Executive Search

Jason Wachtel on Fox 26 Houston

Jason Wachtel Discusses the Great Resignation with Fox 26 Houston News

September 6th, 2021 Posted by Executive Search, Job Applicants, News 0 thoughts on “Jason Wachtel Discusses the Great Resignation with Fox 26 Houston News”

Now more than ever, employees have the upper hand when it comes to working remotely. JW Michaels managing partner Jason Wachtel joined Fox 26 Houston news to discuss what’s being termed the Great Resignation and to share his insight into the need for more flexible hybrid schedules for companies.

Jason Wachtel on Fox 32 Chicago News

Jason Wachtel Weighs in on Steps Businesses are Taking to Retain Their Workforce

September 4th, 2021 Posted by Executive Search, Job Applicants, News 0 thoughts on “Jason Wachtel Weighs in on Steps Businesses are Taking to Retain Their Workforce”

Our managing partner Jason Wachtel recently joined Fox 32 Chicago, where he discussed the steps businesses are taking to retain their workforce, in addition to how work may look different for good.

As a recruitment expert, Jason shared his expertise about the current workforce as well as the way businesses are accommodating the for the future.

He often shares his knowledge on the workforce, including most recently weighing in on the need for companies nationwide adapting and offering new incentives in order to keep and attract employees.

“If employers don’t shift their mindset in regard to investing in employees’ hybrid work schedules, technology, they’re gonna be at a tremendous disadvantage in not only maintaining the staff that they have, but adding and attracting great talent to join their organization,” Wachtel said.

As co-founder and managing partner, Jason heads up all business development, operations, and strategic growth initiatives for JW Michaels.

Jason Wachtel interview with Authority Magazine

How Diversity Can Increase a Company’s Bottom Line: Interview with Jason Wachtel

September 3rd, 2021 Posted by Executive Search, Job Applicants, News 0 thoughts on “How Diversity Can Increase a Company’s Bottom Line: Interview with Jason Wachtel”

In a recent interview titled Jason Wachtel of JW Michaels & Co: How Diversity Can Increase a Company’s Bottom Line by Fotis Georgiadis of Authority Magazine, JW Michaels & Company Managing Partner, Jason Wachtel, weighed in on how diversity can increase a company’s bottom line.


[Authority Magazine] Thank you so much for doing this with us! Before we dive into the main part of our interview, our readers would love to “get to know you” a bit more. Can you share a bit of your “backstory” with us?

[Jason Wachtel] I grew up in a suburb of New York City and come from a family of entrepreneurs. My grandfather was the co-founder of the Members Only clothing brand, and I always knew I wanted to go into business for myself.

Ten years after graduating from Syracuse, I fell into recruiting and discovered I was good at it. It was 2008, and the financial collapse made starting a business risky. But I decided to focus my attention on recruiting compliance and legal talent in the asset management space, and it paid off. After many years of hard work, JW Michaels & Co has grown to a team of 160 people with 14 offices and is an industry-leading executive search firm placing professionals in the right positions.

Can you share the funniest or most interesting story that happened to you since you started your career? Can you tell us the lesson or take away you took out of that story?

None of us imagined that when we closed our offices for two weeks when the pandemic first started that we’d still be working remotely a year and a half later! The pandemic has been a struggle for businesses and the country as a whole. Personally, I learned through perseverance, hard work and creativity, anything is possible. As a company, our team learned we can thrive under any circumstance and even in the most challenging times if we hire the most amazing people and support them.

Can you please give us your favorite “Life Lesson Quote”? Can you tell us a story about how that was relevant in your own life?

I always say, “You have to work harder and smarter than your competition.” I started JW Michaels 11 years ago in a closet with no windows, and I was competing against other entrepreneurs who graduated from Harvard. It was pure determination and grit that helped me build my business. If my competition was in the office at 9 a.m., I was there at 6:30 a.m.. If the other guys left at 6 p.m., I stayed until 9 p.m.. I worked harder and made more calls. In order to succeed, I realized that I wasn’t just competing with other people, I was competing with myself too.

None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are?

My grandfather is a big role model for me. He started from nothing and became extremely successful, co-creating a global clothing brand. His perseverance and determination have set an example for me for a long time, and I admire him greatly

What do you think makes your company stand out? Can you share a story?

The caliber of people we hire at JW Michaels makes us stand out. We prioritize high ethics and morals, team players and great schooling. We support and encourage the entrepreneurial spirit, and our employees feel like they’re running their own business. As the company’s Managing Partner, my job is to coach and guide them. I’m proud to say that no one has left our business to go to another firm during the pandemic, and not many companies can say that.

Are you working on any new or exciting projects now? How do you think that might help people?

We are continuing to expand our footprint and create an even better work environment for our employees. We thrive for the best work/life balance that people can have by creating a culture where we work hard but don’t sacrifice time away from our families.
How have you used your success to bring goodness to the world?

Giving back is very important to me, and I’m proud to serve on the board of Cohen’s Children’s Hospital in Long Island. I also believe in paying it forward by providing people with an opportunity to make more money than they ever thought was possible. Helping people create wealth for themselves is inspiring. Most importantly, being a good mentor to my kids is what keeps me going.

Ok. Thank you for that. Let’s now jump to the main part of our interview. This may be obvious to you, but it is not intuitive to many people. Can you articulate to our readers five ways that increased diversity can help a company’s bottom line. (Please share a story or example for each.)

1. Meet Customer/Clientele Expectations

Customers and clients want to work with companies that have diverse talent because a diverse workforce not only gives businesses better insight into their customers/clients, it also helps them connect with them in a more empathetic way. Without it, consumers will choose to go elsewhere.

2. Foster Innovation

Diversity allows for different thoughts, ideas and a wide variety of opinions. A person or team may come up with a brilliant idea simply because of the experience and perspective they bring to the table.

3. Attract Investors

Investors care about diversity-owned businesses because they know it matters. In particular, studies show there’s a correlation between how diverse a company is and its success — the more diverse, the more successful. Having a high-performing diverse team can attract the right investors.

4. Attract a Broader Talent Pool

Companies that embrace diversity broaden their talent pool. They attract a wider range of eligible candidates — and thus, a wider range of talents and ideas. At JW Michaels, we work to make sure 50 percent of the candidate pool we send to our partners is diverse. We know one of the keys to a successful company is seeing value in diversity and how it completely transforms an institution. We deliver, and companies are better because of it.

5. Attract the Best Talent

Candidates joining firms want to know those firms care about diversity. If a business wants to attract the most exceptional candidates who bring value and revenue to their firm, they have to have a diverse workforce.

What advice would you give to other business leaders to help their employees to thrive?
Empowering your people is important. Bottom line, you should hire for ethics, morality and hard work. You can teach people just about anything, but no matter how smart people are, you can’t have success without ethics and hard work. Never sacrifice ethics for intelligence.
What advice would you give to other business leaders about how to manage a large team?
Try to be even-keeled and don’t be too emotional. It’s good to have emotional intelligence, but we must try to balance our emotions in order to have clarity and make the right decisions.
We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US whom you would love to have a private breakfast or lunch with, and why? He or she might just see this.
I would love to sit down with basketball legend Michael Jordan, who I’ve met twice before on the golf course. He got cut by his high school varsity team, and look at him now. He worked harder and smarter than his competition, always — no matter the setbacks or losses. His work ethic is amazing, and no one could outwork him. That’s inspiring.

Jason Wachtel on jobs

Recruitment Expert Jason Wachtel Explains Why Workers have Upper Hand in Reopening Economy

July 4th, 2021 Posted by Executive Search, Job Applicants, News 0 thoughts on “Recruitment Expert Jason Wachtel Explains Why Workers have Upper Hand in Reopening Economy”

In a recent news story titled Workers have upper hand in reopening economy by Ahtra Elnashar of Sinclair Broadcast Group, JW Michaels & Company Managing Partner, Jason Wachtel, weighed in on the need for companies nationwide adapt and offer new incentives in order to keep and attract employees.


WASHINGTON (SBG) — It’s a good time to be searching for a job in the United States.

The June jobs report beat expectations with 850,000 jobs added last month. Unemployment ticked up slightly to 5.9%, from 5.8% last month. Before the pandemic, in February 2020, the unemployment rate was 3.5%.

On Friday, President Joe Biden explained how this is playing out nationwide.

“Instead of workers competing with each other for jobs that are scarce, employers are competing with each other to attract workers,” Biden said during remarks from the White House about the economic news.

Recruitment expert Jason Wachtel helps employers navigate this new dynamic at his firm JW Michaels in New York City. He said there’s no denying the new realities of an employer looking to hire. “It’s definitely turned to an employee-driven market to the likes that I’ve never seen before,” Wachtel said.

He said the pandemic showed workers how convenient it is to work from home. Many believe that should be an acceptable practice even after the pandemic.

According to a January survey by PwC, 83% of employers said remote work has been a success. “We’ve all been working for years and years and you leave the house at 6 a.m., you don’t get home until 7 o’clock at night and I don’t think anybody enjoyed that,” Wachtel said.

Wachtel said when it comes to attracting and retaining talent, offering a flexible schedule is equally important as salary.

“If employers don’t shift their mindset in regard to investing in employees’ hybrid work schedules, technology, they’re gonna be at a tremendous disadvantage in not only maintaining the staff that they have, but adding and attracting great talent to join their organization,” Wachtel said.

Like Hetrick, Wachtel doesn’t see this trend ending any time soon. “There is such a crunch for great talent in this country right now and it’s only gonna continue to get tougher,” Wachtel said.

If employers can’t find enough American workers, outsourcing may be tricky too, as many pandemic travel restrictions remain in place and poor countries struggle to get vaccines.

Turning to countries that do have vaccines isn’t much of an option either, as countries like Germany and Italy have also experienced a dramatic population decline.

Click to read the full article here >>

 

 

Jason Wachtel Discusses Hiring Increase at Large Hedge Funds Despite Coronavirus Pandemic

August 28th, 2020 Posted by Executive Search 0 thoughts on “Jason Wachtel Discusses Hiring Increase at Large Hedge Funds Despite Coronavirus Pandemic”

JW Michaels co-founder and managing partner, Jason Wachtel, discusses the increase of hiring activity for large hedge fund managers despite the lingering effects of the COVID-19 pandemic. In this article, he shares insight on remote hiring, factors a firm’s hiring activity depend on and which part of the country he expects to see more hiring activity take place.

Hiring activity at large hedge fund managers has started to increase despite the lingering effects of the coronavirus pandemic.

When businesses initially shut down or went to . . .

Click here to read the full article >>

COVID-19 Update

COVID-19 Company Update

March 26th, 2020 Posted by Executive Search, News 0 thoughts on “COVID-19 Company Update”

First and foremost, our hearts go out to all impacted by the virus, either directly or indirectly. You are not alone in this crisis. We encourage you to reach out with any questions or concerns you might have.

Avoid Generic Statements and Get Better at Offering Examples of Achievements in Job Interviews

January 13th, 2020 Posted by Executive Search, Job Applicants, Practice Areas 0 thoughts on “Avoid Generic Statements and Get Better at Offering Examples of Achievements in Job Interviews”

The last thing hiring managers want to hear are generic statements that they’ve heard a handful of times before. Standing out from other candidates should be your goal during the interview process and offering detailed examples of your past achievements is a terrific start.

Hiring managers don’t want to hear blanket statements without any example to back it up, such as:

  • I do extremely well with time management
  • I work well with others
  • I’m passionate about this field
  • I’m self-motivated

Any candidate can claim to have the above skills but to separate yourself from the rest, offer a tangible example of achievements with a good story. It will not only show off your unique personality, it will give the hiring manager a better idea of what you can bring to the table.

Paint the hiring manager a picture and allow them to envision how your past experience can benefit the organization. For example, instead of using the broad statement “I excel at time management,” explain how you stay on top of deadlines, plan ahead and use a calendar or a specific project management app to track weekly, monthly and yearly goals. To demonstrate how passionate you are about the field you’re in, explain how you volunteer in your spare time and actively seek ways to improve your skills by taking classes and attending seminars.

If you want to demonstrate your good communication skills, don’t simply tell the hiring manager that you have them. Show them by highlighting your skills and experience through detailed anecdotes that pertain to the specific role you’re interviewing for. By illustrating your skills through example, the interviewer can get to know your personality better and decide whether it fits in with the company’s corporate culture.

Being clear, concise and detailed is an excellent way to put your best foot forward and show your positive traits in a job interview.

 

JW Michaels & Co. is an executive search firm dedicated to serving the specialized recruiting needs of top-tier financial services, legal, technology and business institutions. Contact us about our Executive Search and Flexible Staffing Solutions today.

Global Law Firm Hogan Lovells LLP Welcomes Suzanne Filippi To Firm's Life Sciences Group

Global Law Firm Hogan Lovells LLP Welcomes Suzanne Filippi To Firm’s Life Sciences Group

September 16th, 2019 Posted by Executive Search, News 0 thoughts on “Global Law Firm Hogan Lovells LLP Welcomes Suzanne Filippi To Firm’s Life Sciences Group”

Suzanne FilippiIn a recent press release Global law firm Hogan Lovells LLP announced that Suzanne Filippi has joined the firm’s Boston office as a corporate partner in the Life Sciences and Health Care Industry Group.

Filippi’s arrival continues the firm’s aggressive expansion in Boston following the additions of partners Kristin Connarn, and Bob Underwood, and senior counsel David Walsh earlier this year. The firm recently moved its Boston office to 125 High Street to support its expanded headcount and future growth.

“I’ve worked closely with Hogan Lovells lawyers for years and am excited to have the opportunity to play a key role in expanding the firm’s preeminent life sciences practice in Boston,” said Filippi. “The firm’s global presence and deep industry experience offers me the ideal platform to make an impact—helping life sciences companies deliver innovative medical solutions to the patients whose lives depend on them.”

Prior to joining Hogan Lovells, Filippi served as VP, Corporate Counsel Consultant at both Sage Therapeutics and Aegerion Pharmaceuticals, and as Senior Securities and M&A Counsel at TripAdvisor. At TripAdvisor, Filippi spearheaded the company’s US$9 billion spinoff from Expedia and its subsequent IPO.

“We are thrilled to welcome Suzanne. Her experience with complex corporate and M&A transactions, business acumen, and insight into the strategic objectives of companies in the life sciences industry offers uncommon advantages to our clients,” said David Gibbons, Global Head of the Corporate Practice at Hogan Lovells.

Filippi brings to Hogan Lovells deep experience handling general corporate matters and a business-minded approach to clients doing business in a range of industries and at all stages of development. In her life sciences practice, she has advised on global clinical trials, in-licensing/out-licensing and collaboration, R&D, asset portfolio strategy, pharma-covigilance, and general data protection regulation (GDPR) and privacy issues.

Click here to read the full press release

Richard Zakin, Gary Weiss and everyone at JW Michaels, congratulate Hogan Lovells and Suzanne Filippi on this exciting new chapter.


About Richard Zakin

Richard Zakin leads the partner placement group at JWM, having more than 10 years of experience in the industry placing partners and groups of partners (and even playing the lead role in potential and completed law firm mergers). Before joining the search industry, he practiced as a real estate attorney at Skadden and Morrison & Foerster and as a real estate partner with Bryan Cave and Dorsey. He is a graduate of Dartmouth College and Columbia Law School (where he also received a Masters in Journalism degree.).
Click here to connect with Richard on LinkedIn.

About Gary Weiss

Gary Weiss is a Director in the Legal Group of JWM and has been in the legal search business for 14 years. Gary focuses on in house placements with a wide variety of asset managers, including private equity finds and hedge funds in addition to placing partners and associates with AmLaw 100 and boutique law firms. He also works with and has placed attorneys with a wide variety of Fortune 500 companies. Gary is a graduate of Rutgers University.
Click here to connect with Gary on LinkedIn.

our story- jwmc

Our Story: JW Michaels & Co.

September 7th, 2019 Posted by Executive Search, Meet The Team 0 thoughts on “Our Story: JW Michaels & Co.”

Jason Wachtel and Justin Mandel share the unique story behind JW Michaels & Co. and the company’s growth to over a 120+ employees across six offices nationwide. Both Jason and Justin attribute their success to staying true to their mission and employing the best people to find the best people. Press play and enjoy!

🎬 Featured In this video:
Jason Wachtel, JW Michaels & Company Founder & Managing Partner
Justin Mandel, JW Michaels & Company Co-Founder & Partner

Transcript:

Jason Wachtel: My name is Jason Wachtel, one of the co-founders and managing partners of JW Michaels.

Justin Mandel: I’m Justin Mandel and I’m one of the co-founders of JW Michaels & Company.

JW: Before we started JW Michaels, I worked for two different recruiting firms in similar industries.

JM: I worked in real estate development and consulting; a very different environment than executive search.

JW: I quickly realized that I was good in this business and one that I wanted to make a future out of.

JM: I really missed the human aspect and sort of human connection of business and that’s what really drew me back to executive search.

JW: I decided to do so many opposite things that the two companies that I previously worked at did, to create a company where people had a lot of comradery, a lot of energy.

JM: And there was sort of an opportunity for us to come in and disrupt the status quo.

JW:  When you’re interviewing people to join your company and you’re in a closet without a window, it’s hard to project this is going to be a huge company one day. So the biggest challenge was really having people buy into the dream that this was going to be a great career move for them both professionally, socially and something they were really going to enjoy and make a lot of money doing.

JM: We overcame those challenges organically. We led by example and we kept the focus of our business, which is at the core of what we do, the people.

I’d probably tell my younger self not to worry so much. Rome wasn’t built in a day. Focus on the task in front of you, focus on the people, don’t get overwhelmed and the rest will fall into place.

JW: The goal when we started JW Michaels was to be one of the largest national recruiting companies in the country. Today we’re about 120 people, I think that makes us the 7th largest in New York and probably one of the top 25 in the United States. But it’s nice to see that our vision nine years ago wasn’t just a dream, we’re sort of making that a reality every single day.

IF YOU BUILD IT LAW WILL COME

If You Build It, Law Will Come: Silicon Beach + The Rise of the “Silicon”-somethings

May 10th, 2019 Posted by Executive Search, News 0 thoughts on “If You Build It, Law Will Come: Silicon Beach + The Rise of the “Silicon”-somethings”

There’s a new and growing region in the tech sector poised to spawn a second California-based legal services ecosystem. For those firms with a national reach that may have missed the boat on courting clients during the first tech boom in Silicon Valley, including the more traditional “Wall Street” players, the opportunity to get in on the action might be difficult to resist.

Over the past seven years, Silicon Beach – the region generally known to comprise the coastal strip that spans the north-south distance between LAX and the Santa Monica Mountains – has become home to a slew of innovative companies. A range of factors appear to be spurring this Silicon Valley defection: its capping construction on new office space; talent burnout and competition; tax and reduced rent incentives being offered by the city of Los Angeles (and its environs); and a lower cost of living. The region is now considered the 3rd biggest tech hub in the country (behind only Silicon Valley and New York City, and ahead of Austin and the Route 128 corridor), boasting more than 500 companies, including Snap, Inc, Hulu, The Honest Company, Whisper, Nasty Gal and Buzzfeed. According to a recent study by marketing agency Mediakix, which analyzed 177 companies headquartered in Los Angeles County, the area’s tech industry has an aggregate estimated value in excess of more than $155B.

Since 2012, Cooley, Orrick, Fenwick, and, just last month, Goodwin, have all planted their flags there. This would appear to give these Silicon Beach pioneers a clear advantage, at least an initial one, as, unlike Silicon Valley, where established tech-focused law firms have long been cultivating lawyers in the emerging companies’ space, the major indigenous law firms in Los Angeles aren’t known for practices tailored to that client base. With tech startups in immediate need of specialized legal talent to handle the myriad rules and regulations associated with technology today, populating a name-brand satellite office in that region with well-seasoned transactional attorneys seems to offer the promise of cultivating a thriving tech practice that can grow with the region just as those practices did in Silicon Valley when it was still a mid-stage market a decade ago.

We have several more predictions that arise from the growth of tech-oriented legal needs in Silicon Beach:

  • The Los Angeles market is ripe for the kind of entertainment lawyer that can meet more holistic needs, including privacy and data security, IT issues and consumer regulations. With the increasing blur of the line between technology company and content company, there appears to be a market for the growth of a “hybrid” practice that integrates an expertise in tech with an expertise in entertainment and media, already native to the Los Angeles market.
  • As more AmLaw100 firms pack LA offices with tech transactions and deal lawyers, talent rivalries will heat up and lawyers in traditional power centers like New York, Silicon Valley and Boston – all well-staffed with EC/VC specialists – will be lured to new places.
  • The shifts in California may presage the emergence of more robust legal markets in several other “hip,” lower-cost cities similarly poised to spawn a market of emerging companies that seek to solidify a relationship with local counsel.
  • From “Silicon Slopes” (Utah’s Salt Lake City, Provo and Odgen), which has given rise to at least five companies valued at more than $1 billion and is only a 2 hour flight from the eponymous Californian valley, to Silicon Desert (Phoenix, Arizona), which offers the combination of low living costs and high numbers of students, colleges and universities, and is currently home to 41 of Inc.’s 5000 companies (including Tuft & Needle, Carvana and GoDaddy), and to Silicon Hills (Austin, Texas), where a growing number of startups and tech companies are popping up in the rolling hills of Austin’s west side, there’s an opening for the elite firms without existing ties to Silicon Valley to make a mark by opening outposts where a practice can latch-on at an earlier stage of client access.

Times are changing, and when traditional power centers shift, you can be sure that BigLaw will follow.

ABOUT RICHARD ZAKIN

Richard Zakin leads the partner placement group at JWM, having more than 10 years of experience in the industry placing partners and groups of partners (and even playing the lead role in potential and completed law firm mergers). Before joining the search industry, he practiced as a real estate attorney at Skadden and Morrison & Foerster and as a real estate partner with Bryan Cave and Dorsey. He is a graduate of Dartmouth College and Columbia Law School (where he also received a Masters in Journalism degree.)

JW Michaels & Co. is an executive search firm dedicated to serving the specialized recruiting needs of top-tier financial services, legal, technology and business institutions.

Crain’s NY Business consistently ranks JW Michaels in the top 10 Executive Recruiting Firms – with good reason. We get results.

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JW Michaels is headquartered in New York City, with teams based in Atlanta, Austin, Chicago, Denver, Greenville, and Houston.

For general inquiries please contact Jillian McElroy 646-624-2305