October 1988

Founding

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October 1988
October 1988

One Year Guarantee

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October 1988
Feb 1989

1st lift-out - finance at Citicorp

Took controller, supervisor of accoutning, accounts payable, financial analyst.

Everyone but the CFO.

Feb 1989
April 1989

Beijing - Canadian Embassy

First Asian Project

April 1989
May 1989 (Double check)

SMART

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. 

May 1989 (Double check)
March 1990

First CFO Search: O.M.E.R.S. Realty

Chuck MagWood

March 1990
Dec 1990

Canary Wharf - First British Search

Chief Construction Officer for the Retail Component 
2M Square feet

David 

Dec 1990
Jan 1991

SHARP

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.

Jan 1991
March 1991

Corel center: Chief Design Engineer

JLRichards and Associates

March 1991
Nov 1991

CATA - Board of Advisors

Only executive search firm endorsed by CATA.

Nov 1991
May 1993

First CEO Search: HST

Brian Clark

May 1993
Sept 1993

First CTO Search: Simware

Juan Guille – Acquired from Sybase – Originally CTO

Sept 1993
May 1994

First President Search: Simware

Glenn Brownlee – Acquired from Motorolla Data

May 1994
Feb 1996

Silicon Valley North - 1st Article

Wrote Some articles and was their first ever subscriber. 

Bought by the OBJ

Feb 1996
Feb 1997

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.

Feb 1997
Feb 1997 - Jan 2002

SHRC - Board of Directors

lead Board memeber on the occupational skills profile model OSPM. 

Recruited 12 board-members for SHRC and SHRI.

Feb 1997 - Jan 2002
June 1997

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

June 1997
Jan 1998

Technoskill

First Job Board in Canada.

 

Jan 1998
March 1998

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. 

March 1998
March 1998

CeBit

For Canadian Government and CATA to recruit technology people to Canada. 

March 1998
Oct 1998

Maclean’s Magazine Story

Wired for Growth (Cover Story) The Most Popular Guys in the World.

Oct 1998
July 1999

40 under Forty Award

Sick Award for cool business guys

July 1999
July 2000

First Start-Up VP (VP Sales, Pivotal)

Unknown

July 2000
Sept 2000

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. 

Sept 2000
Tentative 2002 (*Ask Anita)

EQi Testing

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Tentative 2002 (*Ask Anita)
Jan 2002 - Dec 2004

CTHRB Canadian Technology Human Resources Board

Vice Chair/Acting Chairman

Recruited a new board (recruited 4 women and 1 first nation chief)

Jan 2002 - Dec 2004
Oct 2004

Career Guide

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.

Oct 2004
Sept 2005

Guerrilla Marketing

Designed to portray David as a Candidate Centric recruiter. 

Sept 2005
April 2009

Fortune cover story

How to Find a Job 

April 2009
Mar 2008

Guerrilla job search

Was the founder

Mar 2008
Sept 2008

WSJ

Snack Vendor or Undercover Job Recruiter

Sept 2008
Sept 2008

Globe and Mail

Snack Vendor or Undercover Job Recruiter (Duplicate Article, GM bought rights to Original)

Sept 2008
Jan 2009

PABT Work

Work plz

Jan 2009
May 2009

1000th Search

COO for Manufacturing Company in Los Angeles, where previous CEO/Owner had hired 2 of America’s largest search firms and failed. 

May 2009
Dec 2010

Kiplinger's Personal Finance

TBD

Dec 2010
May 2011

GM4JH 3.0

More GM4JH updated. 

May 2011
Dec 2011

Absolute Job Search Guide

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Dec 2011
Feb 2013

Diamond Jubilee Award

For WQEF and Other Feats.

Feb 2013
July 2014

Mnjh

Founder

July 2014
Jan 2016

Hiring Greatness

To enable search committees and hiring managers to hire their own teams. 

And crush the fucking competition.  

Jan 2016
Jan 2016

WCT board

Empowering women in broadcasting, cable, telecomunications, digital media, and technology. 

To achieve professional success and aim higher. 

Jan 2016
Mar 2017

ErDummies

Teach hiring committees how to find the best talent and retain them. 

Mar 2017
May 2017

IOA

We know

May 2017
July 2019

New CATA board of directors

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July 2019
Come back for it

BOMA Building Owners and Managers Association

Intelligent Buildings Speech

Come back for it
TBD

CAE Canadian Association of Engineers

Speech David Gave

TBD
TBD

SHRM -board (get from HG book)

Society for Human Resource Management.

On 2 taskforces.  

  1. Developping ANSI and ISO Human Resource Standards. 
  2. Time to Hire Standards
TBD

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.