Executive Search

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.

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Our Story: JW Michaels & Co.

October 24th, 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 grown 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.

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.

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.)

Executive Search Spotlight: Experienced Professionals of the Recruiting Industry

Experienced Professionals of the Recruiting Industry

October 25th, 2019 Posted by Executive Search, Meet The Team 0 thoughts on “Experienced Professionals of the Recruiting Industry”

What makes JW Michaels & Company so unique in a crowded recruiting industry? The diverse and collaborative culture of experienced professionals.

🎬 Featured In this video:
Peter Zeldin, VP of Business Development
Gina Zelko, Vice President
Richard Zakin, Managing Director

on the road

On The Road To Success

October 26th, 2019 Posted by Executive Search, Meet The Team 0 thoughts on “On The Road To Success”

On The Road To Success at JW Michaels. Julian DeZao and Cameron Pierce offer a glimpse inside the JW Michaels company culture. Identifying and attracting the best talent requires industry expertise, impeccable judgment, and commitment to leaving no stone unturned. That’s who we are and what we do at JW Michaels & Company.

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Common Reasons Employees Quit in Search of a New Job

October 11th, 2018 Posted by Executive Search 0 thoughts on “Common Reasons Employees Quit in Search of a New Job”

Life events will always come up that will cause employees to resign from their positions, such as moving out of state or deciding to stay home with children. However, in most cases, internal factors within the company are what causes employees to leave in search of a job at an organization that better suits their needs. Factors like stunted growth, strained relationships with co-workers or managers and lack of recognition all contribute to an employee’s decision to quit in search of a new job. Here are the common reasons for this to happen, which can serve as a warning to employers who want to retain their employees long-term.

Unchallenged

When employees use their unique skills and talents, they feel they’re contributing to the greater good of an organization. When those skills go unused in the workplace, employees start to feel unchallenged and bored in their everyday lives, which can lead to them starting to look around at other jobs that will challenge and fulfill them on a deeper level. Every good employee craves a sense of accomplishment, purpose, and room to grow.

Lack of Recognition

It can be frustrating when hard work goes unrecognized, and unsurprisingly, employees will get fed up with not receiving proper recognition in the workplace. Your best talent needs to know how much they’re valued, or they will start to question their role in organization.

Relationship with Boss

The employee-boss relationship is an important one, as it’s one of the most prevalent relationships in an employees’ everyday life. This relationship doesn’t need to be a close one, it just needs to be a healthy one. Having a poor relationship with a superior will cause an employee to want to change their environment, especially if they feel undermined or unappreciated.

Relationship with Co-Workers

The same goes for an employee’s relationship with their co-workers. These relationships need to be productive and positive, considering how much time is spent together each day. If there are toxic relationships between co-workers within the workplace, employers should expect turnover.

Trust in Organization

Employees who don’t have trust in their company and worry about its future are more likely to leave in search of a company who provides full disclosure when it comes to financials, layoffs or hiring freezes. To avoid losing good employees over lack of trust, employers should be transparent about any setbacks or challenges, and share steps the company plans to make to get on track for future success.

Influence in Overall Business Plan

Employees should feel like the work they’re doing each day is contributing to the bigger picture. With that said, managers should sit with their staff every so often and go over how the goals they’re meeting contributes to the overall business plan and future goals for growth. If employees don’t feel connected to the work they do, they will leave.

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. Since our founding in 2010, we have grown to over a 120+ employees across six offices nationwide. We continue to grow because we stay true to our mission, employing the best people to find the best people. Fill out our form and one of our specialists will contact you as soon as possible.

excellence in executive search

Excellence Meets Experience In Executive Search

September 29th, 2018 Posted by Executive Search 0 thoughts on “Excellence Meets Experience In Executive Search”

Identifying and attracting the best talent requires industry expertise, impeccable judgment, and commitment to leaving no stone unturned. That’s who we are and what we do at JW Michaels & Company.

Since our founding in 2010, we have grown from a single 300 SqFt office in Midtown Manhattan to a six-market diversified search and consulting firm with over a 120+ employees across six offices nationwide. With 6000+ total placements, 1100+ clients we’ve worked with and 175+ consultants currently on assignment, we continue to grow because we stay true to our mission, employing the best people to find the best people.

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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Locations

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