Avanti Group works with both active and passive job seekers from senior staff to executive levels. Our typical candidate has a high-caliber background in one or more of the following areas: corporate accounting, financial reporting, public accounting, internal controls, financial analysis, mergers and acquisitions, treasury, private equity, investment banking, and corporate strategy. Our strength is our ability to provide you with the connections, resources, and interviewing skills to accelerate your career forward.
Why Choose Avanti Group?
• Over thirteen years of executive recruiting experience resulting in a highly effective, proactive, process designed to help you land your ideal opportunity. • Strong connections in all the major industries in the DC metro area with an emphasis on Information Technology, Real Estate, Financial Services and Non-Profit. • A consultative, non-pushy, approach to our candidates. • Comprehensive understanding of all aspects of our clients’ opportunity. We won't waste your time interviewing for poor fits. • A wealth of valuable expertise on the job search process including resume writing, interviewing techniques, career guidance, and compensation negotiation. • Contract, Contract to Perm or Direct Hire solutions providing you with a one stop shop for your employment preferences.
Jay Gennaro, Founder and Principal, brings over thirteen years of recruiting and leadership experience to his role as Principal of Avanti Group. Jay oversees all business development and recruiting efforts for the firm. Prior to founding Avanti Group, he held Director Positions with a successful regional search firm and a publicly traded national recruiting company. Jay earned increasing levels of responsibility throughout his career and has developed an extensive professional network. He has successfully completed direct-hire and contract search assignments for the accounting, finance and information technology departments of many of the premier employers in the market. His clients range from small high-growth companies to multi-billion dollar organizations.
Jay believes the key to his success is his ability to build effective relationships. “My role as a recruiting partner is not only to make placements but to be a trusted confidant and adviser. Every one of our clients and candidates are unique and we strive to truly partner with them. I pride myself on the fact that I am contacted regularly by candidates and clients that I met over a decade ago.”
Jay is a graduate of the University of Massachusetts with a Degree in Economics and a Minor in Business. He and his wife live in Arlington, VA.
Contact Jay directly at: 703-566-3698 firstname.lastname@example.org
Tips on how employers can land their top option in a candidate driven market: Slowly but surely, the Washington DC Metro area employment market is improving and providing more options for top performing candidates. If you were fortunate enough to hire during the most recent recession, you probably had the pick of the litter. You could simply post a job advertisement on the internet and receive dozens of highly qualified applications. Turn the page to 2013 and you may be singing a different tune. Premier candidates are frequently receiving multiple offers, resulting in vacancies remaining open for weeks, if not months. While there are no infallible solutions to this problem, there are several key approaches you can take to improve your odds of landing your top candidate.
1) Set realistic expectations.
There’s never an easy way to lower your expectations. No one wants to compromise to the point of hiring an unqualified employee. However, it is important to understand the caliber of candidate your organization is capable of attracting. You should be asking yourself what your reputation is in the market place; what career development and upward mobility you offer; how your compensation package compares to other companies, etc. The responses to these questions should guide your hiring decisions. Think of it this way, you wouldn’t go to a Mercedes dealership and get frustrated because you can’t get that shiny new luxury car for the price of a Honda Civic. The better you manage your expectations, the less likely your role will remain open for too long.
2) Expedite your hiring process.
Our clients that have the most organized and fluid hiring processes have a significant advantage over their competition for top talent. They are able to limit the interview process to one or two rounds, get the hiring team on the same page to coordinate feedback quickly, and make timely decisions on whom to offer the job. Companies that have protracted hiring processes frequently turn off candidates by their slow decision making or lose them to other organizations that move faster. Of course, an expedited hiring process is easier said than done when you are coordinating many busy schedules or there is a lack of viable candidates. However, you’ll drastically reduce the chance of losing your top candidate to your competition if you can make hiring decisions before they do.
3) Learn to sell your opportunity.
While first interviews are certainly an opportunity for you to evaluate candidates, it is essential to also use that time to sell the merits of your opportunity. You only have one chance to leave a first impression. One simple way to do this effectively is to go into the interview with the overarching goal of convincing the candidate why your company is an ideal place for them to work. Gather your necessary data during the interview but do your actual evaluation when it is over. Ideally, you want the candidate to leave the interview excited to join your team, not turned off by your poor non-verbal communication or lack of enthusiasm. Our clients that are the most successful at landing top talent do an excellent job of balancing their process between evaluating and selling.