It can take weeks if not months to find one high-talent placement. Candidates can sometimes feel lost among a sea of applicants. LinkedIn, job boards and other services expand the candidate pool but can make it difficult to get through the volume. Investing in high yield recruiting can be the answer. The executive recruiting firm J. Patrick and Associates knows  how to deliver exceptional talent while saving time and money.

Connection:  Executive Recruiters are connected to the talent you need to find. This connection allows your Executive Recruiters to search thousands of candidates for each and every hiring decision. By employing a reputable placement agency, you'll  know that important skills have been identified and  high numbers of quality candidates have been screened.  By the time your select candidates are in front of you, you'll know that they have been pulled from the best.

Confidence: The number one complaint we hear from hiring managers is that of confidence. Specifically, how does the hiring manager know, really know that a candidate will be worth the time and money to train? Once again, executive recruiting is the answer. Savvy recruiters leverage cutting edge search tools to your benefit. With an established, successful recruiting firm, you’ll interview the best talent possible.

Cost: The impact of a bad hire spreads throughout and organization. Working with a successful recruiter can help ensure these mistakes are minimized. In minutes, a professional recruiter can scan hundreds of records that would take an HR hiring manager days to find. A professional recruiter applies screening protocols ensuring that the best candidates are delivered to you. When it comes to placing top talent, using a proven recruiting agency will always be worth the investment.

The value of working with an Executive Recruiting agency is highlighted by a recent Information Security placement made by J. Patrick and Associates.

A global leader of application delivery and application security solutions for virtual and cloud data centers wanted to expand their engineering team. The position in question required the candidate to have deep technical experience across all facets of application delivery and application security solutions, as well as virtualization, Private / Hybrid Cloud and Software-Defined Networking (SDN), and their numerous applications in a variety of verticals. It would take some digging to find qualified candidates.

Beyond the technical requirements, the candidate also needed solution-selling experience and hands-on experience with the provider’s intricate products and solutions portfolio. He/she had to provide an initial presentation with customers and sales teams and perform the installation. The company interviewed dozens of candidates suggested by its recruiting firms but were unable to find a candidate that met all of the provider’s requirements. After nine months, the organization decided to explore another recruitment agency option.

That’s when J. Patrick & Associates became involved and executed multiple candidate searches in the Chicago area. The company identified Sales Engineers at the security solutions provider’s direct competitors. Then it turned to trusted industry referrals to further its search.

J. Patrick & Associates cold-called and thoroughly screened dozens of qualified professionals by using its database of over half a million candidates and a global Information Security referral network. J. Patrick's recruiters disqualified approximately 30 candidates for every one that moved on to the next phase, the technical screen.  The recruiters at J. Patrick successfully identified two qualified Sales Engineer candidates that met all of the client’s job requirements within a 30-day period.

The security solutions provider hired one of the Sales Engineer candidates, now a consistent top performer several years running. Since then, the company has retained J. Patrick & Associates as its primary recruiting firm. In the last year, J. Patrick & Associates has successfully placed more than 10 professionals in eight other positions with the organization and is currently working with the provider to fill 12 new Sales and Engineering positions.

Career advancement is generally thought of as an increase of skill or responsibility in the same role for which one was originally hired. Pursuing companies which support additional training and certification add value and supports career-advancement. In the AV/VTC/UC sectors, certifications such as CTS-i, CTS-d, CEIDA, Crestron DMC-D, and Extron are great when it comes to career-advancement over time.

Certifications build legitimacy as you advance in your career, but career development focuses on long-term professional development. If career advancements are the pages in a book, career developments are the chapters. Career development benchmarks include increased base-rate of pay, improved compensation packages, increased responsibility and the possibility of contributing to the long term direction of the company. Becoming an organizational decision maker is a hallmark of Career Development.

While discrete skills make up part of the career cycle, compensation packages and corporate culture engage the lifestyle needs of employees. Both specific skills and lifestyle needs are important.

Compensation packages vary between companies and the specific needs of employees. For example, the compensation package found attractive to a recent college-grad will look very different from the ideal compensation package sought after by an established professional.

The executive recruiters at J. Patrick & Associates have placed hundreds of candidates in the AV/VTC/UC sectors. We can help you find the kind of work and compensation packages that meet your needs.

Companies are stronger when talent is rewarded with the opportunity of career-advancement and the stability conferred by compensation packages with an eye towards career-development. Recognizing the interplay of these two factors can help you determine the next steps in your career. For more information on employment in the AV/TC and UC sectors, visit www.jpatrick.com/av-vtc/ or contact one of our sector specialists to see what J. Patrick & Associates can do for you.

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HOW TO TRANSITION FROM AV TECH TO MANAGEMENT

Optimizing the SaaS Sales Funnel: Strong Prospecting and Negotiation Skills Are Just Part of the Process

An increasing number of business leaders around the world are now choosing to invest in cloud-based applications and services.  In fact, the global Software-as-a-Service (SaaS) industry is thriving, with an expected 2016 Compound Annual Growth Rate (CAGR) of 19.5 percent.

This strong avenue for revenue means that competition is heavy in the SaaS industry, so that even the best solutions will not sell themselves.  The sales process is shifting away from sales-based marketing to primarily education-based selling.  Advanced, multichannel, content-driven strategies, now used by 93 percent of global B2B marketers, are required to connect with business leaders and influence purchases.  Here are some ways that content is being used to drive sales:

Content educates customers: Customers today want to see more than just a spec sheet before making a purchase—especially when it comes to buying software.  They want to watch videos, read blog posts and listen to podcasts.  To further inform their decisions, they also desire to see case studies and white papers about how other companies benefitted from the same solution.

Content generates leads: A great piece of content will be shared across social media channels, and will be discoverable on Google.  This attracts new leads and helps drive unique visitors to websites.  And by analyzing click rates and downloads, salespeople can analyze great prospects worth following up with a call.

Today’s high demand for content is creating a youth movement in the SaaS industry. Companies are looking for young sales professionals—primarily 26 to 34-year-olds—who have grown up accessing content on the Internet and are, therefore, more expert at social media than some of their senior counterparts.  The current market demands that these salesmen hit the ground running and reach key targets easily and quickly.

Strong selling mechanics are just a small part of the SaaS sales process.  Today’s SaaS companies are investing in young talent with the intention of molding these professionals into high-end inside sales leaders who can generate business through referrals.  In order to be considered in today’s competitive, data-driven market however, candidates must also add a few new skills to the resume: creative and technical writer; strong prospector, lead nurturer and speaker, effective cross and up-seller; and expert marketer.

As an executive recruiting firm that focuses on Executive Management, Sales, Marketing and Technical roles within Information Technology markets, J. Patrick and Associates has a firm grasp of today’s evolving SaaS industry and professional candidate pool.

Looking to fortify your team with qualified SaaS salesmen?  We can help.

Are you a candidate seeking a position in the SaaS industry that satisfies the requirements mentioned above?  Contact us today!

Make no mistake--being found by the right job is not a passive job search tactic. Eliminate the vision of sipping margaritas on the deck waiting for recruiters to call. Today’s job seeker must put a lot of thought and hard work into ensuring she/he is a part of communities where hiring managers source for viable candidates.

There is much written about how to find the right job.  However, one of the most overlooked items in a strategic job search plan is how to ensure the job seeker is searchable—or how to have the right job find you.  With the prolific rise of the internet to source candidates by corporate and search firm recruiters, it is paramount that job seekers take steps to ensure they can be located and sourced for the positions they seek.

Recruiting for an open position by posting an ad is one of the last tactics a recruiter wants to utilize. It is a waste of their time to wade through a flood of resumes, which often contains many poorly-qualified candidates.  So it is not very effective for job seekers to apply through a job board posting. Recruiters source and recruit--and candidates that are present and active in those pools get attention. So how do you become that candidate? 

How to Be Found by the Right Job 

Why is it important to take control of your job search?

It can be extremely frustrating and demoralizing to not get any response from search firm recruiters after you have submitted your resume to them. You may feel you’re perfect for the job posted and know you can succeed at it, however you never hear back.  It is hard not to take things personally.  However, there are some easy solutions to keep you upbeat about your job search, and get better results! 

1. Set Yourself Up for Success

Know your background and see if it matches what recruiters are looking for.  If you are missing even one piece of what is being sought, they won’t be sending your resume to their client. If you know you have a background that is lacking what the recruiter needs, no matter how well-qualified you are, you are wasting your time.  Stop approaching recruiters and instead find other channels to present and market yourself and your experience.  Network, apply directly on company websites, and update social media to ensure you are active and top of mind. 

2. Put Skin in the Game

Commit to doing the work YOURSELF needed to execute an effective job search plan. There are no short cuts. Do not pay someone to do the dirty work. If you need help, pay someone to show YOU how to do it correctly. But the key is to do it yourself.  If you need to update your credentials, learn about what is going on in the industry you want to be in, or grow your network, do it.  There is no time like the present!

3. Be Creative

Be Creative In Your Job Search. Use venues that increase your chances of being reviewed and called for a particular job.  If you have a background that is not going to be attractive to search firms, then choose other venues: Use target company lists, industry-focused job boards and networking groups.  Utilize LinkedIn and other social media sites.  Check out company websites, career fairs, and even volunteer in relevant fields. 

4. Quality over quantity

Better to create a target list of companies and do research. It is more effective to mindfully pursue 30 leads directly than to send a mass, impersonalized, poorly-targeted email to 3,000 people.  The less effort you put in, the less results you get back.

5. Build a Brand

Commit to have the best branding presentation ever. So many cover letters and resumes are poorly written, formatted in an amateur manner or simply do not do the candidate any justice.  Make sure your communication documents (resume, cover letter, LinkedIn profile, networking communications, and blogs) help put your best foot forward.  This will ensure you are not automatically disqualified due to careless errors or omissions. 

Using these 5 suggestions may not be a guarantee that you will get a call back for every position you apply for.  However, being proactive and using all the opportunities out there will help you remain upbeat and in control of your job search!

Written by Lisa Rangel, Executive Resume Writer

Frustrated by search firm recruiters not calling you back after you have submitted your resume to them?  Feel you’re perfect for the job posted and baffled by the fact that you haven’t heard back?  Here are some answers as to why you haven’t heard back, and some things you can do to better optimize your job search. 

1. YOU may think you’re qualified, but that does not mean THEY think you’re qualified!

Search firms are paid a significant fee to evaluate candidates that the client company cannot find on their own. They are charged with having to determine if a candidate will exceed expectations for that client in the given job. The client company gives the search firm a series of parameters to meet that justify paying a fee to the search firm if the candidate embodies those requirements.

Frankly, it just does not matter that you think you can do the job. The search firm has to ensure you have ALL of what their client's expects:  the proper years of experience, company caliber exposure, demonstrated track record of results, culture fit potential, professional training and educational credentials. If you are missing even just one piece of it, typically you will not be considered by the search firm and your resume will never be submitted for the job. 

As long as you have not been contacted by the search firm or submitted to the company by them, apply through a different venue (networking, applying directly to the company website, etc) that does not add a fee to your head if hired.

2. Search firms are not paid by you, and therefore, do not work for you.

Reputable search firms are only paid by their client company. The company is their client--not you, and they do not exist to find you a job. Credible search firms do not accept fees from candidates for representation to companies, and only get paid when they actually make a placement for a company.  If your background will ensure that they get that placement fee, rest assured that they will contact you.

3. You paid a firm to send your resume to 1,000 recruiters…and it shows.

If you are doing a mass emailing, you cannot expect personalized response results. Even a very successful direct email campaign has a response rate of just 1-2%.  If you have a properly targeted, well-written direct campaign to 1,000 contacts, you will get 10-20 quality calls. If you have a well-written campaign sent to a random sampling of recruiters, you may get 5-15 calls from recruiters who may not place what you do.  And if it is a non-targeted, poorly written campaign, no one will call—or you will receive calls to sell you job search services since you clearly need some help!

4. Search firms don’t place what you do.

You are a Medical Director of a Big Pharma Firm and the recruiter places digital media experts within advertising agencies. You live in Wyoming and the recruiter works with companies in Illinois and Texas.  No matter how great you are and how good your experience and achievements are, you are not getting the call. It is important to know the capacity of the search firm before you send your resume.

5. The search firm has no idea what you do.

Your resume is filled with so much corporate-speak and fluff that they have no idea what you do.  Saying “Leader in the industry” does not help anyone understand what you do. What kind of leader? What level of leader? What industry?   What did you achieve? If the recruiter has to work at figuring out what you do, you are not going to hear from them.

6. They do not have the right job for you.

The search firm actually thinks your background is amazing. They know what you do and are impressed where you do it and how you have done it. But they simply do not have the right job for you. Given that recruiters need to focus on finding candidates that can fill their jobs to make a living, they most likely will not have time to call you. 

7. Your background is not worth a company paying a fee.

This may sound harsh, but it is true.  If you are unemployed or you have too many jobs in a short period of time, you may fall into this category.  If you do not have a series of promotions or you have an eclectic group of varied experiences, you are in this boat, too. This is a simple economics issue.  The supply of these types of candidates is too great right now and companies will not pay a fee unless your background is worth it.

Accepting this fact about yourself does not mean you are doomed to not find a great job. It just means you will probably not find one through a search firm. This really is not that bad of a situation. Search firms account for a very small percentage of hires in the US.  Most hires are made through networking!  So companies will hire you, just through other venues without the price tag attached—so go to those venues!

8. The search firm is overwhelmed and, unfortunately, cannot get back to every applicant with the “Thanks, but no thanks” email.

Don’t take it personally when recruiters do not call to tell you that you are not right for the job. Do not cause yourself added stress by thinking it is personal—it is simply a logistics issue regarding limited resources.  With the volume of resumes that third party and corporate recruiters receive in today’s market, it is physically impossible to get back to everyone. To help ease the rejection you might feel, set goals for outbound activity each week, knowing that only a certain percentage will reap results. It is all a numbers game.

9. Your resume has been posted on all the job boards for a long time.

Companies pay recruiters to find candidates they cannot find themselves. If your resume is posted on many job boards for any significant length of time, you are not exclusive. You are readily available and easily found. When I recruited, I had company clients tell me I could not submit candidates that were found on the job boards--even if I sourced that candidate myself or the candidate was referred to me!  As frustrating as it was, I understood.  Why would they pay a recruiter for someone they could easily find on their own? 

Does this mean you should not be on the boards? Not necessarily. It depends on your story.  If you are not working or know that your company is going to be laying you off and you cannot be without a job, do what you have to do to get that next job.  If you know you will not be well served by recruiters, then you must use other means.  But consider being selective and not post yourself everywhere. Or consider submitting to job postings only. The best option is to commit to networking within the target company list you create and approach contacts directly.

10. You are looking to switch careers or start your career.

You are a successful pharmaceutical sales manager, who just recently graduated with a bachelors in accounting. Now you are looking to get an entry-level position in accounting.  The best option is to contact companies directly for a position in your new career. A recruiter cannot help new college graduates or individuals who want to change careers. Why? Remember, recruiters get paid by clients to find candidates who have had prior success in a job similar to the one they need to fill. A company is not going to pay a recruiter to hire someone to start a new line of work with no proven track record in the field.

11. Don’t test the waters on the recruiter’s time.

On paper, you may appear too comfortable in your job.  Recruiters want to work with candidates who want to make a move.  If it seems you may be shopping or comfortable, but not serious about a new position, your resume will be passed over. Reformat your resume to show career progression, achievements and promotions.  If you present yourself as someone out looking for the next ripe opportunity and who gets results, you increase your chances of getting the call. 

You may find that you identify with a few of the reasons and fall in a few categories above.  Does this mean you are not destined to find a job?  Absolutely not!!  This is a lesson in marketing and economics.  Instead of expecting results from recruiters, you need to present your background in venues where you will be reviewed and perceived as a valuable candidate that should be hired!

Written by Lisa Rangel, Executive Resume Writer

How Being Private can Negatively Affect Your Job Search

A high-level executive is eager to find a new job.  He uses Facebook for personal things, is present on Linkedin but barely uses it, and sees no value in Twitter.  He states he is looking diligently at job boards and networking strategically but has gotten nowhere in his search. He believes it is vital to maintain his online privacy, and it seems to be working:  he is so private, no one can find him!  It is impossible in this day and age to conduct a job search without using these social media tools in a robust and proactive way. 

There is one thing most people looking for a job may not realize:

Recruiters automatically filter out the less technically savvy from their applicant pools by using these tools. So make sure you are present in these mediums, or consider yourself filtered!

There are certainly legitimate safety reasons for some to remain under the radar and off the grid. I am not advocating publishing your social security number or the answers to your banking security questions on public domain. However, with the exception of a select few individuals, both passive and active job seekers need to have a branded presence on the web to ensure the other aspect of their search strategy can be effective. Everyone must have a vibrant online presence in order to be found by the right people--those who can lead to the next opportunity.

Have at least 250 LinkedIn connections. 

You are already on LinkedIn, so make it work for you. If you consider people on all levels from many different aspects of your life (professional employment, education, childhood, family, friends, neighbors, vendors, clients, service partners, personal services, hobby enthusiasts, extracurricular activities…you get the idea.), you can reach this connection threshold. This will improve your qualitative search result dramatically to yield you better job search leads.

Side consideration: If you are thinking, “LinkedIn never really worked for me.”, ask yourself, “Do I REALLY work it?”  Would you walk into a networking event, not speak to anyone, and then come out and say “Wow, what a waste of time…no one spoke to me and I did not receive one lead!” Of course not!  You need to think of LinkedIn in the same way--use it to proactively reach out to others to make it work for you.

Strategically use Facebook contacts to help your boost your job search network. 

Using Facebook for mostly personal stuff is okay, but consider contacting certain people offline to connect with them and determine if you can help each other out in a professional and meaningful manner.  You won’t be able to help everyone and everyone will not be able to help you, but all you need is a few key contacts to help bring you to the next level in your search.

Start using Twitter, even if you don’t tweet!

If you are not sure what to say in the 140 character limit, then don’t say anything!  Instead, create an account to follow recruiters in your industry and/or discipline that post positions in which you have an interest. You can be a silent presence on Twitter until you are ready to tweet—which may be never. But until then, do not let this goldmine of opportunity pass you by.

Create a searchable webpage housing your resume, achievements and means of contact.

This page only needs to include your general location, phone and email. Specific identifying information does not need to be listed. Even general location does not matter if you are open to relocation or are looking for virtual positions or jobs that naturally require significant travel.  You can even create an email address for your public page that is different from your personal email address.  As hiring managers run searches for what you do, doing this ensures you can be more easily found by them.

With many cases of identity theft occurring every year, online privacy is obviously extremely important.  But when you need to advance your career, get out of a dysfunctional company or end your time in transition, there is a way to prudently advance your online professional profile that doesn’t risk your security.   Otherwise, you have to consider the consequences of staying hidden and determine if it is a cost you are willing to pay in the form of stagnant career or unemployment.

Written by Lisa Rangel, Executive Resume Writer

The most effective resume is a branding document showcases a job seeker’s previous experience in a way where a prospective employer can see how the job seeker’s expertise can work within their organization. When this happens, the prospective employer sees how the job seeker’s experience can help their organization achieve results and will call the job seeker in for an interview.  A traditional resume, that only houses job duties, does not outline achievements and is visually boring cannot stand up to a well-branded resume.  

There are three things that differentiate a branded, contemporary resume from a more traditional one

Searchability

Can your resume ensure that you are found in an online search by a prospective employer, whether that resume resides in an applicant tracking system (ATS) or is the basis of your keyword optimized LinkedIn profile? A successful job search in today’s times has two active components.  The first component is to perform the actions that help you find the right job. The second is to include the activities needed to enable the right job to find you. A keyword-optimized resume that is searchable enables hiring managers and recruiters to find you when looking for talent with your skill set.

In this digital age of LinkedIn, Facebook, and online resume pages, finding the perfect candidate is driven by various search engines.  It is absolutely vital for your resume to house keywords and phrases used by hiring managers in searches so your resume can be found. If your resume can’t be found, it won’t be read and you will not land an interview; it’s that simple. 

If you don’t know what terms to include, use an employment website or job board to look for positions in which you are interested.  Including the phrases and words from these postings naturally in your resume, alongside your achievements for each of those functions will improve the likelihood that your resume will be found in employer searches.  

Results

Every job seeker out there today needs quantifiable results on their resume. Results are what employers want, and in order to sell yourself, you need to demonstrate what you were able to achieve.  Here are some examples of questions you might ask yourself to help define your results:

• If you upgraded software, what were the labor cost savings?  How much employee payroll time was saved by the conversion?   
• If you launched a marketing campaign for a major consumer products firm, what was the ROI on the marketing dollars spent for the product launch? In what time frame was the profit/revenue realized? 
• If you managed a pharmaceutical drug development department, how many drugs did you bring to market? What revenues did those products generate? How long was the process?

Size and Scope

Understanding the size and scope of your previous companies helps the hiring manager determine how you can fit into their organization. Saying you did something without the context to support the statement leaves a gap in understanding. Tell your prospective employer about the environment in which you performed these tasks.  Here are some examples of how to put size and scope into each point on your resume:

• Did you manage an IT department of three, thirty or one hundred and thirty employees?
• What was the technology budget that you were accountable for--$10,000, $100,000 or $1,000,000?
• How much savings did your last three IT initiatives generate?
• How many new employees did the 10-person team you supervised get promoted in the past twelve months?

There is no right or wrong answer to any of these questions, but it starts to flesh out the details of the types of environments in which you have performed, and paint a picture for the prospective employer. 

Your resume is part of your employment brand and it needs to tell the story of your experience, achievements, and include information about the environments in which you worked.  Additionally, what it says about you should be reflected in a consistent manner on your LinkedIn profile, Facebook page, and online resume page.  This ensures that you are found in job searches, can demonstrate that you achieved measurable results, and that you are the excellent fit that the hiring managers are seeking. 

Written by Lisa Rangel, Executive Resume Writer

When your organization needs to quickly source multiple candidates across multiple disciplines and even multiple geographic markets, securing the services of a specialty firm has clear advantages.  An experienced recruiter has a long track record of success doing just this for numerous clients.  Now, you are probably thinking (correctly) that using a recruiter to fill multiple positions will net you a discount on a per hire basis. Yes, this is true, and not to be understated. However, the requirements of a hiring firm that needs to fill several positions nearly simultaneously to facilitate, say a major expansion in to a new geographic market, are considerably more complex.  Understanding these dynamics is JP&A’s bread and butter.  Let’s look a bit further and see how a specialty recruiting firm can offer you both lower costs and speed to market, without sacrificing quality.

Stressed out Internal HR Systems

We’ve blogged about the increased pressure on the HR department in a typical mid-sized IT firm before.  Your labor resources continue to shrink while demands continue to pile up in both hiring and other core HR functions.  Now, you have to find and onboard a whole raft of new-hires.  In the case of a single hire, you’d already need to commit valuable internal resources to sorting through dozens or hundreds of resumes from job seekers.  Now magnify that by an order of 10, or even 20.  After all, it stands to reason that to hire more people, you’ll need to be looking at a much larger pool of candidates.  A specialist recruiting firm like JP&A can take this off your plate, allowing you to allocate internal resources to other mission-critical tasks.  Now let’s compound volume with time constraints.  Say your firm could search through an immense pool of candidates.  Could you still expect to find the best potential hires within a tight timeframe?  Your firm is better off engaging a firm like JP&A, which is already prepared and positioned to do the legwork for you.  Then, after screening and interviewing, you choose from only the top candidates available.

Benefits of a Specialist Firm

What does a firm like JP&A bring to the fight?  Here are a few of the key factors effecting the hiring cycle for which a specialty firm had already developed a process:

• Identifying Sources of Candidates: JP&A sources the available applicant pool using traditional sources of candidates but also leveraging a continually growing proprietary database that gives us unique reach into a reservoir of new potential hires with focused, specific skill sets that meet your needs.  Our track record is a testament to the fact that we access the right candidates, and place them when and where our clients need them.  In fact, many of our former job seekers are now in hiring positions.  We didn’t just help them get hired, we built lasting relationships and now, when they need both quality and speed - many of them turn to JP&A.

• The Hiring Calendar: JP&A is ready and able to meet your target dates. Responsiveness, agility and dedication are fundamental and inherent in everything we do.  Securing a firm to provision multiple hires requires a commitment.  In order to facilitate your success, we are prepared to dedicate our firm’s resources to a time commitment that far exceeds that required by other, single-hire recruiting processes.
• Market Insight: JP&A has been around nearly two decades. Over this time, we have developed a clear vision of the IT business environment and workforce landscape; not only as they stand today, but where the industry is heading in the future. Trust us to know the hiring and job requirements in your industry,  helping you find the right candidates for your mission-critical positions, and ensuring your business is poised to meet the larger requirements of an evolving business environment.

Opportunity is a fleeting thing.  If you’re not in position to take advantage of it, it will pass you by. Don’t sacrifice speed, quality, or cost. When you need to find the most qualified candidates to fill key positions, it’s time to consider a firm with proven expertise and resources, like J. Patrick & Associates, to provide the winning outcome your business demands.