My name is Mark Wayman and for the last ten years my day job is recruiting high end talent for the gaming/casino and high tech industries. Placed 600+ executives, starting Director level executives at $100,000+, and my average placement is VP or “C” level executives at $200,000.

The Executive Recruiting business funds my true passion – charity and community. A portion of my revenues is donated to a dozen local and national charity organizations, including Make-A-Wish, Opportunity Village and Olive Crest. For more information check out www.godfatherlv.com.

My last several articles focused on tips and advice for executive candidates. Today we switch from the “sell” side (candidates) to the “buy” side (hiring companies). Ever wonder why certain companies get all the best management talent? Or why other companies can only attract mediocre talent, and in many cases, go out of business? Based on my ten years of executive recruiting, here are a few of the attributes that separate the great companies from the crummy companies. PEOPLE power the engine and are the difference between success and failure. Here we go!

Death by Due Diligence – Also known as “analysis paralysis”, the company can’t get out it’s own way and make a hiring decision. Recently a client called me to work on a VP search. Queued up three excellent candidates. After six weeks and three sets of interviews, the hiring manager told me, “We want to have them fly across the country and interview a fourth time.” My lead candidate took a job down the street…at their competitor! This is a REALLY important point! Not only did they not get the “A” candidate, he went to their competitor. I pulled my other two candidates. If it takes you three months and four interviews to make a decision, you won’t be hiring anyone good. This is a “talent scarcity” market, and “A” players get multiple other job offers.

Tire Kickers – There are companies that insist on having a dozen candidates interview for every position. Notice I did not say “qualified candidates”. At the very senior level, you would be lucky to get three strong candidates. Sometimes you only get one. There is a reason we call them “A” players – they are the top 10%, all gainfully employed and rarely in the job market. While the crummy company is trying to assemble a full slate of candidates, the “A” candidate they wanted already took a job offer.

Dude, Your Hiring Process is Broken – HR is not communicating with the hiring manager (and vice versa), the hiring manager is “too busy” to interview the candidate, there are panel interviews that never get consensus and “personality tests” that pretty much disqualify everyone. Did I miss anything? Am I right? The hiring process should never be more than four weeks, and I have clients that get it done in two weeks. If you treat candidates poorly during the interview process they are going to question whether your company is a good place to work.

Poor Company Culture aka The Daily Floggings – You may be the biggest in your industry and/or you may pay the most, however if you treat employees like dirt, you will be branded as a crummy company. Big cities can be like Mayberry RFD – everyone knows which companies treat their employees poorly. On the other hand, I had a CEO ask me two excellent questions the other day. “How is our culture viewed from the outside world; are we seen as a desirable place to work?” and “What are we doing wrong from a hiring perspective? How can we improve the process?” Really good questions!

What we Have Here is a Failure to Communicate – If a candidate invests time and effort to interview with your company, the least you can do is provide closure. Feedback would be even better, but at least the professional courtesy of a simple, “Thank you, however we have another candidate that is a closer fit for our role.” If you treat candidates poorly or unprofessionally, they will remember you to their friends…and not in a good way.

Refusing to Pay Market Compensation Rates – In a bad economy you can do what you like and still get a thundering herd of candidates. When the market turns positive, though, compensation dictates who gets the “A” players. This is especially true with high tech executives. Companies paying well above market rate get the best talent; companies paying well below market rate get the unemployed and unemployable. Anyone that tells you money does not matter…does not have any.

Contracts – This is specific to working with Executive Recruiters. Don’t make the contract process arduous, complicated and lengthy. We are not negotiating an aerospace missile contract. One client made so many redlines to my contract I was concerned the Attorney fees would be more than my commission. On the other hand, a new client was referred to me last week. The HR executive had a job description, knew the salary compendium and clearly articulated her business requirements. When I asked about a contract she said, “Only if you need one.” I responded, “Never sued anyone, never been sued. I’ll send you a great candidate, you send me a check.”

Remember What Your Mother Taught You: Play Nice – This is specific to working with Executive Recruiters. Most human resources executives are VERY good. I have a few clients where the HR person should probably be the CEO. That stated, a few HR executives are territorial and feel recruiting is THEIR job. Rather than treat Executive Recruiters like a trusted advisor, they treat them like a vendor. If you don’t believe in Executive Recruiters, that’s fine…but play nice.

No Rabbit Holes Please – This is specific to working with Executive Recruiters. Recently a company spent two weeks getting our contract completed, then said “Go, go, go!” So I dropped everything to work on the search, and you guessed it, they cancelled the search halfway through. I had 20 hours invested that I won’t get paid for. And this was the second time that did that to me, but make no mistake, it will be the last time. If you want to promote internally, awesome! Completely support that approach, but make those decisions PRIOR to engaging an Executive Recruiter. No rabbit holes please!

Shake Hands and Part Friends – This is specific to working with Executive Recruiters. Never alienate an Executive Recruiter. Three good reasons. First, YOU will need their help when you get terminated and need a job. Had a hundred guys tell me, “That will never happen to me”….then it did. One day you are family and the next day you are UNEMPLOYED. Second, you don’t want Executive Recruiters warning good candidates off your company. A VP, HR once emailed me his concerns that I was “advising candidates not to apply to their company.” Candidates seek my counsel all day, ever day. If a company has a toxic environment, I’m not going to give them two thumbs up. Third, do you really want an Executive Recruiter making it their mission to poach your best employees? There is no value in burning bridges. Just shake hands and part friends.

My name is Mark Wayman and for the last ten years I have owned an Executive Recruiting company focused on gaming/casinos and high tech. Placed 600+ executives, typically at compensation of $100,000+. Although most of these tips are aimed at the $100,000+ executive, they pretty much apply to all jobs.

These are my top ten reasons why Executive Recruiters won’t represent a specific candidate. There are a hundred reasons, however for me personally, these are the big ones…especially the first three. Before you tear into these, let me tell you the most important thing about an Executive Recruiter – they find executives for jobs, NOT jobs for executives. They are paid by the hiring company, NOT the candidate. So they spend most of their time with hiring companies, and rarely represent an executive candidate unless they are AN EXACT MATCH FOR AN EXISTING JOB. It has nothing to do with how talented you are, where you went to school or how old you are. They don’t know you well enough to not like you! They get paid to fill their existing open jobs. If they don’t focus on that…they don’t eat. Don’t take it personally!

Being a Narcissistic Megalomaniac – The number one reason that candidates do not move forward in the interview process – ARROGANCE and EGO. No matter how talented you are, no matter how smart you are, if the hiring manager does not LIKE you, forget about getting a job offer. No one likes a self-absorbed, self-serving elitist. For every “C” level search, the hiring company may have 200+ volunteers and twenty strong candidates. If you think it is an honor and privilege to have you on payroll, you will soon find out…it is not. Humble and genuine is attractive!

Spinning the Truth – Integrity is a HUGE deal breaker. Seems simple and straightforward, however I had a dozen bad experiences last year with executives that were dishonest. These are people that make $500,000 to $1,000,000. Be completely honest about job titles, compensation, job tenure and education. Even after you sign the offer, pass the drug screen, fly through the background check and start work, you can (and will) be fired if you were anything less than 100% straightforward on your resume or employment application. Always be completely honest!

Gloomy Gus or Debbie Downer – Companies want to hire happy, positive, enthusiastic executives. Making negative statements about former supervisors or companies during an interview is a major faux pas. Had a CTO candidate interview with the CEO of a large publicly traded company. When asked why he left his job in Dallas his response was, “I went through this nasty divorce; let me tell you about it.” End of interview. NEVER talk about your personal life during an interview. Positive and enthusiastic is attractive!

Not Pricing Your House to Sell – This is another common error. Have you ever listed your house at the price you wanted despite the fact the comps showed it was worth $100,000 less? If you price yourself out of the market by making unreasonable compensation demands, you better have a huge rainy day fund. The world has changed, and so have compensation packages. Depends on the skill set, however most executive compensation packages have dropped about 25%. I get a lot of this, “Back in 2004 I was making $500,000 a year.” That was then, this is now. Price your house to sell!

Being TOO BUSY to Get a Job – Finding a new career opportunity is hard, painstaking work. You need to make yourself available to Recruiters and hiring managers throughout the interview process. If you don’t, they will drop you like a hot rock. Executive Recruiters has no shortage of candidates. Remember, the Executive Recruiter does not need a job…you do. Make yourself available – never be too busy to get a job!

Don’t Burn your Bridges – Believe it or not, most big cities are more like Mayberry RFD. In Las Vegas, there are two million people, however only two hundred people make most of the decisions. They all know each other; they all exchange referrals. There is no upside to burning bridges. If someone likes you they will tell one friend. If someone does not like you, they will tell ten friends. Relationships trump talent every day of the week. Don’t burn your bridges!

Burning the BIG Bridge – About 80% of $100,000+ jobs come from your network and the other 20% come from Executive Recruiters. If you decide to part ways with a Recruiter, shake hands and walk away friends. Never, ever burn a Recruiter! They all know each other. If you get a reputation as a bad actor, you are setting yourself up for failure. Never burn a Recruiter!

What we Have Here is a Failure to Communicate – If you are being represented by an Executive Recruiter, it is critical that you stay in constant contact. If you interview, provide feedback. If the client company contacts you directly, let the Recruiter know. Never end run the process. If you have other irons in the fire, let the Recruiter know so no one gets caught off guard. Most importantly, if you accept a job offer, let the Recruiter know you are off the market AND thank them profusely for the time and effort they expended on your behalf. If there is one thing an Executive Recruiter despises, it’s getting caught off guard because the candidate did not communicate. Maintain constant communication with your Recruiter!

Spamming Your Resume – Distributing your resume to a dozen Recruiters and two dozen online job postings is a dreadful approach. Aside from smelling like desperation, applying to online ads is a 1% proposition. Do you really want to work for a company that advertises a $200,000 job on CareerBuilder for $100? Really? Keep in mind that an Executive Recruiter can only present you to companies where you have not applied in the last 12 months. I routinely have candidates tell me they have applied to most of the companies in Las Vegas. Well…how am I supposed to help you then? Use your personal and professional network to find opportunities. Beyond that, develop a strong relationship with one or two recruiters. Don’t spray your resume!

Confidentiality – All placement work is extremely sensitive in nature. In many cases the incumbent has not been terminated yet. Confidential means CONFIDENTIAL. Don’t discuss it with anyone – not your peers, not your friends. I have dropped a number of candidates that could not keep things on the TQ. Keep sensitive information confidential!

The Lost Art of Gratitude (Bonus Tip) – If you want to stand out from the masses, show gratitude and appreciation every step of the way. With the hiring company and the Recruiter. They will remember you for saying “thank you!”; they will definitely remember if you don’t. The first time it happened to me was a CIO that I placed in a great job. She never said thank you. Not a phone call. Not an email. Five years later when she was out of work I declined to represent her. Yes, I get paid to do this, however a an attitude of gratitude never goes out of style. Be grateful!

The first article I authored on mid-life career strategy got 38,000 views in 24 hours, so here are a few more tips. If you want all of my career advice, you can buy my book “The Godfather’s Career Guide: What To Do If you Get Whacked!” on Amazon. For the record, every penny from the book sales goes to charity.

HUGE disclaimer – I only represent a handful of executive candidates. People I know personally. The last article generated several hundred resumes, however as a one man show, I’m not able to represent candidates that I don’t know personally. No disrespect intended! For the record, I’m in my 50s, so no hate mail about ageism. Hopefully these tips are helpful!

Background– My name is Mark Wayman and my 15 minutes of fame was two software companies – one went public on the NASDAQ and the other (counter-terrorism software) was acquired by IBM. For the last ten years I have owned an Executive Recruiting company focused on gaming/casinos and high tech. Placed 600+ executives, typically at compensation of $100,000+. Although most of these tips are aimed at more senior level executives, they pretty much apply to all jobs. And away we go!

The Company is All About the Company – OK haters, I will give you exactly one good long…whine. The company is all about the company. Always and forever. Decisions are made in the best interest of the company – NOT you. They could care less about your mortgage or that you have a kid in college. Yes, your career is important, but your family and passions are MORE important. Your job does NOT define you or your purpose in life. Going forward, consider yourself a consulting company of one that just happens to be on someone’s payroll, because when their done with ya…they are done with ya.

There are no Second Changes for First Impressions – Multiple HR professionals told me last time around that I missed a big one…how a candidate presents in person. There are candidates that come off as “old” ((lack of energy, somewhat bitter, etc.) and others that come off as “young” (enthusiastic, always learning, optimistic). Companies prefer to take a chance on high talent/positive attitude/minimal experience verses a seasoned professional who is disgruntled and feels that they know it all (and have nothing else to learn).

We Like Happy, Smiley People – This was in the last article, however it is so important I just had to mention it again. Number one reason you did not get the job? They don’t like you! No one wants to hire a bitter, angry executive that is still obsessing about being laid off from their last job.

Relationships Trump Talent – Another repeat from part one. Why do so many mediocre executives get great jobs while talented people sit on the sidelines? Because relationships trump talent every day of the week. If you burn your bridges, you reduce your opportunities. As Walt Disney said, “It’s a small, small world.”

Show Up – I have a saying: “You can stay ahead of 90% of the people just by showing up.” Many people in this world make no effort to get ahead. I see unemployed executives that are “too busy” to interview. Others take a week to respond to my questions. That is very good news for you, because YOU are going to make your job search a priority and put in the effort necessary to be successful.

YOU are Responsible for Your Success – Not your boss, not your spouse, not your kids, not your parents. Your success and happiness are completely up to you. Only 10% of your life is based on circumstances; the other 90% is based on how your react to your circumstances. Be a victor…not a victim. Yes, we are right back on the attitude thing. I’ll get a dozen emails that “this is pretty straightforward”, however I see million dollar executives with bad attitudes on a regular basis.

Success = Hard Work – One of life’s certainties is that the foolish always want what the wise worked hard to get. News flash! There is no return without investment. Who came up with the ridiculous idea that life is easy and that you don’t have to work hard to be successful? Let me tell you something – they are WRONG. Success is hard work.

Spend Time with GOOD People – Some people jump on your bandwagon; some don’t. Spend time with those who want to be on your journey – family, friends, peers, and business partners. The world is full of toxic, negative people. You can’t solve their problems, and they will just drag you down to their level if you try. You are not General Manager of the universe. Let go and let God. Focus on the good people in your life!

Having challenges as a middle aged job seeker? You have come to the right place. My name is Mark Wayman, I’m in my early 50s, and I have owned an Executive Recruiting company focused on gaming/casinos and high tech for the last ten years. Compensation starting at $100,000, and last year I placed five executives north of a million dollars. So my perspective is at the high end, however most of these tips apply to all job seekers. First, let’s review the challenges in the job market.

Challenge: Depression 2.0 – In 2008 we entered Depression 2.0. Over the course of two weeks, I went from having 100+ job openings…to ten. We can debate whose fault that is until the cows come home, but make no mistake, senior jobs are few and far between. And every time a “C” level job posts, a thundering herd of candidates show up. Bottom line, there is intense competition for each and every job. Here is why:

Challenge: Gambling in the Stock Market – I regularly see resumes of 70 year old executives that got wiped out in the stock market, so now they have to get a job and go back to work.

Challenge: Companies Doing More with Less – Revenues are down, so companies must do more with less. That means less head count and more hours. As I told people back in 2008, “You can be laid off and receive COBRA, or you can stay employed and work double shifts – pick ‘em. Right or wrong, most companies want younger executives that can handle 60 to 70 hour weeks. Or as I like to say, “The daily floggings.”

Challenge: Mediocre is No Longer Acceptable – Ten years ago everybody got a job. There were plenty to go around. Most companies did not ask for college degrees. Most companies were not concerned with job hopping since there was such a low inventory of candidates. These days, most companies require a college degree and won’t interview job hoppers.

Action Plan for the Middle Aged Candidate – In my book, “The Godfather’s Career Guide: What To Do If You Get Whacked!” I state that 80% of highly qualified candidates don’t get the job offer because they don’t understand the search process or make silly mistakes. I’m talking million dollar guys that make silly mistakes. Here are a few of my tips for making yourself an attractive candidate.

1. We Like Happy, Smiley People – Number one reason you did not get the job offer? They don’t like you. No one wants to hire a bitter, angry executive that is still obsessing about being laid off or terminated at the last job. I realize it’s hard to suck it up when you are unemployed, however you need to put on your happy face and be likeable.
2. Education – No hate mail please. There are any number of valid reasons you did not go to college. I’m not here to judge. I’m here to get you a job. If you don’t have a college degree, consider getting one, even if it is through an online institution. Not in a position to do that? There is a simple solution; only apply to companies that are not requiring a formal college degree.
3. Job Hopping – This may be acceptable at lower compensation levels, however as you go up the pay ladder, the expectation will be a minimum of three years in your current position and no more than three jobs in the last ten years. Yep, I know you have valid reasons for moving five times in five years, but next time you land, try to stay for five years.
4. Dress to Impress – Pull out your best suit. You cannot overdress. For men, rumpled suits, scuffed shoes or poor hygiene are deal killers. For women, avoid short skirts and/or low-cut blouse are deal killers. Look like a million dollars – the kind of executive the company wants to hire. As mentioned previously, THIS IS A COMPETITION.
5. Relationships Trump Talent – So why do so many mediocre executives get great jobs while talented people sit on the sidelines? Because relationships trump talent every day of the week. Your next job will most likely come through a friend that is a Board Member, a CEO you worked for previously, or your network. Stay in touch. Don’t be that guy that only calls every five years when you need a job.
6. The Best Candidate Does Not Always Get the Job – The best prepared candidate does. Do your homework. Check out the company web site and scan the Internet for information on the company and its executives. Formulate three intelligent questions to ask during the interview process. Remember that the company is the CEOs baby, and they just love to talk about their baby!
7. Ask For the Order – In this case, ask for the job! If the interview goes well and you like what you hear, make your last comment to the interviewer, “Based on our conversation, I would love to join your team.” Trust me, most people don’t do this. If you want the job, ask for it.
8. The Grass is NOT Always Greener – Regularly get resumes from executives making $500,000 that want to make a million dollars. In this economy, the grass is not always greener. If you have a great job, praise God. Wait, if you have ANY job, praise God. If you are considering a transition, consider this…wait until the current economic storm passes.

Prior to starting an Executive Talent agency, I worked in corporate American for 30 years as a technology executive. In all those years, I was only terminated one time, and it taught me a great lesson – never work at a company or job you don’t like. I would say “hate”, but my Mom taught me to never use that word.

I was a Director of Technology at LA Gear. You remember them, right? Great marketing/branding…but the shoes fell apart. After several years in a Director level role for a financial services company, LA Gear enticed me away with a larger compensation package. Anyone ever tell you if something looks to good to be true, it probably is?

My boss was the CIO. She came from a big consulting company, and it was her first CIO gig. Without going into details, let’s just say we did not agree on a few things. Specifically, the way she talked to people; the way she treated people. After six months, I was miserable.

One day we were having a discussion and she said, “You’re fired.” I carpooled that day, so I had to take my box of stuff from my office and go sit on the curb to wait for a ride. Made a decision right then and there – I would never work a single day at a job I did not like (hated). And I never have. Now I own the company, so I can’t really quit. My point is this – life is too short to stay in a company you don’t enjoy.

The Right Way to Leave a Job – First, don’t quit until you find another job. This is a very tough economy with very few senior level jobs. Second, shake hands and part friends. I see candidates every day that burned their bridges on the way out. It may make your ego feel better, but down the road it may come back to haunt you. Leave in a professional manner. Third, let go and let God. I regularly see candidates that are bitter and unhappy, mostly because they are dwelling on being terminated or laid off. Companies want to hire happy smiley people. Let it go!

Mark Wayman is the Founder of The Foundation, LLC, a boutique executive placement firm focused on gaming and high tech.  His “Candidate Career Guide” service includes polishing your resume, the eBook “The Godfather’s Career Guide: What To Do If You Get Whacked”, and one dedicated hour of time to discuss your career strategy. It’s $500 by phone or $1,000 in person.  The best candidate rarely gets the job – the best prepared candidate does.  God bless!

Am I on the only one watching “Lindsay” on the Oprah Network? Let’s be crystal clear – I am not here to judge or criticize, only to highlight behavior that precludes people from getting jobs, including Lindsay. And God bless Oprah for giving her a chance when no one else would!

Not Dependable – This is a BIG problem. Lindsay shows up late for production, and some days does not show up at all. No company can afford to tolerate employees that only show up when they feel like it. In a tough economy, every minute counts, so companies want to hire reliable executives.

Unpredictable – One day she’s fine, the next day she is off the rails. Given the competitive nature of business, organizations need executives that are steady, stable and consistent.

No Personal Accountability – Lindsay blames everyone but herself. She feels her Manager and Agent don’t fight hard enough for her. They take the easy money by placing other actors. No doubt that is 100% correct. Why should they risk their reputation given her past history? The number sign of maturity and professionalism is taking personal responsibility for your actions. In ten years I have never had an unemployed executive tell me is was their fault they got terminated. It’s their boss’s fault, the company’s fault, their dog’s fault. The right approach is to say, “I take some of the responsibility for that, it is a lesson learned, and it won’t happen again.”

Demonstrates Addict Behavior – This is the biggest issue of all. Even after Oprah personally visited Lindsay and directed her to straighten up and fly straight, the very next week Lindsay was off course and missing shooting schedules. If you relapse, you get back up on the horse and try again, but you can’t relapse daily or weekly. Find God, find AA, find rehab, but do something to change your people, places and things. Hiring companies have the same issue. They pay Executive Recruiters to know the back stories on candidates and steer them away from executives with drug and alcohol issues. No one is opposed to a second chance, but get straight before you start the job search.

Relationships Trump Talent – Las Vegas is like Mayberry RFD – 2,000,000 people live here, but 200 make all the decisions. And a friend of mine said to me the other night, “Actually it is more like 50 make all the decisions.”  And I see mediocre executives that have bankrupted companies continue to get jobs, while highly talented executives that burned bridges sit on the bench. With that in mind, I highly recommend returning all your calls and messages. As The Godfather of Las Vegas, I get 50 calls and 400 emails a day and I return every single one, even if it is to say “no thank you.” Getting back to people and treating them with respect is the right thing to do.   The Godfather Sit Downs – The Hollywood and Palo Alto mixers were SOLD OUT! Thank you to everyone that attended. And this story from QLess CEO ALEX BACKER:

“Here is a story about the power of your Sit Downs. I went to your event Wednesday , met jockey AARON GRYDER, who kindly invited me to the Chandelier room at Santa Anita Race Track to watch him race. There I met LA Mayor Antonio Villaraigosa, who invited me to his box. Watched Aaron take third place in the Santa Anita Handicap and win the following race. The Mayor asked me to write to him as he loved the concept of QLess. Not a bad result for the first 72 hours since your mixer.”

Be The Change, A Benefit for Olive Crest (May 10 at 6:00 PM at the Ghost Bar inside the Palms) – Olive Crest is focused on families and foster children, with all proceeds from this event go directly to Olive Crest to battle child abuse and neglect. For sponsorships, contact me directly. Individual tickets may be purchased for $200 by contacting Jeanne Frederick at jeanne-frederick@olivecrest.org or 836.1908.

The Godfather “Sit Down” at NIGA – In May at The House of Blues San Diego. If you are attending NIGA and would like to attend the mixer, contact me directly.

Make-A-Wish 5K – We sponsored this event; both Anne and I are running!  If you would like to support me, go to:

http://snv.kintera.org/faf/donorReg/donorPledge.asp?ievent=1086130&lis=1&kntae1086130=D2676380D3104A72B8F1D2F1D4B68E1E&supId=398795969.

I’ll do the heavy lifting – all you have to do is write a check.  All proceeds to a very worthy cause!

NIGA – My friend Andy Choy (Casino Offer Network) and I will partner on a booth at NIGA in San Diego in May. Hope to see you there!

The Godfather Sit Down – In the beginning (10 years ago)…these mixers were created so I could introduce my friends, client and business partners…to each other.  Guest list is corporate executives, entrepreneurs, venture capitalists and entertainers.   No marketing, promoting or soliciting.  No consultants, service providers or vendors, just an opportunity to meet 60 quality people in an exclusive venue.   Clients tell me this opportunity to meet amazing people is a true benefit of doing business with The Godfather.   Las Vegas event is in the House of Blues Foundation Room this month.  Sponsored by Live Nation – thank you EVP ROBERT SIMEONE!   LA event is in March at the House of Blues Foundation Room West Hollywood, sponsored by Lori Kopczynski and Kevin Conroy (Blue Rooster) and Tony Rose and Clara Mayer (Rose, Snyder & Jacobs).   Silicon Valley event is in March at the Garden Court Hotel, sponsored by Lori Kopczynski and Kevin Conroy (Blue Rooster) and Sanjiv Goyal and Amit Goel (Droisys).

The Godfather’s Career Guide –  You can purchase the book for $14.95 on Amazon, or get the whole package (resume and one dedicated hour of my time).  Remember, 80% of the highly competent executives don’t get the job offer because they don’t understand the process.

The Foundation, LLC – My Executive Recruiting business. Over the last ten years I have placed 600 executives in the gaming/casino and high tech industries. In 2013 that included a CEO, three Presidents and two CFOs. A portion of each placement is donated to a dozen charities, including Make-A-Wish, Opportunity Village and Olive Crest (foster children). To whom much is given, much is required.

New Year’s Resolution #1: No Whining – You don’t live in the Sudan or Syria or Egypt, and are not the Chief Information Security Officer for Target.  If you have your health, your family and friends, and live in America… you are exceedingly blessed! 

New Year’s Resolution #2: You Always Have Enough – Right now, right where you are.  The key to happiness is knowing you have “enough”.  I deal with executives every day that just want “another 10% raise.”  They leave excellent jobs with excellent companies for a $5,000 increase with mediocre companies.  If you are always chasing the next job or next house or next vacation…you will never be happy.

New Year’s Resolution #3 – Life is About Relationships – In the opening scene of “The Godfather” Bonasera is asking The Godfather for a huge favor. Vito Coleone responds, “We’ve known each other many years, but this is the first time you came to me for counsel, for help. I can’t remember the last time that you invited me to your house for a cup of coffee, even though my wife is Godmother to your only child. But let’s be frank here: you never wanted my friendship.”  Life is about relationships – stay in touch.

Read This Before you Die – Here are a few excellent New Year’s resolutions. Researchers who have studied and interviewed people at the end of their life report several common regrets:

Worked Too Hard

Did Not Forgive

Did Not Stay in Touch with Friends

Did Not Live a Life of Faith

From our family to yours, wishing you a joyous and peaceful holiday season!

We had an amazing year, placing 50 executives in new jobs, then donating a portion of those revenues to a dozen charities. To whom much is given, much is expected. This year, in lieu of cards and gifts, we are donating our time and financial resources to the following charities:
• Make-A-Wish
• Big Brothers Big Sisters
• Opportunity Village
• Olive Crest (foster children)
• United Way
• Shade Tree (women’s shelter)
• Safe Nest (women’s shelter)

Thank you for your support, referrals and introductions. Very grateful for all your support, and if I can ever help in any way, please feel free to call.

Hiring Outlook – The national jobs report told us what we already knew; hiring slowed dramatically in the second half. And typically November and December are slow due to the holidays. On the candidate side, we remain in a “talent scarcity” situation, so if you have a tough role to fill, The Godfather is your man! Contact me at mwayman2@cox.net.

Candidate Career Guide – My new book is available on Amazon and Barnes and Noble. For $14.95, you can read up on all my career tips and secrets. Want more? My Candidate Career Guide package includes polishing your resume, the book “The Godfather’s Career Guide: What To Do If You Get Whacked”, and one dedicated hour of my time to discuss your career strategy. $500 via phone; $1,000 in person. The book explains that 80% of highly talented, competent executives don’t get job offers because they have not interviewed in years, can’t write a resume, don’t understand the interview process and don’t know how to work with an Executive Recruiter. The best candidate does not always get the job – the best prepared candidate does.

Godfather Sit Downs – We’re baaack! Mixer for my friends, clients and business partners with the sole purpose of introducing them…to each other. There is absolutely no selling, marketing, promoting of soliciting. Guest list is 60 senior level corporate executives, entrepreneurs, venture capitalists and entertainment moguls. Venue is The Foundation Room on the roof of Mandalay Bay, and the event will be in January. This event sponsored by Live Nation – The House of Blues. Hollywood and Palo Alto events in February.

Clenor made it 3 for 3 in America when she won the Surfer Girl Stakes at Santa Anita October 7. She is the 5-2 favorite to win the Breeders Cup Juvenile Fillies Turf at Santa Anita on November 1. Hope they are right!

Hiring Outlook – After a robust first half, the second half of the year has slowed to a crawl. For the first time in 10 years, I’m only accepting candidates that are an exact match for an existing open position.  Although hiring is slow, we remain in a “talent scarcity” situation, with all the “A” level talent gainfully employed.  Need the best talent in gaming/casino and high tech? Contact The Godfather at mwayman2@cox.net.   Candidate Career Guide – This package includes polishing your resume, my book “The Godfather’s Career Guide: What To Do If You Get Whacked”, and one dedicated hour of my time to discuss your career strategy. Roughly 80% of the highly talented, highly competent candidates I deal with don’t get job offers because they have not interviewed in years, can’t write a resume, don’t understand the interview process, and/or don’t know how to work with an Executive Recruiter. The best candidate does not always get the job – the best prepared candidate does.

The Godfather’s HOT Jobs! – Looking for a few good men and women.  If you know of someone that fits the bill, please point them my way.

Chief Marketing Officer ($300,000, East Coast)

VP, Hospitality ($200,000, East Coast)

VP, Hotel Operations – Luxury ($200,000, West Coast)

Account Executive – Technology Sales ($225,000, Las Vegas)

VP, Hotel Operations ($150,000, Las Vegas)

SQL Programmer ($125,000, Las Vegas)

The Godfather’s Top Talent! – Have a dozen excellent candidates in my stable.  the best of the best?  Contact me at mwayman2@cox.net.  A portion of each placement this quarter will be donated to:

Opportunity Village

Olive Crest

Safe Nest

Shade Tree

Big Brothers Big Sisters

Events – Due to my charity commitments, I have been unable to host any Godfather Sit Downs in 2013.  We will regroup and try to get them going in Las Vegas, Hollywood and Palo Alto in early 2014.