New Professional Search offerings deliver next-level leaders to broad client base
Orion Talent, a provider of total talent solutions, announced the expansion of its mid- and senior-level recruiting capabilities with the formal establishment of Orion Professional Search. The new offering serves as a strategic leadership resource for clients needing to address the talent gap between industry experience and exceptional next-level leadership. Problems caused by the lack of mid-level leadership have been exacerbated by the transition to remote work, with companies desperately needing to better engage their workforces with new leadership styles and goals.
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.@OrionTalent launches Orion Professional Search to meet demand for #midlevel and #seniorlevel #talent
Orion Talent’s expertise is found in sourcing from experienced industry professionals and leveraging its enormous database of military talent with 10+ years of post-military leadership experience to fill roles in core business areas like operations, supply chain, engineering, continuous improvement, sales, and program management. Orion Professional Search is part of the company’s expansive Search Solutions offering, which helps companies looking for talent with specific skill sets, experience, or expertise in Manufacturing, Finance and Accounting, High Tech, and Construction.
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“Orion Professional Search expands our ability to support our clients as they adapt their hiring strategies and management cultures to deal with the pandemic and beyond,” said Mike Starich, Orion CEO. “Particularly now, as we navigate the ongoing pandemic and the aftermath of the CARES Act, recruiting teams may be flooded with candidates, making it even more difficult to identify and engage qualified mid- and senior-level managers with the character and experience to help sustain business growth.”
The new offering is headed by Jim Perdue, a former Navy Officer with nearly two decades of recruiting experience with Orion Talent. He is widely respected among industry peers for his dedication to building strong relationships and delivering the highest quality, best-matched talent for next-level leadership roles.
“There is a big difference between hiring a good manager and a great leader,” said Perdue. “Especially now, companies need great leaders for mid-level roles who can effectively engage with and motivate people, solve problems, deliver results and continuously strive to improve. So often, companies want to promote from within or settle for hiring a ‘good’ manager, which can have a detrimental effect on the morale and productivity of their teams.”
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