OUR CLIENTS

 

Professional Services

  • The Boston Consulting Group

  • Burson-Marsteller

  • Hill & Knowlton

  • Marakon Associates

  • McKinsey & Company

  • Oliver Wyman

  • Women Presidents’ Educational Organization (WPEO)

Consumer Goods & Services

  • Coach

  • Hello Products

  • L.L. Bean

  • Profile Capital Management

  • Remington Products

  • Spence-Chapin

  • The Wilderness Society

Media

  • Martha Stewart Living

  • Reader’s Digest

  • Reed Elsevier

  • Rodale Press

  • WeightWatchers.com

Healthcare

  • Eco-Health Alliance

  • Honeywell-HomMed

  • MedExpress

  • Muscular Dystrophy Association

  • Playtex Products

  • ZocDoc

Hospitality/Real Estate

  • Harvard Club of NY

  • Related Companies

  • Starwood Hotels

  • Tishman Speyer

Financial Services

  • AllianceBernstein

  • BlackRock

  • Cerberus Capital

  • CitiGroup

  • Highfields Capital Management

  • Lazard

  • Marsh & McLennan

  • Morgan Stanley

  • New York Life

  • PayPal

  • TIAA-Cref

  • UBS

  • York Capital Management

  • Ziff Brothers Investments

Industrial

  • ABB

  • GE

  • PQ Corporation

  • Skanska

Case Study 1: Speed and Quality

We identified the placement in the first week of our search for Cerberus Capital Management.

THE NEED

Hire an ‘air traffic controller’ for all project-staffing needs at this demanding and dynamic private equity firm. The brand new role required a special combination of skills: the ability to prioritize, allocate resources, cultivate an external network of experts, and maintain a sense of urgency – all with a managed ego.

THE STRATEGY

Target candidates from management consulting and financial services who had handled internal staffing and serviced challenging clients.

THE TWIST

Our prior search work for McKinsey and BCG helped us quickly identify the unique profile required. We immediately called “the perfect fit candidate” — he met the client within one week of starting the search and the match was clear.

THE OUTCOME

Within two weeks of starting the search, our client met the ‘perfect’ candidate along with four others and made their hire within the first month.

Case Study 2: Chemistry Fit

We leveraged our skills at coaching and assessment to place long-lasting hires for McKinsey & Company.

THE NEED

Identify multiple professionals who could lead professional development and staffing for McKinsey consultants.

THE STRATEGY

Since the client did not want to hire from other management consulting firms, we pursued candidates from other business sectors with the right ‘intrinsic’ capabilities to do the job.

THE TWIST

We leveraged our experience in recruiting and coaching to develop a new interviewing approach specifically for this search. With customized questions, we quickly identified the candidates who met the ‘intrinsic’ standards for McKinsey and would ensure a strong chemistry fit.

THE OUTCOME

With 5 placements over six years, we helped McKinsey rebuild their Northeast Professional Development and Staffing Group. All five placements upgraded the standard for what McKinsey leadership could expect from this position, and they each remained for 6+ years.

Case Study 3: Creative Problem Solving

We recruited a CFO/COO from the for-profit sector to join our non-profit client…and he was quickly promoted.

THE NEED

Find a CFO/COO for a venerable, 100-year-old adoption agency. The new leader needed to bring a sophisticated and ideally private sector mindset and be able to operate as more of an operational leader, business partner and potential successor to the Executive Director.

THE STRATEGY

Target candidates in for-profit and not-for-profit environments, interviewing both CFOs and COOs. This search required a combination of original research into like-sized non-profits and extensive networking among sources in the for-profit arena.

THE TWIST

Finding for-profit executives who can transition successfully to non-profit environments is notoriously difficult. Our unique approach was to contact non-profit Board members to leverage their networks – they knew which Board members from the private sector might have the interest and ability to make this type of career change.

THE OUTCOME

We secured a placement from the for-profit sector within two months. His high impact work and quick credibility with the Board led to his promotion to Executive Director within 5 months of being hired.

Case Study 4: Onboarding a New Leader

CLIENT EXCEEDED EXPECTATIONS IN HER NEW ROLE AND QUICKLY BECAME AN INTEGRAL MEMBER OF THE LEADERSHIP TEAM.

THE GOAL

Help our client, a newly appointed Chief Talent Officer, transform a culture led by a leadership team with old-fashioned views about human capital management.

THE SITUATION

The client was having a hard time ‘selling’ innovative ideas to her senior management team—an opinionated group that was resistant to change. Given her hard-charging personality, we needed to develop a strategy to present her ideas in a way that was not only easy to understand but also less threatening.

THE STRATEGY

We helped our client with four key steps to ensure her success:

  • Build a plan to unfold the cultural transformation in phases so the changes would feel gradual
  • Prioritize initiatives based on the CEO’s greatest concerns to ensure ‘buy-in’ from key senior leaders
  • Develop a communication strategy linking the changes to goals for each business segment
  • Strengthen internal partnerships, rebuilding her team with A players

THE OUTCOME

After one year on the job, the client received feedback from her boss, the CHRO, that she was an invaluable hire—someone who regularly exceeded his and the CEO’s expectations. She also became an integral member of the Global Executive Leadership team and an advisor to the CEO.

Testimonials

Tammy is unlike any recruiter I've ever worked with; she is one of the best. While most search firms focus on the client, Tammy understands that for the client to succeed in its search goals, she needs to equally represent the candidate. She works tirelessly to help the candidate evaluate the opportunity to determine whether it's right for them. Her authentic desire is to help the candidate make the right decision.

— Alexandra Aleskovsky, President & CEO

We hire TKJ Executive Search because they introduce highly qualified candidates in a quick timeframe and we always feel like true partners in their process. They take the time to understand our business so they can really pinpoint the need, and they are invaluable for broadening our talent ranks with hires from new industries. Their approach is creative and out of the box. They can meet the demands of any search we put before them, regardless of function.

— Lori Massad, SVP Human Resources and Chief Talent Officer, Alliance Bernstein

TKJ Executive Search gets the job done every time in an efficient manner. They quickly understand the nuance of situations, and they get the chemistry fit. Their team has open and honest styles and they connect well with candidates, making them great ambassadors for our company.

— Ellen Shedlarz, Former SVP HR Ziff Brothers Investments and Former Chief Operations Officer, Global Talent Management Group, Morgan Stanley

TKJ Executive Search takes a uniquely thoughtful approach to finding the best person, not only for a position but also as a match for our organization and culture. To be able to collaborate on the important nuances makes all the difference. They are highly intuitive, deliberative and thorough, and they are authentic partners with their clients.

— Sarah Cox, Manager, Talent Management, L.L. Bean

Tammy understands me in a way I never would have expected from a search partner. She helped me hire a Head of HR years ago when I ran a media business and that hire was such a perfect fit as my business partner that I have taken her with me to several new businesses. Creating a match like this is a rare feat for a recruiter.

— Kerry Hatch, Former COO, Global Client Services, Axciom

I have hired Tammy many times as a recruiter and as a coach. As a recruiter, she is thoughtful, creative, and delivers results quickly. As a coach, she helped the CEO in one of my previous companies become aware of the consequences of his behavior — and, together, they made some critical and high impact adjustments. Tammy is the real deal and a great partner.

— Michael Bruno, former CHRO Muscular Dystrophy Association, IAC and Rodale

TKJ Executive Search exceeded our expectations, a rarity from an executive search firm. We met our first CHRO candidates in week three and selected our finalists in week six. The quality and caliber of each candidate made the vetting process positively challenging; fortunately, the TKJ team’s candid and collaborative input helped make this easier. A pleasant surprise was the unsolicited positive feedback from the candidates about their experience with TKJ — a positive reflection on our company. I would partner with TKJ again in a heartbeat.

— Kevin Doran, Senior HR and Communications Leader, PQ Corporation

TKJ Executive Search is our recruiter of choice. They find solutions to some of our more complex hiring needs, and their placements deliver high impact. What I most value is their approach as thoughtful partners — we always know the search progress, what makes each candidate compelling, and what we need to explore and emphasize in each interview conversation. I have complete trust in Tammy’s instincts and counsel.

— Susan Grimbilas, Partner and Managing Director, Head Of HR And Operations for North America, The Boston Consulting Group

I selected TKJ Executive Search as a search partner after a thorough comparison with other firms, and I was delighted with my choice for our Head of Talent. I have high expectations and they exceeded them because they made a challenging search seem easy. A key to their approach was the extensive amount of time they invested up front to understand me and my drivers, our Firm and our culture, and the reasons and motivations for our hiring decision. Then Tammy guided me in custom questions to ask each candidate, and she observed my interviews which helped me refine my approach and confirm my selection. She redefined for me the concept of partnership.

— Jennifer Stier, COO, Highfields Capital Management

There is a boundary-less aspect to Tammy's work. It's integrated and she goes deep. She understands that a hire is a reflection of the leader, so she puts herself in my shoes. Her coaching experience makes her a forward-looking search partner; beyond searching for a fit for the role, she works to understand and anticipate how the role might change over time. And now that I have used Tammy in multiple capacities and in multiple organizations, I can attest to how powerful that is.

— Hy Pomerance, Chief Talent Officer, Cleary Gottlieb Steen & Hamilton LLP