My intent with these weekly writings is to share with you real experiences that other candidates and hiring managers are dealing with on a regular basis. Today’s discussion relates to a conversation that I recently had with a candidate who will most likely be making a move by the end of the year. Hopefully this topic is intriguing enough for you to continue reading since this should shed light on the issue of when the right time to make a move is. The conclusion to that issue is simply, “When it is right.” This may sound trite, but there is much more to this than just an answer to a simple question.
An Example To Set The Stage On The Right Time To Make A Move
Let me digress and share with you an experience that I am currently undertaking. I am working with a senior individual who has been trying to decide two things. First, if making a move is right. Secondly and more importantly, if it is right when to “pull the trigger” (i.e. the right time to make a move). This particular candidate and I have been setting potential target timelines; however, as the year has gone by, the timeline keeps slipping further towards the end of 2020. It is important to know that the candidate’s timing is purely their own. They should not be influenced by a recruiter nor should they be influenced by a hiring manager. If either one of these people are influencing you as a candidate, then either you are not working with the right recruiter or are potentially considering the wrong firm.
Whose Interest Is Being Considered?
Let’s continue with the story of this candidate and the right time to make a move. I received a phone call from him recently almost apologetically saying that he has to push out his start date again for various reasons. Here was a candidate calling me to apologize for hitting his own time frames. I was somewhat taken back as to why he was so concerned about my interest rather than his own. Trust me, I was pleased that he was considering my interest as well as his own. I started thinking of other recruiters and how they may have responded. Responses leading with sentiments like, “You need to move faster to close this deal, so I can hit my numbers for the year.”
I also started thinking about the potential company he may be joining. I marveled at the response from the hiring manager that there was no rush. “We will move when your candidate is ready and only then.” What that clearly said to me is that the firm I am representing has my candidate’s best interest at heart and not their own. They are in it for the long run and want the candidate to have the right time to make a move. All of the firms I am fortunate enough to represent, either public finance firms or bond counsel firms, are in it for the long haul. So, I was not surprised by this answer. It actually validated my feelings that I am representing the right firms!
Signs Of The Right Time
Timing is an interesting issue. The right time to make a move can be the best move for your future yet making the same move to the same firm at the wrong time could be detrimental. Notice how I am not saying that a change of companies will affect the end result. The timing can clearly have a major impact on your success.
Let me briefly elaborate on signs of the right time to make a move. If the timing is correct, you will be able to move your deals and/or prospects with ease. If the timing is correct, you will leave your current firm in a great position so that they are only thinking positively about you. If the timing is correct, you will know that you closed all of your deals so that you did not leave your issuers in a bad situation. If the timing is correct, you would have left your previous company in the best possible light that you could. I cannot be any clearer: the timing of your move is crucial. You must control when that move occurs, not a recruiter nor the company. If a company is pushing you to make a move before you think the time is appropriate, you may want to think about whether the company is the right one for you. Also, if you are being pushed by your recruiter you may want to determine if he/she is the right recruiter you want to continue working with. Timing must be yours.
If you would like to discuss your options, please reach out to me for a confidential conversation at 760-477-1284 or email me at email@example.com. He can also be reached on LinkedIn.
About Harlan Friedman, JD & Founding Member, H. Friedman Search LLC. Harlan is a thirty-year veteran Public Finance Banker turned recruiter who specializes in the placement of all level Public Finance Bankers, Health Care Bankers, Municipal Financial Advisors, Compliance Officers, Issuers, and Bond Counsels.