First Quarter 2013

At the end of 2012 things were a bit uncertain but at that time we knew that 2013 was looking like it could be a great year for our business and the US economy as a whole. We had a friends luncheon in early January and the talk turned to the outlook for the year ahead. People love to be negative in their outlook---what's to lose if you are wrong, right? At that luncheon I spoke up and said that I thought the year ahead looked fantastic---one scoffed---one bet me and another ordered pizza. Well--after 5 weeks my outlook seesm to be proving correct. The signals from Washington remain a bit unclear but one thing is for sure....the US and World economy is itching for a breakout year where new highs in the DOW will be made and GDP will break through 3.5%. Given that is it only February 8th and we are involved with a major snowstorm for the next few days, I thought I would write while our power is still on...to update my wild eyed prediction from that famous luncheon. First...2013 is definitely going to be a record-breaking year for the DOW and the US economy as a whole. I am forecasting DOW 15250 by 12/31/13 and GDP of 3.5% by Q3 Second...we will finally see a meaningful drop in the unemployment rate---should be under 6.25 by 12/31/13-- Third...interest rates will begin to rise by Q4 2013 despite assurances to the contrary by Chairman Bernanke because by Q3 economic growth will be accelerating and calls for FED tightening to avoid a economic overheating will become more insistent. If this scenario plays out what does it mean for our clients? HIRING--HIRING--HIRING Revenue growth Widespread increases in pretax profitablity and tax revenue to help lower the current account deficit Here are a few more predictions both short and longer term: The Democrats will win back control of CONGRESS in 2014. The 2nd half of the Obama Administration will feel like the 2nd half of the Clinton Administration but without the scandals and distractions; President Obama is too smart to let that happen. A Democrat will win the 2016 Presidential election and CONGRESS will continue to be led by the Democrats. GUN Control, Immigration and other progressive legislation will be put into effect. The US will finally assume a leadership role to fight "Global Warming". The mideast will get a little less crazy as more Israelis move to the center and away from the far right or far left; illegal settlements will be dismantled and the Palestiians will be on their way to achieving statehood. China will be an increasingly stronger business and political partner; India, too.... The war on terror will continue but in a much less costly manner in terms of manpower and political capital... Arab spring democracies will struggle to get on their feet but the US, EU, CHINA, Russia and NATO will unite to help pull them up and assure security for their people...and developed countries, too. Is this sounding like a "Golden Age" to you? It should, because that is exactly what it will be. My firm is getting busier every day...may that continue because I love what I do and it is fun to run a successful business that helps people realize their goals. We will always need to have the right leaders who can affect change and drive transformational change. I look forward to your comments and to hearing from you if your organization or institution needs help with an external search.

R&D Manager /Director/ VP Searches

As we know there is a real dearth of available engineering talent but the prospects for improvement are showing some signs of progress . We recently accepted and completed a search for a Manager of R&D for a specialty chem and gases company that caters to the integrated circuit and photovoltaics industries. The search was successful because we worked in tandem with our client to create a critical mass of candidates who possessed the right attributes, skill sets and experience to tackle the job. The hired candidate is a terrific person who will make a difference in the long term growth and development of the company.

What we observed though is that there simply is not a deep or broad enough channel of qualified engineers---in this case, in electro/organometalic chem ready to step up to the opportunity we were marketing. What can be done about this issue?

Clearly, there are many organizations who are trying to encourage more young people to study engineering----civil, mechanical, chemical, electrical, etc., and they are to be applauded for their efforts. Here in New Jersey the Liberty Science Center is supporting STEM ( Science, Technology, Engineering & Math) education initiatives. At NJIT and other universities like them, they are encouraging their engineering students to not only learn these academic skill sets but also how to work in teams to develop innovative skill sets. On NPR this morning I heard that the 4H Club is promoting a program designed to educate 1 million new engineers . To the extent that we can all recognize the value of these efforts and support them we will be helping to close the engineering gap here in the United States and around the world.

Having acted as a judge of a recent engineering class showcase at NJIT about 1 month ago, I can attest that our higher education institutions are working hard to make engineering more attractive to its students. Can they do it fast enough and well enough, only time will tell. But to the extent that each one of us in a place of influence can support the work of universities to graduate more well trained engineers right here in the United States, we will be helping to address a critical need of our country.

A bright young person with an interest in and aptitude for STEM related subjects will have absolutely no problem becoming employed upon graduation. Clearly, the graduates of these programs must be more than one dimensional subject experts. If the work that NJIT is now doing to educate the whole student is any indication, the class of 2102, 2013, 2014 and those to come will have learned about the value of invention, innovation and how to be a real problem solver in the manner of Steve Jobs and his many antecedents. We need to keep at it----and keep graduating well prepared young engineers, business majors & scientists who will become tomorrow's successful entrepreneurs.

Warm regards,
Keith

A surge in hiring...HIRE=HELP

For the past few months our phone has been ringing and our email in box has been filled with inquiries regarding our services. Is it because KULPER is doing a good job...or is it a secular trend? Inasmuch as I would like to believe it is all about the word getting around about the quality of work we are doing here in our search firm...I have to believe that it is more about a steady increase in hiring needs by our clientele.

We work at the intersection of higher education research and corporate innovation, so, it is particularly pleasing to know that the best universities and companies are contacting us at a steadily increasing rate to help them attract their most important new leaders.

2012 is going to be even more active than the later half of 2011 in our estimation; this means more jobs at all levels because as new leaders come in, they all need teams to help them successfully execute.

The message from the Occupy Wall Streeters around the country may seem a bit muddled what with all their drumming and camping out in parks, but it is clear to me that this group of young people needs employment; and not as burger flippers in the local McDonalds as worthy and honest as that work may be. For the most part, the college grads among this group are articulate and bright---why hasn't Corporate America responded and sent their recruiters to the encampments?

Back when I came out of college there were many --many management training programs that absorbed many thousands of college grads each year. Now, with Globalization the competition for entry level jobs is a global phenomenon---but that should not mean that American companies who are running lean and mean---and quite cash flush---shouldn't open up their coffures and start hiring young people with solid educational accomplishments and background.

So, here is my exhortation to corporate HR and recruiting!
HIRE=HELP

Hire=Help...Hire our college grads---give them an opportunity; everyone needs a first job.

Hire=Help...Hire our mid career/experienced managers; they will hit the ground running.

Hire=Help...Hire great people any where around the world if they have the desire, ability and background.

As we all get this idea....the economy will undoubtedly benefit, confidence will increase and all boats will rise. Hire because it is good for business, hire because it helps to make the world a better place for everyone in it and hire because it is simply the right thing to do.

Happy Thanksgiving....

Peace,
Keith

FULBRIGHT Program makes a difference

I was about to get started on today's tasks when I saw the article about the Fulbright Program in today's Chronicle of Higher Ed http://http://chronicle.com/article/Interactive-Map-Countries-and/129471/?sid=wb&utm_source=wb&utm_medium=en


I hope you can access it using the link inserted because the Chronicle writers did such a good job explaining what is happening with the program and why it continues to have such an excellent impact on world development.

When our son, Sloan, told us that he would become a Fulbright Fellow it sounded very good to us, but frankly, we knew very little about it other than it was a famous program designed to send talented and motivated American scholars to countries around the world to learn, teach and help. Sloan was motivated to go to Bangladesh. We wondered why he picked this country....it is very far from his home in America in every way imaginable. Over the past 7 months he has been sending reports of his progress coupled with digital images and videos . We have been amazed by the beauty of the country, the warmth of the people and the depth and breadth of the challenges they face as a developing nation. It is an ancient place of civilization with records tracing back 4,000 years. Check out the attached link:

http://http://en.wikipedia.org/wiki/Bangladesh



Sloan's research is in the field of social entrepreneurship which in my estimation is a relatively new area of academic focus. Sloan is using his skills in product design learned at MIT and RISD to help developing countries improve the lives of their citizens. For example to help reduce indoor air pollution from the use of kerosene for cooking and heating ( a world wide killer) he and his colleagues are developing solar heaters and cookers that are cheap, simple and effective. Examples of his work can be seen at:
www.oneearthdesigns.org


The FULBRIGHT Program is looking at many, many global challenges and issues through the eyes of its Fellows and Scholars---very worthy and highly laudable. I hope my blog will encourage you to learn more about it.

Peace,
Keith

Leadership Forum: Sander Flaum at William Paterson University 10 4 11

As part of my service to our clients and friends of KULPER & COMPANY--both in higher ed and industry-- I enjoy helping to foster better understanding and communication among those who actually lead, and those that study leadership.

Because I am member of the Dean's Advisory Board at the Cotsakos College of Business at William Paterson University we have been considering various ways in which we can help the students and raise the profile of our fine college of business--which is AACSB accredited and boasts one of the finest sales leadership and investment training programs anywhere in the country. About 1 year ago we talked about initiating a LEADERSHIP FORUM where I would interview leaders from a wide variety of industries about their views on leadership, their field of endeavor, and how they got to where they are today.

Our guest leader on evening of October 4, 2011 at the CCOB/WPU is Sander Flaum. Sander is one of the thought leaders in the field of marketing for the pharmaceutical field. His firm FLAUM IDEAS is widely acknowledged to be a top national firm well regarded by CEOs and Presidents of global pharmaceutical companies for its help in developing effective new marketing programs.

The Leadership Forum is exclusively for the students, faculty, administrators and invited guests of Dean, Sam Basu--and me. Please let me know if you are interested in upcoming forums.

Best regards
Keith

KULPER & COMPANY--Current Market Activity

It is such a choppy market out there. The media is having a field day bringing up the 'R' word every other breath---( CNBC, Bloomberg, etc) and worrying about the end of the Euro--the demise of Greece --financial institution contagion. The DOW's tumble today notwithstanding we are not anywhere near the scary times of fall 08. The market was in free fall then and I was ready to hang my ( then) money manager.

What is happening, now? In our perspective here our clients are certainly concerned about what is going on but they are retaining us for their most important search assignments at the fastest pace in 5 years! Executive search firms can be viewed as a reliable market place barometer....

What does this mean to your organization? If your cash flow is solid and the prospects remain good---you may want to be bold---take advantage of the lowest rates in 50 years and move forward with your growth initiatives. I beleive you will be in good company. Organizations like Clorox, Kimberly Clark, Apple, Honeywell, Dow Chemical and the like ( the strongest US corporations) are not sitting on their hands during this choppy and uncertain time. The best universities are taking the same tack---they are making moves when others are wringing their hands.

From our perspective here ---the search assignments are pouring in and our phone is ringing for more assignments every day! A year ago? It was an entirely different scenario. I have a strong belief that when people decide to use our service there is strong belief in the future of their organization.

Take heart---all this brouhaha will be over eventually. I hope you will be able to make the right decisions for your business and profit from your confidence in what you believe will happen.

All the best
Keith

PICMET KEY NOTE Speech August 4, 2011

PICMET Keynote Speech: August 4, 2011 830AM

Keith D Kulper, President, KULPER & COMPANY, LLC

It is a real pleasure to be with you all this morning; my wife, Denise and I are both honored to be here. Congratulations on the 20th Anniversary of PICMET; Dundar, you and your colleagues have done an exceptional job. PICMET is the key global leader in the field of technology management research and innovation; thank you for asking me to address the group today.

The focus of my remarks, will be of real interest to the attendees of the PICMET conference because our firm, KULPER & COMPANY, works at the intersection of Academic Research and Corporation Innovation on senior level leadership searches for academic institutions and corporations who rely on them to aid them with the commercialization of new knowledge.
Over the past few years we have helped universities with solid business and engineering programs attract transformational leaders to fill VP, Provost, Dean and Department Chair positions. Likewise we have helped our corporate clients engaged in commercializing break through research bring in the right leaders for their key positions.

Attracting transformational leaders is always a very difficult challenge. The reason is that our clients must come to grips with one of the hardest admissions---they need to change. This happens most often when there is a crisis brewing or when there is great ambition to move a terrific idea forward. There are many excellent candidates for challenging jobs---this is true and always will be the case. We often tell our clients that identifying a slate of candidates qualified and motivated to accept the job offer will not be difficult---the real challenge is hiring the right one.

Many organizations pride themselves on their growth and development. Look at PICMET for just one moment. Where would it be without Dundar’s steady and devoted leadership. Over the years his efforts have transformed this organization from a small group of professionals interested in learning more from one another about the theory and practice of technology management to a world leading body encouraging the discovery of new knowledge and the application of it by top corporations everywhere.

When we look at transformational change in any organization our clients are usually quick to admit that there are issues that they themselves have created as well as opportunities for them to seize. An honest and accurate assessment of the situation is the first step in the process toward attracting a new leader who will be able to affect the desired organizational change.
For example, a few years ago a provost came to us and said: “We have tried to attract a new Dean for our business school on our own the last two times. Each effort resulted in less than satisfactory results. We need a Dean who can attract the right new faculty, boost enrollment, market awareness and attract funding. We also need a leader who will know how to work well with key alumni, trustees and the Deans of the other schools who are anxious to create new boundary crossing interdisciplinary programs”.

Does this sound familiar to anyone? It is a very common challenge. Many of the job advertisements found on the national job sites will describe a hiring need similar to this one. Every university wants the right leaders for their schools and leaders must be able to show progress in their efforts or they will not remain in the big chair for long. Transformational change comes easier when the client university or company is clear about the Key Performance Indicators for the hired candidate in addition to the responsibilities of the job. KPIs define success for both the hired candidate and the organization by establishing a real “to do” list with a timeline. For example, over a five year period a KPI for the new Dean in the case study I was referring to earlier included, “growing enrollment by 10 % compounded annually over a five year period”. For most schools this sort of KPI would be very difficult to accomplish for many reasons including current market share, school reputation and senior administration commitment. What made this doable though, was careful research at the outset so that reasonable—vs “pie in the sky” KPIs could be established.

Now it is very true that not every candidate seemingly qualified to be a Dean based upon his or her record of research, teaching, administrative and service record will know how to accomplish the KPIs set forth in position spec. This is a good thing since those candidates should not be actively considered in the first place. Achieving real consensus among the hiring decision makers about what the hired candidate must actually do –by when---to be considered a real success in his or her new role is, in our experience here at KULPER & COMPANY, the most important element of a successful search.

We help our clients create the KPIs for the hired candidate when we work with them on the producing the position description. This is a collaborative effort with solid input from the hiring decision makers. It is not enough to attract a slate of candidates who appear right for the position---it is necessary to qualify candidates who are likely to succeed and this is done by matching a carefully crafted set of KPIs with the background of accomplishment and enthusiasm of the candidates for the transformational challenges that lie ahead. We seek to affect hiring matches that highly predictive of the future success of the candidate.

In our field of technology management this kind of approach to leadership hiring could not be more important. The right leaders of universities and corporations will be able to accelerate the development of leaders who will be able to drive the field forward. This will be measured in many ways. More students will graduate with technical and business degrees who will provide solutions to the research and development challenges of today. Transformational leaders are able to understand their KPIs and then drive them home with enthusiasm.

How is it that a university or company that heretofore may have appeared much the also ran is able to jump ahead of its best competitors? Embracing the idea of transformational change must come first ---then a careful plan that charts the milestone of accomplishment must be created and once that is done candidates with the right set of behavioral competencies must be matched with the responsibilities and KPIs of the position.

Since our firm opened for business in March of 1997 we have noted with interest how closely many of the most successful corporations are aligned with universities devoted to discovering new knowledge that can be successfully commercialized. We have made introductions to Deans and department chairs to corporate VPs and Directors seeking to strengthen mutual ties. Innovation always comes from problem solving---companies need universities to help them address their most critically important opportunities. It is a great “space” to focus on----we love what we do!

The case studies on our website www.kulpercompany.com share a common theme: search committee members and hiring decision makers perceive real value from our assistance in helping them attract and hire the right candidate. In the area of technology innovation and management the importance of having the right leaders could not be more important. There is a real “war for talent” constantly being waged by the best institutions and companies seeking growth and development as well as competitive advantage. Universities and companies with a clear idea of what they want to accomplish by when stand the best chance of not only achieving their strategic goals but also in hiring and attracting talent most likely to succeed.

Our commitment to helping academic institutions and companies engaged in technology development and management stems from an early engagement we accepted from Stevens Institute in Hoboken NJ. We helped them with a variety of key hires in the Howe School of Technology Management and the School of Engineering. From those early days we perceived the importance of the product development “eco system” that includes corporations who depend on academia for fresh thinking and new ideas to help drive their business—as well as government agencies that fund the discovery of new knowledge; we have made this space our passionate focus ever since because we see how important it is to have the right leader in positions of authority at the universities and companies we support. We know that our clients agree.
It is very important to understand and appreciate the forces at work that serve as the well spring of innovation….because the best and brightest leaders are driving the process—and we make it our business to know who these people are and why they are succeeding in their roles.

The virtuous circle of academia, industry and government produce a breathtaking array of activities that serve to stoke the fires of entrepreneurship and innovation. Leaders like Steve Jobs at Apple, Bill Gates at Microsoft, Andy Grove at Intel and the many unsung heroes at Dupont, 3M, Exxon and so many others will speak of the debt they owe academia in support of their R&D and product development activities. Government agencies and foundations likewise will readily agree that academic leaders forge the pathway that results in so many new products and services that benefit humanity.

How do we know that the right candidate is getting identified and hired by the universities and companies that must attract the best and most dependable leaders?
With so much at stake …..
• What needs to be done to improve the chances of having a national search produce the great outcomes sought after by clients and candidates alike?
• Why would university and corporate leaders alike risk the outcome of what is perhaps their most important activity: winning the War for Talent?
• How can search firms help?

Here are some of the key challenges that a search committee and hiring decision makers must confront when they venture into the marketplace to attract the Right Hired Candidate
• Search cycle time parameters
• Breadth of candidate choice
• Candidate Assessment factors
• Search Committee leadership
• Search Committee composition/volunteers busy with full time jobs
• Opportunity cost

How can an experienced search consultant help improve the odds for their clients?
• Focused project management---from start to finish of the engagement
• Development of a position description that is compelling to the right hired candidate and includes a set of achievable KPIs //by when
• Candidate development process that keeps the right candidates interested and enthused until an offer is made and accepted
• Search Committee guidance based upon what works and what doesn’t work
So what does work and what doesn’t?
• The right candidate is one who is closely aligned with the position spec
• A position spec is effective when it states not only what the client wants but what the hired candidate can expect from the client in the way of support and funding
• Clarity of Key Performance Indicators is essential
• KPIs help produce a slate of candidates who are very well matched with what the client needs and expects the successful candidate to actually do—by when –in his or her new job
KEY Elements of a successful Project Plan for a major search assignment
• Achieve a clearly articulated position description that is supported by the search committee and hiring decision makers
• Structure a candidate assessment process that will identify top performers and attract them to the job
• Establish a reasonable/achievable project plan at the outset of the search and work the plan continually until the assignment is completed.
• Stay flexible---the position description may require calibration as the search progresses
• Make a compelling offer to the right candidate(s)
• Track actual performance of the hired candidate once hired at 6, 12, 24 and 36 month intervals
Research and Development depends on the right team led by experienced and capable executives. The best universities and companies understand that talent is the most important element. Taking an approach that attracts the most suitable talent is critically important for every institution and corporation competing to produce the best research and most reliable product solutions.
It has been a pleasure to share these thoughts and findings with you all this morning---now I look forward to responding to any questions you may have during the remaining time allotted me.

Many thanks!

University Research Spending

In today's Chronicle of Higher Education there is an excellent chart reflecting research fund raising and spending. The universities shown on the list are showing their commitment to creating new knowledge; these schools bear our attention.
http://chronicle.com/article/Some-Universities-Increased/127437/#disqus_thread

Perhaps the idea of the chart was to show how self funded research did not necessarily increase the amount of outside funded research. However, the total funding/spending # is what is perhaps most relevant. It shows that the universities can be self reliant and not wholly dependent on state, federal and private sources of funding to drive their efforts to create new knowledge. Kudos to the schools who are producing great outcomes with the funding they are generating and attracting.

Keith Kulper

Search Committee Code of Conduct

Yesterday I commented on an interesting blog written by Allison Vaillancourt, PhD., VP HR at the University of Arizona----here is the link to her blog
http://chronicle.com/blogs/onhiring/is-it-time-for-a-search-committee-code-of-standards/28628#disqus_thread

Allison's blog received over 50 comments from various professionals at universities ( primarily) involved with the search process. Dr Vaillancourt's idea that it is perhaps time for a "Code of Conduct" for search committees to observe. This makes some real sense if for no other reason than to let committee chairs and members know that there are basic ground rules that will be productive for them to follow. Good rules, generally help everyone --- and, of course, in a civil society no matter how great it might seem to think that ultimate freedom = no laws---that notion went out sometime before Hammurabi.

For search committees the rules need to stem from the "Golden Rule"---treat others as you would have others treat you. Because search committees are composed largely of volunteers who are often selected by the administrative staff because they like and trust them, this should not be confused with the idea that despite their most often well-meaning intentions, the search committee chair and members, know how to handle the subtleties of the search process. This is not due to any lack of intelligence or willingness---it is almost always related to a lack of experience and knowledge about what constitutes a truly effective search process. At KULPER & COMPANY we have created guideline booklets for search committee teams that are used for both academic and corporate searches. The booklets help the committee members be better prepared for the interview process and touch on some basic ideas as: the inadvisability of "ad-hoc" back-channel reference checking, the best ways to conduct a candidate visit/interview and other fine points of the search process. We never assume that the guide books are read---but we are always pleased when they are, since it makes the guidance we provide to search committee members that much more easily accepted.

Like with good etiquette, a good search process is fair and considerate to everyone. And also like good etiquette when people are considerate of others, people become relaxed and are at their best. An interview is a very stressful experience for everyone involved. So, to the extent that a "Code of Conduct" for search committees can be adapted by accredited academic institutions, all the better---because it will make it that much more likely that the right hired candidate will get the job!
Nice work, Allison.

All the best,
Keith

Networking, a timeless skill set

Here is an article written by an professor at Assumption College who directs their Honors Program---it is on the topic of Networking. Very nice job by Professor James Lang; hope you find it helpful.
http://chronicle.com/article/How-Do-You-Teach-Networking-/127008/#disqus_thread

All the best
Keith

Where Academia Meets Corporate Innovation: KULPER & COMPANY

As an owner of my own executive search firm for close to 15 years, I am always working at developing my search practice. Deciding which areas to focus on is a key concern. Last year our advisory board suggested that I make our value prop clearer to our prospective clients, so with the help of a few great friends we came up with the tag line for KULPER & COMPANY...."Where Academia meets Corporate Innovation" .

The idea behind this approach is to convey to current and prospective clients our strong interest in working on search assignments for universities and companies who drive research and new product innovation. This is a fascinating and rewarding space since through our interactions we often witness new product and business creation. KULPER & COMPANY has worked on search assignments for VP Research at companies as well as VP Research & Innovation at universities.

A bonus of these activities is the opportunity for me to participate in the birth of new companies as both as a search professional and as an "angel" investor. As the economy returns to health and unemployment continues to abate there will be more and more demand for our services in this very interesting niche area. The companies we support range from early stage Advanced Battery to Bio Tech to Global Specialty Chem and Pharmaceutical ----the universities can include large internationally famous centers to scrappy independents with a vision. R&D is driven by great people with determination and persistance to turn their quest for new knowledge into something that is ultimately practical and useful. If your company or university is considering a VP or Dean level search for the right leader of your research we might be the right search firm for you; we love these assignments!

Much success, Keith

R&D: The Nexus of university and business

Good morning:
At our most recent KULPER Advisory Board Meeting at NJIT on Decemember 7th, hosted by SVP for Research & Development, Don Sebastian, the board members were treated to a display of several of the top companies in the NJIT incubator, brief remarks from the Exec Director of the NJ R&D Council, Kim Wozniak, Esq., a presentation by Switch2Health CEO, Seth Tropper and summary comments from me. The theme of the meeting was to bring together leaders from a wide variety of areas to engage in a discussion about the practical ways the universities and businesses can work together to promote effective solutions to some of the most vexing challenges we face in the areas of education, healthcare, energy, communications, finance and other fields that rely on the continuous application of innovation to thrive and prosper. My message to them is that KULPER & COMPANY will do all we can to bring together leaders from business, academia and government to encourage the development of creative responses to these important challenges.

KULPER & COMPANY is the search firm "where higher education meets corporate innovation" and the winners are our clients and candidates---and the members of our firm, too, since we are active players in matching leaders with great opportunities.

Do you want to learn more about how we help our clients attract right leaders who know how to bring forward true innovation? It is no secret that success comes from in-depth understanding of client need and then a proven ability to engage potential candidates who are interested in tackling the leadership challenges that our clients possess. Experience, hard work, commitment and a passion for seeing the right hiring outcomes are what drive KULPER & COMPANY's continual growth and development as a premiere search firm in the area of R&D, innovation and entrepreneurship for higher education and business.

To think that KULPER & COMPANY is helping to drive better solutions to the most important societal challenges by bringing innovators together to promote R&D, Innovation and Entrepreneurship is very rewarding. We know how to manage a search from start to finish and we have great contacts in the right channels. Our goal is to take on increasingly important and interesting search assignments in business and academia. We think that NJ is a great operating base for our firm, too, not only because of NJ's very significant legacy as an innovator's hot bed but also for the bright future we have in front of us because of the many historic and contemporary practitioners who call NJ, "home". The leaders of R&D are here and more are coming every day. When you combine that with our close proximity to America's most important city---New York City---it is truly an amazing place to do business and live. Our clients are located in many areas of the United States and in key centers around the world. Do you have a key hiring need that requires a top leader with a proven track record for effectively driving innovation, product development and increased revenue, enrollment, funding support or entirely new approaches to your most important challenges? Look no further....we will help engineer a long lasting hiring solution that will pay you long lasting results.

If you are interested in R&D and its many benefits for your University or company, we want to get to know you---so, please simply respond to this blog or call me at 973 285 3850. We will set up a time to talk and see how we can engage you in our efforts to promote education, innovation, entrepreneurship and perhaps help you and your organization to benefit from our focus. In the meantime please stay well----looking forward to hearing from you.

Warm regards,
Keith