Executive Search Consultants
Larry Shoemaker - Executive Search Consultant

Larry Shoemaker

Larry is President of Cornerstone International Group.  Since founding Shoemaker & Associates in 1990, Larry has been conducting senior-level recruiting assignments, executive coaching and leadership assessments throughout North America, as well as globally.

His focus is on the candidate’s fit into an organization’s culture…

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Tami Fitzpatrick - Executive Search Consultant

Tami Fitzpatrick

Tami has been an integral part of Shoemaker & Associates / Cornerstone Atlanta for more than 15 years.

As one of our executive search consultants, her contributions provide administrative support to the search process, including research and ongoing client and candidate interaction, and making certain each client and candidate receives the outstanding service we have committed…

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Anne McNut - Executive Search Consultant

Anne McNutt

Anne brings a wealth of knowledge and experience to Shoemaker & Associates. She heads up a new division that offers community colleges the unique ability to “think outside the box” to recruit and develop their leadership for the future, considering candidates from academia as well as the private and public sectors.

Dr. McNutt has more than 25 years’ experience as …

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Recent Executive Search Consultants Blog Posts

Learn from the top thought leaders and executive search consultants in the industry.

Does this Sr. Director of HR role fit your career?

Our Client, a privately owned manufacturer with revenues exceeding $225 million, is recruiting a Senior Director of Human Resources & Talent Management.  Located in Macon, Georgia, their facilities serve customers in more than 50 countries. Their values remain much the same as when they were established 80 years ago. This individual reports to the President and leads an organization of 8, supporting more than 350 employees in the U.S., and has oversight to approximately 10 employees outside the U.S. Professional Responsibilities This individual provides Human Resources leadership and services to establish a world-class Human Resource function.  He/she will be expected to develop and implement the corporate HR strategy to meet short and long term business needs in coordination with the Leadership Team. He/she will take the lead in developing and implementing processes that identify future human asset requirements (Succession Planning), and provide programs and activities  (Development, Training, Recruiting) to ensure these are present when needed, and aligned with the corporate business strategies to maximize company performance. The Person The Senior Director, Human Resources & Talent Management must have a good balance between the technical knowledge, skills and experience to lead the Human Resource function in a multi-location production organization, the interpersonal skills to collaborate effectively with a diverse group of associates and customers, the desire to use their expertise to lead change, and the agility to adapt to situations that arise. Specific Experience:  Prior work experience should provide candidates: 15+ year’s in Human Resource management/ manufacturing strongly preferred Ability to work hands-on, and at the same time lead a small organization. Ability to effectively interact with the Leadership team...

Ready to take your HRIS career to the next level?

Our Client, a multi $ Billion diversified organization in the downstream energy industry, is recruiting a Director, HRIS.  This role, located in an attractive Southern city, reports to the CHRO.  It is accountable for providing vision, leadership planning, project coordination and management of HRIS, partnering with the leadership team to ensure successful adoption of the new HRIS system. A passion for excellence, teamwork, hard work and dedication are valued and rewarded.  A “get it done” approach works well in leading and championing change. Professional Responsibilities:  The Director, HRIS will contribute a high level of energy and organization to currently planned projects to ensure their timely and budgeted completion as well as identify areas where the HRIS processes or systems can be improved or streamlined to increase their strategic value.  He/she is accountable for ensuring continuity and successful delivery of functional services to users throughout the organization. The Person The Director, HRIS must have a balance between the technical knowledge, skills and experience to lead a complex HRIS function and the interpersonal skills to develop strong relationships and collaborate effectively with a diverse group of associates, constituents and customers.  He/she must be “business minded” and capable of translating business priorities into HR programs, processes and initiatives that drive value and meet the business needs. Expected Experience  10 years progressive experience in senior HRIS leadership roles Managed and/or implemented multiple HRIS projects; SAP preferred Vendor management experience Experience overseeing, negotiating and supervising IT contractors and vendors Experience writing reports and presentations, from creation through analysis, to all levels of the company, including the executive team An undergraduate degree in a related...

Are you hiring who you Need or who you Want?

Need and Want have different meanings in hiring, and understanding this is critical.  Each can be appropriate and each requires a unique approach to ensure a successful recruiting process.  It is important to know the difference when you are seeking to fill key positions. The individual you need has the ability to do what is required to be successful in the role.  She will be a strong performer because of knowledge, skills and experience.  A contributing member of the organization, her presence will be a positive.  Hiring her is a good choice.  Finding people like this, and attracting them, is a challenge. Then there are times when you want someone. This is when you are looking for a person who will deliver more than just what you need.  You’re looking for the game-changer.  If the Board of Directors has to find a new CEO, they need a competent, experienced person who can deliver the business strategy.  Depending upon the situation, they may actually want someone who can give them more, perhaps by introducing a new strategy altogether.  Hiring them can be transformational to your organization. The “something extra” is usually specific experience and specialized knowledge, combined with strong personal characteristics, giving accelerated impact on the organization.  This requires searching beyond the job requirement to find the desired specifics in the individual’s background.  It takes an extremely thorough and rigorous process to identify and attract that person. We recently helped a client fill a key role with the candidate they wanted.  The process began by focusing on what they needed – individuals that were qualified.  These individuals could do the...