Frederick Fox

How do you know if a company is legitimate before an interview? - Check the employee count, revenue, and department sizes. - Look into leadership and their track record. - Review recent press releases and philanthropic efforts. Glassdoor reviews? Take them with a grain of salt. Most people write reviews when they leave—often for negative reasons. Instead, focus on objective data and long-term trends. A little research upfront can save you from a bad career move. #CareerTips #JobSearch #FrederickFox

Integrating processes is the easy part, integrating people is where the real work begins. A client of mine in M&A just lived this truth. When you acquire a founder-led company, you’re stepping into someone else’s home. Careers and friendships have grown under one leader, and no integration playbook can bulldoze that. Skip the war room. Shake hands. Walk the floors. Sit in on customer calls. Ask why that odd workaround exists. Listen more than you talk, that’s where the gold lives. Lead with people, not systems. Make listening your first KPI and the culture will show you how the business really runs and where its hidden value is. That’s how you lead through M&A. Talk hiring strategy with our team—grab a time: https://lnkd.in/eZu4WRNS

What if recruiting was more than just filling roles? The best recruiters focus on relationships, not just transactions. They offer resume advice—even when there’s no immediate payoff. Make introductions that help, not just the ones that benefit you. Check in on candidates, even when you don’t have a job for them. It’s about playing the long game. Helping people because it’s the right thing to do. When you prioritize people over metrics, success follows. The right hire changes everything. Start here: https://lnkd.in/eZu4WRNS #Recruiting #RelationshipsMatter #FrederickFox

One word defines a successful hiring manager-recruiter relationship: communication. ✔ The MOST difficult thing for a recruiting team to adjust to is when a hiring manager is not communicative. ➤ Without regular, honest feedback, recruiters can’t adjust their search or improve the candidate pool. Simply saying, "Adam isn’t a fit" isn’t enough—there needs to be a why so we can fine-tune our approach and avoid repeating mistakes. ➤ Any recruiter might think, "We wouldn’t have presented those candidates if we didn’t think they were a fit. Clearly, we’re missing something, and we want to fix it." ➤ When it comes to communication, there should be both quantity and quality, whether it’s about timing, feedback on candidates, or having an understanding of where the pipeline is or what’s been done. Want to find a little more info on what the recruiter ✕ hiring manager relationship should look like? Book a quick intro here: https://lnkd.in/eZu4WRNS #FrederickFox #Recruitment #TalentAcquisition #HiringManagers #HR #RecruitingTips

How Do You Know If a Candidate Is Truly Interested in the Job? When recruiting, it’s not just about finding the right talent—it’s about making sure the opportunity fits their goals. A few well-placed questions can reveal if a candidate is genuinely interested or just "kicking tires." Here’s a process for early-stage insights: - Ask About Compensation: This is direct, but essential. Asking about their target compensation and, if possible, their current salary helps you see if your offer aligns with their expectations and needs. - Identify Their Pain Points: “If you could change anything in your current role, what would it be?” This question shows if they’re exploring new options to address specific frustrations or just testing the waters. Candidates just looking for leverage often stay put for a counteroffer. - Map Their Career Vision: Understanding how they want to grow—whether into leadership, new projects, or specific skill sets—helps you position your opportunity as a step toward their goals. Ultimately, it’s about finding a fit that truly moves them forward. If you don’t have an opportunity that excites them, it’s best to hold off. You want candidates who will enthusiastically say “yes” to the role—not just the paycheck. Thinking about your next hire? Book a quick intro here: https://lnkd.in/eZu4WRNS

I ask these two questions to every CFO I partner with: Why are you making this hire and what are the exact results you expect from this hire? It took me a few years to understand the nuance in hiring finance and accounting talent. After over 10 years of partnering with CFOs, I know the nuance is where the real value comes from. That’s often the difference between working with a senior partner and a junior recruiter.