http://www.cutwaterdynamics.com/

Bob MacReynolds, Winston-Salem, NC (2026)

11/12/2019

[Hey Digital Leaders]

❓ Do you know why the Ides of March should be important to you this time of year?

Think about it for a few seconds, and then I'll give you the answer. I'm almost positive you've never had this question before.

✅ Okay, time's up. Here's the short and sweet answer. If you don't make an action plan RIGHT NOW for hiring the 'A' players you need to recruit in the 1st quarter of 2020, the Ides of March is the earliest you'll have them on board.

👉 In essence, the 1st quarter of 2020 is GONE if you don't act now.

Your goals for 2020 are incredibly challenging, your management team expects more from your group than ever before, and you need great people in place for the ENTIRE 12 months to make 2020 a big success.

Over the next 6-8 weeks, moving through an entire interview process is virtually impossible.

⛔️ From the beginning of the Thanksgiving week (Nov. 25th) through the first week of January, vacation schedules and year end priorities will make it virtually impossible for you to interview and hire top talent.

You can't get enough people in the same place at the same time to finish the process, make a decision, extend an offer, and close your candidate.

❌ Not to mention the 2-3 week notice period before they can physically walk through the door and start a new role.

✅ If you wait until January to address talent needs for 2020, you'll waste at least 25% of the year interviewing, hiring, and onboarding someone who is supposed to be a catalyst for blowing the doors off your 2020 goals.

There is SO MUCH that can be done in November and December. It just takes a little bit of planning, and an Executive who is determined to hit the ground running in 2020.

11/07/2019

[ Digital Business Leaders]
Let's bust Myth #1 about finding great digital talent.

👉 Myth: Linkedin and the Internet makes recruiting easy.

✅ Fact: Linkedin is a great tool for identifying leads and emailing endless sales pitches to prospects.

I hear Executives and HR Leaders sounding off all the time about the great searches they execute via Linkedin and other internet based tools.

It almost sounds easy.
...but there is no EASY BUTTON in life, or recruiting.

We'll utilize Linkedin's own statistics to bust this myth:

➡️ Only 18% of the market is actively looking for other opportunities right now.
➡️ For every 10 Inmails or Linkedin messages you send to potential candidates, you'll receive at most 2 responses.

Let's break that down into plain English:

✅ 82% of the marketplace is not actively engaging with your company or your internal recruiters about job opportunities. They don't want to be found.
✅ If your team identifies 20 great profiles on Linkedin for an open position, only 4 people will respond when you reach out with a message. And their response is most likely "thanks, but no thanks".

📡 Your open position is critical, and deserves to be broadcast to the entire marketplace. You DESERVE the opportunity to choose from a wide array of talented professionals, because YOUR reputation is on the line with this new hire.

If this resonates with you, book a free consultation to hear about strategies you can implement TODAY to broadcast your unique and compelling opportunity to the ENTIRE marketplace.

Click this link: www.cutwaterdynamics.com/schedule-call

Never settle, never yield. Always believe in yourself.

11/04/2019

📲Digital Leaders

Are the job descriptions on file for your direct reports accurate?

⭕️ Do they talk about the what's needed to overcome your current business challenges, or are they just a checklist of items like 5+ years of experience, bachelor's degree in (fill in the blank), etc.?

I've heard many talented people complain about their new job after 3-4 weeks.

👉 The most common reason for their frustration in the new role is the ACTUAL job does not match the JOB DESCRIPTION for the position, or how the role was described to them during the interview process.

That doesn't mean they've joined a bad company, or that you're a bad hiring manager.

🚀 We're all going 180 miles per hour every day trying to balance our work, our lives, and ourselves.

With 92 different things on your plate at any given time, it's just easy to send the existing description to HR and get the search started.

We all want 'easy' sometimes right?

I invite you to try something different this time. Spend a few minutes with me to learn about how to create a 'Success Profile' for your critical position.

😀 When you base your recruiting activities, interview process, and final hiring decision on this 'Success Profile' you'll guarantee that I won't get a call from your talented new hire in 4 weeks asking me to find them another job.

Use this link to find a time that works best for you, and no need to engage us in a search.

✅ www.cutwaterdynamics.com/schedule-call

10/30/2019

👉 Hey Digital and eCommerce Executives!! 👈

Have you ever tried to find great talent in places other than New York, LA, Chicago, The Bay Area, etc.?

It's a whole different ballgame isn't it? Almost like searching for a needle in a haystack.

I've seen countless Executives who are frustrated by the digital talent pool available in mid-market cities.

Regardless of whether you're in Kansas City, Columbus, Jacksonville, or a host of other cities your management team still expects you to hire and retain great people to hit your lofty goals.

✅ Let me give you a piece of advice.

🔴 DON'T settle by hiring a local 'C' player or trying to convince an 'A' player to relocate for your opportunity, only to see them move back in 12 months.

✅ Here's the solution:

✈️ Learn about our 'success profile' process for critical positions, and we'll show you how to take that information and perform a tailored and thorough search.

Your management team will wonder how you find great local talent they didn't know existed.

🏅Click the link below to schedule a free strategy call.

www.cutwaterdynamics.com/schedule-call

You'll transform your recruiting process, and jump start your career at the same time.

10/30/2019

Digital Business Leaders

Have you ever worked with a Recruiter that lied to you, or just disappeared during a critical search?

Of course you have. Unfortunately our industry is full of those types of people.

You ever wonder what they all have in common?

I'll give you the answer. They compete on one thing, and one thing only:

💲 PRICE!!! 💲

In general, bad recruiters get their foot in the door by being the 'low cost provider'.

But guess who ends up actually paying the price?

That's right, it's you. The Digital Leader who is working long hours with heavy demands from upper management.

Can you hit your goals when it takes months to fill critical positions? Are you confident in your slate of candidates when your recruiter fades in and out of communication?

There's a better way. One that transforms the way you recruit top talent AND maximizes your career potential as a talented and hard working executive.

If you're ready to talk about how YOU can be one of those forward thinking executives, click the link below to schedule a free strategy call.

www.cutwaterdynamics.com/schedule-call

You only have one shot at making your mark in this world. Never settle.

10/14/2019

[Digital Business Leaders]

❌ You live in an ‘Access Denied’ age of recruiting. ❌

The internet was supposed to make recruiting EASY.

Powerful job posting sites were first to market about 20 years ago, followed by the growth of Linkedin.com.

But instant access to a world of information through Linkedin and other websites doesn’t mean you can hire the best people in a short amount of time.

✅ Do any of these hiring challenges resonate with you?

▶ It takes too long to fill critical positions. Your productivity, revenue, or project goals are in jeopardy each day this position stays open.

▶ The state of the Digital world is changing quickly. Each day that passes without great candidates for your critical need means your competitors are able to reach a valuable audience in the marketplace while you’re in ‘hiring mode’.

▶ The caliber of true Digital Recruiters is not up to par. While plenty of search firms list ‘Digital’ as an area of expertise, very few truly understand the pace of the industry and the difference between a top performer versus someone who will be a mis-hire for your critical position.

Guess who suffers the most? If you just looked in the mirror, you got the question right.

🏆 Your reputation as a top Digital Executive is put to the test each time you make a new hire. If you’re successful, you’re the hero and a great promotion or external opportunity is at your fingertips.

But if you get it wrong, your reputation takes a hit and you spend years fixing the damage done by a bad hire into your organization.

🚩 The rate of mis-hires in general is off the charts.

But I’m here to help. To hear more about how the “Access Denied” age of recruiting impacts your professional career, click this link to schedule a free strategy call.

👉 http://cutwaterdynamics.com/schedule-call

🚀 You deserve the best tools at your disposal and I’ll share strategies you can implement on your own to maximize your potential.

10/08/2019

[Digital Business Leaders]

❓ Have you ever asked your Internal Recruiter about their successful placement ratio ❓

Why not? Isn’t a track record of recruiting talented digital professionals who thrive in the business for years the best measuring stick for great internal recruiting?

The facts are most Internal Recruiters are measured on the following performance metrics:

➡ Time to fill.

➡ Number of jobs they can handle at one time (it’s usually 35-45+).

➡ Positions filled in a year.

This business model of loading up Internal Recruiters with countless jobs, pressuring them to spit out candidates right away, and patting them on the back for just bringing people through the door on Day 1 is NOT IN YOUR BEST INTERESTS. 😕

Think about the current Digital Talent market dynamics:

✅ The best talent resides in the 82% of professionals who are not actively seeking other opportunities.

✅ Top performers want to know your employer value proposition, and ‘what’s in it for them’ before they will consider your opportunity. This takes time and nuance to establish with your prospective candidate.

✅ No one is waiting by their phone for your call, or checking their email hoping to receive another job description from your company.

The best talent wants to be courted, and making 10-12 attempts to reach them before the first conversation happens is commonplace in the industry.

I’m here to help, and change the recruiting dynamic you’ve been stuck with for way too long.

Every bad hire sets your career track as an Executive back months, if not years.

❗ Book a call with me at any time, and I’ll break it down for you. ❗

I’ll even give you strategies you can implement on your OWN TODAY!!

🚀 Book your free strategy call by clicking this link:

http://cutwaterdynamics.com/schedule-call 🚀

10/02/2019

[Digital Executives] Take Notice

🚩 The rate of mis-hires is OFF THE CHARTS 🚩

According to a recent study by Leadership IQ:

▶ 46% of all hires will fail in the first 18 months.

▶ Only 19% of hires will be considered a success in the first 18 months.

This might be hard to believe. But this 3-year study was compiled by tracking 5,247 hiring managers from 312 organizations, collectively hiring over 20,000 employees.

✅ FACT: It’s really hard to find a top performer who is deemed an ‘unequivocal success’ after their first 18 months on the job.

✅ FACT #2: The person that suffers the most is you, the Digital Executive.

The mark of a great leader is the ability to field a team of top Digital performers. Your reputation rides on every new hire.

📱 Your reputation determines how often you are considered for a big promotion, or how often Headhunting firms will call you about the next great job at the company of your dreams.

A consistent track record of hiring, retaining, and developing top Digital performers is the key to maximizing your career trajectory.

I’m here to help because hard-working, honorable, and respected leaders deserve the best tools at their disposal throughout the course of their careers.

☄ Are you ready to take the reigns and maximize your career potential through consistently hiring top performers?

It’s not for everyone. It requires commitment, heart, and the ability to see the forest from the trees to make it happen.

Book a call with me at any time, and I’ll break it down for you.

I’ll even give you strategies you can implement on your OWN TODAY!!

🚀 Book your free strategy call by clicking the link below. 🚀

🔴 http://cutwaterdynamics.com/schedule-call

10/02/2019

💻 Digital Business Leaders 💻

In the Digital world of the 21st century, we have access to information of all kinds at the click of a button.

🛰 Critical information at the tops of our fingers help create moving and compelling business presentations, find the best restaurants in just seconds, and allow us full access to what’s happening around the globe. 🌎

But when your reputation and career are on the line with your next critical hire, the Digital Age doesn’t guarantee access to world class talent.

😟 I hear it all the time from frustrated executives. Why is information so easy to find in the Digital World, yet finding and retaining great talent remains a constant struggle for Leaders and Executives?

😀 I have the answer right here.

🚫 You live in an “Access Denied” age of recruiting. 🚫

According to Linkedin.com, only 18% of the talent pool in the world of all things Digital are actively seeking another position.

✅ Most studies say the 82% of the market that is not actively looking for other opportunities also holds the best talent in the industry.

The “Access Denied” age of recruiting is hurting your business, and leaving you holding the bag with your reputation on the line every time you make a hire without access to the best talent in the business.

I’m here to help. To hear more about how the “Access Denied” age of recruiting impacts your professional career, click this link to schedule a free strategy call.

👉 http://cutwaterdynamics.com/schedule-call 👈

🚀 You deserve the best tools at your disposal and I’ll share strategies you can implement on your own to chart a new course for your career.

10/02/2019

🏆 Hey Digital Executives!! 🏆

Do you have any regrets in your professional career? I certainly do.

😌 Think about your hopes and dreams for yourself when you were 25 years old. How did they turn out? What held you back from reaching your full potential?

With the skyrocketing rate of mis-hires in business, great leaders are held back by their inability to hire and retain great talent.

📨 Have you ever looked at a press release about a new Executive hired at a dynamic company for a job that would be the perfect next step for YOU?

All around you leaders and executives are moving up and moving on to bigger and better things.

Are you left behind in your stagnant career because of a mediocre track record of hiring and retaining great talent?

🤔 Be honest with yourself on this one, because it’s tough to look in the mirror sometimes.

When you continually rely on internal recruiting teams or low cost search providers to source great candidates for your critical positions, Linkedin.com says:

🤞 “You are only getting an opportunity to interview candidates from 18% of the marketplace.”🤞

That means 82% of the professionals in the marketplace never know about your exciting opportunity, and you’re never given a chance to make a great hiring decision based on interviews across the entire candidate pool.

If you’d like to discuss the market dynamics I just talked about, and how that directly affects your ability to maximize your career potential then click this link for a free strategy call.

👉 http://cutwaterdynamics.com/schedule-call

🤵 Honorable, just, and talented leaders like you deserve the absolute best tools at their disposal throughout their careers to reach their potential. 🔑

10/02/2019

🚀 Digital Leaders 🚀

Ever been burned by a new hire?

We all have, and I see the disastrous effect on the Digital Executives I talk to every day.

Here’s the scenario: You interview the ‘perfect’ candidate for your critical Digital Marketing Leadership role.

All eyes are on you to get a mover and shaker on board, and because this person may just be the future of your company.

Its love at first sight. He says all the right things and has a pedigree to die for. You call the recruiter and make the fatal mistake:

“Cancel my other interviews. We found the one!” 💕

….aaaannnd, then he shows up for work the first day, and you realize you may have just made a mistake.

What happened?

You’ve just been made the victim of the classic ‘Jekyll and Hyde’ employee. The person that shows up for work on the first day is completely different from the one you interviewed.

The rate of mis-hires is in your industry is off the charts, and your reputation as a leader takes a hit every time you make a bad hire.

I’m here to help. If you have ever been the victim of the ‘Jekyll and Hyde’ employee (and I know you have), reach out to me anytime.

I’ll go over a specific strategy you can implement in your hiring tool bag today, so you’ll hire right the first time, and every time. No need to engage me on a search.

To learn more about these tools and processes, click this link to schedule a brief strategy call.

👉 http://cutwaterdynamics.com/schedule-call 👈

Bob MacReynolds

11/12/2019

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11/04/2019

10/30/2019

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