How does NorthStar Professional Search excel in tech sales and aviation recruitment. What unique advantages does NorthStar offer to clients in these competitive industries. Why do leading companies choose NorthStar for their executive staffing needs.
NorthStar’s Expertise in Tech Sales Recruitment
NorthStar Professional Search has established itself as a leading recruitment firm specializing in tech sales and technology-driven industries. Their expertise in finding top-tier talent for sales, sales engineering, and sales leadership positions has made them an invaluable partner for companies looking to grow their sales organizations.
What sets NorthStar apart in the tech sales recruitment space?
- Deep understanding of client needs and market dynamics
- Rapid delivery of high-quality candidates
- Ability to represent client brands effectively during the recruitment process
- Expertise in both UK and US markets
Client Testimonials Highlighting NorthStar’s Tech Sales Recruitment Success
Several industry leaders have praised NorthStar’s recruitment services:
Alex Tarantino, Commercial Director at Colmore, stated: “North Starr have been excellent in finding sales, sales engineering and sales leadership talent in the UK and US. The quality of candidate and speed of delivery has been outstanding and they have been an important partner in growing our sales organisation.”
Eran Noam, Chief Business Officer at Shield, shared: “North Starr found us a sales leader for North America, a position crucial to our growth plans. Their knowledge of our market and real understanding of what we do enabled them to deliver a fast and efficient process, identifying a great candidate and representing our brand impeccably in the process.”
NorthStar’s Approach to Executive Recruitment
NorthStar Professional Search goes beyond simply matching skills to job descriptions. Their comprehensive approach to executive recruitment involves:
- Understanding the client’s business and culture
- Advising on job specifications
- Developing compelling value propositions to attract top talent
- Managing the recruitment process efficiently
- Delivering candidates who are not only qualified but also culturally aligned
How does NorthStar ensure a perfect fit between candidates and clients?
NorthStar focuses on both professional experience and cultural alignment. They take the time to understand each client’s unique needs and company culture, allowing them to identify candidates who will thrive in the organization and contribute to its success.
NorthStar’s Impact on International Expansion
For companies looking to expand their presence in international markets, NorthStar has proven to be an invaluable partner. Their global network and understanding of different market dynamics enable them to source top talent across various regions.
Wail Azizi, Chief Strategy Officer at Equiduct, shared his experience: “North Starr have been excellent in helping us build our European business development team including country managers for Spain, Italy and Sweden along with our Head of Marketing. Their understanding of our business and ability to uncover the best people makes them an invaluable partner to Equiduct.”
Navigating Competitive Talent Markets
In highly competitive markets like the US, finding and securing top talent can be challenging. NorthStar has demonstrated its ability to overcome these challenges and deliver results.
Kaveri Tayjasanant, Business Operations Lead at Flieber, noted: “The US market is very competitive for talent and the team was able to quickly and efficiently identify outstanding quality candidates for two leadership positions. Rather than just sending over profiles based on a quick skills check, North Starr listened, advised and delivered.”
NorthStar’s Aviation and Aerospace Recruitment Division
In addition to their expertise in tech sales recruitment, NorthStar has a dedicated division focusing on the aviation and aerospace industries. This specialized team, known as the NorthStar Group, provides executive search services for companies in these sectors.
What makes NorthStar Group unique in aviation and aerospace recruitment?
- Led by industry veteran Craig Picken
- Unrivaled experience and knowledge of the aviation and aerospace sectors
- Extensive network of industry relationships
- Ability to deliver candidates who make an immediate impact
NorthStar Group’s Diverse Aviation and Aerospace Expertise
The NorthStar Group’s services cover a wide range of areas within the aviation and aerospace industries, including:
- Aftermarket Services
- Tier 2 and 3 Manufacturers
- Aftermarket Parts and Distribution
- DER/PMA Material
- Maintenance, Repair & Overhaul (MRO)
- MRO Heavy Maintenance
NorthStar’s Commitment to Diversity and Inclusion
NorthStar recognizes the importance of diversity and inclusion in today’s business landscape. They are committed to helping their clients achieve a diverse and inclusive work environment through their recruitment efforts.
How does NorthStar promote diversity in their recruitment processes?
NorthStar actively seeks out diverse talent pools and ensures that their candidate selection process is free from bias. They work closely with clients to understand their diversity goals and develop strategies to attract and retain diverse talent.
NorthStar’s Efficiency in Recruitment Timelines
One of the key advantages of working with NorthStar is their ability to deliver results quickly without compromising on quality. Many clients have praised the firm’s efficiency in filling critical positions within tight timeframes.
Jon Butler, Founder & CEO of Velox Financial Technology, shared his experience: “Velox was hiring 2 senior sales execs in a highly competitive market and we closed on both within 3 months. The quality of candidates, the advice and guidance and flawless management of the process was excellent throughout.”
NorthStar’s 60-Day Vacancy to Hire Promise
For their aviation and aerospace clients, NorthStar Group offers a remarkable promise: to fill executive positions from vacancy to hire in just 60 days. This commitment demonstrates their confidence in their ability to quickly identify and secure top talent for their clients.
The NorthStar Advantage: More Than Just Recruitment
NorthStar Professional Search and NorthStar Group offer more than just recruitment services. They position themselves as strategic partners in their clients’ growth and success. This approach involves:
- Mentoring and guiding clients through the recruitment process
- Providing industry insights and market intelligence
- Offering advice on talent acquisition strategies
- Supporting clients in building high-performing teams
How does NorthStar’s strategic partnership approach benefit clients?
By acting as a strategic partner, NorthStar helps clients make informed decisions about their talent acquisition and organizational growth. This approach leads to better long-term outcomes and stronger, more successful teams.
Continuous Support and Relationship Building
NorthStar’s commitment to their clients extends beyond the initial placement. They maintain ongoing relationships with both clients and placed candidates, ensuring long-term success and satisfaction.
Robert den Drijver, VP EMEA at VIPRE Security Group, emphasized this aspect: “Working with the entire North Star team is just amazing. The quality of talent they are able to connect to is of the highest standard but what truly sets this apart from regular recruitment agencies is that they focus on the perfect fit from not only an experience perspective but also from a cultural point of view.”
NorthStar’s Impact on Client Success Stories
Throughout their years of operation, NorthStar has played a crucial role in numerous client success stories. From helping startups build their initial sales teams to assisting established companies in expanding into new markets, NorthStar’s impact has been significant and far-reaching.
What are some notable success stories resulting from NorthStar’s recruitment efforts?
While specific details of placements are confidential, the testimonials from clients across various industries highlight NorthStar’s ability to deliver transformative talent. For example, their recent placement of Chad Cundiff as CEO of Avex Aviation demonstrates their capability to fill top-level executive positions in the aviation industry.
Measuring the Impact of NorthStar’s Placements
NorthStar’s success is not just measured by filling positions, but by the long-term impact of their placements on client organizations. They track metrics such as:
- Performance of placed candidates
- Client satisfaction rates
- Retention rates of placed executives
- Impact on client business growth and success
Future Trends in Tech Sales and Aviation Recruitment
As industries continue to evolve, so do the recruitment needs of companies in the tech sales and aviation sectors. NorthStar stays ahead of these trends, adapting their strategies to meet the changing demands of the market.
What future trends are shaping recruitment in tech sales and aviation?
- Increased demand for digital sales skills
- Growing importance of data analytics in sales roles
- Rise of remote and hybrid work models
- Emphasis on sustainability and green technologies in aviation
- Integration of AI and machine learning in both industries
How is NorthStar preparing for these future trends?
NorthStar continuously updates their recruitment strategies and expands their network to include professionals with emerging skills and expertise. They also advise clients on how to structure their organizations and roles to attract forward-thinking talent who can drive innovation and growth in these evolving industries.
Adapting to Post-Pandemic Recruitment Challenges
The global pandemic has significantly impacted recruitment processes and candidate expectations. NorthStar has adapted to these changes by:
- Implementing virtual recruitment processes
- Advising clients on remote onboarding strategies
- Helping candidates navigate career transitions in uncertain times
- Providing insights on building resilient teams in a post-pandemic world
As the recruitment landscape continues to evolve, NorthStar Professional Search remains at the forefront, guiding clients and candidates towards successful partnerships that drive growth and innovation in the tech sales and aviation industries.
Tech Sales Jobs | Technology Sales | Sales Engineering
North Starr have been excellent in finding sales, sales engineering and sales leadership talent in the UK and US. The quality of candidate and speed of delivery has been outstanding and they have been an important partner in growing our sales organisation.
Alex Tarantino
Commercial Director, Colmore
North Starr found us a sales leader for North America, a position crucial to our growth plans. Their knowledge of our market and real understanding of what we do enabled them to deliver a fast and efficient process, identifying a great candidate and representing our brand impeccably in the process.
Eran Noam
Chief Business Officer, Shield
Working with the North Starr team has been a pleasure. The US market is very competitive for talent and the team was able to quickly and efficiently identify outstanding quality candidates for two leadership positions.
Rather than just sending over profiles based on a quick skills check, North Starr listened, advised and delivered. They took the time to understand our business, and advised on the job specifications. North Starr partnered closely with us to ensure we had the perfect value proposition to attract the talent we needed well within the timeframe we had expected.
Kaveri Tayjasanant
Business Operations Lead, Flieber
I have been hiring for over 25 years in Capital Markets and have worked with dozens of recruitment firms and individuals, many of which were top-class. North Starr set the bar even higher. Velox was hiring 2 senior sales execs in a highly competitive market and we closed on both within 3 months. The quality of candidates, the advice and guidance and flawless management of the process was excellent throughout. I highly recommend.
Jon Butler
Founder & CEO, Velox Financial Technology
North Starr have been excellent in helping us build our European business development team including country managers for Spain, Italy and Sweden along with our Head of Marketing.
Their understanding of our business and ability to uncover the best people makes them an invaluable partner to Equiduct.
Wail Azizi
Chief Strategy Officer, Equiduct
Working with the entire North Star team is just amazing. The quality of talent they are able to connect to is of the highest standard but what truly sets this apart from regular recruitment agencies is that they focus on the perfect fit from not only an experience perspective but also from a cultural point of view. They are fast to respond, on top of their game and a delight to work with!
Robert den Drijver
VP EMEA, VIPRE Security Group
North Starr are a great team to work with: we benefited enormously from their experience and diligence. They’ve been critical in finding the CRO for Appraisd and we’d happily work with them again.
Roly Walter
Founder
Aviation recruiters – NorthStar Group
NorthStar Group .
.. Guiding Aerospace and Aviation Clients to Better Performance, Better Results, Better Returns
Aviation & Aerospace
Executive Search
All Star Executive Talent From the
Industry’s Leading Recruiting Firm
DELIVERING WINNERS
Driving Culture and PerformANce
From Vacancy to Hire In 60 days
MENTORING, RECRUITING &
PLACING PROVEN LEADERS
Executive Leaders Who Accelerate
Change and Success
LEVERAGING THE BEST
AND BRIGHTEST
Helping our clients achieve a diverse
and inclusive environment
Newest Placement: Chad Cundiff – CEO, Avex Aviation
The leading companies in Aviation & Aerospace turn to NorthStar to meet their executive staffing needs because we deliver candidates who make an immediate impact. NorthStar Group matches leadership opportunities with results-driven senior-level talent to help enterprises succeed and professionals flourish.
Led by industry veteran Craig Picken, NorthStar is unrivaled in its aviation and aerospace experience, knowledge and relationships. No other executive recruiting firm can claim a principal who is both a combat-decorated military aviator and a top-level, proven sales executive with two prominent aircraft manufacturers.
Our Services
Aftermarket Services
Tier 2 and 3 Manufacturers
Tier 2 and 3 manufacturers of airframe, engine and avionics components
Aftermarket Parts and Distribution
Aircraft parts suppliers, warehousing, logistics and distribution specialists
DER/ PMA Material
FAA-qualified engineering, modification, manufacturing and certification of obsolete parts and materials
Maintenance, Repair & Overhaul (MRO)
MRO Heavy Maintenance
Maintenance and Repair of airframes, major assemblies and structures
MRO- Aircraft Engines
Maintenance and Repair of turbofan, turbojet and turboprop engines
MRO Components
Maintenance and Repair of APUs, Landing Gear , Avionics and sub-assemblies
Business Transformation
Private Equity
Strategic partner to Private Equity firms looking to increase capabilities and performance of portfolio companies
Merger & Acquisitions
Key advisor to M&A partners on C-suite talent needs for both pre- and post-acquisition
Business Acceleration
Connecting enterprises with rainmakers who can drive growth and profitability
The Aerospace Executive – Interesting thoughts and observations
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45 hours of interviews in 4 weeks — how I didn’t go crazy talking to the team — Constantine Bolshukhin on vc.
ru
I tell you how I turned hiring into a game using popular mechanics and gamifying the process. And yes, not everyone has gone to the next level.
845
views
Hello, my name is Kostya Bolshukhin. I am making a startup called ManageMate, which will help IT teams with 50+ people create and control the organizational structure, roles, tasks and goals of the company. I also run the telegram channel Pros and Cons, in which I talk about the pros and cons of the life of an IT entrepreneur and about (yet) hypotheses that have not taken off.
How much and where he hired. Why so fast?
Before retiring in pursuit of a dream, he led the Client and Partner Development team* at RPA start-up ElectroNeek**. The company grew rapidly and in August I experienced the peak of the recruiting marathon. Invested 45 hours in four weeks to conduct 59 interviews. After two months in this mode, we hired nine people to the team.
* The Customer Success team is responsible for educating customers, implementing the product and helping customers to use the solution effectively.
** RPA (Robotic Process Automation) is a platform for creating automated business processes using software robots and other technologies.
Comment from Ekaterina Khan, co-founder of Skill Labs, ex-COO LegionFarm, ex-Head of Regions in Bolt & Doc+
The first ten calls led to two huge problems.
- Process exhausts
- Little time for feedback for candidates and recruiters.
I had to improvise and invent life hacks that helped put the system on stream and close all vacancies on time. When I described it, it turned out like mechanics from games. Not in vain spent hundreds of hours in The Gothic, Skyrim and Diablo, oh not in vain.
A little further I’ll tell you about:
- Context. How the process was organized.
- Mechanics. How they work and what tasks they solve.
- Results and conclusions.
How the mechanics influenced the process, and what happened in the end.
How the mechanics influenced the process, and what happened in the end.Even business tasks can be solved in a fun way, so I’ll tell you about recruitment techniques as if they were game mechanics.
Context
ElectroNeek has structured itself so that each region—Latin America, Europe, North America, and Asia—has a different customer experience team. Specialists had to go through onboarding and be ready by the time of the next product release. In total, a couple of months and give or take a week to hire nine middle and senior level employees.
The fast launch, which got up to 15 people a week into the final rounds with me, required a huge involvement of the recruiting team. Simplified schematic
After 10-15 interviews, it became obvious that changes were needed.
We were hiring in four different regions at once, created a new senior manager role, and for the first time filled so many vacancies at the same time.
Mistakes and blunders were not long in coming.
- Several times the notes on the candidates turned out to be incomprehensible, and I reviewed parts of the interview in order to decide on the transition to the next stage.
- The feedback for the recruiting team and candidate was superficial. I found time to close the debts on the comments at the end of the day, several times, I did not have time for the day. I had to navigate by memory – because of this, the quality suffered.
- The desire to live was gone when there were five interviews in one day. Unfortunately, no one wrote me a paper for the CEO with the release from the main duties.
If you are hiring one or two people and there are no deadlines, there is time to “think” and orient yourself according to the situation. But in a situation where there are many candidates, and deadlines are running out, decisions need to be made faster.
I’ll tell you about how I redesigned the approach to the interview script and the system for evaluating candidates at an interview with a recruiter. Spoiler: the process went more fun, and life sparkled with new colors!
Mechanics
1. Thoughtful level design
This is how MidJourney sees game design in the corporate world.
During the interview, the candidate goes through several “levels” with questions or tasks. At each stage, we evaluate whether we continue the process with the candidate or there are risks that the candidate will not be able to quickly provide the required quality of client management on his own.
System of “levels” with questions/tasks.
If after two “levels” the candidate does not pass – game over. I changed the structure of the interview, shortening it a little, but instead trying to provide focused and helpful feedback at the end of the interview.
Candidates were more likely to receive useful feedback, and I had a little more time to interview those who advanced.
2. Skill tree
World of Warcraft has a minimum level requirement to unlock dungeons. In other games, the hero needs a certain skill to advance further in the story or unlock a quest.
Unfortunately, MidJourney prefers not to mix the skill tree and the corporate world. It turned out conservatively
Why are we worse? We made a scorecard similar to the skill tree in the game. We identified six skills that are critical for this role, which the recruiter can check based on the criteria. They prescribed a detailed scale of “levels” from one to five stars and asked recruiters to fill in based on the resume and the first interview.
An example of assessing a key skill is the quality of CRM.
Important! Depending on the experience and the context that the recruiter understands, it may be necessary to decipher or supplement the criteria.
For example, it is not obvious to every recruiter what “key CRM practices” are. For such cases, we made additional calls to immerse ourselves in the context, or hints in the checklists (• there are no overdue tasks in CRM • there is an action plan for each account …)
The recruiter invited the candidate for an interview with the manager if he scored an average score of 4.5 ★ or higher. The best solution – for everyone who got 4.7★ and above, we agreed to set up an interview as soon as possible, regardless of the load. A couple of times I had to scatter other meetings. Priorities!
Scorecards work! Of the nine hired professionals, only three scored below 4.7★ with the recruiter.
3. Triggers
And remember, in Resident Evil 4 you open the door somehow, a huge zombie attacks you, and you need to quickly press the buttons otherwise game over. These scripted cutscenes are triggered and, if well written, bring the story to life.
MJ can draw corporate cliffhangers. Like!
In the middle of an interview, it often falls into a rut and goes along well. It’s roughly understandable, “I like it, let’s move on” or “I don’t like it, it’s unlikely that something will work out.” Questions rather help to gather a more complete picture or probe additional risk areas. The ending is easy to “merge” and make optional.
Or you can change the dynamics a lot and make the interview livelier by revealing the candidate from a new perspective. I used everyday problems to get away from the hypothetical discussion and see what the person would try to do.
Example:
– What course of action would you suggest in a letter to a manager if a client is unhappy and asks for a significant discount?
What did you pay attention to:
- What the candidate will offer to write to the client
- What questions will he ask the manager, what steps he considers correct
- What ideas will
- How independent is the candidate
generate
I appreciated when candidates came up with a plan of action.
Even if it’s not optimal, it’s a good start for discussing tactics.Results and conclusions
Six out of nine people were found in less than 40 days. It’s better than the market average 🙂
Workable calculated that it takes about 40 days for SAAS companies to find a specialist and 50 managers in Customer Success
Together with new people, the team achieved in the fourth quarter steeper metrics for the current client base than in the past six months. After a crazy marathon, I made a guide for the Customer Development team based on checklists for hiring.
And formulated some personal conclusions:
I.
Prioritize investing in the checklists, scorecards or evaluation criteria that recruiting is based on and the first interview. High scores do not guarantee that you “hit the right person.” But among this group of people there will be more suitable candidates.
To ignore this fact is a crime.
II.
Try to build the interview in such a way that at each stage you understand whether the candidate is moving to the next stage or is no longer suitable here.
III.
And if the candidate showed good results with the recruiter and adequately passed the interview, assign the next step. Don’t take time to “think”. It is better to conduct an additional interview with a candidate who almost matches than to delay and let another company make an offer to that/same first.
IV.
It doesn’t have to be boring. I did not regret adding a format that broke up the monotonous series of questions and answers.
I’ll share my feelings at the end – I haven’t played games for over a year. Want. Borrowing a friend’s Steam Deck to get stuck in Hogwarts Legacy.
Read about ManageMate’s progress and my entrepreneurial notes in the channel https://t.
me/cons_hustle
Why company culture matters in recruiting
An important part of successful recruitment and recruitment in a fast-growing environment is creating a culture that people want to be a part of to be and to which they want to contribute. Many people talk about the importance of creating a great company culture, but the real challenge is to maintain a good culture as the number of employees increases and the company grows.
Company culture is always in the background, either motivating or frustrating employees. Saying you have a great culture and having it are two different things. And in the context of recruiting, you can’t hide a bad culture for long. Eventually, people will find out about it.
“Culture” is the establishment of the North Star and direction for all. At OnDeck, we’ve spent a lot of time identifying the behaviors we value and the traits that are off limits in the company we want to build. Our values are at the core of everything we do, which is why we are driven by continuous improvement, from the products we bring to market to the recruitment programs we develop.
Cultural fit is critical:
We believe that cultural fit should never be compromised in recruiting. Never.
Even a potential rock star can become a bad employee if he doesn’t fit in with the culture. A negative attitude can infect everyone. Even if a person has outstanding professional skills, hiring an employee who does not fit the culture is a big mistake.
Of course we want to hire the best people and are always looking for them, but how they fit into our culture and how they embrace our values is just as important to us. I know everyone says that, but it’s so important that we introduced the so-called “Special Forces Team” (Culture Interview SWAT Team).
The Special Forces team is a group of people scattered throughout the organization who interview potential employees to determine not only whether they will fit into our culture, but also whether they can succeed in OnDeck by establishing strong and important relationship. The relationships we create among our peers, in turn, positively impact our ability to succeed and deliver business results.
We believe that everyone in our company has a responsibility to help each other succeed. We spend a lot of time and energy training our leaders to help create a goal-oriented culture that keeps employees motivated and our company successful. We are a very value-oriented organization.
How to maintain these values:
- Make employees the cornerstone of the recruitment and onboarding process.
- Include them in the performance improvement process (also known as reviews).
- Report on how well each person demonstrates the values when interacting with each other and our customers.
- Ensure that our people see how our values influence the decisions our senior leaders make, ensuring transparency throughout the company.
There is no shortcut to building a good company culture, but it is worth the effort. It affects what work we do, how we do it, and how our clients respond to us. If you want to contribute and be a part of our culture, bring your best qualities to help us build a successful company, and have a passion for using technology to support businesses on Main Street across the country and now Canada and Australia, we are we will be glad to talk with you.
