JOB OPPORTUNITY: Executive Business Development Director (Consultant P/T or F/T)

scc-image-icon“RAINMAKER” OPENINGS – we seek to hire five additional Executive Business Development Directors. Is this you? Large, current network and business contact list — well-connected in your industry and/or across multiple industries — wish to work part-time or full-time.


  •  Executive Business Development (Consultant Part-time or Full-time)
  •  Commissioned Sales Position – 6-figure income
  •  Several New Positions Available for Executives with Expansive Networks

Stewart Cooper & Coon HQ in Phoenix AZ is a Human Capital Strategies and Management firm with five operating business units, including the Retained Executive & Technical Search Division. SC&C has served corporations and individual executives in both U.S. and foreign markets for over two decades.

Recently, M.B. Consultants Inc., a Boston based Retained Executive Search firm founded in 1992 and headquartered in Boston, MA, merged with Stewart, Cooper & Coon. The resulting merger created a need for us to expand our Retained Executive and Technical Search Division. Our search services will be delivered from both locations.

Position Summary

We seek Retained Executive Business Development Consultants to help us expand our retained executive search business, both domestically and internationally. We are a Generalist search firm with a wide range of expertise in the following industries and core functions: 

General Management  |  Specialty Materials  |  Industrial/Consumer  |

Technical Leadership  |  Marketing, Sales  |  Alternative Energy

Life Sciences  |  Technology  |  Subject Matter Experts – All Fields

REQUIREDAll applicants MUST have a significant network of senior decision-makers to whom they can present SC&C’s retained search concept and establish meaningful meetings with decision-makers within their personal and professional network.

Position Responsibilities:  

You will be our Rainmaker and speak with those in your network and introduce us to them, thereby creating an “introduction-friendly” environment to orient them to our services and help them achieve a more cost-effective and service-driven return on their search investment.

If your network is both large and current, if your contact list is substantial, and if you are well-connected in your industry and/or across multiple industries or sectors, then you are already on your way to being successful with our company.

Job Definition:

  • Prospect for new clients from a variety of sources (existing database, relationships, VC’s, Private Equity, Professional services firms, Incubators and Accelerators)
  • Generate leads, manage sales pipeline, and connect with clients on a regular basis through client calls, meetings and networking (events and conferences)
  • Maintain and grow client base by selling a broad range of retained executive &technical  Search services
  • Attend events and conferences with “C” levels to represent Brands
  • Quantify business relationships with key decision makers/hiring managers
  • Help strategize on the company’s new go-to market business development initiatives
  • Ability to set up meetings between you, your prospective client company, and an SC&C Executive staff member to introduce us to the company and assist SC&C in closing sales
  • Must be willing to visit corporate offices of your network contacts to meet with decision makers with whom you have made appointments

Required Experience

The Executive Business Development consultant would ideally be a retired C-level executive, VP/Sr. VP of HR, VP Engineering/R&D. Your extensive network of business and professional contacts must be current.

If you are currently retired or you feel somewhat unchallenged,  and have no restrictions placed upon your earning potential, then you should consider Stewart, Cooper & Coon as your new home.


We have unique compensation plan paying very generous commissions based upon each new retained search your efforts help close. We provide you with complete back-office support, and we handle all administration and processing of the companies you bring to our table. Once you have made the sale, minimal local servicing of your accounts is expected.

Job Requirements and PREFERENCE Given To

  • Veterans
  • 20+ years of proven senior executive leadershipAND you are comfortable in the executive-to-executive and B-2-B environment, AND, you enjoy working from home in a virtual sales environment.

You may reside in   ARIZONA   |   NEW ENGLAND   |   CALIFORNIA

ALL applicants must send the following to:

  1. a current resumé
  2. a cover letter providing an example list of companies the you can call on and can                   contact on our behalf
  3. in the cover letter, tell us why you wish to work with SC&C

Here are two relevant SC&C websites you may wish to review, prior to applying to our company:


Fred E Coon, CEO

Stewart, Cooper & Coon, Inc.

The Best Ways to Thank Your Employees For a Job Well Done

best-way-to-thank-employees-business-man-and-woman-speakingWhen employees feel valued and appreciated, they are more apt to strive for excellence.  Showing thanks for a job well done is never unfitting, although in some companies, it may not occur often enough.

According to a recent Harris poll, only 35 percent of employees received recognition for a good job performance within a year’s time. Another Glassdoor survey indicated that among 2,044 employees, 53 percent of workers would be more apt to remain at their current organization for a longer time if they received appreciative feedback from their superiors.  Furthermore, 81 percent stated they felt more motivated when working for a leader who expressed thanks for their hard work.

Employers should become familiar with the inclinations of their individual employees, and consider the most suitable way to show their gratitude.  For example, a quieter employee may not appreciate a grand announcement as much as a simple note or token of thanks.

If you are searching for the best way to express appreciation to your best employees, chances are it will generally fall into one of three categories:


A sincere and defined expression of praise in reference to a specific accomplishment shows that you have truly taken notice of your employee’s actions and are appreciative of the time and effort he or she has expended; whether you opt for a verbal “thank you”, a written message of gratitude, or a shared announcement.  When workers know their achievements are not going unnoticed by their superiors, they will maintain a higher sense of ambition and workplace morale.


There are a few options when considering an incentive as a gesture of appreciation for an employee who went the extra mile for you.  If financially feasible, monetary bonuses are always a welcome way to show gratitude, as are gift certificates.  In other cases, and if practical, some employers choose to offer a day of paid time off or a flexible holiday schedule.   An employer who knows the worker well enough may even offer a small, personalized gift.


Opting to take your employees out to lunch at a restaurant of their choice or ordering in from a caterer is an excellent way to show your best-way-to-thank-employees-group-of-professionals-around-tableappreciation.  This is also a great option when rewarding more than one employee for a group effort.  Booking the conference room for a lunchtime celebration (or holiday gift exchange, if celebrating a successful full year of hard work) is a fantastic option.  Not only is it a gracious gesture, but it also helps foster bonding among the work staff, and may even spark some new office traditions.

The Takeaway

It’s safe to say there really isn’t a wrong way to show your best workers how thankful you are for their support and effort, as long as it’s sincere and well thought out.  Additionally, by consistently acknowledging and praising your employees’ hard work, you are promoting a culture of graciousness, politeness, and respect among your staff.



Fred Coon, CEO


Stewart, Cooper & Coon, has helped thousands of decision makers and senior executives move up in their careers and achieve significantly improved financial packages within short time frames. Contact Fred Coon – 866-883-4200, Ext. 200


Exploring Talent Communities and Their Role in Recruitment

While Talent Communities have a great deal to offer the world of recruitment and professional networking, they are neither employment agencies nor job boards.  They are, rather, segmented online groups which encourage the convergence of individuals with similar goals and talent-communities-businessman-holding-globe-of-professionalsinterests to interact and share information for the benefit of all.  Through collaboration of members, Talent Communities can offer a wide range of employment information and resources on an unofficial level.

Although they are beneficial to recruiting, it is not necessarily their sole purpose.  Members often brainstorm problems of various descriptions, very much akin to the phenomenon that prevailed from the 1980s through the early 1990s when the Internet was virtually unknown to the common person.

Group History

Before the World Wide Web was introduced, computers of all makes and varieties communicated through common telephone lines with modems via Bulletin Board Services (BBS).

From approximately 1978 to 1996, computer enthusiasts helped others solve their technical problems in many separate areas called SIGs (Special Interest Groups) covering employment, philosophy, science, creative writing, social phenomenal, or anything else you could imagine.  Essentially, Bulletin Board Services embodied the concept of the World Wide Web before it even existed as a mainstream medium.

Full Circle

Fast forward to the internet-driven 21st century, and we find we have parallel communities that are essentially SIGs.  People with similar interests share information and support each other, while reaping the benefit of available and easily-accessible expertise.

Recruitment Contribution

Although Talent Communities do offer a wide spectrum of service-related advantages, it is not wrong to assume that they are essentially career oriented.  They present a great opportunity to network within your own niche; you can enhance your contacts with connections very specifically tied to your career, rather than more generically as you would on most social media platforms.

Another feature that Talent Communities allow for is social recruiting, where professional recruiters or hiring managers seek top job candidates who are actively seeking employment.  Whether these recruiters are running the communities or not, candidates can advertise their availability simply through their participation.

Why Create a Talent Community?

In terms of time and effort, large companies (greater than 200 employees) spend nearly $5000 for each new hire.  If your company is in the habit of hiring 400 employees per year, that equates to two million dollars annually spent on recruiting.

On average, it can take six weeks to hire a new employee (eight weeks in the medical profession).  Having a critical position unfilled for a month and a half isn’t simply inconvenient; that empty desk may be costing an employer approximately $2000 per day in lost revenue.  Compared to the $5,000 cost of hiring, the loss of $84,000 in revenue is quite significant.  Also, there is often more than one vacancy, so it starts to add up very quickly.

By turning your “Careers” section into an inviting Talent Community you can have an ever-present pool of candidates.  Most of them will be passive candidates (those who are not actively seeking a job, but are curious about your company).  A number of active candidates will be present; some of your own employees must participate to answer questions, supply information, provide articles to show that the Talent Community is active; and in this modern age, when the upcoming crop of replacements for the retiring Baby Boomers is going to be 25 million short, you should invite your retirees and former employees.  Not only do they have the expertise to drive the Talent Community forward but they might be persuaded to return to work and offer their expertise while the employment supply-and-demand formula finds its balance again.

Benefits to Job Seekers

talent-communities-woman-working-at-laptopAn interested visitor can get a very specific idea about a particular employer when they explore that company’s Talent Community.  Understanding the corporate culture makes it much easier to decide if the job is a good fit for them.  Information provided by current and former employees will let them know if the available opportunities match their goals.

As they get to know the company, the company gets to know them.  This familiarity makes it much easier to apply for and obtain a job.

Furthermore, establishing an online rapport or relationship with a current employee opens the possibility of getting a personal referral.  Companies have reported that they grant more weight to a personal referral than they do to any other form of information about a potential hire.

The Takeaway

For employers, it really doesn’t get much better than having your own Talent Community full of potential hires.  It’s going to reduce your hiring costs, significantly speed up the whole hiring process, and save quite a bit of money in terms of lost revenue.

For job seekers, accessing a Talent Community can provide you with clear window into a company of interest, as well as the opportunity to communicate with other employees at the same organization.

Therefore, Talent Communities are a truly a win-win option for all participants.

By Fred Coon, CEO


Take your job search and LinkedIn profile to new levels and achieve your career goals with Leveraging LinkedIn for Job Search Success 2015 will transform how you use LinkedIn on a daily basis and create a profile that will WOW recruiters and hiring managers.

Data Analytics and the Recruitment Process

Data-based Decisions

As human beings, we all have our preferences and partialities, and our preconceived leanings often influence our decisions; for better or worse. Yet, preconceptions and favoritism should never play a part when conducting a job interview. However, there are data-and-recruitment-connectors-blue-backgroundoccasions where even one’s subconscious views can contribute to what we call the “Interviewer Effect”.

To limit the “Interviewer Effect”, many organizations are beginning to move closer toward the effective use of data analytics when reviewing a candidate’s qualifications.  This allows employers to make more evidence-based decisions, rather than relying on, or being overly influenced by “gut instinct”.

The assemblage of large conglomerates of data-based information for purposes of analysis, commonly referred to as Big Data, also proposes challenges of its own.  However, data analysis can be a helpful tool when employers are faced with difficult recruitment decisions.

Data Resistance

There are many who resist Big Data due to its expense or apparent complexities, but the availability of BDaaS (Big Data as a Service) has now made the whole process much easier.  Eliminated, is the need to invest in the expensive infrastructure of Data Warehouses, specialized IT staff, Data Lakes, and discrete servers.  Right now it is a quarter of a trillion dollar industry, certainly not some newfangled idea that “won’t last”.

Even if you want to create a private Big Data resource, it is no longer particularly difficult.  With the advent of ETL (Extract, Transform, and Load) software, transforming your databases from disparate to self-contained internal files has rendered the use of Big Data almost automatic; and running it at prescheduled intervals keeps it up to date without a great deal of effort.

Private Big Data used in conjunction with BDaaS is a highly effective combination.

People Analytics

BDaaS has innumerable applications, but in the case of recruitment, we’re interested in the portion known as people analytics. There are organizations that have dedicated themselves to analyzing all of the available information from every main social media site, in addition to a plethora of other less obvious information sources.

Hiring companies can provide these organizations with a list of their top 10 prospects and, in turn, be advised as to which one would be the best fit for their company.  Conversely, going in empty-handed with only basic specifications will still result in locating a closely suited prospective candidate.

The Role of Gamification

Even beyond data analytics, a form of strategy analysis, most recently known as Game Theory or gamification, now also has a pivotal role indata-and-recruitment-woman-connecting-profiles-on-screen many forms of problem solving, including hiring.

While reasonably new, the process has some key advantages.  It is intended to help employers move beyond resumé-based information by presenting a candidate with a game scenario, allowing the employer to isolate which individuals are more likely to devise innovative and effective solutions to problems.

The interviewing process of asking questions and interpreting the answers is basically analog in nature, and some believe, can increase the opportunity for biases.  Seeking results through a game which tests externalized thinking and creativity is digital in nature, in that answers are either right or wrong .

The gamification methodology has actually “gone corporate” with big names such as Google™ and Facebook™ offering the “Google Code Jam” and the “Programming Challenge“, respectively.  Winners almost inevitably get interesting, fun, and great paying jobs.

Candidates Don’t Need Big Data

Unless someone works for a Big Data specialist, it is essentially unavailable to private individuals, but ultimately, that is of little concern.  A simple web search will reveal companies matched to the interests of most job seekers, as will the services of a recruitment agency.

In terms of interview preparation, those interested in one of the more innovative companies may encounter tools designed to create scenarios, but essentially the strategy remains the same:

  • Isolate an issue which your potential company is currently experiencing;
  • Craft a solution; and
  • Use it to pitch yourself as the person who is best qualified to implement that solution.

Finding a Balance

The evidence is clear that data technology has not only affected employers and job seekers alike, but has changed the job market drastically. Not only has it created access to once unavailable prospects, it has become a crucial decision-making tool.

Of course, this is not to say that employers must not practice and perfect their own skills of objectivity, good judgment, and proper attention to their company culture when seeking new candidates or conducting a traditional job interview. However, smart employers are also embracing the advantages that data analytics has to offer, and consequently, opening their organizations up to a world of talented and compatible job seekers.

Fred Coon, CEO


Take your job search and LinkedIn profile to new levels and achieve your career goals with Leveraging LinkedIn for Job Search Success 2015 will transform how you use LinkedIn on a daily basis and create a profile that will WOW recruiters and hiring managers.

The Best Way to Practice for Your Next Job Interview

There are very few skills in this world that can be acquired without practice, and mastering your job interview proficiency is certainly one of them.

mock-interviews-businessman-fastening-tieBy now, most of us have learned the basics of preparing for a job interview; dressing appropriately and professionally, being equipped with a powerful resume, becoming acquainted with the details of the job description, and researching the company with which you are interviewing. However, there is a notable difference between preparing for, and practicing for a job interview.

What is a mock interview?

The process of emulating or reenacting an actual interview for purposes of training is considered a mock interview.  It is intended to resemble an actual job interview as closely as possible to help candidates gain a more in-depth understanding of what will be expected of them in a real interview.  Job applicants can learn to hone in on their ability to present themselves confidently and professionally.  In many cases, mock interviews can be videotaped, allowing the interviewee to gain their own insight and feedback.

Making arrangements

Mock-interview training can be obtained through recruiting consultants and career coaches.  However, in addition to career professionals, it’s also helpful to try a mock interview with some trusted friends or family members in order to gain a broad perspective on what to expect.  Additionally, varied individuals can provide you with a wide range of feedback.

When approaching a mock interview, it’s best to treat it as closely to the real thing as possible.  Dress as you would for an actual interview, and even ask your interviewer to present you with some difficult or unexpected questions to keep it realistic.

Creating a mock interview

If you’ve sought the services of a career professional, then the mock interview will have already been designed, but if you have decided to rehearse your interview with someone you know personally, then you should supply them with a list of some common interview questions.  It’s also a good idea to provide your interviewer with a few extra questions to choose from in order to maintain a certain amount of spontaneity during the process.

The position you are applying for, as well as the nature of the company with which you are interviewing, may dictate what sort of questions you are asked on your actual interview.  However, there are a few typical questions that get asked at most interviews, despite the job or type of organization.

Here are some examples of questions to include when planning your mock interview:

  •  “Describe yourself and your background.”
  • “Explain your strengths (and weaknesses).”
  • “Why do you want to work for this company?”
  • “What was your reason for leaving your last position?”
  • “What is one of your greatest professional accomplishments?”
  •  “Describe how you would overcome a difficult situation at work.”
  • “Where do you see yourself five years from now?”
  • “What can you offer our organization?”
  • “Do you have any questions?”

The topic of salary is not always addressed on the first interview, but be prepared to answer in the event that it is.

Am I on the right track?

Having a general formula for answering common interview questions will give you an extra ounce of confidence.  While you may basicallymock-interviews-three-business-women-sitting-at-table know how you intend to answer a question, it helps to have a go-to system to really help you sharpen and streamline your responses.

Often interviewees who feel under pressure will ramble on a little too long, or even inadvertently omit important facts that may have ultimately help them shine.  It’s crucial to remain on topic and adapt your answers to the company you’re interviewing with, as is managing to give thorough responses that are also concise. Some recommend that direct, closed-ended questions, such as “Why do you want to work for our company?” should only require an answer of approximately 60 seconds, while open-ended questions, such as “Describe yourself and your background.” can require up to or slightly more than two minutes.

However, when answering any interview question, remember to always keep the focal point on the needs of the company, rather than your own.

Also, don’t forget the importance of body language during the interview.  Mock interviews are a perfect opportunity to practice direct eye contact and a confident handshake, all of which you can measure and perfect through viewing your videoed session.

Keep an open mind.

While the individual conducting the mock interview will certainly provide you with valuable feedback to take into account, videotaping the interview and watching the recording on your own, can also really help you streamline your professional communication skills.  It’s possible you may not be entirely satisfied with your first mock interview draft, but through determination, practice, and a balanced perspective, your next real interview will surely be a success.


Fred Coon, CEO


Stewart, Cooper & Coon, has helped thousands of decision makers and senior executives move up in their careers and achieve significantly improved financial packages within short time frames. Contact Fred Coon – 866-883-4200, Ext. 200



Comprehending FMLA: A Basic Guide to the Family and Medical Leave Act

What is the Family and Medical Leave Act?

fmla-work_life-puzzle-piecesEven the most dedicated employees find themselves in situations where they must balance work and personal responsibilities, requiring them to take a reasonable period of unpaid leave.  This approved absence is referred to as the Family and Medical Leave Act (FMLA), and is designed to accommodate the rightful interests of employers and employees alike.

Public agencies, schools, and companies with 50 or more employees within a 75 mile radius, must offer eligible workers up to 12 weeks of unpaid leave without a break in employment.

FMLA was officially put into practice in 1993 to initially help workers find stability between the pressures of their job and the necessities of their families, and to encourage and protect the overall economic security and integrity of families in the U.S.  Additionally, FMLA shelters employees by disallowing employers from denying, preventing or obstructing any of the rights that the law provides, as violations are dealt with directly by the Department of Labor.

What qualifies an FMLA leave of absence?

  1. Medical leave for serious health condition where employee is unable to work
  2. Birth and care of an employee’s newborn child (time taken off for pre-birth complications can be applied to the 12 weeks of FMLA)
  3. Adoption or foster care placement of a child with an employee
  4. Caring for an immediate family member (child, spouse, or parent) with serious illness or medical condition

Which employees are eligible for FMLA?

If your reason for requesting an extended absence falls within the four approved categories and you work for an organization who is FMLA qualified, you are eligible to apply for leave as long as you have worked for your employer for a minimum of 12 months.  Furthermore, you must have worked for at least 1,250 hours during that 12 month period.

Further Entitlements

FMLA requires that an employee’s group health benefits are continued and paid for by the employer through the 12 week duration; however the employee is also still required to pay his or her insurance premium contributions during this time as well.  Upon cessation of the twelfth week of leave, FMLA entitles employees to immediate reinstatement of their job in either the same or corresponding role.

Moreover, qualified workers also have the right to choose blocks of time for FMLA leave, alternating between traditional employment and approved leave, or in certain situations, as part of a reduced schedule of daily hours.

soldiers-marchingMilitary Specifications

As of January 16, 2009, a new and final ruling updated FMLA directives to apply new entitlement for military family leave, under the National Defense Authorization Act for FY 2008.  Furthermore, an employee who is caring for a covered service member with a serious illness or injury is entitled to 26 total weeks of leave.

Employer Obligations

  • Organizations covered under FMLA are required to post a notice describing the rights of employees under the FMLA program, as well as provide all new employees with written information on FMLA.
  • When an employer is made aware that a worker will be taking a qualifying leave of absence, they are to make the employee aware of their rights under FMLA law, and supply them with an official eligibility notice, explaining the employee’s responsibilities and rights under FMLA.
  • Employers must also make workers aware of their total allotment of time, and the exact allocation that will deducted from the employee’s total FMLA reserve. This can apply to employees taking shorter leaves, rather than the entire 12 week period.


Understanding the basic elements of FMLA, its reasons, allowances, as well as limitations, will help both employers and employees ensure that the needs of working organizations are in balance with the lives of their actual workers.  While employers must have a zero-tolerance level for abuse of FMLA services, employees must advocate for fair and consistent treatment through the protection of FMLA laws.



Fred Coon, CEO


Stewart, Cooper & Coon, has helped thousands of decision makers and senior executives move up in their careers and achieve significantly improved financial packages within short time frames. Contact Fred Coon – 866-883-4200, Ext. 200