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SGA TALENT ACKNOWLEDGES WOMEN LEADERS YOU NEED TO KNOW FROM THE TOP 50 PRIVATE ENGINEERING & 20 DESIGN FIRMS 

 

Recruiting women in technology and engineering is never an easy task. As we continue to identify, track and recruit talented women in these areas, we would like to acknowledge those professionals who are included in our recent report”SGA Talent Present’s Who’s Who From The Top Private Engineering & Top 20 Design Firms” That said, we invite you to download our full report by clicking on this link: https://sgatalent.com/studies/.

In the meantime, congrats to these highly-accomplished women leaders who made our report.

Britney Siefring: Business Development Manager Pendant Automation Inc

Deborah Everett: Head of HumanResources Aerospace Quality R&D

Karen Hierman: Director of Administration Communications Arora Engineers

Pennie Simmons: Director of Leadership Talent Development Arora Engineers

Sally Riker: Partner Director of Marketing Business Development Lowe Engineers 

Alison Chiocchi: Human Resources Generalist

Sandy Miller: Controller AE Works

Dawn Dubulis: Controller AE Works

Mary Davenport: CoChief Executive Officer, Fiscal Oversight RGD Consulting Engineers

Cori Easley: Director of Human Resources BB&E

Erica Tietz: Human Resources Officer McClure Engineering Company

Rose Gillen: Director of Operations  McClure Engineering Company

Maureen OBrien: CoFounder Chief Executive Officer  Oakman Aerospace

Valorie Loessin: President  Frank Surveying Co

Sharmin Siddique: Vice President, Regional Director South East Business Region M&J EngineeringP.C.

Wendy Shu: Chief Executive Officer Eravant

Tracy Williams: Director of Human Resources Eravant

Stacey Hill: Chief Executive Officer Hill Technical Solutions 

Kimberly Moore: President Founder KDM Engineering

Claire Williams: Executive Vice President KDM Engineering

Onega Ulanova: Cofounder LA New Product Development Team

Jessica Stevens: Project Manager LA New Product Development Team

Donna Hager: Chief Executive Officer President Macan Deve Engineers

Lin Simeti: Chief of Staff Macan Deve Engineers

Joanne Caruso: Executive Vice President, Chief Legal Administrative Officer Jacobs

Dawne Hickton: Executive Vice President, Chief Operating Officer, Critical Mission Solutions Jacobs

Madhuri Andrews: Senior Vice President, Chief Digital Information Officer Jacobs

Shelie Gustafson: Senior Vice President, Chief Human Resources Officer Jacobs

MariettaHannigan: SeniorVicePresident, ChiefStrategy&CommunicationsOfficerJacobs

Lara Poloni: President AECOM

Eileen Akerson: General Counsel KBRInc

Jenni Myles: Chief People Officer KBRInc

Leslie Shoemaker: President Tetra TechInc

Stephanie Cox: Chief Executive Officer, Americas WOOD

Sue MacDonald: Executive Vice President of People Organization WOOD

Nina Schofield: Executive Vice President of HSSEA WOOD

Laurie Roden: Field Services Group President HDR

Denise Turner Roth: President, US Advisory Services WSPUSA

Megan VanPelt: Chief Human Resources Officer WSPUSA

Theresa Jang: Executive Vice President Chief Financial Officer Stantec Inc

Cath Schefer: Executive Vice President Chief Operating Officer, Global Stantec Inc

Susan Walter: Executive Vice President, Infrastructure Stantec Inc

Chrissy Carr: Sales Marketing Director Burns&McDonnell

Renee Gartelos: Vice President, Human Resources Burns&McDonnell

Diane Hoskin: CoChief Executive Officer Gensler

Linda Havard: Chief Financial Officer Gensler

Janine Pesci: Chief People Officer, Principal Gensler

Cindy WallisLage: Executive Director, President, WaterBusiness Black&Veatch

Debra Fiori: Chief People Officer Parsons

Virginia Grebbien: ChiefCorporateAffairsOfficer Parsons

Lee Anne Lackey: Chief Financial Officer Golder

AnnaLenaObergHogsta: Regional Manager, Europe Middle East  Golder

Bonnie Daniels: Global Director of Human Resources Golder

Wendy Stoveland: Global Director of Communications Golder

Barbara Rusinko: President, Nuclear, Security Environmental Bechtel

Ailie Macadam: President, Mining&Metals Bechtel

Mary McLaughlin: Manager, EPC Functions Bechtel

LauraRamey: ChiefPeopleOfficerTRCCOS

 

Adaptability A Valued Soft Skill in The Workplace…..

Adaptability – a highly sought after soft skill that is valued and important in the workplace
Being adaptable, shows you are open and able to take on challenges as they arise

What a year this has been so far and honestly, I can’t wait until it is just a memory. In just a short period of time, we have experienced a country wide shutdown, massive layoffs and many businesses forced to have their workforce go remote, putting many of us in a situation that required us to quickly adapt, not by choice but because we had to. Overtime, this experience taught us how to be open, flexible and accept what stood before us. We adapted!

 

For those who remained employed, I am hopeful they willingly embraced this change and are being successful. By being successful in this type of situation will prove not only to yourself but to others that you are motivated to tackle any moving part that confronts you. This action speaks volumes today and will tomorrow  because as we recover from this awful event, I am certain leaders will be looking for those who have prevailed.

 

Being able to adapt can be all about an approach and attitude to change. Another way to think about this is to consider it simply as stepping outside of your comfort zone. Taking on a new role, learning a new skill or  helping a team member with a task,  can all be very rewarding. Again, adapting has it benefits.

 

What will this event have taught us? To be adaptable, a soft skill that leaders and corporations value in the workplace. From what I am hearing, once Covid-19 becomes an event of the past, leaders more so than before, will be looking for those who successfully navigated through these challenging times, seeking out those who embraced learning new skills and behaviors. Leaders will want to hear how candidates demonstrated their adaptability in their role and how they effectively responded. For those who responded well, this will establish the fact that they are able to work well on their own and with the team. As for leaders, it indicates the ability to solve problems and to trust their judgement when faced with difficult decisions recognizing what may have worked in the past is not necessarily the right answer now.

 

How adaptable have you been during these times? If you have been open to change and embraced it, hats off to you! If not, seize the opportunity that is in front of you and become that valuable player every team desires. To help, may I suggest envisioning yourself succeeding in your new role and watch the benefits unfold. Work hard, go for it and prove to yourself you can do it! As you adapt, be confident. Ask your leader to set goals for you and you too set your own goals so you can see yourself improve. See each challenge to improve and learn. As you adapt and learn, you will become a utility player to which many companies and hiring managers want, not to mention you too will benefit from everything that you learned during your journey. I am wishing everyone well during this time and hope the best is yet to come.

 

Adapting has its benefits:

  1. Demonstrates the ability to go with the flow
  2. Earns respect of the team by inspiring others, showing you embraced the change
  3. Helps with the challenge of change, allowing yourself to accommodate the circumstances
  4. It helps adjust your attitude and expectations
  5. In the new world if you adapted, you will win over employers who will be increasingly wanting professionals who can adapt to an ever-changing workplace
  6. It will be easier when changes in your career occur
  7. Overall, you will be a much more valuable employee and team player

 

May I suggest ways to become more adaptable at work….

  1. First and foremost – GET OUT OF YOUR COMFORT ZONE AND EMBRACE CHANGE
  2. Be positive
  3. Learn from those who are masters at the skills you are trying to gain
  4. Listen and ask questions. If at first you don’t succeed, try it again and don’t give up until you get it

 

Again wishing everyone well and as always I am open to hearing from others!

 

Best of luck to all!

 

Sheila Greco

 

 

What Is Talent Mapping? SGA Talent explains……

We welcome you to download a copy of our “Talent Mapping Playbook” showing the many benefits talent mapping offers to business leaders. Download Now:  https://sgatalent.com/talent-mapping/

What is Talent Mapping?

Talent mapping provides talent intelligence and insight into a competitor’s organization. It produces valuable data used for proactive recruiting efforts to build candidate pipelines for current and future roles as well as a great tool to support efforts that result in developing engaged talent communities.

Talent mapping is often delivered in organization chart format, proving a visual of relationships of who is who and who does what within an organization, taking the guesswork out of the equation.  It provides the recruiting team with the entire talent pool ensuring completeness and access to the potential talent universe reducing the chance of missing out on the “right candidate.” Talent mapping is also becoming a go to resource to understand a competitor’s structure after the pandemic.

For recruiting purposes, talent mapping data:

  • Decreases the time-to-hire
  • Reduces cost-per-hire
  • Quickly builds talent pipelines
  • Increases recruiting bandwidth
  • Scalable to meet hiring demands
  • Leverages Talent Pool Data & Analytics

 

 

For restarting the workplace – talent mapping helps understand a competitor’s post pandemic organization structure

  • Providing insight into a competitor’s new organization structure
  • Revealing real time data and intelligence
  • Assisting with making informed decisions
  • Allowing organizations to establish baselines, benchmarks, and goals to keep moving forward and be competitive

 

 

Example Of An Organization Pre-Pandemic

 

 

 

 

What does your competitor’s organization structure look like Post-Pandemic?

 

 

  

 

Succession Planning – Now it is time to build engaged talent communities of those who have the skillsets your company may need tomorrow.

 

Talent mapping is a strategic service that is used by businesses to plan for short, medium and long term talent acquisitions.  Please download a copy of our  Talent Mapping PowerPoint to see the many benefits talent mapping offers. Download here: https://tinyurl.com/y35482g2  

 

Cheers!

 

Sheila Greco

Recruitment Research – The other recruiting alternative hiring teams are talking about

Recruitment Research – The other recruiting alternative hiring teams are getting excited about

Recruitment Research– The right hiring solution for the times

 

The power of recruitment research ……..

What is recruitment research? It isn’t just a name? It isn’t just a profile. It is a methodical approach to uncovering specific talent to quickly fill the candidate pipeline at costs far below the industry norm. Recruitment research is the “other recruiting alternative”.

As our partners use recruitment research for their recruiting efforts they quickly see the added value the solution provides. In addition to a strong qualified pipeline of candidates, the hiring team is given all the data collected during the process to include intelligence, the entire talent pool with names, contact information, profiles as well the data analytics associated with the role(s).

The right recruiting solution for the times………

As the economy begins to recover, and companies begin to hire there will be a focus on keeping recruiting costs at a minimum. That said, recruitment research is the answer for the times. The process is results driven, cost effective with an average cost per hire ranging between 5-11% of the successful hire’s base salary.

 

To learn more about the power of using recruitment research, join us September 24, 4PM EST to see how recruitment research can increase recruiting efficiency and reduce recruiting costs. Register for Webinar https://us02web.zoom.us/webinar/register/WN_45zFpV3RQJuocE21NDgrBw

We look forward to having you join us. Here for you yesterday, here for you today and of course tomorrow.

Cheers!

Sheila Greco

Recruitment Research & Recruiting On-Demand Explained

From The Desk of Sheila Greco, Chief Executive Officer SGA Talent

Did you know……..

 

Recruitment research is not just surfing the internet for profiles, nor is it looking into databases, or searching LinkedIn for matching titles and key words.

Recruitment research is, a methodical approach to uncovering specific talent to include passive candidates from targeted companies with the addition of actionable data as well as other intelligence beyond just a name or profile.

Read More

Women You Need To Know From The Leading Online Trading Platforms & Stock Research Companies

SGA Talent’s Recruitment Research Team Would Like To Acknowledge The Women Leaders You Need To Know In The Industry

 

Read More

SGA Talent’s Recruitment Research Shows Consulting Companies Still Struggle to Close the Gender Gap

Women Partners Needed

SGA Talent’s Recruitment Research Activities Uncovers The Real Stats

 

 

                                                                           

Diversity and Inclusion is a hot topic right now for employers of all sizes. To achieve these goals, many are turning to recruitment research  activities to gather real time, actionable data and intelligence used for recruiting, talent management, succession planning as well as future candidate pipelining purposes.

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SGA Talent Introduces Women In eCommerce You Need To Know

SGA Talent, Leaders in Recruitment Research and Recruiting With a Focus On Diversity Since 1989

 

As we continue to help our clients reach their diversity recruiting goals, we do so with a focus on data driven recruiting strategies, to include recruitment research as part of the process. From creating strong talent pools, building organization charts showing diversity and filling candidate pipelines always including diversity candidates, our goal is to help our partners with diversity hiring and talent intelligence to meet their Diversity & Inclusion Initiatives.

That said, as experts in the retail industry and with the release of our latest study, we would like to introduce Women In ecommerce you need to know. Congratulations to each of these highly-accomplished professionals.

Also, we invite you to download a free copy of the report, by going to our studies page on our site.

Below are a few pages from our report. We look forward to your feedback too.

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SGA Talent launches two new recruitment research & recruiting solution options

From Scott Scanlon

June 12, 2020 – Amsterdam, NY-headquartered executive search firm SGA Talent has introduced two new recruitment research and recruiting solutions designed to bring increased agility, cost-efficiency and scalability for corporations needing talent quickly. The newly added ‘recruiting on-demand express’ and ‘research on-demand express’ solutions provide hiring managers, human resources professionals and talent acquisition leaders additional options beyond traditional recruiting services.

“These new recruitment research and recruiting options leverages SGA Talent’s industry expertise to deliver quick, cost effective services which are both supported by our experienced internal SGA Talent team,” the firm said.

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SGA Talent Presents The Top Leaders in Workday You Need To Know

Since inception, SGA Talent has been helping organizations build more inclusive work places by continuously promoting and emphasizing the need to require both talent pools and candidate pipelines to include diversity. We believe part of our responsibility to our partners is to continuously remind them that workplace diversity starts with hiring and the importance of including diversity as part of their overall recruiting strategy. That said, as we continue with our mission we carry on with building and maintaining engaged talent communities that include diversity.

Today we would like to introduce the highly-accomplished women you need to know in Workday. If you click on their name, it will take you to their public profile. Thanks to all of you for paving the way for the women coming up the ranks behind you.

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