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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Larry Faskowitz - Executive Search Consultant

Larry Faskowitz

Larry Faskowitz is the Managing Director at Shoemaker & Associates, Cornerstone International Group’s member office in Atlanta. He has more than 34 years of successful leadership experience in Corporate America.

Larry has held multiple senior level positions for both Fortune 200 and mid-cap companies across the U.S. In these roles he has developed strong knowledge of long-term strategic planning, marketing, business relations and organizational management…

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Recent Executive Search Consultants Blog Posts

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

After Labor Day

Labor Day is more than a holiday here in the U.S.  It is the day when people and organizations change.  A new sense of urgency arises.  Holidays, vacations and travel are set aside for budgets, plans, goals and business activities.  It is a dynamic time.  Think in terms of the Olympic 1500 meter, not the 10,000 meter, race.  There is a bit of time for strategy, but mostly it’s executing. That’s the approach to get the most possible out of this important time of year. Evaluate where you are, considering changes and opportunities that have arisen since your original plan.  Then get moving.  The best tactic is to determine what steps will have the greatest impact, and quickly implement them.  They should be sound, but don’t take excessive time to make them perfect! An organization’s success depends upon the people involved.  If the right people are in place in the organization, get them to buy into the vision. If they are in the organization, but not in the right role, rapidly create a structure to take advantage of their skills and abilities.  If high-performing people have notable gaps, support them.  If people who can contribute are not already part of the organization, identify and attract them. This time of year is just as important to an individual who is in an active job search.  Knowing that organizations will “turn on their afterburners,” increasing your efforts to contact people and following up with people you have previously contacted should be fruitful.  It’s a great time to be energetic! These steps determine how much momentum you gain during the critical last...

The First Five Steps in Recruiting Top Talent

Preparation is arguably the most important aspect of hiring the right person.  The time invested in clarifying the role, describing ideal candidates, and establishing the selection criteria ensures emotions are only an appropriate part of the hiring decision, not a significant factor.  Advance planning places the focus on what is truly important for success in the role, reducing risk in the selection. This is the time to build a compelling story about the position and the organization, which is imperative to attract outstanding candidates. Here are the steps to make certain your efforts will deliver the anticipated results: Identify what you expect from the role Every role has expectations:  the more defined, the easier it is to create the compelling story to attract the candidates you want.  Having defined expectations and benchmarks makes early success possible; having a vision for the long-term maintains broad goals, which in turn establishes challenges as well as the ability to celebrate success. Understand what a candidate should have accomplished to be qualified Learning about a candidate’s accomplishments gives insight into how they do things.  Successes are a strong predictor of an individual’s ability to contribute in another organization.  Initial screening is simpler if there is a broad expectation of what a candidate should have achieved in prior roles to be prepared to be effective in this role.  Interviews can then concentrate on how the candidate attained these earlier accomplishments, along with what resources they required. Know the traits/characteristics required to be effective in your organization     Every organization is different.  How things get done in one organization may not work at all in...


Often we go through our careers focusing on succeeding in what we do.  This ability to concentrate is a strength – until it isn’t.  What if our focus suddenly isn’t that important in the work world?  Careers are changing; they will change even more in the future.  How should you handle this? My partner, Jill Macleod, from Toronto wrote a blog that has wonderful insights into differentiating yourself.  It is particularly appropriate for those in an active job search.  But it has broader implications than that:  everyone should be aware of what Jill says as they manage their career. Larry Shoemaker is President of Shoemaker & Associates/Cornerstone Atlanta.  He helps organizations identify, recruit, assess and retain talent.  He is also President of Cornerstone International Group, a global retained search organization comprised of about 70 independently owned offices located around the globe, with headquarters in Shanghai, China and Atlanta, GA.  He holds an International Coach Foundation ACC Credential.    ...