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Amber Stewart has been a leader in the staffing industry for over 15 years. She has…
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Amber Stewart, M.S. posted thisIf you're discretely looking to make a career change, feel free to email me directly: Amber.Stewart@iPursueLLC.com. As a seasoned headhunter, I never share your credentials or any identifiable details with a client until you & I discuss the opportunity and decide together if it makes sense to do so. Tell your friends!
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Amber Stewart, M.S. posted thisRecruiting sales leaders in the Portland market - 3+ years of proven B2B sales experience required. Email Amber.Stewart@iPursueLLC.com to discuss!
Amber Stewart, M.S. commented on a post
2y
Team involvement, as much as possible, is really key to implementing change & new ideas. Oftentimes the team members most affected by change are the ones that are left out of brainstorming & idea generation, yet they're the most valuable in terms of knowing what works, what doesn't, and what could be impactful. If team members feel that ideas trickle down to them without much thought into their day-to-day and their valuable expertise gained through experience, soliciting buy-in is going to be tough.
Amber Stewart, M.S. commented on a post
2y
I agree with Filipe on this, being flexible in and of itself is a negotiation strategy. Maybe you want a 20% raise, but the organization isn't in a position to meet that exact number. During any phase of salary negotiations (offer & counter-offer, salary reviews, promotions, etc), there's more than just the dollar amount on the table: bonus & commission structures/tiers/percentages, vacation time, work flexibility, more comfortable seating, vacation days, professional development & pathing (i.e. you'd like to go to a certain conference, take a certain training). You can also negotiate sitting down to review progress & reviewing salary again in 6 months rather than the more common annual review window.
Amber Stewart, M.S. commented on a post
2y
I do believe that preparation is a huge tool in curbing anxiety. Take some time before an interview to compare your strengths & expertise with what you know about the role. Look at where you bring value, explore areas for development. The perfect match doesn't exist, so it's good to be aware of where you match up and be realistic about areas of growth for yourself so that you can discuss these things objectively and collaboratively. Get to know the company & look into the team as a whole and leaders individually. Dig into things like: tenure, do people seem to grow in certain directions, what's the general vibe, how have they made a difference/grown/etc, how long have they been searching. Remember: you are interviewing them too.
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Amber Stewart, M.S. liked thisAmber Stewart, M.S. liked thisThank you Tara Hesson, MBA, MS, ACC for coming to talk with our manager group about making coaching a habit! It was an impactful session that gave quick wins and easy action items to implement in everyday conversations. #SavilleCPA #learning
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Amber Stewart, M.S. liked thisI just had to decline an outstanding candidate. Outstanding. My stomach is still in knots. It was a mid management level position in the $150s. We had multiple interview rounds and in both the last two rounds it was between two candidates and the hiring team simply could not make a choice, they were both stellar. It really almost came to tossing a quarter. The debate kept up for several days amongst 3 member of the hiring team. As the corporate recruiter, I was the one holding the candidate's hands, being encouraging but not too encouraging. I had developed a very strong bond with both candidates. At one point, I could sense the tide turning toward one candidate and in fact that candidate received the offer. We have an extensive background check process. If this candidate failed, for whatever reason, we would absolutely hire the other candidate. Waiting for the background to clear would take about two weeks and I could not in good conscience drag the process out another two weeks for the sake of the other candidate. Making the phone call to the candidate we were not hiring was one of the moments every recruiter can relate to. It was horrendous. I procrastinated making that call for as long as I professionally could. His disappointment was tangible but he took it like a champ. I think the worst part was that I was not able to provide a solid reason. The hiring team couldn't provide me with a solid reason. It was just "something." After I declined the candidate, I emailed the team and let them know. They were all very empathetic with me having to make that call. That helped. I've been doing this 20+ years and this is one of the worst declinations I've had to make. I will survive. He will survive. Part of the reason I wrote this post is that I know, especially from reading my LinkedIn feed and reddit, most candidates want a reason, need a reason for being declined. The fact is, sometimes it's simply the universe. If you find yourself as a candidate who went through a lengthy interview process and in the end did not receive the offer, don't beat yourself up. Don't double guess yourself. You did your best and that is what made you a finalist. Let this give you confidence as you move into your next interview process.
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Amber Stewart, M.S. reacted on thisAmber Stewart, M.S. reacted on thisMerry Christmas and Happy Holidays from my family to yours!
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Amber Stewart, M.S. liked thisAmber Stewart, M.S. liked thisI had a fun night with the accounting students at SMU Cox School of Business. It was great meeting everyone and hanging out with the fun Saville crew! Josh Hawkins Brandon Horne, CPA #SavilleCPA #accountinginternships
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Amber Stewart, M.S. liked thisAmber Stewart, M.S. liked thisDay 3- Last Day, Best Day! (Okay they were all great days!) Today we created a learning experience based on what we learned from the brilliant Sardek Love. I’m a task (activity) based facilitator so here’s a quick run down of what I used, hopefully it will help someone. The context: About Different Ways Our Participants Are Listening in Sessions 1- I started with a sound and asked the participants what they heard. Everyone said something different! We talked about why that might be the case. (Grab their attention and ask a question.) 2- Give them the content- What are the different ways. For my content, it was based on the listening lens and blind spots. Break it using both words and pictures for different learning styles. 3- Make the content relevant. I asked the question “What activity or tool can you implement in a session that addresses one of these listeners?” Sticky note activity- Put your response on a sticky note. Take your sticky and post anywhere around the room. Have the participants walk around with dots (only give them 2-4 dots depending on group size) and have them vote for the stickies they like best. Then grab the top 2-3 and facilitate a discussion at the table level and then whole group. 4- Commit to action. Participants shared in partners the one thing they will implement in their next training that focuses on being cognizant of listeners. Thanks Association for Talent Development (ATD) for this session and I’m super grateful Sardek was our facilitator! #savillecpa #atd #questioning
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Amber Stewart, M.S. liked thisAmber Stewart, M.S. liked thisA recent survey shows a slowdown in declining job requisitions in the second half of 2023. But when hiring kicks into high gear, companies risk losing their top talent. By analyzing these metrics, your business can identify emerging hiring and recruiting trends while retaining your top talent.
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Amber Stewart, M.S. reacted on thisAmber Stewart, M.S. reacted on thisLast night Brandon Horne, CPA and I attended the SMU Cox School of Business Career Connnection night representing Saville CPAs & Advisors. We had a chance to connect again with students who are excited to join our team as well as new faces excited about potential opportunities. Pro tip for students: Ask questions at these events. Allow us to get to know you too beyond your 20 second pitch.
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