My name is Mark Wayman, and I’m an Executive Recruiter focused on gaming and high tech. Or as some people call me: a Headhunter. Don’t care what you call me, as long as you call me for dinner. Over the last thirteen years I have placed 800+ executives. Compensation starts at $100,000, average placement is $200,000+, and last year I placed several executives north of $1,000,000. Most of my work is at the high end, however these tips are a good review for executives at all levels.

Disclaimer: I only represent executives I know personally, or that are referred to me by friends and clients.  And there is good reason for that.  At senior levels, my clients expect me to vouch personally for the candidates.  Additionally, the executives in my network have supported me for the last 20 years, and if nothing else, I’m the most loyal person you will ever meet.

Today’s topic is three situations that can have a dramatic long-term effect on your career.  You may not see it now, however down the road it could knock your train off the tracks.  So here comes $20,000 of career advice…pro bono.

Attracting Bad Karma – Either you believe there is a God and a plan, or you don’t believe there is a God and everything is random.  I happen to believe we are all connected, and everything happens for a reason.  This year I had two “C” level candidates use my written offer to sweeten a competitive offer…and leave me twisting in the wind.  Well, there’s three months of interview I won’t get paid for.  More importantly, they wasted hours and hour of my clients valuable time.  We seem to live in a culture of “me, me, me”.  Candidates don’t realize the repercussions of treating people poorly.  But my Dad was spot on when he said, “They will get what’s coming to ’em son.  You don’t need to help.”  There was an executive that did me wrong two years ago.  A year later he was promoted.  A total head shaker for me.  Whaaaat?  This week he was terminated after all his direct reports quit.  Walt Disney once said, “It’s a small, small world.”  When you treat people poorly, it always, always catches up to you.  Do what your Mom told you – always play nice.

You Gotta Show Up – I hosted a client mixer in Los Angeles last month.  There were four CIOs on the guest list; none showed up.  The next day two of the no shows asked me for a job.  Are you with me on this?  Another good example is candidates that are “too busy” to interview.  I’m always amazed how many candidates think jobs will fall into their laps.  Bahahahaha!  Not the good ones anyway.  And if you are in the job market, you have to make yourself available to interview.  If you show up and TRY, you will be ahead of 90% of the people.

An Attitude of Gratitude – Everyone likes to be appreciated.  My parents taught me to always be gracious, grateful and to say THANK YOU.  When you are a candidate, be gracious with the Executive Recruiters, internal company Recruiters, and hiring company managers.  Be grateful for the opportunity, even if you don’t get the job.  No sour grapes, “That company was no good anyway.”  That is the sign of a “B” player, and the Executive Recruiter will cross you off his/her list.  Those with an attitude of gratitude are ALWAYS remembered fondly.

My name is Mark Wayman, and I’m an Executive Recruiter focused on gaming and high tech. Or as some people call me: a Headhunter. Don’t care what you call me, as long as you call me for dinner. Over the last thirteen years I have reviewed 13,000 resumes, represented 1,500 candidates and placed 800+ executives. Compensation starts at $100,000, average placement is $200,000+, and last year I placed several executives north of $1,000,000. So I work at the high end, however these tips are a good review for executives at all levels.

Today’s topic is five things Recruiters look for in top talent: “A” candidates.  This is the top 2% of all executives.  And I mean both Executive Recruiters and internal Recruiters at major companies.  So here comes $20,000 of career advice…pro bono.

Integrity: Honesty is ALWAYS the Best Policy – I know I beat this into the ground in my articles, but without integrity, nothing else matters.  It is amazing how many executives are not honest or forthcoming. They lie about their college degree, their title, their tenure and most commonly, their compensation. The hiring company can easily verify all of these items…and they will.  If you lied about any of them, you are gone.  Once placed a VP, Human Resources, and something minor came up on the background check, however since he did not DISCLOSE it, he was terminated.  It was not a deal breaker, however he did not disclose.  No good. As my Dad used to say, “Honesty is the best policy. That way you never have to remember what you told anybody.”

Personal Responsibility – Of the 3,000 candidates I interviewed over the last 13 years, do you know how many told me they got fired? Zero. Not one. Taking personal responsibility for your actions, behavior and choices is the sign of an “A” executive. And let’s throw in “making good choices.” Don’t blame the company, your boss, your spouse, your kids, your dog’s veterinarian. Sometimes things don’t work out.  Everything happens for a reason. Stop making excuses.

Ego is the Enemy – There is actually a book called “Ego is the Enemy” that should be required reading for all executives. Had a CEO candidate that was brilliant and talented, however he spent most of his time telling everyone that. “Hey, enough about you, let’s talk about me some more.”  Confident we love; narcissistic megalomaniac…not so much.  Trust me, humble and genuine is far more attractive.

Build the Bridge BEFORE You Need to Cross the River – So where do “A” players get their jobs?  The best executives get 80% of their jobs from professional PEERS.  The next 15% are from Executive Recruiters, and less than 5% from other sources.  Recruiters get 50 to 100 cold calls. The good Executive Recruiters only represent executives they know personally, and in some instances by referral.  We don’t have time to vet and validate people we don’t know. My advice to you: STAY CONNECTED. To your professional peers, and one or two good Executive Recruiters. Dig the well before you need a drink.

Relationships Trump Talent – If you remember nothing else from this article, REMEMBER THIS.  How else do you explain all the Bozos that get jobs while highly talented executives sit on the beach?  I’ll tell you why: Bozos have buddies.  Their friends continue to hire them…over and over.  I’m not here to judge; just giving it to you straight.  If you burn your bridges all over town, start packing the car. Your Mom gave you the best advice ever, “Play nice.”

My name is Mark Wayman, and I’m an Executive Recruiter focused on gaming and high tech. Or as some people call me: a Headhunter. Don’t care what you call me, as long as you call me for dinner.

Over the last thirteen years I have reviewed 13,000 resumes, represented 1,500 candidates and placed 800 executives. Compensation starts at $100,000, average placement is $200,000+, and last year I placed several executives north of $1,000,000. So I work at the high end, however these tips are good to review for executives at all levels.

Today’s topic is 10 career deal killers. Many will say, “Mark, this is just common sense.” And you would be correct, except that I see good people do silly things…every…single…day. So here is your refresher course and $50,000 of career advice. Pro bono.

Only Bring Me People of Integrity: Honesty is ALWAYS the Best Policy – One of my favorite quotes was from a CEO client many years ago, “Mark, only bring me people of integrity. If they lack integrity, I don’t care how brilliant or talented they are.” It is amazing how many executives are not honest or forthcoming. They spin the truth, “reimagine the truth” and outright lie. They lie about their college degree, their title, their tenure and most commonly, their compensation. And these are not dishwashers and housekeepers; these are $500,000 executives. As my Dad always said, “Honesty is the best policy. That way you never have to remember what you told anybody.”

Ego is the Enemy: Companies Don’t Hire Narcissistic Megalomaniacs – There is actually a book called “Ego is the Enemy” that should be required reading for all executives. Lord, send me $20 for every candidate making $200,000 that told me their market value was $400,000. Listen, even if I love you like my own Brother, no Human Resources executive will let me double your salary. Then there are the $200,000 candidates that have a market value of $150,000…but think they are worth $400,000. Not going to happen.. OK, one quick story. This guy was $400K at a big company, and after 20 years of tenure he was laid off. Referred to me by a friend, so I put him in for a BIG job. This guy just refused to listen. He knows more than everybody. Told him, “Let’s just say you are way smarter than me, but please keep in mind this is what I do for a living. Really need you to listen to me.” Nope! He sends the hiring company a message that reads, “I know that I’m far more qualified than the other candidates. Look forward to working with you.” He did not get the job. Humble and genuine is attractive.

Don’t Take Personal Responsibility for Your Actions – The American epidemic: Not my fault. You know how many of the 1,500 candidates I represented told me they were terminated? None. ZERO. It’s the company’s fault, my boss’s fault, my spouse’s fault, my poor upbringing…my dog’s veterinarian’s fault. Stop blaming everyone and take responsibility for your mistakes…and learn from them.

Build the Bridge BEFORE You Need to Cross the River – Every day of my life I get 50 to 100 cold calls. My business model is to only represent executives I know personally, and in some instances referrals from…executives I know personally. Are you seeing a pattern? I don’t have time to vet and validate people I don’t know. My advice to you: STAY CONNECTED. To your professional peers, and one or two good Executive Recruiters. I’m not telling to go to Chamber mixers and “network,” but I am telling you to build a strong professional network, so that when you need a lifeline, it’s there. Dig the well before you need a drink.

Demonizing Success: Stop Comparing Yourself to Others – The last few years America has done a pretty good job of demonizing success. You know what? Most millionaires did not inherit their money or hit the lottery. They are all self-made. Translation: HARD WORK. So why shouldn’t they be rewarded for the long, hard hours. Isn’t that the American dream? Stop comparing yourself to Joe that makes $10,000 more than you. Once placed a candidate at $225,000. Two weeks later he said, “Larry is getting $250,000. This is so unfair.” I responded, “Let me sure I understand this. You were unemployed for two years with zero prospects of a job. I got you $225,000, and you are worried that Larry makes more than you?” Quit worrying about everyone else. Worry about YOU.

Lack of Focus… and Distractions: Facebook, TV and Email – Inactivity, like trolling Facebook or sitting on the couch watching the Kardashians is easy. Hard work is…HARD. Most people opt for the former. Successful executives limit their “inactivity”. They don’t post on Facebook during work hours and they don’t watch five hours of TV each day (the national average). Amazing how productive you can be when you limit the distractions. Stay focused!

Bad Politics – Do you know why I won’t discuss politics? Because if I like Trump, 50% of the people with hate me, and if I like Clinton the other 50% will hate me. Politics is bad for my business, and it’s bad for your career. During the election we saw friendships crumble, family squabbles and ever divorces over the politics. Let it GO…and leave the politics at home. Which leads to…

An Obsessive Need to be ME – I can talk politics if I want to! This is a free country! Yep, but you might just submarine your career. Nobody wants to hear it at work. And those pictures of you getting liquored up at a Strip Club? Executive Recruiters and hiring companies are VERY good at vetting and validating. You are playing with fire.

You Don’t Play Well with Others – When I see a resume with four jobs in four years, it screams, “I don’t get along with people.” The candidate say, “Well I can explain all that.” No you can’t. You can explain one speed bump. Maybe two.  After that, no want wants to hear it. Job hopping is job hopping.

Judging: That is God’s Job – We make the assumption that everyone sees life the way we do. They do not. You know that every person in the world is unique, correct? They look different. The behave different. It’s not your job to be GM of the Universe and fix everyone. Correcting everyone will just alienate them. You might be right, but it will sure be bad for your career. Judging is God’s job. As Mother Teresa said, “It’s between them and God. It was never between you and them anyway.”

My name is Mark Wayman, and I’m an Executive Recruiter focused on gaming and high tech. Over the last thirteen years I have placed 800+ executives. Compensation starts at $100,000, average placement is $250,000, and last year I placed several executives north of a million dollars.

First off, THANK YOU to everyone that read, shared, liked and responded to my last two articles. There were thousands and thousands of you, and though I can’t thank you all individually, consider this a group hug.

• From Park Place…to the Park Bench: A Headhunters Secrets for NOT Ending Up Unemployed
• It is NOT an Honor and Privilege to Work Here!

Today’s topic is mediocre CEOs…and I know many! We will refer to the CEO as “him”, however mediocrity is not gender biased; applies to both men and women. Outlined below are six reasons a CEO should be terminated. You may be wondering, how did these folks get their jobs? And given their behavior, how do they keep them? Well, my friends, it’s because relationships trump talent every day of the week. They have a relationship with someone on the Board of Directors, or if the company is privately held, they might be the Founder/CEO. Regardless, ego is typically the enemy, so here are my top six reasons they should be terminated.

Focused on Self; NOT Shareholders – Let’s address the elephant in the room. Some CEOs are completely self-focused and not the least bit concerned with company performance or rewarding the shareholders. It’s one thing to abuse company resources when you OWN the company. It’s something completely different to leverage those company resources when you are a publicly traded entity with a Board of Directors and shareholders. I have seen CEOs that flit around on the company jet for vacations; use company funds to buy tables at charity events so they can be the BMOC (big man on campus) with their cronies. They dine at luxurious restaurants and stay at five star hotels when they travel. They use company money to buy front row concert tickets to “entertain clients.” Is that really in the best interest of the shareholders? They justify it with “I deserve it”; however there are plenty of CEOs that don’t abuse company assets.

Does not Participate in Key Hires: “Not My Job” Syndrome – As an Executive Recruiter, dealt with several of these over the years. CEOs so self-focused they don’t have the time to participate in hiring key employees. What a recipe for disaster! It’s one thing to opt out at the lower level, however at the VP level and up, the CEO should at least take a 30 minutes to meet the candidate and validate that the chemistry/culture. Recently I saw two of these situations. In both cases the stock went south, and eventually the CEO was terminated. But not before he/she set the company back five to ten years.

Hires His Drinking Buddies – Not sure which is worse, a CEO that does not participate in key hires, or the one that hires all his friends. This one is a royal pain in my ass. Lord, send me $100 for every search I lost because the CEO hired one of his drinking buddies. I would just go live on an island in the Bahamas. I’ll say it again, and if you get nothing else from this article, understand this: Relationships trump talent. It’s a major reason that mediocre executives continue to get jobs. Over and over! Trust me, as Recruiters we sit there scratching our heads going, “How did that happen?”

Favors Politics Over Good Old Fashioned Hard Work – Great CEOs believe in good old fashioned hard work. My Dad jumped out of a plane over Normandy on D-Day, and then sold shoes at the May Company while he went to college at night. He worked tirelessly for 40 years to build his software business and buy shoe stores. They truly were “the greatest generation.” These days, many CEOs favor politics over hard work. Provided they have a buddy on the Board of Directors, they can hang out for years…and wreck the company. I know one CEO that spent five years running a company into the ground. Eventually the stock dropped so far that the company was acquired and the CEO was terminated. The real losers? The shareholders.

Dips His Pen in the Company Ink – This one comes in two forms, inappropriate relationships, and betrayal of fiduciary responsibility. These days, sexual harassment and inappropriate relationships are all over the news. Most times it’s with an employee; however it could also be with a vendor. For the CEO, it’s essential that his reputation be above reproach. Betrayal of fiduciary responsibility is a second hot topic, aka embezzlement. This could be outright stealing; however again, it also takes the form of “relationships” with vendors. One Executive Recruiter is rumored to provide free cruises to CEOs. Another takes his clients to Strip clubs. Integrity has joined the endangered list in America.

The “Not From Here” Complex – Maybe this is just a Las Vegas thing, but we occasionally get CEOs that are not from here, know nothing about the casino industry, but are under the misguided impression they’re going to show us “Las Vegas hillbillies” how to do gaming. Bahahahaha! Las Vegas is a town of two million run by two hundred, and the gaming industry does not tolerate fools. For the record, casinos are about the most efficiently run business on the planet.  Names withheld to protect the guilty, these folks last a year or two, only because the Board of Directors is too vain to admit they made a hiring mistake.

My name is Mark Wayman, and I’m an Executive Recruiter focused on gaming and high tech. Over the last thirteen years I have placed 800+ executives. Compensation starts at $100,000, average placement is $250,000, and last year I placed several executives north of $1,000,000.

Some people are going to love this article; some people are not. If you are reading this, you are ambitious and driven. Most people these days are not. I’m not Chicken Little here to tell you the sky is falling, however based on my experience as a Headhunter performing very senior level searches, I have seen a cultural shift to entitlement, mediocrity and complacency. THAT…is awesome for you! Why? Because hard work and doing the right things WILL be rewarded. What half the people are not trying, those that do, rise to the top.

If your salary is less than $100,000 a year, responding to online ads, although not preferable, is an acceptable career strategy. It’s a herd mentality. Companies get 500 resumes, use key words to find a dozen qualified candidates (maybe!), and then laboriously work through the interview process. Check out www.indeed.com for job postings. The preferred route will always be to check with your friends and leverage your peer network. The majority of GOOD jobs are never posted and go to referrals from existing employees.

Family Today; Traitor Tomorrow –I don’t care what your title is or how much money you make, it can all change in the blink of an eye. Remember 2008? Our economy was riding high and everyone was counting their money. Along came Depression 2.0 and tens of thousands of executives were terminated overnight. Even at great companies, the attitude can be “family today; traitor tomorrow.” The day you leave they forget your name. Once had a candidate with a non-compete. Asked if he could get it waived. His response was, “Get it waived? They don’t even return my calls!” Don’t get too comfortable, tomorrow could be your last day.

An Attitude of Gratitude – No matter how brilliant and talented you are…you need PEOPLE. Once placed a VP. He applied online to the company, so I was not getting paid, however he was my friend so I called the President of the hiring company and vouched for him. He gets the job and does not bother to thank me or call me for the next five years until he is terminated. Then he sends me a resume. Just lovely. My parents taught me to thank everyone and anyone that helps me. I send client retro candy after an executive placement. I buy lunches and dinners for those that send referrals. An attitude of gratitude goes a long way in this world.

Glory Days – Bruce Springsteen had them; but you can’t always relive them. Regularly get candidates trying to relive their glory days. One guy was $650,000 20 years ago, then $325,000, then $225,000 in his latest gig. He still thinks he is can get $650,000. He has been unemployed for two years. There was the CFO that was $400,000, but out of work two years. I told him I could do $250,000, however he said that was not acceptable. After four years of unemployment he did find a job for (you guessed it!) $250,000…but lasted nine days. Once you start backsliding on salary, an expectation that you can double your salary and get back to the glory days is not reasonable. Make sure you career aspirations are reasonable and realistic.

Bitter and Resentful is NOT Attractive – The worst candidate I ever dealt with was a CEO. Referred to me by a great source, this candidate’s resume was impeccable. He had been downsized after 20 years with a company, and I could tell by the initial phone call he was bitter and resentful about being laid off. Met him for breakfast to get his head on straight, however he had an ego the size of Mount Everest and refused to listen. Long story short, he did not get the $1,000,000 CEO job, unemployed for a year, got a $400,000 job, terminated again after a year, and is still unemployed to this day. Companies hire happy smiley executives –  humble and genuine is attractive.

Life is Like a Checking Account – You can’t write checks until you make deposits. You want to build strong relationships that will help you find new career opportunities? Be a giver…not a taker. No one likes a taker. You know the one, only calls you when he needs a favor. And most people are that way. If you offer unsolicited assistance to people they will remember you. My favorite question is, “How can I help you.” Be a giver, not a taker.

Build the Bridge BEFORE You Need to Cross the River – Most people live in a glass house and unless their Stepford world gets rocked, never stick their head up. As my Dad used to say, “They would not raise a lick at a snake if it was biting them in the butt.” And that is awesome…until it’s not. You need to build a strong professional network. Relationships are what matter. Not houses and cars and material things. People! Keep in touch with your friends. Keep your professional contacts fresh. A good example is Steve Cootey. He was SVP, Finance at the Las Vegas Sands. Because he is a great people persona and stays in touch with his professional contacts, he was offered the CFO job at Wynn Resorts. Most recently he took the EVP/CAO role with Station Casinos. Build the bridge before you need to cross the river.

Dig the Well BEFORE You Need a Drink – Sorry to mention this twice, however this is a HUGE issue for senior level executives. Arrogance, hubris and ego. Until the day you are terminated. Then you are start rapid dialing people and no one returns your call. I told a close friend after he was laid off, “Well, at least you get to find out who your friends are.” He scoffed at me. Two months later he was not scoffing. Maybe 10% of the people he called for help returned his calls. Why? Because executives are busy, and unless you are calling to do them a big favor, mostly they don’t care and can’t be bothered. I’m not judging, just explaining how the world works. I accepted that as a fact of life 13 years ago when I started my Executive Recruiting business. Over the course of those 13 years I built thousands of relationships. Now when I need a drink…I have a waterfall. Dig the well before you need a drink.

Relationships Trump Talent – So how do all the knuckleheads of life keep getting good jobs when talented executives can’t? They understand that relationships trump talent. They keep their connections fresh and have a deep network of friends. On the other hand, I have seen excellent executives that could not get work because they burned all their bridges. A great example is a GM that ran a large hotel/casino in Las Vegas. He was a great analytical guy, but was by no means a people person. He wrangles a GM job because the casino is owned by bozo private equity guys. Only took him a year to ruin the property and get terminated. Meanwhile he was setting fire to bridges all over the industry. Once he gets fired I receive the, “Hey let’s be buddies” email. Another big tip: Don’t get sideways with Executive Recruiters. There is no upside to alienating one of the few people that can help you. Relationships trump talent seven days a week.

Don’t Burn Your Bridges – As a follow-up to the previous paragraph, always remember what Walt Disney said, “It’s a small, small world.” Recently had a VP level candidate. He interviewed, but did not make the finalist list. Rather than thanking me for my time, he sent me a nasty email about how awesome he is and “the hiring company is incompetent and made a big mistake.” I won’t represent him in the future. On the other side of the table, had a hiring SVP that once told me, “I know everyone and don’t need you.” And, of course, now she hates her job because you got passed over. If she had been nice to me, would have been happy to help. And how about the COO that told me, “It’s an honor and privilege to work here; we don’t need Recruiters.” Six months later she was terminated along with all the VPs she had hired. You are SUCH a rock star…until you are not. There is no upside to burning your bridges.

Remember the Golden Rule – This is the bottom line: Treat others as you would be treated. There is no down side to treating people well, and it’s the right thing to do. Don’t let your title or money or power go to your head. As Coldplay said, “Now I sleep alone on the streets I used to own.” There are two verses in the Bible I have always loved. Whatever you did for the least of My Brother, you did for me. To whom much is given, much is expected. Be a giver…not a taker. As your Mom always told you, “Play nice.”

My name is Mark Wayman, and I’m an Executive Recruiter focused on gaming and high tech. Over the last thirteen years I have placed 800+ executives. Compensation starts at $100,000, average placement is $250,000, and last year I placed several executives north of a million dollars.

This article is about FULL EMPLOYMENT.  The most common question I get from clients these days is,”Why can’t I get good candidates.”  There is a reason for that – they are all gainfully employed and not moving.  The article is specifically targeted at Human Resources executives and Hiring Managers. Executives tasked with attracting the most important resource in business: PEOPLE. I don’t care how good your product or service is, without an “A” management team…you will be an also ran.

When I started my Executive Recruiting business in 2004, the economy was at full employment, defined as an unemployment rate of 5% or less. Pretty much everyone that wanted a job…had a job.  In 2008 Depression 2.0 hit. Talk about a dramatic shift in the tide!  The announced unemployment rate in Nevada was 10%. In reality it was closer to 20%. After a long tenuous climb, we find ourselves at 5% unemployment in 2017: full employment.

So if everyone is working, how can companies attract “A” players?  Well, I have been pretty successful: 23 placements in Q416 and 12 in Q117. Here are a few of my tips for attracting the best of the best.

It’s Not an Honor and Privilege to Work Here – This is my #1 piece of advice. At full employment, “A” candidates own the market, not hiring companies. They have their choice of opportunities and commonly get multiple offers. The best and most attractive candidates are getting calls each week from Executive Recruiters. On the other side of the coin, there are very few “A” companies these days. An “A” company is defined as GREAT culture, strong management team, financially sound, excellent location (great place to live) and outstanding compensation. Your company may have one or two of these attributes, but all of them? I remember when the casino industry had 20 or 30 “A” companies, however due to consolidation and other factors there are now about a dozen. You have a couple companies that pay way above market rate, however the culture (and employee turnover!) is dreadful. Then you have you have a couple with great culture, however their compensation packages are well below market rate. And the landscape can change quickly. A company that was on top of the world might be bankrupt tomorrow. My advice to hiring companies? Lose the ego and arrogance – it’s not an honor and privilege to work here.

You MUST Have an Efficient Hiring Process – If you get a strong candidate…MOVE! I’m shocked by the number of fairly good companies that just can’t get this right. Their hiring process is broken. Sometimes I call it “death by due diligence.” If you can’t get someone hired in four weeks or less, you have little chance of landing an “A” player for two reasons. First and foremost, they will have multiple offers and be long gone. Second, they will lose confidence in your company and think, “If they treat me this poorly during the interview, is it really a place I want to work?” If you get a good one hooked, you gotta go!

Money, Title or Equity: Nobody Rides for Free – For the “A” candidates, prepare to ante up. No one takes a lateral during full employment unless they hate their job, and in that case, you have to wonder if they are really an “A” candidate. To be competitive you will need to offer a 15% to 25% compensation increase, a better title (moving up from Director to VP) and/or stock options. If you can’t offer some combination of these components, you will be challenged to hire great talent. Hey, don’t shoot the messenger!

Nobody Wants to Work for You – This is a BIG issue in the casino world. Once you get a reputation as a terrible place to work, you will never attract quality employees. It can take years, or even decades, to fix. Typically this is a cultural issue, as in, your culture is TERRIBLE. You treat employees poorly, and when they quit for greener pastures, they throw your company under the bus to anyone that will listen. How do you think I know so much about every gaming company in the universe? After reviewing 50,000 resumes, interviewing 5,000 executives and making 800+ placements, I can tell you which companies are in the “A” and “B” categories, and which ones are off the charts…bad. And I can quote scripture and verse on why those companies rank that way. Treat your employees with respect and professionalism.

Stop With Your Sour Grapes Already – This is the, “It’s not me, it’s you” syndrome. I’ll give you a great example. Placed a “C” level executive at what appeared to be an “A” company. His background was a Master’s Degree, 5 years at an “A” company and another 5 years at a second “A” company. That, my friends, is an “A” player. He quit after eight months and commented, “Worst company and culture ever.” So I fill the role a second time. Candidate is coming off a ten year gig at a major casino. Same result. She quits after nine months with the comment “Terrible place to work.” Meanwhile, the company is lobbing rocks at the two executives. “They are not talented.” “They were not very good.” Well, I don’t know much, but I know those two executives are top notch. The only common thread in all your dysfunctional relationships…is YOU. I stopped placing executives for that hiring company. Not a good place to work. Second example. Spent two months on a COO search and identified THE guy. Impeccable pedigree. Despite the fact I told the hiring company multiple times he was looking for a 20% increase in base salary, they offer him 25% LESS than his current salary. He declines the offer. Then they start throwing rocks at the candidate, saying he was not that great. Wait, you just made him and offer, right? Sour grapes is unattractive and paints your company in a bad light. NO WHINING!

We Have 10 Great Candidates for that Position – I’ll never forget the GM that told me he had 10 great candidates for a particular role. My response was, “There are not 10 great candidates on the planet. Maybe 5? Love you like a Brother, but that is just not possible.” Over the years I have figured this one out. YOUR idea of “A” candidate and my idea of “A” candidate may be vastly different. I only represent the best of the best, the top 2%, and they aren’t out applying to your online job postings. They are gainfully employed at “A” companies with outstanding pedigrees that other “A” companies salivate over. And another tip, candidates don’t list their alcohol, drug and gambling problems on their resume. They don’t tell you why they got terminated. Translation: A good looking resume does not always ensure success. Due diligence required.

Treat EVERYONE Courtesy and Respect – Always, always, always treat candidates with professionalism and respect. If a candidate invests the time to interview, for the love of Jesus, Joseph and Mary, give them closure. Don’t leave them hanging! If you treat a candidate poorly, they will tell 10 of their friends. Pretty quickly all you get is “B” candidates and the unemployed. That goes for Executive Recruiters as well. Don’t believe in them? Fine, but play nice. Do you know how many HR people kicked dirt on me, then got fired six months later and sent me a resume with their tail between their legs? Dozens. There is no downside to the Golden Rule. As my Daddy always said, “Treat everyone with kindness. It’s the right thing to do.”

Don’t Spam Your Job Postings – If one Executive Recruiter is good, that does not mean spamming your job posting to five Recruiters is even better. Much like the candidate that spams their resume, it is unattractive. Personally, I have no interest in working with companies that use more than two Recruiters on a search. Not only does it NOT produce more quality candidates, it shows a lack of loyalty and smells like desperation.

Pay Your Bills! – This is common sense, right? Even after I get an executive placed, I still need to get paid. Believe it or not, there are companies that slow roll invoice, and in some cases, don’t pay at all. Slow roll means to “late pay.” The invoice is due 30 days after the candidate start date. Most Recruiters don’t mind the check coming a week late, however if it’s a month late it paints the hiring company in a bad light. Then you have a certain casino company that stiffed me completely on a GM placement. Not to give it away, but the CEO is a narcissistic megalomaniac that just loves to sue people. Be sure to pay your bills in a timely manner.

Paint a Picasso! – During full employment, you want to paint a picture of an organization that is a GREAT place to work. That starts with CULTURE. Culture is far and away the #1 attribute of great companies. If you don’t have a strong culture, nothing else matters. You just become that casino company that has to pay 30% above market compensation because they have the highest turnover rate in the industry. Everybody wants to work there…for about a day. Pay at or above market rate, move quickly and efficiently during the hiring process, and treat candidates courteously and professionally. Paint your company as a Picasso.

My name is Mark Wayman, and I’m a Headhunter focused on gaming and high tech.  Over the last twelve years I have placed 800+ executives.  Compensation starts at $100,000, average placement is $200,000+, and last year I placed eight executives north of a million dollars.

What do highly successful executives (top 2%) do differently than everyone else?  How do they end up with the best jobs and the biggest compensation packages?  This is part two in my series on the “secrets” these top executives utilize when managing their careers.

Personal Accountability – Successful executives don’t find fault or place blame on others. Candidates tell me they were fired because the company was no good, their boss was a jerk and/or their spouse did not support them.  It’s their parents fault, kids fault, the dog’s veterinarian’s fault.  Consider this: the only common thread in all your dysfunctional relationships is…YOU!  This has become a huge American cultural issue.  It’s always someone else’s fault.  Take responsibility for your actions and learn from your mistakes.  No one is going to judge you.  There was only one perfect human being.

Get the Right People on the Bus – Successful executives don’t worry about what other people think. Not everyone is going to agree with you or like you.  The world is full of unhappy, miserable people that want to drag you into their vortex.  Avoid them like the plague.  Let me tell you, there is a long line of Mark Wayman haters.  Because I would not represent them as a candidate.  Because I won’t do business with their company.  Because I won’t invest in their cooking show.  Focus on getting the right people on the bus.  People that support you and want to help you be successful.  You don’t need that many!

Givers, Not Takers – Sure, you can make a case for takers like Steve Jobs, but successful narcissist megalomaniacs are an anomaly. My experience is that authenticity, genuineness, and caring about other people are the attributes most common to success.  People want to do business with those they like and trust.  And always remember, to whom much is given…much is required.

Be Realistic – Successful executives are REALISTIC. Every day I see candidates that want to double their salary.  That…is silly.  And being unrealistic is a great way to ensure no Executive Recruiter will represent you.  Maybe your Dad will double your salary, but no company will.  Even if I thought you were worth it, no HR person is going to support me.  A second issue is executives that are making way above market rate compensation, then get terminated and start a job search.  They get their head around that big salary and end up on the beach for six to twelve months trying to duplicate it.  In some cases…they never work again.  Be realistic in your expectations.

My name is Mark Wayman, and I’m a Headhunter focused on gaming and high tech.  Over the last twelve years I have placed 800+ executives.  Compensation starts at $100,000, average placement is $200,000+, and last year I placed eight executives north of a million dollars.

What do highly successful executives (top 2%) do differently than everyone else?  How do they end up with the best jobs and the biggest compensation packages?  In this multi-part series I’ll highlight the “secrets” these top people utilize when managing their careers.

Relationships Trump Talent – Every day I see unqualified executives get great jobs while highly talented executives get passed over. Why?  Because relationships trump talent.  Here is a great example.  It’s a CEO that was hired for a financial services company here in Las Vegas.  He was not from Las Vegas and knew nothing about the gaming industry (his clients).  Even worse, he was a narcissistic megalomaniac.  When I met him in person he talked about himself for 30 minutes without taking a breath.  I’m sitting there thinking, “This guy won’t last six months.  He is dreadful.”  I was wrong.  He made it a year, but the stock sank 80% and the company will eventually be bankrupt.  How did this happen?  Apparently this CEO had a relationship with someone on the Board of Directors.  And you don’t have to be talented if you are buddies with the Boss.  Remember: relationships trump talent.

Ego is the Enemy – I’ll mention this in each part of this series, because ego and arrogance are the #1 way to ruin your career and up unemployed for months…or even years. Recently dealt with a $180,000 VP level candidate that was laid off.  He was pretty bitter about being run off and had sent his resume to a dozen companies.  Not a good combination to start with.  When I asked his desired salary he stated $200,000.  So he is unemployed…but wants a raise?  What?  Perfectly reasonable when you are gainfully employed, however when you are in transition you don’t have any leverage.  Long story short, I checked back six months later and he was still unemployed and willing to take $150,000.  Ego is the enemy.  Be sure you understand the job market and compensation levels for your skill set.

Life is NOT Fair – My Dad was 18 years old when he jumped out of a plane over Normandy on D-Day with Nazis shooting at him. He landed on the wrong side of the enemy line and had to fight his way back.  Talk about “life is not fair”!  When my Dad came back from the war, he got an entry level job selling shoes at the May Company.  A war hero selling shoes for entry level pay.  Life is not fair.  While other people watched TV and had fun, my Father worked long days, then went to school at night to get a degree in computer programming.  Life is not fair.  You know what my Dad didn’t do?  He didn’t protest or complain or march up and down the street with a sign complaining how unfair life is.  Through determination, perseverance and hard work he raised himself up from zero to success.  And he gave me the best advice ever: don’t you ever, EVER give up.  Life is NOT fair – accept it, now move on.  You want to run with the big dogs or sit on the porch and whine?

My name is Mark Wayman, and for the last twelve years I have owned an Executive Recruiting firm focused on gaming and high tech. Compensation starts at $100,000, average placement is $200,000+, and last year I placed eight executives north of a million dollars.  Over the last 12 years I placed roughly 800 executives.

Have you ever interviewed and thought, “Why didn’t I get a job offer?  I was definitely the best candidate.”  Based on my experience, here are five of the most common reasons candidates don’t get the job offer.

Let Go and Let God – This may not be the #1 reason, however it is a 100% deal breaker: badmouthing your former employer or boss. Interview over.  Never, ever say anything negative about a former boss or employer.  You want to be right…or you want to be President?  Well, throwing your last employer under the bus may soothe your ego; however it will paint you in a bad light. You are NOT the GM of the Universe.  Your purpose is to find a new career opportunity, NOT to “get them back.”  Let go and let God.  As my Dad used to say, “They will get what’s coming to them.  No need for you to help.”

Integrity – Another complete and total deal breaker. A CEO once told me, “If they don’t have integrity, I don’t care how talented and brilliant they are.”  Integrity has become a high profile issue over the last few years.  I first noticed it during Depression 2.0 in 2008.  Candidates spinning the truth, being less than forthcoming, flat out lying.  Here is the thing. You are going to get caught. One example is candidates that list colleges on their CV that they “attended.”  If you don’t have a college degree, don’t list the college.  Another example is titles.  Don’t put “Chief Marketing Officer” and say, “well, I’m the de facto CMO because we don’t have one” when you are really a VP.  Finally, don’t lie about your compensation.  When asked for your current base salary, don’t give your total compensation package and act like you didn’t understand the question.  These are all real life examples I have seen on multiple occasions.  The hiring company is going to validate your education, title, tenure and compensation.  If you were not 100% honest, they will drop you from consideration.  If you were already hired, you will be terminated.

Ego is the Enemy – So what is the definition of ego? “An unhealthy belief in your own importance.  Self-focused with a disregard for anyone else.  Arrogance; self-centered ambition.”  But what about Steve Jobs and Kanye West?  In his book Ego is the Enemy author Ryan Holiday states that although there are exceptions to the rule, most arrogant people end up being failures.  And after 12 years as an Executive Recruiter, I would agree.  Being a narcissistic megalomaniac may work for a while, however the best long-term strategy is to be humble and genuine.  Nobody likes the smartest guy in the room.

Companies Hire Smiley, Happy People – Bitter and angry is NOT attractive. If you are angry about being terminated from your last job, take some time off and pull yourself together.  I once had a candidate that was laid off after 25 years at a company.  He got paid out and was in a great spot…except that his ego could never get past getting laid off.  Eventually I gave up on him as a candidate.  This was years ago, and he is still unemployed.  Your old boss is not obsessing about you.  Don’t let it affect your life going forward.  Companies hire smiley, happy people.

Everything Happens for a Reason – Assuming you are a strong candidate, the most common reason you did not get the job: there was a candidate better suited for the role. You probably don’t believe that, however I see it every single day.  For senior management roles, there may be three, five, ten highly qualified candidates.  These days most of the candidates are technically qualified, so it’s more about cultural fit.  And the X Factor: companies hire people they like.  You may be the most qualified candidate, however they may LIKE another candidate better.  I see highly qualified executives beat out by the “we like them better” clause on a regular basis.  But keep in mind, everything happens for a reason.