Posted on Dec 05, 2019 by Sean Locke & Tom Hudson
Click to read our 2020 Candidate Experience Manifesto (PDF). 83% of candidates will share a positive interview experience with their inner circle*, but 66% will also share a negative experience – a figure which is growing year-over-year. Either way, how you recruit impacts your brand – your reputation spreads among candidates and influences their decisions. […]
Posted on May 09, 2019 by Sean Locke
To our clients, candidates, and friends—I am excited to announce that Locke Careers Inc. has re-branded as The Locke Group (TLG). It’s a simple change in name, but one which reflects a story of excellence, growth, and the opportunity to provide a better recruitment solution to the marketplace.
Posted on May 15, 2020 by Thomas Hudson
Johnson Associates, a compensation consultancy, gives projections for 2020 bonus expectations (relative to 2019), with down numbers across the board (almost).
Posted on May 11, 2020 by Thomas Hudson
Tracy Keogh, Chief Human Resources Officer at HP, shares how work and the workplace will be different after the pandemic has passed, and her first thought is the most simple – the new reality will not match the way things were before. What will change?
Posted on May 01, 2020 by Sean Locke
Job Interviews Are Broken. There’s a Way to Fix Them. Adam Grant makes the argument that “Credentials are overrated, and motivation is underrated…” Too often firms focus on past experience, betting on the wrong people (and missing out on the right ones). How can we avoid those mistakes? The article suggests that by identifying the […]
Posted on Apr 04, 2020 by Thomas Hudson
In this short read in the Times, Adam Grant, an Organization Psychologist, author, and Professor at the Wharton School of the University of Pennsylvania provides basic tips on how to give better advice, make better decisions ourselves, and come away more motivated.
Posted on Mar 31, 2020 by Thomas Hudson
Crunchbase presents a simple guide to equity for employees who have been laid off from their companies, including types of equity they might be holding, the time-frames in which ex-employees need to exercise options, how to exercise them, and the tax implications.
Posted on Mar 30, 2020 by Thomas Hudson
The COVID crisis may be disrupting business and normal ways of life, but it doesn’t need to hurt your company’s brand in the minds of interested candidates. Follow these simple steps to stand out, make a good impression, and land top talent quickly when business rebounds.
Posted on Jan 28, 2020 by Thomas Hudson
In this FT opinion piece (Amin Rajan, CEO of Create Research), the author lays-out an easy-to-visualize picture of the fund industry in the near future, including the forces driving change and the types of fund companies which will exist in the future. But will it be AI that unleashes “a winner-take-all dynamic” as the author states?
Posted on Jan 06, 2020 by Sean Locke
(Bloomberg) Why Direct Lending Is a Booming Part of Private Debt Investor demand and their search for yield has contributed to the continued growth of Private Credit and specifically, direct lending in 2019. There seems to be no signs of slowing down in 2020 with 39% of investors saying they expect to increase their commitments […]
Posted on Dec 09, 2019 by Thomas Hudson
What’s next for alternative data? Can it be (or was it ever) a persistent source of alpha for active management? This short read from BI (paywall) provides a snapshot of the budding alt data industry as we head in 2020. Find our analysis, below.
Posted on Dec 06, 2019 by Thomas Hudson
This article from FT explores the value of investment track-records, difficulties women face in building investment track-records, and the strategies various leaders and firms are taking to increase diversity in investment teams.
Breaks of any kind – including maternity leave – disrupt investment track-records. It can be difficult to bounce-back. But from our perspective, that difficulty only affects those who have already achieved rank to make investment decisions. Investment managers which seek to advance women in investment roles must address issues which funnel women away from the investment track AND make considerations which allow talented women investors to continue in their career while juggling multiple demands and taking needed breaks.