One Year Guarantee
1st lift-out - finance at Citicorp
Took controller, supervisor of accoutning, accounts payable, financial analyst.
Everyone but the CFO.
Beijing - Canadian Embassy
First Asian Project
Designed to Di-sect the entire recruiting process and re-imagine how it should be.
To quantify the amount of effort that went into each step.
First CFO Search: O.M.E.R.S. Realty
Canary Wharf - First British Search
Chief Construction Officer for the Retail Component
2M Square feet
Program developped for clients so once the right people were put on board, we could teach them how to keep them engaged.
Leadership engagement program back in the early 90’s.
Corel center: Chief Design Engineer
JLRichards and Associates
CATA - Board of Advisors
Only executive search firm endorsed by CATA.
First CEO Search: HST
First CTO Search: Simware
Juan Guille – Acquired from Sybase – Originally CTO
First President Search: Simware
Glenn Brownlee – Acquired from Motorolla Data
Silicon Valley North - 1st Article
Wrote Some articles and was their first ever subscriber.
Bought by the OBJ
Hat trick (rob and jean ) ObjectTime
Lifted VP Sale and VP Marketing out of Cognoses’ Business Inteligence Unit. + CFO (unknown origin)
Brought them to ObjectTime.
SHRC - Board of Directors
lead Board memeber on the occupational skills profile model OSPM.
Recruited 12 board-members for SHRC and SHRI.
1st Hat Trick (Simware, Rick, Dave, Sam)
Rick Crutchlow – Acquired from Oracle Canada – Originally President
Dave Desjardins – Acquired from DMR – Originally EVP
Sam Fuckin’ Somthin’ – Acquired from Dumbasses-R-Us
First Job Board in Canada.
2nd liftout - Nortel
Re-allocated 3 VP’s of RnD, Engineering and Product Management from a major competitor.
3 VP’s brought over 300 engineers.
For Canadian Government and CATA to recruit technology people to Canada.
Maclean’s Magazine Story
Wired for Growth (Cover Story) The Most Popular Guys in the World.
40 under Forty Award
Sick Award for cool business guys
First Start-Up VP (VP Sales, Pivotal)
First Acqui-Hire deal
Acqui-Hire: Calian bought all of HST (To get their IP/Staff).
DP packaged HST because they were going bankrupt and brought them to Calian, for them to acquire.
1st 8 Figure Deal.
CTHRB Canadian Technology Human Resources Board
Vice Chair/Acting Chairman
Recruited a new board (recruited 4 women and 1 first nation chief)
Written to get people to stop calling him for advise.
Also to fundraise for building English Schools in Quebec (Lookup the name) Western Quebec Education Foundation.
– Proceeds from the book.
Followed the 9000 person layoff after Nortel imploded.
In it’s 10th printing.
Designed to portray David as a Candidate Centric recruiter.
Fortune cover story
How to Find a Job
Guerrilla job search
Was the founder
Snack Vendor or Undercover Job Recruiter
Globe and Mail
Snack Vendor or Undercover Job Recruiter (Duplicate Article, GM bought rights to Original)
COO for Manufacturing Company in Los Angeles, where previous CEO/Owner had hired 2 of America’s largest search firms and failed.
Kiplinger's Personal Finance
More GM4JH updated.
Absolute Job Search Guide
Diamond Jubilee Award
For WQEF and Other Feats.
To enable search committees and hiring managers to hire their own teams.
And crush the fucking competition.
Empowering women in broadcasting, cable, telecomunications, digital media, and technology.
To achieve professional success and aim higher.
Teach hiring committees how to find the best talent and retain them.
New CATA board of directors
BOMA Building Owners and Managers Association
Intelligent Buildings Speech
CAE Canadian Association of Engineers
Speech David Gave
SHRM -board (get from HG book)
Society for Human Resource Management.
On 2 taskforces.
- Developping ANSI and ISO Human Resource Standards.
- Time to Hire Standards
The goal in an executive search isn’t to find the best talent currently looking for work, or at least it shouldn’t be. What it should be: finding the best talent, period. And herein lies the recruiting challenge: the best talent isn’t looking for work. They already have jobs – good jobs.
Business leaders know that companies with great executive talent significantly outperform their competitors. So, it should come as no surprise that the competition for talent is fierce. Additionally, globalization, attrition, and changing demographics have led to a scarcity of talent.
All this to say that effective recruiting is now at the core of what builds competitive advantage.
The Perry-Martel Inside-Out Approach helps organizations to successfully address the recruiting challenge. With the Perry-Martel system, an organization will be able to find the very best, engage their interest, hire them, and ensure they stick around. The Perry-Martel Inside-Out Approach is helping organizations turn recruiting into a competitive advantage generator.