How BrainWorks Judges an Executive Candidate’s Experience

1. How BrainWorks Judges an Executive Candidate’s Experience BrainWorks has more than 27 years of experience helping companies recruit C-level and executive candidates. Their recruiters have a wealth of experience within a wide array of industries, and their success has earned them a reputation as a leader in the executive recruitment field. Finding STAR talent starts with relevant experience, but a deeper look into past performance is also necessary. Relevant Experience Candidates may have years of experience, but is it relevant? Were they immersed in the industry? Were the companies they worked for leaders in their space? Do they have transferrable skills? These are questions important to the recruiting process. Relevant or comparable experience is a crucial trait for a candidate to possess. BrainWorks relies on its recruiting team’s knowledge of the industry to judge a candidate. This experience and dedication makes them industry-leading CPG recruiters. With a recruiting team that possesses extensive knowledge of current trends and consumer packaged goods industry challenges, BrainWorks delivers STAR talent that can problem solve and grow a company. A candidate’s experience colors their skills. Data science recruiters are not just looking for someone who can generate an output using big data, but someone who can correctly interpret the results. With experience, they also know how to create working strategies and turn those interpretations into profit. This could result in a new direction for the company, such as with a Director of Growth Analytics discovering a new avenue for growth. Or, it could inform how to interact with and market to customers, as with a Vice President of Customer Analytics.

2. Past Performance To that end, BrainWorks also evaluates a candidate’s past performance. Were they able to grow the company? When considering candidates for ecommerce recruitment, for example, you will want someone with a proven marketing record for a Vice President of Internet Marketing or a Social Media Director. If their campaigns have not seen success, having years of experience is inconsequential. Another facet of past performance to consider is leadership. C-level and executive candidates need to have a proven track record of effectively leading their teams. How they interact with their teams, and the kind of culture they foster in a workplace is just as important as any other skill set. BrainWorks uses their team’s depth of industry knowledge, combined with proven recruitment strategies, sourcing skills, and proprietary recruitment tools to judge whether a candidate is right for the position. These include the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system, which combine to find STAR talent for every executive position. To find your next C-level or executive STAR talent candidate, visit https://brainworksinc.com