The new year is a great time to take control of your personal brand across all online channels, including your Bolster profile, and this post will get you started. It also gives you access to a special workshop to teach you how to develop a powerful executive presence online that will support the achievement of your next professional goals.
Speeding up the time to hire can have positive impacts for you, your organization, and the candidate. We offer some tips to help make the hiring process more effective.
Macro conditions around a COVID workforce
Depending on the complexity of your business you might be able to hold off on hiring a full-time CFO, but if you have any of these signs then it’s time to start thinking about bringing someone on board
This series is intended for any C-level executive or board member involved with startups.
As a CEO I learned that the best way to help people grow and develop, and to further develop a better understanding of each other, is to engage with them in a mix of work and non-work settings.
The usual approach for finding candidates is to search for people who have some things in common with us, or have some experience that resonates with us, and that we can more easily put in a box
Bolster has successfully matched over 100 executives to open roles
We’ve identified five of the most common end-of-year projects, and how to outsource them so you can keep things moving internally as fast as possible.
Hiring on-demand executives can help ensure that there’s a good fit between the candidate and the company. Want to save time and money in the interviewing and onboarding stages, and ensure high performance post-onboarding?
Register today for 4 panels designed to give you unprecedented access to experienced CEOs, leading investors and critical data you need to inform your next big business and board decisions. Links below to register!
Since launching Bolster’s marketplace officially in April, we’re starting to learn a lot about how CEOs and company leaders think about building out their executive teams.
Over the past several months, we’ve published a series of posts designed to help CEOs better understand how to build, diversify, and scale their boards of directors.
How can Bolster members make sure their profile is the best it can be?
Advisory Boards can be great sources of help for entrepreneurs. They can also be great things to participate in for people who want to understand and become involved in startups
Insights from four DEI experts on how to craft a DEI(B) plan at your company.
There are several elements of a compensation package you need to know about for an independent board member
Bolster’s partner, Ascend, hosted a panel discussion about the path to on-demand executive work.
Here is a presentation from a webinar I did today on Key Strategies for Increasing Board Diversity.
I’ve often said that the hiring process doesn’t end on the employee’s first day. The same goes for new board members -- you have to take their onboarding as seriously as you take their hiring process.
Last week, we released results from our Board Benchmarking Study, which uncovered that only 1 in 3 companies has an independent director on their board.
At Bolster, we’re flipping the script with how CEOs build and augment their executive teams with on-demand CXOs.
Once you’ve selected a Mentor or Coach, here are some tips to get the most out of your engagement.
Recruiting and interviewing candidates to join your board as an independent director is time consuming and there really aren’t any shortcuts or workarounds.
We believe that the business world is migrating toward an on-demand workforce across all levels of an organization.
Of all the board searches we are running at Bolster, about ⅔ of them are open to taking on first-time directors; and almost all are committed to increasing diversity on their boards.
Startup Boards for CEOs Series: Post 5 of 9. You’d never hire a senior executive without putting together some kind of job spec or requirements document to guide the process, to get you from point A to point B. Hiring an independent board member is no different.
In a previous post, I shared the difference between CEO Mentors and CEO Coaches. I’ll share with you here how to select the Mentors and Coaches who are right for you.
How would you describe your professional value proposition? What about doing it in 15 seconds? Learn best practices from our event with Laura Allen.
Harry Potter was lucky. He had, in Albus Dumbledore, the ultimate wise elder, in his corner. Someone who could teach him how to be a better human being (er, wizard), how to be more proficient with his wand and spells, how to think strategically and defeat the bad guys.
Startup Boards for CEOs Series: Post 4 of 9. Some people, when looking back at 2020, will remark what a difficult, turbulent year it was. I’m hopeful that founding teams and startups will look at 2020 and say, “that’s the year we drew a line in the sand and started diversifying our board. It was the best decision we ever made.”
Startup Boards for CEOs Series: Post 3 of 9. Now that you’re committed to getting the size and composition of your board right as the foundation to develop your board as a strategic asset, you need to think next about board dynamics. This is particularly important as your company grows.
As an on-demand marketplace, we spend a lot of time at Bolster thinking about how CEOs can leverage interim, fractional, and project-based work to augment their teams and achieve scale faster. It's also the model we follow internally.
At Bolster, we believe that diverse and inclusive teams and boards are more innovative, drive better business outcomes, and are stronger than homogenous teams. We aren’t the only ones that think that way.
At Bolster, we believe that 2021 will mark the rise of the on-demand economy for executives. More than ever before, executives are seeking out roles that distinctly aren’t full-time for a variety of reasons...
Startup Boards for CEOs Series: Post 2 of 9. How large should your board be? That’s a pretty critical question every CEO contemplates at one time or another.
As we kick off a new year of planning, resource allocation, and headcount discussions, consider this new tactic to add to your 2021 CEO toolkit: On-demand executive talent.
Startup Boards for CEOs Series: Post 1 of 9. Any series of blog posts about boards should start with the basics. Why have a board in the first place? What do they do? How big should they be? Do you really even need one?
You may be wondering, what exactly is a fractional executive? A fractional executive is an up-and-coming type of executive gig role.
Our Board Benchmarking survey will shed light on the independence, diversity, and compensation of private company boards that’s never been available on a broad basis before.
Learn more about how to most effectively scale your board to support your company’s success
On-Demand Executives help CEOs and existing leaders, allowing you to scale from within your employee base instead of hiring externally, increasing your chance of success with the role.
Even before the Covid-19 pandemic, it was clear that there was a better way to connect high-end, experienced and vetted senior talent to startups. Kevin Lee with eMarketing Association sits down with Matt Blumberg to discuss the opportunity and learn more about Bolster.
Moving offsites to Zoomsites. I’ve attended two remote conferences recently. Both hold interesting lessons for how these kinds of events can work well.
The gig economy is a labor market where short-term, or freelance, roles are more prevalent than permanent positions.
Bolster was started to create a new way for startup and scaleup CEOs to think about growing their leadership teams. Why do CEOs need help with this?