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New Search Announcement! Associate Director of Business Development for Year Up, A Best Nonprofit to Work For!

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Pillar Search is pleased to announce the search for Year Up’s Associate Director of Business Development in San Jose, CA

 

ORGANIZATION DESCRIPTION:

Year Up is an award-winning national 501(c)3 organization striving to close the Opportunity Divide by providing urban young adults ages 18-24 with the skills, experience, and support that will empower them to reach their potential through professional careers and higher education. Through a one-year intensive training program, these young adults complete a unique combination of rigorous, hands-on technical and professional skills training, college credit, and corporate internships. With an annual operating budget of $90 million, Year Up served over 2,700 students in 2015 nationwide.

 

Year Up takes three approaches to closing the Opportunity Divide. Their core sites are based on their founding program model – direct service programming where facilities, staff, infrastructure, academics, and all other aspects of the program are managed by Year Up staff. The Professional Training Corps (PTC) is a community college based model that provides an opportunity for students to engage in meaningful workforce training. In this model, students are dual-enrolled in the community college and Year Up; technical skills are taught by college faculty, while Year Up staff provide professional skills and other wrap-around services. Lastly, their Employer Based Solutions are created in collaboration with employer partners; custom solutions are developed to meet critical business needs and solve for skills gap challenges in the marketplace.

 

Consistently voted one of the Best Nonprofits to Work For by the Nonprofit Times, Year Up is a rewarding place to work. Their staff is passionate, supportive, mission-driven, and committed to positive change and continuous learning. They set high standards for both themselves and their students, and live by a set of core values that reflect an unshakable belief in the talent and full potential of young adults. The work they do is life-changing, and they know that their team is the greatest asset in achieving their mission.

 

OVERVIEW:

Reporting to the Regional Director of Partner Relations – West, the Associate Director of Business Development – Bay Area, CA is a key member of Year Up Bay Area’s Corporate Engagement team – the epitome of hard business skills in a mission-driven setting. S/he will connect top corporations in need of entry level talent with professionally trained, high-potential urban young adults.  The Corporate Engagement team, responsible for generating approximately 60% of our annual budget and connecting alumni with post-program career and education pathways, is seeking an additional member to reach tangible targets in developing and following leads, closing sales, and connecting grads with professional jobs.

To be successful in this role, you will desire to leverage your demonstrated for-profit revenue generation and career placement experience in a mission-driven social enterprise.  As an ideal candidate, you are someone who understands sales and thrives in environments that require you to build and maintain relationships.  You have a knack for networking and can speak passionately about Year Up’s mission and the students we serve.

In keeping with Year Up’s values, the Associate Director of Business Development will also have the opportunity to interact with students as a mentor, group facilitator, and advocate, participating in building a positive educational environment.

Year Up Map

KEY RESPONSIBILITIES:

  • Revenue Generation and Outcomes Business Development:
  • Lead business development and acquisition by building new corporate partnerships for internship seats and alumni hiring to top companies in the Bay Area while maximizing all opportunities and making recommendations on the various solutions, partnerships, and volunteer opportunities Year Up offers
  • Develop and implement Business Development strategy that generates internship revenue through the acquisition of new corporate partnerships and leads to increased alumni hires through partnerships with staffing agencies and hiring managers
  • Engage with C-level executives and decision makers at all organizations, from Fortune 500s to start-ups and small local businesses in a variety of settings from one-one-one meetings to large events
  • Develop and leverage a database of qualified leads through referrals, telephone canvassing, face to face meetings, cold calling, direct mail, email, and networking responding to territory assignments
  • Create and conduct effective presentations and proposals that identify Year Up’s innovative model and past successes for solving entry level talent needs at partner corporations through internships and alumni hires
  • Ensure alignment between graduate skill-set and hiring partnership development, as well as between internship partnership, role development, and intern skill-set
  • Maintain accurate and comprehensive records (in Salesforce.com) of activities such as sales calls, presentations, closed sales, and follow-up
  • In conjunction with the Director, develop annual business plan detailing activities to follow during the year, which will focus the candidate on meeting or exceeding sales quota
  • Relationships Management (External):
  • Build and drive our strategy to engage multiple special interest groups within partner segment to deepen partnerships and grow pipeline
  • Plan and implement corporate partner events aimed at deepening engagement, including convening corporate champions across industry verticals
  • Embrace the mantra of “high expectations, high support” in interactions with corporate partners and interns
  • Staff and Students Relationships Management (Internal):
  • Facilitate collaboration across functional teams, specifically, development, academics, and career services
  • Work closely with program leadership to ensure students strategically align with corporate partners needs
  • Create greater understanding of the internship program to all Year Up staff members
  • Site Team/Learning Community Member
  • Serve as an advisor/mentor for a small number of current students
  • Join and sometimes facilitate weekly group sessions with students
  • Participate in staff meetings and trainings 

 

QUALIFICATIONS:

  • Minimum of 4-5 years of experience preferred
  • New business sales and account management experience strongly preferred
  • Bachelor’s degree typical/preferred
  • Successful achievement of a minimum of $1m in sales targets
  • Demonstrated successful track record in a direct sales capacity
  • Demonstrated ability to generate leads and close business
  • Documented strengths in meaningful relationship building, management and growth
  • Strong networking skills and the ability to move comfortably and credibly in the community
  • Strong communication and collaboration skills to ensure alignment across several teams
  • Strong organizational and time management skills with exceptional attention to detail
  • A professional and resourceful style with the ability to work independently and as a team player, to take initiative and manage multiple tasks and projects at a time
  • Ability to thrive in a fluid, dynamic organization with a minimal amount of direction
  • Ability to plan, introduce and lead a process that enables high quality growth
  • Ability to lead, willingness to be led, and comfort with situational leadership
  • Proficiency with Microsoft Office required; Salesforce.com experience preferred
  • A passion for working with urban young adults, an unshakable belief in their potential and a strong commitment to the mission of Year Up
  • Understanding of the Opportunity Divide and its drivers
  • Commitment to diversity and inclusion

 

COMPENSATION & BENEFITS:

  • Salary: Competitive and commensurate with education and experience
  • Benefits: Competitive package including 100% healthcare coverage, dental, and 401(k) match
  • Vacation: Three weeks paid vacation in first year of employment; four weeks after initial year
  • Professional development: Funds available to support staff in achieving career objectives

 

TO APPLY:

Please submit a thoughtful cover letter and resume to Cindy Joyce of Pillar Search at cindy@pillarsearch.com. Note that applications without a cover letter and salary expectations will not be considered. We respectfully request no phone calls.

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Keep It Clean: Tips for Sprucing Up Your Personal Social Media in the Job Search

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When you embark on a job search, you likely will immediately update your resume and spruce up your cover letter template. These are all incredibly important to do, but you may want to go further into your social media. Potential employers may Google you, so go ahead, do a search on yourself and see what comes up. They may do this search prior to interview selection, so you will want to ensure that you are making a good online impression and setting a positive tone.

Privacy, please: Set your Facebook and Instagram to private. Click here for instructions on changing your Facebook settings, and here for instructions on your Instagram settings.

Keep it clean: Make sure that any photos that you have posted or that are posted of you are not in questionable taste. You know which ones I mean. If you would not want your grandmother seeing it, you should not want it out there for potential employers to see. Going forward, when posting photos on Facebook, select the option of photos only being viewable by “Friends”.

Remove any rants: Twitter, by nature, is where you can spout off in 160 characters or less. If you tend to tweet, scroll through and remove anything that could be construed as a negative sound-off, especially if it has to do with your frustrations related to your job, organization, boss or colleagues.

Learn to leverage LinkedIn: LinkedIn is probably the first place that a potential employer will look. Make sure that your LinkedIn profile is impeccable. Here’s how:

  • Start with a polished photo. Ideally, use a professional headshot. If this is not feasible, we all have that friend who takes amazing photos. Ask them to take one.
  • Look professional.  Avoid photos that obviously have cropped someone else out, or where you are wearing your favorite sports team gear. Ladies, I love a strapless dress or spaghetti strap as much as anyone, but in a headshot it will make you look underdressed or, even worse, not dressed at all, and that is not the impression you want to make as a professional.
  • You know where you have worked. Others may not. Take the time to write up a blurb about what each company you have worked at does. It helps the profile to flow better, and tells a more complete story.
  • Similarly, do not just list your job titles. Explain, even briefly, what you did in each job. This is your chance to shine and give a narrative of your work history.
  • List accomplishments, awards, volunteer efforts and anything that will demonstrate how talented and passionate you are. Do not be shy. This is the time to showcase what sets you apart.
  • Ask people for recommendations. It helps build confidence in both your work abilities and your relationship building skills.
  • Network, network, network. Some people are better at networking than others. If you are not one of them, take a deep breath, click on the “People You May Know”, and proactively reach out. Not only do higher numbers look better (as stated earlier, it shows that you are adept at building relationships) but some hiring managers that I have worked with will not even look at candidates with less than 500 contacts.
  • Ask people whose professional opinion you trust to give you feedback on your LinkedIn profile. This could include trusted colleagues, former managers, mentors, or a recruiter that you may be working with. They may see things that need improvement or accomplishments that you would be well-served by highlighting.

Your resume is just one piece of the puzzle. Make sure that your social media fits the brand that you are building or have built professionally to ensure that prospective employers view you in the best light.

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Interview Tips: Are We Dressing for Interviews Like it is still the 1980s?

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I entered the job market in the early 1990s, when hair was high, shoulders were padded, and hemlines were not to be more than an inch above the knee. There was someone at my first “real” job who actually went around with a ruler to enforce that last rule. At first, dressing up for work was fun. Given that one of my favorite movies from the 1980s had been Baby Boom, starring Diane Keaton as the high-powered New York executive who takes on the city in her skirted suits and sensible heels, I felt like I was channeling her and I was, as a result, all grown up.

Despite our job being in a call center at an investment firm where we never saw a client in person, my colleagues and I were expected to be in professional attire every day. Back then, that meant a suit and tie for the gents and a skirted suit or dress with stockings for the ladies. But good news – the dress code stated that women were permitted to wear a suit with pants one day per week. Such progress!

Times, thankfully, have changed. A mere seven years later, the even stodgier investment firm at which I was working had adopted a business casual dress policy. Today, nearly all firms have a relaxed or downright super casual dress code and will ask that people use their judgment and wear suits when visiting with clients.

As an Executive Recruiter, part of my job is to help candidates prep for the interview. Know the ins and outs of the job requirements? Check. Understand the company’s culture? Check. Get a read on the styles of those with whom you will be interviewing? Check. Dressing for the interview? Yes, that too.

Many search firms will tell candidates to wear a full suit for interviews, specifying a skirted suit for the ladies. At previous firms, we were instructed to tell every candidate to “channel their inner Brooks Brothers” when dressing for interviews. Don’t get me wrong, I am a huge fan of the Brooks Brothers vibe, but it did make me think: Is interviewing in a suit still required?

If I look at my current clients, it would be about 50/50. One client is a retailer of accessories that promotes the preppy lifestyle. They have told me that if someone comes in looking “too corporate”, they will not be a fit. One client is a bit more traditional, and while the dress code is business casual, the President and CAO wear suits every day, so any candidate would want to be dressed for that. Another client would say that for sales interviews they would definitely expect someone to “suit up”, but otherwise would not balk if someone came in looking less formal so long as they looked really professional.

While there is no hard and fast rule, my advice is this: Figure out what the interviewer(s) will want.

  • Don’t be shy about asking! It shows an interest in making a good impression and respect for the company culture.
  • Who to ask? If you are dealing directly with the firm, ask HR. If you know someone who works there (this is where LinkedIn can come in really handy), reach out to him or her.
  • If you are working with an Executive Recruiter, he or she should be able to give you the lay of the land.

Be sure to be on the dressier end of whatever you ascertain. If it is a truly casual atmosphere and you are told that jeans are fine, make them dark jeans as they come across as far more polished. Pair them with a jacket and a crisp white button down. Business casual? For men, this could mean a sports jacket with no tie, and for women this could mean pants or a skirt with a cardigan. Need to channel your inner Brooks Brothers still? Maybe channel all of their sections, not just the suits.   When in doubt, wear a black suit. For women, this can be a pantsuit. Men, wear a subtle tie. This is not the time to use the tie to show your individuality.   Regardless of dress code expectations, and this may be the daughter of a former Air Force pilot speaking, shine your shoes before heading out the door for the interview. Literally, it puts your best foot forward. People may not notice a shined shoe, but they will definitely notice an unkempt one.

While dressing for interviews can be a daunting task, doing it right can show that you have an innate understanding of the organization’s culture. Just be thankful that the 1980s are behind us. Those shoulder pads were a lot to pull off.

For more tips on how to make an impact, be sure to check out my earlier article, Interview Impact: The Art of the Thank You Letter.

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Landing a Job With Your Professional “Crush”

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We’ve all seen them: The job posting that grabs your attention and you cannot get it out of your mind because it is your dream job. Be it working for a cause you adore, as part of a celebrity nonprofit whose founder you admire, on a fantastic product team, or with an artist who you are a huge fan of, the dream job does not have to be merely a dream. Before zipping off your resume, take a deep breath and follow some of these tips to ensure that you showcase your killer talents and skills in the best light. Drumroll, please:

 

  • Look at the job description very closely. If it is truly a match, pass go, collect $200, and apply immediately! If not, think before you apply. I have done searches for a celebrity-related organizations, rock star status money managers, and arts organizations that receive literally hundreds of unsolicited resumes each week because people are so excited to work there, but for the most part they are not a match in terms of experience fit.  Sending a resume to a job that you are not qualified for will not get the results you want. Wait for a job that fits your skills, as the competition for these “sexy” positions will be fierce.
  • Research the role and the company or organization. Go beyond their website. Who do they partner with? Are they on social media? Do they do a signature event? Check out similar organizations as well. If it is a non-profit, look at Guidestar. If it is a for-profit, check out their annual report. See what press is available about them so that when you craft the cover letter, and hopefully when you have an interview, you can demonstrate that you walk the walk and talk the talk.
  • Write a thoughtful cover letter that highlights your skills and what makes you the ideal candidate. In the cover letter, do not tell the designer that you love her shoes. Do not tell the movie star that you loved their latest movie. They have fans. They need an Executive Director, PR pro, Personal Assistant, or whatever role they have open. Their focus will be on the person who is best equipped to fill that need, not on the one who is most star-struck.
  • If it is a mission-based organization (i.e., nonprofit or foundation), you can and should share if you are a believer in their cause and how their mission resonates with you, but be sure to temper it. Human Resources and Executive Recruiting firms will see right through if it is not sincere. I know someone who worked in the marketing area of a Major League Baseball team’s charitable foundation and she applied despite the fact that she despised baseball. She shared with me that she adored their mission and the work they did with children’s health and education and said she was willing to “put up” with the baseball to get the job working on a cause she loved. That kind of passion shines through.
  • Do not use social media to announce that you are interviewing with a company or organization. It happened during a search and let’s just say that it was not viewed kindly. Organizations with celebrity and/or brand name affiliation will expect discretion.
  • Most importantly, be yourself. Yes, this may be a dream job, and you are probably chomping at the bit to get it, but be real. Be you. I have seen finalists in incredibly competitive searches who meet with the top person or board hiring committee and do incredibly well by relaxing, letting their guard down, and showing their true and talented self.

 

Best of luck in your job search!

 

Cindy Joyce, Founder, Pillar Search

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Interview Impact: The Art of the Thank You Letter

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Congratulations! You nailed the interview. The company is checking references, and in your head you are composing that resignation letter and mentally calculating when your start date with the new firm will be.

 

Then, the call that it came down to two candidates and they went with the other one. But…you nailed it! How can this be?

 

The Secret

Pillar Search does searches for non-profits, foundations, and small, rapid growth for-profit firms. In our years of experience, we have worked with lots of very savvy and knowledgeable hiring managers. I will share one secret that I have heard time and again from them: all things being equal, “the candidate that takes the time to send a thoughtful, reflective, and well-written thank you note will always have a bit of an edge.” Yes…the thank you letter packs a whole lot of wow, punch, and impact.

 

How to Stand Out From Other Candidates

Remember what your parents taught you: manners will get you everywhere, and saying thank you goes a long way. When is the last time you received a thank you letter?  Now, imagine if you were the hiring manager and were receiving tons of them by email. How much more thoughtful and unique would a hand written note of thanks feel?

 

Look at your own mail today. In the pile of pre-addressed bulk mail, what will stand out? A new bill, the latest flier from your local market? Personally, when I see a hand written envelope, it is what I will always open first.

 

You see, too often, people do not send them, or they send one that is so perfunctory that it almost screams “I am not interested in the job, but know that I am supposed to send something”.   The thank you is a perfect time to wow them with your enthusiasm, fit for the job, interest, manners, and stellar writing skills.

 

Pillar’s Thank You Letter Checklist

  • Keep it short. Two to three paragraphs should suffice.
  • Make sure that it flows well and highlights why you are the ideal candidate. Include the following:
    • A statement of gratitude, such as “thank you for taking the time to meet with me today to discuss the open sales position on your team. I so appreciated your time.”
    • Add something showing that you were paying attention in the meeting, and remind the interviewer of what makes you the ideal candidate, such as “I was excited to hear that your company is expanding globally over the next year. My experience working with X, a global bank, gives me a unique skill set that would lend well to this exciting new chapter for you and the firm”.
    • Interviews can be tricky, as you can easily run out of time when sticking to the interview agenda. When you replay it in your head, there is likely something that you wish you had highlighted about your skills and experience. This is a perfect time to get that point across.
    • A call to action. Before signing off, reiterate your interest, and give them something of a call to action.   The message that I find to be most effective is the short and sweet “Thank you again, and I look forward to hearing from you”. True, it is not elaborate, but it leaves the ball in their court and shows that you are confident that you will be hearing from them.
  • Be a snob when it comes to your stationery. High quality card stock reflects well on you. It shows discerning taste and a certain je ne sais quoi Cutesy notecards will negate the goodwill earned by even sending it. If your stationery depicts your love of the beach, cats, puppies or your favorite sports team, step away immediately! When in doubt, buy cream colored notecards from Crane & Co.
  • Write out a draft first, proofread that version, and then transcribe it onto the good stuff. Trust me, I have wasted a ton of expensive paper because I dove right in. To quote my father, “measure twice and cut once”.
  • Stick to the 24 hour rule. Much like a thank you for personal reasons, it is best to send it within 24 hours. If you are in interview mode, keep a supply of stationery and stamps at the ready.
  • Before licking the stamp and strolling to the nearest mailbox, consider this: who else should you send a thank you note to? It may seem like a lot of writing, but if you can, send one to every interviewer, and put a personal spin on each note that reflects your interaction with that person. Do not forget to include Human Resources if they were included in the interview agenda, and if there was someone particularly helpful, such as an Executive Assistant who arranged travel or someone in Marketing who sent you helpful information prior to the meeting, send one to them as well. It shows that you are appreciative, a team player, and inclusive.

 

If (and when!) you get the job, send a hand-written note to your new manager thanking them for the opportunity and letting them know how excited you are about the opportunity. This is a personal touch that will go quite a long way.

 

Good luck!

 

Cindy Joyce