Jay D. Rosencrantz is Managing Director at Pappas DeLaney and brings over 20 years of diverse business experience and insights to his consultative role. There is a school of thought when recruiting that you should ‘Hire for culture fit, train for skills’. So what does this mean? In this episode, we cover practical strategies on how to hire employees for cultural fit and why it’s so successful.
Bio:
I like to say that I see around corners. It’s what I do best. I see the things that others don’t, how pieces fit together, anticipate next steps, and where things will end up.
How? I’ve been there and I’ve done that. I’ve been in the trenches. You could say I’ve had a unique career, some by plan, and a little by hook and crook and luck. I’ve had a lot of different roles from high level corporate America to business sales to real estate to business development and ultimately to what I’m doing today.
My career really started when I studied labor economics, labor relations and contract negotiation in grad school. Through an introduction, I landed my first post-college job at Amoco Oil where I was in HR. But I wasn’t your typical HR person.
I had a lot of responsibility at 25 years old, negotiating big union contracts. It was a great experience working with executives and management teams. Next stop, I was doing mergers and acquisitions, looking at them from the perspective of human capital evaluating the benefits (and pitfalls) of existing teams.
Along the way, I’ve worked in crisis management, corporate strategy, sales, more negotiations, business development and executive leadership coaching.
It’s that mix of experience and understanding that I offer when I’m working with our clients at Propeller Talent.
I know that each client faces their own unique and often complex situations. I understand both the competitive and political challenges and I can have those sometimes-difficult conversations, assess the information and offer clear solutions. I look at the world from a bigger picture, see how all the pieces fit together, remove roadblocks, and figure out the strategy to get things done with creative problem-solving and collaboration.
It’s my job to keep clients thinking on a global scale and help them hire the right executives and avoid bigger problems in the future.
At Propeller Talent, our goal is to be a resource that our clients can leverage through the entire talent management lifecycle.
