NextGen Global Executive Search
Geothermal isn’t new—but it’s newly relevant. In an era dominated by carbon transition targets and grid instability, geothermal power is gaining renewed attention from investors, governments, and utility providers. Unlike intermittent sources like solar or wind, geothermal offers base-load consistency, making it a high-value asset in energy planning.
Clean Energy, CleanTech, Power Electronics. CXO, Board.
CEOs, yesterday I had a Confidential call with a President in the Medical Device space and he shared with me a troubling update: a key vendor—long seen as stable and reliable—unilaterally extended payment terms from 60 days to 90 days, without any notice or approval. At face value, it seems like a minor payment delay; but for executives steering companies in Medical Device / HealthTech, Semiconductors and other high-tech industries, it rings alarm bells. Here’s why it’s far more consequential—and how you should respond strategically.
When a vendor extends terms without consulting you, it’s rarely about generosity—it’s a clear sign they’re managing a cash-flow crisis. They’re effectively using your funds as short-term financing. In sectors like Medical Device / HealthTech, where compliance and FDA regulations demand stability, any sign of financial pressure is a major concern.
Unapproved changes to agreed terms can feel like a breach of trust. Procurement and finance teams consistently report that such shifts often lead to a chilling effect—vendors cut corners, inflate costs, or deprioritize your needs. In semiconductor component sourcing, supply leaders describe the effect bluntly: “They destroyed trust, so we reprioritized orders elsewhere.”
While you gain a month of cash flow, vendors will recoup costs elsewhere—via price hikes, expedited-shipping charges, or diluted quality controls. A BCG analysis shows that invoice extensions beyond 15–30 days often result in supplier price increases of 5–8%, erasing any financial gain on your side.
Extended payable terms don’t exist in isolation—they reverberate upstream. When sub-suppliers run short, your vendor may delay or shrink your deliveries. Known as the bullwhip effect, this is especially damaging in medical device manufacturing, where a delayed component can halt production lines and disrupt patients downstream.
Start with clarity, not confrontation:
“We noticed a shift from 60 to 90-day terms—could you shed some light on what changed?”
This approach opens dialog without signaling mistrust or putting the vendor on defense. It provides vital context and signals you’re paying attention.
Flip the conversation to collaborative problem-solving. Consider:
This blend of flexibility and partnership can secure liquidity without damaging incentive structures.
If terms shifted without conversation, it’s time for a health check:
In Life Sciences and HealthTech, adding compliance status and regulatory readiness rounds out the risk profile.
Deploy modern analytics:
If a vendor’s unilateral actions continue or signs of distress mount, initiate your backup:
Elevate metrics in your supplier scorecards:
Revisit vendor status quarterly—or trigger ad-hoc reviews if terms shift again without communication.
Successfully navigating this situation signals:
In industries like Medical Device, where patient safety is tied to raw materials and components, these traits preserve organizational integrity—and patient trust.
A vendor stretching your terms from 60 to 90 days without your knowledge is more than a payment delay—it’s a strategic alarm bell. It signals:
Your response must balance demand with support, discipline with empathy, and always align with long-term supply chain integrity.
By combining informed conversation, flexible finance tools, dual sourcing, and governance frameworks, executive teams can maintain both operational uptime and strategic advantage.
Want to master vendor resilience in Medical Device or HealthTech manufacturing?
Feel free to message me or connect directly for a confidential conversation.
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About NextGen Global Executive Search
NextGen Global Executive Search is a retained firm focused on elite executive placements for VC-backed, PE-owned, growth-stage companies and SMEs in complex sectors such as MedTech, IoT, Power Electronics, Robotics, Defense and Photonics. With deep industry relationships, succession planning expertise and a performance-first approach to recruiting, NextGen not only offers an industry-leading replacement guarantee, they also help CEOs and Boards future-proof their leadership teams for long-term success. They also specialize in confidentially representing executives in their next challenge.
www.NextGenExecSearch.com
CXOs, Cybersecurity failures in healthcare aren’t just breaches of data—they’re breaches of trust.
In the Medical Device and HealthTech sectors, one misstep can compromise patient safety, trigger regulatory intervention, and erase millions in market value overnight.
What’s more alarming? Many of these failures stem from leadership blind spots—not technological limitations.
Boards and CEOs are waking up to a sobering reality: cybersecurity is no longer a function relegated to IT. It’s a core part of governance, risk strategy, and even brand protection. And in a post-breach world, it’s also a direct reflection of executive competence.
“In healthcare, cybersecurity isn’t an IT issue—it’s a boardroom issue.”
Recent high-profile breaches across hospital networks, diagnostic platforms, and implantable medical devices reveal a consistent pattern: reactive infrastructure, fragmented data protection policies, and siloed decision-making. The damage isn’t theoretical.
In 2023, a ransomware attack on a U.S.-based digital therapeutics company halted services for two weeks and led to the resignation of its CEO. Investor confidence plummeted. More importantly, patient care continuity was disrupted.
The HealthTech ecosystem is inherently vulnerable—reliant on interconnected devices, cloud-based EMRs, remote monitoring systems, and AI-driven diagnostics. Every endpoint is a potential entry point. Every delay in leadership action is a liability.
Boards overseeing high-growth MedTech firms are increasingly recognizing that unprotected innovation is unsustainable. They’re shifting from compliance-based thinking to resilience-based planning.
“In MedTech, the attack surface expands with every breakthrough.”
Cybersecurity used to be a line item in IT budgets. Today, it’s a line of inquiry in investor calls and FDA reviews. Leadership teams can no longer afford to defer cyber risk down the hierarchy.
Smart CEOs now embed cybersecurity into executive planning—treating it not as a tech project, but a strategic function alongside product development and go-to-market execution.
For Boards, this means asking new questions during quarterly reviews:
Cyber risk is enterprise risk. And failure to lead on this front is fast becoming a disqualifier in executive search.
As one HealthTech investor recently put it: “If your CEO can’t speak fluently about cybersecurity posture, we don’t view them as fit for scale.”
“Leadership is the first layer of defense—and the first point of failure.”
The evolving threat landscape has permanently changed the mandate for executive hiring in Medical Device and HealthTech. Cyber literacy is no longer a “nice-to-have”—it’s table stakes.
Today’s executive search firms like NextGen Global are redefining candidate Profiles for critical roles like Chief Executive Officer, Chief Technology Officer, and Chief Operating Officer. Recruiters now benchmark not just operational outcomes, but digital risk awareness, regulatory alignment, and incident response experience.
The market has spoken. Companies want leaders who can navigate complex compliance requirements (HIPAA, MDR, GDPR), lead during security crises, and partner effectively with CISOs and privacy counsel.
This shift has redefined recruiting priorities. It has also exposed a gap: traditional healthcare leaders often lack cyber fluency, while seasoned tech leaders may lack sector-specific sensitivity.
How to hedge against executive search firms in todays marketplace? Gauge them on their Replacement Guarantee. If they only offer a 6-12 month guarantee, this should be a Red Flag they are not confident in their candidates.
Top-tier recruiters help bridge that gap—identifying hybrid leaders who blend technical literacy with patient-centered discipline. These aren’t common profiles, but they are increasingly non-negotiable.
“The next wave of HealthTech growth depends on leaders who understand both compliance and code.”
Succession planning in healthcare is complex enough. But when digital infrastructure is added to the equation, stakes rise exponentially.
What happens when a cyber incident forces an early leadership exit? Or when new privacy regulations require a shift in executive oversight? Without succession plans that account for digital readiness, organizations risk continuity breakdowns during high-pressure events.
Boards must now evaluate not just readiness to lead—but readiness to secure. That means auditing the digital risk posture of internal successors, vetting external candidates for security competence, and building transition frameworks that don’t rely on a single point of failure.
Retained executive search partners are playing a vital role in this evolution. The most progressive firms embed security assessments into succession pipelines, ensuring that future leaders are prepared to operate in a world where threat actors are as sophisticated as competitors.
In a landscape defined by disruption, succession is no longer about replacement—it’s about resilience.
“In HealthTech, the next CEO must be as cyber-capable as they are clinically competent.”
Behind every cybersecurity breach is a leadership gap—specifically in talent that bridges medical innovation and digital defense. HealthTech companies report that more than 60% of cyber incidents stem from a lack of executive cyber fluency. That’s not a technology problem—it’s a recruiting problem.
The shortage hits hardest at the C-level, where teams need leaders who can speak both clinical outcomes and cybersecurity protocols. Without hybrid CXOs, companies lean too heavily on technology vendors—and lose sight of risk ownership.
Today’s top-performing firms are working with their executive search partners to address this. They’re not just hiring CISOs—they’re recruiting for digital culturists who can structure multidisciplinary leadership teams and accelerate maturity across every product release.
“In HealthTech, talent gaps aren’t just blind spots—they’re attack vectors.”
Industry headlines don’t always show the full cost of cybersecurity failures—they only tell half the story.
One MedTech firm saw its CEO exit and market cap drop 25% in just one week after a connected diagnostic device was compromised. Another HealthTech scale-up faced two FDA safety mandates and board-level investigations after failing to secure remote telemetry systems. In both instances, background checks and cyber-readiness were afterthoughts in leadership design.
These failures led to investor lawsuits, delisting warnings, and the departure of entire CXO teams. They weren’t just technical breakdowns—they were succession and governance breakdowns.
The lesson? Cyber incidents escalate quickly when leadership and risk are out of sync. CEOs, Boards, and Search Partners must use these case studies not as warnings—but as operating guides.
“Lessons aren’t learned—they’re earned—and sometimes painfully.”
Cyber resilience isn’t built in IT computer rooms—it’s built in boardrooms and leadership ICPs (Individual Cyber Plans).
Resilience starts with executive mandates. Today’s best-in-class CEO charters include defined cyber metrics—PCI maturity, incident response times, data integrity KPIs—and performance is evaluated accordingly.
Executive Search plays a vital role in embedding these expectations by identifying leaders who have operated under regulatory pressure, guided clinical cyber rollouts, and led breach responses without brand collapse.
Companies are structuring dual-lead roles—like CISO plus CTO teaching sessions—to create shared ownership and redundancy. They’re training C-level executives on entity-level cybersecurity, embedding it into succession planning and leadership performance scorecards.
Boards are beginning to see that a cyber resilient executive team doesn’t just protect value—it multiplies it.
“Cyber resilience is a leadership capability—not just a technical outcome.”
The most sophisticated medical devices and HealthTech platforms can still fail when leadership fails to lead. Cybersecurity isn’t a software checkbox anymore—it’s a test of governance strength, recruiting discipline, and succession readiness.
In regulated sectors, Boards and CEOs must treat cybersecurity as an executive risk—not just a technical one. This means hiring leaders who are cyber literate, embedding security into succession, and partnering with executive recruiters who understand the convergence of technology, compliance, and strategy.
Every security metric reported to the FDA, every feature in your next release, and every clinical endpoint relies not just on code, but on capable leadership.
“Secure systems start with secure leadership—not happenstance technology.”
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About NextGen Global Executive Search
NextGen Global Executive Search is a retained firm focused on elite executive placements for VC-backed, PE-owned, growth-stage companies and SMEs in complex sectors such as MedTech, IoT, Power Electronics, Robotics, Defense and Photonics. With deep industry relationships, succession planning expertise and a performance-first approach to recruiting, NextGen not only offers an industry-leading replacement guarantee, they also help CEOs and Boards future-proof their leadership teams for long-term success. They also specialize in confidentially representing executives in their next challenge.
Industry disruption no longer arrives in waves—it flows continuously. For CEOs, Boards, and succession-focused leadership teams, innovation is not a trend—it’s a constant variable.
The traditional utility grid is no longer the backbone of modern energy—it’s becoming the bottleneck.
As industries race toward electrification, renewable integration, and localized power independence, distributed generation is reshaping the energy landscape. The challenge? Legacy grids were never built for multi-source, bidirectional energy flow. Utility companies, OEMs, and infrastructure leaders must now reengineer for resilience while navigating regulatory shifts, real-time demand, and supply chain volatility.
The balancing act is no longer technical alone—it’s leadership-driven. The right executive team must fuse Power Electronics expertise with digital transformation fluency, a deep understanding of Industry 4.0, and scalable strategies for human capital continuity.
“Grid resilience begins with leadership alignment.”
The future of energy isn’t centralized—it’s distributed. From rural microgrids to EV-charging nodes and industrial solar-plus-storage systems, power is moving closer to where it’s consumed. Distributed generation is fast becoming the operating standard, driven by digital monitoring, decentralized control, and advanced power electronics.
This shift introduces a new paradigm: energy systems that must be intelligent, reactive, and autonomous. Yet legacy utilities and manufacturers remain anchored to infrastructure and leadership models built for the previous century.
In response, forward-thinking organizations are evolving their talent base—recruiting engineering and operations executives who can straddle the line between traditional grid architecture and next-gen deployment models. The pressure is particularly intense on CEOs and CTOs to reimagine capital allocation, risk management, and market participation.
“Distributed generation decentralizes energy—but demands centralized leadership clarity.”
Industry 4.0 is no longer a buzzword—it’s the new baseline for competitiveness.
As smart sensors, AI-enabled diagnostics, and predictive maintenance enter the utility ecosystem, companies must not only deploy technology but also rewire how decisions are made. Automation drives efficiency, but without the right leadership strategy, it can also create data paralysis or fragmented execution.
The challenge lies in integration. The control systems that govern distributed energy must now interface with enterprise software, demand response protocols, and policy layers—all in real time. That convergence requires a new kind of leader: one fluent in both power electronics and operational intelligence.
Boards are increasingly aware of the gap between current capability and future necessity. In turn, they’re turning to specialized executive search partners to identify leaders who’ve operated in complex, sensor-rich, data-heavy environments—and delivered results.
“In a smart grid, slow leadership is the new outage.”
Energy companies are facing a silent crisis: a looming shortage of technical leadership that can scale with market complexity. As aging executives retire and mid-career talent pivots toward tech or clean energy startups, the talent pool is shrinking where it matters most.
That’s particularly true in utility-adjacent sectors such as power electronics, grid infrastructure, and intelligent controls—fields where recruiting errors aren’t just inconvenient, they’re infrastructure-threatening.
A missed hire in this space doesn’t delay a product launch. It can destabilize service delivery or attract regulatory scrutiny. That’s why CEO and CXO turnover in utilities is now seen as a national concern in several markets. Risk-averse Boards are reevaluating their succession models and redefining what executive readiness looks like in an Industry 4.0 energy environment.
The outcome? A premium is now placed on proven transformation leaders—those who’ve modernized legacy systems, integrated digital layers, and retained operational uptime.
“The grid won’t fail from voltage—it’ll fail from leadership missteps.”
The complexity of distributed power generation and Industry 4.0 doesn’t just call for a smarter grid—it calls for smarter leadership recruiting.
Legacy executive search models—based on job specs and keyword filters—fail to capture the nuance required in today’s energy sector. Leading recruiters now deploy performance modeling, behavioral benchmarking, and succession planning frameworks to identify candidates who can lead through regulatory disruption, capital constraints, and cross-sector convergence.
In power electronics, where technology cycles move faster than regulatory cycles, successful executive search means finding leaders who understand voltage, bandwidth, and boardroom dynamics in equal measure. These are not easy profiles to find. But when discovered and placed well, they become organizational multipliers.
A recent example: A mid-cap inverter manufacturer tripled its market share in 24 months after placing a CTO from outside the traditional utility space—identified through a highly specialized retained search process.
How can you hedge against hiring the right firm when there are many slick-speaking sales people working in the big firms? A good gauge should be on action, not words…meaning, if they are truly great why do they only offer a 6-12 month replacement guarantee?
“In distributed energy, recruiting isn’t transactional—it’s a strategic edge.”
In the race to modernize utility infrastructure and energy delivery, one vulnerability remains: the succession gap. CleanTech manufacturers and grid operators alike are facing a generational turnover of leadership—just as system complexity and regulatory scrutiny peak.
Boards that treat succession as a future problem risk operational stalls and strategic drift. Those that build succession pipelines now—through structured development programs and forward-looking executive search—create organizational resilience.
Succession is not just about finding a replacement. It’s about identifying leadership capable of scaling complexity, maintaining uptime, and integrating next-generation technologies such as predictive analytics, AI, and distributed power electronics.
In a recent blog post on pre-employment background checks, we noted:
“Comprehensive pre‑employment background checks safeguard investor confidence and fortify CEO succession outcomes.”
The same holds true here. Utilities and energy firms that apply this discipline proactively avoid costly leadership surprises—especially during infrastructure modernization efforts.
“Strong succession plans don’t just replace leaders—they protect grid stability.”
Leadership in power electronics is no longer constrained by borders. As utility modernization unfolds at different paces globally, executive talent is migrating toward regions with the most opportunity, investment, and innovation.
Southeast Asia is rapidly becoming a magnet for smart grid leadership. Germany and Scandinavia are leading in decentralized renewables. Meanwhile, U.S. utilities are grappling with aging infrastructure and the complexities of DER (distributed energy resource) integration.
Companies operating in multiple geographies must now recruit with precision—balancing local expertise with global mindset. This requires recruiters who understand talent flows, compensation nuances, and regional leadership expectations in the context of Industry 4.0.
Boards that ignore these regional dynamics risk missing out on top-tier talent—or overpaying for misaligned executives. Talent mapping and competitive intelligence, conducted by a retained executive search partner, ensure your utility or clean energy firm is not just hiring reactively—but building globally aware teams.
“The smartest grids are built by the most mobile leaders.”
As the energy ecosystem converges with technology, Boards are recognizing that performance isn’t just about output—it’s about architecture, interoperability, and strategic leadership.
To future-proof operations, utilities are embedding digital resilience into their C-suite. This includes recruiting CEOs, CTOs, and COOs with proven track records in transformation, automation, and industrial-scale power electronics deployment.
This isn’t a simple leadership shift. It’s a systemic redesign.
As discussed in our blog on Next‑Generation IoT Security:
“Next‑generation IoT security demands integrated leadership that juxtaposes device connectivity with board-level resilience.”
The same principle applies to power infrastructure. Leadership must now span both physical and cyber resilience, real-time data interpretation, and regulatory navigation.
Firms relying on traditional leadership profiles will not scale with evolving utility needs. But those building adaptable, tech-forward C-suites will lead the next energy chapter.
“In power delivery, resilience is a leadership trait—not just a systems feature.”
Distributed generation, regulatory complexity, and digital infrastructure have fundamentally reshaped the energy industry. The next wave of winners won’t be defined by hardware alone—they’ll be defined by leadership alignment.
Executive search, when executed with precision and foresight, becomes a tool not just for hiring—but for engineering utility continuity. From succession planning to global recruiting, every leadership decision affects grid performance, innovation velocity, and stakeholder trust.
For Boards and CEOs in power electronics, the imperative is clear: treat leadership design as infrastructure. Because the power to balance evolving grids begins in the C-suite—with people built for complexity.
“A smarter grid starts with a smarter leadership strategy.”
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About NextGen Global Executive Search
NextGen Global Executive Search is a retained firm focused on elite executive placements for VC-backed, PE-owned, growth-stage companies and SMEs in complex sectors such as MedTech, IoT, Power Electronics, Robotics, Defense and Photonics. With deep industry relationships, succession planning expertise and a performance-first approach to recruiting, NextGen not only offers an industry-leading replacement guarantee, they also help CEOs and Boards future-proof their leadership teams for long-term success. They also specialize in confidentially representing executives in their next challenge.
NextGen Global Executive Search
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Kelley focuses on providing FIRST CLASS level service to her clients and candidates under all circumstances without any expectations in return. This level of service has afforded her a network of relationships with superstar individuals who are all “A” Players.
When conducting a search, clients know that Kelley delivers new hires that meet or exceed the role objectives. Kelley also brings Leadership 360 and Talent Alignment solutions to clients.
Kelley enables companies to solve issues by unearthing and assessing high performing CXOs and S/E-VPs as well as recruiting functional leaders at the VP and Sr. Directors and Directors in Sales, Business Development Product Management, Engineering, and Operations.
Kelley focuses on providing FIRST CLASS level service to her clients and candidates under all circumstances without any expectations in return. This level of service has afforded her a network of relationships with superstar individuals who are all “A” Players.
When conducting a search, clients know that Kelley delivers new hires that meet or exceed the role objectives. Kelley also brings Leadership 360 and Talent Alignment solutions to clients.
Kelley enables companies to solve issues by unearthing and assessing high performing CXOs and S/E-VPs as well as recruiting functional leaders at the VP and Sr. Directors and Directors in Sales, Business Development Product Management, Engineering, and Operations.
Kelley focuses on providing FIRST CLASS level service to her clients and candidates under all circumstances without any expectations in return. This level of service has afforded her a network of relationships with superstar individuals who are all “A” Players.
When conducting a search, clients know that Kelley delivers new hires that meet or exceed the role objectives. Kelley also brings Leadership 360 and Talent Alignment solutions to clients.
Kelley enables companies to solve issues by unearthing and assessing high performing CXOs and S/E-VPs as well as recruiting functional leaders at the VP and Sr. Directors and Directors in Sales, Business Development Product Management, Engineering, and Operations.
Kelley focuses on providing FIRST CLASS level service to her clients and candidates under all circumstances without any expectations in return. This level of service has afforded her a network of relationships with superstar individuals who are all “A” Players.
When conducting a search, clients know that Kelley delivers new hires that meet or exceed the role objectives. Kelley also brings Leadership 360 and Talent Alignment solutions to clients.
Kelley enables companies to solve issues by unearthing and assessing high performing CXOs and S/E-VPs as well as recruiting functional leaders at the VP and Sr. Directors and Directors in Sales, Business Development Product Management, Engineering, and Operations.
Kelley focuses on providing FIRST CLASS level service to her clients and candidates under all circumstances without any expectations in return. This level of service has afforded her a network of relationships with superstar individuals who are all “A” Players.
When conducting a search, clients know that Kelley delivers new hires that meet or exceed the role objectives. Kelley also brings Leadership 360 and Talent Alignment solutions to clients.
Kelley enables companies to solve issues by unearthing and assessing high performing CXOs and S/E-VPs as well as recruiting functional leaders at the VP and Sr. Directors and Directors in Sales, Business Development Product Management, Engineering, and Operations.
Meet our exceptional bilingual Passive candidate, a seasoned American Finance Executive with over 25 years of experience, including 23+ years in senior leadership roles within Fortune 500 multinational organizations. Her extensive expertise spans the Life Sciences, Semiconductor, and Software industries, as well as Commercial, Manufacturing, Trading, and Service Repair sectors.
As a trusted advisor to CFOs, she delivers strategic insights that optimize financial performance, enable mergers and acquisitions, and foster global growth. Her adeptness at navigating complex cross-border operations has led to significant successes in both U.S. and Asia markets, working with multinational corporations.
One of her most notable achievements includes leading the relocation of a China headquarters to Australia for a private equity-backed group, demonstrating her strategic vision and operational excellence. Additionally, she has served on advisory boards, guiding high-stakes financial decisions with precision and insight.
Currently on a global expatriate assignment in Asia, she brings a unique combination of U.S. business expertise and international market leadership. Her openness to relocation makes her an ideal candidate for organizations seeking transformative financial leadership.
A Few Professional Achievements:
Her ability to drive financial strategy, operational excellence, and business transformation makes her an invaluable asset for any organization looking to achieve sustained success and competitive advantage.
Kelley focuses on providing FIRST CLASS level service to her clients and candidates under all circumstances without any expectations in return. This level of service has afforded her a network of relationships with superstar individuals who are all “A” Players.
When conducting a search, clients know that Kelley delivers new hires that meet or exceed the role objectives. Kelley also brings Leadership 360 and Talent Alignment solutions to clients.
Kelley enables companies to solve issues by unearthing and assessing high performing CXOs and S/E-VPs as well as recruiting functional leaders at the VP and Sr. Directors and Directors in Sales, Business Development Product Management, Engineering, and Operations.
Strategic CTO and Wharton-trained Fortune 200 executive with over $650M in AI and cloud modernization impact, accelerating digital transformation by 50–80% using a proven 90-day execution blueprint and global teams of up to 1,000 experts. Certified by NVIDIA and recognized as an NDC Top 100 diverse leader, Led $400M+ P&Ls across six countries, scaling AI/Cloud operations from $50M to $200M+ with Fortune 500s and $1B partners.
AI expertise spans GenAI, AIOps, ML-powered FinOps, and biometric innovation—cutting costs by 30%, reducing downtime by 99%, and boosting productivity 10x. A multilingual leader bridging cultures and technology, Consistently delivers high-impact, measurable results on a global scale.
Kelley focuses on providing FIRST CLASS level service to her clients and candidates under all circumstances without any expectations in return. This level of service has afforded her a network of relationships with superstar individuals who are all “A” Players.
When conducting a search, clients know that Kelley delivers new hires that meet or exceed the role objectives. Kelley also brings Leadership 360 and Talent Alignment solutions to clients.
Kelley enables companies to solve issues by unearthing and assessing high performing CXOs and S/E-VPs as well as recruiting functional leaders at the VP and Sr. Directors and Directors in Sales, Business Development Product Management, Engineering, and Operations.
Kelley focuses on providing FIRST CLASS level service to her clients and candidates under all circumstances without any expectations in return. This level of service has afforded her a network of relationships with superstar individuals who are all “A” Players.
When conducting a search, clients know that Kelley delivers new hires that meet or exceed the role objectives. Kelley also brings Leadership 360 and Talent Alignment solutions to clients.
Kelley enables companies to solve issues by unearthing and assessing high performing CXOs and S/E-VPs as well as recruiting functional leaders at the VP and Sr. Directors and Directors in Sales, Business Development Product Management, Engineering, and Operations.
Kelley is a maverick across industries, known for providing FIRST CLASS service to clients and candidates without expecting anything in return. This unwavering dedication has earned her a network of superstar relationships with “A-Players” who excel in diverse fields.
Clients trust Kelley to deliver outstanding hires who consistently exceed role expectations. In addition to recruitment, she offers Leadership 360 and Talent Alignment solutions, ensuring organizations have the right leaders to drive success.
With a proven ability to unearth and recruit high-performing CXOs, Senior/Executive VPs, and functional leaders, Kelley has placed superstars in pivotal roles across Sales, Business Development, Product Management, Engineering, and Operations. Her expertise includes, but is not limited to, aligning top talent with the fast-evolving demands of Industry 4.0 and other cutting-edge sectors.
John brings well over 20 years of strategic placement experience in
High-Technology, Power Electronics & Energy Systems, Industry 4.0, Wireless Ecosystems, IoT & IIoT, Photonics & Optics, Medical Device, etc industries.
He coordinates with our Clients in need of Directors to Board Members,
while managing teams from Florida, China, Mexico, India, and Asia.
As a US Navy Veteran, he has processes in place and understands how
vital it is for our Client and Candidate to keep a Search private. As a
proven resource in Executive Search, he is selective in what Clients we
work with… those respected and with Big Goals. He looks forward to
building a successful relationship with everyone he meets.
He is very grateful for your trust and looks forward to continually working
together again.
Charles brings to the table 30 years as a performance based retained executive search consultant with experience in 4G / 5G / 6G Wireless E2E infrastructure (LTE, ORAN, MVNO)IoT Data, Devices, and Networks: Artificial Intelligence, Data Science, FinTech and Blockchains.
Known for “finding the needle in the haystack”, Charles depth of relationships and success has resulted in over $5b in client working with Board of Directors, CXOs, SVPs, Venture Capital and Private Equity firms
Clients range from PCS licensees to 3GPP2 vendors and AI applications including Broadcom, ADC, NEC, Liberty Media, Sigfox, SemTech, Ascensia, UIPath, and many more.
Meet our exceptional bilingual Passive candidate, a seasoned American Finance Executive with over 25 years of experience, including 23+ years in senior leadership roles within Fortune 500 multinational organizations. Her extensive expertise spans the Life Sciences, Semiconductor, and Software industries, as well as Commercial, Manufacturing, Trading, and Service Repair sectors.
As a trusted advisor to CFOs, she delivers strategic insights that optimize financial performance, enable mergers and acquisitions, and foster global growth. Her adeptness at navigating complex cross-border operations has led to significant successes in both U.S. and Asia markets, working with multinational corporations.
One of her most notable achievements includes leading the relocation of a China headquarters to Australia for a private equity-backed group, demonstrating her strategic vision and operational excellence. Additionally, she has served on advisory boards, guiding high-stakes financial decisions with precision and insight.
Currently on a global expatriate assignment in Asia, she brings a unique combination of U.S. business expertise and international market leadership. Her openness to relocation makes her an ideal candidate for organizations seeking transformative financial leadership.
A Few Professional Achievements:
Her ability to drive financial strategy, operational excellence, and business transformation makes her an invaluable asset for any organization looking to achieve sustained success and competitive advantage.
Meet our exceptional bilingual Passive candidate, a seasoned American Finance Executive with over 25 years of experience, including 23+ years in senior leadership roles within Fortune 500 multinational organizations. Her extensive expertise spans the Life Sciences, Semiconductor, and Software industries, as well as Commercial, Manufacturing, Trading, and Service Repair sectors.
As a trusted advisor to CFOs, she delivers strategic insights that optimize financial performance, enable mergers and acquisitions, and foster global growth. Her adeptness at navigating complex cross-border operations has led to significant successes in both U.S. and Asia markets, working with multinational corporations.
One of her most notable achievements includes leading the relocation of a China headquarters to Australia for a private equity-backed group, demonstrating her strategic vision and operational excellence. Additionally, she has served on advisory boards, guiding high-stakes financial decisions with precision and insight.
Currently on a global expatriate assignment in Asia, she brings a unique combination of U.S. business expertise and international market leadership. Her openness to relocation makes her an ideal candidate for organizations seeking transformative financial leadership.
A Few Professional Achievements:
Her ability to drive financial strategy, operational excellence, and business transformation makes her an invaluable asset for any organization looking to achieve sustained success and competitive advantage.
Introducing our dynamic candidate, a seasoned Marketing Executive with 20 years of experience in both B2C and B2B marketing. She has a proven track record of developing and executing traditional and digital programs for enterprise brands, significantly increasing ROI.
With 18 years of expertise in digital marketing, she has successfully developed and managed comprehensive digital marketing programs, helping organizations seamlessly adopt and thrive with digital strategies. Her ability to lead cross-functional teams and third-party vendors has been instrumental in executing revenue-generating omni-channel marketing campaigns for the past 15 years.
Her strategic approach to project management, honed over 15 years, has consistently delivered measurable results by solving complex challenges and driving team performance. She has also built robust sales funnels and driven pipeline growth through innovative marketing campaigns for 13 years.
As a business leader, she owned and operated a marketing agency for seven years, where she increased revenue by an impressive 350%. Her extensive experience in competitive industries over the past 12 years has equipped her with the skills to develop and implement effective marketing programs for enterprise brands.
Key Professional Achievements:
Her ability to drive marketing strategy, enhance digital presence, and lead high-performing teams makes her an invaluable asset for any organization looking to achieve sustained revenue growth and market leadership.
EXECUTIVE PROFILE
Visionary senior executive and President with 26 years of global leadership experience spanning Life Sciences, Consumer Health, Electronics, Automotive, and Material Science sectors. Distinguished Venture Capital expertise with established relationships across Silicon Valley’s premier VC firms and a track record of managing $100M+ investment funds. Proven success in driving innovation and scaling businesses across multiple continents, leveraging an extensive network of 400+ CEOs/founders and leading research institutions. Currently leading a 500+ person global organization focused on breakthrough technologies and market expansion.
GLOBAL LEADERSHIP EXPERIENCE
STRATEGIC ACCOMPLISHMENTS
INNOVATION & INVESTMENT LEADERSHIP
PROFESSIONAL NETWORK
EDUCATION
Meet our exceptional bilingual Passive candidate, a seasoned American Finance Executive with over 25 years of experience, including 23+ years in senior leadership roles within Fortune 500 multinational organizations. Her extensive expertise spans the Life Sciences, Semiconductor, and Software industries, as well as Commercial, Manufacturing, Trading, and Service Repair sectors.
As a trusted advisor to CFOs, she delivers strategic insights that optimize financial performance, enable mergers and acquisitions, and foster global growth. Her adeptness at navigating complex cross-border operations has led to significant successes in both U.S. and Asia markets, working with multinational corporations.
One of her most notable achievements includes leading the relocation of a China headquarters to Australia for a private equity-backed group, demonstrating her strategic vision and operational excellence. Additionally, she has served on advisory boards, guiding high-stakes financial decisions with precision and insight.
Currently on a global expatriate assignment in Asia, she brings a unique combination of U.S. business expertise and international market leadership. Her openness to relocation makes her an ideal candidate for organizations seeking transformative financial leadership.
A Few Professional Achievements:
Her ability to drive financial strategy, operational excellence, and business transformation makes her an invaluable asset for any organization looking to achieve sustained success and competitive advantage.
Our candidate is a visionary leader with a proven track record of driving exponential growth and transforming underperforming teams and business units. His entrepreneurial spirit and strategic acumen have consistently delivered outstanding results across various industries.
This CEO’s ability to drive growth, optimize operations, and lead high-performing teams makes him an invaluable asset for any organization looking to achieve sustained success and competitive advantage.
