Shoemaker & Associates / Cornerstone Atlanta

We understand candidates’ backgrounds and accomplishments, and more importantly, their potential.  Let our Atlanta executive search firm help you recruit the leaders you need to thrive in today’s competitive world.

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Headquartered in Atlanta

Shoemaker & Associates/Cornerstone Atlanta conducts senior-level recruiting assignments, executive coaching and leadership assessments throughout North America, as well as globally.

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ATLANTA EXECUTIVE SEARCH THAT DRIVES BUSINESS RESULTS

Our experience has been in a variety of industries and functional disciplines. Clients include Fortune 500, mid-cap, start-up and emerging organizations plus privately and family owned businesses. An Atlanta executive search firm, our long-term client relationships have been built on trust, confidence and performance.

A Modern, Measured Approach To Recruiting

Our process incorporates traditional search protocols, focusing on the candidate’s competency – Atlanta Executive Searchknowledge, skills, experience, track record and personal attributes. However, these measures alone sell the search process short. We believe the candidate’s fit and compatibility with the client’s organization is paramount to a successful search. Using state-of-the-art tools, our search process focuses on how well the candidate’s style, motivations and brainpower fit the client. We combine the entire analysis, resulting in an evaluation of each candidate’s traits, abilities and special talents, enabling our clients to make the best possible hiring decision.

Relationships

Our business is built on relationships. Our clients trust us to understand their organization – its strengths as well as challenges. We work with them as partners as we help them identify, attract and develop their leadership team. More than 90% of our revenues are generated from “repeat” clients or organizations referred by clients.

International Reach

As a member of Cornerstone International Group we have strong relationships with like-minded retained search and coaching organizations in the primary business centers of the world. We can conduct assignments almost anywhere, working with local network members who we know personally.

 

Recent Articles From Our Blog

Why should someone hire you?

Talking with my grandson, a college senior interviewing for an internship, made me think about one of the basic questions everyone must address every day. Most of the time it is not in the forefront of thoughts, but it certainly is important to keep in the background.  It is one of the first questions I ask when coaching individuals, whether they are determining how to be better or to find that next perfect role. Why should someone hire you? Face it – people who can contribute are in high demand.  How they convey what they offer is extremely important.  Hint:  what you want is important, but what you can contribute is critical. Successful people think like entrepreneurs.  They are passionate; they focus on attaining goals; they overcome obstacles; they make decisions; they take risks; they are committed to success.  If that describes you, you are taking responsibility for your own success, and in doing so, helping the organization succeed. Managing your career requires effectively communicating why you bring value to an organization, the one where you are currently working or one you would like to join.  Here are some suggestions to assist you in creating a message: Assess yourself. Understand your strengths as well as what you are passionate about. Put yourself in the buyer’s perspective (the person you want to convince). Recognize what she needs to accomplish – what she would pay you to deliver. Communicate the value you bring; do not focus on what you want, but rather on what you offer. Consider previous experience only as your foundation; emphasize what you have learned and how it...

Don’t throw the people out yet – technology requires people

The future may be all numbers and codes. But technology requires people – and not just any people!   Ever feel smothered in numbers?  Someone comes up with a new approach, a new insight or a new product and voila!  We have Work 4.0; Wireless 4G; AI; iPhone7.  Another number.  Another thing to learn. Another new piece of technology.   But technology is good, right?  It’s how to win today and how we’ll keep winning tomorrow.  A recent study of CEO’s of large global organizations revealed that 44% of these leaders believe robotics, automation and artificial intelligence will make people largely irrelevant.  Almost two thirds view people as costs, not value generators.  This seems to indicate that technology is taking over the world!   That’s a long way from my perspective.  I’m in the people business.  People are the reasons things happen; they work with machines; they interact with other people.  Technology is indeed critical but people are more so.   Here’s one reason why.  The arrival of a technology is usually for the better.  But there is always change, and handling change is a challenge.  That’s where people come in.   If you are a change agent, will your organization be able to accommodate your approach?  If you are an organization that has a culture of change, will you be able to attract individuals who can thrive in that environment?  If you are an organization that needs to create a culture that encourages change, how will you begin?   With people.  But we’re not talking just any people.  If selecting the right technology is critical, finding and engaging...

Think of Corporate Culture as your Compass

We have seen references to an organization’s culture recently in the news – and not in a good context. Wells Fargo, the second biggest bank in the U.S. has agreed to pay a fine of $185 million for dishonest sales practices. Employees boosted their paychecks by opening some two million new credit card and bank accounts for current customers without their knowledge. A rogue clique of staff?   The company has fired 5,300 people.  Poor supervision?  It’s been going on for five years.  An ineffective executive?  The executive in charge has been allowed to retire this summer and keep all of $124.6 million in bonus and options.  What’s this got to do with culture?  A whole helluva lot. I learned my favorite definition of corporate culture a long time ago from a consultant I worked with and respected: “Culture is how we do things around here.” The beauty of this definition is not just in its simplicity, but in its inclusivity and its downright integrity.  It’s everything within an organization. Company culture isn’t just motivating phrases on walls, it’s what a company stands for.  It represents what every member of the organization believes and wants the company’s customers to believe. For Wells Fargo staff, this apparently meant ripping off customers to earn commissions.  For Wells Fargo management, it meant pretending all was fine for five years of bad practices.  For the board and CEO of Wells Fargo, it meant what I see as an equally questionable decision to turf the worker bees and allow the executive accountable to leave the scene with $124 million of shareholder’s money. The company is...

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