retained healthcare executive search firm, announced today that Andy Sandler, CPC, has been appointed to the Board of Directors of the National Association of Personnel Services (NAPS).

“I am honored to have been appointed to the NAPS Board and look forward to serving the association’s members to help advance our industry in the years ahead,” said Sandler, founder and Managing Partner of The Sandler Group. “I hope that we can take the organization to the next level during my tenure as I strive to work closely with my colleagues on the Board of Directors to pursue opportunities that will take us closer to our goals.”

NAPS, a non-profit trade association that represents the personnel industry, has 600 member companies encompassing more than 850 offices throughout the United States. The association, headquartered in Dawsonville, Georgia, has been the staffing industry educator since 1961 and enjoys its reputation as the oldest industry association.

In this two-year volunteer position, Sandler will be responsible for maintaining open communication and cooperation between NAPS and its District III member groups, which includes state, regional and local associations in Arkansas, Illinois, Indiana, Kansas, Kentucky, Louisiana, Michigan, Missouri, Mississippi, Ohio, Tennessee and West Virginia. Sandler will serve as the voice of NAPS for those within his district.

With more than 10 years of experience as an advisor to senior management, Sandler has a proven track record for helping build and reshape organizations through key management staffing decisions. In 2001, Sandler earned the Certified Personnel Consultant (CPC) designation from NAPS.

Currently, he also serves as an officer with the Mid-America Association of Personnel and Staffing Services (MAPSS), holding the Treasurer post. From 2003-2007, Sandler was Vice President of the MAPSS Executive Board.

The Sandler Group has been a member of NAPS since 2003 (Sandler has been a member since 1999).

NAPS’ mission is to proactively serve, protect, inform, and represent all facets of the personnel services industry regarding federal legislation and regulatory issues by providing education, certification, and member services which enhance the ability to conduct business with integrity and competence.

About The Sandler Group

The Sandler Group, based in St. Louis, Missouri, is a retained executive search firm exclusively serving healthcare organizations throughout the United States. The firm conducts search assignments for positions ranging from Chief Executive Officer to Vice President to Director, all across varied functional areas. Visit www.sandlergroupllc.com for additional information.

The Sandler Group
Andy Sandler, 314-989-3789
asandler@sandlergroupllc.com

Trans-Logic Executive Search Group Limited President, CEO named as Toronto Chapter Chair for SCL Canada

Valentin.Timoshenko@gmail.com (VT) — Wed, 12 Aug 2009 02:57:24 PDT

Cambridge, ON – August 11, 2009. Dawn MacKinnon, President, CEO of Trans-Logic Executive Search Group Limited has been named as Toronto Chapter Chair for Supply Chain & Logistics Association Canada (SCL).

Supply Chain & Logistics Association Canada is a non-profit organization of business professionals interested in improving their logistics and supply chain management skills through a comprehensive program of education, research and networking opportunities.

SCL also serves companies wishing to gain strengthened awareness of government activity affecting their supply chain operations; access to training and education opportunities; and, information on global trends in logistics.

Ms. MacKinnon, an active member of SCL Canada for several years, is pleased to take on the role of Chapter Chair and is excited to increase awareness for the Association.

Dawn MacKinnon states, “I believe that my professional expertise as an outsourced Human Resources provider for the Supply Chain, Logistics and Transportation industries has provided me with the resources to effectively connect with industry leaders and promote the mandates of SCL. I am pleased to have this opportunity to represent an association that strives to meet the expectations and needs of other Supply Chain and Logistics professionals.”

As the President, CEO and founder of Trans-Logic Executive Search Group Limited, a recruitment firm for the Supply Chain, Logistics and Transportation industries, Dawn MacKinnon's professional career is highlighted with senior-level hands-on experience including Senior Management, Sales, Operations, Finance and HR Consulting.

For more information about Trans-Logic Executive Search Group Limited and the services they offer visit www.trans-logic.ca or call 1-866-212-2005.

To learn more about SCL Canada visit www.sclcanada.org or call 1-866-456-1231

Trans-Logic Executive Search Group Limited President, CEO named as Vice President Community Relations for HRPWT

Valentin.Timoshenko@gmail.com (VT) — Wed, 12 Aug 2009 02:55:41 PDT

Cambridge, ON – August 11, 2009. Dawn MacKinnon, President, CEO of Trans-Logic Executive Search Group Limited has been named as the incumbent Vice President Community Relations for the Human Resources Professionals of West Toronto (HRPWT).

Human Resources Professionals of West Toronto is a professional, not for profit organization of Human Resources practitioners. Founded in 1951, their objective is to provide networking opportunities for Human Resources practitioners throughout West Toronto and surrounding areas.

Ms. MacKinnon, a member of the HRPWT for several years, is pleased to join the board and looks forward to growing awareness for the Human Resources Professional Association’s West Toronto chapter.

Dawn MacKinnon states, “I believe that my professional expertise as an outsourced Human Resources provider has given me the resources to effectively connect with industry leaders and promote the mandates of the HRPWT. I am pleased to have been given this opportunity to represent an association that strives to meet the expectations and needs of other Human Resources practitioners.”

As the President, CEO and founder of Trans-Logic Executive Search Group Limited, a recruitment firm for the Supply Chain, Logistics and Transportation industries, Dawn MacKinnon's professional career is highlighted with senior-level hands-on experience including Senior Management, Sales, Operations, Finance and HR Consulting.

For more information about Trans-Logic Executive Search Group Limited and the services they offer visit www.trans-logic.ca or call 1-866-212-2005.

To learn more about the HRPWT visit www.hrpao.org

Korn/Ferry Expands Private Equity Practice Expertise With Three New Partners

Valentin.Timoshenko@gmail.com (VT) — Thu, 06 Aug 2009 03:25:35 PDT

Korn/Ferry International (NYSE: KFY), a premier global provider of talent management solutions, today announced that three consultants have joined its private equity practice and will be based in the firm's New York office.
Joseph Healey joins Korn/Ferry from Sextant Search Partners, a boutique executive search firm focused on the alternative asset management space. Formerly Sextant's founder and Private Equity Practice leader, Mr. Healey has been named a Senior Client Partner and Co-Head of the Private Equity Center of Excellence. He will co-head the practice with Bob Damon, president of North America. Dr.Stephen Bochner, leader of Sextant's Private Equity and Healthcare Practices, has been named a Senior Client Partner in the Private Equity Center of Excellence, focusing on the Global Life Sciences Market. Jonathan Goldstein, a partner and founding member of Sextant, has been named a Client Partner in the Private Equity Center of Excellence and Global Financial Market.
"Joe, Steve and Jonathan's arrival lends significant weight to our expertise in private equity, alternative asset management and healthcare, further solidifying Korn/Ferry's preeminent position in these critical sectors," said Mr. Damon. "I am delighted that they are joining the team, and we welcome the contribution of their experience and deep domain knowledge."
Joseph Healey has spent 15 of the past 20 years in executive search advising private equity investment firms and other alternative asset managers on their talent management strategies. Representative clients include leveraged buyout and venture capital funds, private equity funds-of-funds, secondary investment firms and hedge funds. Mr. Healey has become one of the recognized authorities on the private equity recruiting market. Previously, he led the Global Private Equity Practice of TMP Worldwide and was a founding member of the Highland Search Group.
Stephen Bochner, MD focuses on the recruitment of private equity investment professionals and senior operating executives to financial sponsor-backed healthcare companies. He was a partner in Sextant's Private Equity and Healthcare Practices and earlier, a global practice leader at Highland Partners and TMP Worldwide Executive Search. Before entering executive search, Dr. Bochner was vice president in the Venture Capital Group at Robertson Stephens & Co. and held senior operating positions in two VC-financed healthcare companies. As a physician, he founded a private surgical practice and served on the Clinical Faculty at Stanford University Hospital.
Jonathan Goldstein brings more than a decade of experience in executive search and direct investing in the alternative asset management class to Korn/Ferry. He specializes in vice president and partner searches on behalf of private equity and other alternative asset management firms. Mr. Goldstein was a partner and founding member of Sextant and earlier, a consultant in the Private Equity Practice of TMP Worldwide. Previously, he was a vice president at Sun Capital Partners, a middle-market leveraged buyout group focusing on turnarounds and under-performing companies. Mr. Goldstein began his career working in the private equity markets of the former Soviet Union, where he was a fund manager with the AIG Brunswick Millennium Fund and New Century Holdings.

About Korn/Ferry International
Korn/Ferry International, with a presence throughout the Americas, Asia Pacific, Europe, the Middle East and Africa, is a premier global provider of talent management solutions. Based in Los Angeles, the firm delivers an array of solutions that help clients to attract, develop, retain and sustain their talent. Visit www.kornferry.com for more information on the Korn/Ferry International family of companies, and www.kornferryinstitute.com for thought leadership, intellectual property and research.
SOURCE Korn/Ferry International

Futurestep Named as a Top Five Provider on 2009 ROP ‘Baker’s Dozen’

Valentin.Timoshenko@gmail.com (VT) — Wed, 05 Aug 2009 11:18:36 PDT

Futurestep, a Korn/Ferry Company(NYSE:KFY) specializing in talent acquisition solutions, today announced that it has been named by HRO Today Magazine as one of the leading RPO providers in its 2009 industry Baker’s Dozen list.

The annual list, published by HRO Today Magazine, is developed based on a survey of RPO buyers and experts from across the industry. Provider rankings are based on quality of service, breadth of service and size of deals. This year, Futurestep was named in the top five Enterprise RPO providers list, reflecting growth in demand and customer satisfaction for its RPO solutions. The company was also included in the top three global RPO solutions providers.

“Futurestep’s evolution and ascent continues as they have once again improved their ranking on the HRO Today RPO Baker’s Dozen Enterprise Providers list,” said Elliot Clark,CEO of HRO Today Magazine. “Futurestep has a clearly defined strategy and execution,excellent leadership and great customer service. Their global infrastructure allows them to compete for cross continental programs and they are well positioned to compete for any upcoming RPO engagement that is in the market.”

“The Baker’s Dozen listing reflects the perspective of buyers who are reaching for more value and business impact from their RPO partners,” said Futurestep Chief Executive Officer Robert McNabb. “As companies re-examine their talent strategies and prepare for tomorrow’s needs, RPO offers a flexible, cost-effective approach to competing for talent.It encompasses excellence in recruitment resources, a truly global footprint, and a focus in critical areas such as employment branding, workforce planning and talent strategy.Futurestep is proud to be able to help its clients address these needs through its RPO solutions, and we’re committed to the continuous innovation that is essential to delivering core business value.”

In addition to its Baker’s Dozen listing, the July/August issue of the magazine will also feature a case study by Futurestep client, Itron, a leading technology provider to the global energy and water industries. To learn more about Futurestep and its RPO, talent consulting and other strategic talent acquisition solutions, visit www.futurestep.com.

About Futurestep

Futurestep, a Korn/Ferry Company, is the industry leader in strategic talent acquisition,offering fully customized, flexible solutions to help organizations meet specific workforce needs. Our full-spectrum portfolio of services includes: Strategic Recruitment Process Outsourcing (ROP), Consulting Services, Project-Based Recruitment and Mid-Level Recruitment. With locations on four continents and a record of success in securing top talent around the world, Futurestep provides the experience and global reach to identify,attract and retain the people who drive business success. To learn more, visit futurestep.com.

About Korn/Ferry International

Korn/Ferry International, with a presence throughout the Americas, Asia Pacific, Europe,the Middle East and Africa, is a premier global provider of talent management solutions.Based in Los Angeles, the firm delivers an array of solutions that help clients to attract,develop, retain and sustain their talent. visit www.kornferry.com for more information on the Korn/Ferry International family of companies, and www.kornferryinstitute.com for thought leadership, intellectual property and research.

Source: Korn/Ferry International

CONTACT: Kelly Cartwright, 1-877-639-6262, kelly.cartwright@futurestep.com

Web Site: http://www.kornferry.com/ http://www.futurestep.com/

Great Training - Proven Results - Full-Day Seminar with Bill Radin

Valentin.Timoshenko@gmail.com (VT) — Mon, 03 Aug 2009 12:02:34 PDT

Winning Strategies for Recruiters
Full-Day Seminar with Bill Radin

Great Training - Proven Results.

Dear Fellow Recruiter:

Would you like to make more placements and a lot more money—even in a soft economy? Would you like to learn the secrets of top-producing recruiters or get a refresher course in recruiter excellence?

And would you like to save $40.00?

I can show you how. My "Winning Strategies for Recruiters" seminar is filled with hundreds of techniques to boost your performance and increase productivity. And if you register by August 15, I'll knock $40.00 off the price for each attendee.At my information-rich, full-day workshop, I'll show you how to:

√	Market your recruiting services;
√	Recruit higher-quality candidates;
√	Fine-tune your selling & closing skills;
√	Manage your time more effectively;
√	Improve your submission ratios;
√	Eliminate accepted counteroffers; and
√	Fill more jobs.

A Tremendous Value
In addition to a full day of training, role-playing and Q&A, you'll receive a free workbook filled with recruiting forms, contracts, navigators, Web tools, templates and position comparisons. And you'll get ahuge, 50% discount on all my best-selling books, CDs and audio training programs.

Full Disclosure
If you've been to my seminars before, you know that I stress information over entertainment and substance over style. In other words, I'll cover LOTS of material, give you a chance to role-play with me directly and answer questions to help further your understanding and sharpen your skills.
If you're not familiar with my work, here are what some recent attendees had to say:

"You care like Carnegie, you're sensible like Drucker, you sell like Ziglar and you motivate like Robbins."

— Eliot Burdett, Ignite Recruiting, Inc.

"Our recruiters learned things from you in a couple of hours that would have taken them years to learn otherwise."

— Tom Carter, Manager, Quest Systems, Inc.

"The best information I ever received pertaining
my career. I highly recommend this seminar."

— Steve Burney, Recruiter, The Search Firm, Inc.

Who Should Attend this Seminar
My strategies are suitable for rookies and veterans alike. If you're new to recruiting, or you want to learn fresh ideas or brush up on forgotten skills, this is the seminar for you!

For more information—or to register—for my powerful full-day seminar, visit me online at www.billradin.com/recruiting_seminars.htm or call me toll-free at (800) 837-7224.

Sincerely,

Bill Radin, President
Winning Strategies for Recruiters

P.S. Hurry! The early-bird discount ends August 15.

POLACHI SURVEY FINDS CLEAN TECH EXECUTIVES OPTIMISTIC ON GROWTH

Valentin.Timoshenko@gmail.com (VT) — Fri, 31 Jul 2009 08:14:52 PDT

POLACHI SURVEY FINDS CLEAN TECH EXECUTIVES OPTIMISTIC ON GROWTH

Over 100 Clean Tech Executives and Investors Weigh in on the Industry’s Future

FRAMINGHAM, Mass., July 31, 2009 –Polachi Inc., a provider of Access Executive Search™ services to technology, clean technology, private equity and venture capital companies, today issued the results of an online survey which polled over 100 clean tech executives and investors. Despite a significant drop-off in private funding of clean tech companies in the first quarter of 2009, nearly all (89.9 %) of the survey respondents indicated they predict growth in the clean tech industry to resume in one year or less—with nearly one third (31.2%) of these executives claiming that growth has already resumed. Additionally, three quarters (75%) of the executives indicated they believe the clean tech industry will be the key engine of economic growth over the next decade.

“Despite the Q1 drop-off in private funding, we are confident the clean tech industry is here to stay,” said Jim Poe, Partner at Polachi, Inc. “The fundamentals that drove such record-breaking growth over the last three years are still very relevant today and the results of this survey validate that executives and investors alike are optimistic about the future prospects for the industry.”

Polachi’s clean tech survey results follow recent hearings on Capital Hill on how to propel clean energy activity in the US. On July 16^th, the Senate heard from various clean tech executives in a meeting entitled, “Ensuring and Enhancing U.S. Competitiveness while Moving toward a Clean Energy Economy.”

“There is no denying that last few months have been a bit of a waiting game, but we still hold strong in our belief that the clean-tech industry represents one of the greatest business opportunities of the century,” said Nick d'Arbeloff, executive director of the New England Clean Energy Council. “In the long term clean tech might even end up rivaling or surpassing IT in terms of historical magnitude.”

Although the executives expressed optimism about growth in clean tech, their responses demonstrated the existing challenges they face in obtaining private capital. For example, when asked to choose which areas were most challenging to the success of their business and/or business interests, the majority of participants selected fundraising (56.3%), followed by establishing partnerships (19.4%) and government affairs/navigating legislation (18.4%).

When asked to rank major variables impacting growth in the clean tech industry, more than half (56%) cited flow of private capital as being “most impactful,” followed by the general state of the economy (46.8%), the price of oil and other commodities (33.3%) and uncertainty about how to access federal stimulus funds (11%).

In terms of geographical promise, the survey found the highest number (33%) of executives are betting on the west coast/Silicon Valley when it comes to which US region represents the best growth opportunities in clean tech; 18.4% indicated the northeast and 15.5% selected the southwest.

Developed and administered by Polachi, the survey was distributed via email this month and completed by a total of 109 clean tech executives and investors representing a range of sub-sectors including solar, biofuels, smartgrid/energy automation, geothermal, green chemistry, lighting, materials and green transportation.

To view the full results of the survey please visit, http://tr.im/uD8h.

About Polachi, Inc.

Polachi, Inc. (www.polachi.com) provides Access Executive Search™ services to technology, clean technology, private equity and venture capital companies. The firm’s partners, all search industry veterans with decades of experience, understand that leading companies deserve access to the absolute best talent on the planet. While traditional executive search firms limit candidate access due to “off-limits” protocol, and newer search firms lack the breadth and depth of connections, Polachi’s Access Executive Search™ model, coupled with unmatched agility, delivers the most accelerated results. Polachi is a sponsor of the New England Clean Energy Council (NECEC) as well as a founding member of Access Search Partners™ (ASP), a partnership of four leading technology search firms that provides clients with specialist search services on a global scale. For more information about Polachi please call 508-650-9993 or visit www.polachi.com.

PR Contact:                         Liz Bradley
                                       Kel & Partners
                                       617.904.9393, ext. 119
                                       Liz@kelandpartners.com

Hudson Highland Group Reports 2009 Second Quarter Financial Results

Valentin.Timoshenko@gmail.com (VT) — Wed, 29 Jul 2009 14:48:40 PDT

Hudson Highland Group, Inc. (Nasdaq: HHGP), one of the world's leading providers of permanent recruitment, contract professionals and talent management solutions, today announced financial results for the second quarter ended June 30, 2009.

2009 Second Quarter Summary

--  Revenue of $173.8 million, a decrease of 42.6 percent from $303.1
        million for the second quarter of 2008, and an increase of $9.1 million
        or 5.6 percent from the first quarter of 2009
    --  Gross margin of $64.9 million, or 37.3 percent of revenue, down 51.7
        percent from $134.4 million, or 44.3 percent of revenue for the same
        period last year, and an increase of $2.9 million or 4.6 percent from
        the first quarter of 2009
    --  Adjusted EBITDA* loss of $4.4 million, or 2.6 percent of revenue, down
        from adjusted EBITDA of positive $11.4 million for the second quarter of
        2008, and an improvement from the adjusted EBITDA loss of $9.7 million
        in the first quarter of 2009
    --  EBITDA* loss of $9.6 million, down from EBITDA of positive $10.4 million
        for the same period in 2008
    --  Net loss from continuing operations of $15.5 million, or $0.59 per basic
        and diluted share, compared with net income from continuing operations
        of $1.9 million, or $0.07 per basic and diluted share, for the second
        quarter of 2008    --  Net loss of $17.8 million, or $0.68 per basic and diluted share,
        compared with net income of $5.0 million, or $0.20 per basic and $0.19
        per diluted share, for the second quarter of 2008

*Adjusted EBITDA and EBITDA are defined in the segment tables at the end of this release.

"Despite an adverse economic environment in the second quarter, we were able to reduce our first quarter adjusted EBITDA loss by 54 percent due to aggressive cost management," said Jon Chait, Hudson Highland Group chairman and chief executive officer. "While we expect the environment to remain challenging, I believe that we have weathered the worst of the declines and there is evidence that market demand levels are beginning to stabilize."

"Our recent office restructuring actions and additional cost reductions are helping to position the company for a profitable future when the recovery takes hold," said Mary Jane Raymond, the company's executive vice president and chief financial officer. "We expect our adjusted EBITDA in the second half of 2009 to improve over the first half of the year, notwithstanding a possible seasonal decline in the third quarter. We expect cash trends to improve as well."

Restructuring Program

During the third quarter of 2009, the company expects to continue to streamline its operations in response to current economic conditions. Last quarter, the company increased the size of the 2009 restructuring plan to $11 - $16 million and expects to incur $1 - $4 million of restructuring charges during the third quarter of 2009. Second quarter restructuring expenses of $3.6 million were related to severance and lease terminations, primarily in Europe and North America.

Liquidity and Capital Resources

The company ended the second quarter of 2009 with $47.2 million in cash including $11.3 million currently borrowed under its amended credit facility, up from $46.3 million at the end of the first quarter of 2009. In addition, the company has excess availability under its amended credit facility of $6.7 million. The company received $11.6 million in April 2009 from Heidrick & Struggles for the final earn-out from the sale of Highland Partners in 2006.

Guidance

Despite recent signs of increasing stability, visibility remains low. As a result, the company will not provide formal guidance for the third quarter of 2009. The company will comment on current trends and its outlook for the third quarter on its second quarter earnings call.

Additional Information

Additional information about the company's quarterly results can be found in the shareholder letter and the second quarter earnings slides in the investor information section of the company's Web site at www.hudson.com.

Conference Call/Webcast

Hudson Highland Group will conduct a conference call Thursday, July 30, 2009 at 10:00 a.m. ET to discuss this announcement. Individuals wishing to participate can join the conference call by dialing 1-800-374-1532 followed by the participant passcode 19999263 at 9:50 a.m. ET. For those outside the United States, please call in on 1-706-634-5594 followed by the participant passcode 19999263. Hudson Highland Group's quarterly conference call can also be accessed online through Yahoo! Finance at www.yahoo.com and the investor information section of the company's Web site at www.hudson.com.

The archived call will be available for one week by dialing 1-800-642-1687 followed by the participant passcode 19999263. For those outside the United States, the call will be available on 1-706-645-9291 followed by the participant passcode 19999263.

About Hudson Highland Group

Hudson Highland Group, Inc. is a leading provider of permanent recruitment, contract professionals and talent management services worldwide. From single placements to total outsourced solutions, Hudson helps clients achieve greater organizational performance by assessing, recruiting, developing and engaging the best and brightest people for their businesses. The company employs nearly 2,500 professionals serving clients and candidates in more than 20 countries. More information is available at www.hudson.com.

Safe Harbor Statement

This press release contains statements that the company believes to be "forward-looking statements" within the meaning of the Private Securities Litigation Reform Act of 1995. All statements other than statements of historical fact included in this press release, including those under the caption "Guidance" and other statements regarding the company's future financial condition, results of operations, business operations and business prospects, are forward-looking statements. Words such as "anticipate," "estimate," "expect," "project," "intend," "plan," "predict," "believe" and similar words, expressions and variations of these words and expressions are intended to identify forward-looking statements. All forward-looking statements are subject to risks and uncertainties that could cause actual results to differ materially from those described in the forward-looking statements. These factors include, but are not limited to, the impact of global economic fluctuations including the current economic downturn; the ability of clients to terminate their relationship with the company at any time; risks in collecting our accounts receivable; implementation of the company's cost reduction initiatives effectively; the company's history of negative cash flows and operating losses may continue; the company's limited borrowing availability under our credit facility, which may negatively impact our liquidity; restrictions on the company's operating flexibility due to the terms of its credit facility; fluctuations in the company's operating results from quarter to quarter; risks relating to the company's international operations, including foreign currency fluctuations; risks related to our investment strategy; risks and financial impact associated with dispositions of underperforming or non-core assets; the company's heavy reliance on information systems and the impact of potentially losing or failing to develop technology; competition in the company's markets and the company's dependence on highly skilled professionals; the company's exposure to employment-related claims from both clients and employers and limits on related insurance coverage; the company's dependence on key management personnel; volatility of stock price; the impact of government regulations; restrictions imposed by blocking arrangements. Additional information concerning these and other factors is contained in the company's filings with the Securities and Exchange Commission. These forward-looking statements speak only as of the date of this letter. The company assumes no obligation, and expressly disclaims any obligation, to review or confirm analysts' expectations or estimates or to update any forward-looking statements, whether as a result of new information, future events or otherwise.

Financial Tables Follow

HUDSON HIGHLAND GROUP, INC.
                CONDENSED CONSOLIDATED STATEMENTS OF OPERATIONS
              (in thousands, except share and per share amounts)
                                  (unaudited)                                     Three Months Ended   Six Months Ended
                                           June 30,           June 30,
                                           --------           --------
                                         2009      2008     2009      2008
                                         ----      ----     ----      ----
    Revenue                          $173,848  $303,128 $338,539  $596,159
    Direct costs                      108,964   168,725  211,651   338,579
                                      -------   -------  -------   -------
      Gross margin                     64,884   134,403  126,888   257,580
                                       ------   -------  -------   -------
    Operating expenses:
      Selling, general and
       administrative expenses         69,329   123,002  141,030   239,398
      Depreciation and amortization     2,840     3,537    6,628     7,362
      Business reorganization and
       integration expenses             3,562     1,024    9,401     2,216
      Goodwill and other impairment
       charges                          1,549         -    1,549         -
                                        -----       ---    -----       ---
        Total operating expenses       77,280   127,563  158,608   248,976
                                       ------   -------  -------   -------
      Operating (loss) income         (12,396)    6,840  (31,720)    8,604
    Other (expense) income:
      Interest, net                      (182)      204     (372)      558
      Other, net                           54     1,095      674     1,358
                                           --     -----      ---     -----
    (Loss) income from continuing
     operations before income taxes   (12,524)    8,139  (31,418)   10,520
    Provision (benefit) for income
     taxes                              2,975     6,281   (1,085)    8,060
                                        -----     -----   ------     -----
    (Loss) income from continuing
     operations                       (15,499)    1,858  (30,333)    2,460
    (Loss) income from discontinued
     operations, net of income taxes   (2,272)    3,098    7,003     3,860
                                       ------     -----    -----     -----
    Net (loss) income                $(17,771)   $4,956 $(23,330)   $6,320
                                     ========    ====== ========    ======
    Basic (loss) income per share:
    (Loss) income from continuing
     operations                        $(0.59)    $0.07   $(1.18)    $0.10
    (Loss) income from discontinued
     operations                         (0.09)     0.13     0.27      0.15
                                        -----      ----     ----      ----
    Net (loss) income                  $(0.68)    $0.20   $(0.91)    $0.25
                                       ======     =====   ======     =====
    Diluted (loss) income per share:
    (Loss) income from continuing
     operations                        $(0.59)    $0.07   $(1.18)    $0.10
    (Loss) income from discontinued
     operations                         (0.09)     0.12     0.27      0.15
                                        -----      ----     ----      ----
    Net (loss) income                  $(0.68)    $0.19   $(0.91)    $0.25
                                       ======     =====   ======     =====
    Weighted average shares outstanding:
    Basic                              26,311    24,984   25,744    25,135
    Diluted                            26,311    25,512   25,744    25,616
                           HUDSON HIGHLAND GROUP, INC.
                      CONDENSED CONSOLIDATED BALANCE SHEETS
                     (in thousands, except per share amount)
                                   (unaudited)
                                                    June 30,   December 31,
                                                        2009           2008
                                                        ----           ----
                         ASSETS
    Current assets:
    Cash and cash equivalents                        $47,238        $49,209
    Accounts receivable, net                         104,794        127,169
    Prepaid and other                                 15,438         15,411
    Current assets from discontinued operations          831          2,360
                                                         ---          -----
      Total current assets                           168,301        194,149
    Intangibles, net                                     971          2,498
    Property and equipment, net                       21,128         24,379
    Other assets                                      13,152          9,927
      Total assets                                  $203,552       $230,953
                                                    ========       ========
          LIABILITIES AND STOCKHOLDERS' EQUITY
    Current liabilities:
    Accounts payable                                 $12,984        $15,693
    Accrued expenses and other current liabilities    60,716         76,447
    Short-term borrowings                             11,348          5,307
    Accrued business reorganization expenses           6,955          5,724
    Current liabilities from discontinued
     operations                                        1,185          1,410
                                                       -----          -----
      Total current liabilities                       93,188        104,581
    Other non-current liabilities                     19,157         16,904
    Accrued business reorganization expenses, non-
     current                                             819          1,476
                                                         ---          -----
      Total liabilities                              113,164        122,961
    Stockholders' equity:
    Preferred stock, $0.001 par value, 10,000
     shares authorized; none issued or outstanding         -              -
    Common stock, $0.001 par value, 100,000 shares
     authorized; issued 26,694 and 26,494 shares,
     respectively                                         27             26
    Additional paid-in capital                       445,123        450,739
    Accumulated deficit                             (386,235)      (362,905)
    Accumulated other comprehensive income-
     translation adjustments                          31,756         27,054
    Treasury stock, 107 and 1,140 shares,
     respectively, at cost                              (283)        (6,922)
                                                        ----         ------
      Total stockholders' equity                      90,388        107,992
                                                      ------        -------
      Total liabilities and stockholders' equity    $203,552       $230,953
                                                    ========       ========
                         HUDSON HIGHLAND GROUP, INC.
                               SEGMENT ANALYSIS
                                (in thousands)
                                 (unaudited)
    For The Three                           Hudson
     Months Ended     Hudson     Hudson      Asia
     June 30, 2009   Americas    Europe     Pacific  Corporate    Total
                    ---------   -------    --------  ---------    -----
    Revenue           $43,133    $68,187    $62,528         $-  $173,848
                      =======    =======    =======         ==  ========
    Gross margin      $10,512    $31,280    $23,092         $-   $64,884
                      -------    -------    -------         --   -------
    Adjusted
     EBITDA (1)         $(495)      $798       $444    $(5,192)  $(4,445)
    Business
     reorganization
     and
     integration
     expenses           1,124      2,328         96         14     3,562
    Goodwill and
     other
     impairment
     charges             (120)         -      1,669          -     1,549
                         ----        ---      -----        ---     -----
    EBITDA (1)         (1,499)    (1,530)    (1,321)    (5,206)   (9,556)
    Depreciation
     and
     amortization       1,048      1,017        745         30     2,840
                        -----      -----        ---         --     -----
    Operating
     (loss) income    $(2,547)   $(2,547)   $(2,066)   $(5,236) $(12,396)
                      =======    =======    =======    =======  ========
    For The Three                           Hudson
     Months Ended     Hudson     Hudson      Asia
     June 30, 2008   Americas    Europe     Pacific  Corporate    Total
                    ---------   -------    --------  ---------    -----
    Revenue           $71,507   $115,696   $115,925         $-  $303,128
                      =======   ========   ========         ==  ========
    Gross margin      $20,186    $63,326    $50,891         $-  $134,403
                      -------    -------    -------         --  --------
    Adjusted
     EBITDA (1)        $1,734     $9,870     $9,011    $(9,214)  $11,401
    Business
     reorganization
     and
     integration
     expenses             245        779          -          -     1,024
    Goodwill and
     other
     impairment
     charges                -          -          -          -         -
                          ---        ---        ---        ---       ---
    EBITDA (1)          1,489      9,091      9,011     (9,214)   10,377
    Depreciation
     and
     amortization       1,171      1,329        984         53     3,537
                        -----      -----        ---         --     -----
    Operating
     income (loss)       $318     $7,762     $8,027    $(9,267)   $6,840
                         ====     ======     ======    =======    ======
     (1) Non-GAAP earnings before interest, income taxes, special charges,
    other non-operating expense, and depreciation and amortization ("Adjusted
    EBITDA") and non-GAAP earnings before interest, income taxes, other non-
    operating expense, and depreciation and amortization ("EBITDA") are
    presented to provide additional information about the company's operations
    on a basis consistent with the measures which the company uses to manage
    its operations and evaluate its performance. Management also uses these
    measurements to evaluate capital needs and working capital requirements.
    Adjusted EBITDA and EBITDA should not be considered in isolation or as a
    substitute for operating income, cash flows from operating activities,
    and other income or cash flow statement data prepared in accordance with
    generally accepted accounting principles or as a measure of the company's
    profitability or liquidity. Furthermore, adjusted EBITDA and EBITDA as
    presented above may not be comparable with similarly titled measures
    reported by other companies.
                         HUDSON HIGHLAND GROUP, INC.
                               SEGMENT ANALYSIS
                                (in thousands)
                                 (unaudited)
    For The Six                             Hudson
     Months Ended     Hudson     Hudson      Asia
     June 30, 2009   Americas    Europe     Pacific  Corporate    Total
                    ---------   -------    --------  ---------    -----
    Revenue           $87,155   $134,116   $117,268         $-  $338,539
                      =======   ========   ========         ==  ========
    Gross margin      $21,482    $61,584    $43,822         $-  $126,888
                      -------    -------    -------         --  --------
    Adjusted
     EBITDA (1)       $(3,659)     $(282)     $(261)   $(9,940) $(14,142)
    Business
     reorganization
     and
     integration
     expenses           2,747      4,666      1,974         14     9,401
    Goodwill and
     other
     impairment
     charges             (120)         -      1,669          -     1,549
                         ----        ---      -----        ---     -----
    EBITDA (1)         (6,286)    (4,948)    (3,904)    (9,954)  (25,092)
    Depreciation
     and
     amortization       2,053      2,820      1,662         93     6,628
                        -----      -----      -----         --     -----
    Operating
     (loss) income    $(8,339)   $(7,768)   $(5,566)  $(10,047) $(31,720)
                      =======    =======    =======   ========  ========
    For The Six                             Hudson
     Months Ended     Hudson     Hudson      Asia
     June 30, 2008   Americas    Europe     Pacific  Corporate    Total
                    ---------   -------    --------  ---------    -----
    Revenue          $154,769   $226,028   $215,362         $-  $596,159
                     ========   ========   ========         ==  ========
    Gross margin      $42,940   $120,883    $93,757         $-  $257,580
                      -------   --------    -------         --  --------
    Adjusted
     EBITDA (1)        $2,959    $15,583    $14,783   $(15,143)  $18,182
    Business
     reorganization
     and
     integration
     expenses           1,705        416         95          -     2,216
    Goodwill and
     other
     impairment
     charges                -          -          -          -         -
                          ---        ---        ---        ---       ---
    EBITDA (1)          1,254     15,167     14,688    (15,143)   15,966
    Depreciation
     and
     amortization       2,344      2,972      1,940        106     7,362
                        -----      -----      -----        ---     -----
    Operating
     (loss) income    $(1,090)   $12,195    $12,748   $(15,249)   $8,604
                      =======    =======    =======   ========    ======
     (1) Non-GAAP earnings before interest, income taxes, special charges,
    other non-operating expense, and depreciation and amortization ("Adjusted
    EBITDA") and non-GAAP earnings before interest, income taxes, other non-
    operating expense, and depreciation and amortization ("EBITDA") are
    presented to provide additional information about the company's operations
    on a basis consistent with the measures which the company uses to manage
    its operations and evaluate its performance. Management also uses these
    measurements to evaluate capital needs and working capital requirements.
    Adjusted EBITDA and EBITDA should not be considered in isolation or as a
    substitute for operating income, cash flows from operating activities,
    and other income or cash flow statement data prepared in accordance with
    generally accepted accounting principles or as a measure of the company's
    profitability or liquidity. Furthermore, adjusted EBITDA and EBITDA as
    presented above may not be comparable with similarly titled measures
    reported by other companies.
    Contact:      David F. Kirby
                  Hudson Highland Group
                  212-351-7216
                  david.kirby@hudson.com

Source Hudson Highland Group, Inc.

Ray & Berndtson Selected to Leads Search for New President & CEO

Valentin.Timoshenko@gmail.com (VT) — Fri, 24 Jul 2009 13:58:48 PDT

AESC member Ray & Berndtson has been retained by Sudbury Regional Hospital to assist the hospital in its search for a new president and chief executive officer. Sudbury Regional Hospital is a regional resource and referral centre, which provides hospital-based acute, transitional and rehabilitation care for over 530,000 residents across northeastern Ontario.

aesc

Private Coaching by Bill Radin

Valentin.Timoshenko@gmail.com (VT) — Wed, 22 Jul 2009 13:07:05 PDT

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