Are you experienced in my field?
Below is just a small segment of the professions we work in. Those listed are the more traditional professions we are familiar with.
The information contained herein has been compiled from our work in the field and the U.S. Department of Labor (Bureau of Labor Statistics).
*Many of the professions discussed within this communication are combined. For example, financial management includes: controllers, treasurers, finance officers, credit managers, risk and insurance managers, asset management, lending, credit operations, securities investment or insurance risk management and loss control, just to name a few. Chief financial officers are included in the Senior Management section of this site. A multitude of skills are transferable to countless industries and professions. Furthermore, no single publication can describe all aspects of an occupation. Therefore, it is best to Contact Us regarding your specific career situation. This will enable us to cater a specific strategy to meet your needs.
Advertising - Promotions, and Public Relations Managers (PR)
“C” Level Executives - Senior Management
Entrepreneurial Transitions (Business Owners)
Human Resource Executives
Information Technology Executives
Medical Doctors Transitioning
Medical - Medical and Health Services Managers
Real Estate - Property, Real Estate, and Community Association Managers
Do you require a fee?
We do charge a fee for our services; however, before any obligation exists, a thorough evaluation will be completed to ascertain the exact work to be done in accordance with your immediate professional mission and long-term career goals.
We never take a fee from the hiring company. As a matter of fact, we will advise you on having the fee reimbursed by your new employer.
Learn more about our guarantees and how we can bring your career search to a timely and successful conclusion.
Contact us and a Senior Consultant will contact you within one business day.
We guarantee to work with you until you accept a new position! Contact Us Today!
How do I increase my salary?
We know from experience that most executives cannot identify at least 50 percent of their most marketable professional assets, simply because they're too close to their own situation or they are not truly aware of other professions or industries that would recognize their skills as a major value-add. As we identify and surface all that is most marketable about you, we can help classify skills-which, if selectively described to employers, can often make the difference.
Each year, about 25 percent of the clients who contract our services, have settled for less in the past, simply because they have been unable to communicate their most marketable assets and skills.
One client was earning a $200,000 base after almost 20 years. Three years later, she is earning $500,000+. Another executive came to us at less than $300,000 and a year later, landed a CEO role at more than double that amount.
The key in both situations was that we packaged, positioned and promoted their true assets. If you are like most executives, you can increase your averages of maximizing your compensation by way of specifically identifying each and every marketable asset and following a very simple rule: It has been said time and again by psychologists, motivational speakers, spiritual leaders and coaches that the most restrictive limits you face are those you put on yourself. So, if you want to be a serious candidate for a better position, know your product (thyself) and don't put limits on your thinking.
Contact Us today for a FREE salary survey and assessment of what we can do to maximize your income.
What types of Co's are your clients interested in?
Wal-mart Stores, ExxonMobil,
Bank of America Corp,
J P Morgan Chase & Co,
Intl Business Machines (IBM),
Goldman Sachs Group,
Procter & Gamble
State Farm Insurance Cos
Johnson & Johnson
United Parcel Service
Medco Health Solutions
New York Life Insurance
Hartford Financial Services
Mass Mutual Life Ins
Liberty Mutual Ins Group
Electronic Data Systems
Goodyear Tire & Rubber
U S Bancorp
Delta Air Lines
United States Steel
Eli Lilly and Company
Capital One Financial
D R Horton
Burlington No Santa Fe
Computer Sciences Corporation
TRW Automotive Holdings
National City Corp
American Electric Power
Public Service Enterprise Group
Toys "R" Us
Bank of New York Co
Circuit City Stores
US Airways Group
PNC Financial Services Group
Guardian Life of America
Fidelity National Financial
S&C Holdco 3
H J Heinz
R R Donnelley & Sons
Automatic Data Proc
Air Products & Chem
BJ's Wholesale Club
First American Corp
Coventry Health Care
Jacobs Engineering Grp
Clear Channel Communications
National Oilwell Varco
Integrys Energy Group
American Family Ins Grp
C H Robinson Worldwide
Enbridge Energy Partners
Black & Decker
Mellon Financial Corp
Thrivent Financial for Lutherans
Group 1 Automotive
AK Steel Holding
Allied Waste Industries
Molson Coors Brewing
W W Grainger
Asbury Automotive Group
Performance Food Group
Bed Bath & Beyond
Freeport-McMoRan Cpr & Gld
Boise Cascade Holdings
Reliance Steel & Aluminum
Avis Budget Group
Advanced Micro Devices
Owens & Minor
Leggett & Platt
Beazer Homes USA
W R Berkley
Affiliated Computer Svcs
Barnes & Noble
Marshall & Ilsley Corp
Longs Drug Stores
Peter Kiewit Sons'
Host Hotels & Resorts
Erie Insurance Group
Level 3 Communications
Chiquita Brands International
Mutual of Omaha Ins
Northern Trust Corp
Community Health Systems
M&T Bank Corp
SunGard Data Systems
Telephone & Data Sys
American Financial Grp
Ikon Office Solutions
Universal Health Svcs
Health Management Associates
Synovus Financial Corp
MDU Resources Group
CB Richard Ellis Group
Robert Half International
Old Republic International
Thermo Fisher Scientific
WellCare Health Plans
Polo Ralph Lauren
Armstrong World Industries
Laboratory Corp of America
Warner Music Group
Stater Bros Holdings
First Horizon National Corp
Burlington Coat Factory
New York Times
J B Hunt Transport Services
Abercrombie & Fitch
Del Monte Foods
St Jude Medical
New Jersey Resources
Equity Office Properties
General Growth Properties
Harman International Industries
Building Materials Holding
American Axle & Mfg
Casey's General Stores
Unified Western Grocers
W R Grace
Linens 'n Things
US Oncology Holdings
American Eagle Outfitters
A G Edwards
Cooper Tire & Rubber
Great Plains Energy
E W Scripps
Universal Forest Products
Vanguard Health Systems
Hanover Insurance Group
Raymond James Financial
Sentry Insurance Group
The Phoenix Companies, Inc
Briggs & Stratton
International Game Technology
Stewart Information Services
Hawaiian Electric Company
Minnesota Life Insurance
United Natural Foods
Furniture Brands International
The Reader's Digest Association
Ann Taylor Stores
Volt Info Sciences
National Fuel Gas
National Life Group
Adams Resources & Energy
Penn National Gaming
Las Vegas Sands
Martin Marietta Materials
Dura Automotive Systems
American Home Mortgage Holdings
Packaging Corp of America
Alliance One International
A O Smith
Affinia Group Intermediate Holdings
J M Smucker
Jones Lang LaSalle
Alliance Data Systems
C R Bard
Lincoln Electric Holdings
Church & Dwight
Piedmont Natural Gas
Oil States International
Alpha Natural Resources
Applied Industrial Technologies
Petro Stopping Centers
Ambac Financial Group
T Rowe Price
Selective Insurance Group
Service Corporation International
Dade Behring Holdings
Sierra Health Services
Suburban Propane Partners
Dollar Thrifty Automotive
Kansas City So Industries
Nasdaq Stock Market
Fairchild Semicond Intl
Knights of Columbus
Calumet Specialty Products
Plum Creek Timber
Amica Mutual Insurance
Central Garden & Pet
Hudson City Bancorp
PSS World Medical
Schulman (A )
Varian Medical Systems
NCI Building Systems
Are you experienced with 'C' level search?
A “C” level search engagement requires steadfast expertise, industry comprehension and a firm that truly recognizes what makes high level transition happen.” John H. Seraichyk circa 1997, Founder Browning Associates
We've written the book on “C” level and senior management job hunting. However, rather than a lengthy dissertation, the objective of this communication is to provide you with a sense of what we do. It lays out our general philosophy for opening doors and creating opportunities for senior level executives.
We have worked with thousands of executives who have contracted our services for a myriad of career search/crisis related scenarios. Whether employed or unemployed, the challenges and obstacles for a high level executive seeking change are countless.
According to the U.S. Bureau of Labor Statistics, less than 3% of the workforce population earns in excess of 175k annually. Furthermore, the report reveals that less than 20% of all professional and executive jobs offering an annual compensation of 100k + are advertised. The Bureau's report clearly articulates that if you are a senior executive, you are a minority and available career positions are extremely difficult to attain.
Of course, any worthwhile venture is never an easy one. Landing a new position at your level requires a steadfast action plan. You need to be highly aggressive while maintaining confidentiality of your employment information. Imagine trying to market yourself to the masses while simultaneously having to make certain that nobody finds out! It's a bit of an oxymoron. But, for an employed executive, confidentiality is paramount.
You need to implement a strategic search plan that will enable you to market your credentials to the appropriate individuals who can make or recommend a hiring decision. Browning Associates will ensure you achieve that goal!
Your - Résumé-To be or not to be?
There is a great deal of controversy surrounding executive résumés. Here is the reality. Believe it or not, we do not use a résumé as a method of introduction for most of our senior level clients. A résumé screams: “Hire me”! Or worse, it may cause an unwanted breach of your confidentiality. Not so fast. Less is more at your level. You need to step back, identify the proper hiring authorities and then craft an alternative strategic method of formal introduction.
Utilizing our network of growth companies, key decision makers and client alumni, we will introduce you in such a way that the potential employer is given just enough information to inspire interest.
While your competition is bombarding the HR department with droves of paper and electronic boilerplate résumé submissions, we will promote your credentials to each and every one involved in the hiring process. Many times, your initial credential submission will come complete with a referral from our client network. This is when our employment contacts become most valuable to you.
Eventually, the hiring authorities will request your résumé. When this occurs, we will schedule a time for you to bring one directly to the company or schedule a phone interview for an initial review.
At Browning Associates we all agree that the résumé is to be. However, proper usage as illustrated above is essential.
Senior Executive Search and our Experience.
When you are a “C” suite or senior level executive, you can't simply peruse the classifieds for your next career position. It is imperative that you retain the necessary tools to undertake a search campaign that will result in a position that takes advantage of your complete requirements, including salary, location and desired industry.
It is not likely that you'll find “C” class positions in your local classified ads or on the Internet. Not only are these career positions in high demand, but it is difficult to even get your foot in the door. If you are to land one of these coveted positions, you need to position a team in your corner who knows the requirements of the market and who can maximize your preparation to be a viable contender for a “C” level job opening.
Possessing the necessary skill sets to secure a high-paying and professionally satisfying position as a “C” class executive is only the first step. You must put forth a complete package to the potential employer, which includes a high impact credential introduction, impressive and reliable references, and career accomplishments abstract that lets the employer know that your credentials most definitely merit consideration.
For nearly twenty years, we have been in the business of assisting job-seekers, especially senior executives in locating the career position that is most suitable to their needs. The most desirable career positions will almost always be awarded to the most prepared applicant, and Browning Associates will ensure you achieve maximum career search support that is swift and effective.
Our research indicates employment of top executives—including chief executives, general and operations managers, and legislators—is expected to grow 2 percent from 2006 to 2016. Because top executives are essential to the success of any organization, their jobs are unlikely to be automated or exported to other countries. Some top executive jobs may be eliminated through industry consolidation, as upper management is streamlined after mergers and acquisitions. Employment of top executives is not as sensitive to growth in business as employment in many other occupations. As a business grows, the number of top executives changes little relative to the total number of employees. Therefore, top executives are not expected to experience as much employment growth as workers in the occupations they oversee.
Projected employment growth of top executives varies by industry. For example, employment growth is expected to grow faster than average in professional, scientific, and technical services and about as fast as the average in administrative and support services. However, employment is projected to decline in some manufacturing industries.
Job prospects. Keen competition is expected for top executive positions because the prestige and compensation attract a large number of qualified applicants. Because this is a large occupation, numerous openings will occur each year as executives transfer to other positions, start their own businesses, or retire. However, many executives who leave their jobs transfer to other executive positions, a pattern that tends to limit the number of job openings for new entrants to the occupation.
Experienced managers whose accomplishments reflect strong leadership qualities and the ability to improve the efficiency or competitive position of an organization will have the best opportunities. In an increasingly global economy, experience in international economics, marketing, information systems, and knowledge of several languages also may be beneficial.
How do you assist medical doctors seeking change?
"In the preceding five years, we have assisted more than two times the number of medical doctors seeking change than we had in the prior decade.”
John H. Seraichyk, circa 2004 Founder Executive Job Search.
The intent of this communication is to provide you with an overview and understanding of our experience and expertise assisting medical doctors seeking change.
For a complete explanation of exactly what we can do for you, please Contact Us today.
Yes, the medical profession is ever changing and more and more physicians are seeking change. How do we know? Because since 1990 we have spoken with countless physicians, medical school leaders, business leaders, political leaders and like you, we watch the news.
It's no secret that the future for physicians has changed even though the extreme sacrifices of hard work and high educational costs remain. The majority of physicians we speak with protest their profession due to: ever decreasing reimbursements, tighter regulations, increasing costs, lack of security, less respect and more and more work!
From the list above, tighter regulation and threatened security are the latest frontrunners. With regard to regulation, we tell our clients not to worry about the government, but do worry about payers, accountability measures, best practices and clinical pathways. Medicine has become a business focused on profit, and you and your patients are the casualties. Add to that the “off the record” regulation of patients arriving with reams of Internet reports regarding their conditions and the defensive medicine you feel forced to practice to alleviate their demand. Then include malpractice companies that don't just raise your rates over a claim, they discontinue your coverage and in one to six months, you're out of practice.
Threatened security is of course the result of all of the above. More than one physician has told us that they are one malpractice claim away from losing their practice. Interestingly, these same practitioners had never had a claim filed against them. However, they all agree it only takes one to close you down. Payers and insurers are constantly looking for an oversight or a simple discrepancy about care to terminate you from a panel, restrict your privilege or put you on the platform for a law suit. Furthermore, many of your wonderful patients see you as a “lottery ticket“. These are people who say, “I don't really have any opposition to your practice doc, I know you have insurance for this type of thing”. Can you relate to any of this?
You've followed a roadmap your entire career: undergrad, medical school, residency… maybe fellowship, and then practice. But now there's no roadmap. You know it's time for a new career direction, but how do you start? We'll design a roadmap for your new career. More importantly, we'll "ride-bedside” with you as we help you navigate your way to career fulfillment.
Is it possible to make a rewarding change after all these years?
Absolutely. Medicine is a wonderful education and we know how to transform your education, your training and your practice into a non-clinical competence.
As our client you will be “treated” the way you might treat a new patient. First, a formal diagnosis of your career situation is prepared. Next, we develop a career search treatment plan, and finally, we work closely with you to implement your plan.
Its sounds easy, but you know all too well both the challenge and the importance of the right diagnosis. It's equally essential and as challenging for your career change/search.
Developing your career search “treatment plan” is crucial to the success of your career wellness. We will utilize our healthcare, business, entrepreneurial, coaching and leadership backgrounds to develop a real-world action plan in an effort to engage your search campaign.
Implementing your search/change campaign is where all of our intensive preliminary work joins together. We will act as your career/search agents in an effort to identify new opportunities. According to the United States Bureau of Labor Statistics, less than 20% off all jobs are advertised. The implementation phase of your search is where we begin to confidentially introduce your credentials to key decision makers in your new field of interest as identified through the diagnosis assessment. Our objective is to look beyond the career positions that are advertised in newspapers, trade journals or the Internet.
Once your search is underway, we will work closely with you throughout the entire search campaign; this will ensure our commitment to you and steadfast client compliance. Imagine how your patient compliance would improve if you met with your patients at least once a week to converse about their plan and their success? That's exactly what we will do for you.
Many of our prospective clients often ask us what they could possibly do other than practice.
Our clients have recently interviewed for these positions:
Medical Director, Vice President of Clinical Services, Healthcare Consultant , Medical Educator, Entrepreneur, Health Writer, Hospital CEO, just to name a few.
According to The U.S. Bureau of Labor Statistics, employment of physicians and surgeons is projected to grow 14 percent from 2006 to 2016, faster than the average for all occupations. Job growth will occur because of continued expansion of health care related industries. The growing and aging population will drive overall growth in the demand for physician services, as consumers continue to demand high levels of care using the latest technologies, diagnostic tests, and therapies.
Demand for physicians' services is highly sensitive to changes in consumer preferences, health care reimbursement policies, and legislation. For example, if changes to health coverage result in consumers facing higher out-of-pocket costs, they may demand fewer physician services. Patients relying more on other health care providers—such as physician assistants, nurse practitioners, optometrists, and nurse anesthetists—also may temper demand for physician services. In addition, new technologies will increase physician productivity. These technologies include electronic medical records, test and prescription orders, billing, and scheduling.
Job prospects. Opportunities for individuals interested in becoming physicians and
surgeons are expected to be very good. In addition to job openings from employment growth, numerous openings will result from the need to replace physicians and surgeons who retire over the 2006-16 decade.
Unlike their predecessors, newly trained physicians face radically different choices of where and how to practice. New physicians are much less likely to enter solo practice and more likely to take salaried jobs in group medical practices, clinics, and health networks. Reports of shortages in some specialties, such as general or family practice, internal medicine, and OB/GYN, or in rural or low-income areas should attract new entrants, encouraging schools to expand programs and hospitals to increase available residency slots. However, because physician training is so lengthy, employment change happens gradually. In the short term, to meet increased demand, experienced physicians may work longer hours, delay retirement, or take measures to increase productivity, such as using more support staff to provide services. Opportunities should be particularly good in rural and low-income areas, as some physicians find these areas unattractive because of less control over work hours, isolation from medical colleagues, or other reasons.
Your future can be changed, but you have to take control to achieve permanent transformation. Contact Us today; our specialization is your key to success.
I have been self employed my whole life, now what?
“Imagine fore fronting an entrepreneurial venture for twenty years, and suddenly, your faced with the certainty of going to work for somebody else. This is an awakening reality for many entrepreneurs who suddenly find themselves in search of a W2 or 1099 employment engagement.”
John H. Seraichyk circa 1994, Founder
What We Know
You would think that after running your own company, most employers would be highly interested in you. After all, as a business owner, you've done it all. You've built a successful company from the ground up, you've sold services and/or product, you've serviced customers, you've managed people, you've fixed everything from a broken spirit to a malfunctioning computer, you've worked 90 hour work weeks, in the early days you even did your own accounting and payroll. Does this sound like you?
With all of your experience, vigor and drive to succeed, you would think that any company in their right mind would hire you in a New York minute! Not so fast. Believe it or not, larger and many mid-size corporations will not recognize your skill sets as a value add to their company. They may be intimidated by your prior successes. Many corporations are seeking an employee with a steadfast track record working for one of their competitors or in a similar cultural environment.
Many Vice Presidents and “C” class executives working for traditional organizations have told us time and time again that an entrepreneur placed in their highly structured work environment may actually disrupt the conventional work ethic and management philosophy instilled by traditional management styles. We have also been told that many hiring authorities are actually intimidated by the entrepreneurial breed set. They feel that somebody who has made their whole career on making their own decisions and directing the decisions of others may be difficult to delegate to.
As entrepreneurs ourselves, we agree that the mind-set of many hiring authorities is way off base. Unfortunately, stereotypes are difficult to remove; but, they can be circumvented. We are experts at circumventing stereotypes. This is how and why we are and have been industry leaders for nearly twenty years. The purpose of this communication is to demonstrate one of the prominent realities that every transitioning business owner will face in the marketplace.
Where do you fit?
“Most business owners will only thrive in a work environment that will enable them to exercise their entrepreneurial spirit.”
John H. Seraichyk 1990-2014
We will work with you to find the kind of work environment where you can continue to strive and thrive. You need a forward thinking business that will enable you to do what you are best at. Most entrepreneurs' true talents are absolutely thwarted in a traditional 9-5 role with rigorous departmental protocols, company politics, corporate bureaucracy, miles of red tape and so on.
Whether you want to work for a small, mid-size or large corporation, the opportunity is out there. We are here to help you maximize your most earnest endeavors.
Hopefully, this communication has clearly demonstrated our knowledge of at least a few of the many challenges most business owners will face while conducting an employment search. For a complete explanation of what challenges you may confront in the job market and what we can do to facilitate your success, please Contact Us today to learn more.
Why hasn't the recruiter called back?
Read this, or Contact Us and we will set you straight on how to make recruiters work for you!
If you have sent your résumé to an executive search firm or corporate recruiter and have not heard back, don't fret!
Even if your skill sets are an exact match for the job you applied for, don't expect a call back. If you were clever enough to obtain the name and title of the recruiter who is hiring for the position, wait 48-72 hours after sending your resume, and follow up by telephone to confirm receipt of your submission.
If you are unable to reach your contact person, leave a succinct voice mail, follow up with an email and wait. If you do not hear back within a week, call again. If you are still unable to reach your contact, send one more email and move on.
Assuming you make it to a first interview, adhering to what follows should result in more return phone calls, positive email communication and ultimately, more job offers. If none of this works, Contact Us and we will get your resume to the top of the heap.
What's the first step to getting a job interview? Getting past the recruiter.
Recruiters are usually your first contact with a potential employer. And they often decide whether your resume lands on the hiring manager's desk or in a far-off filing cabinet.
While it's important to know the basics of what recruiters do, you also need to know what they DON'T do. After all, you don't want an inappropriate request to ruin your chances for an interview.
Here are four things you shouldn't ask of a recruiter.
Don't Be Overly Friendly
Sure, recruiters are usually warm, friendly and helpful. After all, it's their job to put you at ease and guide you through the hiring process. But they're professional colleagues, and it's crucial that you never forget it.
Think of the recruiter as a respected coworker and treat them accordingly. Be friendly, but not overly casual or familiar. It's wise to keep personal conversations, jokes and physical contact to a minimum.
After a tough interview with a hiring manager, you may be relieved to see a recruiter's smiling face. Don't be tempted to let your guard down though; you're still "on," even if the interview has ended.
A useful rule of thumb: Don't say or do anything in front of a recruiter that you wouldn't say or do in front of your boss (or your mother).
Don't Expect Career Coaching
The recruiter's goal is not to help you get a job. It's to help you navigate the hiring process at one specific company.
Recruiters aren't career coaches. It's not appropriate to ask them to help you craft your cover letter, edit your resume or plan your career path.
You can ask questions about the company or industry in general, but try to relate your questions to the job you're being considered for. And save your best, most thoughtful questions for the hiring manager -- that's who you need to impress most.
Don't Ask for Insider Information
There's only one job candidate you really need to worry about: You.
Though it may be hard to resist, don't ask about who you're up against for a job. Recruiters generally won't share information about other candidates. And asking for specific details about the competition makes you look insecure in your own skills.
However, questions about the hiring process or the position itself are fair game. Here are a few questions you can feel comfortable asking:
• Are you still interviewing candidates?
• How large is the current pool of candidates?
• How would you describe the ideal candidate for the job?
• Is there anything I can do to make myself a stronger candidate?
The best way to get an edge on the competition? Make yourself a more competitive candidate.
Don't Request Special Treatment
Although you may wish you were, you're probably not the only candidate for the job.
And, while recruiters are often happy to help, their aim is not to be your advocate to the hiring manager. Their aim is to fill a position.
Never ask a recruiter to put in a good word for you with the hiring manager. If they think you're a strong candidate, they'll probably sing your praises anyway.
Also, don't ask them to relay a message to the hiring manager for you. Instead of saying, "Tell So-and-So it was very nice to meet him ...," send a thank you note.
Taking the initiative and speaking for yourself shows the hiring manager that you're capable, confident and conscientious.
We guarantee to work with you until you accept a new position! Contact Us Today!
Could I possibly need help with interviewing?
Have you ever had what you genuinely assumed was a perfect interview? But they never contacted you again? Well, we've had hundreds of high-level clients who strongly believed interviewing was the last thing they needed assistance with, and we've seen them fail miserably.
When it comes to interviewing and presentation skills, you must be fully prepared. Basically, interviewing is no different from any other skill. How good would you be at golf if you played only once or twice in the last year? Browning Associates will prepare you fully for each and every interview you attend!!