An Up-Close Look at Talent Acquisition Strategies by Jay Rosenzweig


One common mistake companies make is simply waiting too long to add needed executive talent. If a company is perceived as having crossed a point of no return, where the odds of turning things around are overwhelming, it can be impossible to find a candidate. After all, a hiring company wants someone who has excellent business judgment – and that same excellent judgment may signal to the individual that he or she is looking at a lost cause. In the following article, Mr. Rosenzweig takes us inside companies of all shapes and sizes to see how they’re approaching talent from the inside out.

Jay Rosenzweig, founding partner of Rosenzweig & Company – a global talent management firm that focuses on the critical, specialized executive search needs of clients, is a veteran of executive search. He consults to a wide range of public and private companies including large global corporations; small to medium-cap businesses; and private equity and venture capital firms in the development of world-class leadership teams and boards. He offers deep cross-functional and crosssector experience, with a track record of having successfully recruited general managers, “C” level (CEO, COO, CMO, CFO, CIO, CLO, CDO) executives, and professional services partners for his broad client base. Mr. Rosenzweig founded his firm after many years in the search business, beginning in research, and progressing to partner-level roles both in boutique and global, public firm environments. Prior to joining the search industry, he was in the field of law, which included exposure to corporate/commercial litigation, criminal defense, and human rights work.

Today, Rosenzweig & Company also offers management assessment, onboarding and executive coaching, organizational effectiveness, digital media strategy, and risk advisory & compliance services. Since 2004, Mr. Rosenzweig has recruited partners to the firm with decades of global, ‘big firm’ experience from organizations including Heidrick & Struggles, Spencer Stuart, and Korn Ferry. While the firm offers ‘big firm experience,’ it works in the context of boutique firm rigor in terms of process, intensity, and senior level involvement in project execution.

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