FAQs

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)
Attorneys
Banking Executives
“C” Level Executives - Senior Management
Educational Administrators
Engineering Management
Entrepreneurial Transitions (Business Owners)
Financial Management
Government
Hospitality Management
Human Resource Executives
Insurance Executives
Information Technology Executives
Manufacturing Management/Executives
Marketing Executives
Medical Doctors Transitioning
Medical - Medical and Health Services Managers
Partnerships
Real Estate - Property, Real Estate, and Community Association Managers
Retail Management
Sales Management
Statisticians
Commercial Construction

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! 401-825-7717

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. Many 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. 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 help maximize your income.

To see a complete list of companies please click here

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 200k 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...

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.

"Imagine fore-fronting an entrepreneurial venture for twenty years, and suddenly, you're 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.

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 more than 30 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 1990-2021. We will work with you to find a 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.

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!

Have you 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 just once or twice in the last year? Browning Associates will prepare you fully for each and every interview you attend!!