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“What got you here today isn’t going to get you where you want to go.” That’s how one client put it, and it captures exactly why we’re here. Top performers don’t get there (or stay there) on their own. They have trusted partners who help them identify blind spots, deepen self-awareness, and move with greater clarity into what’s next.

Interviewing for a job can feel stressful and overwhelming. With so much riding on a single interaction, helping candidates prepare to present themselves well is some of the most important work we do. Check out some of our favorite tips in preparing our candidates. Be the best version of yourself: This might seem obvious, but surprisingly, many people cram for an interview the night before, squeeze it in on their phone before a meeting, or stay out too late the

Every time you make a new hire, you have a new team. Isn’t that the truth? When I was in the 6th grade, I had an assignment to build a bridge out of nothing other than toothpicks and glue. It looked something like this… Essentially made out of toothpicks or popsicle sticks and glue, the design and the strength had to be just right. Ultimately, a brick would be placed on top to create stress to the fixture, and in

“Why didn’t the person I interviewed have the same personality after they started on the job?”  Even executives with a keen eye for talent have found themselves asking this question when a promising new hire is fizzling. Adding to the frustration is when they have put in place effective behavioral interviewing practices designed to predict a candidate’s personality.  While behavioral interviewing is key to any good hiring process, we at The Mav Group believe there is no replacement for validated

What keeps you up at night?  For us, it’s the nightmarish possibility that one of our candidates will receive a counteroffer from their current employer. We’ve all experienced it—with an offer in hand, a selected candidate spurns our opportunity after a counteroffer brings more pay, expanded influence, or even a promotion.  It’s no secret that companies are more fully embracing counteroffer practices. In a recent Harvard Business Review survey, up to 80% of executives and HR leaders believe there are

I’m not an artist. In fact, when I draw someone it’s not easy to tell much of anything. If you’re visualizing a few lines with a circle on top, you get the idea. This is the mental sketch I start with as a sourcer about to do an intake for a new position. As my team talks with the client, details such as salary, industry, geography, seniority and responsibilities begin to add flesh to the drawing.  Next, my team strategizes.