Name: Mike Aldrich
E-mail: maldrich@martinpartners.com
Phone: 312-922-1800
Title: Principal
Organization: Martin Partners, L.L.C.
Education: B.A., history, Ripon College
Age: 42
Previous job: Vice president of human
resources at Compression, Inc.
How I got my current job: I had been recruited
by Martin Partners into a high-tech start-up, and then,
when I needed to hire someone, I turned to Martin
Partners again for help. One day, when I was at Martin
Partners interviewing job candidates, founder and
president Ted Martin pointed to an open office and said,
"There's your office when you want it." About
a year and a half later, in March of 1999, I was ready
for a change and called Ted to see if the offer was
still open. It was.
Why I took this job: Martin Partners has a
great niche as a quality boutique search firm working
with emerging businesses. Also, executive search offers
a number of challenges and opportunities, including the
chance to work with a broad range of bright and talented
people and to learn a great deal about many different
industries and companies. The variety and pace are a
good fit for my experience and skill set.
Main responsibilities: Filling job openings
with "stars" who have great references and
building relationships with client companies and job
seekers.
What makes me good at my job: I have a
relatively broad corporate and general business
understanding along with the experience of having been
part of a venture-backed start-up. I also believe I have
the ability to think and make judgments quickly. In this
business, you need to be able to think and adapt quickly
while maintaining your credibility. You have only a few
seconds to present an opportunity and/or sell your
service to a top candidate who may hear from five or 10
other recruiters a week. Sincerity and understanding go
a long way in making our phone call one that people want
to take or return.
Things I look for when sizing up a candidate:
Very solid references. I also spend a lot of time trying
to get a feel for someone's personality and how he or
she would fit in with the environment and office culture
surrounding the job. It's rare that somebody doesn't
have the skills for a job. If there's an issue, it
almost always revolves around whether a person a good
fit. So, for example, it's difficult to take someone out
of a traditional climate and put them into a start-up. I
have to know for sure that a person has worked in a
fast-paced environment with lots of ambiguity and
change. You can't tell someone how to function in a
start-up; they just have to.
Important skills for this job: Drive,
tenacity, listening skills and compassion all come to
mind. As a recruiter, you are trying to satisfy a number
of different constituents -- the client, the candidate,
your firm, perhaps a V.C. -- all of whom need to feel
you are representing their best interests and closing
the deal with the best possible solution.
The best thing about this job: Getting to know
great people and learning about new and exciting
business ideas and opportunities every day.
The worst thing about this job: The
"wildcards" and lack of control. Deals can
break apart even when you do everything in your power to
bring things to a close.
My ideal job: Being a partner in a search firm
- I'm shooting for that at Martin Partners.
My dream day at work: All the clients are
happy, all the candidates are stars, and we make a match
that really is a win-win for everyone involved.
Something that is here today but will be gone
tomorrow: Internet-specific job functions such as
Internet marketing, Internet business development, etc.
I believe that as the Internet continues to become more
and more ubiquitous understanding of the Internet as a
sales channel and marketing tool will cut across all
professions. Everyone will be expected to have that as
part of their basic skill set.
A bothersome industry trend: Within executive
search many people worry too much about the impact the
Internet will have on the business over the long term. I
am sure that there will be many changes as time goes by,
but I think that the human interaction and understanding
required to bring the right people together and build
great leadership teams mean that there will always be a
place for bright, creative headhunters.
Advice: Learn all you can about business and
people. To be effective in this business you have to add
perspective and value that clients don't have. You have
to know a little about their business and a lot about
executive search to succeed.
Recommended references:Zen and the Art of
Motorcycle Maintenance and eBoys.
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