Blogs & Webinars

Portfolio Companies & Recruiting By Carroll Leatherman   Jamesbeck is pleased to announce the addition of portfolio company recruiting capabilities for our private equity client base. An important differentiator that we bring to portfolio company recruiting is our intimate understanding of the deal partners/board members' expectations, the timing of the investments, and the rhythm of the investment cycle. Portfolio company recruiting follows the same basic process as searches we execute on behalf of private equity clients, with a few important distinctions.  For portfolio company work, the client assessment stage is broader and considers the perspective of both the board members on

ESG: Discovering New Opportunities on the Horizon is a webinar focused on opportunities in the Environmental, Social, and Governance arena and the bright future of responsible investing. You will hear directly from Heidi Ridley and Kathryn McDonald, Co-Founders of Radiant ESG, as well as Melissa Norris and Beth Rustin, Founding Partners of Jamesbeck. https://vimeo.com/521227479/409cacdb87

Recruiting in a Pandemic By: Luke Myer   The COVID-19 pandemic has fundamentally changed the world we live in, and recruiting is no different. It is in many ways easier to interview, but much harder to ultimately attract top talent to a new firm in this environment. Below we will talk about how the process has been impacted and strategies to drive successful outcomes.   With most professionals currently working from home, being able to interview over video conference without having to invent phony dentist appointments or travel to another firm’s offices midday has broken down some barriers for individuals to have exploratory conversations.

The Pandemic & Remote Recruiting By Carroll Leatherman   The coronavirus pandemic has challenged recruiting in ways that we could not have envisioned even a short time ago. Now that we are ten months in, we have gained great perspective on how “best practices” are evolving to meet this new normal, in both recruitment and even more importantly, on-boarding. The insights shared below have been gleaned from a diverse group of our investment management clients for which we have launched and closed searches during COVID-19.   The Recruitment Process: How best to interview: It’s important to replicate the pre-COVID in-person interview process as best as possible to set the

Navigating Your Career: Take the Driver's Seat is a webinar focused on strategies to help black women actively manage and advance their careers.   You will hear directly from Megan Staczek, executive leadership coach and organizational development consultant, Melissa Norris and Beth Rustin, founding partners of Jamesbeck, and Angel Stewart, financial services diverse talent specialist, on these topics.     [embed]https://vimeo.com/472684435/00ba37e4ed[/embed]

Part 1: Improving Email Communications This is the first video in our four-part interview series about communication!   We've been working closely with Michael Hoeppner, communications expert and CEO of GK Training, to demonstrate ways we can improve our communication skills. In part one, we spend eight minutes talking with Michael about email. We all dedicate so much time and energy to writing emails, so how do we do better?     We ask Michael questions like: What is the appropriate length of an email? How much time should you take to write emails? What are rules of thumb for writing subject lines? How can you add value to prospecting emails? When is

By Melissa Norris and Megan Staczek   The coronavirus pandemic has shown the investment management industry that its people can successfully work from home (WFH), regardless of function. But everyone is wondering what’s next. People are asking questions such as: Will this change be permanent? Will firms be more open to people working remotely – either permanently or partially? What are the impacts of a workforce that is in some form working from home?   While there are many benefits and challenges to telework (see the addendum to this article below), we’re taking an even broader view of the current situation with the following

I’ve been giving a lot of thought to how to capture what I’m hearing in the market since the abrupt shift to WFH in mid-March. Our pre-coronavirus definitions of work life balance have clearly been disrupted and upended. It’s not that we all had the perfect work life balance before, but we had a semblance of structure that defined our days. We had boundaries that allowed us to carve-out a little personal time and space when we weren’t expected to be “on” and before parenting or care-giving roles kicked in.   Technology gave us the gift of 24/7 as we pursued