If you're in Programmatic and are looking to step up from AD into a Director level role at a dynamic & growing digital agency, we want to hear from you! https://lnkd.in/ewTTt29r
About us
NYLON Search is an Executive Search and Recruitment Firm based in New York. We are specialists in Permanent/Direct Hire Recruitment, Executive Search and Project Staffing for the Banking and Capital Markets, Fintech, SaaS and Digital Media, Professional Services and Commercial Service sectors. We partner with global Corporate and Investment Banks, Asset Managers and Hedge Funds, Technology and Media companies, Fin-Tech and Professional Services firms, helping them to identify, hire and retain the best talent in their market. We place talent in the following areas of expertise: Investment Management Credit & Risk Sales & Marketing Data & Technology Management Executive Leadership Operations / Administration
- Website
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http://www.nylonsearch.com
External link for NYLON Search - Recruitment and Executive Search
- Industry
- Staffing and Recruiting
- Company size
- 2-10 employees
- Headquarters
- New York, NY
- Type
- Privately Held
- Specialties
- Financial Services, Professional Services, Commercial Services, Recruitment, Staffing, Executive Search, Sales and Marketing, Business Operations and Administration, Banking, Capital Markets, Investment Management, and Credit, Risk & Compliance
Locations
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Primary
Get directions
New York, NY 10036, US
Updates
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Some great insights from David Pomeroy on how to recruit sustainably in a high growth scale-up environment https://lnkd.in/e3AmaZ4b
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Why Boomerang Employees Could Be Your Next Best Hire https://lnkd.in/e-PQif4H
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Red Flags in Job Descriptions That Turn Top Talent Away—And How to Fix Them In today’s competitive hiring landscape, job descriptions are your first - and often only - chance to make a strong impression on top-tier candidates. Yet, many organizations inadvertently deter high-caliber talent with poorly crafted postings. Here are 5 red flags that can repel top candidates, along with strategies to address them: 1. Vague or Unrealistic Requirements Job descriptions lacking clarity or listing excessive, unrealistic qualifications can signal disorganization or a lack of direction. For instance, demanding five years of experience for an entry-level role may discourage qualified applicants. Solution: Clearly define essential responsibilities and qualifications. Focus on must-have skills and experiences, and consider adopting more of a skills-based hiring approach to widen your talent pool. 2. Overuse of Buzzwords and Jargon Phrases like “rockstar,” “ninja,” or “guru” can be off-putting and may obscure the actual requirements of the role. Solution: Use clear, professional language that accurately describes the role and expectations. This ensures that candidates understand the position and can assess their fit effectively. 3. Lack of Emphasis on Diversity and Inclusion Failing to highlight your organization's commitment to diversity and inclusion can alienate potential applicants who value these principles. Solution: Incorporate statements that reflect your company's dedication to creating an inclusive workplace. Highlight initiatives or programs that support diversity to demonstrate genuine commitment. 4. Neglecting the Candidate Experience A long drawn-out application process, or lack of communication through the process, can lead to candidate frustration and drop-off. Solution: Streamline the application process to 2 or 3 (max) interviews, and maintain clear, timely communication with candidates. Utilizing AI tools can enhance efficiency and improve the overall candidate experience. 5. Omitting Growth Opportunities Top talent seeks roles that offer professional development and career progression. Job descriptions that don't mention growth prospects may be less appealing. Solution: Highlight opportunities for advancement, training programs, and career development paths within your organization to attract ambitious candidates. By addressing these common pitfalls, you can craft job descriptions that resonate with top candidates and reflect your organization's values and opportunities. For more insights on optimizing your recruitment strategies, feel free to connect with us: NYLON Search - Recruitment and Executive Search www.nylonsearch.com
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BOSSES ARE DONE BEING NICE... ! https://lnkd.in/ea8QjB5u
Professional Recruitment. Connecting start-up to Fortune 500 companies with the talent they need to drive business success.
Bosses are done being nice.... Today, with a giant question mark hanging over the economy, executives are pulling no punches in saying employees need to work harder, complain less and be glad they still have jobs. The tone shift coincides with a changing power dynamic, per The Wall Street Journal, as companies purge managers at an accelerated rate. The shift in tone marks a shift in power now that companies are shrinking their white-collar staff. With jobs harder to find, many workers are seeing perks disappear and their grievances ignored. But one Stanford professor says it’s temporary, noting, “When the market turns around … employees will take advantage of it.” Are you implementing or finding a shift in tone at your company? This Wall Street Journal article definitely caught our eye! https://lnkd.in/eWjfdq3Z
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What the latest Job Market Data tells us - and what Hiring Managers should do about it... Job openings are down. Applications are up. But here’s the paradox: great candidates are still hard to find - and even harder to hire. Recent labor market reports show a cooling trend in some sectors, but top-tier talent remains choosy, cautious, and quietly passive. They're not browsing job boards - they’re waiting for the right opportunity to come to them. So what does this mean for hiring managers? It’s not the time to slow down hiring processes. It’s time to streamline them. It's not about posting more jobs - it's about targeted outreach and relationship-driven recruitment. Compensation is important but candidates are also looking for company culture, growth opportunity, and continued professional development. At NYLON Search, we’re seeing the most success with companies who understand that the hiring market is highly competitive, and are fast, strategic, and intentional. If you're still using a 4-week interview process with 3 rounds of approvals, you’re not hiring competitively - and you’ll lose the best candidates. Let’s talk if you're ready to adjust your playbook. NYLON Search - Recruitment and Executive Search David Pomeroy hashtag #recruitment hashtag #hiringtrends hashtag #talentstrategy hashtag #jobmarket2025 hashtag #recruiters hashtag #hiringadvice
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Professional Recruitment. Connecting start-up to Fortune 500 companies with the talent they need to drive business success.
At NYLON Search we are continuously monitoring hiring market trends. This article from Forbes accurately highlights 4 major workplace trends happening in 2025. Full article below. 1. Employee satisfaction and well being is low, with the tougher job market driving a feeling of stagnation. This presents a significant challenge for leadership in motivating teams though a period of change and uncertainty. 2. The adoption of AI is becoming increasingly crucial for business and employee success. 3. 83% of chief executives globally predict that companies will require a full return to office within the next 3 years [CEO outlook survey by KPMG]. 4. Skills-based hiring will increasingly dominate recruitment practices in 2025. https://lnkd.in/efscgYBe