Retained Search Success Stories From Q3 for Millennium Search


CHARLOTTE, N.C., October 9, 2017 (Newswire) -Top boutique executive search firm Millennium Search LLC ended Q3 2017 with continued success. Since 2003, the executive search firm has been placing top talent into over 200 top venture-backed startup companies including the likes of FanDuel, VideoBlocks, SeatGeek, and Viator (a TripAdvisor company), among many others. What follows are highlights of recent success stories for other successful companies.

Millennium Search sees the bulk of its client success through retained model searches. This continued in Q3 as evidenced by

  • Delivery of VP Sales single-digit hire for Bay Area client providing risk analysis for fraud, liability, and compliance
    Placement of a Pre-Sales Engineer for the New York City region within 45 days for a Silicon Valley AI startup delivering an e-commerce platform for the retail industry.
  • A Boston area client leading the way in providing safety, security and information services for the automotive industry benefited from an intensive retained effort to deliver their next Director Product Management who will define and introduce their next generation integrated services.
  • A young Silicon Valley Stealth mode startup in the Smart Home space turned to Millennium Search for a Senior Hardware Product Manager with experience building and managing consumer hardware. Another 45-day turnaround.

Clients also engage Millennium Search under exclusive contingency search terms, placing their confidence in experienced recruiters accustomed to filling priority hiring needs rather than diluting their recruiting efforts across multiple search partners. Some Q3 exclusive search engagements involved

  • Online print service provider in Boston sought out Millennium Search experience delivering a relo candidate for their VP Product Management role in London
  • A U.K.-based startup in the trending AI Gaming space gained a Sales Rep for the crucial US West Coast region thanks to talent delivered within 45 days
  • Retail sales security solutions specialists out of Charlotte turned to Millennium Search for help hiring a Product VP/Director of Software Solutions

For the right fit, Millennium Search has also partnered with clients under contingency agreements to fill their equally important hiring needs. Some examples of ongoing efforts begun in Q3 include

  • 4 Engineering roles (Electrical, Mechanical, Software, Management) for Beijing HQ’d medical robotics company building out their US lab in Silicon Valley
  • 2 Engineering roles (Data, Back End Python) for New York City company providing SaaS services for the pharmaceutical industry
  • 3 Product and 1 Design (Lead and/or Head) for a Florida based transaction processing firm
  • A North Central Region Sales Engineer for an established global leader manufacturing for superabrasives
  • Customer Success Manager in New York City for an Israeli company harnessing machine learning and AI to deliver background checks and due diligence

Millennium Search specializes in working with emerging high-growth startups as well as technology companies climbing all the way into Fortune 500 rankings. Their recruiting team of Sandy Bleich, Marc Fox, Kathy Gwozdz and Mark Cergol has over 40 years of combined experience placing talent into the full spectrum of roles across the US and abroad including C level executives, quota-carrying sales, sales management, marketing, senior level technical/engineering, pre and post-sales, product management, business operations, UI/UX design, and data/analytics.

For more information on Millennium Search or to speak to an executive recruiter, please visit

Create A Startup That’s Attractive to Top Talent

Create A Startup That’s Attractive to Top Talent

Startup That's Attractive

Regardless of how brilliant your concept/product/service may be to the world of consumers, if you don’t have the best employees in place to produce what needs to be consumed, your business will fail.

Quality talent – top talent – will make or break a startup. Having them on your team will make your life easier, your idea better and your returns more profitable. So how do you convince them to leave their cushy, high paying, secure job to take a role with your startup?

Have a Good Business Plan and Goals

Regardless of the size or longevity of the company, when a business plan is not in place, failure will follow. A business plan is vital to providing a firm roadmap for leverage in luring both investors and talent. The basis of a viable business plan is to first outline your company’s goals. You know what you’re doing, what you want to do and how to get there. The more clearly you express that in your plan, the more confident your investors and employees will be in your company, making you appear as lower risk and higher reward.

Research your niche and know what everyone else is already doing. By becoming an expert in your field, you will attract investors and talent. Define your edge, and why that makes you the place to be. What do you do that no one else does? What do you offer that they can’t? Every business has a unique feature – find it and highlight it. Also be sure to identify your team’s weaknesses to know the talent to hire with those strengths.

Becoming organized is essential to the success of your business plan. Create a detailed accounting of every step in the process towards reaching your goals; from launch to IPO and also for undesired exit plans. These days, candidates cycle from one job to the next every few years. Even if your company fails, it generally takes several years before your path is firm and clear. Of course, putting the right talent in place can keep failure from happening. Your business plan is a fluid document – finances, trends and your resulting strategies change. Keep your plan as up to date as your research, marketing and financial reporting. Having a multi-year game plan in place gives talent a measure of security with you, compared to the same timeline with a standard stepping-stone role at a more established company.

In the end, your goals allow you to measure success on both a company and employee level. Communicating those goals reassures your team that a strong foundation is in place and tells them where your desired structure is heading.

Recruiting Talent to Your Startup

You don’t have to be big to be known. What is most important is getting your name out there. Links to your press coverage on established name brand sites carry weight with talent, instantly making your company more relevant. Speak at industry conferences and network with the resulting ready-made audience of people interested in your brand; if your leadership is as inspiring as it should be, this could be easy-pickings.

Avoid Hiring Blinders. Just remember that sometimes the hiring process creates them. Be careful not to fall into the trap of just hiring the most talented person for the job, if that person is not as passionate about your goals as you are. You are passionate about your company. You want to target talent with the same passion for your niche. Therefore your team of talent needs to be as supportive of your goal as you are in order for the organization to excel.

The lure of having the opportunity to work in a place producing this shared passion can be enticing enough. If they still need a stronger pitch, sell them on the edge that startups overall can provide.

Promote your creative incentives/benefit packages when listing your job so candidates can see what you are able to offer them that will advance their career (such as allowances for courses, new equipment, seminars, etc.) Explain how working for you is not only a secure career path, it is advantageous to their career. By being able to take ownership of greater responsibilities, their growth is recognized more easily and promoted more quickly than when working in a large corporate structure. Their ideas get noticed and implemented more quickly in a supportive environment.

How To Retain Employees

Once you’ve hooked that premier talent, don’t let them slip away. Be the lead and inspiration that your organization needs. Create a place where talent can develop, learn, grow and advance. Foster and emphasize personal relationships with your team, allowing for flexibility in their roles, their location and their hours to maximize their talent for your brand.

Don’t be the boss, be the leader. Be the loudest source of motivation, making your enthusiasm contagious. Top talent wants to work for an energized organization embracing their contributions, not following the same red tape procedures. Switching over to a startup can be like throwing open a window to fresh air after languishing in a stuffy cubicle – if your game plan is strong, you trust in their abilities and your attitude is inspiring.

And what better way to promote your brand than through your employees? Referrals from quality talent usually result in more quality talent. Implement a rewarding referral program. The better their experience is, the more they will talk to their friends, family and former co-workers about the best decision they ever made – working for you.

Millennium Search is an Executive Search Firm focused on recruiting talent for the high technology industry. Speak with us today about your search for top talent!

Dress for Success Interviewing Tips for Women

Interviewing Tips for Women

Interviewing Tips for Women

When you walk into an interview, the hiring manager will begin making an opinion about you before you utter a single word. Your outfit will play a significant role in that opinion, and one way to ensure that your interview goes as well as possible is to don the right apparel.

The business suit is the go-to outfit for women who are headed to an interview. Choose a skirt suit because it is considered more formal, even if you will likely wear pantsuits if you land the position. Dark gray, black, or navy blue is the appropriate color. Avoid patterns, as these are considered too flashy and draw the wrong kind of attention. Have the suit tailored so it fits well. Your jacket should be easily buttoned without pulling, and your skirt should reach your knees when you sit, which you will likely do during your interview.

Choose a blouse out of a natural fabric in white or a light tone. You can add color by accessorizing with modest jewelry or a lapel pin. Your shoes should be the same color as your suit or one shade darker. The heel should be no more than two inches high, and shorter if you are already a tall woman. Wear neutral colored stockings or hose that match your skin tone and consider packing a spare pair in your purse in case you have a run before your interview. Belts should be leather style and have a simple buckle. The color should be the same as your shoes.

It is acceptable and probably expected, for you to carry a purse. However, do not invest in a large bag like those you might take shopping. Instead, purchase a small, plain purse that matches your shoes and belt.

Style your hair so it is out of the way and not distracting. It should look neat and tidy, but if you have very long hair, consider pulling it back. Apply light, natural looking makeup and choose a light or clear nail color. Have your nails clean and manicured before your interview so they do not stand out. Finally, avoid donning too much perfume. What smells good to you may not smell good to your interviewer, and the room where you will have your interview is likely small and confined.

Dressing well for an interview does not have to be difficult if you know what to do. By keeping these tips in mind, you can put yourself in the best position to land that next new position.

Please share your  interviewing tips for women in our comments section.

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