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Executive Eye-Opener 3Q23

Sweet Summer

The days are long, the nights are warm and the roadside stands are brimming with fresh produce. Like us, we hope that you and your teams have been able to enjoy some down time this summer. Time away is imperative for continued success in any position, a reality that continues to gain in importance even as clients navigate the hybrid-versus-remote-versus-onsite scheduling of new hires.


While our candidates and leaders know they can't lead from a fully remote position, they still appreciate and are gravitating towards the work-life balance that a hybrid position offers. Clients are finding the best success by remaining flexible, requiring just two-to-three days per week onsite to avoid regrettable losses.


This candidate-centric approach cannot be understated. Although we tend to focus on delivering for our clients, it is equally imperative for us to ensure a respectful, professional and positive experience for candidates. Just as we are interviewing them, they are simultaneously interviewing the organization to ensure a good fit from a career and cultural perspective. For that reason, we delve into simple steps will ensure that top-tier candidates are just as impressed by you as you are by them.


And that's just the beginning. Once a candidate is hired, effective relocation and onboarding programs properly set the stage for any new employee, ultimately contributing to both their success and longevity. It's why we believe they are powerful employee retention tools that deserve maximum attention.


At BroadView Talent, we maintain the philosophy that everyone is a client, including the candidates who not only go on to do transformative work for our clients, but who also may one day become clients. We hope that you enjoy these candidate-centered insights, and are appreciative of the opportunities we all deserve to enjoy during the last days of summer−both in and out of the office.


Warmly,

Tracy McMillan, CEO & Managing Partner

Must-have Onboarding Elements for New Employees

By Johanna Vargas, Vice President, Senior Associate



Whether you’ve secured locally-based talent or hired from afar and are supporting a relocation, remember that starting a new chapter at any level of one’s career is both exciting and stressful. This is especially true of those at the executive level! A new door has opened, and investing the proper time and effort to create a comprehensive onboarding experience will make the journey as smooth as possible for your new employee, whether they are mid-career or joining the c-suite. More importantly, this process is crucial to their success and longevity at your organization. Effective relocation and onboarding programs are powerful employee retention tools that deserve maximum attention.


Standard components that cannot be ignored include an informative welcome package, meet and greets, orientation sessions, training programs, and IT setup. However, taking it one step further to ensure a streamlined process, clear communication, proper timing and practical resources not only provide a fantastic candidate onboarding experience, they speak volumes about your company culture. It’s this attention to detail that helps to maximize engagement, evoke a positive attitude and ensure new hires feel supported, hopeful and excited about their leap onto your payroll.

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Eight Steps to Enhance the Candidate Experience

Trying to attract top talent to your organization? Great, so is everyone else! That’s why a competitive salary and attractive benefits package is so important, but it’s just a start. Creating a positive experience for candidates is an often overlooked — and underutilized component — of the executive search process. Just like organizations are interviewing candidates, those same candidates are simultaneously interviewing the organization to see if it’s a good fit for them from both a career and cultural perspective.


Therefore, it’s essential that organizations make a positive and lasting impression on candidates, especially those they have identified as having the skills, attributes and experience to be their next great leader. After all, feeling valued and respected throughout the search process sets everyone off on the right foot. Let’s look at eight simple steps you can take to ensure top-tier candidates will be just as impressed by you as you are by them.

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Meet our Team

Christie Angel

Managing Partner—Midwest Office


A leader by example, Christie Angel has spent three decades engaging her community, building relationships and advising leaders—all while transforming organizations. She specializes in leadership development and integration, helping senior-level executives drive positive shifts within their organizations.


As Managing Partner in the Midwest Region, her focus is not only on helping clients identify their next best leader, but also coaching both clients and candidates through the onboarding and transition processes, nurturing positive relationships and lasting impacts.

Learn More

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Chief Finance and Operations Officer

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The Grand Boulé of Sigma Pi Phi Fraternity  |  Atlanta, GA


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Chief Development Officer

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President & Chief Executive Officer

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Submit Your Resume

To submit your resume/CV and stay connected to BroadView Talent Partners, please click here to access our data partner, Not Actively Looking.

NotActivelyLooking is a confidential and secure platform that allows you to manage the information you provide to us, including up-to-date career information, key achievements, skills and future aspirations. For more information, please contact us at info@BroadViewTalent.com.
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