# Chesapeake Search Partners > Experts of the Hiring Process > Generated by All in One SEO Pro v5.0.3, this is an llms-full.txt file, used by LLMs to index the site. ## Posts ### [How a Collaborative Recruiting Strategy Leads to Better Hiring Outcomes](https://chesapeakesearchpartners.com/collaborative-recruiting-strategy/) **Published:** July 20, 2026 **Author:** Christine Sauter **Excerpt:** Christine Sauter shares how a collaborative recruiting strategy improves hiring outcomes by increasing candidate visibility, fostering stronger recruiter collaboration, and helping organizations make more informed hiring decisions. **Content:** *By **[Christine Sauter](https://chesapeakesearchpartners.com/meet-the-team/staff/christine-sauter/)**, Search Consultant* When I first started recruiting, I measured success pretty simply: find the right person for the role I was working on. What was frustrating was that every so often, I’d have a conversation with someone whom I knew was a strong candidate, but they didn’t align with the opportunity I was actively recruiting for. It wasn’t a reflection of their qualifications. It was simply the reality of working within a recruiting model where my focus was tied to a specific role. If I couldn’t connect them to that position, there often wasn’t much else I could do, even though I knew that the candidate could have been a strong fit in another role or organization. Joining **[Chesapeake Search Partners](https://chesapeakesearchpartners.com/the-csp-difference/)** introduced me to a different way of recruiting. Through our Search Team Strategy (STS) approach, search consultants regularly share candidates, market insights, and opportunities instead of working independently. Rather than looking at every candidate through the lens of my own search, I suddenly had an **[entire team](https://chesapeakesearchpartners.com/meet-the-team/)** thinking about where someone could be successful. It didn’t take long for me to realize that **sometimes the biggest limitation isn’t the quality of the talent, it’s how narrowly we look at it.** ##### **Looking Beyond the Search** Earlier in my career, if someone didn’t align with the role I was recruiting for, the process often ended there. Today, I ask myself a different question: **Who else should know this person?** They may be a stronger fit for another search consultant’s client, another opportunity within my network, or a role that hasn’t even opened yet. I’ve also learned not to measure every conversation by whether it leads to an immediate placement. Staying connected often creates value in ways I couldn’t have predicted: - We may reconnect a few months later when a different opportunity opens up. - They may introduce me to another talented professional in their network. - They may become a trusted long-term relationship. To me, looking beyond the search means recognizing that a single conversation can lead to far more than a placement. ##### **How Collaborative Recruiting Improves Hiring Decisions** Working within our Search Team Strategy has shown me that no *one* recruiter has all the information. Every conversation, relationship, and insight adds another piece to the puzzle. One thing that stood out to me right away was how different our team conversations felt. In previous recruiting environments, meetings often focused on providing updates about individual searches. Today, our weekly STS meetings are centered around sharing information. We share candidates we’ve met, discuss active searches, exchange market insights, and lean on one another’s relationships and expertise. That collaboration creates a more complete picture of both the candidate and the opportunity. One consultant may recognize transferable experience, another may understand a client’s culture, and someone else may know where that person is most likely to thrive. Technical qualifications will always matter, but hiring decisions are increasingly influenced by a candidate’s **[adaptability, communication style, cultural fit, and long-term potential](https://www.shrm.org/topics-tools/research/skills-first-movement-redefining-how-organizations-hire-grow)**. Looking at candidates through multiple lenses helps us make more informed recommendations than evaluating them against a single job description. ##### **Relationships Without an Immediate Agenda** Some of the most valuable recruiting relationships begin when there isn’t an immediate opportunity. Not every candidate is ready to make a move today, and not every client is actively hiring. Without the pressure of matching someone to a specific role, I can spend more time understanding what they’re looking for, what motivates them, and the type of environment where they’ll be most successful. A collaborative recruiting model makes more room for those conversations because I can focus on building relationships, share what I learn with my team, and reconnect when the timing is right. When the right opportunity comes along, I make recommendations based on a **[deeper understanding of the person](https://chesapeakesearchpartners.com/soft-skills-in-recruiting/)**, not just what we read on their resume. ##### **Greater Visibility, Better Outcomes** When recruiters share information instead of working in silos, better hiring decisions become possible. Clients gain broader access to qualified talent, candidates gain better visibility, and opportunities that might otherwise have been overlooked have a chance to surface. That’s what makes a **[collaborative recruiting strategy](https://chesapeakesearchpartners.com/what-should-companies-look-for-in-a-search-firm/)** so rewarding. Candidates are better positioned to find opportunities where they’ll succeed. Clients are better positioned to make informed hiring decisions. And as a recruiter, I’m able to focus on what I enjoy most: building relationships, connecting great people with great organizations, and creating long-term value for everyone involved. --- ##### Let’s Start the Conversation A collaborative recruiting strategy creates better visibility, stronger relationships, and more informed hiring decisions. At **[Chesapeake Search Partners](https://chesapeakesearchpartners.com/the-csp-difference/)**, we work as a team to connect organizations with exceptional talent while helping candidates find opportunities where they can thrive. Whether you’re building your team or exploring your next career move, **[let’s start the conversation](https://chesapeakesearchpartners.com/contact/).** **Categories:** Recruiting Insights **Tags:** Candidate Visibility, Hiring, Recruiting Strategy, Team Collaboration --- ### [What Should Companies Look for in a Search Firm?](https://chesapeakesearchpartners.com/what-should-companies-look-for-in-a-search-firm/) **Published:** May 7, 2026 **Author:** Matt Levin **Content:** *By **[Matt Levin](https://chesapeakesearchpartners.com/meet-the-team/staff/matt-levin/)**, Assistant Director* As companies navigate **[growth](https://chesapeakesearchpartners.com/executive-hiring-in-growth-mode-where-executive-search-adds-strategic-value/)**, **[leadership transitions](https://chesapeakesearchpartners.com/how-outplacement-can-support-employees-through-change/)**, and increasingly competitive hiring markets, selecting the right search firm has become more important than ever. The best recruiting partners do more than source resumes. They act as an extension of your organization, helping identify, attract, and retain talent that aligns with both your business goals and company culture. At **[Chesapeake Search Partners](https://chesapeakesearchpartners.com/the-csp-difference/)**, our team takes pride in the relationships we build with both clients and candidates. We believe in doing things the right way and partnering with organizations that value long-term alignment, communication, and trust. Our goal is to connect companies with professionals who not only meet the qualifications for a role but also fit the organization’s culture and long-term vision. CSP is a professional search firm with a unique trait: we provide recruiting capabilities across various **[job functions](https://chesapeakesearchpartners.com/functional-focus-overview/)** and **[industries](https://chesapeakesearchpartners.com/industry-focus-overview/)** while partnering closely with clients to fully understand their hiring needs, organizational structure, and long-term goals. Simply put, companies should seek a consultative, relationship-driven search firm that genuinely believes in collaborative partnership. Leveraging more than a decade of experience in professional recruiting, I recommend that companies across industries prioritize the following four key areas when selecting a professional search firm. ##### **A Consultative Approach** A professional recruiter must be able to build relationships with several decision-makers within a client’s organization, from hiring managers to leadership teams to staff. This allows the recruiter to truly understand: - The business - Company culture - Organizational structure - The role itself - Expectations surrounding future hires Additionally, a strong recruiting partner should invest the time discussing: - Search challenges - Market perception - Market conditions - Candidate availability - Ongoing search progress A professional recruiter should also act as a consultant throughout every stage of the search, helping clients navigate hiring challenges and identify the best possible candidate for the position. At CSP, our team is referred to as “Search Consultants” because we believe that title better reflects how we approach the business and our client partnerships. In my opinion, the ideal situation is for a client to work **exclusively** with one search firm. Under an **[exclusive arrangement](https://chesapeakesearchpartners.com/employers/types-of-search/)**, the client partners with one firm to identify talent, creating stronger alignment and a more collaborative process. From the client’s perspective, it also simplifies communication and search management, especially when they are not fielding calls, emails, and resumes from multiple recruiting firms simultaneously. ##### **Knowledge of the Market** Each industry and market has its own characteristics, which is why it is important for a recruiter to have expertise within that space. A strong recruiting partner should understand: - Industry hiring trends - Talent availability - Regional market differences - Competitive hiring challenges - Specialized skill requirements Recently, we worked with a client to source talent for a role requiring highly specific experience. In this region, that type of experience within the industry was less prevalent than in other parts of the country. After doing our due diligence, we collaborated with the client to discuss the realities of the current market and how it was impacting the search. Together, we agreed that we needed to modify our search efforts and expand the search beyond the local region to identify stronger talent options. Sometimes, the best value a recruiter can provide is honest market insight and the ability to help clients adjust strategy based on what the market is realistically offering. ##### **Transparency** A professional recruitment partner must consistently provide feedback on what the market is offering and how the search is progressing. Strong communication throughout the process is critical, especially in competitive hiring markets where expectations and timelines can shift quickly. A recruiting partner should provide honest insight into: - Candidate availability - Market conditions - Compensation expectations - Search progress - Hiring challenges Time cannot be wasted hoping to find a candidate in a talent pool that does not realistically exist. Additionally, transparency about the company and the position is essential, including both the benefits and the challenges of the opportunity. This level of candor helps narrow down the right candidate and ultimately positions both the candidate and the company for long-term success. Candidates today are evaluating employers just as much as employers are evaluating candidates, which makes honest communication throughout the hiring process more important than ever. ##### **A Partner, Not a Vendor** Seek out a partner, not a vendor relationship. If your recruiter spends 15 minutes on a kickoff call and immediately sets out to work, that is typically not a strong sign of a true partnership. A strong recruiting partner should invest time in understanding: - Your business - Your hiring goals - Team dynamics - Organizational challenges - Long-term growth plans Having a true partner is about **[listening](https://chesapeakesearchpartners.com/how-listening-shapes-the-success-of-a-search/)**, learning what a company needs, investing time to understand the organization, and then collaboratively guiding and steering the search process. The strongest recruiting partnerships are built on: - Communication - Trust - Transparency - Long-term alignment - Shared goals At the end of the day, the best search firms act as an extension of the organization itself rather than simply serving as a resume provider. Please feel free to **[contact us](https://chesapeakesearchpartners.com/contact/)** to learn more about our approach and how we can be a resource and partner to your firm. **Categories:** Industry Insights **Tags:** Search Firm --- ### ["Hope this helps": Ensure Your Network Stays On Your Radar](https://chesapeakesearchpartners.com/hope-this-helps-ensure-your-network-stays-on-your-radar/) **Published:** February 9, 2020 **Author:** Jason Nemoy **Content:** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For anyone in transition, letting someone know you’re in the hunt for a new opportunity should NOT be a “one-and-done”. Very important to keep your network updated regarding the traction around your search. Maybe it’s an email update every 3-4 weeks. And when you do “land”, let everyone know. Keep the updates positive and succinct, and ensure your network stays on your radar. Be creative! **Categories:** Hope this Helps --- ### [A Simple Recipe to Building Trust](https://chesapeakesearchpartners.com/a-simple-recipe-to-building-trust/) **Published:** January 28, 2022 **Author:** Jason Nemoy **Content:** *By **[Jason Nemoy](https://chesapeakesearchpartners.com/jason-nemoy/)*** In 2012… I. Flat. Out. **LIED**. (Yes, “lied” in caps, and bold.) It was a moment, a **“**life lesson**”**, I will certainly never forget. I told my (twin) brother I took care of something very important to him, for which I didn’t. The knot in my stomach, the heartburn, and the headache ruined me for 2 two days. A phone call cleared all of this up in seconds, but it took several years to restore a strong foundation of trust with my brother. Building trust requires time, patience, effort, and commitment. It’s a continuous workout. For me, it’s a *daily* workout, often reflecting and collaborating with my work peers, family and friends. Bottom-line, building trust is an ongoing journey, and we all know how quickly we can lose trust and get off track. Let’s keep it simple. I look at three essential ingredients to building trust, personally and professionally. 1\. **Sincerity** – Any hint of insincerity or being disingenuous can kill trust…fast! Coming across as “salesy”**,** showing a lack of empathy, or not paying full attention to your audience could and can be quite detrimental (the “kiss of death”). Consider ending a conversation with “What can I do for you? How can I assist and support you?” (And then make sure you do it.) 2\. **Competency** – Know your stuff, and if you don’t have the answer to something, ask for help. It’s ok to not have all the answers to your issue or problem. Just commit to being solution-oriented and finding the answers. People are confident in you, and leaning on you as a subject matter expert. Consider communicating “I don’t have the answer but will find out and circle back with you asap.” 3\. **Reliability** – Be present and show up both mentally and physically. Be prepared for whatever it is you’re walking into. Do your homework. If individuals are counting on you, then a “do-what-it-takes attitude**”** will serve you well. Consider offering the opportunity to be contacted at any time… after-hours, weekends, etc. Most people may not take you up on the offer, but those that do will confirm your willingness to be there for them. I learned a good lesson 10 years ago that has really stuck. Yes, be truthful. And… find ways to show how you can be trusted. Keep the process of building trust simple by focusing on simple ingredients (maybe even the 3 listed), and work on building trust every day. **Categories:** Hope this Helps --- ### [A Ship is Safe in the Harbor, But That's Not What It Was Built For](https://chesapeakesearchpartners.com/ship-harbor-safe-quote/) **Published:** September 23, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner > *A ship is safe in the harbor, but that’s not what it was built for* Two names are most commonly associated with this quote. John A. Shedd first published it in his 1928 collection, *Salt from My Attic*. Rear Admiral Grace Hopper later adopted and helped popularize it. Given Hopper’s distinguished career in the United States Navy and her willingness to challenge convention, the words feel especially appropriate coming from her. To me, this quote is a powerful reminder that growth requires stepping outside our comfort zones. A harbor is comfortable. It is familiar. It protects a ship from rough water, unpredictable weather, and the many things that can go wrong at sea. There is nothing inherently wrong with spending time there. Every ship needs a place to rest, refuel, undergo repairs, and prepare for its next voyage. The problem begins when the harbor stops being a place of preparation and becomes a permanent destination. We all have our own version of a harbor. It might be a job we have outgrown, a routine that no longer challenges us, or a responsibility we avoid because we are not sure we are ready for it. Sometimes it is simply the comfort of doing what we already know we can do well. That kind of safety can be difficult to leave. It is easy to associate this conversation with younger generations. Right now, Gen Z seems to receive most of the criticism. Every generation before them has an opinion about how they work, communicate, respond to pressure, or define success. But I do not believe comfort zones belong to any one generation. We can all become too comfortable. It does not matter whether you are beginning your career, leading a company, raising a family, or preparing for retirement. You will always have another opportunity to stretch yourself, learn something new, and discover something you didn’t know you were capable of doing. Age and experience do not make us immune to complacency. In fact, experience can sometimes make leaving the harbor even harder. Once we have earned a certain level of success, we naturally want to protect it. We become more aware of what we might lose and more reluctant to expose what we still do not know. That is where vulnerability comes in. Vulnerability is one of the hardest traits to accept because it requires us to admit that we may not have all the answers. It means asking a question we think we should already know the answer to. It means accepting a new responsibility before we feel completely prepared. It means sharing an idea that others may challenge or attempting something we may not do particularly well the first time. None of that feels safe. Yet when we refuse to be vulnerable, we also limit our ability to develop. We cannot learn if we are unwilling to acknowledge what we do not know. We cannot improve if we only choose situations in which we are already confident. We cannot grow if our primary goal is to avoid the possibility of failure. Vulnerability does not mean sailing directly into a storm without preparation. Leaving the harbor is not the same as being reckless. That may be the most important part of this quote. Preparation matters, but preparation cannot become another excuse to remain safely anchored. At some point, we have to trust what we have learned, accept that the conditions will never be perfect, and begin the voyage. Ships are built to move. So are we. --- **Did this quote resonate with you?** I share a reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the July 2026 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-august-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### [Preparing for Year-End Hiring: Why Q4 Is a Critical Time to Start](https://chesapeakesearchpartners.com/preparing-for-year-end-hiring-why-q4-is-a-critical-time-to-start/) **Published:** September 11, 2025 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner September always has a way of sneaking up on us. Summer slows things down, but once Labor Day passes, the pace shifts fast, and so does hiring. Leadership teams are finalizing budgets, boards are mapping out 2026 priorities, and candidates who pressed pause over the summer are back in the market. As one talent leader at a rapidly growing professional services firm put it: *“Summer can be a bit of a slower time for hiring, and then we move into budget season and hiring picks up significantly as we head towards Q4 and the end of the year.”* That makes this one of the most important windows of the year if you’re considering a key hire. The organizations that move now, before the year-end hiring rush, give themselves the best chance to hire top talent, align the right people with strategy, and start the new year ahead of schedule. ### **Why September is Crucial for Year-End Hiring** A few realities worth keeping in mind: - **Candidate availability is at its peak.** Many professionals intentionally wait until after summer vacations to re-engage with the market. September tends to bring stronger candidate activity, which means more options for employers who act early. - **Hiring timelines are longer than expected.** Professional searches almost always stretch beyond what companies plan for. Multiple interviews, leadership approvals, and relocation considerations all add time to the process. Starting in September helps ensure that you can make informed decisions before the end of the year. - **The fourth quarter is competitive.** As companies shift from planning to action, hiring volume spikes. Waiting until late fall means competing with more organizations for the same pool of candidates. ### **The Risk of Waiting** Delaying your year-end hiring process can create a ripple effect: - **Missed alignment with 2026 priorities.** By the time you’re in December, top candidates may already be committing to new opportunities, leaving you with fewer options. - **Slower onboarding and impact.** A hire made in January or February may not be fully up to speed until mid-year, costing you valuable momentum. - **Tighter candidate availability.** Candidates often prefer to transition at natural breaks in the year. If you miss this fall window, your pool may shrink. ### **How to Position Your Search for Success** - **Clarify your 2026 hiring needs now.** Ensure your role profile aligns directly with business strategy, not just job responsibilities. - **Engage candidates early.** The best candidates often aren’t actively looking. They need time to evaluate and connect with your vision. - **Partner with a search firm that knows your market.** A thoughtful process that blends reach with relationships will surface the right leaders faster. September and October offer the strongest window to identify, engage, and secure top talent before the year-end hiring rush. Starting now means entering 2026 with the right people already in place, ready to drive results from day one. From all of us at CSP, we’re here to help you navigate this critical season thoughtfully and with confidence. If you’re weighing a new search, now’s the time to **[start the conversation](https://chesapeakesearchpartners.com/contact/)**. —Johnny **Categories:** Industry Insights **Tags:** Hiring --- ### [Reentry Tuesday: The Tuesday After Labor Day](https://chesapeakesearchpartners.com/re-entry-tuesday/) **Published:** August 19, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner Reentry Tuesday: The Tuesday After Labor Day > *The unofficial professional holiday when we return from summer, rested, reunited, and ready.* This is less of a quote and more about capturing a moment in time. Internally and externally at work, I have always preached that the Tuesday after Labor Day is one of my favorite workdays of the year. We all have our favorite official holidays: Thanksgiving, Christmas, New Year’s, maybe Halloween for some. Then there are the unofficial holidays: May the Fourth, Black Friday, or Talk Like a Pirate Day. For me, **Reentry Tuesday** belongs on that list. Collectively, we say goodbye to summer. The vacations wind down, the kids are back in school, and the familiar rhythms of work and life return. People come back rested, reunited, and ready. There is renewed energy in the office, a sense of urgency in the air, and an unspoken understanding that it is time to fully reengage. **Reentry Tuesday** is not simply the end of summer. It is the beginning of the final stretch. From that point until the holidays, we have a meaningful window to focus, build momentum, and finish the year the way we intended. The calendar feels full again. Conversations resume. Decisions get made. Ideas that may have lingered during the summer begin moving forward. There is something refreshing about returning to a routine. Summer gives us permission to slow down, step away, and spend time with the people who matter most. But eventually, it is time to come back to our teams, our goals, and the work still waiting to be done. That is what Reentry Tuesday represents to me: not the disappointment of summer ending, but the excitement of everyone returning. Rested. Reunited. Ready. --- **Did this quote resonate with you?** I share a reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the July 2026 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-august-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### [The Question That Altered My Mid-Year Reflection](https://chesapeakesearchpartners.com/mid-year-reflection-ks-perspective/) **Published:** August 13, 2026 **Author:** Kate Strzelczyk **Content:** *Originally published in **[Kate Strzelczyk’s](https://chesapeakesearchpartners.com/meet-the-team/staff/kate-strzelczyk/ "Donna Garon | Chesapeake HR Solutions")** LinkedIn Newsletter, [**The KS Perspective**](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)* The middle of the year has become one of my favorite times to reflect. January is full of ambition and energy: setting goals, building plans, and thinking about everything we hope to accomplish in the months ahead. By July, however, life has happened, priorities have shifted, unexpected opportunities have emerged, and some intentions we started the year with have naturally taken a back seat. As I reflected on the first six months of the year, I wasn’t asking whether I was on track to accomplish every goal I’d written down in January. I was asking a different question: *What have I stopped being intentional about?* That question led me somewhere I wasn’t expecting. ##### A Habit I Didn’t Realize I’d Missed The answer was handwritten thank-you notes. At the beginning of the year, I made a conscious commitment to start writing them again. It was one of those personal goals that didn’t have a deadline or a measurable outcome, but it mattered to me because I’ve always believed handwritten notes communicate something that an email or text simply can’t. They remind us that meaningful relationships are often built through small, intentional acts. Come June, I realized I hadn’t followed through on that commitment and that writing thank-you notes had simply become less important as other priorities took precedence. Looking back, I wasn’t surprised. The commitments we make to ourselves are often the easiest to overlook because no one else is holding us accountable. That experience reinforced the idea that a mid-year reset isn’t just about evaluating the goals we’ve accomplished, it’s about revisiting the goals we made and holding ourselves accountable to those commitments. ##### More Than a Mid-Year Check-In Six months is enough time to intentionally decide what commitments deserve our renewed attention for the remainder of the year. When making that decision, I’ve noticed it’s often the unmeasured habits or commitments that have the greatest influence over time. They’re the habits that shape how we build relationships, the small commitments we make to ourselves, and the values we hope will influence how we show up each day. Because they aren’t measured on a scorecard or tied to a deadline, they rarely demand our attention. The more I thought about it, the more I realized that the more meaningful things we accomplish in our careers are the result of these quiet, consistent habits rather than the larger goals that show up on a performance review. For me, it’s taking the time to write handwritten thank-you notes. For someone else, it may be reconnecting with a mentor, making more time for family, or recommitting to a professional goal that was set aside. The specific goal matters less than taking the time to intentionally decide what’s worth carrying forward. ##### The KS Perspective From my perspective, what made my mid-year reset valuable is having the opportunity to pause, reflect, and **[*reset*](https://chesapeakesearchpartners.com/adjusting-the-game-plan-why-careers-need-a-halftime-reset/)** my priorities to determine whether what I identified in January is still aligned with my professional goals. The second half of the year doesn’t always require a brand-new direction, sometimes, it simply requires us to hold ourselves accountable to what we wanted to prioritize in the first place. And handwritten notes may not determine whether I have had a successful year, but they do influence the kind of relationships I want to build and the person I strive to be. --- For continued insights on executive hiring, leadership alignment, and organizational structure, **[subscribe to *The KS Perspective*](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)** on LinkedIn. **Categories:** As Seen on LinkedIn **Tags:** Growth, Hiring, Job Search Tips --- ### [CSP Ranked Among the Top 3 Largest Professional Search Firms in Greater Baltimore](https://www.bizjournals.com/baltimore/subscriber-only/2026/08/07/here-are-the-largest-professional-search-firms-in-greater.html) **Published:** August 7, 2026 **Author:** Cassidy Eichelberger **Content:** Ranked by Baltimore-area placements in 2025. **Categories:** Press --- ### [MCEC Executive Director Announces Retirement, Chesapeake Search Partners Leads Search for Successor](https://www.mdcleanenergy.org/news/ed-retirement/) **Published:** August 7, 2026 **Author:** Cassidy Eichelberger **Content:** Chesapeake Search Partners is leading the search for MCEC’s next Executive Director following the retirement of its longtime organizational leader. **Categories:** Press --- ### [“You have to saddle your own horse, and ride.”](https://chesapeakesearchpartners.com/saddle-your-horse-and-ride/) **Published:** July 22, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner I will try not to get too sentimental about this quote or, more importantly, the person behind it. **[Ned Walton](https://www.linkedin.com/in/nedwalton/)** has been one of the most influential people in my life. Period. So, when I invited him to be the guest speaker at our 2026 Kickoff Meeting in January, he did not disappoint. I had never heard this quote from him before, but it immediately made the board, and it is one I have reflected on often throughout the year. **“You have to saddle your own horse, and ride.”** There are really two lessons in this quote. The first is **responsibility**. Before you can go anywhere, you have to saddle your own horse. You have to prepare yourself for what lies ahead. You have to learn the skills, do the work, make the decisions, and accept the consequences. Other people may offer advice, encouragement, or opportunity but, at some point, you have to own it. It is easy to wait for someone else to saddle the horse for us. We wait for a boss to recognize our potential, a mentor to show us the way, a partner to give us confidence, or circumstances to become more favorable. We tell ourselves we are ready, but then wait for someone else to get us moving. This quote rejects that way of thinking. The second lesson may be even more important: **you still have to ride**. Preparation can become its own hiding place. We can spend years planning, researching, talking, and waiting until we feel completely ready. Saddling the horse feels productive, but it is not the journey. Eventually, you have to put your foot in the stirrup, pull yourself up, and move forward. Nothing is guaranteed. Nothing is certain. And no one else can take the ride for you. When you think about everything life throws at us…personally, professionally, emotionally, and mentally, the message is simple: take responsibility for where you are, prepare yourself for where you want to go, and then go. Own it and ride. Cheers, Nedley! --- **Did this quote resonate with you?** I share a reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the July 2026 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-july-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### [What Five Years in Recruiting Taught Me About Relationships, Collaboration, and Career Growth](https://chesapeakesearchpartners.com/professional-relationships-career-growth/) **Published:** June 23, 2026 **Author:** Rachel (Talbot) Dover **Content:** *By **[Rachel (Talbot) Dover](https://chesapeakesearchpartners.com/meet-the-team/staff/rachel-talbot-dover/)**, Search Consultant* ##### **Five Years in Recruiting** This month marks five years since I joined Chesapeake Search Partners. Looking back, there were many things I expected to learn about recruiting, hiring, and the **[search process](https://chesapeakesearchpartners.com/employers/search-approach/)** itself, but I didn’t expect how much I would learn about people and the importance of relationships. One of the biggest lessons I’ve learned is that no two searches, situations, or career journeys are exactly the same. Every person brings a different story, different priorities, and different challenges to the table. As I’ve grown in my role, I’ve come to appreciate how important it is to approach those conversations with empathy, knowing that much more is happening behind the scenes than we realize. As I reflected on my first five years at CSP, I realized the moments that stand out aren’t tied to a specific placement or successful search. What I remember most are the relationships I’ve built and the people who have influenced my perspective along the way. Those experiences have taught me valuable lessons about collaboration, professional growth, and the impact we can have on one another over time. Here are a few that have stayed with me: ##### **Every Person Brings a Different Story** When I first started recruiting, I quickly realized that there is no such thing as a “typical” search. Every role, every company, and every candidate comes with its own set of circumstances. What has remained consistent is the importance of **[taking the time to understand someone’s story](https://chesapeakesearchpartners.com/soft-skills-in-recruiting/)**. I’ve learned that what appears straightforward on the surface rarely tells the full picture. Career decisions are often influenced by factors we don’t immediately see, whether that’s family considerations, personal goals, workplace challenges, or long-term aspirations. That perspective has taught me to lead with empathy and remain open-minded. It has also reminded me that some of the most meaningful conversations happen when people feel comfortable enough to be honest about what they’re looking for and what matters most to them. ##### **The Best Outcomes Are Rarely Created Alone** Another lesson that has stood out for me is the value of collaboration. At CSP, we use a **Search Team Strategy** approach, which means we are constantly sharing ideas, networks, and perspectives with one another. So many successful searches have been influenced by someone else’s perspective. Being able to sit alongside teammates, hear what everyone is working on, and brainstorm together often leads to ideas and connections that may not have been found on their own. I’ve learned that growth often happens when we have people around us who are willing to: - Share a different perspective - Make an introduction or connection - Offer support during a challenge - Help us see something we may have overlooked It’s become clear to me that this principle applies far beyond recruiting. The best solutions, opportunities, and ideas are rarely created alone. Having people around you who are willing to share their experiences, challenge your thinking, and support your goals can make all the difference. ##### **People Are More Willing to Help Than We Realize** One of my favorite parts of recruiting is reaching out to someone I’ve never spoken with before and discovering how open they are to a conversation. Even when someone isn’t interested in the opportunity I’m calling about, they are often willing to help. Many times, they’ll take a moment to think about who else might be a fit, offer a recommendation, or connect me with someone in their **[network](https://chesapeakesearchpartners.com/the-value-of-networking/)**. That willingness to help has shaped the way I approach relationships. The most meaningful professional opportunities can come from: - Staying connected - Being open to conversations - Building genuine relationships over time - Looking for ways to help others when you can The relationships I’ve built with colleagues over the past five years have led to opportunities, introductions, and connections that I never could have predicted when I first started. It’s one of the reasons I believe people are often more willing to help than we realize, and why those relationships are worth investing in. ##### **The Impact of Relationships Grows Over Time** Perhaps the most rewarding part of these five years has been seeing the long-term impact of those relationships. There is one client I’ve worked with since almost day one at CSP. I’ve had the opportunity to help grow their team across multiple levels and watch that organization evolve. Seeing those placements develop into successful, long-term contributors has been incredibly rewarding. It serves as a reminder that recruiting is about much more than filling a position. At its best, it’s about helping people and organizations grow together over time. Many of the most meaningful results show up years later through: - Stronger teams - Long-term partnerships - Career growth for the people you’ve placed - Relationships that continue to create value long after a search is complete Being able to support the same client through different stages of growth has given me a unique perspective on the long-term impact of hiring decisions. It’s incredibly rewarding to look back and see how those relationships and placements have contributed to something bigger over time. ##### **The Relationships We Build Shape Our Growth** If there’s one thing I’ve learned in the past five years, it’s the importance of relationships. The people who had the greatest impact on my career weren’t necessarily the ones I expected when I first started. They were the colleagues who shared their knowledge, the candidates who trusted me with their stories, the clients who became long-term partners, and the countless individuals who were willing to have a conversation. One of the people who had the biggest influence on me early in my career was **Kay Calivas**. She taught me many of the fundamentals that I still rely on today, but more importantly, she demonstrated the importance of building relationships and approaching every interaction with integrity. Her attitude, work ethic, and commitment to doing things the right way continue to influence how I approach my work. ##### **Key Takeaway** Professional growth rarely happens in isolation. More often, it happens through relationships, collaboration, and a willingness to approach people with kindness and openness. People may not remember every conversation you have, but they will remember how you made them feel. Leading with empathy, staying connected, and remaining open to others can create opportunities and relationships that last far longer than you ever expect. Those are the lessons I’ll carry with me into the next five years and beyond. --- ##### Let’s Start the Conversation A strong hiring process should feel clear, thoughtful, and human. At **[Chesapeake Search Partners](https://chesapeakesearchpartners.com/the-csp-difference/)**, we believe the best outcomes come from understanding the role, the organization, and the person behind each conversation. Whether you’re building your team or navigating your next career move, **[let’s start the conversation.](https://chesapeakesearchpartners.com/contact/)** **Categories:** Recruiting Insights **Tags:** Growth, Recruiter, Recruiting, Search Firm --- ### [Why Summer Is a Critical Time for Career Growth & Hiring](https://chesapeakesearchpartners.com/summer-career-growth-hiring/) **Published:** May 28, 2026 **Author:** John Geraghty **Content:** *Originally published in **[John Geraghty’s](https://chesapeakesearchpartners.com/meet-the-team/staff/john-geraghty/ "Donna Garon | Chesapeake HR Solutions")** LinkedIn Newsletter, **[The Long Game](https://www.linkedin.com/newsletters/the-long-game-7427814710080876544/)*** Many professionals assume hiring and career growth slow down during the summer months. While schedules become less predictable due to vacations and seasonal distractions, hiring activity and career advancement opportunities do not stop. In fact, summer can create a strategic advantage for professionals who stay engaged while others lose focus. Companies continue evaluating talent needs, succession planning, and year-end hiring goals, while proactive professionals use the quieter pace to strengthen skills, build relationships, and position themselves ahead of fall hiring activity. From a recruiting perspective, there is some truth to the idea that summer feels slower. Hiring managers travel. Candidates travel. Scheduling interviews can become more difficult, and hiring processes may move more slowly as a result. But the need for strong talent does not disappear. The professionals who continue investing in themselves during quieter months are often the ones who create long-term momentum in their careers. ##### **Why Career Growth During Summer Creates Long-Term Advantage** Summer can quietly become one of the most productive times of the year if you approach it intentionally. While workloads may feel lighter and calendars more flexible, professionals have the opportunity to focus on the things they might neglect during busier times of the year. This is an ideal time to: - Learn new technology or AI tools - Improve technical skills like Excel or data analysis - Earn certifications or industry credentials - Update your resume and LinkedIn profile - Reflect on what you’ve accomplished and where you want to go next - Build visibility through thought leadership or networking Most professionals wait until they are unhappy or actively searching for a job to focus on these areas. The professionals who stay ahead are usually the ones making adjustments before they need to. ##### **Does Hiring Slow Down During Summer?** One of the biggest misconceptions in recruiting is that companies stop hiring during the summer. That is rarely the case. In many organizations, summer is when leadership teams start evaluating what they need to finish the year strong. Hiring managers are assessing skill gaps on their teams, upcoming projects, succession planning, and whether they have the right people in place before fall hiring activity picks back up. Yes, processes can move slower because schedules are harder to coordinate, but the need for strong talent remains. In some ways, summer can actually create opportunity for professionals who stay engaged, while others assume nothing is happening. Professionals who remain responsive, prepared, and visible during quieter periods often stand out more because there is less overall market activity competing for attention. ##### **How Professionals Stand Out During Slower Hiring Periods** One thing candidates underestimate is how noticeable effort becomes during slower seasons. Making yourself available for a call, interview, or networking conversation during the summer shows initiative. Taking on visible projects internally while others disengage also gets noticed by leadership teams. Managers pay attention to employees who continue to push forward, while others focus solely on getting out early or coasting through the quieter months. That extra effort compounds over time. Career growth is rarely built on a single major moment. More often, it comes from consistent actions repeated over long periods of time. The professionals who maintain discipline during quieter months are usually the ones best positioned when new opportunities emerge later in the year. ##### **Networking Is Easier in the Summer** Summer is probably one of the best times of the year to strengthen professional relationships. People are generally more open to getting together when the weather is good, and schedules are a little less rigid. Networking also feels more natural during the summer because professional and social interactions tend to blend together more easily. You do not always need a formal meeting. Grab coffee outside. Meet someone after work. Attend an industry event. Reconnect with former colleagues or someone you haven’t spoken to recently. Strong professional relationships are usually built consistently over time, not only when someone needs something. ##### **Key Takeaway** Summer can either become a distraction or an opportunity. The professionals who continue building skills, strengthening relationships, and staying intentional during quieter months are usually the ones who create long-term momentum in their careers. Playing the long game in your career is about recognizing opportunities for growth when others may lose focus or put things off until later. Because while summer may feel slower, your career does not have to stop moving forward. --- ##### **Frequently Asked Questions** ###### **Does hiring slow down during summer?** Hiring processes may move more slowly during the summer due to vacations and scheduling conflicts, but companies continue hiring, succession planning, and evaluating talent needs throughout the season. ###### **Is summer a good time to look for a job?** Yes. Summer can create opportunities for professionals who stay proactive, while others become distracted or disengaged from career development. ###### **Why is networking easier during the summer?** Professional networking often feels more natural during the summer because schedules are more flexible, social events increase, and professionals are generally more open to informal conversations and relationship-building opportunities. --- ##### **Let’s Start the Conversation** At Chesapeake Search Partners, we work with professionals and hiring leaders year-round, which gives us a unique perspective on how hiring trends and career strategies evolve throughout the year. If you are thinking about your next move, looking to strengthen your positioning, or simply trying to avoid career stagnation, **[our team is always open to a conversation](https://chesapeakesearchpartners.com/contact/)**. **Categories:** Recruiting Insights **Tags:** Growth, Hiring --- ### ["Never Stop (But Pause)"](https://chesapeakesearchpartners.com/never-stop-but-pause/) **Published:** June 17, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner If you don’t know **[Greg Cangialosi](http://linkedin.com/in/gregcangialosi)**, “Cangi”, he is one of the most influential figures in Baltimore’s startup and entrepreneurship community. As a serial entrepreneur, angel investor, mentor, and community builder, he has helped launch, support, and advise countless technology companies throughout Maryland. Over the years, I’ve heard Greg share a lot of wisdom, but one simple phrase has stayed with me: > “Never Stop (But Pause).” At first glance, it feels like a contradiction. How can you never stop and still pause? The older I get, the more I realize the difference between stopping and pausing is everything. What makes this quote so powerful is that it perfectly reflects the entrepreneurial journey. Businesses don’t always go according to plan. Markets change. Strategies evolve. Opportunities emerge. Challenges appear. Sometimes the smartest thing you can do is step back, reassess, and determine your next move. That’s the pause to me. A pause is recovery. A pause is reflection. A pause is learning. A pause is perspective. It allows you to regain your footing without losing sight of where you’re headed. What I also appreciate about this quote is how closely it aligns with another phrase we’ve all heard before: **“Stop and smell the roses.”** “Stop and smell the roses” isn’t about abandoning your journey. It’s about appreciating it. Too often, we’re so focused on the next goal, the next milestone, or the next challenge that we forget to acknowledge how far we’ve already come. We move from achievement to achievement without taking the time to enjoy the view. We become so focused on where we’re going that we fail to appreciate where we are. It allows us to celebrate a win. To appreciate the people around us. To recognize the progress we’ve made. The pause isn’t just for difficult times. Sometimes the pause is for appreciation. And that’s why Greg’s quote has stuck with me for so many years. --- **Did this quote resonate with you?** I share one reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the June 2026 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-june-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### [Getting Back to the Basics: How Early-Career Professionals Can Stand Out in Today's Job Market](https://chesapeakesearchpartners.com/early-career-professionals-todays-job-market/) **Published:** June 16, 2026 **Author:** Kate Strzelczyk **Content:** *Originally published in **[Kate Strzelczyk’s](https://chesapeakesearchpartners.com/meet-the-team/staff/kate-strzelczyk/ "Donna Garon | Chesapeake HR Solutions")** LinkedIn Newsletter, [**The KS Perspective**](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)* ##### Key Takeaway Early-career professionals have more tools available than ever before, but technology alone rarely helps candidates stand out. Building a professional brand, investing in meaningful relationships, and taking initiative remain among the most effective ways to drive career growth and navigate today’s job market. The professionals who gain traction are often those who focus on the fundamentals that technology cannot replace. --- ##### What I’m Seeing in Today’s Job Market After nearly 30 years in the workforce, I believe today’s early-career professionals are navigating a very different job market than the one many of us entered. Technology has made it easier than ever to apply for jobs, connect with employers, and access career opportunities. Yet, despite having more tools available, many young professionals tell me they feel stuck, frustrated, and unsure how to stand out. As a recruiter, I hear these concerns every day. As a mom and stepparent of eight, ranging from late teens to early thirties, I see them firsthand at home as well. The hiring process has changed significantly over the years, but one thing continues to resonate with me: the young professionals experiencing career growth are often those who focus on fundamentals that technology cannot replace. ##### Lesson from My Son’s Job Search This topic has been on my mind since reading this **[CNBC article](https://www.cnbc.com/2026/03/17/25-year-old-got-a-job-by-mailing-in-her-resume-and-a-cringy-note.html),** and after watching it play out firsthand with my oldest son. Like many young professionals entering the workforce today, he was doing everything he was taught to do: earning certifications, applying for opportunities, and generally putting himself out there. He was focused on building a career in the trades and was willing to put in the work to get started. Yet despite his efforts, he kept running into the same challenge: getting a hiring manager to actually respond to him. Application after application seemed to disappear into a black hole. Even with OSHA and EPA 608 certifications, he lacked the practical experience many employers sought and was screened out before he ever had the opportunity to speak with a real person. After several months of frustration, I suggested we try something different. Together, we identified 10 companies he genuinely wanted to work for, researched the appropriate decision-makers, and mailed personalized cover letters and resumes directly to them. Within a few weeks, he had secured two interviews and ultimately received a job offer. What stayed with me was not just the outcome, but the reminder that sometimes standing out has less to do with finding a new shortcut and more to do with finding a more personal approach. In a market filled with noise, **initiative still gets noticed.** ##### Getting Back to the Basics Technology has made it easier than ever to apply for jobs. AI-generated resumes, one-click applications, automated outreach, and LinkedIn have expanded access to opportunities in ways previous generations never experienced. The challenge is that these same tools have also created more competition and more noise. Candidates can submit hundreds of applications quickly, while employers receive overwhelming volumes of resumes that require more technology to sort. In this environment, simply applying to more jobs does not create better results. The candidates who gain traction are usually the ones who find ways to stand out. When I talk with young professionals, I encourage them to focus on two areas: 1. **Build a Professional Brand** Part of standing out begins with being intentional about how you present yourself professionally. On LinkedIn, that means more than creating a profile. It includes: - Sharing ideas and perspectives - Asking thoughtful questions - Contributing meaningful comments - Demonstrating professionalism and engagement 2\. **Build Meaningful Professional Relationships** The candidates who stand out are the ones who invest time in building relationships. Whether it’s through professional organizations, networking events, mentors, or volunteering, those relationships create opportunities to learn, grow, and gain visibility. I recommend early-career professionals: - Join a professional organization related to their field - Attend industry events and networking opportunities - Volunteer or serve on committees - Seek out mentors and experienced professionals - Consistently invest time in building connections The people you meet early in your career can become mentors, advocates, sounding boards, and trusted advisors over time. Their value extends far beyond helping you find your next opportunity. ##### What Employers Are Looking For Employers would love to hire someone with relevant experience. The challenge for young professionals is that everyone starts somewhere. When candidates don’t yet have extensive experience, hiring managers look for other indicators of future success. They pay attention to: - How someone communicates - Whether they are prepared - How they present themselves - Their follow-through - How they approach new opportunities. What they’re really trying to determine is whether this person will show up, work hard, learn quickly, and add value to the organization. When I talk with clients, they rarely describe the ideal early-career candidate as someone with a perfect resume. More often, they are looking for someone who shows initiative, communicates professionally, follows through on commitments, and demonstrates a genuine desire to contribute. Technical skills can be taught. Reliability, professionalism, communication skills, and a strong work ethic are much harder to develop. For early-career professionals, the goal is not to convince employers that you have years of experience, it’s to demonstrate that you will show up, work hard, add value, and make their investment worthwhile. ##### The KS Perspective If I could give one piece of advice to early-career professionals, it would be this: **focus on building a career that people want to invest in.** Career growth in today’s job market starts with focusing on the fundamentals that technology cannot replace: working hard, communicating effectively, following through on commitments, building meaningful relationships, and consistently looking for ways to add value. In my son’s case, he found success when he stopped relying solely on today’s application process and took the initiative to create a more personal connection. That extra effort helped him stand out and ultimately opened a door that may have been closed otherwise. Technology and the job market will continue to evolve, but the principles that drive long-term career success remain remarkably consistent. Careers are rarely built on a single application, interview, or opportunity. They are built through the habits and behaviors that earn trust, create value, and strengthen relationships over time. The professionals who create the most opportunities for themselves are often the ones who stay committed to those fundamentals long after they’ve landed the job. --- For continued insights on executive hiring, leadership alignment, and organizational structure, **[subscribe to *The KS Perspective*](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)** on LinkedIn. **Categories:** As Seen on LinkedIn **Tags:** Growth, Hiring, Job Search Tips --- ### [Soft Skills in Recruiting That Don't Get Talked About Enough](https://chesapeakesearchpartners.com/soft-skills-in-recruiting/) **Published:** May 4, 2026 **Author:** Chloe Marsicano **Content:** *By [**Chloe Marsicano**](https://chesapeakesearchpartners.com/meet-the-team/staff/chloe-marsicano/ "Chloe Marsicano"), Search Consultant* I don’t think people realize how much of recruiting has nothing to do with the job itself. When most people think about recruiting, they picture resumes, job descriptions, and filling an open role. That’s definitely part of it, but it’s not what actually determines if a placement works. A lot of the job comes down to how well you understand people. The soft skills, communication, active listening, relationship building, and empathy, are often the most overlooked part of recruiting. In an industry so focused on numbers and outcomes, it’s the ability to prioritize the human side of the process that separates a good recruiter from a truly effective one. ##### Why Soft Skills Matter in Recruiting Recruiting is frequently treated like a transaction, and that’s where a lot of things start to go wrong. One of the biggest gaps I see is when the focus stays on whether someone looks right on paper. Does the resume check out? Do they have the right experience? Do they hit all the requirements? All of that matters, but it’s not the full picture. The real conversations are around: - *Why* someone is open to leaving - What they’re trying to change - Whether the role actually moves them forward That’s the part that’s easy to miss if you’re trying to move quickly. When that piece gets skipped, it shows up later with candidates stepping into roles that aren’t really what they wanted, and clients hiring someone who technically fits but doesn’t fit culturally. Next thing you know, everyone is back at the beginning, trying to figure out what went wrong. ##### What This Looks Like in Real Conversations Recently, I worked with a candidate for a C-suite role who, on paper, was exactly what my client was looking for. If I had just stopped there, it would have been an easy submission. But after a few conversations, it became clear that the real reason they were open to leaving had nothing to do with title or compensation. It came down to: - Work-life balance - Being more present for their family - Avoiding the same situation they were already in They were hesitant, and rightfully so. That realization completely changed how I approached it. Instead of just pushing them through the process, I went back to my client and had a real conversation about what this person would actually need to make a move. Because of that, the conversation shifted for the candidate, and for how the client thought about the role moving forward. ##### Reading Between the Lines in Recruiting Conversations A lot of the job is picking up on what people aren’t saying. You can usually tell when a candidate can’t clearly explain: - Why they’re leaving - What they actually want next It’s not that they don’t have an answer. It’s that they haven’t fully worked through it yet. That’s where you have to slow it down. Instead of moving on, I’ll: - Rephrase the question - Share examples from similar candidates - Make the conversation feel less formal Once that happens, people start to open up, and everything gets clearer. ##### Handling the Tough Conversations Not every conversation in recruiting is easy. There are times when you have to tell someone they’re not moving forward or share feedback they weren’t expecting. Avoiding those conversations doesn’t help anyone. If I have feedback, I try to be as clear and specific as possible. Share feedback when I have it or go back and ask for it if I don’t. People can handle honesty; what’s frustrating is not understanding what happened. ##### Why the Human Side of Recruiting Matters More Today I’ve noticed it’s getting harder to have real conversations. Especially with younger candidates, there’s more hesitation around picking up the phone and going beyond surface-level answers. That makes the importance of soft skills in hiring that much more important. If you don’t push past that initial layer, you’re making decisions based on half the story. ##### Can You Learn This? I do think these skills can be taught, but they also develop over time. The more conversations you have, the more comfortable you become. In the beginning, it can feel uncomfortable: - Talking to people you don’t know - Asking questions that feel personal - Trying to build trust quickly What helped me was thinking about it less like a business transaction and more like a conversation. When you put yourself in someone else’s position, it changes how you listen and how you respond. ##### Key Takeaway: Why Soft Skills Matter in Recruiting Strong resumes and good opportunities matter, but neither is enough on its own. The difference comes down to building genuine trust, understanding what’s driving candidate and client decisions, and guiding both sides through tough conversations. Recruiting will always involve the technical side, but what actually leads to the more impactful outcomes and genuine long-term relationships is in how well you handle the human side. --- ##### Let’s Start the Conversation At Chesapeake Search Partners, we believe meaningful placements begin with understanding. **[Let’s start the conversation around your next search strategy.](https://chesapeakesearchpartners.com/contact/)** **Categories:** Recruiting Insights **Tags:** Hiring --- ### [Inside the Marketing Job Search: What Candidates Are Experiencing in 2026](https://chesapeakesearchpartners.com/marketing-candidates-2026/) **Published:** May 13, 2026 **Author:** Gianna Aguirre **Content:** *By **[Gianna Aguirre](https://chesapeakesearchpartners.com/meet-the-team/staff/gianna-aguirre/)**, Search Consultant* ##### **The Marketing Job Market Is Active, But Candidates Are Frustrated** The **[marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing/)** job market is active, but that doesn’t necessarily mean it feels easy for candidates navigating it. Over the past several months, I’ve spoken with marketing professionals across industries and experience levels, and many of the same frustrations continue to surface: - Limited communication throughout the hiring process - Unclear expectations around roles and growth - Feeling overlooked despite strong, transferable experience - **[Long interview timelines with little transparency](https://chesapeakesearchpartners.com/interview-tips-for-hiring-managers/)** - Applications that seem to disappear without feedback A recurring theme I hear is that many marketing candidates feel like their applications disappear into a black hole. They are applying for roles that closely match their background and experience, yet many receive little follow-up, automated rejections, or no response at all. And candidates aren’t imagining it, distrust in the hiring process continues to grow. **[The Wall Street Journal](https://www.wsj.com/lifestyle/careers/ghost-jobs-2c0dcd4e?)** reported that as many as 22% of online job postings may not actually be intended to be filled, contributing to growing distrust among job seekers. One marketing candidate I recently spoke with described the process this way: “The expectation isn’t perfection. It’s clarity, consistency, and a more human approach to hiring.” That sentiment reflects what many candidates are really asking for. Most understand that hiring takes time, but what becomes discouraging is when communication disappears, timelines continue shifting, or expectations change midway through the process after candidates have already invested significant time. ##### **Where Candidates Are Feeling the Most Frustration** - Long interview processes with little transparency - Multiple interview rounds without clear feedback - Being filtered out for lacking “exact” industry experience - Feeling reduced to keywords in an ATS system - Unclear expectations around role ownership and success metrics In many conversations, marketing candidates describe a disconnect between the flexibility companies talk about and the backgrounds they ultimately prioritize. Many organizations say they are looking for versatile, strategic marketers who can bring fresh thinking to the business. At the same time, candidates are frequently filtered out because they have not worked in the exact same industry or environment before. Strong marketers with transferable skills are often overlooked in favor of candidates who more closely mirror the company’s existing structure or background requirements. Companies are looking for flexible candidates, but are often hesitant to be flexible in the hiring process themselves. ##### **Marketing Roles Are Becoming More Business-Driven** What companies expect from marketers today looks very different from what they did a few years ago. Today’s marketing professionals are expected to think beyond execution. Companies are placing more emphasis on pipeline impact, growth strategy, business development alignment, customer retention, and measurable revenue contribution. Creativity still plays an important role, but there is now far greater focus on business outcomes and strategic influence. Marketing candidates recognize this shift; in fact, many are embracing it. What many are struggling with is ambiguity. “Growth marketing” can mean very different things depending on the company. For some organizations, it means lead generation. For others, it’s retention, partnerships, conversion strategy, or revenue acceleration. Candidates are not resistant to evolving expectations, but they do want a clearer understanding of ownership, priorities, and how success will be measured. ##### **Where Relationship Building Fits Into Modern Marketing** Another interesting trend I’m hearing more frequently is the desire for more relationship-driven work within marketing. One candidate shared that one of the biggest challenges they encountered while exploring marketing opportunities was the heavy emphasis on tactical **[sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales/)** execution. While they understood the importance of those responsibilities, they found far fewer openings that emphasized the business development and relationship-driven side of marketing, where they had built much of their experience. They were especially interested in opportunities centered around long-term partnership building and strategic growth, rather than a more transactional “sell it and move on” approach. I think that perspective highlights an important shift happening across the market. There is a growing opportunity for marketing professionals to focus not only on lead generation and driving new business, but also on bigger-picture strategy, maintaining existing client relationships, and supporting long-term growth initiatives. Marketing is becoming increasingly integrated with business development, client experience, and overall company growth, especially within professional services and mid-sized organizations. ##### **AI Is Changing Expectations, But Not Replacing Human Insight** **[AI is also part of nearly every conversation right now](https://chesapeakesearchpartners.com/ai-overload-why-authenticity-still-matters-in-hiring/)**. Most marketing candidates are not fearful of AI itself. If anything, they are optimistic about its ability to improve efficiency, support content development, and enhance decision-making. At the same time, there’s growing awareness that as AI-generated content becomes more common, strategic thinking, differentiation, and authentic communication become even more valuable. The marketers standing out right now are the ones who can combine technical versatility with human insight. ##### **What Successful Candidates Are Doing Differently** - Networking intentionally instead of mass applying - Tailoring **[resumes](https://chesapeakesearchpartners.com/how-long-should-a-resume-be-in-2025/)** to business impact and measurable outcomes - Highlighting transferable skills and cross-functional experience - Positioning themselves around growth and revenue contribution - Building relationships before opportunities officially open The candidates gaining traction right now are treating their job search more like a targeted marketing campaign than a volume exercise. They’re being selective about where they apply, building genuine industry connections, and clearly communicating how their experience supports business growth, not just marketing activity. ##### **Key Takeaway** At the end of the day, one of the biggest takeaways from these conversations is that marketing professionals want to contribute strategically, grow thoughtfully, and feel recognized for the value they can bring beyond a checklist, and honestly, I think there’s an opportunity for companies to meet them there. The strongest hires are not always the candidates who perfectly match every line in a job description. They are professionals who bring perspective, strong communication skills, and the ability to evolve alongside the business itself. For candidates navigating a market that often feels ambiguous and impersonal, having a search consultant or recruiter who advocates for your experience, provides transparency throughout the process, and helps connect your background to the bigger picture can make a meaningful difference. And in a market changing this quickly, that kind of guidance and perspective becomes incredibly valuable. --- ##### Let’s Start the Conversation Today’s hiring market can feel increasingly transactional and unclear, especially for candidates navigating evolving expectations and lengthy hiring processes. At **[Chesapeake Search Partners](https://chesapeakesearchpartners.com/the-csp-difference/)**, we believe strong recruiting starts with transparency, communication, and understanding the bigger picture behind both the role and the person. Whether you’re building your team or navigating your next career move, **[let’s start the conversation.](https://chesapeakesearchpartners.com/contact/)** **Categories:** Industry Insights **Tags:** 2026, Job Search Tips, Marketing --- ### ["Have The Hard Conversations When Things Are Going Best."](https://chesapeakesearchpartners.com/hard-conversations/) **Published:** May 20, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner > “Have the hard conversations when things are going best.” Most people wait too long. They wait until frustration builds. Until resentment sneaks in. Until performance drops. Until a relationship starts drifting. Until a business partnership feels strained. Until a friendship becomes awkward. By then, the conversation isn’t really a conversation anymore; it’s damage control. But the best time to have hard conversations is actually when everything feels good. I’ve learned that difficult conversations handled early create clarity, while difficult conversations handled late create conflict. There’s a massive difference between saying, “I want to make sure we stay aligned,” and saying, “We need to fix this before it falls apart.” The strongest leaders, partners, and relationships aren’t the ones that avoid tension. They’re the ones willing to address things before tension becomes toxicity. It takes maturity to bring up something uncomfortable when there’s no obvious fire burning. Most people avoid it because they don’t want to disrupt momentum or create unnecessary friction. But avoiding small discomfort today almost always creates larger problems tomorrow. This quote reminds me that communication is preventative maintenance. In sports, championship teams don’t wait until they start losing to fix mistakes. Great coaches challenge players even after wins because success can hide weaknesses. The same is true in life and business. Good times can create the illusion that everything is perfect, when in reality, there are small cracks beginning to form. The people I respect most are the ones who can sit down during the highs and say: “How do we get better?” “What are we missing?” “What needs to be said now so it doesn’t become a problem later?” That’s leadership. That’s trust. That’s emotional discipline. Because real strength isn’t avoiding hard conversations. It’s having them early enough that the relationship, team, or opportunity becomes even stronger afterward. --- **Did this quote resonate with you?** I share one reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the May 2026 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-may-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### [What is HR Consulting? And When Small Businesses Need It Most](https://chesapeakesearchpartners.com/what-is-hr-consulting/) **Published:** March 24, 2026 **Author:** Julie East **Content:** *By **[Samantha Bayliss](https://chesapeakesearchpartners.com/meet-the-team/staff/samantha-bayliss/ "Donna Garon | Chesapeake HR Solutions"),** Executive HR Consultant, and **[Julie East](https://chesapeakesearchpartners.com/meet-the-team/staff/julie-east/)**, Executive HR Consultant & Leadership Coach – **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)*** ##### **When Informal People Practices Stop Working** Many small businesses begin with informal approaches to managing people. Leaders hire individuals they trust, handle employee issues as they arise, and build culture organically through shared values and daily interactions. As organizations grow, however, those informal practices often begin to strain under greater complexity. Questions around compliance, performance management, compensation structures, and leadership development become harder to answer without dedicated expertise. [**SHRM**](https://www.shrm.org/home) notes that **[organizations often outsource HR functions](https://www.shrm.org/topics-tools/tools/toolkits/outsourcing-hr-function)** to access specialized expertise, strengthen compliance, and free internal leaders to focus on more strategic priorities. As HR challenges become more frequent and complex, many leaders turn to HR consulting as a solution because they need a strategic partner to help them navigate people decisions that impact culture, risk, and long-term growth. ##### **What HR Consulting Means in Practice** At its core, HR consulting provides strategic and operational guidance that helps organizations build strong, compliant, and forward-thinking people practices. HR consultants may support organizations in areas such as: - Employee relations and workplace issues - HR compliance and regulatory requirements - Compensation and benefits strategy - Performance management systems - Leadership development and organizational design - HR policies and workplace practices - Talent strategy aligned with business goals In practice, HR consulting is rarely just about documentation or policies. More often, it means working closely with leadership teams to translate their commitment to people into scalable systems and thoughtful decision-making. In our work across nonprofits, small businesses, start-ups, and private equity-backed organizations, we often see leaders who deeply value their people but need a trusted advisor to help turn those values into clear structures and consistent processes. ##### **When Small Businesses Realize They Need HR Support** There is often a clear inflection point when organizations recognize they need HR expertise. Early-stage companies frequently rely on informal processes: - Hiring decisions are made quickly - Performance conversations happen organically - Policies exist more in practice than on paper As teams grow, however, complexity increases. Leaders begin encountering challenges such as: - Managing employee relations concerns - Navigating compliance requirements across states - Creating consistent performance expectations - Structuring roles and responsibilities as teams expand - Maintaining culture while scaling the organization At this stage, many leaders are not necessarily looking to build a full HR department. Instead, they are seeking experienced guidance to help them make informed decisions about their people and organization. ##### **What Is Fractional HR Leadership?** One approach that has become increasingly common for growing organizations is **fractional HR leadership**. Fractional HR support embeds an experienced HR leader into the organization on an ongoing, part-time basis. This model allows companies to benefit from senior-level HR expertise without the cost and commitment of hiring a full-time HR executive. Key advantages of fractional HR support include: - Access to experienced HR leadership - Strategic guidance for leadership teams - Cost-effective HR expertise - Consistent partnership with company leadership - Scalable support as the organization grows Because fractional HR leaders work within the organization regularly, they gain a deeper understanding of the company’s culture, priorities, and operational challenges. This approach allows organizations to gain experienced HR leadership while building the systems and leadership practices needed to support continued growth. ##### **The Value of an HR Thought Partner** HR consulting conversations often begin with complex leadership questions rather than technical HR issues. Leaders frequently ask questions such as: - How do we restructure parts of the organization without destabilizing our culture? - How do we address performance issues before they become larger liabilities? - How do we scale leadership capability alongside revenue growth? - How do we maintain compliance while preserving the mission and momentum of the organization? There are rarely simple answers to these HR questions. In many cases, they reflect broader leadership decisions that require both strong business judgment and a thoughtful approach to people strategy. An experienced HR consultant helps organizations: - Work through complex decisions in real time - Reduce reactive people decisions - Strengthen leadership and management practices - Address issues before they become organizational risks - Align people strategy with broader business goals ##### **Building HR Systems That Support Growth** As organizations expand, a strong HR infrastructure becomes increasingly important. HR consulting helps leaders establish systems that allow a business to scale while maintaining structure and clarity. This may include: - Developing clear HR policies and compliance frameworks - Implementing consistent performance management practices - Creating leadership development strategies - Aligning compensation structures with retention goals - Designing hiring and talent strategies that support growth When these systems are thoughtfully built, organizations are better positioned to grow sustainably while preserving the culture and mission that made them successful in the first place. ##### **Key Takeaway** HR consulting helps small businesses translate their commitment to people into systems, processes, and leadership practices that support long-term growth. For many organizations, fractional HR leadership provides a practical way to access experienced guidance while maintaining the flexibility growing businesses often need. If your organization is navigating growth, leadership transitions, or evolving HR challenges, the right HR strategy can make a meaningful difference. --- ##### **Let’s Start the Conversation** At [**Chesapeake HR Solutions**](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/), we partner with small businesses to turn evolving people challenges into clear, scalable strategies that support growth, strengthen leadership, and reduce risk. If your team is reaching a point where informal practices no longer scale, [**contact us for guidance.**](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/) **Categories:** HR Solutions **Tags:** HR --- ### [2025 Year-End Reviews: What Should Leaders Be Thinking About?](https://chesapeakesearchpartners.com/year-end-reviews-2025/) **Published:** October 21, 2025 **Author:** Julie East **Content:** *By **[Samantha Bayliss](https://chesapeakesearchpartners.com/meet-the-team/staff/samantha-bayliss/)**, Executive HR Consultant, **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)*** As an HR Consultant, I’ve seen firsthand how year-end reviews can either energize a team for the year ahead or fall flat as a check-the-box exercise. My background in HR leadership has reinforced one truth: reviews are most valuable when they align organizational goals with the potential of people. At [**Chesapeake HR Solutions**](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/), we partner with executives and HR leaders to help them navigate these pivotal conversations. With pay transparency laws evolving, employee expectations shifting, and 2026 planning already underway, the 2025 review cycle presents both challenges and opportunities. The question is: how can leaders approach year-end reviews in a way that strengthens engagement, retention, and strategy? To answer that, let’s explore the key questions executives and HR leaders should be asking themselves as they prepare for 2025 year-end reviews. ##### **What should executives and HR leaders focus on in 2025 year-end reviews?** Leaders should concentrate on three areas: - **Business Alignment:** Connect reviews directly to 2026 strategic objectives, not just 2025 accomplishments. Balance looking at the past year while preparing for and discussing objectives for the year ahead. According to global consulting firm **McKinsey & Company**, year-end reviews are most effective when they not only reflect on past performance but also **[set teams up for growth and alignment in the year ahead](https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-organization-blog/how-to-get-the-most-from-end-of-year-reviews)**. - **Talent Retention:** Use the conversation to reinforce employee value and career paths. Reviews should feel like the capstone to ongoing conversations, not a one-time event. This is an opportunity to tie individual contributions to the larger goals of the company. If development is needed, flesh out skill-building projects and learning opportunities to support growth. - **Agility:** Plan for flexibility so goals can evolve with market conditions, AI adoption, and shifting customer demands. Business happens in real-time, and there needs to be a balance between goals, projects, and space to pivot as conditions change. ##### **How are companies shifting their approach to year-end reviews?** I’m seeing several important shifts: - **Forward-Looking Dialogue:** Companies are moving away from report card models to strategy sessions, emphasizing development and next-role readiness. Managers and leaders need to be prepared for employees who have greater access to market and salary data. They need to be ready for career growth conversations with both data and narratives to engage employees thoughtfully. - **Retention & Engagement:** Reviews now double as stay interviews. Leaders can ask, “What will keep you here and growing?” Adding this component to the forward-looking dialogue can be a powerful retention tool, engaging employees in their future and career growth. - **Workforce Planning Integration:** Review insights now feed directly into succession and 2026 planning. - **Pay Transparency:** With new laws across multiple states, reviews have become critical moments for compliance and trust. Leading companies share clear pay bands, explain how skills and geography affect compensation, and link pay to career growth opportunities. ##### **What mistakes do leaders make during year-end reviews?** Some of the biggest mistakes revolve around communication. Two stand out: 1. **One-Way Conversations:** Reviews dominated by managers miss the chance for collaboration. Employees should have equal space to share feedback. 2. **Over-Reliance on Numbers:** Metrics without meaningful narrative leave employees disengaged. Leaders should explain context and impact, not just scores. ##### **How can year-end reviews support engagement, development, and retention?** Reviews should go beyond evaluation. They’re an opportunity to: - Co-create a career map for the next 12 months with training, mentorship, or stretch assignments. - Recognize contributions by showing how each employee’s work connects to company strategy. - Invite two-way feedback, giving employees a voice in shaping leadership and culture. ##### **What advice do you have for leaders conducting reviews in 2025?** My biggest piece of advice: **treat performance management as an ongoing process, not a once-a-year event.** - Use quarterly check-ins and mid-year reviews to connect performance to business goals. - Document goals and checkpoints along the way. - Position the year-end review as a natural extension of continuous dialogue. - Schedule quarterly and mid-year check-ins after the annual review to demonstrate commitment. ##### **Can you share an example of a strong year-end review process?** I worked with a multi-state client who redesigned their performance management system. They moved away from cumbersome annual reviews and shifted to quarterly, project-based check-ins. Instead of focusing on ratings, they emphasized development conversations, simplified documentation, and trained managers in strength-based coaching. The result was real-time feedback, stronger retention, and a clear link between individual growth and succession planning. ##### **How do year-end reviews connect to 2026 strategy?** Reviews provide critical insight for the year ahead. They help organizations: - Identify succession risks and critical roles. - Decide where to redeploy talent or where to hire. - Target learning and development investments to prepare for 2026 priorities. Handled well, reviews bridge the gap between **individual performance** and **organizational strategy**. ###### **Key Takeaway** Year-end reviews are about shaping the future. By focusing on alignment, retention, and ongoing dialogue, leaders can turn reviews into a tool for engagement, succession, and 2026 planning. --- ###### **Let’s Start the Conversation** At **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)**, we collaborate with executives and HR leaders across industries to transform reviews into strategic conversations that strengthen teams and drive growth. If you’re looking to refine your approach to year-end reviews, [**contact us for guidance.**](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/) **Categories:** HR Solutions **Tags:** Year-End Reviews --- ### [Reverse Recruiting vs. Reality: What Candidates Need to Know](https://chesapeakesearchpartners.com/reverse-recruiting-vs-reality-what-candidates-need-to-know/) **Published:** April 9, 2026 **Author:** Kristin (Sudina) Freitag **Content:** *By **[Kristin (Sudina) Freitag,](https://chesapeakesearchpartners.com/meet-the-team/staff/kristin-sudina-freitag)** Senior Search Consultant at Chesapeake Search Partners* > “Landing a white-collar job is getting so tough that candidates, not companies, are paying recruiters to match them with positions.” > — ***Wall Street Journal*** That line resonates with what so many people are feeling right now. According to [**HR Executive**](https://hrexecutive.com/15k-to-land-a-job-what-hr-can-make-of-reverse-recruiting/?utm_source=chatgpt.com), unemployed workers currently **outnumber** job openings by roughly 1 million, and the average job search now lasts close to six months. For many professionals, the process feels longer, more competitive, and more frustrating than ever. So, it’s no surprise that reverse recruiting is gaining traction. At a high level, the model makes sense: candidates hire someone to market them, identify opportunities, and advocate on their behalf throughout the search process. There is real value in that, but there is also a disconnect. Reverse recruiting is built around promoting candidates into the market. Hiring, however, is built around solving a defined business need. That difference is where alignment begins to break down. ##### **Hiring Still Begins with a Need** Every role exists for a reason. It may be tied to growth, a gap on a team, or a business priority that needs to be addressed. The strongest hiring outcomes happen when the need is clearly defined before a search begins. From there, candidates are evaluated based on how well they solve that problem. Reverse recruiting shifts the starting point. Instead of beginning with a defined role, it begins with a candidate and works outward. That approach can create activity, but not necessarily alignment. Candidates may be introduced into conversations where the need is unclear or not fully developed, making it harder to land in the right role long term. ##### **Context Is Everything** Reverse recruiting often focuses on visibility and access. Both matter, especially in a competitive market, but visibility alone does not determine success in a role. What drives long-term fit is context: - The team and how it operates - The manager and leadership style - The organization’s priorities - The timing of the hire Without that context, even highly qualified candidates can step into roles that are not set up for success. Because reverse recruiting operates primarily from the candidate side, it often lacks the depth of insight needed to fully evaluate that context. As a result, matches may look **[strong on paper but fall short](https://chesapeakesearchpartners.com/why-strong-hiring-decisions-still-fall-short/)** in practice. ##### **When Roles Aren’t Clearly Defined** In some cases, companies are open to meeting “great talent” before a role is fully scoped. Occasionally, this leads to meaningful opportunities, but more often, it introduces ambiguity. Reverse recruiting tends to lean into these types of opportunities because they create openings for candidate placement. But without clarity upfront, both the candidate and the organization take on more risk. Alignment becomes harder to achieve, and long-term outcomes become less predictable. ##### **The Value of a Structured Search** Strong hiring processes are structured and intentional. They begin by defining the role, then identify and evaluate candidates against that need. This creates clarity on both sides and improves decision-making throughout the process. Reverse recruiting, by design, prioritizes speed and candidate activity. While that can help generate opportunities, it does not replace the need for a structured evaluation process. Without that structure, candidates may move through conversations that feel productive but do not ultimately lead to the right outcome. ##### **The Role of Relationships** At its core, hiring remains a relationship-driven process. Experienced recruiters build long-term relationships with both clients and candidates. Over time, they develop a deep understanding of business needs, team dynamics, and individual strengths. That allows them to make introductions based on alignment, not just availability. Reverse recruiting is typically more transactional. It focuses on generating opportunities in the moment rather than building the long-term context that leads to stronger matches. That difference becomes especially important at the senior level, where nuance, timing, and trust play a significant role in hiring decisions. ##### **The Bottom Line** Reverse recruiting reflects the reality of today’s market and the frustration many candidates feel. It can provide structure, support, and momentum in a challenging search process, but it does not change how hiring decisions are made. The strongest outcomes still come from alignment between a clearly defined business need, the right candidate, and the right timing. That is where successful hiring begins, and where it ultimately succeeds. --- ###### **Let’s Start the Conversation** At Chesapeake Search Partners, we believe meaningful placements begin with understanding. **[Let’s start the conversation around your next search strategy.](https://chesapeakesearchpartners.com/contact/)** **Categories:** Industry Insights **Tags:** Job Search Tips --- ### [What Do Private Equity-Backed Clients Value Most in Talent? 4 Critical Qualities Across Job Functions](https://chesapeakesearchpartners.com/what-do-private-equity-backed-clients-value-most-in-talent-4-critical-qualities-across-job-functions/) **Published:** September 29, 2025 **Author:** Kate Strzelczyk **Content:** *By **[Kate Strzelczyk](https://chesapeakesearchpartners.com/meet-the-team/staff/kate-strzelczyk/)**, Assistant Director* Throughout my career, I’ve had the opportunity to partner with **[private equity–backed companies](https://en.wikipedia.org/wiki/Private_equity_firm)** across various industries and functions, including finance and accounting, marketing, operations, and HR. Regardless of the role, the pattern is clear: professionals who succeed in these environments share a distinct set of qualities that extend beyond technical expertise. As **[Veronica Murphy](https://www.linkedin.com/in/veronicadunnmurphy/)**, Sr. VP of People and Culture at **[Excelsia](https://www.excelsiainjurycare.com/)**, explains: > “In private equity-backed companies, the people who thrive are those who stay flexible, build trust, and have the ability and willingness to balance being an individual contributor, leader, and strategist depending on what is needed in the moment to move the business forward towards achieving its short- and long-term goals.” Veronica’s perspective reflects what I’ve consistently seen. Across various job functions and levels, the talent that stands out in PE-backed environments exhibits four key qualities: a roll-up-your-sleeves mentality, cross-functional strategic thinking, leadership that inspires action, and the ability to thrive in fast-paced environments. ##### **A “Roll-Up-Your-Sleeves” Mentality** No matter your role, success in PE-backed settings requires a hands-on approach. - **Finance leaders** may find themselves digging into reconciliations or cleaning up legacy systems. - **Marketers** may be asked to rapidly test and scale campaigns with limited data. - **Operations professionals** might need to redesign processes while hitting delivery deadlines. In every case, the ability to step in, own the work, and deliver results without waiting for perfect conditions sets talent apart. ##### **Strategic Thinking Across Functions** PE-backed firms value professionals who see beyond their job description. The strongest talent connects daily work to broader business goals and understands the ripple effect of decisions. - A **CFO** links forecasting to pricing strategy and growth modeling. - A **marketing director** builds campaigns with EBITDA and revenue impact in mind. - An **HR leader** ties workforce planning directly to operational scalability. This cross-functional perspective shows that you’re executing while simultaneously contributing to enterprise value. ##### **Leadership That Inspires Action** Leadership is expected across all levels and functions, not just in the C-suite. Professionals who can unite teams, set priorities, and influence without authority are highly valued. - A **controller** guiding teams through system changes. - A **sales manager** rallying reps behind new revenue goals. - A **project leader** aligning stakeholders during an integration. The common thread: professionals who lead by example, communicate clearly, and keep momentum moving forward. ##### **Thriving in Fast-Moving Environments** In private equity, change is the expectation. From acquisitions and restructurings to rapid scaling and market pivots, professionals are constantly asked to adjust and deliver in new conditions. - **Finance leaders** may navigate shifting capital structures while still meeting reporting deadlines. - **Operations managers** might be tasked with scaling processes overnight to support growth. - **Marketing teams** could be rebranding or relaunching with aggressive timelines. Those who remain adaptable, focused, and calm under pressure quickly earn trust and position themselves as steady drivers of progress in dynamic settings. ###### **Key Takeaway** While responsibilities may differ in **[accounting](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)**, **[marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing/)**, or **[operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations/)**, the qualities that matter most remain unchanged. PE-backed firms seek professionals who can roll up their sleeves, think strategically, lead with influence, and adapt to constant change. Across functions, those who bring these attributes consistently become the difference-makers who move companies forward. --- ###### **Let’s Start the Conversation Around Your Search Strategy** For more than a decade, CSP has partnered with private equity–backed companies to navigate critical hires across finance, marketing, operations, and other key areas. We understand the pace, the pressure, and the potential of this environment. If you’re ready to strengthen your team or explore your own next move, **[contact us for guidance.](https://chesapeakesearchpartners.com/contact/)** **Categories:** Recruiting Insights --- ### [Mastering the Art of Hiring IT Professionals](https://chesapeakesearchpartners.com/mastering-the-art-of-hiring-it-professionals/) **Published:** October 18, 2023 **Author:** Julia Rice **Content:** ##### How to Hire and Retain IT Professionals in a Competitive Market Despite ongoing headlines surrounding layoffs in the technology sector, demand for skilled IT professionals remains strong across industries. Companies of all sizes — from growing businesses and nonprofits to enterprise organizations and government agencies — continue to rely on technology, cybersecurity, data, and digital infrastructure to support long-term growth. At the same time, hiring IT talent has become increasingly complex. Evolving technologies, shifting candidate expectations, and the continued rise of hybrid work environments have changed how organizations approach recruiting and retaining tech professionals. So, how can companies build an effective IT hiring strategy in today’s market? ##### Clarify Your IT Hiring Needs Before beginning the recruiting process, organizations should evaluate both immediate hiring priorities and long-term technology goals. According to the **[U.S. Bureau of Labor Statistics](https://www.bls.gov/ooh/computer-and-information-technology/information-security-analysts.htm#tab-6)**, employment for information security analysts is projected to grow significantly faster than the average for all occupations over the next decade, while software development and data-focused roles continue to expand rapidly. As businesses invest in cybersecurity, cloud infrastructure, AI tools, CRM systems, and data management platforms, demand for skilled IT professionals remains highly competitive. Whether your organization is implementing new technology, scaling operations, improving cybersecurity measures, or modernizing internal systems, defining your technology hiring needs early can help create a more strategic recruiting process. Common **[in-demand IT roles](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology/)** include: - Software Developers - Cybersecurity Analysts - Data Analysts - Cloud Engineers - IT Consultants - Systems Administrators - CRM & HRIS Specialists A clearly defined hiring strategy allows organizations to prioritize skills, align expectations internally, and make more informed hiring decisions. ##### Establish a Competitive Compensation Strategy Compensation remains one of the most important factors in attracting and retaining IT professionals. Technology candidates often evaluate multiple opportunities simultaneously, making it critical for organizations to understand current market compensation trends in their region and industry. Competitive salary ranges, bonus structures, flexibility, and long-term growth opportunities all influence a candidate’s decision-making process. Partnering with an experienced IT recruiter can help organizations better understand: - Current market compensation benchmarks - Candidate expectations - Regional hiring trends - Availability of specialized skill sets - Competitive hiring landscapes Organizations that proactively evaluate compensation positioning are often better equipped to attract high-quality candidates and reduce long-term turnover. ##### Take a Proactive Approach to IT Recruiting In today’s hiring market, waiting for candidates to apply is rarely enough, especially within technology recruiting. The most successful organizations take a proactive recruiting approach by consistently building relationships with IT professionals, even when no immediate opening is available. This strategy allows companies to build stronger talent pipelines and hire more efficiently when needs arise. As technologies such as artificial intelligence, cloud computing, automation, and data analytics continue to evolve, employers are increasingly prioritizing technical capabilities, adaptability, and problem-solving skills over traditional credentials alone. A proactive IT recruiting strategy helps organizations: - Build long-term talent pipelines - Reduce time-to-fill for critical roles - Improve access to passive candidates - Stay competitive in rapidly evolving markets - Adapt to changing technology needs ##### Craft a Role and Environment that Nurtures Success Attracting IT professionals is only part of the equation; retaining them is equally important. Many technology professionals continue to prioritize flexibility, autonomy, and work-life balance when evaluating opportunities. Organizations that are transparent about workplace expectations and open to flexible work arrangements are often better positioned to attract and retain high-performing tech talent. When developing IT roles, organizations should consider: - Hybrid and remote work flexibility - Career growth opportunities - Access to new technologies - Leadership support - Training and development initiatives - Work-life balance expectations Creating an environment where IT professionals feel supported, challenged, and aligned with company culture can significantly improve retention and long-term hiring success. ##### Key Takeaway Hiring IT professionals in today’s market requires a strategic and proactive approach. Organizations that clearly define hiring needs, offer competitive compensation, build proactive recruiting pipelines, and create flexible work environments are better positioned to secure and retain top technology talent. As the technology landscape continues to evolve, companies that invest in long-term workforce planning and relationship-driven recruiting strategies will be best equipped to support growth, innovation, and operational success. --- ##### Let’s Start the Conversation **[Chesapeake Search Partners](https://chesapeakesearchpartners.com/the-csp-difference/)** helps organizations identify and attract high-impact IT and technology talent across a variety of **[industries](https://chesapeakesearchpartners.com/industry-focus-overview/)** and **[functional](https://chesapeakesearchpartners.com/functional-focus-overview/)** areas. **[Contact our team](https://chesapeakesearchpartners.com/contact/)** to learn more about how CSP can support your IT hiring strategy. **Categories:** Recruiting Insights **Tags:** Hiring, IT --- ### [The Power of Exclusive Search](https://chesapeakesearchpartners.com/the-power-of-exclusive-search/) **Published:** May 7, 2024 **Author:** Johnny Black **Content:** As businesses navigate the ever-evolving landscape of talent acquisition, the choices between recruitment methods often boil down to two options: contingent and retained searches. However, nestled between these two lies an approach that combines the benefits of both while offering a unique value proposition—[**exclusive search**](https://chesapeakesearchpartners.com/employers/types-of-search/). Today, we unravel the enigma of exclusive search and its potential to redefine how organizations engage with recruitment partners. ##### What Is an Exclusive Search Recruiting Model? Unlike Retained and Contingent Searches, Exclusive Search embodies a hybrid approach. This relatively new concept fosters a symbiotic business relationship, sparing clients the hassle of engaging multiple firms, as seen in contingent models. Moreover, it allows clients to leverage internal recruiting teams, professional networks, and career pages to support the search process. The exclusive model requires an engagement fee to be paid at the beginning of the search. This ensures both the client and the search firm are equally motivated in the search’s success, resulting in expedited placements, attention to detail, exceptional quality of service, and a truly vested partnership. ##### **CHOOSING THE RIGHT MODEL FOR YOUR SEARCH** When deciding between the contingent, retained, or exclusive search models, it’s crucial to understand their differences and their benefits. Contingent search allows you to oversee the search process from beginning to end. This model is widely popular because it allows the client to engage multiple recruiting partners to identify relevant candidates. At first glance, this arrangement seems beneficial as more recruiters may lead to more candidates. In reality, the multitude of recruiters are canvassing the same candidate pool for the same position. This often results in a negative candidate experience and subpar service delivery, as recruiters know they’re competing for the same candidates, diminishing the likelihood of a successful search. The primary benefit of this model is the contingent nature of the fee; it’s only incurred upon a successful placement. Retained search, on the other hand, is commonly used to fill senior-level, high-profile positions or confidential searches. It involves hiring a trusted recruiting partner to handle the search process from initial screenings through the offer stage and beyond. Regardless of the sources, all candidates are vetted by the search firm. Companies opt for retained search, despite the required investment, due to the search firm’s level of dedication and its ability to maintain focus on their business objectives. Retained searches are the opposite of contingent searches. A fee is paid whether or not the placement is made. ##### **BENEFITS OF EXCLUSIVE SEARCH** Exclusive search represents more than just a transaction—it signifies a collaborative partnership. The main benefit of exclusive search is that it offers the dedication of a retained search paired with the flexibility of a contingent search. Other benefits of this hybrid approach include: 1. **Equal investment.** The client pays an engagement fee at the beginning of the search, which is then deducted from the final fee upon placement. This ensures both sides are equally invested in the search’s success. You do not have to pay the full fee if the placement is not made. Although the engagement fee is non-refundable, if the search firm does not make the placement, you are not responsible for any additional fees. 2. **Dedication level.** If a retained search does not make sense for your company or if the position is not a significant leadership role, you still receive a similar level of dedication as you would in a retained search relationship. 3. **Eliminates repeat candidate submissions.** The exclusive search model is particularly valuable for local searches, shielding you and your candidate pool from redundant submissions that often arise when working with multiple search firms. It also protects the candidate experience and your employer brand. In an exclusive arrangement, the search firm is your single dedicated partner. 4. **Trusted recruiting partner to return to for future hires.** Because of the unique partnership previously developed, your recruiting partner will already be familiar with your company values and the type of employee that would best fit your culture. When needed, this expedites future hiring processes. ##### **FAQs** ###### ***“Is an exclusive search more expensive than a contingent?”*** No. You’re not paying more than you would for a contingent search. ###### ***“What if the position isn’t filled?”*** If the position is filled through your own network or resources, you will not be responsible for any additional financial costs. However, the engagement fee paid at the beginning of the search will be retained by the search firm for the search efforts already invested into filling the role. ###### ***“What if a placed candidate leaves or we’re required to reduce our workforce?”*** If a candidate leaves within 90 days of their start date for any reason other than a reduction in force, change of company ownership, or unforeseen economic crisis, our service guarantee states that we will replace them. ###### ***“How does the engagement fee relate to the total fee after the placement is made?”*** The engagement fee is deducted from the total fee upon placement. For example, a client pays a non-refundable engagement fee of $5,000, and the placement salary is $100,000; if your agreement is for 25%, the total fee would be $25,000. With the exclusive model, you are only responsible for paying the remainder of $20,000. ##### **EACH SEARCH REQUIRES A CUSTOMIZED APPROACH** Exclusive search may be the most appealing option, but it is important to consider that **[each search solution](https://chesapeakesearchpartners.com/employers/types-of-search/)** addresses the unique recruitment needs of our partners. Once a search firm understands your organization’s goals, immediate needs, and hiring processes, it will recommend the most effective approach to expedite the search and uncover top talent. *Contact us to learn which search solution is right for your company – <info@chesapeakesearchpartners.com>* **Categories:** Recruiting Insights --- ### [How to Collaborate with a Professional Search Firm for an Effective Hire](https://chesapeakesearchpartners.com/how-to-collaborate-with-a-professional-search-firm-for-an-effective-hire/) **Published:** August 24, 2022 **Author:** Rick Fribush **Content:** Finding and retaining Top-Tier talent for your team can be a challenge for any company. If adding to your team is affecting your business operations, consider partnering with a professional search firm. The conversation surrounding partnering with a professional recruiting firm is often paired with, “How can we maximize time spent with recruiters for an effective hire?” Prior to conducting a search with a client, it is important to take time to prepare the hiring team by identifying your pain points throughout the hiring process. The result – an effective and retainable hire. #### **Be open to partnering with a search firm.** The first step is to acknowledge the challenge that the search presents. By openly articulating your goals and the reasons for engaging with a firm, you lay a strong foundation for your new partnership. Begin by making a list of what has happened during your search thus far: note any progress made, assess the quality of candidates encountered and identify any obstacles faced. This comprehensive overview serves as a valuable starting point, enabling both you and your search partner to align strategies effectively and navigate the search process with clarity and purpose. #### **Kick-offs are key.** When selecting a search partner, pay attention to the kick-off process. A dedicated search consultant should invest ample time in understanding your needs comprehensively. This goes beyond the job description to explore your company’s culture, organizational structure, existing employee dynamics, and more. By ensuring a thorough understanding on both sides, you set the stage for a successful collaboration, laying the foundation for mutual success. #### **Sense of urgency.** In today’s competitive job market, a sense of urgency is crucial. Prompt responsiveness to emails and phone inquiries fosters an efficient hiring process. By prioritizing timely communication, both employers and candidates can streamline the search process, ensuring a smoother and positive hiring experience for everyone involved. #### **Sharing feedback.** Regularly communicate your feedback on resumes received and interviews conducted with your search partner. Identify what experience and qualifications you value and ensure that the candidate’s salary expectations align with your budget. Take the opportunity to evaluate whether the relationship with the search firm is meeting your expectations. Providing detailed feedback is critical to ensuring the continued success of the search process. #### **Regroup and reset.** If little to no progress is made a couple of weeks into the search process, it’s essential to schedule a reset meeting. During this meeting, both the client and the search partner should openly discuss any challenges encountered and brainstorm potential solutions to ensure the successful execution of the search. This can involve evaluating the search criteria, refining the process, adjusting compensation packages, or exploring alternative approaches. These resets provide an opportunity to think creatively and adapt to overcome obstacles. Clients and their search partners often come out of these meetings feeling recharged and equipped with new ideas on how to move forward effectively. #### **Maintain the relationship.** It’s crucial to maintain open communication with your search partner even after the successful hiring process. Regularly sharing feedback on the new hire’s performance and discussing how it has positively impacted your business fosters a collaborative environment. By treating your chosen search firm as an extension of your company, you ensure that they remain equally invested in your business’s success. This collaborative approach not only strengthens your partnership but also leads to a more thorough understanding of your hiring needs over time. As a result, you can expect a higher caliber of candidates tailored to your organization, facilitating its growth and long-term success If you’re interested in learning more or want to start a search for your company, **[contact us](https://chesapeakesearchpartners.com/contact/)** at (410) 372-3027. **Categories:** Industry Insights --- ### [Strategic Hiring at Every Level: Why Utilizing a Search Firm Isn’t Just for the C-Suite](https://chesapeakesearchpartners.com/strategic-hiring-why-utilizing-a-professionalsearchfirm-isnt-just-for-the-c-suite/) **Published:** June 23, 2025 **Author:** Kristin (Sudina) Freitag **Content:** Leadership doesn’t start and stop in the executive suite. Organizations rely on strong decision-makers across various departments, including [finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/), [HR](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources/), [operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations/), [technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology/), etc. Yet, many hiring strategies only focus on using search firms when filling executive roles. That approach overlooks a critical truth: the impact of a mid-level or senior leader can be just as far-reaching. In today’s market, these professionals aren’t actively applying. They’re heads-down in their work, leading teams, delivering results, and only open to opportunities that are a good fit. When these roles are filled passively or reactively, companies risk costly misalignment or stalled growth. Professional search firms are experts in identifying professionals who possess the right combination of experience, perspective, and values to propel an organization forward. And are experts in doing it in a way that supports internal teams rather than stretching them thin. From Controllers to HR Directors to Plant Managers, hiring for mid-to-senior leadership roles requires more than a job posting. A professional search partner brings the structure and reach needed to make strategic, well-aligned hires. If you’re considering whether professional search is the right approach, a quick conversation can help clarify your options. **[Contact us for guidance.](https://chesapeakesearchpartners.com/contact/)** **Categories:** Industry Insights --- ### [Strategic Partnerships in Talent Acquisition: How Search Firms Enhance Organizational Success](https://chesapeakesearchpartners.com/how-search-firms-enhance-organizational-success/) **Published:** August 7, 2024 **Author:** Jackie Obrecht **Content:** In talent acquisition today, a bad hire can be detrimental and costly. Whether due to a rushed hiring process, lack of communication, or lack of experience, the repercussions can be significant. To mitigate these risks, companies often turn to third parties—typically search firms or staffing agencies—to save time and ensure quality hires. Understanding the distinct roles these entities play can be critical in achieving organizational success. While both provide valuable services, search firms are positioned as strategic partners, working alongside internal talent acquisition teams to build a strong and lasting workforce. ##### **BUILDING LONG-LASTING PARTNERSHIPS** The distinction between search firms and staffing agencies lies in their approach to client and candidate relationships. Search firms excel in building long-lasting partnerships by deeply understanding client needs and ensuring candidates are not only qualified but also are a strong cultural fit. They act as an extension of the client’s team, working collaboratively to meet organizational goals. On the other hand, staffing agencies are often focused on quick placements to address immediate needs, which can be suitable for temporary roles but may not always align with long-term objectives. ##### **STRATEGIC TALENT ACQUISITION** In today’s competitive job market, effective talent acquisition is crucial. Search firms play a strategic role by partnering with internal HR and talent acquisition teams, providing insights and expertise that enhance the hiring process. This collaborative approach helps organizations secure top talent, driving innovation and long-term success. By investing in quality hiring through a trusted search firm, companies can mitigate the risks and costs associated with poor hires. ##### **LEVERAGING REFERRALS** A search firm’s strength lies in its experienced consultants and extensive networks, which are crucial in finding the right talent. By working closely with clients and leveraging industry connections, these firms identify high-quality candidates through a relationship-focused approach. This method not only enhances candidate quality but also ensures better retention rates, benefiting the organization overall. ##### **THE IMPORTANCE OF A PERSONAL APPROACH IN RECRUITMENT** Search firms prioritize a personalized recruitment process, taking the time to understand both client needs and candidate aspirations. This empathetic approach fosters trust and aligns with the goal of making long-term, successful placements. Unlike the more transactional methods often employed by staffing agencies, search firms build deeper relationships, ensuring a better fit and more positive outcomes for both clients and candidates. ##### **ACHIEVING LONG-TERM SUCCESS** A search firm’s longevity hinges on thorough attention to detail—meticulously qualifying searches, sourcing and screening qualified candidates and maintaining consistent communication throughout the hiring process. This methodical approach yields quality hires and lower turnover rates. This commitment to sustained success positions them as valuable partners in achieving organizational goals. ##### **COLLABORATIVE PARTNERSHIPS** Rather than competing with internal talent acquisition teams, search firms complement and enhance these efforts by acting as valuable resource partners. They provide specialized expertise, deep market insights, and access to a wider talent pool. This partnership model ensures that the right candidates are identified and matched with the company’s unique needs and culture, leading to more successful and enduring hires. Search firms’ commitment to fostering long-term relationships, rather than focusing solely on immediate placements, positions them as strategic allies in achieving sustained organizational success in today’s competitive job market. **Categories:** Industry Insights --- ### [Why Companies Are Turning to Search Firms for HR, Coaching, and Interim Leadership](https://chesapeakesearchpartners.com/why-companies-are-turning-to-search-firms-for-hr-coaching-and-interim-leadership/) **Published:** July 8, 2025 **Author:** Jason Nemoy **Content:** For many organizations, search firms have traditionally played a single role: to help fill an open seat. But in today’s environment, hiring is only one part of the challenge. Companies are navigating evolving team structures, workforce transitions, and increasing demands on internal HR. [A recent report by **Business Insider** found that HR professionals are shouldering more pressure than ever](https://www.businessinsider.com/why-hr-workers-miserable-2025-6), from navigating layoffs and return-to-office mandates to integrating AI tools and addressing workforce morale. As a result, many organizations are turning to trusted search partners not just to help them hire, but to support the broader needs that come before and after that hire: HR strategy, leadership coaching, interim support, and outplacement. This shift is not about expanding services for the sake of it. It’s about responding to what organizations are asking for: fewer handoffs, deeper alignment, and more thoughtful guidance through the full employee experience. All of which led to the development of **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)**. As we partnered with organizations to hire HR leaders, finance talent, and department heads, a clear pattern began to emerge. Clients were seeking guidance through transitions, assistance in building infrastructure, interim HR support, and project-based solutions. They wanted a team they already trusted to step in and support the people side of their business. Instead of referring that work elsewhere, we built the capacity to deliver it directly. **What types of HR support are companies looking for?** Companies of all sizes are asking for more integrated, people-focused services. They are seeking flexible HR consulting, outsourced support, and experienced HR professionals who can embed quickly during times of growth or transition. Common needs include: - Interim HR leadership - Fractional HR support for growing teams - Policy development and compliance audits - Talent strategy and performance management - Coaching and employee relations support - Outplacement services during workforce changes Providing this level of service under one roof offers organizations continuity, efficiency, and clarity, particularly when timing and alignment are crucial. **What happens when you don’t have in-house HR?** Many organizations, particularly those in growth phases or operating with lean structures, often lack a fully developed internal HR function. [**Approximately 40% of small businesses in the U.S. have considered or are utilizing flexible HR solutions**,](https://simplyhrinc.com/is-fractional-hr-the-right-fit-for-your-business-a-cost-effective-guide-for-growing-companies/) such as fractional HR services. These arrangements not only provide scalability and adaptability to meet changing business needs but also **[offer significant cost savings, up to $94,000 annually for a 50-employee company](https://www.trinet.com/insights/hr-consulting-services-for-small-business)**, by outsourcing HR functions. Partnering with HR consulting firms or search firms that offer fractional and project-based support enables these organizations to access strategic guidance and hands-on expertise without the overhead of a full-time HR department. **How can search and HR work better together?** When a search partner already understands a company’s leadership style, culture, and team structure, they’re better equipped to support what happens after the hire, from onboarding to performance planning[. **Collaborative hiring models have been shown to improve decision-making and trust**.](https://www.hrlineup.com/collaborative-hiring-how-team-based-recruitment-improves-hiring-success/) Extending that partnership beyond recruiting creates consistency across your people strategy. **Why do local relationships still matter, even for national work?** Many of the organizations that now work with Chesapeake HR Solutions first came to us through existing search relationships. That’s how we’ve grown: not by marketing a national footprint, but by showing up consistently for our clients and growing alongside them. The work may happen in Maryland, the Southeast, or out West, but the trust is built the same way. Local insight and national capability are not opposites. When combined, they’re often what makes the difference. **Why this evolution was needed:** **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)** was not built as a growth strategy. It was a response to what our clients needed. As organizations face more complex people decisions, they want fewer silos and more alignment. The ability to partner with one team across search, HR consulting, interim support, and outplacement has helped them move forward with greater clarity and confidence. **[Contact us for guidance](https://chesapeakesearchpartners.com/contact/)** **Categories:** Industry Insights --- ### [AI Overload: Why Authenticity Still Matters in Hiring](https://chesapeakesearchpartners.com/ai-overload-why-authenticity-still-matters-in-hiring/) **Published:** September 16, 2025 **Author:** Kate Strzelczyk **Content:** Lately, it feels like AI is everywhere in the hiring conversation. From screening tools to résumé builders, technology has made its way into nearly every step of the process. And while AI can certainly create efficiencies, both candidates and hiring teams are starting to feel the overload. What we’re seeing more and more is a shift back toward something simple but essential: **authenticity**. #### **Where AI Helps, and Where People Matter More** At CSP, we utilize AI in small ways, such as drafting job descriptions or assisting with outreach once we’ve identified the right candidates. It saves time and clears the way for our recruiters to focus on what matters most: people. Because here’s the truth: **AI can support, but it can’t connect.** A well-written job description might spark initial interest, but it’s the conversation that follows, the questions asked, the trust built, and the insights shared that make the difference. #### **Authenticity in Action** The most important moments in hiring (interviews, conversations, and assessments) can’t be automated. These are the moments when you learn: - **How someone leads.** Beyond technical expertise, what’s their style, and will it resonate with your team? - **How they fit with your culture.** Values and working styles aren’t captured in a résumé. - **Where they can grow.** Potential matters just as much as experience. That’s why human judgment is irreplaceable. **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner at CSP, recently shared with the ***[Baltimore Business Journal](https://www.bizjournals.com/baltimore/news/2025/08/29/community-wealth-ai-small-business-uses.html)**:* > “I have not seen AI be able to gather a culture dynamic. If you expect AI to deliver the right candidate on a silver platter, you’re going to be disappointed.” **[Forbes](https://www.forbes.com/councils/forbeshumanresourcescouncil/2025/04/18/ai-can-reshape-enterprises-but-the-need-for-human-involvement-remains)** has made a similar point, noting that organizations seeing the most success with AI are the ones using it as a support tool, rather than a substitute for human decision-making. Together, these perspectives highlight a simple truth: technology may streamline parts of the process, but authenticity and human connection lead to lasting hires. #### **Why Authenticity Matters Now More Than Ever** Candidates are paying close attention to how they’re treated during the hiring process. With artificial intelligence everywhere, many fear being reduced to data points rather than individuals. When a recruiter or hiring manager takes the time to listen, to ask thoughtful questions, and to share openly about the role and company, it sets the stage for stronger relationships and better long-term outcomes. For employers, this approach provides peace of mind. The goal isn’t to fill a role quickly, but to make a thoughtful choice, confident that the new hire will thrive. #### **Key Takeaway** AI may make hiring faster, but authenticity makes it meaningful. Candidates want to be seen as people, not profiles, and employers want confidence in both skill and fit. The companies that strike the right balance, pairing technology with genuine human connection, are the ones that build lasting teams. If you’d like to explore how to build authenticity into your hiring strategy, **[the team at CSP would be glad to help](https://chesapeakesearchpartners.com/contact/)**. **Categories:** Industry Insights **Tags:** AI, Hiring --- ### [How to Prepare For a Career Change Before the Fall Hiring Season](https://chesapeakesearchpartners.com/end-of-summer-career-change-checklist/) **Published:** August 25, 2025 **Author:** Mark Ledvinka **Content:** Late August is one of the best times to evaluate your career goals. Whether you’re actively searching or just thinking about what’s next, this time of year creates a natural reset. Summer’s winding down, inboxes are getting busier, and companies are gearing up to make [key hires](https://chesapeakesearchpartners.com/how-to-prepare-for-fall-hiring-season/) before the end of the year. At CSP, we see it every year: once Labor Day hits, hiring activity picks up fast, and the candidates who are ready with their resume polished, goals established, and LinkedIn updated tend to move more efficiently. Whether you’re planning a move or want to prep for when the right opportunity comes along, follow this simple checklist before fall hiring season: #### Refresh Your Resume (Even if You’re Not Looking) This one is essential–even if you’re not applying for roles today, have your resume ready to go for when someone says, “Can you send over your resume?” Remember to: - Add any new wins, certifications, or recent projects - Quantify outcomes (think: “reduced processing time by 18%) - Make sure it’s easy to read and cleanly formatted. *Tip: Save it as a PDF using your full name, e.g., “John Doe Resume 2025.” It sounds simple, but it makes a difference.* #### Update Your LinkedIn Profile LinkedIn is usually the first place hiring managers and recruiters check, especially when reaching out to passive candidates. Similar to refreshing your resume: - Make sure your headline and current role are up to date - Add skills, credentials, or accomplishments from this year. LinkedIn data shows that **[members who list at least five skills are contacted up to 33x more often by recruiters](https://www.linkedin.com/blog/member/product/5-steps-to-improve-your-linkedin-profile-in-minutes)**. - Review your “Open to Work” Preferences, even if they’re private *Tip: Create a LinkedIn post sharing a short win or industry insight to stay visible within your network.* #### Reconnect With a Recruiter You Trust Even if you’re not actively searching, it’s still smart to touch base with your network. Let your recruiter know what’s changed, what you’re curious about, and what types of opportunities might interest you. If you’re not currently working with a recruiter, now is a great time to begin the relationship before the post-Labor Day hiring surge. #### Take Inventory of Your Goals This doesn’t need to be a 10-year plan. It can be as simple as asking: - What kind of work has energized me this year? - What am I ready to grow into? - What kind of team or culture do I want more of? Establishing clarity now helps you move faster when the right opportunity comes along. #### Clean Up Your Digital Footprint Take a few minutes to Google yourself and review your social media. Remove anything outdated or off-brand, or adjust your privacy settings. You don’t need to curate the perfect image, just a consistent, professional one. #### Celebrate What You’ve Accomplished This Year Before jumping into “what’s next,” pause and reflect: - What project went well this summer? - Where did you lead or support others in a meaningful way? - What feedback did you receive that made you proud? Taking stock builds momentum and gives you language to use in your next interview or performance review. #### Key Takeaway You don’t need to overhaul your career overnight, but a little intention this time of year can set you up nicely for when the right doors open up later. Whether you’re ready to make a career change or just want to stay prepared, this checklist will help you confidently head into fall feeling polished and ready for what’s next. --- #### Considering a change? Chesapeake Search Partners helps professionals explore opportunities that align with their growth goals. If you’re preparing for a career move, visit our **[Candidate Resources](https://chesapeakesearchpartners.com/jobseekers/candidate-resources/)** page for tools, tips, and practical guidance to help you get started. **[Share your resume](https://chesapeakesearchpartners.com/jobseekers/submit-a-resume/)**[,](https://chesapeakesearchpartners.com/jobseekers/submit-a-resume/) or reach out to our team at **<info@chesapeakesearchpartners.com>** **Categories:** Recruiting Insights **Tags:** Job Search Tips --- ### [Interviewing with Intention: A Guide for Hiring Managers](https://chesapeakesearchpartners.com/interview-tips-for-hiring-managers/) **Published:** August 11, 2025 **Author:** Matt Levin **Content:** #### **The Opportunity in Every Interview** Hiring is high-stakes. The people you bring on board directly influence team performance, organizational culture, and long-term success. Most hiring managers know what they’re looking for, but even seasoned interviewers will admit that candidate conversations don’t always go as planned. Some candidates talk a great game, but it’s hard to know how they’ll actually operate day to day. Others have strong experience but struggle to articulate their story in a high-pressure setting. The real issue often comes down to this: **Are we asking the right questions to learn what we need to know?** One of the most effective ways to strengthen your interview process is to approach it with the same intention you bring to strategic planning: clear objectives, thoughtful preparation, and strong follow-through. #### **How to Get the Most Out of Every Candidate Conversation** Here are five ways I’ve seen hiring managers sharpen their interview approach and gain better clarity around whether a candidate will thrive in the role and environment. ##### **Ask Behavioral Questions Then Go One Step Further** Behavioral questions like “*Tell me about a time you led a team through change*” are a strong start, but the real insight comes in the follow-up. **Ask:** - “What did you do first? - What was the result? - What would you do differently next time?” *Why it works:* You get a sense of how the candidate thinks under pressure, prioritizes, and learns on the job. ##### **Create Space for Problem-Solving** Sometimes the best hires don’t give perfect answers; they think out loud, ask clarifying questions, and weigh tradeoffs. **Try:** “We’ve been dealing with \[X operational challenge\]. If this were your role, how would you approach it in your first 90 days?” This helps you gauge resourcefulness and alignment with how your team works. ##### **Watch Your Framing** Many interviewers unintentionally steer candidates toward the “right” answer. **Instead of:** “We move fast here. Are you good with that?” **Ask:** “What kind of work environment brings out your best performance?” This helps candidates share their authentic preferences, not what they think you want to hear. ##### **Balance Role Clarity with Curiosity** Candidates need a clear picture of the role, but if you spend most of the interview explaining, you miss the chance to learn how they think. **Tip***:* Save the deeper company overview for later in the interview or round two. Use the first half to let the candidate lead with their story. ##### **Pay Attention to Engagement** The strongest candidates come prepared with thoughtful questions. They’re curious about team structure, expectations, and impact, rather than solely focusing on salary or hours. Look for: - Questions that show they’ve done their research - Interest in how success is measured - Signs they’re thinking beyond day one ##### **Why Interview Skills Matter Right Now** In today’s competitive talent market, every interview counts. A vacant role doesn’t just create inconvenience—it impacts timelines, productivity, and team performance. That’s why interviews can’t just feel productive; they should also be structured and intentional. Research shows that [**structured interviews are more than twice as effective at predicting job performance compared to unstructured ones**](https://www.psychologytoday.com/us/blog/hr-for-tomorrow/202310/getting-the-hiring-right-why-structured-interviews-work). When hiring managers ask job-relevant, behavior-based questions, they gain better insights and can make more confident decisions. Even small improvements in interview quality can lead to stronger hires, reduced turnover, and long-term organizational success. --- ##### **Let’s Start the Conversation** At Chesapeake Search Partners, we work with hiring managers who want to make strong, confident hiring decisions. Whether you’re building a new team or backfilling a critical role, [we help you define the position, shape the interview, and find the right fit](https://chesapeakesearchpartners.com/the-csp-difference/). **[Contact us for hiring support tailored to your business needs.](https://chesapeakesearchpartners.com/contact/)** **Categories:** Industry Insights **Tags:** Interview Tips --- ### [Top 5 Job Search Questions We Get Every July](https://chesapeakesearchpartners.com/top-5-job-search-questions-we-get-every-july/) **Published:** July 28, 2025 **Author:** Patrick Fitzgerald **Content:** **Thinking about making a career move, but not sure if summer is the right time?** You’re not alone. July is a season of reflection for many professionals. Vacation time, mid-year reviews, and quiet inboxes often lead to big career questions. At Chesapeake Search Partners, [we work with job seekers across various functions and industries](https://chesapeakesearchpartners.com/the-csp-difference/) throughout the year. Here are the five most common questions we hear every July, with honest answers to help guide your next step: #### **“Is summer a bad time to look for a new job?”** Not at all, summer hiring happens, just differently. Many candidates assume hiring slows down in the summer, but the truth is: search activity continues year-round, especially in industries such as healthcare, finance, and technology. Here’s why summer can be *strategically smart* for job seekers: - **Less competition:** Many candidates pause their search, giving you more visibility. - **Shorter processes:** Companies try to make decisions before the fall. - **Q3–Q4 planning:** Many hiring managers are planning for end-of-year needs. [ManpowerGroup](https://go.manpowergroup.com/meos) reports that strong hiring activity for strategic and leadership roles continues through the summer months. #### **“Should I wait until fall to make a move?”** Only if you’re not ready now. If you’re just starting to explore, it’s fine to use the summer to research, reflect, and refine your resume. But don’t delay a serious search if: - Your current role is no longer fulfilling - You’re in an industry with active summer hiring (like Construction, Technology, or Healthcare) - You’re targeting leadership roles (which often have longer timelines) Think of July and August as your pre-fall runway. Taking one step now, like having a conversation with a recruiter, can help you hit the ground running by September. #### **“Can I job search while on vacation?”** Yes, if you do it with intention. You don’t need to spend your PTO refreshing job boards. Instead: - Use quiet moments to update your LinkedIn or resume - Reach out to 1–2 people in your network - Have a 30-minute call with a recruiter. The key is low-pressure progress. Small steps now can put you ahead of the rush later. #### **“Will companies wait until after Labor Day to make offers?”** Some will, but many don’t. While August is known for decision-makers being out of office, urgent or strategic hires still happen. Roles in Human Resources, Operations, and IT, especially in mid-sized and high-growth companies, often move in Q3. Also, don’t forget: - Interim and project-based roles spike in late summer - Backfilling picks up as leaders take new roles heading into fall If a role opens in July, the hiring team likely wants to fill it *before* September. #### **“Is it worth working with a search firm during the summer?”** Absolutely, and here’s why: Search firms like CSP don’t take summers off. We’re having confidential conversations, advising clients, and [prepping searches](https://chesapeakesearchpartners.com/employers/search-approach/) even when timelines are stretched. Plus, we can: - Advocate for you while you’re offline - Share upcoming roles before they go live - Match you with interim or contract leadership work (common in summer transitions) ##### **Key Takeaway** **Summer isn’t a slowdown, it’s a shift.** If you’re thinking about a change, July is the perfect time to take stock, [reconnect with your network](https://chesapeakesearchpartners.com/the-value-of-networking/), and start quiet conversations about what’s next. [**Let’s start the conversation around your search strategy.**](https://chesapeakesearchpartners.com/contact/) Whether you’re actively searching or just exploring your options, we’re here to talk. Reach out to learn more about opportunities in your industry or function. **Categories:** Industry Insights **Tags:** Job Search Tips --- ### [Career Transitions Done Right: How HR Can Support Employees Through Change](https://chesapeakesearchpartners.com/how-outplacement-can-support-employees-through-change/) **Published:** February 9, 2026 **Author:** Julie East **Content:** *By **[Wilma Brockington-Parker](https://chesapeakesearchpartners.com/meet-the-team/staff/wilma-brockington-parker/ "Donna Garon | Chesapeake HR Solutions"),** Outplacement Consultant & Executive Coach, and **[Barbara Clark](https://chesapeakesearchpartners.com/meet-the-team/staff/barbara-clark/)**, Outplacement & Career Coach – **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)*** Workforce transitions are often defining moments for leadership: they test credibility, trust, and employer brand, and signal whether people are treated as talent or as transactions. In the past two years, **[61% of organizations have conducted layoffs](https://careerminds.com/news/layoffs-exit-strategies-impact-morale-brand)**, and over half expect to do so again soon. Through our work supporting transitioning employees and partnering with HR leaders, we’ve seen what helps people move forward and what makes these moments harder than they need to be. While we each bring different perspectives to this work, we’re aligned on one core belief: **when transitions are handled with clarity, structure, and humanity, they can become meaningful turning points rather than endings.** ##### **What Employees Experience First and Why HR’s Earliest Moves Matter** Cognitive overload hits first. Employees suddenly juggle loss, uncertainty, and a job search while still expected to perform. This swirl of grief, fear, and paralysis can freeze even high-performing professionals. Employees often experience: - Shock, fear, anger, and uncertainty - Anxiety about financial stability and future identity - Confusion around what to do first or where to begin HR’s early tone-setting power is critical here. From our combined perspective, effective transitions actively support what comes next, including: - Immediate access to outplacement services - Resume and LinkedIn support - Interview coaching and job-search structure - Clear timelines and next steps Employees begin shifting from paralysis to possibility. Early structure doesn’t remove the sting, but it restores a sense of control and dignity. ##### **Why Professional Branding Becomes a Turning Point** Once employees begin looking ahead, professional branding is often the first place to regain momentum. Clear, consistent messaging helps individuals translate uncertainty into a focused job search strategy. From our experience, the resume is the cornerstone. It’s what gets uploaded, forwarded, screened, and judged in seconds. Outplacement professionals add immediate value by coaching on topics such as: - A clear, outcome-focused resume that translates experience into impact - A strong LinkedIn presence that aligns with career goals - Consistent messaging across resumes, profiles, and conversations We see branding stall searches when: - Resumes are outdated, overly technical, or lack direction - Achievements are described internally instead of in market-facing language - Excessive length that dilutes impact (two pages max!) LinkedIn plays a supporting role when optimized by outplacement professionals. It reinforces the resume, improves recruiter visibility, and helps interest flow seamlessly between platforms and into real conversations. **When this support is offered, employees feel equipped rather than exposed.** When it’s missing, even a well-intentioned transition can feel careless, often eroding trust at the point it matters most. ##### **Coaching Stabilizes Emotion While Driving Progress** Coaching plays a critical role in repairing identity, confidence, and momentum. It creates stability, addresses the emotional weight of change, and provides a clear path forward. At its core, coaching provides direction when uncertainty is high. It helps individuals regain perspective, make intentional decisions, and stay anchored during an unfamiliar job search. From a practical standpoint, coaching helps by: - Clarifying career direction and priorities - Translating experience into clear impact - Breaking the job search into manageable steps - Practicing conversations and interviews - Navigating rejection without internalizing it Good coaching keeps people moving without pushing them prematurely. It gives them back a sense of power and provides a steady voice saying, *“We’ve got you…and you’ve got this.”* ##### **Making Networking Strategic & Human** Networking remains the most effective way to uncover roles, yet it’s also where many individuals feel the most hesitation. With the right outplacement support, it becomes more approachable and far more intentional. We guide individuals to approach networking by: - Identifying priority companies and decision-makers - Setting simple, achievable weekly outreach goals - Using clear, consistent messaging across conversations Outreach is human, brief, and purposeful. It extends beyond LinkedIn to include former colleagues, clients, alumni, and community connections. The goal is not volume, but meaningful market entry points that align with career direction. ##### **Outplacement in Action** ###### **Barbara:** *“We supported a senior leader who had spent over 30 years with one company and had never needed a resume. Through structured outplacement, we built her resume from scratch, condensed and clarified decades of impact, strengthened her LinkedIn presence, and coached her outreach to her network. Leveraging her renewed network and her new resume, she landed a senior leadership role within weeks, which was a surprise to her and a huge bonus as she started her new role while still receiving her severance pay.”* ###### **Wilma:** *“We also worked with a long-tenured professional whose search initially stalled because she didn’t engage with outplacement services. Once she did, we reframed her experience, rebuilt her resume, clarified her narrative, and taught her how to connect directly with hiring teams. What shifted wasn’t just her materials; it was her visibility. That momentum led to a role aligned with her goals and timeline. Intentional support drives momentum.”* Both experiences reinforce the same truth: **when people are supported thoughtfully, progress follows.** ##### **What Separates Effective Outplacement from a Missed Opportunity** Not all outplacement support is created equal. Programs often feel transactional: generic portals, minimal personalization, and limited human interaction. The difference often lies in whether employees feel genuinely supported or simply processed through a system. Effective outplacement is: - Timely and proactive - Personal and accessible - Structured without being rigid From an organizational standpoint, this approach: - Protects employer brand - Maintains trust with remaining employees - Preserves long-term relationships that often resurface **Exits echo!** How people are treated shapes referrals, rehiring potential, client relationships, and morale. Workforce transitions are not one-way doors. ##### **What HR Leaders Should Prioritize Moving Forward** Globally, **[only about a third of HR leaders say their companies include outplacement services in their layoff packages.](https://www.intoo.com/wp-content/uploads/sites/3/2025/09/2025-Global-Report.pdf)** This support is much needed, as more than half of employees (51%) say they would need significant help preparing to look for a job again in the event of a layoff. For HR leaders planning potential workforce transitions in 2026 and beyond, we recommend: - Lead early with *strategy and humanity* - Align leadership messaging before rumors spread - Equip managers to communicate with empathy - Provide immediate, tangible resources - Partner with outplacement providers who balance market strategy with lived experience When HR leads with intention, transitions feel less like damage control and more like responsible stewardship. ##### **Key Takeaway** Career transitions define an organization’s reputation. Handled poorly, they fracture trust. Handled well, they preserve relationships, enabling people to leave respected, refer to others, or even return. In 2026, partnering with an experienced outplacement firm can help employees land faster, stronger, and with dignity intact. --- **Let’s Start the Conversation** At **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)**, we partner with HR leaders and executives to design outplacement and transition support that protects people, culture, and employer brand. If you’re planning or navigating workforce change, [**contact us for guidance.**](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/) **Categories:** HR Solutions **Tags:** HR, Outplacement --- ### [How to Thrive as an HR Department of One: Tips for Solo HR Professionals](https://chesapeakesearchpartners.com/how-to-thrive-as-an-hr-department-of-one/) **Published:** November 17, 2025 **Author:** Julie East **Content:** *By **[Donna Garon](https://chesapeakesearchpartners.com/meet-the-team/staff/donna-garon/ "Donna Garon | Chesapeake HR Solutions")**, Senior HR Consultant – **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)*** ##### **Finding Purpose in the HR Department of One** Becoming an HR Department of One was a natural progression for me. My early experience in the restaurant industry taught me to thrive under pressure, anticipate people’s needs, and communicate clearly, skills that have shaped how I approach HR today. Over time, I found my niche supporting small and mid-sized companies where I could see my impact firsthand. Working solo in HR requires balancing responsiveness with strategy. It’s more than administrative work; it includes recruiting, compliance, training, and culture-building all in one. The variety, autonomy, and partnership that come with this role are what make it both challenging and rewarding. ##### **The Reality of Thriving as a Solo HR Professional** One of the biggest misconceptions about HR Departments of One is that HR is primarily administrative. Something one person can easily handle. In reality, HR spans a wide range of responsibilities, including: - Recruiting and onboarding - Benefits administration and compliance - Employee relations and investigations - Training and development - Policy creation and implementation Solo HR practitioners manage all of this, often without the systems or team support that larger organizations rely on. Leaders sometimes underestimate not only the time and energy this requires, but also the level of expertise needed to manage it effectively and stay compliant. Another misconception is that “HR slows things down.” That belief usually comes from viewing HR as transactional rather than strategic. When HR is involved early in business decisions, we: - Set clear expectations - Prevent costly missteps - Create smoother, more efficient processes - Build transparency and trust across the organization A proactive HR function drives progress, rather than delaying it. ##### **Building Structure and Early Wins** Structure and consistency are essential when you’re a department of one. I rely on a centralized project and task tracker to keep everything in one place: priorities, deliverables, vendor contacts, and timelines. It keeps me aligned with leadership and makes it easy to hand off projects seamlessly when a contract ends. Even with digital tools, I always keep a notebook nearby for meeting notes and quick ideas. It’s a small but powerful habit that helps ensure nothing important slips through the cracks. When resources are limited, I focus on low-hanging fruit. These are initiatives that can be completed quickly and have a visible impact. Early wins build credibility, show progress, and create momentum for more strategic, long-term goals. **Key focus areas:** - Improving efficiency - Reducing costs - Strengthening employee engagement Regular communication is just as important. Sharing small updates and milestones keeps stakeholders informed and reinforces HR’s value to the organization. ##### **Using Technology to Work Smarter** Technology is a force multiplier for solo HR professionals. For one client, I leveraged my [**ADP Workforce Now Certification**](https://education.adp.com/) to modernize their HR operations. The company was underutilizing its platform and paying for redundant vendors while relying on manual, paper-based processes. By fully implementing ADP modules and consolidating recruiting, background checks, and benefits administration, we eliminated multiple vendors, saving thousands annually and reducing administrative workload by 40%. The shift to a digital workflow improved accuracy, compliance, and visibility across the organization. A well-utilized HRIS automates routine administrative work and frees time for people-focused strategy. Collaboration tools like Outlook, Teams, and chat platforms also keep communication organized and efficient. Even AI tools like ChatGPT have become a quiet productivity boost. I use AI to draft templates, policy updates, and announcements, saving time while ensuring accuracy and professionalism. Maintaining confidentiality always comes first, but when used responsibly, these tools allow solo HR professionals to work smarter and deliver more refined results. When you’re an HR Department of One, technology is your virtual team. ##### **Leading with Credibility** As the only HR voice in the room, credibility is everything. My goal is to advise, not dictate. This helps present leaders with options, explains the risks and benefits, and grounds every recommendation in best practice, building trust and influence. Consistency between words and actions matters most. When leaders see that your guidance is reliable, fair, and aligned with organizational goals, they seek your input early and value your perspective. For new HR professionals working solo: - **Build a strong network.** Brokers, vendors, and peers are invaluable partners for troubleshooting and perspective. - **Remember “CYA”—Consult Your Attorney.** It’s a lighthearted phrase, but sound advice. - **Seek feedback and give yourself grace.** You can’t do everything at once, and that’s okay. I highly recommend joining the [**Greater Baltimore SHRM Chapter’s HR Department of One group.**](https://www.chra.com/page/HRDepartmentofOneForum) It’s a great reminder that you’re truly not alone and there’s a network of professionals who understand the unique challenges of solo HR work and are always willing to help. ###### **Key Takeaway** **My HR philosophy is simple:** *Follow the campfire rule: leave every person, team, and organization better than you found them.* --- ###### **Let’s Start the Conversation** At **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)**, we collaborate with executives and HR leaders across industries to transform reviews into strategic conversations that strengthen teams and drive growth. If you’re looking to refine your approach to year-end reviews, [**contact us for guidance.**](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/) **Categories:** HR Solutions **Tags:** HR --- ### [What Hiring Conversations in 2025 Reveal About 2026](https://chesapeakesearchpartners.com/what-hiring-convesations-in-2025-reveal-about-2026/) **Published:** December 22, 2025 **Author:** Rachel (Talbot) Dover **Content:** *By **[Rachel Talbot](https://chesapeakesearchpartners.com/meet-the-team/staff/rachel-talbot-dover)** & **[Gianna Aguirre](https://chesapeakesearchpartners.com/meet-the-team/staff/gianna-aguirre)**, Search Consultants at Chesapeake Search Partners* Throughout 2025, we spent many days in conversations with candidates and hiring leaders across industries. Those conversations gave us a front-row seat to what people were really looking for in one another beyond what showed up in job descriptions, resumes, or interview scripts. As the year progressed, patterns emerged. Some confirmed what we’d been seeing for a while, while others reflected fundamental shifts in how people approach work, growth, and hiring decisions. Below is what stood out most and what we believe it signals as teams and candidates look ahead to 2026. ##### **What Candidates Were Looking for in Employers** Across roles and industries, candidates who were already employed but open to a move consistently prioritized the same things. They were less focused on titles and more focused on fit. The themes we heard most often included: - Work-life balance and flexibility - Strong, supportive company culture - Clear opportunities for growth One notable shift was around work location. Candidates were less rigid about fully remote work than in previous years. Many were open to hybrid or in-office environments when flexibility, understanding, and trust were clearly part of the culture. For most, flexibility wasn’t just about where they worked; it was about how supported they felt. ##### **What Hiring Managers Prioritized** From the client side, hiring managers were increasingly intentional about who they brought onto their teams. Culture fit and adaptability were top priorities, especially for smaller teams where individuals are expected to wear multiple hats. We consistently heard hiring leaders emphasize: - Strong communication and collaboration - Adaptability as priorities shift - The ability to learn quickly and solve problems We also saw hiring managers become less focused on exact software or tool experience when candidates demonstrated curiosity and a willingness to learn. Even amid economic uncertainty, many clients were willing to flex budgets when they believed a candidate was the right long-term fit. ##### **The Candidate Frustration We Heard Most** One theme came up repeatedly in candidate conversations: how discouraging job boards have become. Many candidates shared that they applied for roles they were qualified for or overqualified for and never heard back. With high application volumes and limited internal hiring resources at many organizations, qualified candidates are often unintentionally overlooked. This dynamic reinforced the importance of targeted sourcing and thoughtful hiring processes, especially in a crowded market. ##### **Stories That Captured The Year** ###### Gianna: One search that stood out this year was with a mission-driven nonprofit hiring for an Operations role. While several candidates looked strong on paper, our conversations revealed that success required comfort with ambiguity, limited resources, and a true mission-first mindset. Once the search shifted toward candidates with direct nonprofit experience, the difference in engagement and alignment was immediate. It reinforced how deeply culture and environment shape long-term success. ###### Rachel: In another search, a client came to us looking for a critical support role but with a tight budget. Rather than making assumptions, we walked them through the market and presented candidates at varying levels. By giving the client clear options and context, they chose to adjust their budget slightly, resulting in a hire who made an immediate and meaningful impact. Both experiences reinforced the same lesson: alignment comes from conversation, not assumptions. ##### **What to Expect in 2026** Looking ahead, a few signals are clear: - Culture and mission alignment will continue to outweigh technical checklists - Candidates will be more selective and cautious about making moves - Hiring teams will remain patient, prioritizing fit over speed For candidates, adaptability, versatility, and the ability to articulate alignment with an organization’s values will matter more than ever. For employers, clarity around role expectations, growth paths, and motivation will be critical to attracting and retaining talent. ##### **Key Takeaway** What we learned in 2025 is that successful hiring still comes down to people. Honest conversations on both sides create the clarity that leads to better outcomes. As we move into 2026, those conversations will only become more critical. --- ###### **Let’s Start the Conversation** At Chesapeake Search Partners, we believe meaningful placements begin with understanding. **[Let’s start the conversation around your next search strategy.](https://info.chesapeakesearchpartners.com/search-consultation-scheduling)** **Categories:** Industry Insights **Tags:** 2026, Hiring --- ### [A Practical Guide to Interviewing C-Suite Candidates](https://chesapeakesearchpartners.com/a-practical-guide-to-interviewing-c-suite-candidates/) **Published:** September 23, 2025 **Author:** Julia Rice **Content:** By: **[Julia Rice](https://chesapeakesearchpartners.com/meet-the-team/staff/julia-rice/)**, Search Consultant Hiring a C-suite executive is one of the most important decisions a leadership team or board will make. These leaders shape culture, set vision, and drive results across the organization. The challenge is that while resumes highlight what someone has done, they don’t always reveal how a person will lead in the future. I recently had lunch with [**Lauren Carver**](https://www.linkedin.com/in/lauren-carver-shrm-cp/)**,** SHRM-CP, Sr. Director of Talent Acquisition at **[Sinclair](https://sbgi.net/),** and she explained the challenge well: > *“The hardest part of hiring a C-suite executive is balancing technical expertise with cultural alignment. You can find highly accomplished leaders with impressive track records, but ensuring their leadership style, values, and vision align with the company’s long-term strategy is far more challenging. Just as difficult is getting a panel of executive leaders, each with different perspectives on what’s best for the organization, aligned on the same hire. At this level, a bad hire isn’t just costly; it can disrupt momentum, impact morale, and shift the trajectory of the business. The true challenge is identifying not just who can do the job, but who will elevate the entire organization in the right way.”* At this level, the wrong hire can disrupt strategy, morale, and momentum; therefore, making the right choice is crucial for boards and leadership teams. This guide outlines targeted questions and listening tactics to help leadership identify individuals who will succeed in their role and ultimately elevate the organization. #### 1. How to Evaluate Strategic Vision in Executive Interviews At the C-suite level, functional expertise is expected. What separates strong candidates is their ability to connect their expertise to a forward-looking vision. According to [**the Harvard Business Review**](https://hbr.org/2025/05/when-picking-a-new-ceo-ask-them-for-a-growth-plan), boards should supplement backward-looking track records by asking CEO finalists to provide a growth plan. ###### What to Ask: - “Tell us about a strategic initiative you led that had a lasting impact on company growth. What challenges did you face, and how did you overcome them?” - “How do you ensure departmental objectives align with company-wide goals?” ###### What to Listen For: - Clear impact and examples of measurable results - Evidence of innovative and adaptable problem-solving - Proactive planning that balances short-term needs with sustainability #### 2. Questions to Assess Collaboration with Senior Leadership: C-suite executives succeed only if they can align with CEOs, boards, and fellow leaders. Influence and collaboration matter as much as technical expertise. ###### What to Ask: - “Can you share an example of influencing a CEO or Board decision?” - “What role have you played in aligning leadership teams around major initiatives?” - “How have you helped align leadership teams on major initiatives?” ###### What to Listen For: - Partnership and credibility at the top level - Balanced use of “we” and “I,” showing shared success - Evidence of building alignment across diverse perspectives #### 3. How to Measure Operational Expertise in C-Suite Candidates Vision is meaningless without execution. Strong executives must demonstrate an ability to manage complexity, scale operations, and improve efficiency. ###### Questions to Ask: - “Describe a time you streamlined operations that delivered measurable results.” - “What systems or processes have you introduced that improved efficiency or scalability?” - “How do you approach risk management and resource allocation during times of change?” ###### What to Listen For: - Operational discipline and structured, measurable improvements - Scalability for long-term growth, not just immediate fixes - Balanced decision-making under pressure #### 4. How to Evaluate Leadership and Team Development in Executive Interviews C-suite leaders shape culture and performance through the teams they build. Effective leaders prioritize mentoring, talent development, and succession planning. ###### Questions to Ask: - “How have you built and developed high-performing teams?” - “What’s your approach to succession planning?” - “How do you balance setting direction with empowering your leaders to make decisions?” ###### What to Listen For: - Tangible examples of mentoring or growing future leaders - Willingness to delegate authority while providing vision - Evidence of shaping environments that attract and retain talent #### 5. How to Assess Breadth of Experience and Adaptability The best C-suite hires have faced diverse challenges, navigating market shifts, crises, or significant organizational change. Breadth of experience can demonstrate adaptability under pressure. ###### Questions to Ask: - “Tell us about a time you led through a period of crisis or uncertainty. What did you learn?” - “How have you adapted strategies when external forces disrupted your original plans?” - “What new industry, market, or business models have you had to learn quickly?” ###### What to Listen For: - Resilient leadership under pressure - Ability to pivot while staying focused on goals - Lessons applied across indistries or business models #### 6. How to Identify Drive and Resilience in Executive Candidates Personal qualities often make or break a C-suite hire. Drive, resilience, and authenticity determine how leaders perform under pressure and how they inspire others. ###### Questions to Ask: - “What’s the most difficult professional challenge you’ve faced, and how did you recover?” - “How do you sustain performance and energy in high-pressure environments?” - “What motivates you to keep growing as a leader?” ###### What to Listen For: - Candid reflection on challenges and growth - Persistence in the face of setbacks - Passion tied to values, not just outcomes #### Key Takeaway Interviewing C-suite candidates requires creating conversations that reveal vision, adaptability, and leadership style. When leaders ask the right questions and listen with intention, it becomes clear which candidates can meet today’s challenges and carry the organization forward. In my experience, the best executive hires are the ones who align with strategy, inspire confidence, and elevate those around them. **[If your organization is preparing for an executive search](https://chesapeakesearchpartners.com/contact/)**, our team at CSP would be glad to share more about how to structure these conversations and approach the process with clarity and confidence. **Categories:** Recruiting Insights **Tags:** Hiring, Interview Tips --- ### [What CEOs Are Really Looking for in Their HR Partners](https://chesapeakesearchpartners.com/what-ceos-are-really-looking-for-in-their-hr-partners/) **Published:** July 23, 2025 **Author:** Jackie Obrecht **Content:** By **[Jackie Obrecht](https://chesapeakesearchpartners.com/meet-the-team/staff/jackie-obrecht/)**, *Search Consultant* Lately, there’s been no shortage of headlines about CEOs and their HR leaders, some more colorful than others. But all memes aside, the attention on the CEO–HR relationship is warranted. It’s one of the most important and often misunderstood dynamics within any organization. In every HR search I lead, the same underlying need emerges: CEOs aren’t just hiring someone to manage personnel operations. They’re looking for a partner. The best HR leaders I’ve placed demonstrate three standout traits: they’re deeply **trusted**, operate with **autonomy**, and **delegate** with clarity and confidence. And those three qualities are exactly what CEOs are asking for more of today. #### Trust Isn’t Optional Trust is the bedrock of a strong HR–CEO relationship. It goes beyond confidentiality; it’s about knowing that your HR partner understands the business, acts with integrity, and consistently makes sound, people-centered decisions. According to a recent IIDM Global article, [CEOs value HR leaders they can “confide in,”](https://www.iidmglobal.com/expert_talk/expert-talk-categories/managing-people/workforce_plan/id132173-what-ceos-really-want-from-hr.html) those who bring discretion, insight, and credibility to the table. That aligns with what I observe in nearly every search we conduct. When trust is present, it opens the door to honest and forward-thinking conversations about culture, leadership, and risk. Conversations that ultimately shape how an organization hires, communicates, and grows. It’s the difference between reactive HR and proactive, strategic alignment that strengthens culture from the top down. #### Autonomy: Knowing When to Drive One of the most sought-after qualities CEOs look for in an HR leader is the ability to operate independently. As one exec put it plainly: *“I don’t want to drive the bus, I want someone in HR who already knows where we’re going and how to get us there.”* This idea came up repeatedly in a recent CEO panel discussion I attended. These leaders weren’t looking for support staff; they were seeking strategic operators who anticipate challenges, make informed decisions, and drive the business forward without being asked. #### Delegation Builds Credibility The final trait I see CEOs value is the ability to delegate, not just tasks, but also ownership. CEOs notice when HR leaders trust their teams, elevate others, and focus on strategic priorities rather than getting bogged down in the details. Delegation isn’t a loss of control; it’s a sign of strong leadership. In the eyes of a CEO, an HR leader who can empower others without micromanaging earns credibility fast. #### The Real Partnership When trust, autonomy, and delegation come together, CEOs gain something they rarely take for granted: a true strategic partner in HR. CEOs are looking for HR Partners who: - Understand the people and the business equally well - Can act independently and decisively - Build trust up and down the organization - Know when to lead and when to empower #### Key Takeaway The best HR leaders help carry the vision forward. Trust, autonomy, and delegation aren’t just leadership skills. They’re the foundation of a partnership that can shape an entire organization’s future. --- Whether you’re hiring your next HR leader or assessing how to elevate the role internally, we’re here to help. [**Contact us for guidance**](https://chesapeakesearchpartners.com/contact/) on building the kind of HR partnership that earns trust, drives results, and shapes your culture from the top down. **Categories:** Recruiting Insights **Tags:** HR --- ### [The Execution Gap: Why Strong Hiring Decisions Still Fall Short](https://chesapeakesearchpartners.com/why-strong-hiring-decisions-still-fall-short/) **Published:** May 7, 2026 **Author:** Kate Strzelczyk **Content:** *Originally published in **[Kate Strzelczyk’s](https://chesapeakesearchpartners.com/meet-the-team/staff/kate-strzelczyk/ "Donna Garon | Chesapeake HR Solutions")** LinkedIn Newsletter, [**The KS Perspective**](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)* #### **Key Takeaway** Executive hiring often becomes more complicated as the search progresses and expectations begin to shift. As roles evolve during the process, differences in perspective can create what I refer to as the execution gap, a disconnect between making what appears to be a strong hiring decision and seeing that decision translate into results. Closing that gap requires maintaining alignment, clearly defining success, and ensuring the role is positioned to deliver impact within the organization. --- ##### How a Search Typically Begins In the early stages of a search, alignment usually feels clear. The role is defined, expectations are set, and everyone is moving in the same direction. As the process moves forward, that alignment can start to shift. Through early interviews, internal conversations, or changes in business priorities, differences in perspective begin to emerge. The hiring manager may be prioritizing one set of outcomes, while the broader leadership team is focused on something else. When expectations subtly evolve, sometimes significantly, it creates what I think of as the execution gap: the disconnect between making what appears to be the right hiring decision and seeing that decision translate into results. ##### Where the Execution Gap Comes From Identifying strong candidates is only part of the challenge. Where searches lose traction is in maintaining alignment on what success looks like. There is usually agreement at the start of a search: the job description is approved, the role is defined, and the process begins with confidence. What changes is how that role is interpreted once candidates enter the process. As leadership teams begin interviewing, priorities can shift. One stakeholder may start to value technical depth more heavily, while another begins to prioritize leadership style or team fit. In other cases, the scope of the role evolves as business continues to change. I often see this play out in a very specific way. A candidate moves through early rounds based on one set of priorities, then is evaluated in later stages against a different set entirely. At that point, the question is no longer whether the candidate is strong. It’s whether the organization is actually aligned on what it is looking for. None of this is unusual. It is a natural part of how organizations think through important hiring decisions. The issue is that those shifts are not always addressed directly. ##### Why Alignment Shifts Mid-Search In growth environments, this happens more frequently because new roles are being created, teams are evolving, reporting structures are still being developed, and succession planning may still be taking shape. In those situations, clarity often develops during the search rather than before it. Organizations start with alignment but lack a process to maintain it. As expectations shift, candidate evaluation becomes inconsistent. Strong candidates are viewed through different lenses, feedback becomes harder to reconcile, and decision-making slows. This dynamic is not unique to hiring. [As Deloitte notes in its 2026 research](https://www.deloitte.com/us/en/insights/topics/talent/human-capital-trends.html), “many leaders feel overwhelmed—aware of the challenges but struggling to act decisively.” That same dynamic often shows up during a search, where expectations evolve but are not always recalibrated across stakeholders. The organizations that navigate this challenge effectively do not assume alignment will hold. They build in structured points of recalibration throughout the process, typically after early interviews, where stakeholders revisit what they are seeing, how they are evaluating candidates, and whether the role definition needs to evolve. ##### Where a Search Partner Adds the Most Value This is the point in the process where I believe executive search becomes most critical. The value is not just in identifying candidates, *it is in helping leadership teams navigate differing perspectives as they emerge*. That means bringing conversations back to what the role is meant to accomplish by asking direct questions, identifying when the role’s parameters need to shift, and helping the organization adjust deliberately. Just as importantly, it ensures interviews are purposeful, feedback is comparable, and decisions are made against consistent criteria. In many cases, I act as a sounding board, helping to align stakeholders who each view the role from a different vantage point. Without that structure, it becomes very difficult for organizations to stay consistent in how they evaluate talent. ##### The Impact of Misalignment In a competitive market, speed matters, but speed without alignment creates risk. When expectations are not clearly defined and maintained, even strong hires can struggle to gain traction. Misalignment in the hiring process does not stay contained within the search. It shows up later in onboarding, in early performance gaps, and in how quickly a leader can establish credibility within the organization. The organizations that execute well are the ones that stay aligned throughout the process. They are clear about what success looks like, communicate that consistently, and are willing to address changes directly as they arise. ##### The KS Perspective In my experience, the execution gap is rarely about talent, but about alignment. It is about how consistently an organization defines, evaluates, and commits to what success truly requires. I am most helpful to clients when I can bring a strategic perspective to the process and work alongside leadership teams to navigate these moments. That includes assessing whether the role is at the right level, where expectations may need to shift, and how structure or scope should evolve as the search progresses. As I build a deeper understanding of an organization, each search becomes more informed, and the conversations become more aligned. Over time, that is where the value compounds. This is where executive search adds real strategic value and begins to operate as an extension of the organization. --- For continued insights on executive hiring, leadership alignment, and organizational structure, **[subscribe to *The KS Perspective*](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)** on LinkedIn. **Categories:** As Seen on LinkedIn **Tags:** Executive Search, Growth, Hiring --- ### [What is DiSC, and How Can It Strengthen Your Leadership Team?](https://chesapeakesearchpartners.com/what-is-disc-and-how-can-it-strengthen-your-leadership-team/) **Published:** October 8, 2025 **Author:** Julie East **Content:** *By **[Julie East](https://chesapeakesearchpartners.com/meet-the-team/staff/julie-east/)**, Executive Coach & HR Consultant, **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)*** ##### **Answering the Core Question** If you’ve ever wondered why some leaders thrive in collaboration while others excel under pressure, the answer often comes down to behavior and communication style. One of the most widely used tools to better understand these dynamics is the **DiSC assessment**. ##### **So, what is DiSC?** DiSC is a behavioral assessment tool that groups individuals into four personality traits: **Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).** It’s widely used in HR, leadership development, and coaching to improve self-awareness, team effectiveness, and communication. What I love about DiSC is that it goes beyond just being about diagnostics. It creates a practical language that leaders and teams can use in real time. It’s not about putting people in boxes; it’s about opening the door to better understanding yourself and others, which is a cornerstone of emotional intelligence. ##### **The Four DiSC Styles Explained** - **Dominance (D):** Results-driven, decisive, and competitive. Often thrive in high-pressure situations and value efficiency. - **Influence (I):** Social, persuasive, and enthusiastic. They excel in motivating others and building relationships. - **Steadiness (S):** Supportive, patient, and reliable. Focused on collaboration and bringing stability to teams. - **Conscientiousness (C):** Analytical, detail-oriented, and precise. They value accuracy and consistency in decision-making. Each style brings strengths and blind spots. The power of DiSC is not to “label” people but to create a **shared language for how we work best together**. For example, a high D style might unknowingly come across as too direct, while an S style may hesitate to speak up in a fast-paced environment. When leaders understand these dynamics, they can depersonalize conflict and move from “Why are they like this…?” to “How can we meet in the middle?” That shift is transformative in work relationships. ##### **Why DiSC Matters for Leaders and Teams** From my experience coaching executives and leadership teams, the DiSC framework is powerful because it: 1. **Improves Communication:** Leaders can tailor their approach to match team members’ styles. 2. **Builds Stronger Teams:** Recognizing different motivators reduces conflict and increases collaboration. 3. **Enhances Self-Awareness:** Leaders learn how their natural style impacts others. 4. **Supports Change Management:** During times of transition, understanding styles helps teams adapt more effectively. According to [*Forbes Coaches Council*](https://www.forbes.com/councils/forbescoachescouncil/2025/06/12/the-secret-to-building-stronger-teams-know-their-disc-styles/?utm_source=chatgpt.com), leaders who understand their team’s DiSC styles can build trust, improve communication, and ultimately strengthen performance. In one-on-one coaching engagements, I’ve seen leaders experience breakthrough moments when they realize that their “default style” isn’t always what their team needs. A high-I leader who loves brainstorming, for example, may need to slow down and provide more structure for their high-C teammates. These are small but powerful shifts that change outcomes for the better. ##### **How HR Can Apply DiSC in Practice** - **Recruiting & Onboarding:** DiSC provides insight into how candidates may fit into existing teams. - **Leadership Development:** Coaching tied to DiSC results helps leaders grow beyond their default style. - **Succession Planning:** Identifying a mix of styles ensures leadership benches are well-rounded. - **Conflict Resolution:** Teams can approach challenges with empathy and shared understanding. At CSP, we often see leaders have “aha” moments when they recognize how a small shift in communication can dramatically change outcomes. At the executive team level, DiSC has been particularly powerful in depersonalizing conflict. When leaders see that tension often stems from style differences rather than personal flaws, conversations become less defensive and more solution-focused. This not only improves decision-making but also can strengthen trust across the team. ###### **Key Takeaway** DiSC isn’t just an assessment; it’s a practical framework for stronger leadership, clearer communication, and healthier team dynamics. We integrate it into our HR solutions to help leaders recognize strengths, uncover blind spots, and approach challenges with greater clarity. Whether in succession planning, executive coaching, or team development, DiSC offers an easy-to-understand foundation for growth that leaders can apply immediately. At its heart, DiSC is about awareness and choice. Once leaders see their style clearly, they gain the freedom to choose when to lean into their strength and when to adapt for the sake of their team. That’s where the real leadership growth happens! --- ###### **Let’s Start the Conversation** If you’re curious about how DiSC could benefit your team or leadership strategy, I’d be happy to explore it with you. Let’s start the conversation about strengthening communication and performance at every level of your organization. [**Contact us for guidance**](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/) **Categories:** HR Solutions **Tags:** DiSC --- ### [The Conversations That Help Us Understand the Role Behind the Job Description](https://chesapeakesearchpartners.com/understanding-the-role-behind-the-job-description/) **Published:** December 15, 2025 **Author:** Mark Ledvinka **Content:** *By **[Mark Ledvinka](https://chesapeakesearchpartners.com/meet-the-team/staff/mark-ledvinka/)**, Search Consultant* Job descriptions outline responsibilities, but they rarely capture the full reality of a role. The real insight comes from conversations. When I talk directly with hiring leaders, that’s when I learn the context, pressures, and success traits that actually define the position. Those early discussions set the direction for a focused and accurate search. ##### **What I Listen For in the First Conversation** When a search begins, my first priority is understanding *why* the role exists. Whether it’s growth, backfill, organizational change, or new projects, each one creates a different set of expectations. From there, I focus on: - What outcomes matter most in the first 90 days and first year - Which skills are truly non-negotiable vs. nice-to-have - How the role fits within the team and across the business - What success looks like day-to-day and how it will be measured These conversations help me see the complete picture beyond the bullet points on a JD. ##### **Why the Job Description Rarely Tells the Whole Story** A written job description can only go so far. As **[Forbes](https://www.forbes.com/councils/forbeshumanresourcescouncil/2023/01/04/why-quality-job-descriptions-still-matter-in-todays-world-of-work/)** notes, the realities of modern work often extend far beyond what can be communicated in a two-page job description. A JD outlines responsibilities, but it doesn’t capture the realities that shape how the work actually gets done. Gaps show up when expectations differ across stakeholders, when responsibilities are broader than they appear on paper, or when the stated experience level doesn’t match the true scope of the role. The areas that almost always need deeper clarification include: - Decision-making authority - Pace and pressure of the environment - Cultural expectations - Cross-functional dynamics Even a solid JD can undersell pressures, reporting nuances, or cultural expectations that really shape the role. ##### **When Interviews Aren’t Landing, Go Back to Alignment** When early interviews aren’t hitting the mark, I don’t assume it’s a candidate issue. I go back to the role itself and revisit the foundation of the search. Misalignment can surface for many reasons, such as shifting priorities, competing expectations, or a role that’s evolved since kickoff. To reset, I revisit questions like: - What specifically isn’t working? - Have priorities shifted? - Are expectations aligned internally? These conversations help clarify where the disconnect is happening and what needs to change. I keep it constructive and bring the hiring manager into the conversation with clear observations and real-time feedback, so we’re aligned on next steps. ##### **Uncovering the “Real Job” Behind the JD** To understand what the role actually demands, I ask about: - What a typical week looks like - The challenges the new hire will face - Traits that have made previous employees successful - Where gaps or pain points exist today Adaptability, communication style, leadership maturity, and influence often matter more than the technical requirements on paper. ##### **A Moment That Changed a Search Direction** I once worked on a role that seemed heavily technical, but early interviews weren’t connecting. After a deeper discussion with the hiring leader, we realized the real need was someone who could influence across teams and manage competing priorities. Once we shifted the candidate profile to emphasize communication and leadership skills, the slate aligned fast, and the role filled quickly. It reminded me how often the real job sits underneath the written one. ##### **Why Conversation-Driven Discovery Matters Heading Into 2026** A job description is a starting point, not the full story. As roles become more dynamic heading into 2026, conversation-driven discovery is what surfaces: - Cultural nuance - Leadership expectations - Pace and pressure - Hidden success traits These are the elements that determine whether someone thrives rather than just checking the boxes. --- ###### **Let’s Start the Conversation** At Chesapeake Search Partners, we believe meaningful placements begin with understanding. **[Let’s start the conversation around your next search strategy.](https://info.chesapeakesearchpartners.com/search-consultation-scheduling)** **Categories:** Recruiting Insights **Tags:** Hiring --- ### [Evolving Hiring Timelines: Insights From 30 Years in Recruiting](https://chesapeakesearchpartners.com/evolving-hiring-timelines/) **Published:** November 5, 2025 **Author:** Rick Fribush **Content:** *By **[Rick Fribush](https://chesapeakesearchpartners.com/meet-the-team/staff/rick-fribush/)**, Partner, Director* When I began working in executive search in the 90s, the hiring process looked very different from what we see today. There was no email, no applicant tracking systems, and little in the way of formal metrics. Yet, the process moved remarkably fast. From the moment a client initiated a search to the day an offer was accepted, the average time-to-hire was roughly thirty days; decisions were made quickly, and the process was direct. Over the past three decades, I’ve noticed hiring timelines have lengthened considerably. What once took weeks can now take months. The difference reflects not only slower decision-making but also deeper shifts in how organizations and candidates engage during the hiring process. ##### **Candidate Responsiveness Has Declined** In earlier decades, candidates answered calls, returned messages the same day, and sent resumes immediately. Now, communication happens through multiple channels, and many professionals screen unknown numbers. With more options, longer decision cycles, and increased competition, candidates take more time to engage and respond. ##### **Hiring Processes Are More Layered** What was once two or three interviews has evolved into several stages, often involving multiple stakeholders, panel discussions, and behavioral or psychometric assessments. While these tools provide valuable insights, each additional step extends the overall timeline. ##### **Scheduling and Workload Create Bottlenecks** The now-common hybrid and remote work models make coordination more difficult. Hiring managers balance full workloads and competing priorities, often delaying interviews for days or weeks. A general decline in urgency on both sides of the table has become part of the modern hiring rhythm. ##### **Compensation Alignment Slows Decisions** Internal pay compression adds another layer of complexity. Aligning compensation with both market expectations and internal equity often requires multiple rounds of discussion and executive approval. ##### **Consensus-Driven Decision Making Extends Timelines** Hiring used to rest with one manager and perhaps a trusted colleague. Today, decisions often require input from HR, department heads, and peers. This approach leads to stronger cultural alignment and retention, but takes more time. ##### **The Balance Between Thoroughness and Speed** Hiring today is more data-informed, risk-aware, and collaborative than ever. Technology has improved sourcing and screening, but added communication steps that can dilute urgency. The key is balance: simplify interviews, align decision-makers early, and communicate consistently with candidates. These steps maintain quality while improving agility. ###### **Key Takeaway** Hiring timelines have lengthened because modern processes emphasize collaboration and caution. Employers who streamline steps and maintain decisiveness gain a competitive edge without sacrificing quality. --- ###### **Let’s Start the Conversation** At Chesapeake Search Partners, we’re helping organizations close out Q4 with clarity and momentum heading into 2026. If your hiring timelines have slowed, now’s the time to evaluate your process and position your team for a stronger start to the new year. Contact us to schedule a complimentary [**Search Consultation**](https://info.chesapeakesearchpartners.com/search-consultation-scheduling) around your 2026 hiring goals **Categories:** Industry Insights **Tags:** Hiring --- ### [How this Search Firm in Baltimore is Navigating Hiring for the Year Ahead](https://chesapeakesearchpartners.com/how-this-search-firm-in-baltimore-is-navigating-hiring-for-the-year-ahead/) **Published:** January 18, 2023 **Author:** Kristin (Sudina) Freitag **Content:** *By [Kristin (Sudina) Freitag](https://chesapeakesearchpartners.com///meet-the-team/staff/kristin-sudina-freitag/) – Senior Search Consultant* I started my recruiting career in 2005 when I worked for my father at his firm. These were the days when Monster.com and CareerBuilder were among the top online resources for the industry. LinkedIn was nowhere near as big as it is today, and salaries, especially for entry-level roles, were much lower. When the recession hit in 2008, I realized this was not a totally new experience for me since I grew up with a father who was always so in tune with the highs and lows of the job market. After taking a hiatus from recruiting to work for some exciting brands in the region, I returned to my passion this past year as a Senior Search Consultant for Financial Services at CSP. The chatter among the industry, clients, and job candidates about the job market takes me back to 2009. While we are not in the same place we were back then, I can make some assumptions on what to expect in 2023 based on my experience living through many different job markets and recession periods. ##### **Layoffs** Q1 layoffs are a big topic right now. Some experts believe the pandemic continues to impact the job market as some industries still experience layoffs. However, others are growing, and companies have roles to fill. We see that firsthand at CSP as we partner with firms to place candidates. The processes for filling those roles and the timelines may change, but the opportunities are still there. ##### **Hiring** That said, I believe hiring will slow down a little. The market was so volatile in 2022 that it needs to come back to “normalcy” to some extent. The process of filling roles will focus on necessary positions while holding off on some that may not be urgent. I think we’ll see this slower, gradual process for Q1-Q2, and hopefully, hiring will get back to normal by the summer. ##### **Inflation of salaries** An area that is so interesting is the shift in salaries over the last decade or so. Salaries have become so inflated, especially for entry-level roles, which can impact companies that are hiring. There are many contributing factors to salary inflation, from demand for talent in specific professions, to cost of living, competition and inflation. I’m interested to see how salaries, especially for entry-level roles, will pan out in 2023. I encourage candidates to research salary ranges and negotiate based on skills and experience and not get caught up in the inflated numbers they may be seeing on public job posts. ##### **How to successfully approach 2023** There is so much opportunity for job seekers. With a new year approaching, this is an exciting time when companies are finalizing new roles and opportunities. Yes, the market could dictate specific actions, but that should not create fear or paralyze candidates from going after a new opportunity that is a good fit for them. I tell candidates to stay informed about the job market in their field and be prepared to adapt to changes as they occur. Keep job search skills and a resume up to date, even for those who are currently employed, so that they are prepared for any potential job opportunities that may arise. Companies should stay the course but also be proactive in hiring and managing the changes that come in the new year. Focus on what’s best for the company, do the right thing, and usually, everything will fall into place. And lastly, lean on partners like our team at CSP. We’re experts in our fields and can shed light on what the industry is seeing when it comes to candidates, hiring trends, salaries, and more. Don’t hesitate to contact us to talk about growth strategies in the new year. **Categories:** Recruiting Insights --- ### [How Long Should a Resume Be in 2025?](https://chesapeakesearchpartners.com/how-long-should-a-resume-be-in-2025/) **Published:** July 14, 2025 **Author:** Kristin (Sudina) Freitag **Content:** By **[Kristin (Sudina) Freitag](https://chesapeakesearchpartners.com/meet-the-team/staff/kristin-sudina-freitag/)**, *Senior Search Consultant* **Short answer?** Two pages is the new norm, especially for mid-level to senior roles. A recent LinkedIn poll we conducted at Chesapeake Search Partners asked a simple but highly debated question: “As a hiring professional or job seeker, what’s your preference when reviewing resumes?” ### Poll Results from 135 Respondents: - **44%** prefer **Two pages max** - **33%** say **Just make it relevant** - **13%** voted for **One page, no matter what** - **10%** chose **However long it needs to be** The results show that the majority prioritizes clarity and relevance over strict length rules, but also that two pages is widely accepted, even preferred. ### Why Resume Length Expectations Have Evolved For years, the “one-page rule” dominated resume advice. But today’s job market, especially in professional search, tells a different story. - Mid-level and senior professionals have broader responsibilities and achievements to showcase - Recruiters now scan resumes digitally, not on paper, so formatting and scanning ease matter more than brevity - A Business Insider report found that **[recruiters are 2.3x more likely to prefer a two-page resume](https://www.businessinsider.com/resume-length-two-pages-or-one-2018-11)** for experienced candidates over a one-page version In other words, length isn’t the issue; lack of clarity is. ### What Hiring Managers Are Looking For Whether your resume is one page or three, here’s what consistently matters to hiring teams: #### Relevant experience, fast - Use role titles and bullets that match the job description - Avoid vague buzzwords and dense paragraphs #### Clear career progression - Show growth, not just responsibilities - Make the trajectory easy to follow across roles #### Tailored context - A generic resume gets a generic response - Highlight accomplishments that align with the role and company ### When One Page Still Makes Sense Not every candidate needs two pages. If you’re: - Early in your career - Pivoting industries - Applying for roles that require concise communication …then a well-crafted one-page resume may still be the best option. But for professionals with 7+ years of experience, two thoughtful, relevant pages often make a strong impact. ### FAQ about resume length: #### Has the traditional one-page resume rule become outdated? Yes, the one-page rule is now considered outdated, especially for experienced professionals, as current hiring practices value clarity, relevance, and the ability to comprehensively present a candidate’s experience. #### Why are two-page resumes becoming more popular for mid-level and senior professionals? Two-page resumes are increasingly favored for mid-level and senior professionals because these candidates have broader responsibilities and achievements to showcase, and digital resume scanning prioritizes formatting and relevance over brevity. #### What are the main elements that hiring managers look for on a resume? Hiring managers look for relevant experience communicated clearly, a visible career progression showing growth, and tailored content that aligns with the role and company to demonstrate suitability and purpose. #### When is it appropriate to use a one-page resume instead of two? A one-page resume is suitable for early-career candidates, those pivoting industries, or applying for roles requiring concise communication, while experienced professionals with over seven years of relevant experience may benefit from two pages. #### What is the key takeaway regarding resume length in 2025? In 2025, relevance and clarity are more important than strict length rules; while two pages are generally preferred for experienced professionals, presenting experience with purpose and credibility is what truly matters. **Categories:** Recruiting Insights **Tags:** Resume Tips --- ### [The Ask: Wait Until the 5th Hole](https://chesapeakesearchpartners.com/the-ask-wait-until-the-5th-hole/) **Published:** November 4, 2020 **Author:** Patrick Fitzgerald **Content:** *By [Patrick Fitzgerald](https://chesapeakesearchpartners.com///meet-the-team/staff/patrick-fitzgerald/)* Have you ever wondered when the appropriate time to conduct business on the golf course might be? Or perhaps how to make the round both enjoyable and beneficial for you and your clients? Rather than conducting business in a conference room or corner office, networking and administering business in open, unconventional spaces has become the new norm, especially this year. With businesses moving towards a more casual environment and with special consideration being given towards the health and safety of others due to COVID19, it’s not uncommon for a business meeting or networking opportunity to present itself on the golf course. [Courses around the country have had their busiest year to date](https://www.washingtonpost.com/road-to-recovery/2020/09/16/golf-coronavirus-comeback/) as many are taking advantage of the safe, outdoor environment. Being outside in nice weather for a few hours with friends, colleagues, clients, and family has been a great way to keep sane during these times. But what happens when you’re playing a round with a mentor or prospective client? How and when do you bring up and discuss business? At the start of the first hole? After the round is over? Do you set up a time to discuss at another time? In order to be both professional and personal with your guest, the most appropriate time to discuss business on the golf course starts on the 5th hole (about an hour into the round). While it may be top of mind and something you’d like to move past so you can enjoy the game, it is not appropriate to jump right into business within the first hour of play. After all, you will be out there for four hours or more! Not only does it give everyone time to focus on perfecting their swing, but it also gives both you and your client time to talk about family, sports, weather, or whatever comes to mind prior to jumping into the business portion of your meeting. **Focus on the Relationship**. Working for a search firm is all about relationships. In order to advance your career, you have to put yourself out there and meet new people. I like to take both candidates and clients out for a round a golf when I know it’s an activity we can both bond over and enjoy. While it may be a little outside of your comfort zone, you never know who you may meet and relationships you may make by accepting to play a round with people you don’t know. While on the course, it may take 4-6 holes in order to break the ice, get to know each other, and start having meaningful conversations. By the end of the round, you will have had to opportunity to close a deal or build a brand-new relationship. **Have Patience.** Whether you are a serious golfer and play multiple rounds per week or you are the golfer who plays a few outings per year, being patient and handling business discussions after about an hour into the round always works well. If you jump right into outing discussing business on the first swing, you may rub some people the wrong way. This is especially important to consider when meeting people for the first time. Without the small talk, the ask will not be heard. Think about it, would you hand someone your business card or ask for referrals without really knowing the person or their product? **Build Trust.** This is one of the most important values for any business, especially within recruiting at CSP. Our entire brand is built on building trust with our clients and candidates. While on the course, having that time to build trust goes a long way for both current and future business with whomever you are teeing off with. While building trust may not take just one round of golf with a client, another round in the near future may really make things beneficial for you and your client and solidify your interest in helping them. I encourage everyone to take advantage of the unconventional workspace and bring your clients, prospects, mentors, and colleagues to the course (weather permitting). There is a lot of business left to discuss this year and what better way to do it than while enjoying the fresh air and possible a beverage or two – just remember to leave room for some casual conversation at first! CSP has been a sponsor for multiple golf outings throughout the Greater Baltimore area and we thrive on the relationships we’ve built there. I’m looking forward to seeing you all on the links soon. **Categories:** Recruiting Insights --- ### [September Is Coming: How to Hire Scalable Talent Before the Market Heats Up](https://chesapeakesearchpartners.com/how-to-prepare-for-fall-hiring-season/) **Published:** August 6, 2025 **Author:** Patrick Fitzgerald **Content:** By **[Patrick Fitzgerald](https://chesapeakesearchpartners.com/meet-the-team/staff/patrick-fitzgerald/)**, *Assistant Director* September marks the start of one of the busiest hiring seasons of the year. Job postings rise, candidate activity picks up, and many teams shift their attention to year-end goals and 2026 planning. For small and mid-sized businesses preparing to scale, late summer is a critical window. Moving early can give your company an edge in a competitive market and help you secure the talent you need before demand peaks. As Assistant Director at Chesapeake Search Partners, I have spent the past decade partnering with growing companies to help them hire with long-term success in mind. While my background is rooted in Accounting and Finance search, I’ve seen firsthand how strategic late-summer hiring sets the tone across all business functions. When companies take the time to define their needs, they are better positioned to attract adaptable, committed individuals who bring both experience and a mindset for building. #### **What Does Scalable Talent Look Like?** In my experience, scalable talent consistently shares a few defining traits. These individuals grow alongside your organization, bringing foresight, adaptability, and initiative. Qualities that strengthen teams and drive impact in fast-moving, ever-evolving environments. 1. **Pattern Recognition and Strategic Agility** Candidates with experience in high-growth settings often know how to anticipate roadblocks and pivot when priorities shift. They recognize patterns early, enabling them to navigate the unknown with confidence. **What to screen for:** - Background in transformation or rapid expansion - Cross-functional leadership experience - Statements like “I built the process, and later reengineered it to support new scale” 2. **Comfort Operating Without a Playbook** Roles in mid-sized organizations often evolve more rapidly than their corresponding job descriptions. Scalable talent thrives when roles expand, projects change, and expectations shift. **Behavioral signal:** “I joined to lead one function, but quickly stepped into broader ownership as the company grew.” 3. **Business Acumen That Extends Beyond Their Role** High-impact candidates understand how their responsibilities influence broader company metrics. They connect their day-to-day work to growth, profitability, and customer outcomes. **Interview probe:** “What business KPIs did you track—whether financial, operational, or customer-facing—and how did your team’s work influence those results?” 4. **Proven Experience Building from the Ground Up** Growth-stage organizations need creators who’ve implemented systems, built infrastructure, or scaled teams. These individuals tend to take ownership and offer momentum from day one. **Resume clues:** - “Developed and launched…” - “Built internal framework for…” - “Created process that reduced cycle time by X%” #### **Why Timing Matters in August** SHRM’s 2024 Talent Trends report notes that [**nearly half of HR professionals are finding it more difficult to hire full-time employees than a year ago**](https://www.shrm.org/content/dam/en/shrm/research/2024-talent-trends-research-overall-findings.pdf)**.** With the September surge approaching, early preparation becomes a competitive advantage. **Hiring now gives you the edge:** - **First-mover access** to top candidates before demand peaks - **Time to align internally** on profile, process, and interview strategy - **Stronger onboarding runway** ahead of Q4 deliverables and 2026 planning #### **Ensure Internal Alignment Before You Launch** Success starts with clarity. Before posting a role or calling candidates, get consensus on where the position is heading and how you’ll measure future success. Ask your team: - What will this role evolve into over the next 12–18 months? - What traits have helped previous hires succeed in this environment? - How can we assess adaptability and problem-solving during interviews? #### **Key Takeaway** Scalable talent brings adaptability, a sense of ownership, and a mindset focused on growth. Planning your hiring strategy now creates momentum, giving you speed, clarity, and access to top candidates. As a result, your team is well-positioned to lead the way during the competitive fall hiring season. --- #### **Let’s Start the Conversation** At Chesapeake Search Partners, I work closely with mid-sized companies to identify high-performing, leadership-ready professionals across core functions, including Accounting, Finance, and Operations. If your team is preparing to hire ahead of Q4 and 2026 planning, now is the time to take action. [Contact us for guidance](https://chesapeakesearchpartners.com/contact/) **Categories:** Recruiting Insights **Tags:** Hiring --- ### [How Listening Shapes the Success of a Search](https://chesapeakesearchpartners.com/how-listening-shapes-the-success-of-a-search/) **Published:** November 25, 2025 **Author:** Chloe Marsicano **Content:** *By **[Chloe Marsicano](https://chesapeakesearchpartners.com/meet-the-team/staff/chloe-marsicano/ "Chloe Marsicano | Chesapeake HR Solutions")**, Search Consultant* When I think about the searches that have gone exceptionally well, one thing stands out every time: **listening**. The searches that succeed are the ones where I take the time to understand what the client truly needs, not just what’s written in the job description. That means going beyond technical skills to uncover team dynamics, cultural nuances, and the personality traits that make someone successful in that environment. When I listen carefully, I can align candidates not only with the role itself but also with the organization’s expectations and unspoken needs. It builds trust, saves time, and leads to stronger, more lasting placements. ##### **Listening Between the Lines** In every initial conversation with a client, I ask about the role, but I spend most of my time listening to the *context* around it. The tone of their voice, hesitations, and the way they describe success often reveal what they value most. For example: - When a client says they need someone who can *“hit the ground running,”* what they usually mean is they need a self-starter who can navigate ambiguity. - When they mention *“cultural fit,”* it often points to soft skills like collaboration or resilience, not shared interests. Picking up on those deeper signals allows me to refine the search and find candidates who are a genuine fit, not just a match on paper. ##### **Listening Connects Both Sides of the Search** Listening is just as critical with candidates. Alignment shows up in the kinds of questions candidates ask and the energy they bring. The truly engaged want to know about the team, the workflow, and the company’s goals. They talk about what they can contribute, not just what they’ll get. When candidates focus only on compensation or perks, it’s often a sign that the role itself may not align with their long-term goals. ##### **The Story Behind One Word: *Flexibility*** In one search, a client mentioned they wanted someone with “flexibility.” At first, I thought they meant flexible hours, but after asking more questions and listening closely, I realized they needed someone who could handle shifting priorities and ambiguity without constant direction. Once we redefined the profile, the search became much more focused, and we found the right candidate quickly. That experience reminded me that one small word can hold a much bigger story if you take the time to hear it. ##### **Listening Bridges Gaps** When clients and candidates have different expectations or communication styles, misunderstandings can derail the process. Listening allows me to translate between the two sides: clarifying intentions, reframing questions, and ensuring both parties feel heard. It’s not about taking sides. It’s about finding the common language that keeps trust and momentum strong throughout the search. ##### **What I’ve Learned Through Listening** The biggest lesson I’ve learned is that **patience is a superpower**. Early in my career, I sometimes rushed conversations to keep searches moving. Now, I’ve learned that slowing down at the start actually speeds up the process in the end. Intentional listening leads to better decisions, stronger matches, and more sustainable partnerships. It turns a transaction into a relationship. ###### **Key Takeaway:** The difference between hearing and listening is understanding the story behind the words. Real, intentional listening shapes the success of a search by strengthening relationships, efficiently aligning clients and candidates, and transforming searches into lasting partnerships. --- ###### **Let’s Start the Conversation** At Chesapeake Search Partners, we believe meaningful placements begin with understanding. **[Let’s start the conversation around your next search strategy.](https://info.chesapeakesearchpartners.com/search-consultation-scheduling)** **Categories:** Recruiting Insights **Tags:** Hiring --- ### [The Counteroffer: Your Relationship Strategy, Protecting Your Personal Brand, & “Smaltimore”!](https://chesapeakesearchpartners.com/the-counteroffer-your-relationship-strategy-protecting-your-personal-brand-smaltimore/) **Published:** July 20, 2020 **Author:** Jason Nemoy **Content:** **The Counteroffer: Your Relationship Strategy, Protecting Your Personal Brand, & “Smaltimore”!** *Published by [Jason Nemoy](https://chesapeakesearchpartners.com///meet-the-team/staff/jason-nemoy/)* This one really stung. And it may have (unfortunately) burned a few bridges. A candidate of our firm indicated to our team recently that he accepted a counteroffer from his current employer after having already accepted an offer from a new employer. To be brutally honest… we did not see it coming, nor did our client. We received the call at the proverbial 11th hour. Most of the pre-employment and on-boarding tasks had been completed and a start date was set for the following week. Suddenly the excitement of the upcoming new hire came to a screeching halt for our client. As a team, we immediately began to reflect on where we may have dropped the ball. Did we miss an opportunity to prevent this for our client? Did we overlook any subtle “red flags” during the hiring process? For candidates, searching for a new opportunity (actively or passively) requires building relationships. And there are many that will materialize throughout the process, from Search Consultant (like me), to the interview team of your future employer, and anyone else that has given you their time and energy along the way. Bottom line, do you have your “relationship strategy” in place in the event you receive a counteroffer? Do you have a plan for what and how you are going to communicate with everyone who has been part of the process? And, are you in a position to protect your personal brand? I’m not originally from Baltimore, and several years ago I heard the term “Smaltimore.” As a 10+ year resident… I now get it. Basically, you never know who you might run into again, personally and professionally. Baltimore is a small town, so as you dive into the process, keep in mind the professionals you engage with and impact along the way. You’re investing a lot of your own personal time and the time of others. And if you sense a counteroffer is on the way, it’s imperative to keep everyone in the loop. I offer a few suggestions to help you take the highest road possible so that if a counteroffer comes along, you’ve handled yourself with the utmost integrity and avoid (potentially) burning bridges. Consider: ###### **Sometimes, they are just not expected.** On occasion, counteroffers come out of left field. You may think your company will just say “good luck to you,” maybe host a small gathering on your last day and lots of well wishes. So, when a counteroffer comes along, it’s natural to feel conflicted. It is flattering that your current company doesn’t want to lose you, but it’s important to take a step back and reflect. What are your reasons for exploring a new job? Does this counteroffer change any of those things? What about your new role? You accepted the new job offer for a reason. It’s important to weigh the various factors that attracted you before deciding how to proceed. ###### **Tough to say, tough to hear conversations**. First and foremost, keep the lines of communication open. If you sense a counteroffer might be made or have already received one, notify the recruiter, the hiring manager, or any other important parties. Your recruiter can talk through various scenarios as well as provide feedback, support, and advice on how to approach this. Additionally, your future employer deserves a heads-up and the opportunity to try to strengthen their offer to you. By skipping that conversation, you eliminate any potential negotiating power for yourself and the company. These conversations are not easy, and you may dread making them, but you’ll give yourself a fair shot to explore all the options currently on the table. ###### **Protect your personal brand.** Mishandling a counteroffer could hurt your brand for quite some time. You have built countless relationships throughout the process, and they can be quickly tarnished. How you handle a stressful situation like a counteroffer will be remembered, both positively and negatively. There is a level of trust, partnership, and professionalism that can be tricky to rebuild once broken. Protect your reputation and your personal brand. ###### **You may be circling back.** What happens if things don’t work out and you want to move on again in 3- or 6-months’ time? Are the previous relationships you built still intact? Will those contacts be supportive? Will they want to talk? If you had a good relationship strategy in place, you have a much better chance of circling back. It’s okay to accept a counteroffer. It can be a great thing long-term. But whether you decide to accept the counteroffer or move on from your current employer, be mindful of your “relationship strategy” throughout the process. You will have built a foundation of meaningful relationships along the way (recruiter, the future employer/hiring managers, anyone who has supported you during the process) that all must be accounted for. And you never know; you just might run into one of those relationships down the road. Remember, it’s “Smaltimore. **Categories:** Industry Insights --- ### ["Hope this helps": The Mini Resume](https://chesapeakesearchpartners.com/hope-this-helps-the-mini-resume/) **Published:** February 9, 2020 **Author:** Jason Nemoy **Content:** **The Mini Resume** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For anyone in transition, you have countless opportunities to market your professional background. How about a business card that shares your contact information on the front, with maybe a brief professional summary and few bullet points highlighting your KSA’s on the back? A conference, a networking event, the grocery store… you never know who you might run into. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Show Some Love](https://chesapeakesearchpartners.com/hope-this-helps-6-show-some-love/) **Published:** March 31, 2020 **Author:** Jason Nemoy **Content:** **Show Some Love** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are NOT in transition, you might know someone that is. Being in transition can be an anxious, exciting journey. Lots of emotions for sure. Think about how you can pay-it-forward to someone in your network that could use a little extra support. Offer a job lead. Offer an introduction. Offer to review their resume. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Don’t Hit the SEND Button... Yet!](https://chesapeakesearchpartners.com/hope-this-helps-3-dont-hit-the-send-button-yet/) **Published:** March 31, 2020 **Author:** Jason Nemoy **Content:** **Don’t Hit the SEND Button… Yet!** *by[ **Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For anyone in transition, when you see a posted opportunity, try not to feel like it’s a race to get your resume submitted. Take a step back and make every attempt in a 24-hour period to find a common connection, and seek a potential introduction. LinkedIn can help with that. Going for the introduction betters (I would think?) your chances of having your resume placed at the top at the pile. Please…. don’t just hit the “send” button. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps” : Multiple Offers Are Rare… Please, Be Collaborative and Decisive](https://chesapeakesearchpartners.com/hope-this-helps-multiple-offers-are-rare-please-be-collaborative-and-decisive/) **Published:** April 9, 2020 **Author:** Jason Nemoy **Content:** **Multiple Offers Are Rare… Please, Be Collaborative and Decisive** *by[ **Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, the ultimate prize for our journey might include an offer. But what if you receive multiple offers? Yes, 1+. It’s rare, but it happens… and I’ve actually (unfortunately) seen candidates screw it all up and lose them all. Quick story: A colleague of mine recently received 2 offers (within 48 hours) and tried to negotiate them against each other, only to drag things out by a couple of days and upset a lot of people. So my two cents… quickly collaborate with someone in your network to guide you through your decision. Sound guidance and direction is really key at this point. It’s not always about the money. Carefully evaluate, decide, be confident (and excited!) and move forward. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Step Out of The Batter's Box and Take a Swing](https://chesapeakesearchpartners.com/hope-this-helps-step-out-of-the-batters-box-and-take-a-swing/) **Published:** April 9, 2020 **Author:** Jason Nemoy **Content:** **Step Out of The Batter’s Box and Take a Swing** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* I connect with a lot of professionals in transition, and many often ask if they should potentially change careers and try something new. My response, “Why not?!” Your knowledge, skills and abilities might line up nicely for a role you may have never considered. If you can step outside of your zone and take a swing somewhere else, go for it. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Sundays and Establishing Momentum](https://chesapeakesearchpartners.com/hope-this-helps-sundays-and-establishing-momentum/) **Published:** May 9, 2020 **Author:** Jason Nemoy **Content:** **Sundays and Establishing Momentum** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, when it comes to successfully executing your search “game plan” for the week, hit the ground running as hard as you can on Monday morning. This may be out of your comfort zone, but consider taking 15 minutes and organizing your thoughts/goals on Sunday evening. List out your calls, emails, meetings, job opportunities, etc., so that come Monday you’re ready to roll. You’ll have a strong-hold on your search efforts, and you’ll be able to set the tone for the week. It’s all about momentum. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: An Air-Tight Resume, Transparency, and Preparing Your Story](https://chesapeakesearchpartners.com/hope-this-helps-an-airtight-resume-transparency-and-preparing-your-story/) **Published:** May 9, 2020 **Author:** Jason Nemoy **Content:** **An Air-Tight Resume, Transparency, and Preparing Your Story** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, you might be continuously tweaking your resume to ensure it’s updated and ready for use. Please ask yourself… is it accurate? Quick story: A colleague of mine recently shared her resume and requested feedback. I already knew her work history and immediately noticed she left out an employer of 5-6 months. I asked about it and I’ll be honest… I didn’t care for her reasoning. After some back-and-forth dialogue, she made the corrections to both her resume and LinkedIn profile. And she prepared her story regarding movement in employment. Potential employers are great investigators. I always err on the side of transparency. Be truthful, don’t hide anything. Please be sincere and up-front about your story. **Categories:** Hope this Helps --- ### ["Hope this helps": Know Your Professional “Brand" Really Well](https://chesapeakesearchpartners.com/hope-this-helps-5-know-your-professional-brand-really-well/) **Published:** June 9, 2020 **Author:** Jason Nemoy **Content:** **Know Your Professional “Brand” Really Well** *by[ **Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For anyone I meet in transition, I ask the same 2 questions: “Who are you, and what do you really want to do?” I’m looking for a professional brand, an identity, a focus. You’ll find several opportunities throughout your journey to briefly share what some people call an “elevator pitch”. 15 seconds or less. (Networking events, Association meetings, Roundtables, the grocery store, anywhere.) Be prepared. And it might not hurt to add it to your resume and LinkedIn profile. Develop your brand. Be creative! **Categories:** Hope this Helps --- ### [“Hope this helps”: You’ve Built a Network…. Please Take Care of It!](https://chesapeakesearchpartners.com/3w-•-3-weeks-ago-hope-this-helps-youve-built-a-network-please-take-care-of-it/) **Published:** June 9, 2020 **Author:** Jason Nemoy **Content:** **You’ve Built a Network…. Please Take Care of It!** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, you’ll inevitably build a network along the way. It might include professionals within your industry, employers you’ve interviewed with, friends and colleagues, someone you met at a coffee shop, etc. So…. are you keeping track of these relationships so that you can connect with them at a later date? Please keep in mind that eventually you will land, and it could be in your best interest to circle back with everyone that supported you along the way. Let them know where you landed. Maybe punt some thank you notes, or a few phone calls expressing some appreciation, and offer to pay-it-forward. Bottom line…. Take care of your network. You never know, we might be in transition again one day, and maintaining a relationship with your team could be key. One last thing… I remember a colleague of mine, in transition, once said…. “I’ve been canned so many times, they call me ‘Peaches’”! Light heartedness aside, he also told me that he worked hard, and smart, in developing and maintaining a long-term, strong relationship-network. It’s paid off. Hope this helps. **Categories:** Hope this Helps --- ### ["Hope this helps”: The 3+ Page Resume… Do you have one of those?](https://chesapeakesearchpartners.com/hope-this-helps-31-new-the-3-page-resume-do-you-have-one-of-those/) **Published:** July 7, 2020 **Author:** Jason Nemoy **Content:** **The 3+ Page Resume… Do you have one of those?** *by[ **Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, the “resume first impression” is key. Last week a colleague of mine requested that I take a glance at his, wait for it….. 6-page resume. Yes, 6 pages. My immediate impression was that it had great content, but it really felt like 10 pounds of potatoes were stuffed into a 5-pound bag. It felt, and looked, way overdone. Although it’s ok to have a lengthier cv, it’s probably not necessary to include everything. (Comments welcome on this of course.) You’ll have the opportunity to balance out your employment history and accomplishments via LinkedIn, with your network, and in-person during interviews. Please keep that balance in mind, have several of your closest colleagues glance at your resume, pull a few potatoes out if necessary, and always keep that thought of first impression at the top of your resume agenda. **Categories:** Hope this Helps --- ### [“Hope this helps”: Be Punctual… but Please Don’t Overdo It!](https://chesapeakesearchpartners.com/hope-this-helps-25-be-punctual-but-please-dont-overdo-it/) **Published:** July 9, 2020 **Author:** Jason Nemoy **Content:** **Be Punctual… but Please Don’t Overdo It!** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, you’ll find yourself landing interviews. And landing interviews requires preparation. When should candidates walk through the front doors of their potential new employer? In my professional experience, I’ve had candidates show-up a minute before the scheduled interview, and some 30 minutes (which I absolutely do not recommend.) My two cents….. 8-10 minutes is maybe ideal? It provides the interviewers just the right amount of time to close up what they are working on and put themselves in the right frame of mind. It also gives candidates an opportunity to get a fit-n-feel for the company (first impression), and a moment to simply breath and mentally prepare. Please be punctual, but don’t overdo it. Enjoy the experience. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Do Some HR Pro-Bono Work](https://chesapeakesearchpartners.com/hope-this-helps-do-some-hr-pro-bono-work/) **Published:** August 5, 2020 **Author:** Jason Nemoy **Content:** **Do Some HR Pro-Bono Work** *by[ **Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For anyone in transition, try offering your HR expertise pro-bono. That’s correct… at no charge. Find an organization (maybe a non-profit?) that needs a little HR help. Something part-time, maybe 8-10 hours per week, that surrounds you with other HR professionals and provides an opportunity to make an impact. It will get you out of the house, you’ll build your network for sure, and I guarantee… it will energize you. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Put In The Effort to Stay Balanced](https://chesapeakesearchpartners.com/hope-this-helps-put-in-the-effort-to-stay-balanced/) **Published:** August 5, 2020 **Author:** Jason Nemoy **Content:** **Put In The Effort to Stay Balanced** *by **[Jason Nemoy](https://chesapeakesearchpartners.com/jason-nemoy/)*** For those that are in transition, it can be difficult at times to take a break from the search efforts… physically, and mentally. It can be tough to stay balanced, but a quick “reset” every single day might be just what the doctor ordered. Invest in exercise, or coffee with a friend, or a movie. I realize it’s easier said than done, but clear your mind and do what you can to NOT think about your transition, even if it’s for just an hour. Be creative. **Categories:** Hope this Helps --- ### ["Hope this helps": The 'Thank You' Note...Make It Happen](https://chesapeakesearchpartners.com/hope-this-helps-the-thank-you-note-make-it-happen/) **Published:** September 3, 2020 **Author:** Jason Nemoy **Content:** **The ‘Thank You’ Note…Make It Happen** *by[ **Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, your ability to provide a lasting and favorable impression with folks in your network is key. And the ‘Thank You’ note can certainly support those efforts. A hand-written message (yes…. snail mail) is one of the most effective ways to express appreciation, but an email or call is great too. Try to develop a habit of thanking those who are helping you find your next home. Build and maintain your network. Be creative. **Categories:** Hope this Helps --- ### ["Hope this helps": It's Tough to Say "No"](https://chesapeakesearchpartners.com/hope-this-helps-its-tough-to-say-no/) **Published:** September 3, 2020 **Author:** Jason Nemoy **Content:** **It’s Tough to Say “No”** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, take all potential offers into consideration… that certainly includes the compensation package, but sometimes more importantly the experience. Was the interview process 3 interviews in one day, and an offer that evening? Do you know your potential future boss well enough to feel good about the long-term? It’s tough, especially when you’re in transition, to say “no”… but take the time to reflect. Reach out to your colleagues for thoughts and opinions. Don’t go into your decision alone. Be creative. **Categories:** Hope this Helps --- ### ["Hope this helps": The Upcoming Holidays... and Accelerating Your Career Search Momentum](https://chesapeakesearchpartners.com/hope-this-helps-the-upcoming-holidays-and-accelerating-your-career-search-momentum/) **Published:** November 12, 2020 **Author:** Jason Nemoy **Content:** **The Upcoming Holidays… and Accelerating Your Career Search Momentum** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, you might feel a sense that potential future employers tend to slow down their hiring during approaching holidays . (Thanksgiving, Christmas, etc.) Well, I’ve been approached by this topic recently, and all I can say is in many cases, companies ACCELERATE their hiring targets in Q4 to fulfill their annual headcount budgets, and to prepare for the following year. In fact, I’ve seen incumbents start new jobs on December 30th! So…. I would encourage anyone to do your best to remain positive and maintain (and even elevate) search-momentum. Bring the highest level of energy and effort as you cap the year. Finish strong. Be creative. **Categories:** Hope this Helps --- ### ["Hope this Helps": The Cover Letter - Please Don’t Overdo It](https://chesapeakesearchpartners.com/hope-this-helps-the-cover-letter-please-dont-overdo-it/) **Published:** January 25, 2021 **Author:** Jason Nemoy **Content:** **The Cover Letter – Please Don’t Overdo It** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, a cover letter might be part of the process. It’s certainly a “first impression” opportunity, and recruiters/hiring managers will spend literally seconds reviewing it. So my two cents… keep it brief… and don’t overdo it. Quickly make that connection between who you are, and how you might fit in culturally. Find out what’s important to the organization, and connect the dots. Is it their core values that resonate with you? What value proposition do you potentially bring to the table? Why do you like the organization? (Potentially employers love to hear that you use their products and/services, if applicable.) Keep it to maybe a few sentences, take one last review to ensure it flows, and hit send. Again, keep it simple. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Kick the Tires](https://chesapeakesearchpartners.com/hope-this-helps-kick-the-tires/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Kick the Tires** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition and might sense an offer on the way, avoid “buyer’s remorse” by kicking the tires on the potential employer. (If you’re buying a car, kick those tires too.) Don’t hesitate to get any and all questions answered. Request a RJP (Realistic Job Preview) if appropriate and it makes sense. Collaborate with your colleagues. Know what you’re getting into, and get in the mindset of thinking long-term. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Capture The Moment](https://chesapeakesearchpartners.com/hope-this-helps-capture-the-moment/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Capture The Moment** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, there’s a lot coming at you. Be present with the people you’re with. Ask questions, engage, listen, look for something new that you haven’t considered before. How about reaching out to some of your previous vendor relationships as well? Think about where you’ll be today, and have your business card (mini-resume) ready! Capture the moment. Be creative. **Categories:** Hope this Helps --- ### ["Hope this helps": Break-Ups Are Tough](https://chesapeakesearchpartners.com/hope-this-helps-break-ups-are-tough/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Break-Ups Are Tough** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, going through a RIF, a lay-off, or simply being in a professional relationship that doesn’t work out can be really tough. Especially the long-term relationships, like 10+ years. (Although the short-term ones can really sting too.) Coming out of a long-term relationship, I’ve had colleagues say “Where do I start? I’ve been out of the game for so long!” The simple answer to that question is I don’t have one. But, I understand how you feel: a little scared, anxious, maybe a little excited for the new opportunities ahead, or for many of us… deer in headlights. The key is you’re not alone, and please DON’T conduct your search on your own. Dig deep and collaborate with every type of professional in your network, join an Association, get involved in your community somehow, and surround yourself with good people who bring the right value to your journey. Take a positive stand to the break-up, and your professional “reset”. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Get Out of The House, Please](https://chesapeakesearchpartners.com/hope-this-helps-get-out-of-the-house-please/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Get Out of The House, Please** *by[ **Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, be strategic in where you’re conducting your search efforts. Plan it out. Your kitchen counter at home might be a good spot… but sometimes the distractions kick-in. (laundry, television, etc.) Maybe mix it up with a favorite coffee shop or market place. At the end of day, don’t let the real world pass you by. Be as engaged as possible. It might help the psyche, and you never know, you might run into someone who generates a job lead. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Rejection - Quite Frankly, Sucks.](https://chesapeakesearchpartners.com/hope-this-helps-rejection-quite-frankly-sucks/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Rejection – Quite Frankly, Sucks.** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, prepare/condition yourself for the rejection that awaits you. It’s tough, and you’ll see it in many forms: You’ll apply for a job, with no reply… You’ll interview for an opportunity, and they say “no”… You’ll interview for a company, and they go dark (no reply after)… You might make it as a finalist, and they choose the other candidate. I’ve been there before, and quite frankly, it sucks. So it’s really important to be open, and figure out ways to dust yourself off and quickly move on and compartmentalize when the rejection hits. Talk it out with a colleague, focus your energy and efforts on other opportunities, maybe a little retail therapy might help. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: The Waiting Period Can Be Agonizing at Times, but Keep At It](https://chesapeakesearchpartners.com/hope-this-helps-the-waiting-period-can-be-agonizing-at-times-but-keep-at-it/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **The Waiting Period Can Be Agonizing at Times, but Keep At It** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, you WILL land interviews (phone and in-person). And we will all experience the waiting period after that initial interview. It might be a call back from the recruiter saying “not a fit”, or the message might be “Your next interview is in a week.” (ugh) It might even be an offer that takes what-feels-like forever to receive. The key here is to keep moving forward, and keep at it. Try not to dwell. What else are you doing to move the proverbial chains downfield? It might be tough, but compartmentalize and continue the focus, effort and energy to address your search. Especially during the waiting period. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: The “Working Remotely” Conversation](https://chesapeakesearchpartners.com/hope-this-helps-the-working-remotely-conversation/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **The “Working Remotely” Conversation** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, you will land interviews. And, you might be inclined to ask the hiring manager/interviewer if working remotely is an option. Please… tread with caution! My suggestion is you don’t want this question to be at the top of your list… during the first meeting. Might it be off-putting to the interviewer? It’s possible. (Maybe it’s part of the “benefits conversation” later in the process.) Please seek to understand the organization’s operational culture, and if that’s even a possibility. And if it is… thank you for proving yourself first by building awesome relationships and establishing enough initial face-time to ensure working remotely is in everyone’s best interest. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: A Trusting and Transparent Recruiter Relationship… Own It](https://chesapeakesearchpartners.com/hope-this-helps-a-trusting-and-transparent-recruiter-relationship-own-it/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **A Trusting and Transparent Recruiter Relationship… Own It** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, your journey is hard work… and a big deal. Along with divulging (at times) a ton of personal/professional information and feeling like you’re always “on”, there are lots of emotions swirling around too. And with those emotions we’re often looking for people we can trust, to help us move our search efforts downfield. You’ll have opportunities to connect with corporate recruiters, and especially professional services (agency) recruiters. Seek to collaborate and partner with the right individuals whom you trust, who care, who have your back. Have they taken the time to sincerely understand your background, what you want to do, and help you connect the dots? Do they truly know your “brand”? Surround yourself with as many transformational experiences as possible (vs. transactional). Don’t be rushed to act on anything. Seek clarity. Don’t let anyone hit the “send” button too soon on your behalf. This is YOUR journey! Please own it. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Please, Always Take The High Road and Don’t Take The Goldfish](https://chesapeakesearchpartners.com/hope-this-helps-please-always-take-the-high-road-and-dont-take-the-goldfish/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Please, Always Take The High Road and Don’t Take The Goldfish** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, there’s definitely a mix of emotions. Probably some anxiety. Confusion. Ticked-off. Maybe a little relief? And let’s be honest… the one emotion that might hit us first is “ticked-off”. How many of us have ever been asked to pack up our stuff and leave the building? (I’ve been there twice; layoffs.) Yeah, it sucks. All I can say is really keep those emotions in check, and remain as positive as possible throughout your journey. From the time you leave the building through the official landing of your next opportunity, don’t throw anyone or any organization under the bus, offer to provide any additional support to ensure a seamless transition (if applicable), remain insanely professional. Especially in the beginning of your transition… gain POSITIVE MOMENTUM. Simply put, take the high road. And on your way out, please, don’t take the goldfish. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Throwing Too Many Darts at the Same Company](https://chesapeakesearchpartners.com/hope-this-helps-throwing-too-many-darts-at-the-same-company/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Throwing Too Many Darts at the Same Company** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that are in transition, you might find yourself expressing interest in several opportunities… for the same organization. A colleague of mine recently applied for 3 roles: Sr. HR Generalist, Recruiter AND HR Manager all within 3 days. My 2 cents (and please collaborate/comment with me on this one), I’m not sure I would have thrown every available dart, even if you feel you might be a “fit”. Just thinking out loud here but the hiring manager on the other end might sense a lack of focus on the applicant’s part, and it may actually hurt the incumbents search efforts a bit. We realize you may be open to all opportunities. Consider pin-pointing your strengths, and your professional focus, and how you communicate your “brand”. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: The Dreaded Phone Interview](https://chesapeakesearchpartners.com/hope-this-helps-the-dreaded-phone-interview/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **The Dreaded Phone Interview** *by **[Jason Nemoy](https://chesapeakesearchpartners.com/jason-nemoy/)*** For those that in are in transition, you’re most likely going to land the phone interview/screen before anything else. Feeling a little anxious about it? Butterflies in the stomach? I’ve been there before, and know the feeling. So as corny as it may sound, take a few deep breaths just prior to the call, actually SMILE, and prepare to be as poised and enthusiastic as possible. The interviewer will absolutely feel (and appreciate) your energy, and first impression will be established in the first 10 seconds. And please… don’t forget to have your resume and notes in front of you for quick reference. Appreciate the opportunity for the call, and enjoy the experience. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Prepared for Your Video Interview?](https://chesapeakesearchpartners.com/hope-this-helps-prepared-for-your-video-interview/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Prepared for Your Video Interview?** *by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/)* For those that in are in transition, companies may decide to engage in a video interview vs. in-person. For some of us, it can be a little awkward or uncomfortable simply because it might be a first time. So let’s ensure we’re ready to go: notes prepared and in front of you, quiet space (no dogs barking please!), great lighting, dress to the 9’s, maybe even practice talking to the camera. Anything else? Most important, go with the flow and have fun with the experience. Be creative. **Categories:** Hope this Helps --- ### [“Hope this helps”: Maintaining Your Level of Balance While Remote](https://chesapeakesearchpartners.com/hope-this-helps-maintaining-your-level-of-balance-while-remote/) **Published:** August 27, 2021 **Author:** Jason Nemoy **Content:** **Maintaining Your Level of Balance While Remote** *by **[Jason Nemoy](https://chesapeakesearchpartners.com/jason-nemoy/)*** For those that are in transition, conducting a career search is challenging, let alone in a remote capacity. The physical and mental effort can be very tough. A few thoughts (and offering) below: Potentially carve into your schedule (everyday, same time) some level of outside physical activity; if possible plan for the following day; look to engage daily with core colleagues and friends by picking up the phone and discussing your search activities. I’m sure there are countless ways to maintain your level of balance. The key really is to maintain momentum… some days will be more, some less. Be proud of what you can accomplish, daily. Be creative. **Categories:** Hope this Helps --- ### [The Wall](https://chesapeakesearchpartners.com/the-wall/) **Published:** December 3, 2020 **Author:** Johnny Black **Content:** **The Wall** *by [Johnny Black](https://chesapeakesearchpartners.com///meet-the-team/staff/johnny-black/)* For the longest time, I have always been inspired by a good quote. When I heard something that stuck with me, I typically wrote it down on a Post-It Note or typed it into my iPhone. When we started CSP in 2013, I knew I had to find a place to read them daily, and so “The Wall” was formed. Today, I have nearly 100 quotes or sayings on my wall. The ones I am most fond of are typically from the people who have influenced me in my career and life. They span from sports figures to successful business leaders to musical artists, and of course, some originals as well. I’ve never been a bookworm, and as I get older and time gets shorter, I realized all I need is 5-10 words to affect me tenfold. Below are some of my favorites from The Wall: “You have to work hard to be lucky.” *~Umi Sake Fortune Cookie* “To make $1M, you have to have the shot at making $2M.” *~Original* “Life is too short to be living someone else’s dream.” *~Hugh Heffner* “Anyone can lead when the plan is working. The BEST lead when the plan falls apart.” *~Matt Doud* “You gotta love living baby. Because dying is a pain in the ass.” *~Frank Sinatra* “Toughness is taking the road less traveled and living by that decision day in and day out, 100% of the time.” *~Lynchburg Lacrosse* “Fear: Best motivator, worst distractor.” *~Original* As I reflect on 2020 and life slowing down due to COVID, I’ve appreciated spending time reading my favorite quotes on The Wall. As we look forward to a fresh start in 2021, I leave you with this quote and hope it inspires you. “Your setback is just a setup for your comeback.” *~Ray Lewis* So next time you hear a motivating quote, shoot me a note and let me add it to #thewall… **Categories:** Recruiting Insights --- ### ["You Need to Work Hard to Be Lucky."](https://chesapeakesearchpartners.com/you-need-to-work-hard-to-be-lucky/) **Published:** November 19, 2025 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner This is a section I’ve thought about sharing for quite some time. If you’ve ever walked past my office, old space or new, you’ve seen the quote wall. It’s quirky, a little chaotic, but an opportunity of thought and release. The wall of yellow sticky notes: my collection of small phrases gathered from moments that mattered. Some are my own words, some came from people I love, and others were borrowed from voices that reached me at the right time. Each quote has a story behind it. A memory. A lesson. A feeling I didn’t want to forget. This collection isn’t just about the words themselves, but about the moments that gave them meaning. > “You Need to Work Hard to Be Lucky” – Fortune Cookie. This one came from a lunch meeting very early in my career and has always stuck with me. I’ve shared it more times than I can count. I still have it taped to the inside of my old Stephen James Associates leather portfolio, the same one I’ve brought into countless meetings over the years. In any production-driven environment, success isn’t handed to you. You chase it. And there are stretches where nothing seems to go right, where the effort feels heavy, and the results feel distant. Early on, I learned that those moments are part of the process. For me, this quote has nothing to do with ‘luck.’ Some don’t believe in luck at all. What I’ve seen is that “luck” tends to show up after you’ve stayed in the game one more day, made one more call, pushed through one more challenge, and stayed focused one more round. Hard work doesn’t guarantee success, but it creates the space where a win can finally catch up to you. --- **Did this quote resonate with you?** I share one reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the November 2025 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-november-2025)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### ["If It Doesn't Challenge You, It Won't Change You. #PushThrough"](https://chesapeakesearchpartners.com/if-it-doesnt-challenge-you-it-wont-change-you/) **Published:** December 17, 2025 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner With a big Sunday night game ahead, Ravens fans know the kind of moments that bring Ray Lewis to mind. His leadership wasn’t just loud motivation; it was a demand for growth. When Ray spoke, you were expected to rise to the challenge or be exposed by it. > “If It Doesn’t Challenge You, It Won’t Change You. #PushThrough” – Ray Lewis As the year comes to a close, this quote feels especially relevant. Reflection has a way of revealing where we pushed ourselves and where we stayed comfortable. It’s easy to stay busy without truly growing. This quote doesn’t ask for comfort. It asks for honesty. The hashtag matters, **\#pushthrough**. Not bulldoze. Not ignore. Push *through*. Feel it. Learn from it. Stay present long enough for the challenge to do its work. Real change comes from resistance. The conversations you avoid. The responsibilities you hesitate to accept. The moments when pushing through feels harder than pulling back. Ray’s message goes beyond football. Challenge is the price of progress. And if it doesn’t stretch you, it won’t transform you. --- **Did this quote resonate with you?** I share one reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the December 2025 Engagement Report](https://email.chesapeakesearchpartners.com/engagement-report-december-2025)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### ["Never Miss a Good Chance to Shut Up."](https://chesapeakesearchpartners.com/never-miss-a-good-chance-to-shut-up/) **Published:** January 27, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner While never intended for this, people have started sharing quotes with me when they come across them. Even more so, some have shared quote boards they’ve stumbled upon in their travels. My buddy, Steve O’Neil, recently sent me a photo from an auto repair shop. In the waiting area, a chalkboard displayed a dozen different quotes. Two of them really spoke to me: > “Luck = Preparation × Opportunity.” > > “Never miss a good chance to shut up.” Now, I’m going to comment on the latter: If you know me well, you know I usually own who I am, flaws and all. I’m long-winded. I talk things out. And I’ve spent more time than I’d like to admit trying to break my habit of cutting people off mid-sentence. Over time, I’ve come to understand a bit of the psychology behind it. It’s not arrogance or impatience; it’s the fear of forgetting what I want to say before the moment passes. That understanding doesn’t excuse the behavior, but it does force me to be honest with myself. Maybe that’s why this quote hit me so hard. Heading into 2026, maybe the lesson isn’t about becoming quieter, it’s about becoming more intentional. Maybe growth looks like resisting the urge to fill every silence, to prove a point, or to rush a thought out loud. Maybe it’s about knowing when the best contribution I can make is none at all. Or, put more bluntly, *knowing when to just shut up, Johnny*. Because there’s something powerful that happens when you listen a little longer. You learn what someone was actually trying to say, not just what you assumed they were about to say. You give people space to change their minds, to land their own point, or to let the conversation naturally move on. And sometimes, the most important thing you can learn isn’t found in the words you add…but in the ones you choose not to say. --- **Did this quote resonate with you?** I share one reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the January 2026 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-january-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### ["Shortcut is Always the Longest Road."](https://chesapeakesearchpartners.com/shortcut-is-always-the-longest-road/) **Published:** February 18, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner My wife and I are always a little behind on the latest hit series… well, Landman has certainly not disappointed. And while I have a wall of sticky notes dating back to 2016, I couldn’t help but share this recent one. As Erin and I have been plowing through the first season, this quote stood out when Tommy just casually dropped it: > “Shortcut is always the longest road.” -Tommy Norris, Landman. At first, it sounds backward. A shortcut is supposed to save time. That’s the whole point. But life has a way of exposing the truth in that sentence. The shortcut is skipping practice because you’re “naturally talented.” The shortcut is cutting corners on the foundation because no one will see it anyway. The shortcut is telling a half-truth because it’s easier than the full conversation. And every time, it feels efficient in the moment. You move faster. You get there sooner. You avoid discomfort. Until you don’t. Because what you avoided doesn’t disappear, it waits. The missed reps show up when the pressure is on. The weak foundation cracks when the weight increases. The half-truth grows into a full-blown problem that demands even more time to repair. The long way, the disciplined way, rarely feels glamorous. It’s early mornings. Extra revisions. Hard conversations. Doing the right thing when no one is watching. Tommy’s quote reminds us that speed without integrity is an illusion. When you try to outsmart the process, the process eventually outsmarts you. What looked like a shortcut becomes a detour filled with repairs, apologies, and second attempts. The irony is simple: The fastest way forward is usually straight through the work. And that road, though longer at the start, is the only one that truly gets you there. --- **Did this quote resonate with you?** I share one reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the February 2026 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-february-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### ["Handle Hard Better."](https://chesapeakesearchpartners.com/handle-hard-better/) **Published:** March 17, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner As March Madness starts this week, I thought I would share a basketball quote. > “Handle Hard Better.” – Coach Kara Lawson, Duke Basketball 3 years ago, Coach Kara Lawson for the Duke Women’s Basketball Team shared this video: Most people move through life believing that at some point, things will get easier, but that moment never comes. The challenge doesn’t shrink; it stays constant or even grows. What changes is you. The real advantage in life comes from developing the ability to stay steady, focused, and effective when things are hard. Instead of waiting for ease, successful people build the capacity to carry difficulty better. The goal isn’t an easier life… It’s becoming someone who can **handle hard better.** *Watch the clip…shoot me a note…tell me what it means to you.* --- **Did this quote resonate with you?** I share one reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the March 2026 Engagement Report](https://email.chesapeakesearchpartners.com/engagement-report-march-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### ["The Road to Success Is Always Under Construction."](https://chesapeakesearchpartners.com/the-road-the-success-is-always-under-construction/) **Published:** April 22, 2026 **Author:** Johnny Black **Content:** By **[Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/)**, Managing Partner The NFL Draft is this week, and there’s no better time to lean on a sports quote. > “The Road to Success Is Always Under Construction.” -Tampa Bay Bucs, 2017 Hard Knocks While actress and comedian Lily Tomlin is often credited with this line, I first heard it watching the 2017 season of *Hard Knocks* featuring the Tampa Bay Buccaneers. This is the time of year when you realize how quickly everything is moving. Q1 is already in the books. Summer is right around the corner. And whether you planned to or not, you start asking yourself, not panicking, but thinking…what kind of year is this going to be? We all want a fast start. Set the tone early. Build momentum, and if we’re being honest, hope we can ride that into a strong, steady year. But that’s rarely how it works. Because success isn’t something you build once and cruise on. It’s constant work. Adjusting. Fixing. Improving. Some weeks you’re making real progress. Other weeks, it feels like you’re tearing things up just to lay them back down again. That’s the construction. And that’s the point. The people and teams that ultimately “get there” aren’t the ones who had it all figured out in Q1…they’re the ones who keep building when it gets inconvenient, messy, or uncertain. The road isn’t finished. It never is. --- **Did this quote resonate with you?** I share one reflection each month in the CSP Engagement Report, along with insights from the work we are seeing across the market. If you would like to receive these directly in your inbox, you can subscribe below. **[View the April 2026 Engagement Report](https://email.chesapeakesearchpartners.com/csp-engagement-report-april-2026)** **[Subscribe to the CSP Engagement Report](https://share.hsforms.com/1A1FwtZ2JRlGcEA595xB2Ogctwmh?utm_campaign=22804561-JB%20Current%20Opportunities&utm_source=hs_email&utm_medium=email&_hsenc=p2ANqtz--LXGiyvdoT2ESJuO0vCElC3poKTSuSgpuDxDrbvoz-xYa66eW0Y0uDx2lgjjCXotmipGGM)** **Categories:** Quotes & the Stories Behind Them --- ### [Are we there yet?](https://chesapeakesearchpartners.com/are-we-there-yet/) **Published:** September 8, 2020 **Author:** John Geraghty **Content:** *Published by [John Geraghty](https://chesapeakesearchpartners.com///meet-the-team/staff/john-geraghty/)* As I was driving my family to Ocean City on a recent trip the dreaded “are we there yet?” was asked by my 7-year-old son. I encouraged him to just sit back, enjoy the ride and the time we get to spend together as a family (not that we need any more time together during COVID). I reasoned that he should enjoy the moment, live in the present and, at the end of the day, we will never truly be “there,” that there is always something that is next. He looked at me and said “ok,” clearly not understanding what I was talking about but bored with the conversation and my existential rant. This innocent exchange stuck with me and made me think further about how that simple question has so much meaning to the existence and viability of our businesses. We all struggle with our own COVID business challenges. The “are we there yet?” question always seems to pop up in one way or another: Do we have enough resources for our employees? Do we have enough money to cover our obligations? Do we have enough work in our pipeline? The list goes on. This journey of running a successful and meaningful business is no small task. And, it’s not a destination. We won’t just *get there* one day. Rather, it’s an evolution, hopefully toward greatness, and a continual search for improvement and growth as individuals, team members, employees, and trusted business partners. This has given me newfound motivation to keep fighting and pushing for more. Another challenge to open my eyes is remote work. As strange as it sounds, being apart from my team has made me realize how much more important our relationships – with everyone – truly are. Rather than focusing my energy and efforts on when we can get back to the office, when things will return to normal, or when we can we all go to happy hour, I was missing the fact that I still had 10 amazing individuals with whom I get to work with daily. The simple and limited interactions we have have made me miss them even more. What used to be mundane office tasks now seem like the greatest thing ever. The journey of being with others who share a common goal and passion for our business is what excites me. Sure, getting deals done is why we work, but the process and day to day interactions — water cooler talk about the Orioles, strategizing about a difficult situation, even eating lunch around a table – are what matter, make us a team and give us purpose. It is true that you can learn something new every day and by living in the moment, and fully appreciating this fact makes me a better person, colleague, business partner, and leader. Lastly, I’ve learned that technology and accessibility is more important than ever. These new advancements of tracking our activities give us a sense of being together again and we know what everyone is doing. Zoom and MS Teams are a great way for us to stay in touch with each other. In January I remember questioning why video calls were better than regular phone calls. Now, I get it. Seeing others – facial expressions and body language – provides invaluable insight into how others are receiving our message. All of these things make me appreciate being in the moment and feeling like we are together. I used to say I couldn’t wait until this pandemic was over, dreading another Zoom call. Now, while I still do want to see people in person, hopping on a Zoom or Teams meeting still lets us feel connected. Now I try to enjoy and get the most out of these daily interactions. We all have our moments of frustration and keeping things in perspective is not something you can do all the time. Personally, I need to slow down, stop focusing on what’s next, and live in the moment to the best of my ability. The only true answer to “are we there yet?” is that we never will be *there.* Rather we are here and should consider ourselves lucky to be here and to live each moment. **About John Geraghty** As a Founding Partner of Chesapeake Search Partners, John Geraghty has spent over 12 years in the Recruiting industry in Baltimore. After 5 + years of Accounting & Finance search, John, Rick Fribush, and Johnny Black started Chesapeake Search Partners to deliver a better experience for our clients and candidates as well and provide a positive team-oriented atmosphere for their Recruiting team. John now leads Recruiting Operations for CSP and helps support all 4 practices but primarily Accounting & Finance Direct Hire, Retained, and Contract roles. Feel free to contact the Accounting & Finance Practice team or any of CSP’s Search Consultants at <info@chesapeakesearchpartners.com>. **Categories:** Recruiting Insights --- ### [Mastering the Art of Engaging Recruiters on LinkedIn](https://chesapeakesearchpartners.com/mastering-the-art-of-engaging-recruiters-on-linkedin/) **Published:** January 22, 2024 **Author:** John Geraghty **Content:** *By [John Geraghty](https://chesapeakesearchpartners.com/meet-the-team/staff/john-geraghty/) – Partner, Director of Recruiting Operations* In the dynamic landscape of modern recruiting, where recruiters are inundated with a sea of emails, LinkedIn messages, and voicemails, standing out as a candidate is an art. How can you navigate the crowded space to ensure a recruiter not only notices your message but responds positively? Here are some key strategies to enhance your communication on LinkedIn and increase your chances of getting a recruiter’s attention. 1. **Targeting the Right Recruiters** Building a meaningful relationship with a recruiter begins with research. Take the time to understand the recruiter’s focus areas by exploring their website. Identify the industries they specialize in and the professionals they represent. This ensures that your outreach is directed toward recruiters aligned with your career goals. 2. **Craft a Concise Message** Avoid the common pitfall of bombarding recruiters with lengthy messages proclaiming your perfect fit for a job you may not fully comprehend. Keep your communication succinct and impactful. [According to LinkedIn](https://www.linkedin.com/pulse/do-recruiters-dislike-being-approached-linkedin-ambra-benjamin/)[,](https://www.linkedin.com/pulse/do-recruiters-dislike-being-approached-linkedin-ambra-benjamin/) concise InMails receive responses at a rate 22% higher than the global average. Be clear, confident, and respectful of the recruiter’s time. 3. **Express Mutual Benefit** Let recruiters know that you are seeking a mutually beneficial relationship. Acknowledge that you value their expertise and, in return, commit to being responsive and transparent. Building trust is a two-way street. Additionally, offer insights into the market, share your activities, and provide constructive feedback on [interviews](https://chesapeakesearchpartners.com/jobseekers/candidate-resources/interview-process/)[.](https://chesapeakesearchpartners.com/jobseekers/candidate-resources/interview-process/) This collaborative approach lays the foundation for a strong, enduring partnership. 4. **Beyond Transactional Communication** Shift your mindset from viewing the interaction as a singular transaction to a long-term relationship. While recruiters assist you in your career journey, be open to reciprocating by becoming a valuable client in the future. This transformative approach ensures that your connection with the recruiter goes beyond securing a job, fostering a continuous and meaningful dialogue. By implementing these strategies, you can make a positive impact on your networking efforts and, ultimately, your career trajectory. Engaging recruiters on LinkedIn is not just about getting noticed; it’s about building lasting connections that contribute to your professional growth. For more tips on preparing to market yourself, visit our [Candidate Resource page. ](https://chesapeakesearchpartners.com/preparing-to-market-yourself/) **Categories:** Recruiting Insights **Tags:** LinkedIn, Recruiter --- ### [How to Get Recruiters to Notice You on LinkedIn](https://chesapeakesearchpartners.com/how-to-get-recruiters-to-notice-you-on-linkedin/) **Published:** February 12, 2026 **Author:** John Geraghty **Content:** *Originally published in **[John Geraghty’s](https://chesapeakesearchpartners.com/meet-the-team/staff/john-geraghty/ "Donna Garon | Chesapeake HR Solutions")** LinkedIn Newsletter, **[The Long Game](https://www.linkedin.com/newsletters/the-long-game-7427814710080876544/)*** I keep seeing the same pattern repeat itself. Qualified professionals tell me they feel invisible on LinkedIn. From their perspective, the market feels broken or that AI has made it impossible to stand out. From the recruiter’s side, the issue is usually much simpler. My goal here is to close that gap by explaining how recruiters actually use LinkedIn, what makes someone stop scrolling, and what quietly disqualifies strong candidates before a conversation ever starts. If you understand how the system works, you can position yourself far more effectively. I’m always a resource if you want a recruiter’s perspective on how you’re showing up. ##### **Why Getting Noticed Feels Harder Than Ever** Getting noticed *is* harder, but not for the reasons most people think. Technology has made applying effortless, often with one click. Candidates flood postings, sometimes without realizing bots or automated tools are submitting applications on their behalf. For recruiters and hiring managers, this creates volume overload. Research consistently shows that **[recruiters make initial engagement decisions in seconds](https://blog.theinterviewguys.com/the-linkedin-profile-audit/)**, not minutes. When attention is limited, clarity becomes your advantage. Visibility comes down to signal quality. The candidates who stand out make it easy to understand what they do, how they do it, and why it’s relevant. ##### **What Recruiters Notice First on a LinkedIn Profile** Before experience, before education, before anything else, recruiters notice whether a profile is complete and professional. That starts with: - A professional, current photo - A clear headline that reflects what you do - Detailed role descriptions, not just titles Listing your company name and job title is not enough. Recruiters search by keywords tied to responsibilities, tools, industries, and outcomes. If those words are missing, you simply won’t surface in searches. This is one of the biggest misconceptions on LinkedIn. Less is not more. Details are what make you discoverable. ##### **Common LinkedIn Profile Mistakes That Cost You Visibility** Most issues I see are avoidable. Unprofessional photos are the fastest way to kill credibility. Casual images, AI avatars, or cartoon-style graphics can rule out candidates before their experience is reviewed. That may sound harsh, but visual signals influence professional perception more than many people realize. Research published in *Informs* has shown that **[profile photos significantly affect hiring decisions in online labor markets](https://www.informs.org/News-Room/INFORMS-Releases/News-Releases/Study-Finds-Your-Profile-Picture-Plays-a-Significant-Role-in-Whether-You-Get-Hired?utm_source=chatgpt.com)**, even when qualifications are comparable. The second issue is vague language. Titles without substance or buzzwords like “problem solver” don’t explain your value. If I can’t quickly tell what you do and at what level, I move on. ##### **Profile Strength vs. LinkedIn Activity** A strong, detailed profile is non-negotiable. It’s the baseline. Once that’s in place, engagement becomes a differentiator. Candidates who comment thoughtfully, share relevant insights, or engage with industry content stand out more than those who remain passive. Activity signals that you care about your profession and are paying attention to what’s happening in your space. You don’t need to post every day. You do need to show signs of professional presence. ##### **What Makes Me Want to Learn More About a Candidate** Consistency and polish. When a profile is complete, well-written, and aligned across experience, skills, and engagement, I’m more inclined to dig deeper. Relevant activity helps, but clarity and professionalism matter most. ##### **How to Message Recruiters Without Turning Them Off** The best outreach messages are simple, respectful, and personalized. A short note that references something specific, such as the recruiter’s company, activity, or a shared connection, immediately tells me you took the time to look. That effort matters. What doesn’t work is overconfidence. Telling a recruiter you are the “perfect fit” or demanding a response is a fast way to end the conversation before it begins. ##### **The Biggest Messaging Mistake Candidates Make** Being aggressive or transactional. Many candidates apply to a role and then immediately message, only to later realize they don’t like a core requirement, such as in-office expectations. That tells me they didn’t read the description or do basic research. Roles with the same title are not the same role across companies. Assumptions hurt you. ##### **How Long Should an Initial LinkedIn Message Be?** One short paragraph. Set context, explain why you’re reaching out, briefly summarize what you do, and suggest a connection. End politely. Anything longer usually loses impact. ##### **Smart Questions Strong Candidates Ask Early** The strongest candidates focus early on one core question: *Why would I want to work here?* Most job descriptions look the same. What matters are the variables behind the role: company culture, leadership style, growth potential, and long-term opportunity. The job itself is just the vehicle. The organization and trajectory are the real decision points. ##### **Questions to Avoid Too Soon** Leading with questions about compensation, PTO, or flexibility too early sends the wrong signal. While pay and benefits matter, opening with them makes you appear transactional and short-term focused. Until you’ve established interest in the role, the company, and the leadership, those questions can undermine your credibility. ##### **How to Ask About Compensation the Right Way** Once you’ve confirmed real interest in the role and company, it’s appropriate to ask about the salary range and timing. The key is context. Anchor the question in *why* the role aligns with your goals, then ask about compensation and hiring timeline. I’ve seen candidates walk away over small numbers that would have been irrelevant a few years later if the role moved their career forward. ##### **Staying Visible When You’re Not Actively Job Searching** Stay engaged at a minimum. Respond to messages, even if you’re not interested right now. Follow companies and people aligned with where you want your career to go. Visibility compounds over time. ##### **Key Takeaway** Recruiters notice clarity, professionalism, and effort long before they notice ambition. If you want to stand out on LinkedIn, make it easy for someone to understand what you do, show that you take your career seriously, and engage with intention. If you’re unsure how you’re coming across or want a recruiter’s perspective on your profile or outreach approach, I’m always open to having that conversation. --- ##### **Let’s Start the Conversation** At **[Chesapeake Search Partners](https://chesapeakesearchpartners.com/)**, we work with professionals and hiring leaders every day, which gives us a clear view into how candidates are actually evaluated, sourced, and selected. If you’re looking to better position yourself on LinkedIn or want a more informed perspective on how recruiters assess profiles and outreach, **[our team is always open to a thoughtful conversation](https://chesapeakesearchpartners.com/contact/)**. A few strategic adjustments can materially improve how you show up in a competitive market. For continued insights at the intersection of life, work, and long-term career strategy, **[subscribe to *The Long Game*](https://www.linkedin.com/newsletters/the-long-game-7427814710080876544/)** on LinkedIn. **Categories:** As Seen on LinkedIn **Tags:** Job Search Tips --- ### [Adjusting the Game Plan: Why Careers Need a Halftime Reset](https://chesapeakesearchpartners.com/adjusting-the-game-plan-why-careers-need-a-halftime-reset/) **Published:** April 6, 2026 **Author:** John Geraghty **Content:** *Originally published in **[John Geraghty’s](https://chesapeakesearchpartners.com/meet-the-team/staff/john-geraghty/ "Donna Garon | Chesapeake HR Solutions")** LinkedIn Newsletter, **[The Long Game](https://www.linkedin.com/newsletters/the-long-game-7427814710080876544/)*** With March Madness wrapping up, I started thinking about how quickly a game can change. The teams that make it deep into the tournament are the ones who can adjust. Halftime resets, in-game decisions, and the ability to recognize what is working and what is not usually determine who moves on. Careers are not all that different. In the **[first edition](https://www.linkedin.com/pulse/how-get-recruiters-notice-you-linkedin-john-geraghty-3yl3e/?trackingId=OI4ZiyozTnSI%2BIE8we%2F4Fw%3D%3D)** of *The Long Game*, I wrote about how small decisions over time shape outcomes. This time, I want to focus on what happens when the plan you have been following no longer fits the situation. Because at some point, the game changes. ##### **What a “Halftime Adjustment” Actually Looks Like** A halftime adjustment in your career starts with stepping back and being honest about where you are compared to where you thought you would be. Sometimes that means recognizing you are in a rut. Other times, it means recognizing you’ve accomplished more than you give yourself credit for and should consider how to build on it. Most people do not take the time to reflect in this way. They show up, do their work, and move on to the next day. The problem is, **it is difficult to improve if you are not clear on where you stand.** Even when things are going well, taking time to evaluate your progress and make adjustments helps you keep growing. ##### **Why Some People Adjust, and Others Do Not** Adjusting in the middle of your career is not easy. It requires a level of self-awareness and honesty that many people avoid. It is easier to stick to a routine and assume things will keep working out. The professionals who adapt well tend to have a balance of confidence and humility. They understand what they do well, but are also willing to acknowledge where they need to improve. They ask questions, try new approaches, and are willing to step outside their comfort zone. Those who struggle often rely too heavily on what got them to where they are. That approach can work for a time, but it becomes limiting when the environment around them changes. ##### **The 10-Year Plan Still Matters, But It Has to Evolve** I still believe a 10-year plan matters. It provides direction and guides short-term decisions, especially since most people change roles every few years. The issue is becoming too attached to it. If every decision is based on short-term factors like compensation or boredom, it becomes difficult to build real momentum. At the same time, if you refuse to adjust your plan when the market changes, you risk falling behind. The goal is to maintain a long-term vision while staying flexible enough to adapt as conditions evolve. ##### **Recognizing When the Game Is Changing** In most cases, the signals are there, and technology is usually the first indicator. **[Deloitte](https://www.deloitte.com/us/en/insights/topics/talent/human-capital-trends.html)** points out that as technology becomes more common, the real advantage comes from the “human edge.” It comes down to how people adapt, communicate, and make decisions as things change. Work that once required time and manual effort is now faster and more efficient, which shifts what skills are actually valued. As that happens, leadership, communication, and the ability to work with others become more important as technology takes on more of the transactional work. The mistake is ignoring these signals. If you keep operating the same way while everything around you evolves, you risk becoming stagnant or less relevant over time. ##### **How to Pivot Without Starting Over** When an industry shifts, many people either resist the change or assume they need to start over completely. Neither approach is effective. The better approach is to adjust your mindset first. Your experience still has value, but now the focus should be on how your skills and experience can be applied in new ways. This is where transferable skills become important. Leadership, communication, and problem-solving are not tied to one specific role or industry. In many cases, they become even more valuable during periods of change. The professionals who navigate these transitions well are the ones who recognize them early and position themselves ahead. ##### **The Role of Relationships** Periods of change often come with uncertainty, and this is where relationships play an important role. Strong relationships provide perspective, support, and access to opportunities that may not be visible otherwise. They can also help reinforce your confidence when it is easy to start questioning your value. In many cases, relationships become even more important during periods of transition than they are when things are stable. ##### **Key Takeaway** The professionals who succeed over time are the ones who can deviate from their game plan and recognize when it’s time to adjust. Staying adaptable requires a willingness to learn, step outside your comfort zone, and approach change with a growth mindset. The game will continue to evolve, but how you respond to it ultimately shapes your career. --- ###### **Let’s Start the Conversation** At Chesapeake Search Partners, we work closely with professionals and hiring leaders across a range of industries. That perspective gives us a clear view into how careers evolve over time. If you are thinking about your next move or trying to better understand where your industry is heading, **[contact us](https://chesapeakesearchpartners.com/contact/)**. We are always open to a conversation. **Categories:** As Seen on LinkedIn --- ### [Why Executive Hiring Feels Harder in a Candidate-Heavy Market](https://chesapeakesearchpartners.com/why-executive-hiring-feels-harder-in-a-candidate-heavy-market/) **Published:** March 9, 2026 **Author:** Kate Strzelczyk **Content:** *Originally published in **[Kate Strzelczyk’s](https://chesapeakesearchpartners.com/meet-the-team/staff/kate-strzelczyk/ "Donna Garon | Chesapeake HR Solutions")** LinkedIn Newsletter, [**The KS Perspective**](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)* As I begin sharing this newsletter, my goal is simple: to offer a clear perspective on the leadership conversations I’m having every day with CEOs and HR leaders. After years in executive search, one thing has become consistent: executive hiring is rarely as straightforward as it appears from the outside. That feels especially true in today’s market. At first glance, hiring should feel easier. Senior-level postings are generating a strong response. Pipelines look full. Interviews are moving quickly. On paper, momentum seems solid, but the surface activity can be misleading. As **[*Harvard Business Review*](https://hbr.org/2026/01/ai-has-made-hiring-worse-but-it-can-still-help)** recently observed, “With generative AI, applicants can produce immaculate CVs, perfectly crafted cover letters, and highly polished interview responses…The result is an ecosystem where both sides are inundated…with a rising crisis of trust.” That reflects what I am hearing from leadership teams. The volume is higher, and the polish is sharper, yet confidence in what sits beneath the presentation is harder to assess. Despite the activity, making the right executive decision feels more complex than ever. More applicants have not created more clarity. In many cases, they have created more noise. ##### **Volume Does Not Equal Alignment** When a leadership posting generates hundreds of applications, there is a natural sense of momentum. Activity increases, interviews begin, and it feels like progress is happening. The challenge is that visible activity is not the same as strategic alignment. With AI-assisted resumes and simplified application tools, many candidates can present as highly qualified. Experience aligns, titles look right and language mirrors the job description. The harder question is whether the role itself is clearly defined and whether the leader being evaluated will integrate effectively into the broader executive structure. Executive hiring is contextual. It depends on reporting lines, decision authority, team dynamics, and cultural expectations. Without clarity in those areas, even strong candidates can become misaligned. ##### **The Strongest Leaders Remain Selective** Even in a candidate-heavy market, the most effective executives are not broadly applying to open roles. Leaders who consistently drive performance tend to be focused on their current responsibilities. They move when the opportunity aligns strategically, not simply when it is available. That makes internal clarity even more critical. Attracting the right executive begins with defining the role correctly. When organizations articulate the business problem, the reporting structure, and the long-term mandate with precision, they are far more likely to engage leaders who can deliver meaningful impact. Without that definition, searches become reactive and candidate evaluation becomes inconsistent. ##### **Roles Are More Complex Than Ever** What I often see is not a shortage of talent, but a lack of clarity around the role itself. Before launching a search, leadership teams should be aligned on several core questions: - What specific outcome is this role responsible for delivering? - Where does it sit within the executive hierarchy? - What authority does it carry? - How will success be measured in the first 12–18 months? When these elements are unclear, expectations shift mid-process, interview feedback becomes inconsistent, titles are adjusted and reporting lines evolve. Misalignment at this stage does not disappear once a hire is made. It compounds. In a market with heightened activity, structural ambiguity becomes easier to overlook, yet more costly to ignore. ##### **Balancing Urgency with Precision** Open executive roles create pressure and there is a natural desire to move quickly. But speed without design introduces risk, the cost of hiring the wrong executive extends beyond compensation. It affects cohesion at the leadership level, confidence within teams, and the organization’s ability to execute strategy. Strong executive hiring requires balance: urgency paired with discipline, volume paired with discernment, and credentials evaluated alongside cultural and structural fit. When that balance is achieved, decisions feel clearer. ##### **Where Strategic Search Adds Value** In this environment, executive search should bring structure and clarity to hiring in addition to a sense of urgency. A strong recruiting partnership helps leadership teams: - Define the role before entering the market - Assess the full talent landscape, not just inbound applicants - Evaluate leaders through the lens of long-term alignment - Maintain consistent momentum throughout the process When done well, the search becomes intentional rather than reactive, conversations become more substantive, and decision-making becomes more confident. ##### **The KS Perspective** The current hiring market is defined by contradiction. There is more visibility, yet greater complexity. More applicants, yet heavier decisions. Organizations navigating this successfully are not focused on how many resumes they receive. They focus on clarity in structure, expectations, and leadership cohesion. Because strong executive hiring has always been about alignment over volume, and alignment, when thoughtfully defined, drives long-term success through performance. --- At **[Chesapeake Search Partners](https://www.linkedin.com/company/chesapeake-search-partners/)**, I work closely with CEOs and HR leaders navigating complex executive hiring decisions. That vantage point provides a clear view into where alignment strengthens an organization and where structural ambiguity creates risk. If your leadership team is preparing for a senior hire or reassessing how roles are defined and integrated, **[we welcome the opportunity for a thoughtful conversation.](https://chesapeakesearchpartners.com/contact/)** For continued insights on executive hiring, leadership alignment, and organizational structure, **[subscribe to *The KS Perspective*](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)** on LinkedIn. **Categories:** As Seen on LinkedIn --- ### [Hiring in Growth Mode: Where Executive Search Adds Strategic Value](https://chesapeakesearchpartners.com/executive-hiring-in-growth-mode-where-executive-search-adds-strategic-value/) **Published:** April 1, 2026 **Author:** Kate Strzelczyk **Content:** *Originally published in **[Kate Strzelczyk’s](https://chesapeakesearchpartners.com/meet-the-team/staff/kate-strzelczyk/ "Donna Garon | Chesapeake HR Solutions")** LinkedIn Newsletter, [**The KS Perspective**](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)* ##### **Executive Hiring in a Candidate-Heavy Market: Continuing the Conversation** In my **[last newsletter](https://www.linkedin.com/pulse/why-executive-hiring-feels-harder-candidate-heavy-kate-strzelczyk-3m5be/)**, I wrote about how a candidate-heavy market can create more noise than clarity in executive hiring. Several of you reached out to share that the challenge is not just finding candidates, it is figuring out how to hire in a way that actually supports where your organization is going. That is the conversation I want to continue here. ##### **Why Growth Creates Pressure on Leadership Hiring** Growth is often framed as a positive problem to solve, but in practice, it creates pressure, especially when it comes to talent. The need to scale quickly, build the right structure, and close critical gaps places HR and Finance leaders at the center of some of the most important decisions an organization will make. According to Deloitte’s 2026 Global Human Capital Trends report, **[7 in 10 business leaders now cite speed and agility as their primary competitive advantage](https://nam04.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.deloitte.com%2Fus%2Fen%2Finsights%2Ftopics%2Ftalent%2Fhuman-capital-trends.html&data=05%7C02%7Ckstrzelczyk%40chesapeakesearchpartners.com%7Cf7a0ee95622747cc13a708de8a70798b%7C7c6b8b6170cb474d9fa7a5107741b232%7C0%7C0%7C639100412856536361%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=Z64gvLAsCcEWo1TEqgxJZNCUR8GZjP49f7N5uUvOF7A%3D&reserved=0)**, which only increases the pressure to move quickly while still making the right decisions. ##### **The Questions Leaders Are Asking** In the conversations I am having with **[CEOs](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership/)**, **[Finance](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services/)**, and **[HR](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources/)** leaders, one theme keeps coming up. Leaders are no longer just asking, “Who do we need to hire?” They are asking: - “What should this team look like six to twelve months from now?” - “Where are we actually missing capability?” - “How should we sequence hires to support the business as it grows?” Those questions reflect a shift away from reactive hiring toward more **[intentional workforce planning](https://chesapeakesearchpartners.com/what-is-hr-consulting/)**. ##### **Why Organizational Structure Comes First** Organizations that navigate growth effectively do not simply fill roles as they open. Leadership teams take a step back to evaluate structure first, align hiring decisions with business priorities early, and define what success looks like in a role before going to market. In many cases, that is where a strong search partnership begins. The process starts with a conversation about scope, structure, and long-term impact rather than being solely focused on a finalized job description. ##### **Common Executive Hiring Challenges in Growth Environments** Even in well-run organizations, certain patterns tend to slow progress. Leadership teams may have expectations regarding timing, compensation, or candidate availability that are not fully aligned with market conditions. In other cases, organizations attempt to manage complex or senior-level searches internally for longer than is effective, delaying roles that are critical to growth. By the time a search partner is engaged, the need is more urgent, and the cost of time has increased. At that point, executive search becomes the hiring solution and a strategic lever. ##### **How Executive Search Adds Strategic Value** The most effective partnerships focus on **[shaping the position itself](https://chesapeakesearchpartners.com/understanding-the-role-behind-the-job-description/)**. This includes defining how the role fits within the organization, what success looks like, and how the opportunity compares to the broader market. Bringing **[market perspective](https://chesapeakesearchpartners.com/what-hiring-convesations-in-2025-reveal-about-2026/)** into the process helps leadership teams set realistic expectations around talent availability, compensation, and timing, reducing friction once the search begins. Sequencing also plays an important role in growth. The order in which leadership hires are made can directly influence how teams scale, communicate, and perform over time. At its best, executive search helps leadership teams make informed decisions during major periods of change. ##### **What Strong Executive Search Partnerships Have in Common** Strong client partnerships tend to share a few consistent traits. Communication is frequent and transparent, trust develops over time, and leadership teams are willing to engage in thoughtful discussion. The most effective leaders are open to revisiting assumptions about the role, the profile, and the hiring timeline when new information emerges. That level of openness often leads to stronger hiring outcomes. ##### **The Risk of Slow Hiring in a Competitive Talent Market** One of the most common risks in a growth environment is pace. Hiring processes that are too slow or overly complex can result in missed opportunities, lost candidates, and prolonged gaps in critical roles. In a competitive market, organizations that move with clarity and alignment are more likely to secure high-impact talent. ##### **The KS Perspective** I find that I am most helpful to clients in growth mode when I bring a different perspective to the process. That means working with leadership teams as a true partner to assess whether a role is at the right level, where alignment may need to shift, and how structure, scope, or compensation should evolve. As I build a deeper understanding of the organization across functions, each search becomes more informed, leading to stronger alignment and more meaningful conversations with candidates. Over time, the value of the partnership continues to grow. From my perspective, this is where **[executive search](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership/)** adds real strategic value and becomes an extension of the organization. --- At **[Chesapeake Search Partners](https://www.linkedin.com/company/chesapeake-search-partners/)**, I work closely with CEOs and HR leaders as they navigate complex executive hiring decisions. That vantage point provides a clear view into where alignment strengthens an organization and where structural ambiguity creates risk. If your leadership team is preparing for a senior hire or reassessing how roles are defined and integrated, **[we welcome the opportunity for a thoughtful conversation.](https://chesapeakesearchpartners.com/contact/)** For continued insights on executive hiring, leadership alignment, and organizational structure, **[subscribe to *The KS Perspective*](https://www.linkedin.com/newsletters/the-ks-perspective-7432868069942857728/)** on LinkedIn. **Categories:** As Seen on LinkedIn **Tags:** Growth, Hiring --- ### [Meet the Team - Kevin Beres](https://chesapeakesearchpartners.com/meet-the-team-kevin-beres/) **Published:** April 28, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **[Kevin Beres](https://chesapeakesearchpartners.com/meet-the-team/staff/kevin-beres/)**, *Senior Search Consultant at CSP* Kevin joined Chesapeake Search Partners in March 2026 as a Senior Search Consultant, specializing in construction, engineering, and manufacturing. He brings a communication-first mindset to his work, focusing on building strong relationships and aligning clients and candidates. “I focus on maintaining open communication so everyone understands where they stand and what to expect,” Kevin shares. Before joining CSP, Kevin spent his career in sales, where he developed a strong foundation in relationship management and client engagement. His transition into recruiting was shaped by his experience as a job seeker, during which he saw firsthand how a lack of communication could affect the process. “Going through that frustration showed me how much better the experience could be,” he explains. That perspective now drives his approach to every search. In his current role, Kevin partners closely with clients by providing real-time market insights and maintaining an honest, ongoing dialogue. He focuses on helping clients stay aligned and make informed decisions throughout the search process. With candidates, he prioritizes transparency and consistent updates, ensuring they have a clear understanding of feedback and where they stand at each stage. Since joining CSP, Kevin has been energized by the firm’s collaborative culture. He values the team’s shared approach to problem-solving and continuous improvement, where successes and challenges are openly discussed to strengthen outcomes across the board. Originally from Baltimore, Kevin now lives in Parkville with his family. He graduated from Towson University with a degree in Business Administration and Marketing. Outside of work, he enjoys refereeing soccer, golfing, attending Orioles and Ravens games, and spending time outdoors with his kids. He recently purchased a home in Parkville and is looking forward to taking on renovation projects. For Kevin, success is defined by impact. “Helping a candidate land their dream job is what success looks like to me,” he says. **[Connect with Kevin on LinkedIn](https://www.linkedin.com/in/kevin-beres/)** **Categories:** Meet the Team --- ### [Intern of the Week - Ziv Merin](https://chesapeakesearchpartners.com/intern-of-the-week-ziv-merin/) **Published:** March 18, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **Ziv Merin**. Ziv is a Business Administration student at Towson University with concentrations in Investments and Financial Planning and a minor in Marketing. With an expected graduation date of May 2026, Ziv is seeking an internship opportunity beginning in late May to further develop his skills before entering the full-time job market. He is particularly interested in wealth management, portfolio development, financial analysis, and long-term investment strategy, and is open to opportunities in the Washington, D.C., Baltimore, Virginia, or New York areas. Ziv is drawn to roles that combine financial analysis with client-focused advisory work, including portfolio construction, retirement planning, and estate planning. Through his academic work and extracurricular involvement, he has developed a strong foundation in investment research and financial planning strategy. At Towson University, Ziv served as an Equity Researcher with the Towson University Investment Group, where he analyzed securities and developed written investment recommendations using financial research tools and market data. This experience strengthened his ability to evaluate financial statements, identify market opportunities, and communicate investment insights within a collaborative investment environment. Ziv has also gained financial and operational leadership experience through his work with Habonim Dror Camp Moshava. As Technical Director, he helped manage daily expenditures within an operating budget exceeding $1 million while overseeing staff recruitment and operational coordination for a large summer program. In previous roles, he also managed a $20,000 staff fund budget and supported fundraising efforts that generated nearly $5,000 in donations. Ziv brings strong experience with analytical tools; he is Microsoft Excel MOS Certified and has worked with Bloomberg Terminal, Tableau, Python (Pandas), and the Microsoft Office Suite. He also holds the Bloomberg Market Concepts and eMoney Fundamentals certifications, providing exposure to both investment analysis and financial planning tools. If your organization is seeking a finance, investment, or wealth management-focused intern starting in late May, please contact Ziv at **<zivmerin@gmail.com>**. **[View Ziv’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:18782d23-0dd1-402a-8c92-f4e9cd531879)** **Categories:** Intern of the Week --- ### [Meet the Team - Christine Sauter](https://chesapeakesearchpartners.com/meet-the-team-christine-sauter/) **Published:** March 2, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **[Christine Sauter](https://chesapeakesearchpartners.com/meet-the-team/staff/christine-sauter/)**, *Search Consultant at CSP* Christine joined Chesapeake Search Partners in January 2026, bringing a relationship-driven approach and a passion for helping people navigate meaningful career transitions. As a Search Consultant, she values the opportunity to work closely with both clients and candidates to ensure alignment that extends beyond a job description. “It’s about understanding people and building partnerships that last,” Christine shares. Before joining CSP, Christine spent four years in IT staffing, where she discovered how impactful it can be to guide professionals through career moves. Earlier in her career, she worked for five years in international tour operations, planning group travel experiences across Europe and beyond. That fast-paced, detail-oriented role strengthened her communication skills and adaptability, both of which now shape her consultative approach to recruiting. “I realized I wanted to focus on helping candidates find their next chapter, not just a temporary stepping stone,” she explains. In her current role, Christine supports a variety of searches across industries and functions. She approaches client partnerships by first listening carefully to understand the broader business need. “I want to know what success really looks like in the role and what the team dynamic is,” she says. “Once you understand the ‘why’ behind a search, you can be much more strategic in identifying the right person.” With candidates, Christine looks beyond the resume to uncover motivations, long-term goals, and preferred work environments. She prioritizes transparency and open communication throughout the process. “Above all, I want candidates to feel like they have a true partner, not just a recruiter,” she notes. The initial conversation remains her favorite part of the process, where trust begins, and long-term relationships are formed. Originally from New Jersey, Christine now lives in Sykesville with her husband and their Cavachon, Remi. A Towson University graduate with a degree in Mass Communication and a minor in Psychology, she enjoys traveling, reading, learning to play golf, and keeping up with her favorite podcasts and shows. She recently celebrated two personal milestones: getting married and purchasing her first home. Having traveled to 24 countries and counting, she continues to seek new experiences both personally and professionally. For Christine, success is measured by long-term impact. “A new job can change someone’s confidence, financial stability, and long-term trajectory,” she reflects. “It’s incredibly rewarding to know you’ve played a small part in that journey.” **[Connect with Christine on LinkedIn](https://www.linkedin.com/in/christinesauter/)** **Categories:** Meet the Team --- ### [Serving Veterans: CSP Volunteers with Catch A Lift](https://chesapeakesearchpartners.com/serving-veterans-csp-volunteers-with-catch-a-lift/) **Published:** April 19, 2023 **Author:** Cassidy Eichelberger **Content:** **Serving Veterans: CSP Volunteers with Catch A Lift** Recently, members of the CSP team volunteered at a Catch A Lift event as part of our Community Connections program. Catch A Lift is a national non-profit that lifts spirits and saves lives, providing U.S. military combat veterans with an array of holistic and practical methods to heal the whole person—mentally, physically, and spiritually. Alongside people from all walks of life and a variety of companies, our team put together gift bags for new members of Catch A Lift. Members are combat-injured veterans who are finding new focus and energy by instilling a new, thoughtful, and healthy lifestyle founded on four core pillars: Nutrition, Fitness, Emotional Wellness, and Community. The gift bags were full of items that support this renewed lifestyle, from an inspiring book written by a Sergeant who was also speaking at an upcoming event, to giveaways, t-shirts, and more. Kay Calivas, one of the CSP team members volunteering at the event shared, “The stories we heard from volunteers and those shared on the Wall of Heroes were heartbreaking but also inspiring. These experiences have lasting effects on heroes and their families. If filling a bag with items can show we value them and we remember them, it’s a very simple but important way to give back.” Mentors, coaches, and veteran leaders adapt Catch a Lift’s programs to accommodate the individual abilities, attitudes, and aspirations of members. Finding a personal purpose is the Catch A Lift cure for addiction, dangerous weight gain, and debilitating depression. By fostering a commitment to forward movement and getting better every day, renewing personal energy, and choosing to join and serve a broader community, wounded vets find life-saving purposes that they share with others. Catch A Lift was founded in memory of Cpl. Christopher Coffland, U.S. ARMY. who was killed in Afghanistan in 2009. Chris’ phrase, “I’m gonna catch a lift,” indicated he was heading to the gym, but more importantly, it meant he was going to get centered, refocused, and re-energized. To date, Catch A Lift has funded more than 8,600 wellness grants, providing a real, practical, and profound impact to thousands of veterans and caregivers. Our team will continue to volunteer with Catch A Lift. If you’re interested in supporting the organization too, visit <https://catchaliftfund.org/> to learn more. **Categories:** Community Connections --- ### [Intern of the Week - Zachary Byank](https://chesapeakesearchpartners.com/intern-of-the-week-zachary-byank/) **Published:** March 11, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **Zachary Byank**. Zachary is an undergraduate student studying Finance and Information Systems at the University of Maryland’s Robert H. Smith School of Business. Graduating in May 2026, he is actively seeking a Summer 2026 internship in finance, wealth management, or investment analysis in the Northeast and Mid-Atlantic regions to broaden his experience before entering the workforce. Zachary brings strong analytical and financial modeling skills, with hands-on experience building Excel-based forecasting tools, portfolio performance reports, and client-facing financial summaries. Most recently, he served as a Wealth Management Intern at Northwestern Mutual, where he supported portfolio analysis and collaborated with investment, tax, and planning specialists to assist in client strategy execution. Previously, Zachary interned at Wealthspring Financial Partners, working directly with the COO to develop dashboards and streamline client data management processes. Outside of work, Zachary served as Recruitment Chairman for Sigma Chi, leading efforts that produced the largest pledge class in chapter history, and has volunteered with The Seeing Eye since 2013, a nonprofit organization that trains guide dogs for individuals who are blind. If your organization is seeking a finance or investment-related intern for this Summer, connect with Zachary at **<zach.byank@gmail.com>**. **[View Zachary’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:b6ef048d-77b0-4280-bb80-b78fee4d56a2)** **Categories:** Intern of the Week --- ### [Intern of the Week - Ryan Agge](https://chesapeakesearchpartners.com/intern-of-the-week-ryan-agge/) **Published:** March 4, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **[Ryan Agge](https://www.linkedin.com/in/ryan-agge-9678b0266/)**. Ryan is an undergraduate in Robotics Engineering at Worcester Polytechnic Institute, with a strong interest in automation, manufacturing, and product design. He is actively seeking a Summer 2026 internship on the East Coast, where he can apply his technical skills in a hands-on engineering environment. Ryan brings a strong foundation in robotics and engineering principles, with experience spanning embedded systems, computer-aided design, and object-oriented programming. His technical skill set includes MATLAB, C, Java, C++, 3D printing, and CAD, supported by advanced coursework in mathematics and physics. Outside the classroom, Ryan is deeply engaged in combat robotics, where he has spent several years designing, building, and competing in East Coast competitions, including the National Havoc Robot League. He is also an active member of his school’s robotics team and runs a YouTube channel, *Khaotic Robotics*, where he shares content showcasing custom-built robot competitions. Ryan is eager to continue building practical experience in robotics and engineering through an internship that emphasizes innovation, problem-solving, and real-world application. If your organization is hiring for robotics, automation, or engineering internships for Summer 2026, connect with Ryan at **<ryanagge@gmail.com>**. **[View Ryan’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:va6c2:8643ceab-aeaf-4bdd-b33e-a62abeed9a38)** **Categories:** Intern of the Week --- ### [Intern of the Week - Ian Noble](https://chesapeakesearchpartners.com/intern-of-the-week-ian-noble/) **Published:** February 18, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **Ian Noble**. Ian is an Economics student at the University of Maryland pursuing a minor in General Business with an expected graduation date of May 2027. He is currently seeking a Summer 2026 internship in Maryland or the Washington, D.C. area, with a focus on business analytics, real estate, economic research, or strategy. Ian is particularly interested in roles that allow him to leverage data and financial analysis to improve business performance. Ian brings a strong mix of analytical, technical, and interpersonal skills, developed through hands-on roles in fast-paced environments. Through his work with real estate and operations platforms, he strengthened his ability to manage financial records, interpret operational data, and support informed decision-making. He is especially comfortable using Excel (formulas, pivot tables, organized data tracking) to analyze performance and improve efficiency. As a Property Management Intern at Murn Management, Ian averaged 20 leasing agreements per week and conducted daily property tours, contributing to a 15 percent increase in occupancy. He utilized Yardi and Excel to reconcile lease data, analyze operating costs and revenue trends, and contribute to conversations with corporate management. In his role as a Student Police Aide with the University of Maryland Police Department, Ian supports campus safety by monitoring buildings, coordinating student escorts, and preparing formal incident reports. This role has strengthened his situational awareness, judgment, professionalism, and attention to detail, particularly in high-risk environments that require discretion and composure. Beyond his professional experience, Ian is active in the Economics Association, engaging in professional development events and peer networking. He is also a member of Alpha Sigma Phi Fraternity, where he has supported philanthropic initiatives, including helping raise more than $5,000 for RAINN. Overall, Ian describes himself as logical, dependable, and adaptable with the ability to work both independently and as part of a team. He is motivated to continue developing expertise at the intersection of data, strategy, and real-world business impact. If your organization is seeking an intern with strong analytical capabilities, operational experience, and a disciplined approach to data-driven decision-making, Ian would be a valuable addition to your team. **[View Ian’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:d3716de4-338a-408e-a3b9-3c51a24784fb)** **Categories:** Intern of the Week --- ### [Intern of the Week - Amit Thakrar](https://chesapeakesearchpartners.com/intern-of-the-week-amit-thakrar/) **Published:** February 25, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **[Amit Thakrar](https://www.linkedin.com/in/amit-thakrar/)**. Amit is a student at the University of Maryland’s Robert H. Smith School of Business pursuing a degree in finance with a strong interest in wealth management. Amit is seeking a Summer 2026 internship in the DMV or New York area, where he can apply analytical rigor in a relationship-driven, client-focused environment. Amit brings a strong combination of academic excellence and hands-on finance experience. He is particularly drawn to roles involving portfolio analysis, financial planning, and investment strategy, and he is motivated by the opportunity to help individuals and families make informed, long-term financial decisions. Through his coursework in finance, accounting, and analytics, he has built a solid foundation in financial modeling, valuation, and financial statement analysis. Amit is actively involved in the Smith Investment Fund, where he was selected as one of just 15 research associates from a competitive pool of more than 170 applicants. In this role, he received intensive technical training in accounting, financial modeling, valuation, and investment strategy and conducted in-depth industry research as part of the Life Sciences pitch team. This experience strengthened his ability to evaluate investment opportunities and communicate insights in a collaborative, high-performance setting. In addition to his investment experience, Amit gained exposure to applied finance and real estate through his internship at Maryland Economic Development. There, he supported the administration of a $3 million Business Ready Sites grant program, guiding jurisdictions through site evaluations and funding decisions. He also previously served as an Accounting Intern, where he performed detailed bank reconciliations, supported accounts payable operations, and leveraged Excel-based analysis to improve reporting efficiency and cash flow management. Amit’s skill set includes financial modeling, Excel-based analysis, accounting fundamentals, and the ability to clearly communicate financial insights in professional settings. If your organization is seeking a finance, wealth management, or investment-related intern in the DMV or New York area for Summer 2026, please contact Amit at **<athakrar84@gmail.com>.** **[View Amit’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:89eacd32-536a-4371-900f-101f9b4b2283)** **Categories:** Intern of the Week --- ### [Intern of the Week - Leanely Cruz](https://chesapeakesearchpartners.com/intern-of-the-week-leanely-cruz/) **Published:** February 11, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **Leanely Cruz**. Leanely is an undergraduate Marketing student at Loyola University Maryland, with minors in Philosophy and Data Analytics. She is actively seeking a Summer 2026 internship in the Baltimore/Washington, D.C. area, where she can apply her interdisciplinary education in a collaborative, real-world business environment. Leanely brings a strong blend of analytical thinking and ethical perspective to her work, with a passion for data-driven decision-making and responsible business practices. She is particularly interested in how thoughtful strategies and efficiency can drive positive outcomes in modern organizations. She currently serves as a Residential Assistant at Loyola, supporting a diverse student community through programming, conflict resolution, and day-to-day operations. Leanely is also a Study Abroad Ambassador who previously studied in the Czech Republic, where she gained valuable international business and cultural experience. Additionally, Leanely works as a Receptionist and Spa Hostess at About Faces Salon & Spa, providing high-level customer service in a fast-paced setting. She is a Division One NCAA Track & Field student-athlete and a member of the Track & Field Leadership Team, balancing athletics with academic and professional commitments. Leanely’s skills include bilingual proficiency in English and Spanish, customer service, Adobe Photoshop and Lightroom, strong communication, and creative problem-solving. If you or your organization is hiring for marketing, analytics, or business-related internships in the Baltimore/D.C. area for Summer 2026, connect with Leanely at **<lycruz@loyola.edu>**. **[View Leanely’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:276a6619-77c4-4a67-8859-9a917f489201)** **Categories:** Intern of the Week --- ### [Intern of the Week - Olivia Blake](https://chesapeakesearchpartners.com/intern-of-the-week-olivia-blake/) **Published:** January 28, 2026 **Author:** Cassidy Eichelberger **Content:** Meet **Olivia Blake**. Olivia is an undergraduate student at Penn State University, pursuing a Bachelor of Arts in Advertising. Olivia is seeking a Summer 2026 internship in communications or marketing in Maryland or the Washington, D.C. area, where she can gain hands-on experience in a fast-paced, engaging setting. Olivia brings a strong blend of academic excellence and real-world communications experience. She currently serves as an Assistant Account Executive with Happy Valley Comm, Penn State’s only student-run communications firm, where she supports multiple clients through brand and social media audits, strategic research, and creative execution. Previously, she worked as an Account Associate, contributing to market research and content development aligned with brand guidelines. Additionally, Olivia is a Marketing and Communications Student Intern with Penn State Dickinson Law, where she creates on-trend marketing materials and provides visual support for the school’s social media. Her work includes graphic design, photography, and event coverage. She has also held a Social Media Intern role with Penn State’s Office of Student Leadership and Involvement, creating short-form content while adhering to strict brand standards. Beyond her professional roles, Olivia is an active Penn State THON Volunteer, having served on the Hospitality Committee during her time at Penn State. She is also a member of Alpha Omicron Pi, demonstrating a strong commitment to service, teamwork, and campus involvement. Olivia’s skills include client relations, professional writing, content creation, graphic design (specifically Canva and Adobe), video editing, photography, and social media management, along with professional proficiency in Spanish. If your organization is hiring for communications, marketing, public relations, or digital media internships in the Maryland or D.C. area for Summer 2026, connect with Olivia at **<oliviasblake16@gmail.com>**. **[View Olivia’s](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:09a7bf8f-d120-4778-8ce0-b5d21b13e070)[ Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:09a7bf8f-d120-4778-8ce0-b5d21b13e070)** **Categories:** Intern of the Week --- ### [Intern of the Week - Eli Parcover](https://chesapeakesearchpartners.com/intern-of-the-week-eli-parcover/) **Published:** December 17, 2025 **Author:** Cassidy Eichelberger **Content:** Meet **Eli Parcover**. Eli is a first-year student at the University of Richmond with strong interests in commercial real estate, business administration, finance, and economics. He is actively seeking Summer 2026 internship opportunities in the Towson area, where he can apply his analytical thinking, operational discipline, and leadership skills in a professional setting. Eli brings a strong academic profile as a World Trade Center Institute Albrecht Fellow, National Honor Society member, and three-time AP Scholar with Distinction. His coursework in economics, law, statistics, calculus, and government reflects a rigorous, multidimensional approach to problem solving. He has experience in both customer-facing and analytical roles. At the University of Richmond’s Spidershop, Eli supports daily operations through customer service, inventory management, and store organization. Previously, as an intern with the Department of Housing and Community Development, he developed presentations, conducted research and document analysis, and supported community outreach efforts. He also served as Senior Youth Umpire Coordinator for the Towson Recreation Council, training and scheduling umpires and managing feedback to improve game-day operations. Beyond the classroom and workplace, Eli has demonstrated meaningful leadership and service. He co-founded the Morgan’s Message Towson Chapter to support mental health in athletics and served as Vice President of the Towson High Finance Club, where he led sessions on financial literacy, investing, and market trends. His community engagement includes environmental advocacy and volunteer work with Project Place, Beans and Bread, and Loaves and Fishes. Eli’s skills include leadership, communication, public speaking, research and analysis, operational management, customer service, social media, mindfulness, and strong Excel competency. If your organization in the Towson area is hiring for roles in commercial real estate, finance, business administration, or economic analysis for Summer 2026, connect with Eli at **<eparcover@gmail.com>.** **[View Eli’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:c0274b78-fc65-490b-9312-725f294085c4)** **Categories:** Intern of the Week --- ### [Intern of the Week - Bennett English](https://chesapeakesearchpartners.com/intern-of-the-week-bennett-english/) **Published:** December 3, 2025 **Author:** Cassidy Eichelberger **Content:** Meet **Bennett English**, a sophomore at Loyola University Maryland, majoring in Finance and Data Analytics. He is actively seeking internship opportunities in the Baltimore area, specifically in Cockeysville, Towson, Hunt Valley, or Owings Mills, for the Summer of 2026, as he seeks to apply his academic strengths in real-world business environments. Bennett is passionate about business, finance, accounting, and data analytics, aiming to merge analytical thinking with strategic decision-making to drive meaningful organizational impact. He previously served as a Golf Operations and Equipment Associate at Elkridge Country Club, where he supported member services, managed club storage operations, and ensured a seamless golf experience for members and guests. This hands-on role built on his experience in customer service, operations, and detail-oriented problem-solving. Additionally, Bennett gained leadership experience as a Programming Assistant at Next One Up, providing administrative and logistical support for youth programs that empower Baltimore students through mentorship and career readiness. His earlier roles as a Field Marshal for Robinson Sports and a Summer Camp Counselor at Coppermine Fieldhouse further strengthened his teamwork, communication, and leadership skills in fast-paced environments. Originally from the Baltimore area, Bennett is also involved on campus as a member of Loyola’s Men’s Club Golf Team and the Active Minds Club, where he continues to develop connections and broaden his campus engagement. If your organization has opportunities in finance, business analysis, accounting, or data analytics, connect with Bennett at [**bhenglish@loyola.edu**](mailto:bhenglish@loyola.edu). [View Bennett’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:8d97d3aa-b6b3-4fe6-a05f-240a19f78795) **Categories:** Intern of the Week **Tags:** Hiring --- ### [Intern of the Week - Eric Allen](https://chesapeakesearchpartners.com/intern-of-the-week-eric-allen/) **Published:** November 5, 2025 **Author:** Cassidy Eichelberger **Content:** We’re excited to introduce **Eric Allen**, a Financial Economics major at the University of Lynchburg. Eric currently holds a 3.95 GPA and expects to graduate in May 2027. He is exploring career paths in finance, with a growing interest in financial planning. Eric brings both academic and hands-on experience to the table. As part of the Student Managed Investment Fund at Lynchburg, he has gained valuable exposure to investment strategies, financial analysis, and professional presentations. He now serves as the Alternatives Portfolio Manager, directing a team of analysts on research and trading decisions. He also holds his Bloomberg Market Concepts Certification and is skilled in Bloomberg Terminal operations. This past summer, Eric completed a Financial Planning Externship with Verus Financial Partners, where he gained insight into tax preparation, estate planning, and the day-to-day operations of a mid-size wealth management firm. Beyond the classroom, Eric is a member of the University’s men’s lacrosse team, where he has developed strengths in discipline, teamwork, and communication. He also contributes as a campus leader, supporting new students in their transition to college life. Eric is actively seeking internship opportunities for Summer 2026 in Richmond, Charlotte, Annapolis, or the Washington, D.C. area. If you or your organization offers opportunities in financial planning, wealth management, or related areas, please get in touch with Eric at [**allene676@lynchburg.edu**](mailto:allene676@lynchburg.edu). **[View Eric’s Resume](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:c723a77b-94b8-484a-9594-e7e5961b0557)** **Categories:** Intern of the Week --- ### [Meet the Team - John Geraghty](https://chesapeakesearchpartners.com/meet-the-team-john-geraghty/) **Published:** January 21, 2021 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – John Geraghty,** *Partner, Director of Recruiting Operations* Meet [**John Geraghty**](https://chesapeakesearchpartners.com///meet-the-team/staff/john-geraghty/). John, one of the founding members of Chesapeake Search Partners, is entering his 14th year in the Recruiting industry. In 2008, John joined Stephen James Associates as an Accounting & Finance recruiter, and he has remained in that vertical his entire career. John co-leads the practice with Rick Fribush, and his particular focus is on candidate development and sourcing for our clients while perfecting CSP’s recruiting processes. John’s approach to the business has always been and will continue to be relationship-based. Developing and nurturing strong connections with both clients and candidates has been the key to his and CSP’s success. He has a relentless attitude toward searching and never settles until the best possible match is found. “We are not in a volume numbers game. We truly enjoy partnering with our clients and candidates to find the best fit for both parties to ensure successful long-term placements and relationships.” As a native of Baltimore, John knows how strong relationships and connections are in “Smaltimore”. He is a second-generation Calvert Hall graduate, where he played for their championship soccer program. Beyond Baltimore, John attended JMU and lived in Italy, Japan, and Hawaii while also travelling internationally to attend Soccer World Cups in Japan, Germany, South Africa, and Brazil. John now resides in Glen Arm with his wife, Suzanne, and his three boys, Finn (8), Connor (6), and Jack (1). **Categories:** Meet the Team --- ### [Meet the Team - Rachel Talbot](https://chesapeakesearchpartners.com/meet-the-team-rachel-talbot/) **Published:** July 28, 2022 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – Rachel Talbot,** *Search Consultant* Meet **[Rachel Talbot,](https://chesapeakesearchpartners.com/meet-the-team/staff/rachel-talbot-dover/)** Search Consultant “I am thrilled to be working in a position where I get to support and guide people towards a fulfilling role, and, ultimately steer them to a career they love.” For Rachel Talbot, a unique daily routine and CSP’s tight-knit team drew her to her current role at the professional search firm. “No day is ever quite the same at Chesapeake Search Partners. I’m connecting with new people every day, which enables me to continue growing my network while ultimately connecting people with companies that they can help strengthen. I was drawn to the size of the firm and the opportunity to work with a team that values relationships – both internally and externally. It seemed like a much different and welcoming experience than what I saw most of my peers moving toward after college.” Rachel has already established a vast professional network in the Baltimore and D.C. metro regions. Born and raised in the Baltimore area, Rachel is a recent graduate of the University of Maryland with a degree in Marketing. ​​Prior to CSP, she supported a major Timonium retail establishment with brand development, marketing, and client relations, She also worked at an online media network where she focused on connecting Baltimore families with local events and businesses. Rachel resides in Federal Hill and enjoys experiencing new restaurants throughout the city. Currently, her favorite spots are AJs on Hanover and Blue Agave. Her free time is mostly spent with family on beach trips to Ocean City and traveling to new places like Costa Rica. **Categories:** Meet the Team --- ### [JULIE EAST, ACC](https://chesapeakesearchpartners.com/julie-east-acc/) **Published:** May 15, 2025 **Author:** Cassidy Eichelberger **Content:** ***Executive HR Consultant & Leadership Coach – HR Solutions*** Julie East is a seasoned HR professional and executive coach, passionate about helping leaders reach their full potential. A former Vice President of HR, she has led initiatives in culture and employee engagement across retail, technology, and hospitality industries. Julie is a Certified Professional Diversity Coach and provides coaching using the DISC behavioral assessment. She is especially focused on helping Operations leaders develop strategic thinking skills. She holds a psychology degree from Oklahoma State University and has completed programs in Instructional Design (UC) and Change Management (Johns Hopkins). **Categories:** Speaking Engagements --- ### [Intern of the Week - Peter Frain](https://chesapeakesearchpartners.com/intern-of-the-week-peter-frain/) **Published:** April 24, 2025 **Author:** Cassidy Eichelberger **Content:** **[Peter Frain](https://www.linkedin.com/in/peter-frain-88b7912b6/)** is an undergraduate student at the University of Maryland’s Robert H. Smith School of Business pursuing a Bachelor’s degree in Accounting and Information Systems. He is expected to graduate in May 2027. He is actively seeking a Summer 2025 internship in the Baltimore–Washington area, with a focus on accounting or IT auditing. Peter’s goals include gaining hands-on experience with audit technologies and deepening his understanding of client service in a professional setting. In addition to his coursework in Business Statistics and Object Oriented Programming, Peter participates in the College Park Scholars program, where he explores global issues and serves the local community. He has developed strong interpersonal and leadership skills through various work and volunteer experiences. At Mercy Ridge Retirement Community, Peter has served over 900 hours as a dining server, often leading in the private dining room, where he refined his communication and customer service skills, ultimately earning a scholarship for his commitment. Peter also serves as treasurer of *1000 Schools*, a student-led organization raising funds to build schools for children in Honduras. He manages finances and tracks service hours for ~40 members. His involvement with Hunt Valley Church and the National Honor Society further demonstrates his commitment to teamwork and service. Peter is proficient in Java, Python, Tableau, Microsoft Office Suite, and Google Sheets—bringing both technical and analytical strengths to any internship opportunity. If you or someone in your network is offering Summer 2025 internship opportunities in auditing or related fields, contact Peter at <pjfrain@icloud.com>. [**View Peter’s Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:15f24f0f-cd0f-42be-8eb0-33fca92bd416) **Categories:** Intern of the Week --- ### [Intern of the Week - James Wilcom](https://chesapeakesearchpartners.com/intern-of-the-week-james-wilcom/) **Published:** March 31, 2025 **Author:** Cassidy Eichelberger **Content:** [**James Wilcom**](https://www.linkedin.com/in/james-wilcom/) is an undergraduate Finance major at the University of South Carolina, pursuing a B.S. in Business Administration with an anticipated graduation in May 2027. With a 3.90 GPA, he has earned recognition on the President’s Honor Roll and Dean’s List. James is seeking a summer 2025 internship in financial advising, wealth management, or financial analysis in the Baltimore-Washington area. He aims to deepen his understanding of client relationships, portfolio diversification, and risk management, building on his coursework in Financial Statement Analysis, Financial Accounting, and Applied Statistics for Business. His hands-on experience includes an Advising Internship at Key Financial Group, where he helped develop practice portfolios and diversification strategies, and an Accounting Internship at Rule4, where he managed payable invoices and improved financial tracking accuracy. Outside of internships, James is an active member of The Carolina Fund, screening, pitching, and managing equities while mentoring peers in financial modeling. He also participated in the Wharton Global High School Investment Competition, gaining exposure to risk management and business analysis. As a member of Delta Upsilon, he engages in community service and leadership activities. If you or someone in your network is offering summer 2025 internship opportunities, contact James at jwilcom@email.sc.edu. [**View James’ Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:US:ab6ac914-14e9-4fd3-b5f8-cf54198f1e8e) **Categories:** Intern of the Week --- ### [Intern of the Week - Matthew Welling](https://chesapeakesearchpartners.com/intern-of-the-week-matthew-welling/) **Published:** March 24, 2025 **Author:** Cassidy Eichelberger **Content:** **[Matthew Welling](https://www.linkedin.com/in/matthew-welling-0aab13327/)** is an undergraduate at the University of Maryland, pursuing a B.S. in Computer Science with a minor in Business, expected to graduate in December 2025.He is seeking a summer 2025 internship in the Baltimore-Washington area from June to August, with a focus on software engineering, artificial intelligence, and machine learning. Through coursework, he has gained experience in low-level programming, machine learning, and programming language development. Notably, he built a virtual CPU to process MIPS Assembly instructions, designed a custom programming language with lexing, parsing, and interpretation functionality, and developed a decision tree machine learning model to analyze S&P 500 stock data. Matthew is part of the University Honors Program, a living-learning community that explores interdisciplinary issues in politics, technology, and society, and has been named to the Dean’s List multiple times. Outside academics, he is learning piano and guitar, participates in a finance club focused on investing and personal finance, and plays intramural football. He is proficient in Java, C, C++, Python, OCaml, Rust, Kotlin, SQL, MATLAB, and MIPS Assembly and experienced with Emacs, VS Code, Google Colab, and GitHub, working comfortably in Windows and Linux environments. If you or someone in your network has a summer 2025 internship opportunity in software engineering, artificial intelligence, or machine learning, contact Matthew at mwell04@terpmail.umd.edu. [**View Matthew’s Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:US:7609d0c2-4641-4eee-b609-e85d4f56359d) **Categories:** Intern of the Week --- ### [Intern of the Week - Emma McGonnigal](https://chesapeakesearchpartners.com/intern-of-the-week-emma-mcgonnigal/) **Published:** March 17, 2025 **Author:** Cassidy Eichelberger **Content:** Emma is a junior at the University of Maryland, pursuing a degree in Communications with a focus on marketing. She is seeking a summer 2025 internship starting in May, preferably in the Baltimore or D.C. area Emma is particularly interested in sports media, marketing, and brand partnerships, where she hopes to leverage her passion for digital media and communication literacy. Known for her integrity and dependability, she is eager to apply her skills in a dynamic and fast-paced environment. She is also open to opportunities that could extend to the school year if remote. Emma brings valuable experience from her role as an assistant for Elementary Statistics and Probability. She assisted with grading, data entry in Excel, leading study sessions, and instructing students in RStudio during weekly discussions. This role allowed her to strengthen her communication skills, foster mentorship abilities, and develop tools applicable to marketing and management roles. As Vice President of Inclusion for Kappa Delta Sorority, Emma honed her problem-solving, planning, leadership, and risk management skills. She effectively analyzed complex issues, resolved challenges within her chapter, and organized successful events. If you or someone in your network offers internship opportunities in marketing, sports media, or brand partnerships for summer 2025, please contact Emma directly at <emcgonni@terpmail.umd.edu> or connect with her on LinkedIn: [Emma McGonnigal](https://www.linkedin.com/in/emmamcgonnigal/). [**View Emma’s Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:US:9b6edc5b-f908-4395-ab5a-d0e1e15fe9fb) **Categories:** Intern of the Week --- ### [Intern of the Week - Michael Krohn](https://chesapeakesearchpartners.com/intern-of-the-week-michael-krohn/) **Published:** March 10, 2025 **Author:** Cassidy Eichelberger **Content:** Michael is a rising junior at the University of Lynchburg, pursuing a business degree with a focus on finance, accounting, banking, and data management/analysis. This is Michael’s second time as Chesapeake Search Partners’ Intern of the Week. Last summer, he completed a successful internship at Cloverland Dairy Farms, where he gained valuable experience in finance and accounting. He is eager to build on that foundation as he seeks his next opportunity. Through his coursework in business management, microeconomics, macroeconomics, statistics and probability, marketing, accounting operations management, and advanced Microsoft Excel, Michael has developed a strong foundation. His experience as a data analysis intern has further strengthened his skills in Microsoft Office, Excel, and PowerPoint. As a student-athlete on the University of Lynchburg’s Men’s Lacrosse team and a Dean’s List honoree, Michael has demonstrated excellent time management, attention to detail, and the ability to perform under pressure while collaborating effectively within a team. These qualities, combined with his academic achievements and practical experience, make him a well-rounded candidate for business, finance, accounting, or data analysis internships. If you or someone in your network is offering internship opportunities for summer 2025, please contact Michael directly at <krohnm743@lynchburg.edu> or connect with him on LinkedIn: [Michael Krohn](https://www.linkedin.com/in/michael-krohn-288494302/) [**View Michael’s Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:US:daad0d32-601a-4f11-b48f-ac0fa1e65473) **Categories:** Intern of the Week --- ### [Intern of the Week - Sheethal Heabel](https://chesapeakesearchpartners.com/intern-of-the-week-sheethal-heabel/) **Published:** March 3, 2025 **Author:** Cassidy Eichelberger **Content:** [Sheethal](https://www.linkedin.com/in/sheethal-heabel/) is an aspiring data scientist passionate about using advanced analytical methods to derive meaningful business insights and support informed decision-making. She is currently pursuing a Master’s degree in Analytics at Columbia University and is actively seeking an internship opportunity, regardless of location. Through her graduate studies, Sheethal has established a solid foundation in data science, with expertise in programming languages such as Python, R, C++, Java, SQL, and NoSQL. Additionally, she is skilled in utilizing various tools, including Tableau, Power BI, RStudio, Jira, AWS, SAP, and the Microsoft Office Suite. She is proficient in machine learning, data preprocessing, statistical modeling, data mining, and data visualization, which empower her to extract actionable insights and address complex business challenges effectively. Transitioning from her previous position as an SAP Business Analyst, Sheethal brings over five years of experience in the logistics industry, leading SAP projects across global clients such as PerkinElmer, GlaxoSmithKline, Allergan, and Chevron USA. In her prior role, she successfully led cross-functional teams, enhanced sales reporting, and optimized various business processes. Her strong business acumen and expertise in process improvement, stakeholder management, and data-driven decision-making enable her to bridge the gap between technical analysis and strategic business goals. This unique blend of technical and business skills makes Sheethal a versatile and valuable asset to any data science team. If you or someone in your network is offering internship opportunities in data science or analytics for summer 2025, please contact Sheethal directly at heabelsheethal@gmail.com [**View Sheethal’s Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:us:885415ef-c698-48b7-b7cb-3b250460d8fa) **Categories:** Intern of the Week --- ### [Intern of the Week - Emma Blumenthal](https://chesapeakesearchpartners.com/intern-of-the-week-emma-blumenthal/) **Published:** February 24, 2025 **Author:** Cassidy Eichelberger **Content:** [Emma](https://www.linkedin.com/in/emmablumenthal/) is an aspiring Human Resources professional with a strong interest in performance management and employee relations. She is currently pursuing a degree in Human Development and Family Sciences at Syracuse University, with an anticipated graduation date of May 2026. To support her growing interest in these fields, Emma is seeking a summer 2025 internship in the greater Baltimore area, focusing on locations such as Hunt Valley, Owings Mills, Towson, Timonium, and Baltimore City. Emma is a highly dedicated and organized individual with strong communication skills. She values learning from the experiences and perspectives of others and approaches her work with professionalism and attention to detail. Through her previous internship experiences, Emma has gained a solid understanding of maintaining confidentiality and upholding professionalism, key qualities for a successful career in Human Resources. Emma is committed to giving her full effort and attention to every task she undertakes, making her an asset to any HR team. If you or someone in your network is offering internship opportunities in Human Resources for summer 2025, please contact Emma directly at emma.blumenthal@icloud.com. [**View Emma’s Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:US:2b197055-71f2-4848-9b7b-e7e714c85f7c) **Categories:** Intern of the Week --- ### [Meet the Team - Kate Strzelczyk](https://chesapeakesearchpartners.com/meet-the-team-kate-strzelczyk/) **Published:** September 28, 2023 **Author:** Cassidy Eichelberger **Content:** Meet **Kate Strzelczyk**, Senior Search Consultant at CSP. Kate brings over two decades of experience building relationships, helping businesses thrive, and guiding professionals toward their goals. She is passionate about connecting talent with opportunity and shaping the future of organizations and careers. As a Senior Search Consultant, Kate thrives in overcoming the daily challenges and enjoys the variety the role offers. “I embrace juggling multiple projects, problem-solving, and making meaningful connections. It’s the perfect mix that keeps me motivated, engaged, and constantly growing professionally.” When asked why she chose to join CSP, Kate shared, “I admire CSP’s stellar reputation, strong organizational structure, and collaborative culture. Also, I believe my background in executive finance recruiting brings value to CSP’s RE&FS practice and will ultimately support continued growth within the organization.” Professionally, Kate finds great satisfaction in nurturing relationships with clients and candidates. She takes pride in understanding her clients’ businesses, learning about their successes and challenges, and helping them craft compelling job descriptions. For candidates, she focuses on understanding their goals and how the next step in their career can help them achieve those aspirations. Kate aims to become a trusted advisor in her professional relationships, a goal she finds immensely rewarding. Hailing from Towson, Kate continues to reside in the area with her blended family of ten. With two teenagers in high school, weekends in the Strzelczyk household are a dynamic whirlwind of activity and togetherness. The Strzelczyk clan shares a deep-rooted affection for Maryland’s Eastern Shore, a favorite destination for family getaways. Their shared love for the outdoors transcends into various activities, including swimming, golf, tennis, and the family’s latest collective passion – pickleball. Kate’s anticipation for the holiday season each year is palpable. She immerses herself in cherished traditions, such as stringing Christmas lights, decorating the tree, baking cookies, constructing intricate gingerbread houses, and watching classic Christmas movies together as a family. Beyond the holidays, Kate and her husband, Jeff, enjoy taking annual trips to Charleston and Naples, and their shared love for the Caribbean has created many treasured memories. **Categories:** Meet the Team --- ### [Investing in Relationships: The Value of Networking](https://chesapeakesearchpartners.com/the-value-of-networking/) **Published:** February 4, 2025 **Author:** Cassidy Eichelberger **Content:** In today’s professional world, the saying “It’s not what you know, it’s who you know” holds true, but it’s the value behind those relationships that truly matters. The importance of networking isn’t about quick wins; it’s about building meaningful relationships that can create new opportunities over time. At Chesapeake Search Partners, we’ve seen how consistently nurturing these connections can create lasting success for both individuals and companies. **[Kristin Freitag](https://chesapeakesearchpartners.com/meet-the-team/staff/kristin-sudina-freitag/)**, Senior Search Consultant, shares her perspective on the value of networking, “Attending networking events has been instrumental in building lasting relationships and expanding my client base across various industries. Many of our successful placements and new job opportunities have come directly from connections made at these events. Additionally, referrals from both candidates and clients often stem from the relationships I have cultivated through networking. I cannot emphasize enough how important it is to attend events regularly to strengthen both your personal and company brand.” **[Patrick Fitzgerald](https://chesapeakesearchpartners.com/meet-the-team/staff/patrick-fitzgerald/)**, Assistant Director, brings insight grounded in real experience—at one event while talking with someone he knew, he was referred to another individual looking to hire multiple sales roles. “It’s all about engagement. Networking doesn’t end at the event. It’s what you do afterward that truly matters. Following up is crucial to building and nurturing those relationships. It’s about staying connected, recognizing familiar faces at multiple events, and recalling the conversations you’ve had to create a lasting impression. By showing genuine interest and staying engaged, you position yourself as memorable and reliable, keeping yourself top of mind when they might need your expertise or assistance in the future.” Kristin and Patrick’s experiences underscore the dual benefits of networking: strengthening your personal reputation while amplifying your company’s visibility. Networking is about more than just immediate job opportunities or clients. The value of networking derives from building a community of trusted professionals, learning from others, and staying engaged for future collaborations. We understand that relationships built over time create the foundation for success. Who you know and how you nurture those connections can make all the difference in the long run. ### **NETWORKING TIPS** ###### **BE CONSISTENT** Make it a priority to attend at least one networking event per month. Consistency helps you build trust and familiarity within your network. ###### **FOLLOW UP** Don’t let a great conversation end at the event. Send a follow-up email or connect on LinkedIn to keep the relationship alive. ###### **LISTEN MORE THAN YOU SPEAK** Show genuine interest in others by asking thoughtful questions and actively listening. When people feel heard and valued, they are more likely to remember you. ###### **LEVERAGE YOUR NETWORK** Referrals often come from those who know and trust you. Don’t hesitate to ask your contacts for introductions or recommendations and be willing to offer them the same. **Categories:** Industry Insights --- ### [Intern of the Week - William Bressner](https://chesapeakesearchpartners.com/intern-of-the-week-william-bressner/) **Published:** February 17, 2025 **Author:** Cassidy Eichelberger **Content:** [**William**](https://www.linkedin.com/in/william-bressner-62326323a/) is an undergraduate student at Penn State University pursuing a major in Applied Statistics with a completed minor in Business. William is a graduate of The Gilman School in Baltimore, Maryland. He is seeking a summer 2025 internship (May to August) in data analytics, business analytics, or finance. While he is open to opportunities anywhere, he prefers locations in Maryland or Pennsylvania. Through his coursework and certifications, William has developed a strong foundation in analytics and business. He earned an Excel certificate from Microsoft in May 2024 and has experience using RStudio, further enhancing his data analysis capabilities. Beyond his academic achievements, William demonstrates excellent organization and time management skills. At his former school, Case Western Reserve University, he was an NCAA wrestler and a graduate of the Emerging Leader’s Program, showcasing his leadership and perseverance in high-pressure environments. If you or someone in your network is offering internship opportunities in data analytics, business analytics, or finance for summer 2025, please contact William directly at <williamkbressner@gmail.com>. [**View William’s Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:e2e7f152-bf45-483e-8473-405cf1475b2a) **Categories:** Intern of the Week --- ### [Intern of the Week - Isidor Vujinovic](https://chesapeakesearchpartners.com/intern-of-the-week-isidor-vujinovic/) **Published:** February 10, 2025 **Author:** Cassidy Eichelberger **Content:** Isidor is an undergraduate student at Loyola University Maryland, pursuing a Bachelor of Science in Finance with an anticipated graduation in May 2027. He currently holds a 3.757 GPA and has been recognized for his academic excellence, earning Dean’s List honors for the Fall 2023, Spring 2024, and Fall 2024 semesters. Isidor is seeking a summer 2025 internship from May to August in Washington, D.C., Baltimore, or New York. He is particularly interested in opportunities within investment banking, corporate finance, and international business but is eager to learn and open to exploring other fields as well. His coursework, including Financial Accounting and Data Analytics, has strengthened his analytical skills and business acumen. Beyond academics, Isidor has developed valuable skills through various experiences. He is fluent in Swedish and proficient in Microsoft applications. He has demonstrated resilience and productivity while working as a seasonal server at a busy beach restaurant, balancing a fast-paced environment with teamwork and adaptability. Additionally, he serves as a Basic Preparer for the Volunteer Income Tax Assistance (VITA) program, providing free tax preparation services to Baltimore families, further honing his financial literacy and client engagement skills. On campus, Isidor is an active member of the Student Leadership Corps, where he attends leadership development workshops and works with mentors to set and achieve personal goals. He also volunteers at St. Luke Serbian Orthodox Church, assisting with community events, and has led a language exchange program, helping Serbian children learn English and American culture. If you or someone in your network is offering summer 2025 internship opportunities in finance or related fields, please contact Isidor directly at <ikvujinovic@loyola.edu> or connect with him on LinkedIn: [Isidor Vulkinovic](http://www.linkedin.com/in/isidor-vujinovic-733756303) [**Click here to view Isidor’s Resume**](https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:a040d708-2226-4183-91b5-f409b06fbbe7) **Categories:** Intern of the Week --- ### [Meet the Team - Gianna Aguirre](https://chesapeakesearchpartners.com/meet-the-team-gianna-aguirre/) **Published:** December 12, 2024 **Author:** Cassidy Eichelberger **Content:** Meet **[Gianna Aguirre](https://www.linkedin.com/in/giannaaguirre/)**, *Search Consultant at CSP* Gianna joined Chesapeake Search Partners in August 2024, driven by a passion for creating meaningful connections between clients and candidates. As a Search Consultant, she thrives in the collaborative, dynamic environment CSP fosters, where teamwork and clear communication are key. “I love helping clients navigate the recruitment process and supporting candidates as they take the next step in their careers,” Gianna shares. Originally from Blue Bell, Pennsylvania, a suburb of Philadelphia, Gianna has lived in Baltimore since graduating from West Chester University in 2020. Now settled in the Canton area, she enjoys spending weekends trying new restaurants with her boyfriend, playing with their two kittens, and practicing yoga. Looking ahead, Gianna is excited about her upcoming trip to California next September, marking a personal milestone as she visits the Golden State for the first time. Professionally, she expresses her excitement about expanding her network within the Baltimore area and growing with CSP. What Gianna finds most rewarding in her role is helping young professionals navigate the job search process. “I graduated during the pandemic and understand how overwhelming the job market can feel,” she reflects. “Being able to support candidates during this time and guide them toward opportunities that excite them is incredibly fulfilling.” Gianna joined CSP after working remotely for some time, feeling the need to find a firm that valued collaboration and community. “I love that CSP leadership encourages the team to network and attend community events. I also enjoy helping others find opportunities that fill their cup,” she says. As a Search Consultant, Gianna sees the importance of her role in ensuring a smooth recruitment process. “From initial sourcing to preliminary screens, multiple interviews, an offer letter, potential negotiation, and counteroffers, to the day the new hire starts takes a lot of communication, time management, and transparency from all parties involved,” she explains. “We work hard to take the weight off our clients and provide great support to our candidates throughout the process to ensure we are setting them up for success.” When asked about the challenges of her role, Gianna notes the fast-paced, candidate-driven market. “Timing is everything in recruitment. Staying organized and communicative is key to making sure we don’t miss out on great candidates during the process.” Outside of work, Gianna dreams of traveling to Greece, inspired by the country’s rich history and beautiful landscapes. Until then, she’s focused on building lasting connections and making an impact within the Baltimore community and at CSP. **Categories:** Meet the Team --- ### [Meet The Team - Rick Fribush](https://chesapeakesearchpartners.com/meet-the-team-rick-fribush/) **Published:** March 31, 2022 **Author:** Cassidy Eichelberger **Content:** Meet [**Rick Fribush**](https://chesapeakesearchpartners.com///meet-the-team/staff/rick-fribush/), CSP Co-founder, Managing Partner, and Director. Rick began his career as a CPA in public/corporate accounting. A few years into his role, he realized that his passion was focused more on building relationships and helping accountants develop their careers. He eventually transitioned into the recruiting side of the industry and has been focused on recruiting for accounting and finance roles in the mid-Atlantic region for the last 25 years. **“I am guided by two core beliefs in my career. The journey in career and life is a marathon, not a sprint. And doing business the right way is by always doing what I believe in my heart is best for the candidate.”** Rick has helped countless people to navigate their careers and has enjoyed watching them grow from young accountants to C-Suite roles. Today he leads a team of professionals at CSP who are helping to support the next generation of CFOs navigate their career paths. No matter Rick’s professional role, family is always his number one priority. He married his high school sweetheart, Hope, 28 years ago, and together, they have sons Alec and Brett and a daughter, Jillian. “My parents are my biggest role model – they have been married for over 58 years. I’ve learned from their relationship that it’s about the company you are with, not where you are. Having the opportunity to watch my kids grow into adults and balance a career that enables me to spend ample time with them–from traveling to watching sports and going out to dinners–has been the most rewarding experience.” Outside of work and family, Rick enjoys working out, golfing, spending time with friends, and eating meals out as often as possible – especially from new restaurants. **Categories:** Meet the Team --- ### [Meet the Team - Laura Locke](https://chesapeakesearchpartners.com/meet-the-team-laura-locke/) **Published:** October 10, 2024 **Author:** Cassidy Eichelberger **Content:** Meet **[Laura Locke](https://www.linkedin.com/in/lauracooklocke/)**, *Senior Talent Acquisition Consultant* – **[HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)** Laura Locke brings a wealth of experience in talent acquisition and recruitment strategy to Chesapeake Search Partners. As a Senior Talent Acquisition Consultant, she joined the CSP team in March 2023 and quickly became an integral part of Chesapeake HR Solutions’ success. “I have had the opportunity to partner with clients across various industries, solving unique recruiting challenges, restructuring processes, training management teams, and laying the foundation for future success in their recruiting functions,” Laura explains. Her journey began in Baltimore, MD, where she grew up on Sue Creek. “I spent my summers swimming, boating, crabbing, and fishing,” she recalls. Since 2008, she has lived in Churchville, MD, with her husband, and during her free time, she enjoys staying active through weightlifting, CrossFit, HYROX workouts, running, hiking, and gardening. Laura’s passion for continuous learning and improvement in the Talent Acquisition space drives her professionally. “I find it incredibly rewarding to be part of a professional community that continuously enhances the Talent Acquisition profession and creates opportunities for recruiting professionals to showcase their skills and abilities and truly be a business partner to their organizations. I enjoy meeting and learning from Talent Acquisition and HR professionals worldwide, sharing ideas and best practices, and preparing for the future of the field,” she says. A seasoned traveler, Laura and her husband have explored several destinations over the past 18 years, including Bruges, Prague, Dublin, Inverness, and Munich. She recalls hiking the Swiss Alps and paragliding in Telluride, Colorado, for her 50th birthday as some of her most thrilling adventures. Reflecting on her role at CSP, Laura feels privileged to be part of a “world-class team”. “I am truly impressed with CSP’s leadership and forward-thinking approach. It’s an honor to contribute to a team that consistently brings intelligent, consultative solutions to the table.” When Laura isn’t solving recruiting challenges or building relationships with her peers, she loves to spend her weekends outdoors, staying active, and relaxing with family and friends. **Categories:** Meet the Team --- ### [CHESAPEAKE SEARCH PARTNERS REDEFINES PROFESSIONAL SEARCH STRATEGY WITH INNOVATIVE NEW APPROACH](https://chesapeakesearchpartners.com/chesapeake-search-partners-redefines-professional-search-strategy-with-innovative-new-approach/) **Published:** September 5, 2024 **Author:** Cassidy Eichelberger **Content:** **BALTIMORE, MD (September 5, 2024)**—[ Chesapeake Search Partners (CSP)](https://chesapeakesearchpartners.com/), a leading professional search and consulting firm, today unveils a transformative shift in its business model, broadening its expertise beyond its established six practice verticals. With this evolution, CSP will now specialize in comprehensive professional search strategies tailored to the needs of its clients across all sectors. Johnny Black, Managing Partner at CSP, shared, “Our focus on overarching professional search strategy enables us to deliver unparalleled value to our clients. Leveraging our extensive network and deep market insights, we craft bespoke strategies for each client, ensuring we cast a wide net of relevant candidates across industries and job functions who not only meet but exceed their specific requirements.” “Reflecting on our internal evolution, our team is now empowered to draw upon the wealth of expertise and experience they’ve accumulated throughout their careers,” added Black. “By leveraging this knowledge while adapting to our new approach, they bring an invaluable contribution that truly sets us apart.” This strategic shift follows Black’s recent appointment to Managing Partner earlier this year. Under his leadership, CSP has streamlined its practices, moving away from the compartmentalized approach of the past and fostering a more cohesive, growth-oriented methodology. “We remain committed to our core verticals, where we’ve built a strong reputation over the past decade,” Black continued. “However, by embracing this new model, we can more effectively address the diverse demands of the market. The results from our recent pilot of this approach have been highly promising, and we’re eager to formally launch this enhanced service offering.” To learn more about CSP’s innovative search process and how it can benefit your organization, visit[ https://chesapeakesearchpartners.com/the-csp-difference/](https://chesapeakesearchpartners.com/the-csp-difference/) **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm. Focused on client growth and planning for the future, CSP develops a unique strategic approach for each client. The firm leverages its expansive network, experienced search consultants and industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com](https://chesapeakesearchpartners.com/). \# # # **Categories:** News --- ### [CHESAPEAKE SEARCH PARTNERS APPOINTS JOHNNY BLACK AS MANAGING PARTNER](https://chesapeakesearchpartners.com/chesapeake-search-partners-appoints-johnny-black-as-managing-partner/) **Published:** February 7, 2024 **Author:** Cassidy Eichelberger **Content:** **BALTIMORE, MD (February 6, 2024)—**[ **Chesapeake Search Partners (CSP)**](https://chesapeakesearchpartners.com/)**,** a professional search and consulting firm, proudly announces the appointment of Johnny Black as its new Managing Partner. Co-founder of CSP in 2013 alongside Rick Fribush and John Geraghty, Black has played a pivotal role in propelling the firm’s growth and, most recently, as Practice Director of the Real Estate & Financial Services vertical. As Managing Partner, Black will lead CSP’s ongoing expansion efforts, overseeing the firm’s business operations, providing visionary oversight to client engagement, and upholding the highest industry standards. The recent appointment of Kate Strezelczyk to Assistant Practice Director of the Real Estate & Finance Practice enables Johnny to enhance his involvement across all facets of CSP. He will serve as a valuable resource for the team, fostering accountability to drive sustained success. “I am honored to have the support of my Partners in appointing me to Managing Partner,” said Johnny Black. “On the heels of celebrating CSP’s tenth anniversary, it is the right time to appoint one of us to focus on smart growth for another decade. I’m excited to embrace a growth-oriented approach and work more directly with each of our practices as we continue to build one of the strongest recruiting teams in the region.” Johnny’s journey in the recruiting industry began in 2008 as the Lead Recruiter for the Banking & Finance practice, encompassing Real Estate placements, at Stephen James Associates. Recognizing the increasing demand for a recruiting partner in the Baltimore/DC market, he has been instrumental in driving the growth of the Real Estate and Financial Services practice, expanding CSP’s footprint to other markets. “Johnny represents the next generation of leadership here at CSP. With him at the helm, we are confident that he will build on the momentum we have achieved for his Practice and CSP as a whole in the Baltimore region and beyond,” said Rick Fribush, Founding Member and Partner at CSP. “We are thrilled to have Johnny manage our next growth phase at CSP. Every day, he leads with passion – providing employment expertise with a high level of confidentiality and integrity for all of his clients – many of whom are some of the most elite corporations in the region,” shared John Geraghty, Founding Member and Partner, CSP. “He demonstrates this same passion daily, leading our team of recruiters and showing empathy, commitment, transparency, and responsiveness.” Johnny believes in giving back to the community and champions the entire CSP team to be active in giving back through the firm’s “CSP Community Connections” program. Additionally, Johnny is an Advisory Board Member for Next One Up, leveraging his expertise to prepare individuals without strong professional networks for career success. Johnny is also a Board Member of the Maryland Club and a former Alumni Board Member of St. Paul’s School Alumni Association and Lynchburg College Alumni Association. He graduated from Lynchburg College with a Bachelor’s Degree in Business Administration and a minor in Communication. **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting & Finance, Human Resources, Real Estate & Financial Services, Sales, Marketing & Administrative, Construction, Engineering & Manufacturing Services, and IT. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com](https://chesapeakesearchpartners.com/). \# # # **Categories:** News --- ### [Meet the Team - Chloe Alves](https://chesapeakesearchpartners.com/meet-the-team-chloe-alves/) **Published:** May 2, 2024 **Author:** Cassidy Eichelberger **Content:** Meet [**Chloe Alves**](https://www.linkedin.com/in/chloe-alves1/), Search *Consultant* at CSP. Hailing from Rochester, NY, and St. Petersburg, FL, Chloe now calls Canton her Baltimore home. Since joining the team in November 2023, she has been a fantastic addition to the CSP culture and consistently contributes to her practice’s success. Chloe brings with her a wealth of knowledge from several years of recruiting experience in the sales and healthcare industries. She joined Chesapeake Search Partners because of its welcoming culture and the drive to challenge herself by learning how to recruit for a new industry: Accounting & Finance. According to Chloe, what she finds the most rewarding is “helping others each day, whether it’s placing a candidate in their dream job or assisting a client by filling a difficult role.” She is dedicated to her work from the first day she qualifies the job to the last day closing it out. This year, Chloe aims to expand her professional network within the accounting and finance industries by attending as many networking events as possible. She hopes her experience in sales and healthcare will positively impact her search efforts and bring a fresh recruiting perspective to prospective clients and candidates. Chloe is excited to explore more of Baltimore this summer with her dog, Cash, and hopes her cat, Daisy, gets used to her new home and leaves the basement soon. Although her heart belongs to her favorite sports teams, Duke and the Sabres, she anticipates converting to a Ravens and Orioles fan soon. One day, she hopes to travel to Madeira Island, Portugal, and experience her family’s ancestral roots first-hand. **Categories:** Meet the Team --- ### [Meet the Team - Julia Rice](https://chesapeakesearchpartners.com/meet-the-team-julia-rice/) **Published:** April 4, 2024 **Author:** Cassidy Eichelberger **Content:** Meet [**Julia Rice**](https://www.linkedin.com/in/julia-rice17/), *Search Consultant* at CSP. Julia assumed her role at CSP last November and has demonstrated exceptional dedication and enthusiasm. Originally from Oak Park, California, Julia’s journey led her to Baltimore following her graduation in 2014. Since building her foundation in Charm City, she has thrived personally and professionally, forming enduring connections within the community. Julia embraces the challenges life throws at her and is unwaveringly committed to personal and professional growth. This spirit was evident during her collegiate softball career when she pursued opportunities at Purdue and Mercer University, a decision that propelled her across the country and ultimately enriched her with invaluable experiences, independence, and connections. Joining CSP was a natural fit for Julia, driven by her aspiration to be part of an organization renowned for its exceptional culture. She sees her role as a Search Consultant as an opportunity to positively impact lives by connecting individuals with transformative career opportunities. Focusing on fostering meaningful relationships with candidates and clients, Julia finds satisfaction in facilitating connections that empower individuals to reach their full potential. As she looks ahead, Julia is eager to expand her network within the HR community and further contribute to the success of those she serves. Beyond her professional endeavors, Julia enjoys staying active by taking F45 classes. She passionately supports the Dodgers and Rams and enjoys exploring Baltimore’s vibrant brunch spots during her leisure time. **Categories:** Meet the Team --- ### [Meet the Team - Jackie Obrecht](https://chesapeakesearchpartners.com/meet-the-team-jackie-obrecht/) **Published:** April 27, 2023 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – [Jackie Obrecht](https://www.linkedin.com/in/jackie-obrecht/)** Meet Jackie Obrecht, Search Consultant Jackie thrives on helping candidates land the job of their dreams. “My goal is to help my clients find a company that they want to stick with long-term and even retire from – I want them to be so happy they never want to leave.” Born and raised in Baltimore, Maryland, Jackie planted roots with her family near her childhood home in Ruxton, MD. “I am truly enjoying my experience at CSP. I was drawn to the firm because of its reputation, its location in Baltimore, and the fact that CSP really is an exceptional place where I can grow my professional career.” A member of the HR Practice, Jackie is supporting the team in building a one-stop shop for HR solutions. Her focus is on the recruiting side, helping companies match with candidates who will make an impact and support their growth. “I focus on reducing the gaps in communication on both the client and candidate side to ensure a consistent, seamless experience for everyone.” When she’s not connecting clients with their dream jobs, Jackie enjoys watching her son play sports, taking her dogs for long walks, and going out to dinner with friends. She also loves to travel, in the States and very much enjoyed her trip to Cinque Terre, Italy. Up next on her bucket list is Greece. **Categories:** Meet the Team --- ### [Meet the Team - Kristin (Sudina) Freitag](https://chesapeakesearchpartners.com/meet-the-team-kristin-freitag/) **Published:** December 15, 2022 **Author:** Cassidy Eichelberger **Content:** Meet the Team – Kristin (Sudina) Freitag, *Senior Search Consultant* Meet [**Kristin (Sudina) Freitag**](https://www.linkedin.com/in/kristin-sudina-freitag/), Senior Search Consultant Recruiting is truly in Kristin’s DNA. Her passion for recruiting began when her father mentored her at his recruiting firm, where she recruited for Accounting. “I have learned that so many people benefit from someone who can simply be there to listen to them, provide information and insight, and share new opportunities. We all need help navigating our careers, and it’s nice to support people as they evolve and work through those challenges and various stages of growth.” Kristin was drawn to CSP after meeting the team and learning about the firm’s core values and the verticals it specializes in. “I love helping people, and that passion is clearly shared by everyone on the CSP team. We all respect that each placement is unique, but the key is to be transparent, be patient, trust the process, and in my case, pray.” Originally from Homeland Mews in Baltimore, Kristin now resides in Northern Baltimore County with her husband, two young daughters, and red lab Gunner. Similar to her passion for helping people in their careers, Kristin takes pride in helping people excel at service-oriented activities and sports, currently coaching indoor soccer for SJS Cockeysville. When she’s not coaching, attending church with her family, or watching sports, Kristin prefers to be anywhere with a beach and warm water. **Categories:** Meet the Team --- ### [Meet the Team - Mark Ledvinka](https://chesapeakesearchpartners.com/meet-the-team-mark-ledvinka/) **Published:** June 30, 2022 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – Mark Ledvinka,** *Search Consultant* Meet **[Mark](https://chesapeakesearchpartners.com///meet-the-team/staff/mark-ledvinka/)**[ **Ledvinka**,](https://chesapeakesearchpartners.com///meet-the-team/staff/mark-ledvinka/) Search Consultant A native of St. Mary’s County, MD, where everyone knows everyone, Mark cherishes developing family-like relationships and all that comes with a tight-knit community. “Building my career in Baltimore is a tremendous experience because of the tight-knit nature that mirrors my hometown.” In 2021, Mark focused on his passion for helping people and building community and began his career in recruiting at CSP. **“I knew that when I entered the workforce, I wanted to create and foster the types of relationships and community that I grew up with in my personal life. As a recruiter, my role heavily depends on developing connections and building relationships, and I am fortunate to work towards that goal every day.”** Establishing a strong and reliable personal brand has always been a priority for Mark. When he selected his college major, he set out to accomplish just that. Obtaining degrees in Marketing and Professional Sales at Salisbury University, he learned some of the most valuable skills in life: communication and building rapport. In addition to his professional endeavors, Mark enjoys all things sports, especially attending sporting events with friends. He also values his family and spends as much time with them as possible, especially with a little one coming in October 2022! **Categories:** Meet the Team --- ### [Meet the Team - Matt Levin](https://chesapeakesearchpartners.com/meet-the-team-matt-levin/) **Published:** September 23, 2021 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – Matt Levin,** *Assistant Director* Meet **[Matt Levin](https://chesapeakesearchpartners.com/meet-the-team/staff/matt-levin/)**. Matt joined the CSP team in May 2021, focusing on the Sales, Marketing, Engineering, and Operations division (SMEO). He’s been working in the recruiting business for the past 14 years. The journey started at Aerotek, where Matt worked for six years in the Manufacturing/Industrial and Professional Services verticals, hitting four annual contests for performance. He then explored the corporate side, working in recruiting/talent acquisition leadership roles at Cowan Systems and ClearOne Advantage. Matt brings a perfect mix of fast-paced staffing and in-house experience to the team, supporting various industries and business functions. Matt didn’t know what he wanted to do after graduating college, however, he quickly fell in love with recruiting because it’s a people business and allowed him to help others find their next, better opportunity. Levin said, “I’m as passionate as they come about building trustworthy relationships and developing genuine partnerships. I love understanding a candidate’s background and learning what the hiring manager’s skill set requirements are, providing the best experience throughout the process. Ultimately, it’s about connecting with good people.” Matt is excited to rejoin some of his former colleagues and continually grow the CSP business. Matt was born and raised in Towson, MD. He lives in the Phoenix/Baldwin area with his wife, Libby, two daughters, Harper and Scarlett, and two dogs, Tucker and Stella. When Matt is not working, he hangs out with family and friends, checks out new restaurants, plays golf, tosses the baseball around, and cheers on his O’s and Ravens! **Categories:** Meet the Team --- ### [Meet CSP’s First Hire - Patrick Fitzgerald](https://chesapeakesearchpartners.com/meet-csps-first-hire-patrick-fitzgerald/) **Published:** May 5, 2021 **Author:** Cassidy Eichelberger **Content:** **Meet CSP’s First Hire – [Patrick Fitzgerald](https://chesapeakesearchpartners.com///meet-the-team/staff/patrick-fitzgerald/)** Some would say the first hire for a startup is often the hardest—there is a fair presumption of risk on both sides. Looking back more than six years, we’re so glad we took the “risk” of hiring Patrick, our first full-time hire at CSP. We’re honored he took the leap with us and continues to elevate our company as he takes on the new role of Senior Search Consultant. Recently we sat down with Patrick to reflect on his time with us and what his vision is for the future of CSP. **What drew you to a position here at CSP?** I had recently graduated from Towson University with a degree in Communications and completed my collegiate baseball career. With no set job in mind, I was a “free agent,” so to speak. One day in the fall of 2014, John Geraghty reached out to me about a sales position he was recruiting for a friend of his. After learning about the sales role, I realized I was not interested in moving forward with it. However, what stuck with me was the connection I had with John—we shared similar interests, and he seemed to really love his new role, working to grow CSP alongside Rick and Johnny. Soon after, I approached John and asked if they would be open to hiring me despite my lack of recruitment experience. They invited me in for a shadow day, and I got to see what a typical day was like. The passion, hustle, dedication, and camaraderie drew me in. I was offered the role of a Junior Search Consultant, and the rest is history. **What was the process like — training under three founders of a professional search “startup” firm?** The strategy was to enable me to learn by doing and absorbing everything I could from Rick, John, and Johnny. I would bring a pen and paper with me everywhere, listen to how they talked with candidates and clients, and learn how they built and nourished relationships. Eventually, I was able to start calling candidates myself to help update our contact lists and begin to make connections. This built up my confidence tremendously. I improved my communication skills and got more comfortable on the phone, sparking conversations and relating to people I had not met before. I was making about 10 new connections a day. The process came with rejection, too, but that’s a valuable lesson in and of itself in this business. **What do you say when you describe what it’s like to work at CSP to your friends or family?** Chesapeake Search Partners is a professional search firm located in Towson. I was their first full-time employee, and have been there about six years. The work environment is fun and feels like family–the owners truly care about their team. We have a work-hard, play-hard mentality–the owners treat us often to happy hours, lunches, and events. Today, my bosses are some of my closest friends and mentors. I couldn’t be happier. **What does the future have in store for you?** As a team, we are growing, which is exciting, to say, after a challenging 2020 due to the pandemic. We are hiring Junior Search Consultants who I will get to oversee. I’m really excited about the opportunity to mentor and manage a new hire. I will continue to support Rick and John with the growth of the Accounting & Finance practice. I’ve found the more I am involved with the industry, and key companies and talent within it, the better I am at my job. It’s motivating for sure, and I appreciate the ability to focus here in a smaller firm. Similar to my days playing baseball, the more you train and practice, the better you are. And beyond CSP, I’m excited to marry my fiance next year. **What advice would you give someone thinking of starting a career in professional search?** No matter what, if you put in the time and effort, you will be successful. Prepare yourself mentally for losses. They will happen, but you need to come back the next day ready to move on and win. Look for a firm that cares about your career and growth. Part of this is reflected in compensation. Ideally, a firm will not make you lean solely on commission. To grow, you will make mistakes, and you need to feel comfortable making them and learning from them. Lastly, look around. Absorb what is working for your team around you. Everyone has their own method that works well for them. Take pieces of what works and make it your own. At CSP we’re a bit of a melting pot of expertise, but we all ladder back to our core values and relationships. **Categories:** Meet the Team --- ### [CSP Ranked Among the Top 4 Largest Professional Search Firms in Greater Baltimore](https://www.bizjournals.com/baltimore/subscriber-only/2024/08/09/largest-professional-search-firms-in-greater-baltimore.html) **Published:** August 12, 2024 **Author:** Cassidy Eichelberger **Content:** Ranked by Baltimore-area placements in 2023. **Categories:** Press --- ### [Meet the Team - Julie East](https://chesapeakesearchpartners.com/meet-the-team-julie-east/) **Published:** August 1, 2024 **Author:** Cassidy Eichelberger **Content:** Meet **[Julie East](https://www.linkedin.com/in/jeast4211/)**, *Executive HR Consultant & Leadership Coach* – [HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/) Although born in Athens, Ohio, Julie spent most of her childhood in Stillwater, Oklahoma, a lively college town and home to the OSU Cowboys, where her father was a professor and department head. After growing up in Oklahoma, Julie moved to San Francisco, where she began working for Gap Inc. She started her journey as a store manager before transitioning to the corporate office in the Learning and Development Department. This marked the start of a long and exciting career with Gap Inc., where she held various HR Specialist and Generalist positions. Later, Julie relocated to Maryland with Gap Inc. for an HR Generalist role, and has lived in Maryland for 20 years, making it her home. Since retiring from corporate life, Julie has been focused on building her network and exploring opportunities in HR consulting, facilitating training and strategy sessions, and executive coaching. She finds immense joy in these areas, particularly in public speaking engagements, and looks forward to continuing to develop professionally. Julie joined Chesapeake Search Partners through her long-time friend and colleague, Jason Nemoy. After starting her executive coaching and HR consulting business, it made sense for her to closely align with Chesapeake HR Solutions. She is thrilled to be part of a growing business and enjoys the quality clients who come to CSP and CHRS. As an HR Consultant, Julie understands small businesses’ challenges in deciding if and when to hire an HR professional. She offers fractional HR support and consulting as an excellent alternative for companies needing a fresh perspective. Through this process, business leaders often recognize the value of executive coaching, a journey she is always eager to start with her clients. Julie enjoys spending time in the garden during the spring and summer. Her husband, a master gardener, grows a variety of vegetables from seeds, which they often share with friends and neighbors. In her free time, Julie enjoys reading about history and visiting museums and historic sites locally and internationally. She has a deep ancestral connection to Ireland, making it one of her favorite travel destinations. **Categories:** Meet the Team --- ### [Intern of the Week - Landon Spitzer](https://chesapeakesearchpartners.com/intern-of-the-week-landon-spitzer/) **Published:** July 31, 2024 **Author:** Cassidy Eichelberger **Content:** Landon is an undergraduate student at the Rochester Institute of Technology (RIT) in New York. He is currently pursuing a Bachelor of Science in Computer Science and is expected to complete his 5-year program in May 2026. Landon is seeking a fall 2024 internship in Rochester, NY or Baltimore, MD from late August to early December. He is specifically interested in the field of Computer Science, focusing on Software Engineering, but is open to considering other positions within that realm. His coursework has equipped him with valuable skills in Artificial Intelligence and Programming Language Concepts. In his AI class, he created a digit recognition model using PyTorch and developed reinforcement learning models for gaming in the Atari Gymnasium Environment. Additionally, he collaborated on a project to develop a Java-based translator for the Jott programming language, covering error handling, tokenization, parsing, semantic analysis, and code generation phases, producing outputs that could be executed in Jott, Python, Java, and C. Currently, Landon is interning at Allegis Group as a Software Engineering Intern, where he works with Salesforce and develops quality solutions while collaborating in a SAFe Agile framework. The summer prior, he interned at the same company as a Data Scientist/Analyst/Engineer Co-op, working with AI labeling to develop a predictive interest model. He aims to secure a fall internship to further develop and apply his skills in the practical setting. Landon is proficient in programming languages such as Java, C, Python, Apex, C++, and SQL. During his time in college, he worked on a video game database and query system, focusing on developing the ‘For You’ recommendation systems and menus, as well as the bulk of the SQL queries to display user data. If you or someone in your network has a fall internship opportunity in Computer Science, specifically Software Engineering, please contact Landon directly at <landonbspitzer@gmail.com>. [**Click here to view Landon’s Resume**](https://www.linkedin.com/posts/chesapeake-search-partners_intern-of-the-week-landon-spitzer-activity-7224465159849754626-_08R?utm_source=share&utm_medium=member_desktop) **Categories:** Intern of the Week --- ### [Industry Roundtable: The Future Workforce](https://www.naiopmd.org/news/industry-roundtable-the-future-workforce/#new_tab) **Published:** July 17, 2024 **Author:** Cassidy Eichelberger **Content:** Companies invest considerable resources to recruit and train all sections of their workforce, so it is imperative to maintain challenging, comfortable, and rewarding business environments to protect their employee assets. Professionals engaged in the commercial real estate sector, in return, are increasingly seeking situations where they can work on high-profile projects and receive mentorship from best-in-class professionals. **Categories:** Press --- ### [Intern of the Week - Michael "Mak" Krohn](https://chesapeakesearchpartners.com/intern-of-the-week-michael-mak-krohn/) **Published:** May 29, 2024 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – Michael “Mak” Krohn** Meet Michael, an undergraduate student at the University of Lynchburg in Virginia who is expected to graduate in the Spring of 2027. He is working toward completing a Bachelor of Business Administration with a minor in Finance. Michael is actively seeking a summer internship in business, finance, accounting, banking, or data management/analysis. He is open to opportunities in Mt. Airy, Howard County, Frederick County, Carroll County, Montgomery County, and the Baltimore Metro Area. Having completed courses such as Business Management, Microeconomics, Macroeconomics, and Statistics & Probability, he is eager to gain real-world business experience after his first year in college. Michael is a student-athlete at the University of Lynchburg, playing on their Lacrosse Team, and he was named to the Dean’s List this year. Managing full-time studies and athletics, he has developed strong time management skills and consistently meets deadlines. Michael is proficient in Microsoft Word, PowerPoint, and Excel and excels under pressure independently and as part of a team. His excellent verbal and communication skills, adaptability, and strong problem-solving abilities will make him successful in any office. If you or someone in your network knows of a summer internship opportunity for Michael in business, finance, accounting, banking, or data management/analysis, please contact him at <krohnm743@lynchburg.edu>. [**Click here to view Michael’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7201651479248543744) **Categories:** Intern of the Week --- ### [Intern of the Week - Vivien Jones](https://chesapeakesearchpartners.com/intern-of-the-week-vivien-jones/) **Published:** May 22, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Vivien, a junior at George Washinton University, School of Business, on track to graduate in Spring 2025. She is pursuing a Bachelor of Science degree in Finance with a concentration in Marketing and an Economics minor. Vivien is hoping to gain practical experience this summer by securing a hands-on internship, preferably in Washington D.C. or New York City, in investor relations, equity research, asset management, and/or wealth management. Her interest in these industries grew from a variety of college courses she considered her favorites, such as: Investment Portfolio Management, Intermediate Microeconomics, Economics Development, Financial Statement Analysis, and Management Accounting Control Systems. Vivien hopes to enhance her skills in these areas to amply prepare her for a career in finance. Vivien served as a Business Leader Development Mentor at George Washington University, assisting professors in facilitating the professional growth of first-year students. Through personalized guidance, open communication, and active participation in the program, she fostered a positive learning environment. Vivien found her role to be quite gratifying because it aligned with her passion for mentoring and interest in shaping company culture, marking it as one of her proudest achievements as an undergraduate student. Vivien worked as a CIO Intern at Stifel in New York City, where she assisted in creating investment reports and presentations using their asset allocation model to provide market trend insights. Additionally, she conducted macroeconomic research for the CIO office to improve equity evaluation for their Choice portfolio. When Vivien was tasked with developing Stifel Bits, the company newsletter, her deep understanding of the industry proved to be essential in conveying market updates effectively. Her internship at Stifel equipped her with practical skills that will make her a valuable asset to any future employer. If you know of a summer internship opportunity in investor relations, equity research, asset management, and/or wealth management, please contact Vivien at <vjones28@gwmail.gwu.edu>. [**Click here to view Vivien’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7199040580964806658) **Categories:** Intern of the Week --- ### [Intern of the Week - Blake Hammerschlag](https://chesapeakesearchpartners.com/intern-of-the-week-blake-hammerschlag/) **Published:** May 15, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Blake, a sophomore at Tulane University on track to graduate in May 2026. He is pursuing a Bachelor of Science in Management, majoring in Finance, and minoring in Real Estate. Blake is seeking a summer internship in finance or real estate, preferably in Baltimore or Washington, D.C. area, starting in early June. Blake became interested in the industry because he enjoyed courses such as Real Estate Market Analysis & Finance, Financial Management, Business Analytics, Financial Accounting, and Legal/Ethics/and Business Regulation. His passion for real estate grew through his experience working in previous internships, and he shares he is eager to deepen his knowledge and gain more experience in the field. Blake has a proven track record of managing properties and interacting with tenants. In his current role at S.O.S. Consultants LLC, he oversees 100+ properties near Tulane’s campus, assisting students in finding off-campus housing. He also pioneered the S.O.S.’s ambassador program for social media marketing. In his previous internship at Kodiak Properties, he successfully addressed the concerns of 80+ commercial tenants and updated property information. He also developed skills in evaluating tenants’ productivity and financial status. Blake is a dedicated and hard-working individual who is eager to leverage his expertise and skills in his future endeavors. As an active participant in the Tulane Real Estate Group + and a certified Microsoft Office Specialist: Excel Associate (Office 2019), Blake would be an asset to any company he interns for. If you or someone in your network knows of any summer real estate or finance internship opportunities, please contact Blake at <bdhammerschlag@gmail.com>. [**Click here to view Blake’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7196509332719423488) **Categories:** Intern of the Week --- ### [Intern of the Week - Zachary Sharpe](https://chesapeakesearchpartners.com/intern-of-the-week-zachary-sharpe/) **Published:** May 8, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Zachary, a junior at Towson University’s College of Business and Economics, on track to graduate in Spring 2025. He is pursuing a Bachelor of Science in Business Administration with a concentration in Investments. Zachary is seeking a summer finance internship, preferably in Baltimore or Washington, DC, beginning in late May or early June. His passion for excelling in the industry is rooted in his academic history, particularly enjoying classes like Financial Modeling in Corporate Finance & Investment and Equity Security Analysis. His enthusiasm to gain practical experience and develop skills that align with his career goals makes him the ideal intern candidate to join a firm. Zachary is a reliable and committed individual who balances the demands of being a full-time student, holding a part-time job, and participating in extracurricular activities. His ability to manage his time effectively is a testament to his dedication to succeed, an asset in any finance workplace. Zachary possesses strong communication skills and is proficient with technology and programming. He is knowledgeable in analytical tools such as the Bloomberg Terminal and Data Visualization with Tableau, further demonstrating his commitment to continuous learning and growth. If you or someone in your network knows of any summer finance opportunities in the Maryland-D.C. area, don’t hesitate to contact Zachary at <ztsharpo03@icloud.com>. [**Click here to view Zachary’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7193983972345851904) **Categories:** Intern of the Week --- ### [Intern of the Week - Nathaniel Sager](https://chesapeakesearchpartners.com/intern-of-the-week-nathaniel-sager/) **Published:** May 1, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Nathaniel, a sophomore at Loyola University Maryland’s Sellinger School of Business; he will graduate with a Bachelor of Science in Finance and Information Systems & Data Analytics in May 2026. Nathaniel is seeking a summer 2025 or winter 2024 internship in Maryland, Washington, D.C., or New York to further explore his interests in Wealth Management, Investment Banking, and Private Equity. He considers his courses in Financial Modeling and Data Analytics & Information Systems to be the most valuable, believing they have equipped him with the necessary tools to be successful in future internship opportunities. Eager to advance his career in various financial aspects, Nathaniel aims to gain as much experience as possible before graduating in two years. He takes immense pride in his role as the Director of Fundraising for the Greyhound Business Case Competition Team. This club competes in various business competitions across the United States, allowing Nathaniel to enhance his skills in applied case studies. This position has enabled him to comprehensively understand all aspects of a company and given him the opportunity to present solutions to firms and judges spanning various industries. Nathaniel has adeptly managed teams under time constraints, crafting cohesive solutions through research, deep company understanding, and engaging presentation skills. As a top business student, Nathaniel was selected for an enhanced business academic program his freshman year, making him a Loyola Sellinger Scholar and part of a distinguished, rigorous four-year honors program. Additionally, he possesses excellent skills in attention to detail, communication, and time management and holds certifications in Bloomberg Market Concepts and Microsoft Office Specialist: Excel Associate, further demonstrating his commitment to continuous learning and professional development. If you or your network is aware of any winter 2024 or summer 2025 internships in wealth management, investment banking, and/or private equity, please contact Nathaniel directly at <nathanielmsager@gmail.com>. [**Click here to view Nathaniel’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7191498398154264576) **Categories:** Intern of the Week --- ### [What Maryland's Pay Transparency Law Means for Employers & Applicants](https://www.bizjournals.com/baltimore/news/2024/04/30/maryland-pay-transparency-law-wage-gaps-equal-pay.html#new_tab) **Published:** May 1, 2024 **Author:** Cassidy Eichelberger **Content:** Johnny Black reflects on how the new pay transparency law factors into the hiring equation. **Categories:** Press --- ### [4 Common Hiring Mistakes (and How to Avoid Them)](https://chesapeakesearchpartners.com/4-common-hiring-mistakes-and-how-to-avoid-them/) **Published:** June 2, 2021 **Author:** Cassidy Eichelberger **Content:** Hiring volumes are back to pre-pandemic levels, leaving a high level of competition for great candidates across a variety of industries. Believe it or not, one of the deciding factors in landing a great hire is your hiring process. What may appear to be small missteps can result in companies losing out on top talent to the competition. Take a look at the following common mistakes and our tips to help avoid them and land that next hire. #### **Dragging your feet** Taking too long to engage in or continue the interview process can result in candidates moving forward with other opportunities. Always assume they are fielding multiple opportunities at once. Keep the dialogue going. Schedule interviews promptly–don’t wait a week or two in between steps if you are interested in the candidate. Outlining the interview process in advance is helpful. This allows candidates to know what to expect and how much time will be needed to round out the process. #### **Lowballing the offer** Offering a candidate below what they need to see in compensation shows that you don’t value their experience. It’s like asking them to walk away. If compensation is going to be a key factor in the offer, have an open dialogue about it in advance and see if other benefits can be added that are attractive to the candidate. #### **One-way Evaluation** Today’s market is candidate-driven. Candidates are evaluating you and your company just as much as you are evaluating them. Prolonged interview processes and slow communication will reflect poorly on your organization. #### **Murky Expectations** Set clear expectations about what the interview schedule will look like for candidates. Outline a simple interview process and stay consistent (whether the steps are a phone, video, or in-person interview). If it is in person let candidates know what your COVID protocol is so they are prepared. Also, be ready to speak to expectations around the role being remote, hybrid, and/or in-office as well as part-time or full-time. By following these steps, you will immediately strengthen your hiring process and ultimately support your team in landing the ideal candidate. If you’re looking for assistance as you upgrade your process, CSP can support every step of the way–from outlining the interview process to sending qualified candidates, managing both candidate and client responses, interview scheduling, maintaining relationships with candidates as they navigate other opportunities and offers, all the way to the delivery of offers, negotiation processes, and onboarding. **[Contact us](https://chesapeakesearchpartners.com/contact/)** today for help with your hiring needs – info@chesapeakesearchpartners.com **Categories:** Industry Insights --- ### [Intern of the Week - Daniel Balakhani](https://chesapeakesearchpartners.com/intern-of-the-week-daniel-balakhani/) **Published:** April 24, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Daniel, a junior at Towson University pursuing a Bachelor of Science in Communication Studies. He is expected to graduate in the Spring of 2025. Daniel is actively seeking a 2024 internship in Baltimore, Maryland, that is focused on Business, Marketing, and/or Communications. He found his coursework in Writing in Business and Industry, Business and Professional Communication, Event Planning, Research Methods, and Public Speaking particularly engaging. He believes these classes have prepared him well for a future internship. He sees an internship as the ideal opportunity to steer him toward his true career path and enhance his understanding of the real-world professional landscape. Last year, Daniel gained experience in Marketing and Membership Engagement at a Country Club, where he learned to attract, retain, and analyze member satisfaction, furthering his interest in real-world marketing and communications. Daniel possesses a diverse skill set, including communication, marketing, customer service, research, event planning, and leadership. However, his standout skill is public speaking. He has honed his ability to deliver impactful speeches with clarity, confidence, and precision, often crafting and delivering compelling presentations for colleagues and classmates alike. If you have any marketing, communications, or business internship opportunities available this year, please reach out to Daniel at <balakhanidaniel@gmail.com>. [**Click here to view Daniel’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7188908640760668160) **Categories:** Intern of the Week --- ### [Intern of the Week – Megan Green](https://chesapeakesearchpartners.com/intern-of-the-week-megan-green/) **Published:** April 17, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Megan, an undergraduate student at Salisbury University’s Perdue School of Business. She is pursuing her Bachelor’s Degree in Accounting and is expected to graduate in May 2025. Megan is seeking an accounting internship for the summers of 2024 and 2025, preferably in the Towson, Hunt Valley, Cockeysville, or Baltimore areas of Maryland. She has completed coursework in Intermediate Accounting 1 and 2, during which she gained hands-on experience with real-life financial scenarios and prepared five years of financial statements for client companies. This experience has equipped her with the skills to communicate effectively and professionally with clients, and Megan believes it has given her a comprehensive understanding of accounting processes. Throughout her studies, Megan found Accounting Information Systems particularly interesting. During this course, she learned various Excel functions such as queries, pivot tables, and ETL. From June 2023 to January 2024, Megan gained practical experience as an intern at Hunt Valley Country Club, where she closely collaborated with the Head Accountant. Her responsibilities ranged from Accounts Payable and Receivable to customer invoicing, budgeting, and payroll management, providing her with valuable hands-on experience in a professional work environment. Upon finishing her undergraduate degree, she intends to pursue graduate studies, aiming for a Master’s in Accounting or an MBA. Her ultimate goal is to obtain her CPA license. Megan hopes to secure an internship that will help her expand her network, learn from accomplished professionals, and gain more experience in the field of accounting. Her analytical nature and drive to succeed will make her a valuable addition to any team. If you know of any summer accounting internship opportunities for this or next summer, please contact Megan at <meganagreen4@gmail.com>. [**View Megan’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7186375252669571072) **Categories:** Intern of the Week --- ### [Intern of the Week – Madison Capps](https://chesapeakesearchpartners.com/intern-of-the-week-madison-capps/) **Published:** April 10, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Madison, a Loyola University Maryland Emerging Leaders Program graduate student pursuing a Master’s degree in Business Administration. She is expected to complete her program in September of 2024. Madison graduated from Loyola University Maryland with a Bachelor of Arts in Psychology with Cum Laude in May of last year. Madison is searching for a summer internship in the Baltimore, Annapolis, and Washington, DC, areas. She is interested in Marketing, Sales, or Consulting roles that could lead to a full-time position. Her MBA studies have equipped her with a solid foundation in Business Statistics, Accounting, Economics, Business Ethics, Marketing Strategy, Financial Strategy, and Operation Processes & Strategies. However, Madison’s passions lie in managing people and organizations, developing marketing strategies, and learning more about emerging technologies and analytics. She is a well-rounded individual with an unwavering enthusiasm for success and is ready to make a significant impact in any role she takes on. At her university, Madison has developed her leadership skills through her roles as Resident Assistant for two years and Graduate Residence Coordinator for one year. She has shown proficiency in team building and collaborating with various teams within her graduate program cohort. Madison is highly skilled in Word, Excel, and PowerPoint applications, showcasing her technical aptitude. Her skill set also includes effective communication, time management, collaboration, critical thinking, problem-solving, adaptability, flexibility, and project management, making her a well-rounded internship candidate. If you have or know of any summer sales, marketing, or management internship opportunities that could lead to a full-time role, please get in touch with Madison at <madison.c.grace@gmail.com>. [**Click here to view Madison’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7183840191227305984) **Categories:** Intern of the Week --- ### [Intern of the Week – Dominic Zingo](https://chesapeakesearchpartners.com/intern-of-the-week-dominic-zingo/) **Published:** April 3, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Dominic, a senior at the University of Lynchburg in Virginia pursuing a Bachelor of Arts in Business Administration with a minor in Marketing. He is expected to graduate in the Spring of 2024. After graduation, Dominic hopes to land a summer internship in Maryland. He is interested in gaining experience in Business Administration, Commercial Real Estate, and Investment Banking. Dominic has completed coursework in diverse areas such as Human Resources Management, Business Law, Social Media Marketing, Integration of Business Aspects, and Accounting. He feels confident that his education has prepared him well for the internship and is eager to apply his skills and learn from experienced professionals. As the Men’s Varsity Lacrosse Captain, Dominic leads his team with excellence, teamwork, and sportsmanship, showcasing his strong communication and mentorship skills. He demonstrates exceptional communication and problem-solving skills in the classroom and on the field, which he hopes to utilize during his future internship. If there’s a summer internship opportunity in Maryland related to Business Administration, Commercial Real Estate, or Investment Banking, please get in touch with Dominic at <zingod442@lynchburg.edu>. [**Click here to view Dominic’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7181309079024214018) **Categories:** Intern of the Week --- ### [Intern of the Week – Nikolas DeSousa](https://chesapeakesearchpartners.com/intern-of-the-week-nikolas-desousa/) **Published:** March 27, 2024 **Author:** Cassidy Eichelberger **Content:** Nikolas is a junior at the University of Delaware in Newark, working towards completing a Bachelor of Science in Agriculture and Natural Resources. He anticipates graduating in May of 2025. Nikolas is looking for a summer internship in 2024 within the Delmarva region in fields related to Soil Health, Stormwater Runoff, the Environment, and/or Natural Resources. In his career, he aims to use Geographic Information System (GIS) technology for environmental protection. Nikolas has a basic level of GIS experience and is actively taking classes to enhance his skills. Additionally, he has a strong foundation in Environmental Forensics, Wildlife Policy, Water and Society, Conservation & Ecology, Crop Science, and Sustainable Development. Nikolas previously interned for the United States Fish and Wildlife Services in Annapolis, MD, where he discovered his passion for hands-on work with nature and the environment. He has excellent communication skills, is a proficient problem solver, demonstrates vital leadership attributes, and can adapt quickly to new situations. If you or your network are aware of internship opportunities in environmental fields, specifically in Soil Health, Stormwater Runoff, and/or Natural Resources, please contact Nikolas at <nikolasdesousa@yahoo.com>. [**View Nikolas’ Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7178766075747061760) **Categories:** Intern of the Week --- ### [Intern of the Week - Peter Hiltz](https://chesapeakesearchpartners.com/intern-of-the-week-peter-hiltz/) **Published:** March 20, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Peter, a graduate student at Loyola University Maryland in Baltimore. He is completing his Master of Business Administration and is expected to graduate in August 2024. Last May, Peter received his Bachelor of Business Administration, double majoring in both Finance and Marketing. Peter is seeking a Summer 2024 internship in Investment Banking, Private Equity, and/or Venture Capital, ideally with the potential to transition into a full-time Financial Analyst role. He is particularly interested in opportunities in the Baltimore-Washington D.C. region or New York City. During his undergraduate studies, Peter participated in a student applied portfolio class where he gained practical experience managing $500,000 from the university’s funds. This hands-on experience immersed him in various facets of portfolio management, encompassing asset valuation, diversification, portfolio optimization, asset selection, risk management, performance evaluation, and rebalancing. This exposure ignited his passion for finance and provided invaluable insights into the dynamics of the corporate business landscape. Peter holds Bloomberg Market Concepts and Salsify Foundations certifications and is proficient in Morningstar, S&P Capital IQ, SAP, and Microsoft Office, including Excel. He possesses strong public speaking abilities, enabling him to present data effectively. Known for his decisive nature, Peter is a skilled decision-maker and a dedicated team player. Additionally, while pursuing his MBA, Peter has been able to travel to various domestic and international destinations to study different companies’ diverse business models and strategies. If you or someone in your network has a summer internship opportunity in Investment Banking, Private Equity, and/or Venture Capital that could lead to a potential Financial Analyst role, please contact Peter directly at <pmhiltz@outlook.com>. [**Click here to view Peter’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7176235616563535872) **Categories:** Intern of the Week --- ### [Intern of the Week - David Linck](https://chesapeakesearchpartners.com/intern-of-the-week-david-linck/) **Published:** March 13, 2024 **Author:** Cassidy Eichelberger **Content:** Meet David, a senior at High Point University. He is pursuing a B.A. B.S. in Finance with a minor in Sales. He is expected to graduate in May 2024 and is actively searching for a summer internship that could lead to a permanent role in Investment Banking, Private Equity, or Private Credit. David is primarily focused on identifying opportunities in the Maryland, Washington, DC, and Arlington/McLean, VA, regions. At High Point, David has taken several impressive classes such as Investment Analysis, Financial Modeling, Corporate Finance, Financial Derivatives, Negotiations, Fixed Income Analysis, and Sales in Dynamic Environments. He hopes to apply these concepts to the business world. David has excelled academically and gained extensive internship experience at Carolina Acquisition Partners in North Carolina. While working there, he served as a Lower Middle Market Private Equity Analyst, which showcased his dedication and expertise in the field. Additionally, he developed a strong skillset, solidifying his experience in deal sourcing, due diligence, financial statement analysis, understanding of financial markets and instruments, interpersonal skills, problem-solving, attention to detail, and adaptability. These skills show that David is a talented and experienced individual and would be a valuable asset to any company. If you or someone in your network has a Summer internship opportunity that could lead to a full-time role in Investment Banking, Private Equity, or Private Credit, please get in touch with David at <davidjonlinck@gmail.com>. [**Click here to view David’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7173722431071698944) **Categories:** Intern of the Week --- ### [Intern of the Week - John Giambalvo](https://chesapeakesearchpartners.com/intern-of-the-week-john-giambalvo/) **Published:** February 28, 2024 **Author:** Cassidy Eichelberger **Content:** Meet John, a senior at High Point University in North Carolina. He is pursuing a B.A. B.S. in Finance and is expected to graduate in May 2024. John is looking for an Investment Banking and/or Private Equity internship for the Summer of 2024 that could lead to a full-time Analyst position. While he prefers a role located in New York City, he is also open to the Baltimore-DC region. His academic interests lie in courses such as Valuation of Private and Public Securities, International Economics, and Financial Modeling. This upcoming summer, John aims to secure an internship with a reputable company that can help him enhance his skills in these areas. John is well-versed in systems such as Excel, PowerPoint, S.P. Capital I.Q., Morningstar, and Co-Star. Through his previous internships, he has gained a high level of knowledge of Confidential Informational Analysis, which enables him to qualify private businesses within the revenue ranges of fifteen to forty million dollars. Additionally, John has worked at Carolina Acquisition Partners, where he has spoken with several successful entrepreneurs and learned how they grew their businesses. John is hardworking, dedicated, ambitious, and a great listener, making him an asset to any team. Please share John’s background with your networks, and if you know of any summer internship opportunities that could lead to a full-time position and contribute to John’s professional growth, contact him directly at <jgiambal@highpoint.edu>. [**Click here to view John’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7168622683218243584) **Categories:** Intern of the Week --- ### [Built from the ground up, Baltimore recruiting firm reflects on 10-year milestone](https://business.maryland.gov/blog/built-from-the-ground-up-baltimore-recruiting-firm-reflects-on-10-year-milestone#new_tab) **Published:** August 21, 2023 **Author:** Cassidy Eichelberger **Content:** While the human resource industry may seem like a standard practice, Baltimore-based [Chesapeake Search Partners](https://chesapeakesearchpartners.com/) (CSP) has managed to put an innovative spin on the recruitment industry that comes along with a very intriguing back story. **Categories:** Press --- ### [Chesapeake Search Partners nearly triples office space, launches two new divisions](https://www.bizjournals.com/baltimore/news/2023/05/31/chesapeake-search-firm-new-office-hr-it-divisions.html?utm_source=st&utm_medium=en&utm_campaign=me&utm_content=BA&ana=e_BA_me&j=31646658&senddate=2023-05-31#new_tab) **Published:** May 31, 2023 **Author:** Cassidy Eichelberger **Content:** Chesapeake Search Partners has nearly tripled its office space and added two new divisions as the professional search and consulting firm marks 10 years in business. **Categories:** Press --- ### [Intern of the Week - Nevin Baer](https://chesapeakesearchpartners.com/intern-of-the-week-nevin-baer/) **Published:** February 13, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Nevin, a student at American University in Washington, D.C. He is pursuing a Bachelor’s and Master’s of Science degree in Finance and Analytics, and is expected to graduate in December 2024. Nevin is searching for an internship in Washington D.C. or surrounding areas for the Spring or Summer of 2024. He is interested in working in the fields of Asset Management, Investments, Private Equity, Finance, and Real Estate. Nevin has completed several relevant courses such as Financial Modeling, Mortgage Finance, Investment Analysis, Derivative Securities, Business Analytics, and Corporate Finance, which have equipped him with the necessary skills to excel in the finance industry. Additionally, Nevin is certified in Bloomberg Professional Services and Microsoft PowerPoint, which has enabled him to gain extensive knowledge in using these terminals properly, evaluating financial information, and analyzing various companies. Nevin is a dedicated and hardworking student-athlete on the Division 1 Men’s Soccer team. He has been to the championship three times in his career, showcasing his drive for personal success. He has demonstrated his commitment to both his team and his studies, and he is eager to bring the same level of dedication to his future internship. Nevin is also an active member of American’s Student Managed Investment Fund and Real Estate Investment Trust, as well as the Kogod Private Equity & Venture Capital Club. His other skills include financial modeling, leadership, and teamwork. If you know of an internship opportunity in Asset Management, Investments, Private Equity, Finance, and/or Real Estate, please get in touch with Nevin at <nevinb08@gmail.com>. [**Click here to view Nevin’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7163213080624111616) **Categories:** Intern of the Week --- ### [Intern of the Week - Reid Jones](https://chesapeakesearchpartners.com/intern-of-the-week-reid-jones/) **Published:** January 31, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Reid, a senior at the Robert H. Smith School of Business, University of Maryland, College Park. He is pursuing a Bachelor’s degree in Finance and plans to graduate in 2024. Reid is also part of the Plus-One program and aims to earn his Master’s in Finance by May 2025. Reid is actively looking for a summer internship in the Baltimore-Washington, D.C. area for 2024 and is open to internship opportunities during the Spring or Fall terms. His interests include Financial Analysis, Asset Management, Investment Banking, and Private Equity. He has completed several courses at Maryland that support his business education, such as Applied Equity and Portfolio Management, Accounting, Information Systems, Advanced Financial Management, Capital Markets, Business Law, and Derivative Securities. Reid is also Bloomberg Market Concepts Certified, demonstrating his solid understanding of financial concepts. He is eager to apply the insights gained from this certification within the practical context of the business world, showcasing his readiness to contribute meaningfully to any professional environment. Reid has several impressive qualities that have helped him thrive in his studies and previous internship at Northwestern Mutual as a Financial Representative Intern. These skills include leadership, self-motivation, effective communication, strong problem-solving, attention to detail, and resilience. If you know of an internship opportunity in Financial Analysis, Asset Management, Investment Banking, or Private Equity, please do not hesitate to contact Reid at <jonesreid222@gmail.com>. [**Click here to view Reid’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7158522967113502721) **Categories:** Intern of the Week --- ### [Intern of the Week - Charlie Evans](https://chesapeakesearchpartners.com/intern-of-the-week-charlie-evans/) **Published:** January 17, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Charlie, an undergraduate student at the University of Lynchburg in Virginia. He is currently pursuing a degree in Business Administration with a minor in Management and is expected to graduate in May 2025. Charlie’s academic background and coursework have equipped him with a solid foundation in business-related subjects such as Business Statistics, Marketing, and Operations Management. He is actively seeking a summer internship in the Baltimore-Annapolis area for 2024, aiming to land a role in sales, marketing, and/or management. He hopes to apply these subjects in real-world scenarios and gain practical experience. Charlie is not only a student but also a college athlete. Balancing these roles has helped him develop a keen sense of leadership, communication, and team-building skills, making time management and self-accountability a crucial aspect of his daily routine. He is proficient in using Microsoft Word, PowerPoint, and Excel and envisions leveraging these skills in a corporate setting in the future. If you know of an internship opportunity in sales, marketing, and/or management, please do not hesitate to contact Charlie directly at <evansr328@lynchburg.edu>. [**Click here to view Charlie’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7153431801829478401) **Categories:** Intern of the Week --- ### [Chesapeake Search Partners Promotes Kate Strzelczyk to Assistant Practice Director – Real Estate and Financial Services Practice](https://chesapeakesearchpartners.com/chesapeake-search-partners-promotes-kate-strzelczyk-to-assistant-practice-director-real-estate-and-financial-services-practice/) **Published:** January 4, 2024 **Author:** Cassidy Eichelberger **Content:** **BALTIMORE, MD (January 5, 2024)—**[ **Chesapeake Search Partners (CSP)**](https://chesapeakesearchpartners.com/), a professional search and consulting firm, proudly announces **[Kate Strzelczyk](https://chesapeakesearchpartners.com/meet-the-team/staff/kate-strzelczyk/)** has been named Assistant Practice Director –[ Real Estate & Financial Services](https://chesapeakesearchpartners.com/placement-specialties/real-estate-financial-services/). The strategic move underscores CSP’s commitment to recruiting excellence and marks a pivotal moment in the firm’s evolution and expansion. Kate will report to Founding Partner Johnny Black. Since joining CSP in June 2023 as a Senior Search Consultant, Kate has played a pivotal role in propelling the growth of the REFS Practice, working in tandem with [Kristin Freitag](https://chesapeakesearchpartners.com/meet-the-team/staff/kristin-sudina-freitag/) and [Rachel Talbot](https://chesapeakesearchpartners.com/meet-the-team/staff/rachel-talbot-dover). As the newly appointed Assistant Practice Director, Kate is central in steering growth for the practice and the firm alongside CSP Partners [Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/), [Rick Fribush](https://chesapeakesearchpartners.com/meet-the-team/staff/rick-fribush/), [John Geraghty](https://chesapeakesearchpartners.com/meet-the-team/staff/john-geraghty/), and [Jason Nemoy](https://chesapeakesearchpartners.com/meet-the-team/staff/jason-nemoy/). “We are thrilled to appoint Kate as Assistant Practice Director of the Real Estate & Financial Services Practice,” said Johnny Black, Founding Member and Partner. “Kate’s tenure at CSP has been marked by unwavering dedication, strategic prowess, and unparalleled interpersonal skills. Her impact on the REFS practice is undeniable, from her ability to develop and grow relationships to the enhanced value our clients experience to the innovative solutions she introduces in fiercely competitive landscapes.” With a wealth of experience in the recruiting industry, Kate brings a proven track record to her new role. Her recruiting career began in 2003 with MRI Baltimore/Timonium, where she focused on developing long-term relationships with clients and candidates in the Baltimore – Washington corridor. Her areas of expertise were administrative, commercial real estate, human resources, and legal. After a brief hiatus in Tennessee, Kate returned to Maryland and rejoined MRI in their healthcare finance practice group. Working a national desk, Kate honed her national recruiting and relocation skills and focused her efforts on relationships with senior executives. Core competencies included Chief Financial Officer, senior-level accounting and finance, and compliance positions. Recently, Kate completed a talent acquisition contract with Johns Hopkins Medicine, recruiting professional pharmacists nationwide. Kate is a distinguished alumna of Roland Park Country School and attended Dickinson College. To learn more about CSP and career placement opportunities, visit [**https://chesapeakesearchpartners.com/jobseekers/current-opportunities/**](https://chesapeakesearchpartners.com/jobseekers/current-opportunities/)**.** **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in [Accounting & Finance](https://chesapeakesearchpartners.com/placement-specialties/accounting-finance/), [Human Resources](https://chesapeakesearchpartners.com/placement-specialties/human-resources/), [Real Estate & Financial Services](https://chesapeakesearchpartners.com/placement-specialties/real-estate-financial-services/), [Sales, Marketing & Administrative](https://chesapeakesearchpartners.com/placement-specialties/sales-marketing-administrative/), [Construction, Engineering & Manufacturing Services](https://chesapeakesearchpartners.com/placement-specialties/construction-engineering-manufacturing-services/), and [IT](https://chesapeakesearchpartners.com/placement-specialties/information-technology/). Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com](https://chesapeakesearchpartners.com/). **Categories:** News --- ### [Intern of the Week – Ethan Nigrin](https://chesapeakesearchpartners.com/intern-of-the-week-ethan-nigrin/) **Published:** January 3, 2024 **Author:** Cassidy Eichelberger **Content:** Meet Ethan, a junior at the University of Maryland, College Park, pursuing a Bachelor of Science degree with concentrations in Mathematics and Computer Science. He is expected to graduate in May of 2025. For the Summer of 2024, Ethan is looking for an internship in the Data Science sector, specifically within the Baltimore-Washington area. He has taken challenging courses such as Linear Algebra, Algorithms, and various Data Science classes, which have made him interested in researching topics in regression, linear algebra, statistical inference, neural networks, simulation, and optimization. This summer, he aims to gain experience from an established company and refine his skills in these areas. Ethan is an intelligent, motivated individual who is not afraid of any mathematical problem or challenge that comes his way. His enthusiasm and curiosity about unraveling complex equations and understanding the “why” behind the “what” in situations will make him an asset to any firm. If you have a summer internship opportunity that could help enhance Ethan’s professional development, please share this with your network and reach out to him at <ejnigrin@gmail.com>. [**Click here to view Ethan’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7148376366634201088) **Categories:** Intern of the Week --- ### [Intern of the Week – William Smith](https://chesapeakesearchpartners.com/intern-of-the-week-william-smith/) **Published:** December 13, 2023 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week –** [**William Smith**](https://www.linkedin.com/in/will-smith-8ab2bb26a/) Meet William, an undergraduate student at Shippensburg University located in Pennsylvania. He is pursuing a Bachelor of Science in Business Administration with a concentration in Marketing, and he is expected to graduate in the Spring of 2026. In the meantime, he is looking for a Sales internship for the Summer of 2024 within the Baltimore City or Baltimore County area. William has taken several business courses, including Fundamental Accounting, Principles of Marketing, Economics, and American Legal Environment. These courses have helped him become a well-rounded student with experience in all areas of the business world. However, he is most interested in the marketing and sales industries and hopes to learn from an expert in the field. William is a team player, hardworking, and an excellent problem solver. He is proficient in Microsoft Excel and is known to be a highly coachable person to work with. If you come across any summer Sales/Outdoor Sales internship opportunities in Baltimore that can support William’s growth, please reach out to him at <ws0639@ship.edu> or share this with your network! [**Click here to view William’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7140764775675760640) **Categories:** Intern of the Week --- ### [Intern of the Week – Kate Nemoy](https://chesapeakesearchpartners.com/intern-of-the-week-kate-nemoy/) **Published:** November 15, 2023 **Author:** Cassidy Eichelberger **Content:** Meet Kate, a junior at the [University of Maryland](https://www.linkedin.com/school/university-of-maryland/), College Park. She is currently working towards completing her double major in finance and marketing with a minor in public leadership. Kate is expected to graduate in the Spring of 2025. Upon completing her studies, she is looking to start her professional journey in the financial services sector and is actively seeking a summer internship opportunity for 2024 to support this goal. She has taken several classes within the marketing field, but recently, she has realized that finance is the area she wants to pursue! She has taken courses ranging from Business Finance to Financial Investments and hopes to explore other courses, such as Financial Markets and Banking and Financial Institutions, in the future. Kate is ambitious, loves learning new things, and is always up for a challenge. Being a Teaching Assistant for over 200 students has taught her to be reliable and a trustworthy leader. Her other skills include fostering customer relationships, multitasking, cooperation, communication, and maximizing efficiency. If you know of a summer internship opportunity within the Baltimore-DC area to support Kate’s professional growth within the Financial Services field, contact her at <katelynsnemoy@outlook.com> or share her with your network! [**Click here to view Kate’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7130641892370714624) **Categories:** Intern of the Week --- ### [Intern of the Week - Michaela Chambers](https://chesapeakesearchpartners.com/intern-of-the-week-michaela-chambers/) **Published:** November 1, 2023 **Author:** Cassidy Eichelberger **Content:** Intern of the Week – [**Michaela Chambers**](https://www.linkedin.com/in/michaela-chambers/) Meet Michaela, an undergraduate student at Loyola University Maryland pursuing a career in Communications, specifically in Advertising and Public Relations. She is seeking an internship in the Baltimore area for the Summer of 2024. Michaela has developed a great love for journalism after being involved in her university’s newspaper, the Greyhound. She has been on the staff for three years and was recently promoted to Sports Editor! She has highlighted Loyola’s Division I sports teams and has had the opportunity to write News, Arts, and Eats columns. This opportunity has allowed her to express her creativity and passion for writing in a diverse set of fields. Her skillsets include customer service, leadership, problem-solving, project management, and teamwork. She has taken courses from Intro to Communication and Media Writing to Digital Tools and Multimedia Storytelling. The one class she enjoyed was in graphic design, where she gained experience in platforms such as Adobe Photoshop and Illustrator. Outside of writing for the Greyhound, she has advocated for creating change on campus. She has specifically strived to improve dining operations for students with food allergies. According to Michaela, she “has project management and leadership skills through forming the first food allergy awareness and advocacy program on Loyola University’s campus.” Through this initiative, she has had the opportunity to work as a team player by collaborating with students and administration for this cause. While at Loyola, Michaela has been on the academic Dean’s List for several semesters and was recently invited into Delta Alpha Pi, an honor society that promotes advocacy for students with disabilities. Also, she was nominated to Omicron Delta Kappa, another society where she has been recognized for her leadership. Additionally, Michaela has participated in several service events and looks forward to continuing to support the community. If you have an internship opportunity in the Baltimore area’s Advertising and Public Relations sector for next summer, we encourage you to contact Michaela at <mbchambers@loyola.edu>. [**Click here to view Michaela’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7125509625986084865) **Categories:** Intern of the Week --- ### [Intern of the Week - Garret Brennan](https://chesapeakesearchpartners.com/intern-of-the-week-garret-brennan/) **Published:** March 16, 2022 **Author:** Cassidy Eichelberger **Content:** CSP’s Intern of the Week goes out to **Garret Brennan** Garret is currently an MBA student at **Clemson University** who previously graduated with his bachelor’s degree in Finance. During his time in Clemson undergrad, Garret focused his studies on Corporate Finance while also furthering his knowledge in Real Estate Finance. In addition to being dedicated to his work, Garret accomplished being named an All-American after leading the Men’s Collegiate Lacrosse Association as a top-scoring attack man. Professionally, he is highly skilled in using Excel, demonstrating time management, being detail-oriented, and effectively communicating with a team. Garret is looking to find a Summer 2022 internship during dates of May 31st – August 5th where he can further his knowledge in Financial Analytics, Real Estate Investment, and/or Corporate Finance. Contact **<garretbrennan17@gmail.com>** if you believe you have an internship that will be beneficial to his professional development. **Categories:** Intern of the Week --- ### [Intern of the Week - Nathan Varner](https://chesapeakesearchpartners.com/intern-of-the-week-nathan-varner/) **Published:** March 9, 2022 **Author:** Cassidy Eichelberger **Content:** Here’s to our Intern of the Week – **Nathan Varner** Nathan is a Student at **University of Michigan** who is Double Majoring in Computer Science and Math. He is interested in Software Development and has the ability to pick up new languages very quickly. Nathan is proficient in various programming languages such as C++, Rust, Java, Python, and JavaScript etc. Nathan is a hardworking, reliable, and responsible individual who is looking for a Summer Internship in Maryland between the dates of May 9th and August 19th. Please share with your networks to help Nathan find an internship that will contribute to the professional growth of his career! Contact **<nathanmvarner@gmail.com>** if you believe you have the internship that would be beneficial to his professional development. **Categories:** Intern of the Week --- ### [Why Community Connections are Good for Business](https://chesapeakesearchpartners.com/why-community-connections-are-good-for-bhttps-www-chesapeakesearchpartners-com-p1149previewtrueusiness/) **Published:** September 1, 2021 **Author:** Cassidy Eichelberger **Content:** **Why Community Connections are Good for Business** Our team has made it a priority to ramp up our community involvement over the last six months — focusing on how we can leverage the skills and talents of our team to make a positive impact. We’re seeing firsthand how helping people in our own backyard can bolster our own work environment and ultimately impact the bottom line. Here’s how. **Improves employee engagement** Implementing a community involvement program enables organizations to engage employees on a variety of different levels, which drives overall engagement. Engaged employees are emotionally connected and sincerely want the company to do well – which means they will go the extra mile to make that happen. They are excited to feel like they are contributing beyond the bottom line. Additionally, 89% of respondents to [Deloitte’s Volunteerism Survey](https://www2.deloitte.com/us/en/pages/about-deloitte/articles/citizenship-deloitte-volunteer-impact-research.html) stated they believe companies who sponsor volunteer activities offer a better overall working environment than those who do not. Creating a group of employee ambassadors to support corporate social responsibility programs will naturally encourage employee participation in community activities. For companies with remote workers, or several office locations, build a regional ambassador team and develop ways for them to come together to support an organization closer to their location. **Builds loyalty** Show employees you value your people and your larger community. Findings from [Deloitte’s Survey ](https://www2.deloitte.com/us/en/pages/about-deloitte/articles/citizenship-deloitte-volunteer-impact-research.html)showed that millennials who participate in workplace volunteer activities on a frequent basis are more likely to be proud, loyal and satisfied employees compared to those who do not volunteer. **Develops leaders** Community initiatives not only promote team building, but give managers the opportunity to allow team members to step up to leadership roles in ways they normally may not be able to in their day-to-day roles at the office. This chance to “test the waters” can show how team members can excel beyond what was originally expected of them – which can carry over into the workplace. **Positive brand promotion** By partnering with an organization in your community, this gives your company a platform to talk about the impact you are making – which in turn, results in employees wanting to volunteer more often (Deloitte 2017 Survey). Share images and videos via your blog, social media, and even with local news outlets who often share community impact programs with local viewers. This creates a positive connection between the community and your brand. Lastly, showing your company supports employee volunteering can support your efforts to attract and retain top talent (especially millennials). It’s clear that investing in your employees and your community pays off. Stay tuned for more on the topic of community as we continue to enhance our community connections and impact here at CSP! **Categories:** Community Connections --- ### [Chesapeake Search Partners Celebrates 10 Years in Business](https://chesapeakesearchpartners.com/chesapeake-search-partners-celebrates-10-years-in-business/) **Published:** May 31, 2023 **Author:** Cassidy Eichelberger **Content:** **PRESS RELEASE** **CHESAPEAKE SEARCH PARTNERS CELEBRATES 10 YEARS IN BUSINESS** *Expands to a new office and launches full-service HR solutions and new IT practice* **BALTIMORE, MD (May 31, 2023)—**[ **Chesapeake Search Partners (CSP)**](https://www.linkedin.com/company/3263648/admin/)**,** a professional search and consulting firm, celebrates 10 years of building relationships and supporting the growth of companies in the Greater Baltimore region and beyond. A refreshed lighthouse logo timestamps the firm’s 10-year anniversary while honoring its commitment and evolution as a search partner. CSP is also announcing the launch of Chesapeake HR Solutions, an extension of the firm’s HR Practice led by Jason Nemoy, as well as a new standalone IT Practice led by Laura Reynolds. To support the growth, the team has relocated to a new office space located in the heart of Towson at 502 Washington Ave. “One decade ago, Rick Fribush, John Geraghty, and I launched CSP in my parent’s garage. We were focused on key values that would set us apart from our competition, including showing empathy and commitment, transparency and responsiveness,” said Johnny Black, Co-Founder and Practice Lead. “Fast forward to today, and we remain focused on those core values and continue to reinvest into the business, ultimately striving to build one of the strongest recruiting teams in the region. We are honored to celebrate this special milestone alongside our employees and our partners.” **The Evolution of the Lighthouse and a New Office Space** CSP’s lighthouse logo, an emblem of the business, received a refresh for the anniversary. “In developing the new logo, we reflected on what being a true search partner means to our team and our clients and worked to reflect this in a visual way,” said Black. “Similar to a lighthouse, CSP is a reliable, stable partner with unwavering commitment. Just as a lighthouse offers solace and assurance to ships seeking safe harbors, we provide exceptional search services, ensuring our clients navigate their way to exceptional talent.” In addition to growing its current practice areas, CSP continues to bring on new team members to accommodate growth. The new office space was designed for this expanded team as well as in response to what CSP believes is the new working model. “We believe professional flexibility is here to stay. When we want our team in the office, we want them there with a purpose, and we have developed an office space that facilitates that,” said Rick Fribush, Partner, Practice Director – Accounting and Finance. “With networking returning, we felt it was important to have space to entertain. Employees and partners want to have some level of interaction, so it’s important to have a space that facilitates that,” said John Geraghty, Partner, Director of Recruiting Operations. “We also take pride in our employee retention and make an effort to have work be as fun as possible. We’re excited to get back to our pre-pandemic schedule of events and lunches, happy hours, and sports experience.” **Chesapeake HR Solutions** A new sub-brand of CSP, **[Chesapeake HR Solutions ](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)**was born out of the opportunity to offer well-rounded HR support that achieves all of the needs businesses have today – all in a one-stop-shop service. The collaboration between both the Professional Search and HR Consulting teams is very strong. Services include HR Leadership & Support, Project-Based HR Consulting, Executive Coaching and Leadership Development, and Outplacement and Career Coaching. “Simply put, strategic HR continues to be a priority for many of our clients,” said Jason Nemoy, Partner and Practice Director – Human Resources. “Our clients are asking for additional HR support to service their organizations, especially the start-up or small company space. By formalizing this expansion of HR services, we are able to bring that level of expertise to the market.” **A New IT Practice** CSP has also added **[Information Technology Recruiting](https://chesapeakesearchpartners.com/placement-specialties/information-technology/)** to its roster of professional search services. The firm welcomes Laura Reynolds as Senior Search Consultant, IT Recruiting to lead this new division. The IT Practice specializes in filling roles including but not limited to Software Engineers, Administrators, Business/Systems Analysts, Project Managers, and IT Leaders. **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting & Finance, Human Resources, Real Estate & Financial Services, Sales, Marketing & Administrative, Construction, Engineering & Manufacturing Services, and IT. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com](https://chesapeakesearchpartners.com/). \# # # **Media Contact:** Caitlin Wolf <caitlinrwolf@gmail.com> **Categories:** News --- ### [Intern of the Week - Gino Pisano](https://chesapeakesearchpartners.com/intern-of-the-week-gino-pisano/) **Published:** April 26, 2023 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – [Gino Pisano](https://www.linkedin.com/in/ginopisano/)** Meet Gino, a sophomore at the University of Delaware majoring in Finance. He’s seeking a Summer 2023 internship in the Greater Baltimore region focused on financial advising, investment banking, or wealth management. Gino plays Division 1 lacrosse at the University of Delaware. He earned a spot on the CAA Commissioner’s Academic Honor Roll in Fall 2021, Spring 2022, and Fall 2022. When asked what he has learned from his experience as a student-athlete, Gino shared, “I understand time management and the value of teamwork when working together to achieve a common goal. I pay attention to the details and work hard to ensure things get done the right way.” Gino is Proficient in Microsoft Office, Excel, PowerPoint, Word and Access, basic HTML, and Python. Outside his experience at the University of Delaware, Gino has developed leadership skills as a club lacrosse coach for youth athletes. He also supports various lacrosse tournament operators in the summer months at competitions located from Philadelphia, PA to Annapolis, MD. Gino has also volunteered at UDANCE for the last two years, helping to plan a fundraising dance event to raise money for children battling cancer. If you have an internship opportunity in the Baltimore region that will support Gino’s professional development in Finance, contact him directly at <gino71@comcast.net>. [**Click here to view Gino’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7057020574270705664) **Categories:** Intern of the Week --- ### [Meet the Team - Donna Garon](https://chesapeakesearchpartners.com/meet-the-team-donna-garon/) **Published:** March 30, 2023 **Author:** Cassidy Eichelberger **Content:** Meet the Team – Donna Garon, *Senior HR Consultant* Meet **[Donna Garon](https://www.linkedin.com/in/garonphr/)**, *Senior HR Consultant* at Chesapeake Search Partners. She brings more than 20 years of HR operations experience to CSP. Donna’s involvement with SHRM chapter events led her to meet CSP’s HR Practice Director, Jason Nemoy, and ultimately land a role with the team. “In 2019, Jason reached out with an amazing opportunity for me to support CSP in an HR consultant role that was an ideal fit that aligned perfectly with my strengths,” said Donna. “I collaborated with Jason and the team so well. It was such a rewarding experience. Today, I’m lucky to be supporting CSP’s clients on an ongoing basis, structuring and building the foundations of high-quality HR departments.” In her role, Donna supports HR teams in facilitating positive change and developing competitive advantages for their companies. “When run properly, HR teams can impact the bottom line – reducing the costs associated with turnover, compliance issues, legal risks, and costly errors. When you think about it, disgruntled employees have the potential to be more productive employees. I stress to my clients that there’s an opportunity to bring it back to the basics. This means getting people compensated fairly, securing and streamlining benefits coverage, and prioritizing excellent internal customer follow-up. All of this helps keep turnover costs down and increases productivity.” Donna continues to focus on elevating HR from a purely administrative and processing role, to becoming a business partner that adds value, reduces turnover, increases productivity, and brings in quality hires. “We look for ways to collaborate with leadership teams that do not fully support HR. My challenge is to win them over and encourage them to accept HR as a trusted asset of information and guidance.” Donna originally hails from Southington, Connecticut, and has lived up and down the east coast in New York City, Alabama, and Georgia. Today she resides in Maryland with her three sons. She balances her work and personal life by allocating plenty of time for family, volunteering, activism, and providing guidance and support to others. She also enjoys attending live music events, participating in cosplay at the Renaissance Festival, and doing performance art in Washington DC. **Categories:** Meet the Team --- ### [Intern of the Week - Sophia Merritt](https://chesapeakesearchpartners.com/intern-of-the-week-sophia-merritt/) **Published:** March 24, 2023 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – [Sophia Merritt](https://www.linkedin.com/in/ACoAADW11hUBnimrGR_cwaI3NSkrUpcxdU5DHYs)** Meet Sophia, a junior at the [University of Lynchburg](https://www.linkedin.com/company/university.of.lynchburg/) majoring in Sports Management with a minor in Marketing. Following a 10-day internship abroad with Living Sport’s International Business Program in London this June, Sophia is looking for a Summer 2023 internship in the Baltimore or the Eastern Shore region of Maryland. This semester, Sophia is interning with Coach Koduelka and the Lynchburg men’s lacrosse team. She is in charge of documenting the season and communicating updates about the team via social media channels and the weekly alumni and parents newsletters. Sophia has developed leadership skills as a member of the National Society of Leadership and Success. She demonstrates teamwork and collaboration as the social chair for Alpha Sigma Alpha and as the Vice President and webmaster for Delta Sigma Pi, the business fraternity at Lynchburg. Sophia has also developed experience in sales and marketing by working as a Sales Associate at T.J. Maxx and a waitress at Dead Freddies. Additional skillsets include proficiency in POS systems operations, Microsoft Word, Microsoft Excel, Microsoft Powerpoint, G-Suite, Canva, and Adobe Photoshop. If you have a sports management or sports marketing internship opportunity in the Baltimore or Eastern Shore region that will support Sophia’s professional development, reach out to her directly at <merrits648@lynchburg.edu>. [**Click here to view Sophia’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7044680049505034240) **Categories:** Intern of the Week --- ### [Intern of the Week - Antonio Tolentino](https://chesapeakesearchpartners.com/intern-of-the-week-antonio-tolentino/) **Published:** March 2, 2023 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – [Antonio Tolentino](https://www.linkedin.com/in/ajtolentino/)** Meet Antonio Tolentino, a senior at **Loyola University** majoring in Business Management. Antonio is looking for a full-time job opportunity in finance in the DMV beginning this summer. Antonio’s professional experience includes a summer 2022 role with Greenspring Advisors in Towson. As an intern, he studied private and institutional clients, researched equity and fixed-income funds, and attended investment committee meetings. Before that, he supported company analysis at Winklevoss Capital where he conducted in-depth research on start-ups for acquisition, with the backing of the firm’s portfolio manager. Antonio is actively involved with Loyola University. He’s a member of the Sellinger student advisory board as a DEI representative. He also represented Loyola in the CFA Research Challenge where he led his team in conducting in-depth research, culminating in a presentation of their recommendation on HB Fuller. At the Simon Center for Innovation and Entrepreneurship, Antonio has been a career lead member for the last two years, planning and promoting business innovation and entrepreneurial panel discussions. Lastly, as a captain of the Men’s Club Basketball team since 2019, Antonio organizes tryouts, practices, tournaments, volunteering efforts, and budgets for the team. Outside of Loyola University, Antonio is enrolled in self-paced online courses that include Financial Modeling Certification, Adventis, and Bloomberg Market Concepts. His software proficiencies include Microsoft Office, Bloomberg Terminal, FI 360, Morningstar Advisor, Tamarac, Money Guide Pro, and TradingView. If you have a full-time opportunity that aligns with Antonio’s professional experience, please contact him directly at <ajtolentino2001@gmail.com>. [**Click here to view Antonio’s Resume**](https://www.linkedin.com/posts/chesapeake-search-partners_antonio-resume-activity-7037060629739790336-zeSk?utm_source=share&utm_medium=member_desktop) **Categories:** Intern of the Week --- ### [Intern of the Week - Kwadwo (Kojo) Boadi](https://chesapeakesearchpartners.com/intern-of-the-week-kwadwo-kojo-boadi/) **Published:** February 22, 2023 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – [Kwadwo (Kojo) Boadi](https://www.linkedin.com/in/kwadwo-boadi-b52b401a2/)** Meet Kwadwo, a senior at Towson University majoring in Business Systems and Processes. He’s looking for a Spring or Summer 2023 internship in Operations Management or Analysis in Financial Services. To date, Kwadwo has built his resume with internships, volunteering experiences, and supporting friends back in Ghana, helping to kickstart their Digital Marketing and Talent Management company. He serves in a volunteer role as the Impact Officer for [Global Shaper’s Baltimore](https://www.globalshapers.org/hubs/baltimore-hub), a nonprofit under the World Economic Forum that leverages the talent of young leaders to support initiatives that build the city’s future. He also volunteers with Meals on Wheels Central Maryland. Kwadwo has already acquired relevant skillsets, including a certification in Microsoft Excel and HubSpot Social Media Marketing, and is proficient in Tableau, R, and Microsoft Visio. His past internship roles were in Business Development and Operations at Lower.com and Insurance Analysis at Aflac. If you have an internship opportunity in the Baltimore region that will support Kwadwo’s professional development in Operations or Finance, reach out to him directly at <o.kwadwob@gmail.com>. Additionally, you’re invited to share Kwadwo’s resume with your network to help him make new connections. [**Click here to view Kwadwo’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7034239609710469120) **Categories:** Intern of the Week --- ### [Intern of the Week - Gabrielle (Rhys) Sequeira](https://chesapeakesearchpartners.com/intern-of-the-week-gabrielle-rhys-sequeira/) **Published:** February 15, 2023 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – [Gabrielle (Rhys) Sequeira](https://www.linkedin.com/in/rhys-sequeira/)** Meet Rhys – Rhys is currently a Computer Science and French major at Vassar College in Poughkeepsie, New York. Before their projected graduation date of May 2025, Rhys is on the hunt for a Summer 2023 internship in the Computer Science realm. Rhys is dedicated to finding a career that involves a great deal of coding. Right now, she has experience coding in Python, Java, Pyret, and OCaml systems. Finding an internship where she can continue to practice these skills will be ideal for achieving their goal to become a Software Developer. Additionally, Rhys speaks French and Spanish and is skilled in translating Latin. If you have an internship in Baltimore or New York that will support their professional development, reach out to Rhys directly at <gsequeira@vassar.edu> Most importantly, please share Rhys’ resume with your networks in hopes to make the connection for this intern of the week! [**Click here to view Rhys’ Resume**](https://www.linkedin.com/feed/update/urn:li:activity:7031711233997209600) **Categories:** Intern of the Week --- ### [Meet the Team - Cassidy Eichelberger](https://chesapeakesearchpartners.com/meet-the-team-cassidy-eichelberger/) **Published:** August 31, 2022 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – Cassidy Eichelberger,** *Operations & Marketing Manager* Meet **[Cassidy Eichelberger](https://www.linkedin.com/in/casseich/),** Operations and Marketing Manager at CSP. A Baltimore native, Cassidy spent most of her childhood on the west coast in Oregon before finishing high school in Ocean City, Maryland. Her bicoastal childhood led her to become an avid road tripper, having visited 31 states across the U.S. Her favorite sights include a beautiful farm in Wyoming and Alcatraz Island in San Francisco. Despite her bicoastal childhood and travels, Cassidy felt she ultimately belonged back in Baltimore. “I started my professional career with a brief stint at a recruiting firm but left after to pursue a career more tailored to my major,” shared Cassidy. “Eventually, I came across an opportunity with CSP in Baltimore. I’m thrilled to be able to practice marketing while also leveraging my previous recruiting experience. And to top it off, be a part of a company and brand that my values align with; I knew I had finally found the place where I belong.” Cassidy planted roots in Baltimore, recently becoming a new homeowner in Brewers Hill. “I appreciate the continued growth I experience here daily,” said Cassidy. “I’m growing my knowledge and marketing expertise and learning from some of the most talented team members in the industry. When I’m not at work, I’m focused on growing a sustainable lifestyle – from tending to my indoor plants to starting a vegetable garden.” Additionally, Cassidy spends her free time finding ways to give back to her community by providing food for those in need, supporting small businesses, and seeking out volunteer opportunities. Before starting her recruiting career, Cassidy earned a bachelor’s degree in marketing and communications from Salisbury University. She worked her way through college with part-time serving jobs and practiced leadership skills by holding multiple positions in her sorority. **Categories:** Meet the Team --- ### [Intern of the Week - Peter LoPresti](https://chesapeakesearchpartners.com/intern-of-the-week-peter-lopresti/) **Published:** November 9, 2022 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week –[ Peter LoPresti](https://www.linkedin.com/in/peter-lopresti-509930198/)** Peter is a Business Administration Student at **Loyola University Maryland** with a projected graduation date of May 2024. Peter focuses his studies on Marketing and Information Systems to best prepare himself for his entrepreneurial dream of running his own cafe. Peter is seeking a Summer 2023 internship to begin in June where his strong suits of time management, leadership, organization, communication, and creative problem-solving can be utilized to their fullest extent. Not only has Peter shown passion about starting a business of his own in his post-collegiate future, but he has also shown his altruistic nature through independently traveling to Kenya where he taught classes at an orphanage and raised over $6k to help build and repair their facilities. Please reach out to Peter directly at <palopresti@loyola.edu> if you have a remote or in-person internship in either Boston or New York that will best suit his interests and aid in his professional development. [**Click here to view Peter’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:6996156342335873024) **Categories:** Intern of the Week --- ### [Intern of the Week - Kyle Bansa](https://chesapeakesearchpartners.com/intern-of-the-week-kyle-bansa/) **Published:** November 2, 2022 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – [Kyle Bansa](https://www.linkedin.com/in/kyle-bansa-05769b230/)** Kyle is a Financial Economics student at **[Towson University](https://www.linkedin.com/school/towson-university/)** with a projected graduation date of December 2023. Kyle’s passion for corporate finance was originally cultivated from his love for his mother and her profession. Currently, his goals are to become a Chartered Financial Analyst (CFA) and to utilize his quantitative financial skills to aid companies and clients alike. Kyle is seeking a Summer 2023 internship between May 24th – August that is centered around finance: preferably in Investment Banking, Security & Equity Analysis, Business Analytics, and other quantitative finance spaces. Additionally, Kyle is certified in Microsoft Excel and is proficient in utilizing Tableau, STATA, and R. In his spare time, Kyle enjoys attending book club sessions in his residence hall. Please reach out to Kyle directly if you believe you have the internship that would best suit his interests and professional development! Contact him directly at <kylebansa@gmail.com>. [**Click here to view Kyle’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:6993571360245481472) **Categories:** Intern of the Week --- ### [Meet the Team - Wilma Brockington-Parker](https://chesapeakesearchpartners.com/meet-the-team-wilma-brockington-parker/) **Published:** October 26, 2022 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – [Wilma Brockington-Parker](https://chesapeakesearchpartners.com///meet-the-team/staff/wilma-brockington-parker/)**, *Consultant and* *Executive Coach* Meet **[Wilma Brockington-Parker](https://www.linkedin.com/in/wilmabrockingtonparker/)**, Consultant and Executive Coach at CSP. Native Marylander Wilma Brockington-Parker brings her extensive corporate background in human resources and executive/professional coaching to CSP. Her role encompasses a variety of activities supporting clients including training/development, team building, employee mediation, and coaching. As a certified professional coach, her role helps others grow professionally and personally. “Each of us has the inherent ability to soar. It’s a matter of identifying what’s important, making a plan, having the right support systems, and finally the courage to make it happen. As a coach, I provide interactions supporting actions to succeed.“ Wilma joined CSP in 2020 to support career transition clients. Partner, Practice Director – Human Resources, [Jason Nemoy](https://chesapeakesearchpartners.com///meet-the-team/staff/jason-nemoy/), saw an opportunity to expand CSP’s client offerings to include executive and professional coaching. “I marveled at the opportunity to support clients with coaching. I often think about the quote, ‘If you love what you do, you’ll never work a day in your life.’ I truly live this quote on a daily basis.” So far, one of Wilma’s most rewarding experiences in her role at CSP has been creating team-building and training activities for various clients resulting in self-discovery, accountability, and results. “I thrive on helping individuals and teams grow and be better. I enjoy helping others set goals and take steps towards what they’d like differently. Nothing happens overnight. It is a process. It is critical to do the work and trust the process. I enjoy being a thought partner to help others achieve their goals”. Outside of supporting CSP clients, Wilma enjoys spending time with her family and friends, writing (she’s authored three books and wrote four short plays), line dancing, beach vacations, and crocheting compassion blankets for breast cancer patients. **Categories:** Meet the Team --- ### [Johnny Black, Co-Founder of Chesapeake Search Partners, Honored with Baltimore Business Journal ‘40 Under 40’ Award](https://chesapeakesearchpartners.com/johnny-black-co-founder-of-chesapeake-search-partners-honored-with-baltimore-business-journal-40-under-40-award/) **Published:** September 22, 2022 **Author:** Cassidy Eichelberger **Content:** **BALTIMORE, September 22, 2022** – [Chesapeake Search Partners](https://chesapeakesearchpartners.com///) (CSP) today announced that [Johnny Black](https://www.linkedin.com/in/johnnyblack/), Co-founder and Partner at CSP, has been recognized as a member of the *Baltimore Business Journal’*s 2022 40 Under 40 class. The prestigious award recognizes young professionals in the Greater Baltimore region for outstanding success in business and contributions to their communities. Dubbed one of the region’s most influential young leaders, Black will be celebrated at an in-person event on November 17 and featured in the Baltimore Business Journal print issue on November 18. “I am honored to be recognized among a group of outstanding professionals who represent the next generation of leaders in our business community,” said Black. “I am blessed to have had the opportunity to build amazing relationships throughout my career. These relationships are the foundation for Chesapeake Search Partners, the firm I launched from my parent’s garage in 2013 alongside my founding partners, John Geraghty and Rick Fribush. I look forward to continuing to build relationships with my team and our partners, as well as the community as we support career development for youth in the region.” CSP is a professional search and consulting firm based in Baltimore. By developing relationships and working effectively on behalf of its partners and job candidates, CSP creates meaningful business impact for all. Each of the firm’s core practice areas is led by an expert who understands the process of identifying the right skill set for each position allowing the team to match candidate abilities directly with organizational needs. With a primary focus on the Baltimore and Washington DC area, CSP’s client partnerships, extensive networks, and industry connections enable the firm to support searches outside of the region, extending across the U.S. For more information on the 2022 40 Under 40 class and the in-person event at the Marriott Owings Mills Metro Centre,[ click here. ](https://www.bizjournals.com/baltimore/news/2022/09/19/baltimore-business-journal-40-under-40-2022.html?utm_source=st&utm_medium=en&utm_campaign=me&utm_content=BA&ana=e_BA_me&j=29095322&senddate=2022-09-19) **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing, and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com//](https://chesapeakesearchpartners.com///). **Categories:** News --- ### [Chesapeake Search Partners Moves Up Five Spots to No. 3 in Top Professional Search Firm Rankings in Baltimore](https://chesapeakesearchpartners.com/chesapeake-search-partners-moves-up-five-spots-to-no-3-in-top-professional-search-firm-rankings-in-baltimore/) **Published:** April 26, 2022 **Author:** Cassidy Eichelberger **Content:** **Chesapeake Search Partners Moves Up Five Spots to No. 3 in Top Professional Search Firm Rankings in Baltimore** ***Baltimore Business Journal also ranks CSP as No. 10*** ***Temporary Staffing Firm*** **BALTIMORE, April 22, 2022** – **[Chesapeake Search Partners](https://chesapeakesearchpartners.com///)** (CSP) today announced that the *Baltimore Business Journal* has ranked the company among the top Professional Search and Temporary Staffing Firms in the region. CSP ranked No. 3 in the Professional Search category based on the number of placements and clients in the region, up five spots from last year. The Temporary Staffing category, which ranked CSP six spots higher than last year at No. 10, was determined by the average number of temps working per week, as well as local staff and percentage of temp-to-hire. “We are proud to continue to be named among the top professional search and temporary staffing firms in the Baltimore region,” said John Geraghty, Partner, Director of Recruiting Operations at Chesapeake Search Partners. “Despite the competitiveness of the current employment market and the challenges that are brought with that, our team remained focused and dedicated to continuing to grow and establish relationships to support our partners. As a result, we were able to experience significant growth and improve our rankings this year. We look forward to continuing on that path in 2022.” The *Baltimore Business Journal*’s Book of Lists represents a ranking of regional companies in various categories according to key metrics such as the number of employees, company revenue, and the number of clients, among other factors. To learn more about the Book of Lists, visit <https://www.bizjournals.com/baltimore/datacenter/lists>. **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing, and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com//](https://chesapeakesearchpartners.com///). **Categories:** News --- ### [Intern of the Week - Makena Stoller](https://chesapeakesearchpartners.com/intern-of-the-week-makena-stoller/) **Published:** March 23, 2022 **Author:** Cassidy Eichelberger **Content:** For this week’s Intern of the Week, **Makena Stoller** is in the spotlight! Makena is a well-rounded student at the **College of Charleston School of Business** in South Carolina. She is expected to graduate in 2023 with her Bachelor of Science in Finance. Upon her graduation, Makena is hoping to secure a job in the private side of Finance, Wealth Management, or Portfolio Management. Her internship experience at Brown Advisory in Baltimore, Maryland has her well prepared to fulfill her goals. Prior to entering the workforce, Makena is seeking an internship for the Summer of 2022 in her college city of Charleston, SC between the dates of May 31st – August 19th. In her desired internship, she will utilize her Microsoft Office Skills, expand upon her entrepreneurial capabilities, focus on her analytical skills, and prepare for a fulfilling career in the Finance field. We ask that you please share Makena’s resume with your networks in hopes to find her the internship that will propel her to the next level of developing her career. If you have the ideal internship that satisfies Makena’s objectives, reach out to her here: <stollermj@g.cofc.edu> **[Click here to see Makena’s Resume](https://www.linkedin.com/feed/update/urn:li:activity:6912457117442404355)** Thank you for being a part of the CSP network! If you or your connections have an intern you’d like to spotlight, send over inquiries to <ceichelberger@chesapeakesearchpartners.com>. **Categories:** Intern of the Week --- ### [Intern of the Week - Madjiguéne Gueye](https://chesapeakesearchpartners.com/intern-of-the-week-madjiguene-gueye/) **Published:** April 6, 2022 **Author:** Cassidy Eichelberger **Content:** **CSP Intern of the Week – Madjiguéne Gueye** Today, we get to celebrate **Madjiguéne Gueye** as CSP’s Intern of the Week. Madji is a Senior Finance Major with a concentration in Financial Analysis at **Morgan State University**. She is currently serving in the U.S. Army Reserves as a Financial Management Specialist on top of working part-time as a Trader Joe’s crew member. Throughout her time serving in the army and going through several trainings, Madji has developed strong leadership, problem solving, and teamwork skills. Expanding upon her solid work ethic, Madji has made the Dean’s List at Morgan State University several times in her academic career with Fall 2021 being the most recent. Madji’s skillset involves a deep understanding of Excel and impressive knowledge of Tableau. In addition, she is continuing to complete her Bloomberg Certification. Madji best describes her passion for education and finance through her words provided: “Education is highly important to me because growing up in an African household, it was embedded in me that education is the passport to the future, as Malcom X said. Being the first generation from immigrant parents, I have always been fascinated with how well my parents were able to make the dollar stretch. Which is the main reason why I have a deep passion for Finance.” Upon graduation, Madji would like to work with Banks, Credit Rating Agencies, Investment Companies, Life Insurance, Accounting Firms, or Security Firms. Prior to her December graduation, Madji is hoping to find an internship that will value her thorough background and enhance her knowledge in these areas to propel her into the professional world she desires. Her anticipated internship dates fall between May 20th – August 31st, 2022 with the flexible locations of DC, Maryland and Virginia areas. Share this dedicated, hard-working, dependable young professional with your network or if you have the internship that will support Madji’s professional development, reach out to her at **<maadji98@gmail.com>.** **[Click here to see Madji’s Resume](https://www.linkedin.com/feed/update/urn:li:activity:6917516053749067776)** If you or your connections have an intern you’d like to be in the spotlight next, send inquiries to <ceichelberger@chesapeakesearchpartners.com> **Categories:** Intern of the Week --- ### [Intern of the Week - Ainsley Cline](https://chesapeakesearchpartners.com/intern-of-the-week-ainsley-cline/) **Published:** April 13, 2022 **Author:** Cassidy Eichelberger **Content:** **CSP Intern of the Week – Ainsley Cline** Ainsley is a well-respected Junior Business Administration Major with minors in Management and Environmental Studies at **Lebanon Valley College**. She is currently working as a Peer Tutor and Study Pod Leader for various business courses at LVC. In addition to her dedication towards furthering the knowledge of her peers, Ainsley has made the Dean’s list for 4 consecutive semesters and has been elected Treasurer of the student-run dance team. Now elected President of her dance team, Ainsley’s commitment and enthusiasm in her schoolwork, occupation, and extracurriculars, showcases how deep her work ethic runs. Upon her 2023 graduation, Ainsley is looking forward to developing a career in the fields of Human Resources or Recruiting and Talent Acquisition, with hopes to touch on her interests of Marketing and Event Planning as well. Ainsley’s anticipated internship dates are May 16th – August 12th, 2022. With the preference to stay within the PA, MD, VA, or DC areas, she is open to the idea of relocation around the United States. Ainsley is looking for a company to sponsor her in her education journey—a company to value her well-developed leadership qualities, career goals, proficient Microsoft Office skills and ultimately be supportive in her professional development. Please share this accomplished young professional with your networks in hopes we can connect her with the right internship for her! To contact Ainsley directly, please email her at **<adc006@lvc.edu>** [**Click here to see Ainsley’s Resume** ](https://www.linkedin.com/feed/update/urn:li:activity:6920050999868993536) Follow along these next few weeks to see our final features for Interns of the Week. Until next internship season! **Categories:** Intern of the Week --- ### [Intern of the Week - Matthew Mercado](https://chesapeakesearchpartners.com/intern-of-the-week-matthew-mercado/) **Published:** April 20, 2022 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – Matthew Mercado** **Matthew Mercado** is a devoted, well-rounded third year Computer Science student at **Mount St. Mary’s University**. He is expected to graduate in May 2023 with the dedicated goal to find a Software Engineering or Web Development job with the modest goal of impacting people’s lives. Accompanied by furthering his own education, Matthew continues to impact others’ lives today as a Peer Mentor for his University. Matthew assists dozens of students enrolled in Computer Science II with troubleshooting techniques and Java CS problem-solving. Recognized not only for being a leader within his peers, Matthew is also recognized for being the sole website developer for ‘Escape This Frederick.’ The website successfully decreased user bounce rates from 53% to 21% as well as increased the company’s conversion rate from 2.5% to 4.5%. ‘Escape This Frederick’ is now recognized as one of the most popular escape rooms in Maryland. Matthew’s transformation from a standard “Game Master,” to Manager, to Web Developer, demonstrates his passion and ability to excel in the position he is in. Matthew’s avid problem solving and ability to not only absorb valuable information, but also put it to its intended use has landed him a spot on the Dean’s List 3 semesters in a row and the President’s list this past semester. Matthew’s passion for coding is what motivates him to continue to learn new skills and technologies to prepare him for a professional career in his desired fields. Currently, Matthew plans to start an internship as soon as his semester ends, beginning May 16th, wrapping up before his next semester begins, August 12th. Ideally, Matthew would prefer a Remote internship, but is open to internships in Maryland or Southern Pennsylvania. Please share this accomplished young professional with your networks in hopes to connect him with a company that has the right internship for him! If you would like to reach out to Matthew directly, contact him at **<matthewmercado1999@gmail.com>** Thank you, Matthew, for your submission! [**To view Matthew’s resume, click here**](https://www.linkedin.com/feed/update/urn:li:activity:6922585464394702848) **Categories:** Intern of the Week --- ### [Intern of the Week - Eric Pacheco](https://chesapeakesearchpartners.com/intern-of-the-week-eric-pacheco/) **Published:** May 4, 2022 **Author:** Cassidy Eichelberger **Content:** **CSP Intern of the Week – Eric Pacheco** **Eric Pacheco** is a notable third-year student at **Loyola University Maryland Sellinger School of Business and Management** in Baltimore. He is expected to graduate in May 2023 with a double Bachelor of Business Administration Degree in Economics and Finance. Upon his graduation, Eric is hoping to secure a career that works closely with financial markets and analyzes investment opportunities as well as associated risks. Specifically, he is interested in the status of the economy as it is recovering from COVID-19 and the long-term impact that the pandemic will have on society and financial markets. His main professional goal is to help as many institutions, corporations, and individuals as possible in their pursuit of financial security and the management of their financials. In addition to his professional goals, Eric is a member of Loyola’s division one men’s lacrosse team. Dedicating upwards of 30 hours per week to team functions, he has also devoted a substantial amount of time to his academics and has made the Dean’s list every semester. Through his lacrosse experiences, he has gained knowledge about leadership, teamwork, and competitiveness that gives him a competitive edge to be a successful member of a company and team. Eric values his involvement with the community; therefore, he would like to work for a firm whose principles align with his own. Prior to entering the workforce, Eric is on the search for an internship in the Baltimore/D.C. area for the summer of 2022, precisely between early June to mid-end of August. We ask that you please share his resume with your network to help Eric find the internship that will align best with his professional development. If you have the ideal internship that satisfies Eric’s goals, reach out to him at <empacheco@loyola.edu>. **Thank you for your continued assistance in helping these young professionals connect with internship opportunities!** [**Click here to see Eric’s Resume**](https://www.linkedin.com/posts/chesapeake-search-partners_erics-resume-activity-6927702043209986048-jW-p?utm_source=linkedin_share&utm_medium=member_desktop_web) **Categories:** Intern of the Week --- ### [Intern of the Week - Myles Sefret](https://chesapeakesearchpartners.com/intern-of-the-week-myles-sefret/) **Published:** May 11, 2022 **Author:** Cassidy Eichelberger **Content:** **Intern of the Week – Myles Sefret** Happy Wednesday all! Today, we get the pleasure of wrapping up our first Intern of the Week series with Myles Sefret. Myles is a hard-working, reliable, rising sophomore at the **University of Michigan Ross School of Business**. Equipped with a major in Business Administration, Myles is on the lookout for an internship that will take him in for the Summer of 2022. Myles is in a unique position because he is open any internship that will help expose him to all facets of business. The ideal internship will inspire him and assist him in expanding upon his interest in the Finance industry. Although not looking for anything too specific, Myles’ strengths lie in networking and his proficiency with numbers and mathematics. During his time at the University of Michigan, Myles exercises his work ethic as a Cashier at a local Pizza spot. In this role, he is able to apply his mathematical, customer service, and business administration skills outside of his time at university. Please share Myles’ Resume with your networks to help him find an internship between May 23rd – August 12th in Baltimore, MD. If you have the internship that will be beneficial towards Myles’ professional development, please contact him directly at <msefret@umich.edu>. [**Click here to view Myles’ Resume**](https://www.linkedin.com/feed/update/urn:li:activity:6930175489647026176) **Categories:** Intern of the Week --- ### [Intern of the Week - Prince Coulibaly](https://chesapeakesearchpartners.com/intern-of-the-week-prince-coulibaly/) **Published:** April 27, 2022 **Author:** Cassidy Eichelberger **Content:** CSP Intern of the Week – Prince Coulibaly Today, we share the Intern of the Week spotlight with Prince Coulibaly. Prince is on the lookout for an internship that will prepare him for a career in Acquisitions, Asset Management, or any Commercial Real Estate related sector. He has successfully completed an internship with FCP, a $4.2 billion real estate investment firm, where he bore the responsibility for conducting market research and analyzing potential investment opportunities. In addition to his internship experience, Prince’s experience with Microsoft Excel, Financial Modeling, and Pro-Forma modeling ensures he is well equipped for his next role. Currently, Prince is a ULI Young Leader at University of Maryland Baltimore County, studying to receive his B.A. in in Media and Communications in Spring 2023. He is recognized for being an active member of the Citizens Advisory Committee where he advises the Transportation Planning Board of Greater Washington with recommendations and suggestions for improved mobility options in the region. Prior to his graduation, Prince has plans to secure an internship in the Maryland or Virginia areas between the dates of June 6th – August 8th, 2022. Prince is eager to find a company that will support him in expanding his familiarity in the Real Estate field, assist him in gaining further knowledge in differing asset types and classes, as well as further his experience and knowledge in Argus. Please contact Prince directly at <princecoulibaly8@gmail.com> if you have the internship that will best support him in his professional development and prepare him for a successful career in the fields he desires. [**Click here to see Prince’s Resume**](https://www.linkedin.com/feed/update/urn:li:activity:6925169424102543360) **Categories:** Intern of the Week --- ### [Meet the Team - Jason Nemoy](https://chesapeakesearchpartners.com/meet-the-team-jason-nemoy/) **Published:** November 12, 2020 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – Jason Nemoy**, *Partner, Practice Director* [**Jason Nemoy**](https://chesapeakesearchpartners.com///meet-the-team/staff/jason-nemoy/) joined the CSP team in September 2016 to help build and grow the firm’s HR Practice. Born and raised in Los Angeles, CA, Jason received his Bachelor’s degree in Economics from the University of California, Santa Barbara. He moved to Baltimore in 2001 and graduated with his MS in Human Resources Development from Towson University in 2010. Jason started his career in talent acquisition with the national restaurant chain, California Pizza Kitchen. He was fortunate to be part of a great wave of growth in a 12-year span, helping “CPK” staff over 100 locations. He then went on to pursue his Professional in Human Resources (PHR) certification, and has held various executive HR leadership roles in the Baltimore area. Jason is dedicated to providing an exceptional experience and close partnership with candidates and clients, and really enjoys seeing relationships flourish and grow. So when not working, Jason spends quality time simply being “dad” with his two teenage daughters, Kate and Annie either cooking, spending time outdoors, or “ubering” them at their beck and call. He also finds time to travel back to California several times a year to hanging out with his immediate family and life-long friends. It’s safe to say he has the best of both world, both on the east and west coasts. He especially loves the small town feel of Baltimore. “Smaltimore.” **Categories:** Meet the Team --- ### [Meet the Team-Johnny Black](https://chesapeakesearchpartners.com/meet-the-team-johnny-black/) **Published:** September 23, 2020 **Author:** Cassidy Eichelberger **Content:** **Meet the Team – Johnny Black**, *Partner, Practice Director* Meet[ **Johnny Black**](https://chesapeakesearchpartners.com///meet-the-team/staff/johnny-black/), one of our Founders and Practice Directors. Johnny has been in the recruiting industry his entire professional career from Intern to now a founder of a firm. Throughout his career he has successfully recruited for a variety of skills to include Real Estate, Banking, Finance, Sales, Marketing, Operations, Procurement, Accounting and even Human Resources. This experience has allowed him to support many companies and individuals. When it comes to Johnny’s approach to business, he believes it’s always about the people that can help shape your career. “I have been fortunate to surround myself with so many great people early in my career. I believe it fuels my passion for this business. Individuals from my parents, to Coach Koudelka at Lynchburg Men’s Lacrosse, to Ned Walton, to my CSP partners and entire team; they have all helped me get better personally and professionally. I have those individuals to thank and so many more for helping me along the way.” ***“It’s not about the destination, it’s about the journey getting there.”*** When Johnny isn’t spending time with Chesapeake Search Partners, he enjoys spending time with his wife, Erin, and daughters Parker (5) and Wynn (3). While he appreciates the invite to a best ball golf outing, he’ll be the first one to tell you he’s not an avid golfer. He brings his passion to squash, tennis, and paddle…*big racquet sports guy*. Oh yeah…and he’s definitely into the Peloton movement. **Categories:** Meet the Team --- ### [Chesapeake Search Partners Names Jason Nemoy Partner](https://chesapeakesearchpartners.com/jason-nemoy-partner/) **Published:** January 31, 2022 **Author:** Cassidy Eichelberger **Content:** **Chesapeake Search Partners Names Jason Nemoy Partner** **BALTIMORE, MD (January 31, 2022)—**[ **Chesapeake Search Partners (CSP)**](https://chesapeakesearchpartners.com///)**,** a professional search and consulting firm, today announces[ Jason Nemoy](https://chesapeakesearchpartners.com///meet-the-team/staff/jason-nemoy/) has been named a Partner of the firm. Since joining CSP in 2016 as Practice Director, Nemoy has led the growth of the HR Recruiting Practice which also includes Katie Dordunoo, Olivia Paff, Hannah Weiss, and the Outplacement & Career Services team Barbara Clark and Wilma Brockington-Parker. As Partner, Nemoy will be responsible for growing the practice alongside CSP Partners Johnny Black, Rick Fribush, and John Geraghty. “We are excited to recognize the hard work, professional growth, and commitment Jason has demonstrated during his time at CSP, which has impacted not only the success of the firm but the career development of our team and our clients,” said Johnny Black, Founding Member and Partner, Real Estate & Financial Services Practice, CSP. “A true veteran in the HR industry, we are proud to name Jason Partner, and we are confident in his ability to continue to position our firm for future growth.” A former HR practitioner of 20+ years and past President of the Chesapeake HR Association (CHRA), Jason Nemoy facilitates all Executive Retained and Contingent direct-hire HR searches and oversees CSP’s Outplacement & Career Transition Services program geared specifically for HR professionals. Prior to CSP, Jason held various Executive HR leadership roles in the fitness, hospitality, healthcare, and distribution industries. A true “generalist”, he has touched all facets of HR. “We are thrilled to announce Jason’s promotion. His proven leadership and industry expertise will continue to be invaluable as we build on the momentum we have achieved for his Practice and CSP as a whole in the Baltimore region and beyond,” said Rick Fribush, Founding Member and Managing Partner, CSP. Jason began his career in California after graduating with a B.A. in Economics from the University of California, Santa Barbara. He graduated with a Professional HR Certification from UCLA in 1999 and earned his MS in HR Development from Towson University in 2010. To learn more about CSP and career placement opportunities, visit [**https://chesapeakesearchpartners.com///jobseekers/current-opportunities/**](https://chesapeakesearchpartners.com///jobseekers/current-opportunities/)**.** **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing, Engineering and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com//](https://chesapeakesearchpartners.com///). **Categories:** News --- ### [The Show Must Go On](https://chesapeakesearchpartners.com/the-show-must-go-on/) **Published:** September 29, 2020 **Author:** Cassidy Eichelberger **Content:** **The Show Must Go On** *by Jen Schneider* One of the biggest things I have learned both personally and professionally is that there are times the show must go on. And for those who persevere, you and those around you will be stronger for it. When I was 18, I auditioned and joined my first band – ‘Knock Off Ned’. Over the years I have continued to play in a few other bands, ending my classic rock career with ‘The Jen N Tonics’ alongside my dad, the drummer, and my now husband, who played guitar. Playing in a cover band wasn’t always easy. We played in bars all over the Baltimore area and, as you can imagine, shows did not always go as planned. Technical issues and equipment are oftentimes tremendous hurdles, but more than that were the critics who would voice their opinions after each set. It wasn’t easy to continue to perform when someone would stand next to the stage waiting for your next break. Now for me, wardrobe was important. I loved putting fun outfits together and I remember one show where I dropped my super cute “performance shirt” in the toilet (because the bathroom was my “dressing room”). I couldn’t just go to the owner of the bar and say, “Hey, I don’t have the shirt I want, we need to pack it up and call it a night.” I ended up wearing the tank top I had on even though it was sweaty and covered in dirt from hauling our equipment into the venue. In the end I don’t think anyone noticed. One of the hardest obstacles to overcome was playing to no audience. My Number One fan was my mother who would always attend our shows, but there were nights where we were playing for just her and the bartender. Playing music for two people for two plus hours is tough. Crowd energy can make or break a show, but we always finished those shows with a smile on our faces (even when we didn’t feel like it). As we navigate life in the time of COVID, I am reminded of the obstacles we faced when performing. Being a search consultant right now isn’t easy, and I think it is safe to say life during COVID isn’t easy in general. While I know those hiccups I mentioned are small compared to what everyone is facing today it reminds me that even when things don’t go according to plan, we as professionals have to perform. We must perform to support our families, to maintain momentum, and for me, to perform to offer the level of partnership to clients and candidates. Whether it is navigating your Wi-Fi, homeschooling your kiddos, travel restrictions or missing Friday happy hours – all coupled with the lingering anxiety and uncertainty surrounding a pandemic- you have to take a step back. As long as you continue to perform you will get the best outcome possible. Last year ‘The Jen N Tonics’ came out of retirement after six years for a charity event. Even though we practiced for months before the show, we were rusty and made mistakes, but it was one of the best shows I’ve ever had the pleasure of playing. We played for a great cause, [Special Olympics Maryland](https://www.somd.org/), and I was blessed to perform with my sons (ages two and four at the time), my dad and my husband in front of some of the most important people in our lives. During these times as we embrace this “new normal” I hope you are able to smile through the difficulties, support one another, sing, dance and continue to perform. Give yourself grace in those moments when you stumble because as long as you take a breath and continue pushing forward, the show will go on. **Categories:** Recruiting Insights --- ### [Why Boomer loves Mondays – A Story of Positivity & Persistence](https://chesapeakesearchpartners.com/why-boomer-loves-mondays-a-story-of-positivity-persistence/) **Published:** February 24, 2021 **Author:** Cassidy Eichelberger **Content:** **Why Boomer loves Mondays – A Story of Positivity & Persistence** *by Bryan Howe* In February 2020 I was packing to go to DC for a Washington Capitals game. Boomer swiftly stole my socks I had dropped on the floor and I chased after him. I caught him and reminded my fiancé Charlotte how nice it would be to have a night away from the “little man”. We left Boomer with Charlotte’s sister and were on our way to DC to enjoy the game. On the drive home Sunday morning, we received an alarming call that Boomer had not eaten all weekend and was acting sluggish. We rushed home and whisked him to the local Pet ER. After a week of countless tests and visits to three different vet hospitals, Boomer was diagnosed with a very rare bacterial infection in his chest cavity, which was causing his right lung to collapse. He would endure three different procedures, including a five-hour thoracic surgery to open his chest and flush out the bacteria and abscess. Boomer slept in the hospital for six straight nights before he could return home. After a traumatizing couple of weeks, Boomer settled in at home and we felt so blessed to have him back safe and on the road to recovery. As difficult as it was for our family, Boomer was resilient in keeping his smile and would always wag his tail when we would visit him in his kennel. Although a difficult transition at first, he returned to his normal self just two months later… when he brought my socks out from my room to chew on. Soon after this experience, we were confronted with a global pandemic. Charlotte and I found ourselves working from home. The upside–it gave us more time to be around Boomer. It was out of this pandemic, pushing us to spend more time together that “Boomer Mondays” was developed. “Through these unprecedented times, Boomer remains positive. He still plays with his toys, chews his bones, loves his walks, and enjoys the extra time I have to spend with him. He reminds me every day that positivity is what we all need right now.” – from the first Boomer Monday post. We felt compelled to share his message of resilience and positivity as we knew he had been through hell when he was fighting his infection. Throughout his illness, Boomer was always smiling, and you would never know the pain he was facing. We were fortunate to be able to be around him as he recovered–even when all he asked for was a head scratch and blanket to sleep on. Remaining positive was all that Boomer knew to do. Simplistic in nature, he was a reminder that in a world out of your control, it could be easier to manage with a smile. We did not know at the time the magnitude of the pandemic and its impact on everyone’s lives but felt it paramount to remain positive. We wanted to thank everyone for their support of his posts and most of all the dedicated veterinary staff of the Towson Pet+ER and Animal Emergency Hospital in Bel Air for saving Boomer’s life and allowing him to enjoy Mondays and every day. Here we are in February 2021, nearly a year later to the day and with his tail wagging furiously, he reminds us to stay positive. **Categories:** Recruiting Insights --- ### [This Maryland Day CSP Makes History with Bagels](https://chesapeakesearchpartners.com/this-maryland-day-csp-makes-history-with-bagels/) **Published:** March 25, 2021 **Author:** Cassidy Eichelberger **Content:** **This Maryland Day CSP Makes History with Bagels** Today is Maryland Day, an official observance to honor Maryland history. To celebrate, the Founding Partners of the CSP team enjoyed a Maryland-themed bagel brunch thanks to a special delivery from our neighborhood bagel shop, THB Bagelry & Deli. While it seems so simple–bagels and coffee in our office–it’s really the first time we have done this in several months. So in a way, we made history this Maryland day with our first “mini” in-office team breakfast. While enjoying New York-style bagels, we got to discussing the great “return to the office” debate many companies are facing right now. Our team connects with experienced job candidates and successful small to mid-size companies every day, so it was interesting to talk about the perspectives candidates and companies have been sharing with our team members. Here are just a few of the insights and predictions that came up during our brunch–from the future of in-office requirements, to reopening timelines. The one factor that resonated throughout was the need for **flexibility**. **The current landscape: remote work vs in-office** We are seeing a pretty even split between in-office versus remote work requirements today, with many workplaces having adopted a hybrid model as well. In regard to company expectations of remote work moving forward, we’re seeing some take a firm stance, requiring on-site work full-time and limited flexibility, which has ultimately limited their candidate pool. Clients who are requiring 100% on-site work but allow greater flexibility versus having a blanket policy for the whole organization are seeing more interest from a broader candidate pool for open positions. From the candidate perspective, the majority want the opportunity to find an operating rhythm that works best for them and have the support of the organization they work for to do so. Even if they are not satisfied with their current role, many are staying put as a result of uncertainty about what a new company may require them to do when things open up. Even if a new role allows them to begin remote, they are not sure about future shifts to in-office requirements. **Reopening timeline** We are seeing the timeline of reopening offices be based predominantly on size and perception. Small to mid-size privately held organizations appear to be on a faster timeline, with some of those organizations having already reopened for normal business hours. It appears that the majority of these organizations will have put some type of reopening procedures in place by the beginning of Q3 at the latest. For larger and most likely public companies, they seem to have a much longer reopening plan in place, extending till beginning of Q4 if not January of 2022. While the health and wellbeing of employees remains priority, companies are using this time to evaluate their office space for the foreseeable future. Do they need less space or more space? Do you have a traditional office layout or more open space? **Flexibility is key** Some candidates are adamant about remaining remote and will not consider an opportunity if it requires in-office work. Meanwhile, we hear others miss the collaboration and interaction and are eager to get back into the office. More often than not though, most candidates want some level of flexibility to work from home a few days a week or adjust their schedule to meet personal obligations such as virtual learning for their kids or care for an elderly family member, or simply they have found themselves to be more productive when they are working from home with less office distractions. If a candidate has flexibility in their current role and a new opportunity doesn’t offer it, they’re more likely to opt to stay in their current role to maintain that flexibility. Companies that prioritize flexibility will see the greatest opportunity in terms of candidates who want to work there, and employees who want to stay. As we saw in the market in the past decade with healthcare benefits and costs being evaluated by candidates considering a move, we are now seeing remote work flexibility being another aspect of evaluation for a potential career move. We’ll continue to keep up the dialogue around workplace expectations and employee values when it comes to how and where they work. And for those wondering, our own office is in a flexible state right now, which is why you don’t see all of our team members enjoying bagels today. When it’s all said and done, CSP will continue to offer a hybrid work schedule with some in-office team meetings expected. **Categories:** Recruiting Insights --- ### [Chesapeake Search Partners Continues Expansion of Sales, Marketing, Engineering and Operations Practice](https://chesapeakesearchpartners.com/chesapeake-search-partners-continues-expansion-of-sales-marketing-engineering-and-operations-practice/) **Published:** September 10, 2021 **Author:** Cassidy Eichelberger **Content:** **Chesapeake Search Partners Continues Expansion of Sales, Marketing, Engineering and Operations Practice** *Promotes Jen Schneider, adds two new hires and an Engineering focus* **BALTIMORE, MD (September 10, 2021)—**[ **Chesapeake Search Partners (CSP)**](https://chesapeakesearchpartners.com///)**,** a professional search and consulting firm, today announces the continued growth of its Sales, Marketing, Engineering and Operations practice. Longtime Sales and Marketing Search Consultant Jen Schneider has been promoted to Senior Search Consultant. CSP has also brought on Matt Levin as Senior Search Consultant and Andrew Fanshaw as Search Consultant, in addition to adding a new Engineering focus to the practice—which is now referenced as “SMEO.” “I am thrilled to announce the success and continued investment in the growth of our SMEO practice with the promotion of Jen Schneider to Senior Search Consultant,” said Cameron Shinaberry, Director of the SMEO practice. “Jen is an integral piece of our growing practice and I’m confident that she will continue to take the Sales and Marketing piece to new heights. Together, we are excited to welcome Matt and Andrew to the team to support us in driving new relationships and sustained growth in each of our sectors.” In her new role, Jen Schneider will lead the growth and day-to-day management of the Sales and Marketing side of the practice. She brings more than eight years of recruiting experience to CSP, first joining the firm as a Search Consultant where she has focused on supporting the development of the Sales, Marketing and Operations practice for the last five years. With more than 14 years of recruiting experience, Matt Levin joins CSP as a Senior Search Consultant. In his new role, he will work closely with Practice Director Cameron Shinaberry to grow and develop the Engineering and Operations side of the practice. Prior to joining the firm, Levin was Director, Recruitment and Talent Acquisition at ClearOne Advantage and a Corporate Recruiting Manager at Cowan Systems. He launched his recruiting career at Aerotek where he built his recruiting skills and background for six years. Levin received a B.S. in Business Administration from Towson University. Andrew Fanshaw joins CSP as a Search Consultant where he will support driving new business and customer relationships for the full practice areas of Sales, Marketing, Engineering and Operations. Prior to CSP, Fanshaw was a Talent Acquisition Specialist at Stanton Chase where he primarily focused on Executive Search. He also held the role of Research Specialist at MRIGLobalSearch. Fanshaw received a B.A. in Public Relations and Mass Communications from Towson University. To learn more about CSP and its Sales, Marketing, Engineering and Operations Practice, visit https://chesapeakesearchpartners.com///placement-specialties/sales-marketing-operations/. **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing, Engineering and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com//](https://chesapeakesearchpartners.com///). \# # # **Categories:** News --- ### [Chesapeake Search Partners Promotes Bryan Howe and Patrick Fitzgerald to Senior Search Consultants](https://chesapeakesearchpartners.com/1084/) **Published:** April 21, 2021 **Author:** Cassidy Eichelberger **Content:** **PRESS RELEASE** **FOR IMMEDIATE RELEASE** Media Contact**:** Caitlin Wolf <caitlinrwolf@gmail.com> 410.935.2363 **CHESAPEAKE SEARCH PARTNERS PROMOTES BRYAN HOWE AND PATRICK FITZGERALD TO SENIOR SEARCH CONSULTANTS** **BALTIMORE, MD (April 21, 2021)—**[ **Chesapeake Search Partners (CSP)**](https://chesapeakesearchpartners.com///)**,** a professional search and consulting firm, today announces the promotion of Bryan Howe and Patrick Fitzgerald to Senior Search Consultants. Howe will be responsible for growing the Real Estate & Financial Services practice under the direction of Johnny Black, while Patrick will be focused on growth for the Accounting & Finance practice under the direction of Rick Fribush. When Bryan joined CSP in 2019, he brought two years of recruiting and business development experience to the firm having specialized in professional services, accounting and finance. Bryan began his career in Charleston, South Carolina as a Business Development Specialist and Logistics Broker with the Allen Lund Company after graduating with a B.S. in Business Administration and minor in Economics from the College of Charleston. “We are thrilled to promote Bryan to Senior Search Consultant,” said Johnny Black, Founding Member and Partner, Real Estate & Financial Services Practice, CSP. “Since joining the firm nearly two years ago, Bryan’s hard work and passion have resulted in the growth of one of CSP’s newer practices while also bringing value and perspective to our firm’s corporate marketing efforts. I’m confident that his new role will position him to drive continued growth and collaborative, engaged relationships with our clients and candidates.” Patrick has been a search consultant with CSP since graduating from Towson University in 2014 with a B.S. in Communication Studies. As CSP’s first full-time hire, Patrick has grown his role over the last five years from a general recruiter to a specialized focus on growing the firm’s core Accounting & Finance practice alongside Partners Rick Fribush and John Geraghty. “Patrick’s promotion is well-deserved and his dedication and hard work have set him on a tremendous path for career growth here at CSP,” said Rick Fribush, Founding Member and Partner, Accounting & Finance Practice at CSP. “We’re confident that Bryan and Patrick will both be amazing mentors, helping to develop new hires as we continue to grow our key practice areas.” To learn more about CSP and career placement opportunities, visit [**https://bit.ly/2SXs2i4**](https://bit.ly/2SXs2i4) **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com//](https://chesapeakesearchpartners.com///). \# # # **Categories:** News --- ### [Chesapeake Search Partners Expends Sales, Marketing and Operations Practice with New Hire](https://chesapeakesearchpartners.com/chesapeake-search-partners-expands-sales-marketing-and-operations-practice-with-new-hire/) **Published:** February 3, 2021 **Author:** Cassidy Eichelberger **Content:** ##### PRESS RELEASE ##### FOR IMMEDIATE RELEASE **Media Contact:** Caitlin Wolf, [caitlinrwolf@gmail.com, ](mailto:caitlinrwolf@gmail.com)410.935.2363 BALTIMORE, MD (February 3, 2021)— Chesapeake Search Partners (CSP), a professional search and consulting firm, is pleased to announce the addition of Cameron Shinaberry as Director, Sales Marketing and Operations Practice. Shinaberry, who will also join the firm’s Executive Leadership Team, will be responsible for overseeing and growing CSP’s Sales, Marketing, Engineering and Operations (SMEO) Practice. He will also bring on a strong client portfolio in the engineering, manufacturing, and construction sectors. CSP Search Consultant, Jen Schneider, will report to Shinaberry. “I am thrilled to announce the addition of Cameron Shinaberry to our team at Chesapeake Search Partners. As Director for our SMO practice, Cameron will play a pivotal role in the operational growth of our firm,” said Johnny Black, Founding Member and Partner, Chesapeake Search Partners. “CSP is dedicated to providing a collaborative and engaged recruitment partnership with our clients, which requires a keen style and approach, which Cameron embodies. I’m confident his experience as a Corporate HR and Recruiting Practitioner paired with his strong agency recruiting background will take CSP’s SMO Practice to the next level.” Bringing more than 18 years of recruitment and hiring expertise to the team, Shinaberry previously was the Director of HR and Administration at Blueprint Robotics where he launched a formal HR function and developed a recruitment process that led to the hiring of more than 250 employees over four years. A member of the company’s Executive Team, he helped lead Blueprint’s organizational design, culture creation, and overall HR strategy implementation. “I am excited to join CSP not only because of the opportunity to leverage my background to make an impact on the firm’s growth but because of the people. The firm has a dynamic culture and shares the same vision that I have—to foster relationships and provide a value-added service that our clients can not accomplish on their own,” shared Cameron Shinaberry. Upon receiving his B.S. in Accounting and Information Systems from Virginia Polytechnic Institute and State University, Shinaberry began his career at Aerotek, where he spent seven years in sales and management. He then held the role of North American Director of Talent Management at Williams Scotsman where he created an internal recruiting team that eliminated 90% of staffing costs and developed a performance management platform that was rolled out globally within the organization. Shinaberry also led multiple facets of HR, including talent acquisition, performance management and employee relations as the Director of HR at Coastal Sunbelt Produce. To learn more about CSP and its Sales, Marketing and Operations Practice, visit https://chesapeakesearchpartners.com///placement-specialties/sales-marketing-operations/. About Chesapeake Search Partners Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit https://chesapeakesearchpartners.com//. \# # # **Categories:** News --- ### [Chesapeake Search Partners’ Co-Founder, Johnny Black, Named to the Daily Record’s 2021 VIP List](https://chesapeakesearchpartners.com/chesapeake-search-partners-co-founder-johnny-black-named-to-the-daily-records-2021-vip-list/) **Published:** July 20, 2021 **Author:** Cassidy Eichelberger **Content:** *Black recognized as Very Important Professional Successful by 40* **Baltimore (July 20, 2021) —** [Chesapeake Search Partners](https://chesapeakesearchpartners.com///) (CSP) today announced *The Daily Record* has named Johnny Black, Co-Founder and Partner at CSP, to the 2021 VIP List — Very Important Professionals Successful by 40 awards. The award recognizes professionals 40 years of age and younger who have been successful in Maryland. Winners, chosen by a panel of judges including the previous year’s winners and representatives of *The Daily Record*, were selected based on professional accomplishments, community service and the impact of their achievements. “It is an honor to be named to the Daily Record’s VIP List alongside some of the top professionals in the region,” said Johnny Black. “Since co-founding CSP in 2013, I’ve focused on doing what I truly love — growing relationships, valuing employees, and giving back to the community. To be recognized for that is truly humbling. I look forward to continuing to make an impact here in Baltimore and supporting career growth for professionals throughout the region.” “The 2021 VIP List honorees are inspirations to many. Their ideas, energy and creative spirit strengthen companies across Maryland and beyond,” said Suzanne Fischer-Huettner, senior group publisher of *The Daily Record*. “In addition, they are full of optimism and passion for helping others in their communities. *The Daily Record* is pleased to recognize these talented young leaders and looks forward to what the future holds for them.” The VIP List honorees will be recognized at an online celebration on Sept. 22 from 6 to 7 p.m. Each of the winners will be celebrated for their achievements through video storytelling. Guests will have the opportunity to participate in the program with their congratulations and cheers using social media platforms from their homes or offices. For tickets, visit https://thedailyrecord.com/vip-list/. The event hashtag is #TDRevents. A VIP happy hour for honorees and sponsors will be held on Sept. 23 from 5:30 to 7 p.m. at Gertrude’s at the Baltimore Museum of Art, 10 Art Museum Drive in Baltimore. Winners will be profiled in a special magazine that will be inserted into the Sept. 23 issue of *The Daily Record* and will be available online at [TheDailyRecord.com](https://www.thedailyrecord.com). **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing, Engineering and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com//](https://chesapeakesearchpartners.com///). ***About The Daily Record*** Celebrating 133 years of journalistic excellence, *The Daily Record* is a multimedia news source that publishes a print and online edition five days a week and breaks news daily on its website, TheDailyRecord.com. In addition, *The Daily Record* publishes more than 30 special products a year including *Women Who Lead, Doing Business in Maryland*, *Way to Be* and *Expanding Opportunities*. *The Daily Record* also honors leading Marylanders through nine annual awards events including Maryland’s Top 100 Women, Influential Marylanders and Most Admired CEOs. Its Digital Marketing Solutions helps customers with social media, search engine marketing and optimization, retargeting, email marketing and more. *The Daily Record* is part of BridgeTower Media, one of the country’s leading business-to-business media companies with more than 40 print and digital publications in more than 25 U.S. markets **Categories:** News --- ### [Employee Engagement, Company Culture and Leadership Survey Results](https://chesapeakesearchpartners.com/employee-engagement-company-culture-and-leadership-survey-results/) **Published:** January 4, 2021 **Author:** Cassidy Eichelberger **Content:** **Employee Engagement, Company Culture and Leadership Survey Results** Over the last three months, we surveyed our network of employers, job seekers, and professionals about topics that are pertinent to today’s market. With 2020 in the rearview mirror, we’re taking time to reflect, summarize the learnings, and share how we plan to leverage these to help our company and our clients succeed in the year ahead. **A recap of what we learned** In October, we polled our network about employee engagement in a remote work environment. While regular video meetings are valued by organizations as a way to maintain engagement when working remotely, they do not enable leaders to foster and maintain company culture or new hire onboarding. November’s survey explored culture even further and found that the majority of respondents believe that a positive company culture makes them glad to work at their company. The top factors impacting a positive culture? Management and leadership approach, with a focus on clear communication and feedback. In December, our survey dove deeper into management. The results showed that a good leader leads by example (29% of responses) and can inspire those around him or her (25% of responses). We also learned that the top areas employees would change about their leadership’s management style would be improved communication (34% of responses), and fair treatment of all employees (31%). For those respondents who have left a company due to leadership, an overwhelming 61% of respondents shared that they would advise their manager to be more focused on employee morale. **Takeaways heading into 2021** Leading by example. Improving communication. Ensuring fairness across the board. These are attributes that leaders struggle to achieve in a normal workplace, let alone among distributed teams in today’s remote work environment. For many businesses, the majority of employees have not been in the same building as their managers for months. The somewhat isolated and siloed work environment brought on by COVID is one many leaders have never had to navigate before. However, keeping open lines of communication and understanding what employees are looking for and value most in today’s work environment is an impactful place to start. For leaders and employees to prepare for what 2021 (and potentially a post-COVID world) has in store, two things are certain–they must become comfortable with change and uncertainty and continue to adapt. What to expect from CSP** Our ears are to the ground and we remain dialed into the issues facing today’s workplace. In 2021, we’ll continue to poll our network and you can expect to hear more about the topics that matter. We also plan to communicate our expertise from our leaders on timely issues such as the labor market, hiring processes, trends in our key practice areas, and more. While we do not know exactly what the future holds, we do know that we will continue to provide guidance backed by experience–enabling employers and candidates to improve their workforce and career and resulting in a better tomorrow. Bring on 2021! **Categories:** News --- ### [Chesapeake Search Partners Ranks Among Top Professional Search and Temporary Staffing Firms in the Region](https://chesapeakesearchpartners.com/chesapeake-search-partners-ranks-among-top-professional-search-and-temporary-staffing-firms-in-the-region/) **Published:** March 2, 2021 **Author:** Cassidy Eichelberger **Content:** ##### PRESS RELEASE ##### FOR IMMEDIATE RELEASE **Media Contact:** Caitlin Wolf, [caitlinrwolf@gmail.com, ](mailto:caitlinrwolf@gmail.com)410.935.2363 **BALTIMORE, March 2, 2021** – [Chesapeake Search Partners](https://chesapeakesearchpartners.com///) (CSP) today announced that the *Baltimore Business Journal* has ranked the company among the top Professional Search and Temporary Staffing Firms in the region. CSP ranked No. 8 in the Professional Search category based on the number of placements and clients in the region. The Temporary Staffing category, which ranked CSP at No. 16, was determined by the average number of temps working per week, as well as local staff and percentage of temp-to-hire. “We are proud to be named among the top professional search and temporary staffing firms in the Baltimore region,” shared Rick Fribush, Partner and Practice Director at Chesapeake Search Partners. “This recognition is a direct result of the passion and effort our team puts in day in and day out to establish and grow relationships with amazing businesses, partners, and candidates. And their success is our success–we truly look forward to continuing to create meaningful impact. The *Baltimore Business Journal*’s Book of Lists represents a ranking of regional companies in various categories according to key metrics such as the number of employees, company revenue, and the number of clients, among other factors. To learn more about the Book of Lists, visit <https://www.bizjournals.com/baltimore/datacenter/lists>. **About Chesapeake Search Partners** Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing, and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit [https://chesapeakesearchpartners.com//](https://chesapeakesearchpartners.com///). **Categories:** News --- ## Pages ### [Welcome to Chesapeake Search Partners](https://chesapeakesearchpartners.com/) **Published:** October 3, 2025 **Author:** Cassidy Eichelberger **Content:** Partner with a Search Firm You Trust. Connecting people, strengthening teams, and supporting growth. Professional & Executive Search HR Consulting ## Planning for the Future of Our Business Partners and Clients ## About CSP **[Chesapeake Search Partners (CSP)](https://chesapeakesearchpartners.com/the-csp-difference/)** is a professional search and consulting firm committed to making a lasting impact for our clients and candidates. With over a decade of experience across diverse industries, we prioritize transparency, build meaningful relationships, and deeply understand the unique needs of those we serve. We provide retained, exclusive, contingent, and contract placement services for roles ranging from mid-level to C-suite. Based in the Baltimore–Washington, DC region, we serve clients nationwide and were ranked #3 by the *[Baltimore Business Journal](https://www.bizjournals.com/baltimore/subscriber-only/2026/08/07/here-are-the-largest-professional-search-firms-in-greater.html)* in 2025. Our Services Through **[Chesapeake HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)**, we offer fractional HR support, HR consulting, executive coaching, and outplacement services. This allows us to support companies beyond hiring by strengthening their HR infrastructure, enabling long-term growth. Connect with Our HR Experts ## Highly Customized, Trusted HR Support That Helps You Run and Grow Your Business ### By the Numbers September 2026 Employment Report [dipi_counter suffix=”%” count_to_number=”4.2″ _builder_version=”4.27.6″ _module_preset=”default” all_text_color=”#FFFFFF” all_line_height=”0.5em” prefix_text_color=”#FFFFFF” number_font=”|700|||||||” number_text_color=”#FFFFFF” number_font_size=”0.8em” suffix_text_color=”#FFFFFF” suffix_font_size=”0.4em” custom_margin=”||||false|false” custom_padding=”||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][/dipi_counter] Unemployment Rate [dipi_counter count_number_thousands_separator=”,” count_to_number=”29000″ _builder_version=”4.27.6″ _module_preset=”default” all_text_color=”#FFFFFF” all_line_height=”0.5em” prefix_text_color=”#FFFFFF” number_font=”|700|||||||” number_text_color=”#FFFFFF” number_font_size=”0.8em” suffix_text_color=”#FFFFFF” suffix_font_size=”0.4em” custom_margin=”||||false|false” custom_padding=”||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][/dipi_counter] Net New Jobs [dipi_blog_slider include_categories=”43,7,76,60,49″ use_thumbnail_height=”on” thumbnail_height=”220px” excerpt_length=”100″ show_more=”on” show_author=”off” show_categories=”off” space_between=”27″ loop=”on” autoplay=”on” navigation=”on” pagination=”on” navigation_prev_icon_yn=”on” navigation_prev_icon=”#||divi||400″ navigation_next_icon_yn=”on” navigation_next_icon=”$||divi||400″ navigation_size=”30″ navigation_padding=”30″ navigation_color=”#ffffff” navigation_bg_color=”#05472B” pagination_color=”#15022a” pagination_active_color=”#15022a” image_animation=”zoomin” item_bg_color=”#eaeaea” columns_tablet=”1″ columns_phone=”1″ columns_last_edited=”on|tablet” space_between_tablet=”” space_between_phone=”50″ space_between_last_edited=”on|phone” container_padding_tablet=”” container_padding_phone=”30px|5px|30px|5px|false|false” container_padding_last_edited=”on|phone” navigation_size_tablet=”30″ navigation_size_phone=”25″ navigation_size_last_edited=”on|phone” navigation_padding_tablet=”30″ navigation_padding_phone=”17″ navigation_padding_last_edited=”on|phone” navigation_position_left_tablet=”-50px” navigation_position_left_phone=”-21px” navigation_position_left_last_edited=”on|desktop” navigation_position_right_tablet=”-50px” navigation_position_right_phone=”-17px” navigation_position_right_last_edited=”on|phone” overlay_bg_color_gradient_type_tablet=”linear” overlay_bg_color_gradient_type_phone=”linear” _builder_version=”4.27.6″ header_font=”||||||||” header_text_align=”center” header_text_color=”#05472B” header_font_size=”16px” header_line_height=”1.2em” body_text_align=”center” body_text_color=”#000000″ body_font_size=”13px” cat_text_align=”center” cat_text_color=”rgba(255,255,255,0.4)” cat_font_size=”14px” cat_letter_spacing=”1px” date_font=”|700|||||||” date_text_color=”#05472B” custom_button=”on” button_text_size=”13px” button_text_color=”#FFFFFF” button_bg_color=”#05472B” button_border_width=”0px” button_letter_spacing=”0px” button_font=”|||on|||||” button_alignment=”center” button_custom_margin=”||||false|false” button_custom_padding=”7px||7px||false|false” header_font_size_tablet=”” header_font_size_phone=”20px” header_font_size_last_edited=”on|phone” body_font_size_tablet=”” body_font_size_phone=”14px” body_font_size_last_edited=”on|phone” custom_css_title=”max-width: 370px;||margin: auto;” custom_css_content=”color: #ffffff60;” box_shadow_style_item=”preset1″ box_shadow_blur_item=”22px” box_shadow_color_item=”rgba(21,2,42,0.2)” global_colors_info=”{}” overlay_bg_color__hover_enabled=”on|desktop” overlay_bg_color_gradient_start__hover=”rgba(10,0,0,0)” overlay_bg_color_gradient_direction__hover=”180deg” overlay_bg_color_gradient_start_position__hover=”50%” overlay_bg_color__hover=”rgba(0,0,0,0)” overlay_bg_enable_color__hover=”on” overlay_bg_color_gradient_overlays_image__hover=”on” overlay_bg_color_gradient_end__hover=”#000000″ overlay_bg_color_gradient_stops__hover=”rgba(10,0,0,0) 50%|#000000 100%” overlay_bg_color_gradient_type__hover=”linear” image_bg_color_gradient_type__hover=”linear”][/dipi_blog_slider] --- ### [Chesapeake HR Solutions™ | HR Consulting](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/) **Published:** June 19, 2025 **Author:** Cassidy Eichelberger **Content:** # HR. Exactly how you need it. ## Chesapeake HR Solutions™ **Welcome!** We’re glad you’re here exploring what Chesapeake HR Solutions offers. Since 2018, we’ve been helping businesses with flexible, practical HR support, covering everything from day-to-day HR guidance to strategic HR consulting and project-based work. What makes us different than other HR consulting firms in Maryland? We’re closely connected and fully backed by the mothership: **[Chesapeake Search Partners (CSP)](https://chesapeakesearchpartners.com/the-csp-difference/)**. That means we not only understand the HR function, we live and breathe talent acquisition, an essential part of your business’s success. By combining deep recruiting expertise with hands-on HR solutions, Chesapeake HR Solutions (CHRS) helps companies build stronger teams and healthier workplaces locally and nationally. Thank you for taking a closer look at us. ## Highly Customized, Trusted HR Support that helps you run and grow your business ### Fractional & Interim HR Support For organizations that don’t require a full-time HR leader but need immediate HR support. ### Executive Coaching For organizations undergoing transitions, facing cultural or leadership challenges, or seeking to develop their leaders. ### Outplacement & Career Coaching For organizations that are downsizing or undergoing workforce transitions, seeking to help their employees secure new opportunities. Contact us ## Fractional & Interim HR Support We partner with organizations that may not require a full-time HR leader or may need immediate HR support due to an outgoing leader. During the engagements, our consultants can also tackle important projects from developing employee handbooks and performance management programs, to HR audits and sensitive internal investigations. Our clients include startups and small to mid-sized organizations seeking long-term, outsourced, fractional HR leadership partnerships. We also support organizations in need of talent acquisition support, either full-time or in a fractional capacity. ## Executive Coaching & Leadership Development Companies undergoing organizational transitions, navigating cultural challenges, experiencing leadership challenges, or looking to develop leaders partner with our Executive Coaching team. Our team comes with extensive HR backgrounds and are all credentialed through the International Coaching Federation (ICF). We also provide customized leadership training and are certified to administer the **[DiSC assessment](https://chesapeakesearchpartners.com/what-is-disc-and-how-can-it-strengthen-your-leadership-team/)**. ## Outplacement & Career Coaching Organizations that downsize or experience workforce transitions look to us to help their colleagues move on and secure new roles faster. We assist in developing professional resumes and social media profiles, provide ongoing coaching and leverage our extensive networks with the Search Consultants at Chesapeake Search Partners. ## THE HR SOLUTIONS TEAM #### JASON NEMOY Partner, Practice Director #### SAMANTHA BAYLISS Executive HR Consultant #### WILMA BROCKINGTON-PARKER, PCC Outplacement Consultant & Executive Coach #### BARBARA CLARK Outplacement & Career Coach #### JULIE EAST, ACC Executive HR Consultant & Leadership Coach #### DONNA GARON Senior HR Consultant #### SAMANTHA GREENBAUM Talent Acquisition Consultant #### LAURA LOCKE Senior Talent Acquisition Consultant ### LET US KNOW HOW WE CAN HELP \[dipi\_blog\_slider include\_categories=”76″ use\_thumbnails=”on” show\_more=”on” show\_author=”off” show\_excerpt=”off” item\_padding=”0px\|0px\|20px\|0px\|false\|false” \_builder\_version=”4.27.5″ \_module\_preset=”default” header\_level=”h4″ header\_text\_align=”left” header\_line\_height=”1.3em” button\_alignment=”left” custom\_margin=”-50px\|\|0px\|\|false\|false” custom\_padding=”0px\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_blog\_slider\] Contact CHRS --- ### [Search Approach](https://chesapeakesearchpartners.com/employers/search-approach/) **Published:** April 22, 2024 **Author:** Cassidy Eichelberger **Content:** # SEARCH APPROACH # SEARCH STRATEGY & EXECUTION Chesapeake Search Partners goes to great lengths to identify, qualify, and deliver the best professionals for our clients. We will be your single source of contact throughout the search process—a true partner in identifying the right candidate to solve your unique business challenges. We routinely provide feedback and status reports on candidates and market intelligence throughout the search. Specification Development ***We ensure we fully understand your requirements and business initiatives.*** We will meet with key stakeholders to fully understand your business, the technical skills required for the position, and your unique corporate culture. We will share our extensive knowledge of the local market and the current landscape of top talent. Sourcing ***We strategically approach our search by first leveraging contacts within our vast referral network.*** We use a referral-driven approach to identify candidates from like corporate cultures with relevant experience. Screening ***We thoroughly screen all candidates.*** We properly vet potential candidates and fully evaluate their interest and qualifications. This is essential to ensure that candidates are qualified and that the position provides the appropriate challenges and opportunities for their career growth. Candidates must fit your needs in terms of skills and culture. Presentation ***We will present only those candidates that we believe meet your criteria.*** We will present candidates in writing, providing a detailed account of their experience and personal qualities. Initial reference checks have been completed prior to presentation to ensure the candidate is a professional and cultural fit. Follow-up ***We provide ongoing communication during and after the search.*** As the search concludes, we can provide advice as needed through the hiring and onboarding process. We remain in contact with placed candidates as they become successfully established in their new positions. CSP’s Goal is to Provide a Mutually-Successful Partnership and Highly Desirable Candidates to Achieve Your Hiring Needs. Click Here As with any partnership, all sides need to be active participants. From defining the role, to the interview process to making the selected candidate an offer, your timely feedback is critical to moving the process forward. By responding to your search consultant’s inquiries throughout the process you will help to ensure the top candidates do not accept a competing offer. Contact Us to Learn More --- ### [Functional Focus Overview](https://chesapeakesearchpartners.com/functional-focus-overview/) **Published:** May 3, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Functional Expertise Delivering targeted expertise across essential job functions to drive clients’ success. [dipi_hover_box content_title=”Accounting & Finance” content_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content_image_width=”100px” content_hover_image_width=”60px” content_hover_content=” Since inception, CSP has specialized in Accounting & Finance, expanding across Baltimore and D.C. Our search consultants prioritize client relationships and connecting businesses with top-tier Accounting & Finance talent tailored to their needs. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE2ODQwIn19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”link\_option\_url,content\_hover\_button\_link” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” custom\_margin=”0px\|\|0px\|\|false\|false” custom\_padding=”0px\|\|0px\|\|false\|false” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE2ODQwIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Administrative” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” CSP specializes in recruiting administrative professionals essential for organizational efficiency, managing customer interactions, compliance, and team support. These positions can range from high-level executive assistants to general office management for various individuals and industries. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTM2In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” 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content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDYzIn19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” 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CSP specializes in placing top experts who navigate regulations and implement effective compliance programs, supporting your company’s reputation and growth. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDg4In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ 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content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE5MTQwIn19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.27.0″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE5MTQwIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Corporate Development, PE, IB, and VC” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” CSP is consistently active in hiring M&A-based roles in the finance and investment landscape. The commonality of skills and experience leads to a concentrated effort to recruit high-pedigree individuals within these functions. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTA0In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTA0In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Distribution” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Distribution professionals drive efficiency and customer satisfaction through expert product distribution and supply chain management. CSP connects top experts in logistics management, warehousing, and supply chain optimization. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTU3In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTU3In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Engineering” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Engineers play a critical role in designing efficient processes and ensuring operational success, all while prioritizing safety and reliability. CSP specializes in recruiting top engineering talent for public, private, and venture-backed firms across the nation. Our customized search approaches ensure you get the expertise you need to effectively lead your operations. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTYyIn19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTYyIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Executive Leadership” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Executive leaders drive vision and strategy, shaping a company’s future. CSP specializes in connecting businesses with top talent—COOs, CFOs, CHROs and more—tailored to your company’s values and goals. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTc2In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” admin\_label=”Pixel Hover Box” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTc2In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Human Resources” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” HR professionals drive organizational success through talent management and strategic initiatives. CSP connects businesses with skilled HR specialists in acquisition, development, and strategy to support long-term growth. We offer HR recruiting services and consulting options tailored to your organizational needs. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDM4In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDM4In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Information Technology” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” IT professionals drive technological innovation and operational efficiency. CSP connects businesses with skilled experts in systems management, cybersecurity, and IT strategy to enhance capabilities. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDY0In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDY0In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Insurance” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Insurance professionals manage risk and ensure financial protection. CSP connects businesses with skilled experts in risk management, underwriting, and client services for effective insurance hiring solutions. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTEzIn19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTEzIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Legal” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” CSP connects businesses with top legal talent, including General Counsel, M&A Attorneys, and Contract Managers, to manage legal matters and support growth. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDk5In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.27.4″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE5NDc5In19@” hover\_enabled=”0″ custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear” sticky\_enabled=”0″\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Marketing” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Marketing professionals play a crucial role in expanding reach and driving brand growth. CSP connects businesses with skilled experts in digital marketing, branding, and campaign management to enhance market presence effectively. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTM5In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTM5In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Operations” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Operations professionals streamline business efficiency and daily operations. CSP connects businesses with skilled operations management, logistics, and process improvement experts. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTI1In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTI1In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Real Estate” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” CSP facilitates connections between clients and skilled real estate professionals to drive property development, investment strategies, and ensure regulatory compliance and asset management. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE5MTQ1In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.27.0″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE5MTQ1In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Sales” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Sales professionals drive revenue growth and client relationships. CSP connects businesses with skilled experts in sales strategy, customer acquisition, and relationship management to support your revenue goals. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTQyIn19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTQyIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Supply Chain” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Supply chain professionals are essential for optimizing logistics and ensuring efficient operations. CSP connects businesses with skilled supply chain management, logistics, and procurement experts to enhance operational effectiveness. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTgyIn19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MTgyIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Wealth Management” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Wealth management professionals specialize in financial planning and investment strategies. CSP connects businesses with skilled experts in wealth management, portfolio management, and financial advising to optimize client wealth and financial goals. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDk5In19@” box\_height=”300px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3MDk5In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] #### FOR MORE INFORMATION AND PRICING OPTIONS please contact us at (410) 372-3027 or **<info@chesapeakesearchpartners.com>** --- ### [Human Resources](https://chesapeakesearchpartners.com/placement-specialties__trashed/human-resources/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # Human Resources #### JASON NEMOY Partner, Practice Director – Human Resources #### HANNAH WEISS Senior Search Consultant – Human Resources #### JACKIE OBRECHT Search Consultant – Human Resources #### JULIA RICE Search Consultant – Human Resources Our Human Resources Recruiting Practice is led by [**Jason Nemoy**](https://chesapeakesearchpartners.com/jason-nemoy/), a former corporate head of recruiting and HR practitioner of 20+ years. The HR Practice team also includes Senior Search Consultant **Hannah Weiss** and Search Consultants **[Jackie Obrecht](https://chesapeakesearchpartners.com/meet-the-team/staff/jackie-obrecht/)** and **[Julia](https://chesapeakesearchpartners.com/meet-the-team/staff/julia-rice/)[ Rice](https://chesapeakesearchpartners.com/meet-the-team/staff/julia-rice/)**, who bring an additional 25+ years of HR and recruiting experience to the table. With a combined extensive HR relationship network in the Baltimore/metro area, we strive to strategically connect HR candidates and clients in the most effective and collaborative way possible. We specialize in Retained, Exclusive, and Contingent direct-hire recruitment of HR professionals. In addition, we provide contractual (temporary) HR support for our clients. Additional service offerings that complement the HR Practice include a diverse range of consulting from our **[HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)** team. ##### **Positions CSP has successfully filled in Human Resources include:** Vice President of HR/CHRO Director/Manager of HR Director of Talent Acquisition/Recruiting Director/Manager of Learning & Development Director/Manager of Compensation & Benefits Director/Manager of HR Information Systems Recruiter/Talent Acquisition Specialist HR Business Partner/HR Generalist HR Assistant/Coordinator Compensation Analyst/Specialist Benefits Analyst/Specialist Benefits Consultant HRIS Analyst/Specialist Payroll Specialist Contact us at <hr@chesapeakesearchpartners.com> to learn more about how we can help you or your company achieve your goals. Subscribe to our Newsletter Follow us on LinkedIn --- ### [Join Our Team](https://chesapeakesearchpartners.com/join-our-team/) **Published:** April 18, 2024 **Author:** Cassidy Eichelberger **Content:** # JOIN OUR TEAM # Careers at Chesapeake Search Partners It may be cliché, but **[our team](https://chesapeakesearchpartners.com/meet-the-team/)** is the most valuable asset we have. We believe in putting the needs of our team members first, adopting a “current-team, first” approach. Every position in our firm is essential, and every individual is integral to our success. We are always open to connecting with individuals, even in the absence of immediate vacancies. ## WHAT’S IT LIKE TO WORK AT CSP? ### Culture Our company culture reflects our core values of communication, commitment, consistency, and integrity. These values guide our actions, and we strive to maintain the highest standards of excellence in everything we do. ### WORK-LIFE BALANCE We proudly offer a flexible, hybrid work schedule that prioritizes a healthy work-life balance for our team members. ### PROFESSIONAL DEVELOPMENT Encouraging professional development is key to our success, and as part of our team, you will have access to a range of networking opportunities and consistent training throughout your tenure. ### MEANINGFUL RELATIONSHIPS We are a relationship-oriented group that values building and nurturing long-term relationships with our clients, candidates, and colleagues. We believe in creating meaningful partnerships that stand the test of time. ### PAY STRUCTURE We offer a competitive base salary and commission structure, ensuring your compensation reflects your hard work and effort. ### COMPANY EVENTS To celebrate a successful year, we organize a company holiday party and partake in team outings. ### PERKS As part of our team, you will enjoy a range of perks such as unlimited PTO, your 401k contribution beginning your first day of employment, a company match, and health, dental, and vision benefits after 90 days. We also provide fitness and cellphone reimbursement and company-sponsored lunches on Tuesdays. Contact **Johnny Black** at **<jblack@chesapeakesearchpartners.com>** if you are interested in being considered for a position on our team. --- ### [Rachel (Talbot) Dover](https://chesapeakesearchpartners.com/meet-the-team/staff/rachel-talbot-dover/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **RACHEL (TALBOT) DOVER** ***Search Consultant*** Rachel joined Chesapeake Search Partners in 2021 as a Search Consultant, initially focusing on Real Estate and Financial Services searches. In her current role, she continues to support these industries and has gained experience in various functions such as acquisitions, development, investment, leasing, lease administration, property management, and real estate analysis. With expertise in client management, candidate mentoring, and recruitment strategy, Rachel brings a strong skill set to her work. Born and raised in Baltimore, Maryland, she earned her degree in Marketing from the University of Maryland. After graduation, she continued her community involvement by joining the Hunt Valley Business Forum and participating in events like Catch A Lift’s annual community workout to support combat-injured veterans. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” disabled_on=”off|off|off” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:rdover@chesapeakesearchpartners.com” button_link_target=”on” _builder_version=”4.27.6″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”PHONE” button_text=”PHONE” button_link=”tel:4439864397″ button_link_target=”on” _builder_version=”4.26.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/rachel-talbot-dover/” button_link_target=”on” _builder_version=”4.27.6″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][/dipi_button_grid_child][/dipi_button_grid] --- ### [Meet the Team](https://chesapeakesearchpartners.com/meet-the-team/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # Meet the Team ### JOHNNY BLACK Managing Partner ### RICK FRIBUSH Partner, Director ### JOHN GERAGHTY Partner, Director of Recruiting Operations ### JASON NEMOY Partner, Director ### GIANNA AGUIRRE Search Consultant ### SAMANTHA BAYLISS Executive HR Consultant – HR Solutions ### KEVIN BERES Senior Search Consultant ### WILMA BROCKINGTON-PARKER, PCC Outplacement Consultant and Executive Coach – HR Solutions ### BARBARA CLARK Outplacement and Career Coach – HR Solutions ### RACHEL DOVER Search Consultant ### JULIE EAST, ACC Executive HR Consultant and Leadership Coach – HR Solutions ### CASSIDY EICHELBERGER Operations and Marketing Manager ### PATRICK FITZGERALD Assistant Director ### KRISTIN (SUDINA) FREITAG Senior Search Consultant ### DONNA GARON Senior HR Consultant – HR Solutions ### SAMANTHA GREENBAUM Talent Acquisition Consultant – HR Solutions ### MARK LEDVINKA Search Consultant ### MATTHEW LEVIN Assistant Director ### LAURA LOCKE Senior Talent Acquisition Consultant – HR Solutions ### CHLOE MARSICANO Search Consultant ### JACKIE OBRECHT Search Consultant ### Julia Rice Search Consultant ### Christine Sauter Search Consultant ### KATE STRZELCZYK Assistant Director --- ### [Gianna Aguirre](https://chesapeakesearchpartners.com/meet-the-team/staff/gianna-aguirre/) **Published:** August 29, 2024 **Author:** Cassidy Eichelberger **Content:** ### **GIANNA AGUIRRE** ***Search Consultant*** Gianna joined Chesapeake Search Partners in 2024 as a Search Consultant, specializing in **[sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales/)**, **[marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing/)**, and **[administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative/)** recruitment. She partners with clients to identify talent aligned with their business goals while helping candidates connect with opportunities that support long-term growth and stability. Her experience spans recruitment strategy, candidate mentoring and professional development, client management, marketing, and customer service. Gianna is passionate about building meaningful, long-term relationships and creating thoughtful hiring solutions that help both clients and candidates succeed. Known for her relationship-driven approach, Gianna values authentic connections, clear communication, and creating a positive experience throughout the hiring process. She enjoys helping professionals navigate career transitions while supporting organizations in making strategic hiring decisions that strengthen their teams over time. Gianna holds a bachelor’s degree in Marketing with a minor in International Business from West Chester University. Originally from the Philadelphia suburbs and now based in Baltimore, she has enjoyed continuing to grow her professional network locally. Beyond her professional work, Gianna is eager to deepen her involvement in community initiatives focused on fitness, mental health, and animal welfare. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” admin_label=”Pixel Button Grid” _builder_version=”4.26.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:gaguirre@chesapeakesearchpartners.com” _builder_version=”4.26.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:6105975494″ _builder_version=”4.26.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/giannaaguirre/” button_link_target=”on” _builder_version=”4.26.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Johnny Black](https://chesapeakesearchpartners.com/meet-the-team/staff/johnny-black/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **JOHNNY BLACK** ***Managing Partner*** Johnny Black is the Founder and Managing Partner of Chesapeake Search Partners (CSP), where he leads the firm’s strategic growth, talent advisory initiatives, and expanding **[HR solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)** platform. Since co-founding the firm alongside **[Rick Fribush](https://chesapeakesearchpartners.com/meet-the-team/staff/rick-fribush/)** and **[John Geraghty](https://chesapeakesearchpartners.com/meet-the-team/staff/john-geraghty/)**, Johnny has helped shape CSP’s relationship-driven approach, built on trust, collaboration, and long-term partnership. Johnny has spent his entire professional career in executive and professional search, partnering with organizations ranging from entrepreneurial growth companies to established market leaders. Throughout his career, he has led recruiting engagements across a wide range of industries and functional disciplines, helping clients identify transformative talent while providing a highly consultative and personalized experience to both clients and candidates. In early 2024, Johnny was named Managing Partner of Chesapeake Search Partners. In this role, he works closely with leadership across all practice areas to drive collaboration, strengthen strategic client partnerships, and expand the firm’s broader human capital capabilities. Prior to becoming Managing Partner, he served as Practice Director for CSP’s **[Real Estate](https://chesapeakesearchpartners.com/functional-focus-overview/functional-focus-real-estate/)** & **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services/)** practice, advising developers, investors, operators, and financial institutions on critical leadership and growth-related hiring initiatives. A Baltimore native, Johnny attended St. Paul’s School before earning a degree in Business Administration with a minor in Communication from the University of Lynchburg, where he also played collegiate lacrosse. Outside of CSP, Johnny remains actively involved in the Baltimore business and nonprofit communities through mentorship initiatives, professional organizations, leadership panels, and philanthropic efforts, including his involvement with Next One Up. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:jblack@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4103723026″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/johnnyblack/” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Rick Fribush](https://chesapeakesearchpartners.com/meet-the-team/staff/rick-fribush/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **RICK FRIBUSH** ***Partner, Director*** Rick Fribush is a founding partner of Chesapeake Search Partners and leads the firm’s Accounting & Finance searches, overseeing both direct-hire and contractual placements across the industry. With more than 30 years of recruiting experience and a professional background rooted in both public and corporate accounting as a CPA, Rick brings a deep understanding of the accounting and finance landscape and the evolving talent needs within the market. Rick began his recruiting career in 1993 with The Mergis Group before later leading the Accounting & Finance division at Stephen James Associates. Recognizing the need for a dedicated recruiting partner in the Baltimore/DC market, he co-founded Chesapeake Search Partners alongside Johnny Black and John Geraghty. Today, he partners with organizations of all sizes to identify and hire top talent at all levels of Accounting & Finance, while also serving as a trusted advisor to professionals navigating career growth, leadership opportunities, and key transition points. Known for his relationship-driven, consultative approach, Rick works closely with both clients and candidates to build long-term professional relationships and create successful, lasting placements. He emphasizes trust, communication, and personalized guidance throughout the hiring process and is passionate about mentoring both candidates and clients as they advance in their careers. A Baltimore native and graduate of Towson University with a degree in Accounting, Rick remains deeply connected to the local business community and actively engages in initiatives that strengthen his understanding of the Baltimore and Washington, D.C. job markets. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:rfribush@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4103723023″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/rickfribush/” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [John Geraghty](https://chesapeakesearchpartners.com/meet-the-team/staff/john-geraghty/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **JOHN GERAGHTY** ***Partner, Director of Recruiting Operations*** John Geraghty is a founding partner at Chesapeake Search Partners, specializing in Accounting & Finance recruiting while also overseeing recruiting operations for the firm. With nearly 20 years of recruiting experience, he manages both direct-hire and contractual searches across a wide range of industries and functions. In addition to leading client search efforts, John plays a key role in driving training and development initiatives, guiding the recruiting team, and improving the systems, tools, and workflows that support the firm’s day-to-day operations and long-term growth. John takes a consultative, relationship-driven approach to recruiting and works closely with clients, candidates, and internal team members to navigate hiring decisions with clarity and confidence. His focus is on understanding each organization’s unique needs, aligning talent with business goals, and solving hiring challenges in a practical and thoughtful way while ensuring an exceptional experience for both clients and candidates. John began his recruiting career with Stephen James Associates in 2008, focusing on Accounting and Finance searches. A Baltimore native, he is a proud graduate of Calvert Hall College High School and James Madison University, where he earned a Bachelor’s degree in History. Born and raised in Baltimore City and Timonium, John now resides in Glen Arm with his wife and three sons. He stays actively involved in the Greater Baltimore community and values authentic relationships, clear communication, and a straightforward approach both personally and professionally. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:jgeraghty@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4103723025″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/johnwgeraghty/” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] **Divi Pixel Category:** Staff --- ### [Speaking Engagements](https://chesapeakesearchpartners.com/speaking-engagements/) **Published:** October 3, 2025 **Author:** Cassidy Eichelberger **Content:** [dipi_balloon selector=”.dp-mega-menu” ballon_placement=”bottom” ballon_animation=”fadeInUp” content_type=”library” divi_library=”23818373″ width=”100%” _builder_version=”4.26.1″ _module_preset=”default” background_color=”#f2f2f2″ max_width=”100%” custom_padding=”||||false|false” balloon_title_text_color_tablet=”” balloon_title_text_color_phone=”#05472B” balloon_title_text_color_last_edited=”on|phone” border_color_top=”#05472B” box_shadow_style=”preset3″ box_shadow_blur=”27px” box_shadow_color=”rgba(0,0,0,0.22)” global_colors_info=”{}”][/dipi_balloon][dipi_balloon selector=”.dp-mega-menutwo” ballon_placement=”bottom” ballon_animation=”fadeInUp” content_type=”library” divi_library=”23818420″ width=”600px” width_tablet=”600px” width_phone=”600px” width_last_edited=”on|desktop” _builder_version=”4.26.1″ _module_preset=”default” background_color=”#f2f2f2″ max_width=”100%” balloon_title_text_color_tablet=”” balloon_title_text_color_phone=”#05472B” balloon_title_text_color_last_edited=”on|phone” border_color_top=”#05472B” box_shadow_style=”preset3″ box_shadow_blur=”27px” box_shadow_color=”rgba(0,0,0,0.22)” global_colors_info=”{}”][/dipi_balloon]# Speaking Engagements ## Speaking Engagements & Thought Leadership Chesapeake Search Partners brings real-world insights and industry expertise to conferences, panels, and corporate events. Our team shares valuable perspectives on the evolving workforce, helping organizations navigate hiring, talent development, and leadership strategies. ## A FEW TOPICS WE LOVE TO SPEAK ABOUT #### LEADERSHIP Unlocking The Future of Leadership: Building Trust, Driving Success Details We talk through the strategies that enhance collaboration and performance at every level and help position organizations for sustainable growth #### RECRUITMENT & RETENTION Generational Recruitment & Retention Details From Generation Z to Baby Boomers, the search for great people is challenging. We offer tactical strategies our colleagues can implement within their organization. #### COACHING FOR PERFORMANCE The Art & Science of Coaching for HR Practitioners Details We share a coaching approach strategy that helps professionals develop their teams and enhance their own leadership brand. Let’s Talk! ## Empowering organizations through insightful dialogue ### Speakers & Facilitators #### JASON NEMOY Partner, Practice Director – HR Practice & HR Solutions #### JULIE EAST, ACC Executive HR Consultant and Leadership Coach – HR Solutions #### KATE STRZELCZYK Assistant Director #### JOHNNY BLACK Managing Partner ### Previous Engagements Through our speaking engagements, CSP aims to serve as a value-added resource to your organization. Each event is an opportunity to share insights that connect corporate culture, strengthen leadership alignment, and enhance overall team experience #### Let’s talk about your event! Please contact Operations and Marketing Manager **[Cassidy Eichelberger](https://chesapeakesearchpartners.com/meet-the-team/staff/cassidy-eichelberger/)** at (410) 372-3036 or **<ceichelberger@chesapeakesearchpartners.com>** --- ### [Samantha Bayliss](https://chesapeakesearchpartners.com/meet-the-team/staff/samantha-bayliss/) **Published:** February 19, 2025 **Author:** Cassidy Eichelberger **Content:** ### **SAMANTHA BAYLISS** ***Executive HR Consultant – Chesapeake HR Solutions*** Samantha Bayliss is an experienced human resource professional and consultant. Motivated by empathy and innovation, she focuses on developing HR solutions that align the organization’s objectives with the potential of its people. As Vice President of HR, her goals include coaching her management teams and employees to help them navigate the ever-changing landscape of a high-growth organization. She has worked in the finance, real estate, and technology industries. Samantha is a certified senior human resource professional. She is also a board member of the Chesapeake Human Resources Association, serving as the Membership Committee Chair. Additionally, she is a member of the Society for Human Resource Management’s Executive Network, where she mentors future HR leadership and works with various stakeholders, furthering global professional initiatives. Samantha holds a bachelor’s degree in humanities from the University of Maryland, a graduate degree in writing from Rivier University, and a graduate-level certification in strategic HR management from Cornell University. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:hr@chesapeakesearchpartners.com” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/sambayliss/” button_link_target=”on” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Industry Focus | PE, VC, IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Private Equity, Venture Capital, Investment Banking Success in the private equity, venture capital, and investment banking industry hinges on **[skilled professionals](https://chesapeakesearchpartners.com/what-do-private-equity-backed-clients-value-most-in-talent-4-critical-qualities-across-job-functions/)** adept at strategic investment, financial analysis, and market insights. At CSP, we specialize in direct recruitment for these sectors, focusing on matching your needs with professionals experienced in deal sourcing, due diligence, portfolio management, and investor relations. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures we connect you with individuals who possess the specialized skills and expertise crucial for effective investment and financial management. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Compliance](https://chesapeakesearchpartners.com/functional-focus-overview/compliance)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** - **[Wealth Management & Investment Advisory](https://chesapeakesearchpartners.com/functional-focus-overview/wealth-management-investment-advisory)** #### NICHE INDUSTRIES - Asset Management - Capital Markets - Corporate Advisors - Corporate Finance - Debt Capital Markets - Energy - Equity Research - Infrastructure - Mergers & Acquisitions - Middle Markets - Real Estate Investment - Technology - Underwriting #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**refs@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [Chloe Marsicano](https://chesapeakesearchpartners.com/meet-the-team/staff/chloe-marsicano/) **Published:** January 24, 2024 **Author:** Cassidy Eichelberger **Content:** ### **CHLOE MARSICANO** ***Search Consultant*** Chloe joined Chesapeake Search Partners in 2023 as a Search Consultant, bringing a diverse recruiting background from industries such as **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales/)** and **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare/)**. In her current role, she primarily focuses on **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** searches within the **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office/)**, **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing/)**, **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate/)**, **[Construction](https://chesapeakesearchpartners.com/functional-focus-overview/functional-focus-construction/)**, **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services/)**, and **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services/)** sectors. Chloe is experienced in recruitment strategy, candidate mentoring, and client management. Chloe earned a Bachelor’s degree in Business with a minor in Human Resources from The University at Buffalo in 2019. During college, she was actively involved in Alpha Gamma Delta, where she served as Vice President of Finance, supported various community events, mentored new students, and helped clean up the neighborhood. Since moving to Maryland, Chloe has continued to engage in the community through networking events, volunteering at her local church, and joining the Hunt Valley Business Forum. She brings a strong work ethic and an extensive East Coast-based network to the Chesapeake Search Partners team. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:cmarsicano@chesapeakesearchpartners.com” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:585-203-2585″ _builder_version=”4.24.0″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/chloe-marsicano1/” button_link_target=”on” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Jackie Obrecht](https://chesapeakesearchpartners.com/meet-the-team/staff/jackie-obrecht/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **JACKIE OBRECHT** ***Search Consultant*** Jackie Obrecht joined Chesapeake Search Partners in 2022, bringing a diverse professional background across **[HR recruiting](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources/)**, **[executive search](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership/)**, **[sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales/)**, and **[insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance/)**. With more than a decade of recruiting experience, Jackie has built a reputation for her relationship-driven recruiting approach, combining strategy, communication, and long-term partnership to support meaningful hiring outcomes. Describing herself as a “Swiss Army knife recruiter,” Jackie thrives in searches that do not fit neatly into one specialty or hiring category. Rather than focusing solely on filling roles, she partners closely with both clients and candidates to navigate hiring decisions thoughtfully and strategically. Her strengths lie in candid career guidance, strong relationship management, candidate mentoring, and helping organizations think more holistically about talent, leadership, and long-term team needs. Jackie is especially passionate about building lasting professional relationships and creating placements that succeed well beyond the initial hire. Her relationship-driven recruiting approach combines emotional intelligence, recruiting strategy, and a deep understanding of organizational dynamics to support durable placements across a wide range of industries and functions. She earned a Bachelor of Arts in American Studies from Dickinson College, where she developed a strong foundation in communication, culture, and organizational behavior. Jackie began her professional career in the fashion industry before transitioning into recruiting in 2011, where she discovered her passion for helping people navigate career growth and organizational change. Born and raised in Baltimore, Jackie remains passionate about fostering talent, mentoring professionals through career transitions, and building enduring partnerships throughout the hiring process. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:jobrecht@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4104566424″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/jackie-obrecht/” button_link_target=”on” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Types of Search](https://chesapeakesearchpartners.com/employers/types-of-search/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # Types of Search Talent is the driving force behind successful businesses. This is especially true for the critical organizational roles that influence other team members and clients. And, as companies grow and evolve, hiring strategies need to evolve too. Each of our search solutions addresses the ever-changing recruitment needs of our partners. Once we understand your organization’s goals, immediate needs, and hiring processes, we will suggest the best approach in an effort to expedite the search process and uncover the best talent. Here is an overview of our four primary types of search: ### Retained Search **A premium client experience that provides consistent contact and assistance in hiring for senior-level, high-profile, and confidential positions.** When filling senior-level or high-profile positions, risks are high and adverse hires can be detrimental and costly. CSP’s retained search model significantly eliminates these risks and keeps the entire search process confidential and expeditious. A dedicated Search Team thoroughly researches, screens, and vets candidates according to the search parameters, enabling you to identify and present the best talent for the role. With this model, a retainer is paid on commencement of the recruitment process; 1/3 of the fee at the time of engagement, another 1/3 at the first round interview, and the final installment at job acceptance. ### Exclusive Search **CSP is your exclusive search partner AND you have the ability to utilize your own network.** Chesapeake Search Partners is your exclusive, dedicated external recruiting partner. **[Exclusive search is a hybrid of both Contingent and Retained searches.](https://chesapeakesearchpartners.com/the-power-of-exclusive-search/)** This option allows you to commit to an exclusive partnership with CSP and eliminates the need for hiring multiple firms to conduct your search. Should you so desire, you still have the opportunity to leverage your own internal recruiting team, your professional network, and your career pages to support the search process. Exclusive searches receive priority as our clients have paid a retainer and our Search Consultants are dedicated to successfully completing the search. ### Contingent Search **While you manage the overall search process, you leverage partners like CSP to identify relevant candidates for you to consider.** Chesapeake Search Partners will support clients as a contingent recruiting partner on a selective basis. Our partners can utilize a variety of their own resources, recruitment firms, job boards, and other solutions to assist in completing a search while ultimately managing the process on their own. You can still expect a high level of service and a small pool consisting of qualified and screened candidates. In the contingent model, CSP is paid upon the selected candidate’s acceptance of the job. ### Contractual Placement **CSP will help you secure a short-term hire for an interim need such as a project, a peak season or to replace a full-time employee who is on leave.** CSP handles contractual placement at a variety of levels of employment across all practices. Our typical contractual placement is a minimum of 30 days. Of course, the length of the assignment may be extended as required by our client. In the contractual model, fees are based on an hourly rate and are paid weekly. Our contractual placements by each practice include but are not limited to: Accounting Consultant, Interim CFO, Systems Implementation, HR Consultant, Recruiter, Benefits, Administrative Support, Marketing, Property/Facilities Management, Lease Administration, and Compliance/Client Support. --- ### [The CSP Difference](https://chesapeakesearchpartners.com/the-csp-difference/) **Published:** October 3, 2025 **Author:** Cassidy Eichelberger **Content:** # THE CSP DIFFERENCE # PROFESSIONAL & EXECUTIVE SEARCH FIRM #### #### ABOUT CHESAPEAKE SEARCH PARTNERS Chesapeake Search Partners is a professional and executive search and consulting firm committed to creating lasting business impact for both clients and candidates. With more than**[ a decade of experience](https://business.maryland.gov/blog/built-from-the-ground-up-baltimore-recruiting-firm-reflects-on-10-year-milestone)** supporting organizations across diverse industries, we prioritize transparency, building meaningful relationships, and deeply understanding the unique needs of those we serve. Our team of experienced **[search consultants](https://chesapeakesearchpartners.com/meet-the-team/)** specializes in helping companies identify high-impact talent across leadership, professional, and specialized functional roles We support organizations of all sizes, from small businesses to large corporations generating over $5B in annual revenue, by delivering customized recruiting solutions designed to align talent strategy with long-term business goals. #### THE CSP DIFFERENCE Our commitment to genuine partnership with clients and candidates is what truly sets us apart. We collaborate closely with you to fully understand your hiring needs and make meaningful connections that lead to high-quality, enduring hires. We recognize that each engagement requires a tailored search solution, but one consistent element remains key to success: [**transparency**](https://chesapeakesearchpartners.com/what-should-companies-look-for-in-a-search-firm/). Our transparent communication provides meaningful, honest feedback and insights throughout the hiring process, ensuring your requirements are being met. Additionally, our team leverages our extensive networks and uses a referral method alongside active searches to identify qualified candidates. This approach ensures we deliver top-tier service across every engagement. #### A RELATIONSHIP-DRIVEN PROCESS At CSP, we prioritize building deep, lasting relationships that guide our approach and support successful outcomes for our partnerships. The success of our placements is a testament to the value clients and candidates place on the time we invest in truly understanding their needs in a new hire or role. By taking a thoughtful, consultative approach to professional and executive search, we build effective, meaningful connections with both the companies we partner with and the candidates we recommend, resulting in **[significant business impact](https://chesapeakesearchpartners.com/how-search-firms-enhance-organizational-success/)** for all involved. Our core values of communication, commitment, consistency, and integrity guide every relationship we build, ensuring that we deliver not just results, but results that last. #### NATIONAL REACH WITH LOCAL ROOTS While our roots remain firmly planted in the Baltimore and Washington, D.C. markets, Chesapeake Search Partners has expanded its reach nationally through long-standing client relationships, referrals, and a reputation built on trust and results. Our search consultants support organizations across the United States while maintaining the personalized, relationship-focused service that has defined our firm since its founding. As our national presence continues to grow, we remain committed to delivering the same level of transparency, responsiveness, and strategic partnership that earned our reputation locally. #### HR CONSULTING & OUTPLACEMENT SERVICES In addition to professional and executive recruiting, Chesapeake Search Partners provides HR consulting solutions through **[Chesapeake HR Solutions™](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)**. Our consulting services help organizations strengthen leadership teams, improve employee engagement, support organizational growth, and navigate workforce challenges. Our HR consulting expertise includes: - - Fractional & Interim HR Support - Executive Coaching & Leadership Development - Outplacement & Career Coaching By aligning people strategy with business objectives, we help organizations create scalable and sustainable workforce solutions. ## PROFESSIONAL & EXECUTIVE SEARCH We collaborate closely with our clients to develop tailored recruitment strategies, ensuring long-term, successful placements that drive business success. [dipi_hover_box content_title=”Types of Search” content_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content_image_width=”100px” content_hover_image_width=”60px” content_hover_content=” At CSP, we offer Retained, Exclusive, Contingent Search, and Contractual Placement options. Each of our search solutions addresses the ever-changing recruitment needs of our partners. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”https://chesapeakesearchpartners.com/employers/types-of-search/” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.27.4″ \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” 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overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Search Strategy & Execution” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/Project-Based-HR-Consulting.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Your trusted partner in identifying top professionals, with ongoing feedback and market insights throughout the search process. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”https://chesapeakesearchpartners.com/employers/search-approach/” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.27.4″ \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” 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content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”https://chesapeakesearchpartners.com/industry-focus-overview/” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.27.4″ \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”https://chesapeakesearchpartners.com/industry-focus-overview/” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Functional Focus” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/OUTPLACEMENT-CAREER-COACHING.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Our search consultants leverage their extensive networks across various job functions to deliver the most relevant candidates tailored to your company’s specific needs. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”https://chesapeakesearchpartners.com/functional-focus-overview/” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.27.4″ \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ 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content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_carousel columns=”1″ show\_lightbox=”off” navigation=”on” navigation\_prev\_icon\_yn=”on” navigation\_prev\_icon=”4\|\|divi\|\|400″ navigation\_next\_icon\_yn=”on” navigation\_next\_icon=”5\|\|divi\|\|400″ navigation\_color=”#FFFFFF” navigation\_bg\_color=”#7D7D7D” container\_padding\_tablet=”” container\_padding\_phone=”30px\|10px\|30px\|10px\|false\|false” container\_padding\_last\_edited=”on\|phone” navigation\_size\_tablet=”” navigation\_size\_phone=”” navigation\_size\_last\_edited=”on\|phone” navigation\_position\_left\_tablet=”” navigation\_position\_left\_phone=”-25px” navigation\_position\_left\_last\_edited=”on\|phone” navigation\_position\_right\_tablet=”” navigation\_position\_right\_phone=”-30px” navigation\_position\_right\_last\_edited=”on\|phone” \_builder\_version=”4.23.1″ \_module\_preset=”default” desc\_font=”\|\|on\|\|\|\|\|\|” desc\_text\_color=”#FFFFFF” desc\_font\_size=”17px” desc\_line\_height=”1.8em” background\_color=”#05472B” title\_line\_height\_tablet=”” title\_line\_height\_phone=”” title\_line\_height\_last\_edited=”on\|phone” desc\_line\_height\_tablet=”1.8em” desc\_line\_height\_phone=”1.6em” desc\_line\_height\_last\_edited=”on\|phone” global\_colors\_info=”{}”\]\[dipi\_carousel\_child label=”HR Professional” desc\_text=” I am a HR professional working in the Baltimore, MD region and last year I connected with Jason and Katie at CSP. I must say it was one of the best connections I made! I reached out to them when I was seeking a change in employment and they connected me with an awesome opportunity! The interview process was coordinated seamlessly and the turnaround time in terms of onboarding was unmatched! I am happily working on assignment at this time and optimistic for the future with this opportunity. Thanks again for identifying what I was seeking in employment and for connecting me with such a great team. **—HR Professional** ” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[/dipi\_carousel\_child\]\[dipi\_carousel\_child label=”Deidra L. – Regional Director of Sales and Marketing” desc\_text=” Last year I was displaced due to lay-offs stemming from COVID at the company I had been with. I received job alerts from Chesapeake Search Partners that made sense for my skill set. They were knowledgeable in my target industry and worked as an advocate on my behalf. They were able to successfully liaise discussions and negotiations to help me find the right fit in an employer and role. **—Deidra L. – Regional Director of Sales and Marketing** ” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[/dipi\_carousel\_child\]\[dipi\_carousel\_child label=”Davis B. – Chief Financial Officer” desc\_text=” As a Chief Financial Officer working with a search firm that values confidentiality and fully understands the type of role I am seeking was very important to me. Chesapeake Search Partners became a valued partner in my search and ensured the compensation package I received was in line with my requirements. I would definitely work with them again and have already referred them to a close friend. **—Davis B. – Chief Financial Officer** ” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_carousel\_child\]\[dipi\_carousel\_child label=”Michael R. – VP of Human Resources” desc\_text=” CSP had been a successful partner for hiring at our Baltimore operations for a few years. When we acquired a company in California and did not have a positive experience with firms there, we asked the CSP to take over the search efforts. Based on their previous success in understanding our culture and our expectations; they were once again able to successfully place multiple individuals for us in that market. **—Michael R. – VP of Human Resources** ” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[/dipi\_carousel\_child\]\[dipi\_carousel\_child label=”Mandy R. – Human Resource Generalist” desc\_text=” I worked for a company in the Dallas areas and was recently impacted by downsizing. I had worked there for 16 years, didn’t have an up-to-date resume and no idea where to begin. Luckily my company had contracted with Chesapeake Search Partners to help those who were affected. They helped me write a new resume and even helped me in my job search. It was great to only have to work with one company during this difficult time. **—Mandy R. – Human Resource Generalist** ” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[/dipi\_carousel\_child\]\[dipi\_carousel\_child label=”—Bill W. – Talent Acquisition” desc\_text=” The previous experience with national search firms had not always been a positive outcome. It took a leap of faith to engage a boutique firm out of Baltimore to conduct a search for us in New York City, however, it was a smart decision on our end as it resulted in the placement of a successful senior leader within our organization. **—Bill W. – Talent Acquisition** ” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_carousel\_child\]\[dipi\_carousel\_child label=”Casey P” desc\_text=” The real estate job market in the Baltimore region can be a tricky process. Chesapeake Search Partners turned a typically stressful process into an extremely rewarding one. It’s evident how much time and consideration they take in sourcing the right opportunities for their clients and I felt a true sense of understanding and care throughout the entire process. For someone who wasn’t initially looking to make a job change, I found it extremely rewarding to work with a group that wanted to help me reach my career goals. Over the past few years, CSP took the time to know more about me personally and professionally, and it’s abundantly clear how much you want to see your clients thrive in the right work environment. In a world full of headhunters and recruiters, I feel that Chesapeake Search Partners falls into a category of their own. Dare I say, job matchmakers? Thank you for all you do! **—Casey P – Director of Homebuilding** ” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_carousel\_child\]\[/dipi\_carousel\] --- ### [Kate Strzelczyk](https://chesapeakesearchpartners.com/meet-the-team/staff/kate-strzelczyk/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **KATE STRZELCZYK** ***Assistant Director*** Kate joined the firm in 2023 as a senior member of the Real Estate and Financial Services team and was later promoted to Assistant Director. She specializes in executive-level Corporate Search, with clients spanning Family Office, Financial Services, Healthcare, Private Equity, Professional Services, and Real Estate. Kate leads searches in Accounting & Finance, Executive Leadership, Marketing, Operations, and Sales. With expertise in executive, retained, and contingent searches, Kate is passionate about relationship building, career development, and transparent recruiting practices. She connects top talent with opportunities by leveraging her deep industry knowledge. A Baltimore native, Kate began her career at MRI Baltimore-Timonium and studied Art History at Dickinson College. Outside of work, she enjoys time with her blended family, cooking, golf, pickleball, and community involvement. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:kstrzelczyk@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4103535429″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/kate-strzelczyk/” button_link_target=”on” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Intern of the Week](https://chesapeakesearchpartners.com/jobseekers/intern-of-the-week/) **Published:** April 13, 2022 **Author:** Cassidy Eichelberger **Content:** # INTERN OF THE WEEK ## Spotlighting Interns in Our Network & Beyond **Applications are currently closed**. The program will reopen for Winter/Spring internships in October 2026. As a relationship-driven professional search firm, we specialize in placing skilled professionals across diverse **[industries](https://chesapeakesearchpartners.com/industry-focus-overview/)** and **[job functions](https://chesapeakesearchpartners.com/functional-focus-overview/)**. We got to thinking–why not also leverage our professional network for the benefit of others? This is what inspired us to launch our **Intern of the Week Program**. Our goal is to help young professionals network and kickstart their careers by developing professional “social” introductions to companies. We do this by highlighting a new candidate in our Intern of the Week posts on LinkedIn and our website. Are you interested in kickstarting your career? Are you excited to get your resume in front of a hiring manager at an industry-leading company? Apply to be CSP’s next Intern of the Week! 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box_shadow_vertical_filter_bar_item=”0px” box_shadow_color_filter_bar_item=”rgba(249,247,252,0.5)” box_shadow_style_images=”preset3″ box_shadow_color_images=”rgba(63,60,57,0.09)” global_colors_info=”{}” filter_bar_item_background_color__hover_enabled=”off|hover” box_shadow_vertical_filter_bar_item__hover_enabled=”on|hover” box_shadow_vertical_filter_bar_item__hover=”-80px” load_more_bg_color__hover_enabled=”on|hover” load_more_bg_color__hover=”rgba(21,2,42,0.8)” filter_bar_normal_text_color__hover_enabled=”on|hover” filter_bar_normal_text_color__hover=”rgba(21,2,42,0.5)” border_color_bottom_filter_bar_item__hover_enabled=”on|hover” border_color_bottom_filter_bar_item__hover=”rgba(249,247,252,0.5)” overlay_bg_color__hover_enabled=”on|hover” overlay_bg_color__hover=”rgba(5,71,43,0.66)” overlay_bg_enable_color__hover=”on”][/dipi_filterable_grid][dipi_blog_slider include_categories=”11″ show_author=”off” date_circle_color=”#05472B” columns=”2″ space_between=”15″ navigation_color=”#05472B” item_bg_color=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ columns_tablet=”2″ columns_phone=”1″ columns_last_edited=”on|phone” disabled_on=”on|on|on” _builder_version=”4.23.1″ _module_preset=”default” header_font=”||||||||” header_font_size=”18px” cat_font=”|700||on|||||” cat_text_color=”#3F3C39″ date_text_color=”#FFFFFF” background_enable_color=”off” disabled=”on” global_colors_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22background_color%22,%22item_bg_color%22%93}”][/dipi_blog_slider]#### APPLY TO BE CSP’S INTERN OF THE WEEK --- ### [Contact Us](https://chesapeakesearchpartners.com/contact/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # CONTACT Address 502 Washington Ave., Suite 801 Towson, MD 21204 Phone (410) 372-3027 Chesapeake Search Partners --- ### [Kevin Beres](https://chesapeakesearchpartners.com/meet-the-team/staff/kevin-beres/) **Published:** April 6, 2026 **Author:** Cassidy Eichelberger **Content:** ### **KEVIN BERES** ***Senior Search Consultant*** Kevin joined Chesapeake Search Partners in March 2026 as a Senior Search Consultant, bringing a diverse recruitment background across the Manufacturing, Legal, and Industrial industries. He now assists recruiting efforts across Construction, Engineering, and Manufacturing. With over 10 years of experience in both Corporate and Recruiting Firms, Kevin is building upon the partnerships he cultivated over the years. With a background in both client and candidate management, Kevin focuses on building long-term relationships within organizations and matching top-tier talent for their needs. Born and raised in Baltimore, Maryland, Kevin attended Calvert Hall College High School and then graduated from Towson University in 2016 with a Bachelor’s degree in Marketing. He stays active in the community by continuing to referee soccer matches and assisting with the Special Olympics of Maryland. Kevin resides in Parkville with his wife and two sons. 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global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/kevin-beres/” button_link_target=”on” _builder_version=”4.27.6″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Blog](https://chesapeakesearchpartners.com/blog/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # BLOG [dipi_filterable_grid select_custom_tax=”category” include_term_ids_of_category=”5,11,6,7,43,76,80,60″ pagination_type=”numbered_pagination” posts_per_page=”12″ filter_tab_alignment=”center” grid_layout=”grid” gutter=”25″ grid_animation=”fadeInUpShort” show_post_title=”on” show_post_excerpt=”on” 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grid_item_excerpt_line_height=”1.6em” custom_read_more=”on” read_more_text_color=”#FFFFFF” read_more_font=”New Hero Regular||||||||” min_height=”1000px” hover_enabled=”0″ filter_bar_normal_text_align_last_edited=”off|phone” border_width_bottom_filter_bar_item=”2px” border_color_bottom_filter_bar_item=”#FFFFFF” border_width_bottom_filter_bar_item_active=”4px” border_color_bottom_filter_bar_item_active=”#05472B” box_shadow_style_pagination_normal=”preset3″ box_shadow_color_pagination_normal=”rgba(9,9,10,0.17)” box_shadow_style_filter_bar=”preset3″ box_shadow_color_filter_bar=”rgba(63,60,57,0.09)” box_shadow_style_filter_bar_item=”preset7″ box_shadow_horizontal_filter_bar_item=”0px” box_shadow_vertical_filter_bar_item=”0px” box_shadow_color_filter_bar_item=”rgba(249,247,252,0.5)” box_shadow_style_images=”preset3″ box_shadow_color_images=”rgba(63,60,57,0.09)” global_colors_info=”{}” filter_bar_item_background_color__hover_enabled=”off|hover” box_shadow_vertical_filter_bar_item__hover_enabled=”on|hover” box_shadow_vertical_filter_bar_item__hover=”-80px” load_more_bg_color__hover_enabled=”on|hover” load_more_bg_color__hover=”rgba(21,2,42,0.8)” filter_bar_normal_text_color__hover_enabled=”on|hover” filter_bar_normal_text_color__hover=”rgba(21,2,42,0.5)” border_color_bottom_filter_bar_item__hover_enabled=”on|hover” border_color_bottom_filter_bar_item__hover=”rgba(249,247,252,0.5)” overlay_bg_color__hover_enabled=”on|hover” overlay_bg_color__hover=”rgba(5,71,43,0.66)” overlay_bg_enable_color__hover=”on” sticky_enabled=”0″][/dipi_filterable_grid] --- ### [Matt Levin](https://chesapeakesearchpartners.com/meet-the-team/staff/matt-levin/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **MATT LEVIN** ***Assistant Practice Director*** Matt joined Chesapeake Search Partners in 2021 as a Senior Search Consultant and was promoted to Assistant Director in 2022. He leads recruiting efforts across Construction and Development as well as Manufacturing, Engineering, Distribution, and various Operations functions. With nearly 20 years of experience in both search and corporate recruiting, Matt values the relationships he has built throughout his career. His passion for talent acquisition shines through his collaborative approach and commitment to creating genuine partnerships in hiring. A Baltimore native, Matt graduated from Loch Raven High School in 2001 and Towson University in 2005. He enjoys staying active in the community, supporting various nonprofits and professional business groups. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:mlevin@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4438453835″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/mattrlevin/” button_link_target=”on” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Christine Sauter](https://chesapeakesearchpartners.com/meet-the-team/staff/christine-sauter/) **Published:** February 16, 2026 **Author:** Cassidy Eichelberger **Content:** ### **CHRISTINE SAUTER** ***Search Consultant*** Christine joined Chesapeake Search Partners in January 2026 as a Search Consultant, bringing a strong foundation in recruiting and talent management developed over several years in agency recruiting. As she continues to grow in her career, she prioritizes partnering closely with clients and candidates to understand their goals and motivations, enabling her to build meaningful relationships and match top talent with the right opportunities. Originally from New Jersey, Christine has lived in the greater Baltimore area for the last decade. She graduated from Towson University in 2014 with a BS in Mass Communications and a minor in Psychology, which informs her approach to listening, communication, and relationship building. Christine is passionate about professional development, building meaningful connections, and exploring new places through travel. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.27.5″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:csauter@chesapeakesearchpartners.com” _builder_version=”4.27.5″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:6094770883″ _builder_version=”4.27.5″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/christinesauter/” button_link_target=”on” _builder_version=”4.27.5″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][/dipi_button_grid_child][/dipi_button_grid] --- ### [Search Consultant](https://chesapeakesearchpartners.com/search-consultant-job-description/) **Published:** February 23, 2024 **Author:** Cassidy Eichelberger **Content:** # Join Our Team ## **SEARCH CONSULTANT ##### **Towson, MD (Hybrid) \| $55k-$65k + Commission + Production Incentives** ##### Position Summary The Search Consultant position is a challenging and rewarding opportunity at CSP. It allows for close partnership and collaboration with fellow team members and clients. In addition, the role provides a balance of organizational support while offering a degree of autonomy related to search projects and client relationships. The incumbent will be involved in the search process from beginning to end. Overall responsibilities include: collaborating with clients to ensure agreed-upon qualification criteria for candidates during intake meetings, posting jobs and content that reflect our brand on career pages, job boards, and social media while engaging prospective candidates, sourcing and screening potential candidates, growing your professional network, and growing the CSP brand. ##### ADDITIONAL RESPONSIBILITIES - Organize, update, and maintain candidates’ data (i.e., resumes, availability, and contact details) in internal databases. - Build and maintain relationships with candidates to ensure the best opportunities for CSP to place them. - Effectively manage and lead client relationships, including consistent client updates and portfolio management. - Actively identify and engage in strategic partner relationships with current and potential clients. - Create talent pipelines with high-potential candidates for current and future job opportunities. - Assist with new hire onboarding activities such as reference checks, offer letters, etc. - Promote the CSP brand and the respective practice online and offline. - Participate in networking and practice-specific events. - Special projects as assigned. - Adhere to CSP core values: Communication, Commitment, Consistency, and Integrity ##### QUALIFICATIONS - Bachelor’s degree required. - Proven work experience as a Staffing Agency Recruiter, Corporate Recruiter, or similar role. - Experience with various interview formats, including phone screenings, in-person interviews, and panel interviews. - Proficiency with MS Suite of tools, SharePoint, 365, etc. - Familiarity with Applicant Tracking Systems and resume databases. - Experience using professional social networks (i.e., LinkedIn). - Enthusiasm to network and communicate with others. - Hustle, tenacity, and determination to succeed while helping grow the CSP brand. - Previous sales/recruiting experience (including internships) is a plus. - Experience working in a performance-driven environment. - Excellent organizational and communication skills. - Ability to prioritize and complete projects within deadlines. - Comfortable working in a fast-paced, diverse team environment. APPLY NOW --- ### [Mark Ledvinka](https://chesapeakesearchpartners.com/meet-the-team/staff/mark-ledvinka/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **MARK LEDVINKA** ***Search Consultant*** Mark joined Chesapeake Search Partners in June 2021 as a Search Consultant, bringing a diverse background in customer and client relationship development and sales. He specializes in Accounting and Finance searches across various industries, including Construction, Manufacturing, Professional and Financial Services, Real Estate, Hospitality, and Nonprofits. His expertise includes talent acquisition planning, candidate mentoring, client relationship management, and recruitment strategy. He graduated from Salisbury University in 2019 with a Bachelor’s Degree in Marketing and a minor in Professional Sales, during which he was a member of the Salisbury University Hockey Team. After graduation, Mark worked with a professional sales company, collaborating closely with busy executives to provide tailored solutions within the clothing industry. Originally from St. Mary’s County, MD, he has been a Baltimore resident since 2019 and continues to expand his network and community involvement locally. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:mledvinka@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:3019047949″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/mark-ledvinka/” button_link_target=”on” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Current Opportunities](https://chesapeakesearchpartners.com/current-opportunities/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # CURRENT OPPORTUNITIES --- ### [Submit a Résumé](https://chesapeakesearchpartners.com/jobseekers/submit-a-resume/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # SUBMIT A RÉSUMÉ We are always in search of great talent. Please tell us a little bit about yourself and attach a current resumé. We’ll be in touch to discuss your career experience and goals shortly. To submit a resumé please fill out the form below. --- ### [ExJobs](https://chesapeakesearchpartners.com/exjobs/) **Published:** September 19, 2025 **Author:** Cassidy Eichelberger **Content:** --- ### [Senior Search Consultant | Chesapeake Search Partners](https://chesapeakesearchpartners.com/senior-search-consultant-job-description/) **Published:** February 21, 2024 **Author:** Cassidy Eichelberger **Content:** # Join Our Team # **SENIOR SEARCH CONSULTANT** ##### Towson, MD (Hybrid) \| $60k-$80k + Commission & Bonus ### POSITION SUMMARY The Senior Search Consultant position is a challenging and rewarding opportunity at CSP, one that allows for close partnership and collaboration with fellow team members and clients. In addition, the role provides a balance of organizational support while offering an elevated degree of autonomy related to search projects and client relationships. The Sr. Search Consultant also provides mentoring opportunities for other Search Consultants and collaborates with leaders across the firm. The incumbent will be involved in the search process from beginning to end. Overall responsibilities include: business development, collaborating with clients to ensure agreed-upon qualification criteria for candidates during intake meetings, posting jobs and content that reflect our brand on career pages, job boards, and social media while engaging prospective candidates, sourcing and screening potential candidates, growing your professional network and growing the CSP brand through various platforms. In partnership and collaboration with the leadership team, the Senior Search Consultant actively gathers leads and cultivates business. ##### ADDITIONAL RESPONSIBILITIES - Organize, update, and maintain candidates’ data (i.e. resumes, availability and contact details) in internal databases. - Build and maintain relationships with candidates to ensure the best opportunities for CSP to place them. - Effectively manage and lead client relationships, including consistent client updates and portfolio management. - Actively identify and engage in strategic partner relationships with current and potential clients. - Create talent pipelines with high-potential candidates for current and future job opportunities. - Assist with new hire onboarding activities such as reference checks, offer letters, etc. - Promote the CSP brand online and offline. - Participate in networking and company events. - Special projects as assigned. - Adhere to CSP core values: Communication, Commitment, Consistency, and Integrity. ##### QUALIFICATIONS - Bachelor’s degree required. - Proven work experience as a Staffing Agency Recruiter, Corporate Recruiter or similar role. - Business development experience is required. - Proficiency with MS Suite of tools, SharePoint, 365, etc. - Familiarity with Applicant Tracking Systems and resume databases. - Experience using professional social networks (i.e., LinkedIn Recruiter). - Enthusiasm to network and communicate with others. - Hustle, tenacity, and determination to succeed while helping grow the CSP brand. - 5+ years experience in full life cycle recruiting including sales and relationship management. - Experience working in a performance-driven environment. - Excellent organizational and communication skills. - Ability to prioritize and complete projects within deadlines. - Comfortable working in a fast-paced, diverse team environment. APPLY NOW --- ### [Julia Rice](https://chesapeakesearchpartners.com/meet-the-team/staff/julia-rice/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **JULIA RICE** ***Search Consultant*** Julia joined Chesapeake Search Partners in November 2023 as a Search Consultant, bringing a diverse recruitment background in HR, IT, and Sales. She now specializes in HR searches across industries such as Real Estate, Manufacturing, Construction, Professional Services, and Family Office. Her expertise includes talent acquisition planning, candidate mentoring, and client relationship management. Julia graduated from Mercer University in 2014 with a Bachelor’s Degree in Liberal Arts and a minor in Political Science. She was a member of the Purdue University Softball Team from 2009 to 2012 and continued her athletic career at Mercer. Originally from Southern California, Julia has been a Baltimore resident for over a decade and is an active member of Howard County SHRM and CHRA. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.4″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:jrice@chesapeakesearchpartners.com” _builder_version=”4.23.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:8185216462″ _builder_version=”4.23.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/julia-rice17/” button_link_target=”on” _builder_version=”4.23.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Community Connections](https://chesapeakesearchpartners.com/csp-community-connections/) **Published:** June 28, 2022 **Author:** Cassidy Eichelberger **Content:** # Community Connections ### Contributing to the Success of Our Community is in OUR DNA #### Mission CSP’s foundation is built on relationships – the people and organizations that make Baltimore and Washington DC truly unique. We are passionate about giving back to these communities that have given us so much both professionally and personally. Embedded in our corporate culture is the belief that we must get involved. By putting ourselves out there, by connecting with the community, we’ll make a difference by leveraging our talent for good. [dipi_image_accordion _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][dipi_image_accordion_child bg_img=”https://chesapeakesearchpartners.com/wp-content/uploads/2025/03/MD-Food-Bank.jpg” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][/dipi_image_accordion_child][dipi_image_accordion_child bg_img=”https://chesapeakesearchpartners.com/wp-content/uploads/2024/08/Baltimore-Hunger-Project-Group-Photo-with-Signs.jpg” _builder_version=”4.26.1″ _module_preset=”default” global_colors_info=”{}”][/dipi_image_accordion_child][dipi_image_accordion_child bg_img=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/CAL-w.Kay_.jpg” _builder_version=”4.23.1″ _module_preset=”default” border_width_all=”6px” border_color_all=”#FFFFFF” global_colors_info=”{}”][/dipi_image_accordion_child][dipi_image_accordion_child bg_img=”https://chesapeakesearchpartners.com/wp-content/uploads/2024/08/Kate-Jesse-Rachel.jpg” _builder_version=”4.26.1″ _module_preset=”default” global_colors_info=”{}”][/dipi_image_accordion_child][dipi_image_accordion_child bg_img=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/CAL-Golf-Outing-Group-Picture.jpg” _builder_version=”4.23.1″ _module_preset=”default” border_width_all=”6px” border_color_all=”#FFFFFF” global_colors_info=”{}”][/dipi_image_accordion_child][dipi_image_accordion_child bg_img=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/CAL-group-pic-3-comm-connections-tshirts.jpg” _builder_version=”4.23.1″ _module_preset=”default” border_width_all=”6px” border_color_all=”#FFFFFF” global_colors_info=”{}”][/dipi_image_accordion_child][dipi_image_accordion_child bg_img=”https://chesapeakesearchpartners.com/wp-content/uploads/2024/08/Junior-Achievement-Group-Photo.jpg” _builder_version=”4.26.1″ _module_preset=”default” global_colors_info=”{}”][/dipi_image_accordion_child][/dipi_image_accordion]### How We’re Giving Back: [**Next One Up**](https://www.nextoneup.org/) provides young men in Baltimore City with access to resources and opportunities to enable them to have the bright future they deserve. CSP is involved in mentoring, and supporting the career development of these young men with mock interviews, resume workshops, internship preparation, and more. [**JARC Baltimore**](https://jarcbaltimore.org/) promotes strong communities, businesses, and households to ensure that people who work do not live in poverty. By providing free manufacturing job training, the organization ​​helps both job seekers and employers advance in today’s rapidly changing economy. CSP supports JARC by conducting mock interviews with trainees to prepare them for upcoming interviews in the real world and has held ‘Soft Skills’ workshops to further develop the trainees’ job-seeking skills and answer any questions they may have about entering the workforce. The **[Catch a Lift Fund](https://catchaliftfund.org/)** enables post-9/11 combat-injured veterans all over the U.S. to recover and rehabilitate both physically and mentally through physical fitness, motivation, and support. The Catch A Lift Fund has helped thousands regain their mental and physical health through gym memberships, in-home gym equipment, personalized fitness and nutrition programs, and a peer support network. CSP supports CAL by attending their volunteer nights to provide assistance with anything the organization might need, such as folding t-shirts or creating gift bags for upcoming events. Additionally, CSP hopes to bring awareness to CAL through sharing content and volunteer opportunities related to their cause. The [**CSP Intern Spotlight Program** ](https://chesapeakesearchpartners.com///jobseekers/intern-of-the-week/)is our path to help young professionals network and kickstart their careers. We do this by developing professional “social” introductions to companies highlighting a new candidate in our Intern of the Week posts that live on LinkedIn and our website. ### More About Community Connections… [dipi_blog_slider include_categories=”1″ use_thumbnail_height=”on” thumbnail_height=”310px” show_author=”off” date_circle_color=”#05472B” columns=”2″ item_bg_color=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ _builder_version=”4.23.1″ _module_preset=”default” header_font_size=”20px” cat_font=”|700|on||||||” cat_text_color=”#3F3C39″ date_text_color=”#FFFFFF” background_enable_color=”off” global_colors_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22item_bg_color%22%93}”][/dipi_blog_slider]### Contact Us --- ### [Laura Locke | Chesapeake HR Solutions](https://chesapeakesearchpartners.com/meet-the-team/staff/laura-locke/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **LAURA LOCKE** ***Senior Talent Acquisition Consultant – Chesapeake HR Solutions*** Laura Locke joined CSP’s HR Consulting Team in 2023 and now supports clients through Chesapeake HR Solutions. She brings over 20 years of experience in Talent Acquisition, with both global and regional leadership roles across organizations of all sizes. Her industry background includes Manufacturing, Consumer Products, Industrial Machinery, Military & Government Contracting, Medical, Dentistry, and Industrial Gases & Chemicals. As a Talent Acquisition Consultant, Laura is recognized as a strategic business partner with a highly collaborative approach—building strong relationships at all levels of the organization. Her areas of expertise include recruiting process improvement, upskilling recruiting teams, data analytics and reporting, manager training, candidate experience, vendor management, and applicant tracking systems. She holds an MBA from Loyola College in Maryland and a B.S. in Business Management from Pennsylvania State University. Laura is SHRM-SCP certified and serves on the Board of the Chesapeake Human Resources Association (CHRA). [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.4″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:hr@chesapeakesearchpartners.com” _builder_version=”4.23.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/lauracooklocke/” button_link_target=”on” _builder_version=”4.23.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Donna Garon | Chesapeake HR Solutions](https://chesapeakesearchpartners.com/meet-the-team/staff/donna-garon/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **DONNA GARON** ***Senior HR Consultant – Chesapeake HR Solutions*** Donna is a Senior Human Resources Consultant with over 20 years of generalist experience in HR operations. She joined CSP’s Consulting Team in 2019 and now supports clients through Chesapeake HR Solutions. Donna specializes in legal compliance, benefits, HRIS, compensation, and policy and procedure development. She has a strong track record of building and restructuring HR departments, implementing and optimizing HRIS platforms, and crafting policies, procedures, and handbooks that align organizations with best practice standards. Prior to joining CSP, Donna served as an independent consultant to a wide range of for-profit and non-profit organizations across industries such as manufacturing, business services, finance, logistics, IT, and staffing. She graduated with honors from Columbia University in New York with a B.A., earned her Professional HR Certification in 2001, and is currently pursuing the ADP Workforce Now Certified Specialist credential and the Certified Employee Benefits Specialist (CEBS) designation. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:hr@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/garonphr/” button_link_target=”on” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Julie East | Chesapeake HR Solutions](https://chesapeakesearchpartners.com/meet-the-team/staff/julie-east/) **Published:** January 31, 2024 **Author:** Cassidy Eichelberger **Content:** ### **JULIE EAST, ACC** ***Executive HR Consultant & Leadership Coach – Chesapeake HR Solutions*** Julie East is an experienced human resources professional and executive coach who brings a thoughtful, people-centric approach to her work with the Chesapeake HR Solutions team. Driven by helping leaders attain their greatest potential, she takes pride in providing intentional coaching and guidance with our clients and teams. As a former Vice President of HR, her goals included guiding her employers to help them flourish in the areas of culture and employee engagement. Her industry background spans retail, technology, and hospitality. A Certified Professional Diversity Coach from the Coach Diversity Institute in Washington, DC, Julie also administers and provides coaching around the DISC behavioral assessment. In addition to her primary job functions, her passion lies in helping Operations leaders adopt a strategic mindset. She holds a bachelor’s degree in psychology from Oklahoma State University, is a graduate of the University of California’s Instructional Design program, and earned a graduate-level certification in Change Management from Johns Hopkins University. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.24.0″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:hr@chesapeakesearchpartners.com” _builder_version=”4.24.0″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/jeast4211/” button_link_target=”on” _builder_version=”4.24.0″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Barbara Clark | Chesapeake HR Solutions](https://chesapeakesearchpartners.com/meet-the-team/staff/barbara-clark/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### BARBARA **CLARK** ***Outplacement & Career Coaching – Chesapeake HR Solutions*** Barbara Clark brings over 20 years of Human Resources experience to the Chesapeake HR Solutions team, with deep expertise in Learning & Development and Talent Acquisition. Known for her ability to shape compelling employee brands, Barbara helps organizations elevate their talent strategy while supporting professionals through critical career transitions. In her work with Chesapeake HR Solutions, Barbara partners with clients to design thoughtful candidate experiences and prepare incumbents to confidently navigate the interview process with prospective employers. --- ### [Wilma Brockington-Parker, PCC | Chesapeake HR Solutions](https://chesapeakesearchpartners.com/meet-the-team/staff/wilma-brockington-parker/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **WILMA BROCKINGTON-PARKER, PCC** ***Outplacement Consultant & Executive Coach – Chesapeake HR Solutions*** Wilma brings over 15 years of experience as a Human Resources Business Partner, certified professional coach, and training facilitator to the Chesapeake HR Solutions team. At CSP, Wilma supports the firm’s Outplacement Services and broader consulting practice, offering tailored guidance to organizations navigating change and talent transitions. In her role, Wilma partners with clients to develop actionable strategies that align people, performance, and business outcomes. As a seasoned workshop facilitator, she has trained thousands of professionals in leadership development, process improvement, and operational efficiency. She is certified in both MBTI® and Hogan Assessments, tools she leverages to deepen leadership insight and team alignment. Wilma is a graduate of the Executive and Professional Coaching Program at the University of Texas at Dallas and is a member of the International Coaching Federation. She holds an M.S. in Human Resources and an MBA from the University of Maryland Global Campus, as well as a B.S. in Business Administration from Towson University. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:wbrockingtonparker@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/wilmabrockingtonparker/” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Jason Nemoy](https://chesapeakesearchpartners.com/meet-the-team/staff/jason-nemoy/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **JASON NEMOY** ***Partner, Director*** Jason Nemoy brings over two decades of hands-on HR leadership experience to his work in executive search and consulting. Since joining CSP in 2016, Jason has led the growth of the firm’s HR recruiting function, and in 2023, he launched Chesapeake HR Solutions™ to meet the evolving consulting needs of CSP’s expanding client base. Before CSP, Jason held senior HR leadership roles across the fitness, hospitality, and healthcare industries. A former HR practitioner and past President of the Chesapeake Human Resources Association (CHRA), Jason brings a practitioner’s lens to every search, partnering with clients to deliver people-first strategies that align with business goals. Jason earned a B.A. in Economics from the University of California, Santa Barbara, completed UCLA’s Professional HR Certification Program, and holds an M.S. in Human Resource Development from Towson University. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:jnemoy@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4103723032″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/jasonnemoy/” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Samantha Greenbaum | Chesapeake HR Solutions](https://chesapeakesearchpartners.com/meet-the-team/staff/samantha-greenbaum-chesapeake-hr-solutions/) **Published:** June 26, 2025 **Author:** Cassidy Eichelberger **Content:** ### **SAMANTHA GREENBAUM** ***Talent Acquisition Consultant – Chesapeake HR Solutions*** Samantha Greenbaum joined the HR Solutions team in 2024 and brings over 7 years of experience in Talent Acquisition and Human Resources. She has supported recruitment efforts in a wide range of industries, including Healthcare, Mental Health & Human Services, Higher Education, Nonprofits, Hospitality, and Technology Startups. As a Talent Acquisition Consultant, Samantha is recognized for her collaborative approach, client-focused mindset, and ability to build strong relationships with hiring teams and candidates. She is passionate about creating thoughtful and engaging candidate experiences which is central to her approach in identifying and attracting top talent for organizations. Samantha specializes in full-cycle recruiting, recruitment process optimization, candidate engagement, sourcing, and ATS implementation and management. Samantha holds a Bachelor of Science in Business Administration with a concentration in Human Resources Management from the University of Baltimore. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:hr@chesapeakesearchpartners.com” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/samantha-harris-greenbaum-833b9b149/” button_link_target=”on” _builder_version=”4.27.4″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Functional Focus | Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/) **Published:** May 6, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Accounting & Finance Since its inception, CSP has specialized in Accounting & Finance, its original core career category. Over the past decade, we have expanded our network to include the most qualified professionals in the Baltimore and D.C. markets and beyond. Our Search Consultants recognize the critical role that Accounting & Finance functions play in a business’s growth. Therefore, we prioritize building strong relationships with clients to fully understand their functional needs. We take pride in connecting our clients with top talent that matches their specific requirements. Our expertise spans various industries, making us a comprehensive, **[full-service search firm](https://chesapeakesearchpartners.com/employers/types-of-search/)**. #### POSITIONS - CFO - VP of Finance - Controller - Assistant Controller - Accounts Payable & Receivable - Auditors - Financial Planning & Analysis - Senior/Staff Accountant - Senior/Financial Analyst - Tax Professionals - Treasury Professionals - Payroll #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or **<af@chesapeakesearchpartners.com>** --- ### [Not Found](https://chesapeakesearchpartners.com/not-found/) **Published:** April 8, 2025 **Author:** Cassidy Eichelberger **Content:** # 404: Page Not Found Oops! It looks like the page you’re looking for doesn’t exist. What to do next? - Double-check the URL for any typos. - Return to our **[homepage](https://chesapeakesearchpartners.com)** and explore our services. - [**Contact us**](https://chesapeakesearchpartners.com/contact/) if you need assistance—we’re happy to help! Return Home --- ### [Functional Focus | Legal](https://chesapeakesearchpartners.com/functional-focus-overview/legal/) **Published:** March 6, 2025 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## LEGAL Legal professionals are essential to safeguarding a company’s interests, ensuring regulatory compliance, and managing risk. They provide expert counsel, draft and negotiate contracts, and navigate complex legal matters that impact business operations. Hiring the right legal talent is critical for protecting your organization and supporting its long-term success. At CSP, we specialize in connecting businesses with top legal professionals who bring expertise in corporate law, litigation, contract management, and more. Our extensive network and industry insight allow us to find candidates who align with your organization’s legal needs. Whether you’re seeking in-house counsel, contract attorneys, or specialized legal experts, CSP delivers **[tailored recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** to build a strong legal team. #### POSITIONS - Chief Legal Officer - General Counsel - Associate General Counsel - Corporate Counsel - Regulatory Counsel - Compliance Counsel - Mergers & Acquisitions Counsel - Real Estate Counsel - Estate Planning Counsel - Contract Manager - Legal Operations Manager #### INDUSTRIES - **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office/)** - [**Financial Services**](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services/) - [**Healthcare**](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare/) - [**Manufacturing**](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing/) - [**Nonprofit**](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit/) - [**PE/VC/IB**](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib/) - [**Professional Services**](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services/) - [**Real Estate**](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate/) - [**Technology/SaaS**](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas/) #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:info@chesapeakesearchpartners.com) --- ### [Functional Focus | Corporate Development](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Corporate Development, Private Equity, Investment Banking, & Venture Capital Finance and investment professionals play a key role in driving growth and success through their expertise in corporate development, private equity, investment banking, and venture capital. At CSP, we specialize in connecting businesses with top-tier professionals who possess the financial acumen, strategic vision, and negotiation skills needed for growth. These individuals focus on strategic planning, due diligence, market analysis, investment sourcing, integration and exit strategies, fundraising, and portfolio management. Using our extensive network, we carefully match firms with candidates who meet technical requirements and fit seamlessly into their corporate culture. Each function plays a unique part in the finance and investment landscape and **[our tailored recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** ensure access to expertise for navigating complex business landscapes and achieving sustainable growth. #### POSITIONS - Vice President - Director - Valuations - Senior Associate - Associate - Analyst #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:hr@chesapeakesearchpartners.com) --- ### [Kristin (Sudina) Freitag](https://chesapeakesearchpartners.com/meet-the-team/staff/kristin-sudina-freitag/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **KRISTIN (SUDINA) FREITAG** ***Senior Search Consultant*** Kristin joined Chesapeake Search Partners in 2022 as a Senior Search Consultant, specializing in Financial Services, including Family Office, Investment Banking, and Private Equity. She has expanded her expertise to encompass Accounting & Finance, Administrative, and Compliance searches. With a strong background in client and candidate management, Kristin focuses on recruitment strategy and ethical practices, leveraging her industry knowledge to connect top talent with organizations. A Baltimore native, she began her career at Sudina Search, Inc., founded by her father, Chuck Sudina, and led the company after his passing. Kristin graduated from the University of Maryland, College Park, with a degree in Communication and Geography and is a two-time national champion with the Maryland Women’s Lacrosse Team. Outside of work, she coaches girls’ soccer and lacrosse and volunteers at local organizations while supporting combat-injured veterans through Catch A Lift’s annual workout. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:kfreitag@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4107909556″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/kristin-sudina-freitag/” button_link_target=”on” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Patrick Fitzgerald](https://chesapeakesearchpartners.com/meet-the-team/staff/patrick-fitzgerald/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **PATRICK FITZGERALD** ***Assistant Director*** Patrick began his career at Chesapeake Search Partners in 2014 as a Search Consultant, specializing in Accounting & Finance searches across various industries. Over the years, he developed a deep understanding of the field, leading to his promotion to Senior Search Consultant in 2021. By 2022, he was elevated to Assistant Director, where he continues to lead Accounting and Finance searches with a strategic, results-driven approach. Patrick graduated from Towson University in 2014 with a Bachelor of Science in Communication Studies and a minor in Business, while competing as a student-athlete on the Division 1 Baseball team. During his time at Towson, he was involved in PAWS (Proud Athletes Who Serve), honing his leadership and team-building skills. His experience spans multiple industries and various roles, bringing a wealth of knowledge in talent acquisition and leadership development. Patrick is passionate about connecting top-tier talent with transformative opportunities, always striving to exceed client expectations. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:pfitzgerald@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4103723024″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/patrickfitzgerald3/” button_link_target=”on” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Cassidy Eichelberger](https://chesapeakesearchpartners.com/meet-the-team/staff/cassidy-eichelberger/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger **Content:** ### **CASSIDY EICHELBERGER** ***Operations and Marketing Manager*** Cassidy joined Chesapeake Search Partners in November 2021 as the Operations Coordinator, introducing new approaches to streamline how the firm organizes its files, timesheets, and overall operational procedures. She earned her bachelor’s degree in marketing and communications from Salisbury University in 2019 and now manages CSP’s overall Operations and Marketing efforts. Since joining CSP, Cassidy has guided the company through a rebrand as they celebrated a decade in business and spearheaded a HubSpot implementation initiative. She is certified in HubSpot Marketing Software, SEO, and Content Marketing. Additionally, Cassidy oversees front-end website development, consistently updating and enhancing the CSP brand. She also provides support across sales, finance, and human resources, contributing to the firm’s ongoing success. Cassidy excels at identifying areas for optimization, improving processes, and problem-solving. She enjoys being part of projects that bring people together and take pride in seeing the tangible results of her efforts. [dipi_button_grid flex_direction=”row” justify_content=”flex-start” _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][dipi_button_grid_child button_id=”Email” button_text=”EMAIL” button_link=”mailto:ceichelberger@chesapeakesearchpartners.com” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”Phone” button_type=”dp_button” button_text=”PHONE” button_link=”tel:4103723036″ _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][dipi_button_grid_child button_id=”LINKED IN” button_type=”dp_button” button_text=”FOLLOW” button_link=”https://www.linkedin.com/in/casseich/” button_link_target=”on” _builder_version=”4.23.1″ _module_preset=”default” custom_button=”on” button_border_radius=”0px” button_use_icon=”on” button_icon=”||divi||400″ button_icon_placement=”right” button_on_hover=”off” custom_margin=”||||false|false” custom_padding=”||||false|false” global_colors_info=”{}”][/dipi_button_grid_child][/dipi_button_grid] --- ### [Functional Focus | Real Estate](https://chesapeakesearchpartners.com/functional-focus-overview/functional-focus-real-estate/) **Published:** September 26, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Real Estate Real Estate professionals are essential to the industry’s success and growth, ensuring efficient operations, strategic investments, and value creation in commercial markets. At CSP, we connect companies with skilled experts in property management, investment analysis, development, and brokerage. Our search consultants understand these professionals’ vital roles and are committed to connecting them with opportunities that suit their expertise and career goals. Whether you’re looking for an experienced property manager, a strategic analyst, or a results-driven broker, we provide **[personalized recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** to meet your needs. #### POSITIONS - Acquisitions/Investments - Development - Lease Administration - Leasing - Managers/Directors - Project Management - Property Management - Real Estate Analysis #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office/)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare/)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **Startup** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**refs@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [Functional Focus | Construction](https://chesapeakesearchpartners.com/functional-focus-overview/functional-focus-construction/) **Published:** September 25, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Construction Construction professionals are pivotal in executing a company’s strategic plans and achieving its objectives. They are responsible for managing projects efficiently, overseeing construction operations, and ensuring timely delivery with a high standard of quality. Hiring the right construction experts has a direct impact on project timelines, cost control, safety compliance, and overall business success. At CSP, we help clients find construction professionals who fit their specific project needs through Retained, Exclusive, and Contingent direct-hire recruitment. Headquartered in the DMV area, our national reach and industry expertise enable us to deliver **[tailored, full-service searches](https://chesapeakesearchpartners.com/employers/types-of-search/)** across the country. #### POSITIONS - Assistant Project Manager - Construction Manager - Director of Operations - Director of Preconstruction - Estimators - Interior Designer - Project Engineers - Project Managers - Quality Assurance - Safety Manager - Superintendent - VP of Construction - VP of Operations - VP of Safety #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**cems@chesapeakesearchpartners.com**](mailto:cems@chesapeakesearchpartners.com) --- ### [Industry Focus | Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## REAL ESTATE Success in the real estate industry relies on professionals skilled at market analysis, property management, and strategic investment. At CSP, we specialize in direct recruitment for this sector, focusing on matching your needs with professionals experienced in real estate development, brokerage, property management, and investment analysis. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures we connect you with individuals who possess the specialized skills and expertise crucial for effective real estate management. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Wealth Management & Investment Advisory](https://chesapeakesearchpartners.com/functional-focus-overview/wealth-management-investment-advisory)** #### NICHE INDUSTRIES - Commercial - Industrial - Life Sciences - Office - Retail - Self Storage - Warehouse #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**refs@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [Industry Focus | Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Construction The construction industry demands exceptional talent to manage complex projects, ensure safety compliance, and deliver quality results. At CSP, we understand the unique challenges of this sector and are dedicated to finding the perfect fit for your organization. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** delves deeply into your needs, ensuring that we match you with professionals with the specialized skills and experience necessary for effective project management, engineering, site supervision, and construction administration. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** #### NICHE INDUSTRIES - Commercial - Data Centers - General Contracting - Hospitality - Industrial - Life Sciences - Multifamily - Retail - Restaurant - Restoration/Renovation - Self Storage - Subcontractor Industries - Warehouse and Industrial #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**cems@chesapeakesearchpartners.com**](mailto:cems@chesapeakesearchpartners.com) --- ### [Industry Focus | Technology/SaaS](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas/) **Published:** July 16, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## TECHNOLOGY/SAAS In the technology and SaaS industries, success depends on skilled professionals adept at innovation, product development, and strategic growth. At CSP, we specialize in direct recruitment for these sectors, focusing on matching your needs with professionals experienced in software development, product management, cloud solutions, and customer success. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures we connect you with individuals who possess the specialized skills and expertise crucial for driving technology and SaaS excellence. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Compliance](https://chesapeakesearchpartners.com/functional-focus-overview/compliance)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** #### NICHE INDUSTRIES - E-commerce - Enterprise Solutions - FinTech - HealthTech - Managed IT Services - PropTech - Satellite Communications - Service - Sports - Wood & Timber #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**it@chesapeakesearchpartners.com**](mailto:it@chesapeakesearchpartners.com) --- ### [Assistant Director](https://chesapeakesearchpartners.com/apd-job-description/) **Published:** February 20, 2024 **Author:** Cassidy Eichelberger **Content:** # Join Our Team ## **ASSISTANT DIRECTOR** ##### Position Summary The Assistant Director (AD) is a challenging and rewarding opportunity at CSP, providing the first significant step in a leadership role with the firm to include strategic planning and peer (Search Consultant) supervision and development. The AD position allows for close partnership and collaboration with fellow team members and clients. The role provides a balance of organizational support while offering a large degree of autonomy related to search projects, client relationships, and peer development. In addition to helping lead an individual practice, the incumbent will be involved in the search process from beginning to end. Overall responsibilities include: consistently gathering leads and cultivating new business for all practices, collaborating with clients to ensure agreed-upon qualification criteria for candidates during intake meetings, posting jobs and content that reflect our brand on career pages, job boards, and social media while engaging prospective candidates, sourcing and screening potential candidates, growing your professional network, and growing the CSP brand through various platforms. ##### ADDITIONAL RESPONSIBILITIES - Day-to-day management of team and search projects. - Organize, update, and maintain candidates’ data (i.e., resumes, availability, and contact details) in internal databases. - Build and maintain relationships with candidates to ensure the best opportunities for CSP to place them. - Effectively manage and lead client relationships, including consistent client updates and portfolio management. - Actively identify and engage in strategic partner relationships with current and potential clients. - Create talent pipelines with high-potential candidates for current and future job opportunities. - Promote the CSP Brand and the respective practice online and offline. - Participate in networking and practice-specific events. - Special projects as assigned. - Adhere to CSP’s core values: Communication, Commitment, Consistency, and Integrity. ##### QUALIFICATIONS - Bachelor’s degree required. - Proven work experience as a Staffing Agency Recruiter, Corporate Recruiter or similar role. - Experience with various interview formats, including phone screening calls, in-person interviews, and panel interviews. - Business development experience is highly preferred. - 2+ years of management experience. - Proficiency in MS Suite of tools, Sharepoint, 365, etc. - Familiarity with Applicant Tracking Systems and resume databases. - Experience using professional social networks (i.e., LinkedIn). - Excellent organizational and communication skills. - Ability to prioritize and complete projects within deadlines. - Comfortable working in a fast-paced, diverse team environment. - Enthusiasm to network and communicate with others. - Hustle, tenacity, and determination to succeed while helping grow the CSP brand. - Previous sales/recruiting experience is required. - Experience working in a performance-driven environment. APPLY NOW --- ### [Functional Focus | Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Information Technology Information technology (IT) professionals play a crucial role in driving innovation and strategy. Hiring the right IT talent is essential for achieving long-term success and maintaining a competitive edge. At CSP, we specialize in connecting businesses with skilled IT professionals who possess the skills and vision to propel their companies forward. Our Search Consultants stay up-to-date with technology trends and hiring needs to identify the best candidates. We primarily focus on the Baltimore, Virginia, and D.C. metro areas while also conducting national searches. CSP offers **[customized search solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** to meet your specific needs, whether you require direct-hire, fractional, or project-based IT talent. #### POSITIONS - Administrators - Business/Systems Analysts - Data Analytics/Reporting Professionals - Data Security/Governance Professionals - Implementation/Automation Professionals - IT Leaders - Project Managers - Software Engineers - Solutions Architects/Pre-Sales Engineers - Fractional/Project-based Consultants #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**it@chesapeakesearchpartners.com**](mailto:it@chesapeakesearchpartners.com) --- ### [Industry Focus Overview](https://chesapeakesearchpartners.com/industry-focus-overview/) **Published:** June 28, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Industry Expertise Providing tailored solutions to meet the unique needs of each industry. [dipi_hover_box content_title=”Construction” content_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content_image_width=”100px” content_hover_image_width=”60px” content_hover_content=” Construction professionals are essential for project management, safety compliance, and quality results. CSP specializes in placing experts who ensure successful project execution and operational excellence, supporting your company’s growth and reputation. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NTEyIn19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”https://chesapeakesearchpartners.com/industry-focus-overview/construction” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Consumer Products” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Consumer product industry professionals are vital for product innovation, quality assurance, and market success. CSP specializes in placing experts who drive product excellence and operational efficiency, supporting your company’s growth and market reputation. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NTI0In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Education” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Education professionals are key to delivering quality learning experiences and driving institutional success. CSP specializes in placing experts who excel in administration, and curriculum development, supporting your institution’s growth and academic reputation. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjI2In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjI2In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Family Office” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Professionals in the family office industry are vital for wealth management, estate planning, and personalized financial services. CSP specializes in placing professionals who ensure financial excellence and operational efficiency, supporting your family’s legacy and growth. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjQyIn19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjQyIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Financial Services” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Financial services professionals are crucial in managing wealth, providing strategic financial advice, and ensuring regulatory compliance. CSP specializes in placing experts who excel in banking, investment management, insurance, and financial planning, supporting your organization’s success and client satisfaction. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjQ3In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjQ3In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Healthcare” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Recruiting skilled professionals with specific expertise in the healthcare industry is crucial for organizational success. At CSP, we specialize in direct recruitment for healthcare organizations, matching your needs with experts in administration, facility management, medical research, and healthcare innovation. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjU1In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjU1In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Hospitality” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Recruiting skilled hospitality professionals who excel in management, guest services, and operations is crucial for success. CSP specializes in direct recruitment, matching your needs with experts in hotel management, events, F&B, and customer service. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjYyIn19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjYyIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Manufacturing” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Professionals in manufacturing drive operational efficiency and quality. CSP recruits top production, quality control, logistics, and process improvement experts for your organization’s success. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjY4In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjY4In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Nonprofit” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Professionals in the nonprofit sector drive mission-driven impact and operational effectiveness. CSP recruits skilled professionals in nonprofit leadership, grant writing, donor relations, and advocacy for your organization’s success. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjczIn19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3NjczIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”PE/VC/IB” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Private equity, venture capital, and investment banking professionals play a crucial role in strategic investments and financial success. CSP’s network consists of experts in deal sourcing, due diligence, portfolio management, and investor relations, providing your organization with top-tier talent. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODA0In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODA0In19@” hover\_enabled=”0″ custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear” sticky\_enabled=”0″\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Professional Services” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Professional Services specialists drive expert advice and operational excellence. CSP recruits top consulting, legal services, accounting, and project management professionals to ensure your organization’s success. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODA5In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODA5In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Real Estate” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Real estate professionals are essential for property management and investment success. CSP’s network of development, brokerage, asset management, and investment professionals provides access to top experts in your area. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODE1In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODE1In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Startup” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Startups thrive on innovation and operational agility. CSP connects you with skilled entrepreneurs, product developers, market analysts, and venture capital experts, ensuring access to the expertise essential for your startup’s growth and success. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODI5In19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODI5In19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] \[dipi\_hover\_box content\_title=”Technology/SaaS” content\_image=”https://chesapeakesearchpartners.com/wp-content/uploads/2023/11/HR-Leadership-and-Support.svg” content\_image\_width=”100px” content\_hover\_image\_width=”60px” content\_hover\_content=” Technology and SaaS professionals are crucial for innovation and operational success. CSP’s network includes top experts in software development, product management, cloud solutions, and customer success, ensuring clients have access to industry-leading talent. ” use\_content\_hover\_button=”on” content\_hover\_button\_text=”Learn More” content\_hover\_button\_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODIzIn19@” box\_height=”260px” content\_bg\_color=”#FFFFFF” content\_hover\_bg\_color=”#05472B” \_builder\_version=”4.26.1″ \_dynamic\_attributes=”content\_hover\_button\_link,link\_option\_url” \_module\_preset=”default” header\_text\_color=”#05472B” header\_2\_text\_color=”#05472B” header\_3\_text\_color=”#05472B” content\_title\_font=”\|\|\|\|\|\|\|\|” content\_title\_text\_color=”#05472B” content\_title\_font\_size=”17px” content\_desc\_text\_color=”#333333″ content\_hover\_title\_text\_color=”#FFFFFF” content\_hover\_title\_font\_size=”16px” content\_hover\_desc\_text\_color=”#F5F5F5″ content\_hover\_desc\_line\_height=”1.3em” custom\_content\_hover\_button=”on” content\_hover\_button\_text\_size=”14px” content\_hover\_button\_text\_color=”#FFFFFF” content\_hover\_button\_bg\_color=”RGBA(255,255,255,0)” content\_hover\_button\_border\_width=”0px” content\_hover\_button\_border\_radius=”0px” content\_hover\_button\_font=”Poppins\|\|\|on\|\|\|\|\|” content\_hover\_button\_icon=”5\|\|divi\|\|400″ content\_hover\_button\_on\_hover=”off” content\_hover\_button\_custom\_padding=”0px\|0px\|0px\|0px\|true\|true” link\_option\_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjIzODE3ODIzIn19@” custom\_css\_main\_element=”margin-bottom: 30px !important;” border\_width\_all=”5px” border\_color\_all=”gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941″ global\_colors\_info=”{%22gcid-f7471473-bf27-417d-b0c8-06ca1bc8a941%22:%91%22border\_color\_all%22,%22border\_color\_all%22%93}” content\_hover\_button\_bg\_color\_\_hover\_enabled=”on\|desktop” content\_hover\_button\_bg\_color\_\_hover=”RGBA(255,255,255,0)” content\_hover\_button\_bg\_enable\_color\_\_hover=”on” overlay\_bg\_color\_gradient\_type\_tablet=”linear” overlay\_bg\_color\_gradient\_type\_phone=”linear” overlay\_bg\_color\_gradient\_type\_\_hover=”linear” image\_bg\_color\_gradient\_type\_\_hover=”linear”\]\[/dipi\_hover\_box\] #### FOR MORE INFORMATION, please contact us at (410) 372-3027 or **<info@chesapeakesearchpartners.com>** --- ### [Industry Focus | Startup](https://chesapeakesearchpartners.com/industry-focus-overview/startup/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## STARTUP In the startup industry, success relies on dynamic professionals skilled in innovation, strategic planning, and rapid growth. At CSP, we specialize in direct recruitment for startups, focusing on matching your needs with individuals experienced in entrepreneurship, product development, market analysis, and venture capital. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures we connect you with professionals who possess the specialized skills and entrepreneurial spirit crucial for driving startup success. #### FUNCTIONS - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources/)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** - **[Wealth Management & Investment Advisory](https://chesapeakesearchpartners.com/functional-focus-overview/wealth-management-investment-advisory)** #### NICHE INDUSTRIES - Alternative Health - Artificial Intelligence - BioTech - Data Analytics - E-commerce - EdTech - FinTech - Robotics - Satellite Communications - Software Development #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:info@chesapeakesearchpartners.com) --- ### [Functional Focus | Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Human Resources With a combined extensive Human Resources relationship network in the Baltimore/metro area, we strive to **[strategically connect](https://chesapeakesearchpartners.com/employers/search-approach/)** HR candidates and clients in the most effective and collaborative way possible. We specialize in **[R](https://chesapeakesearchpartners.com/employers/types-of-search/)[etained, Exclusive, and Contingent direct-hire](https://chesapeakesearchpartners.com/employers/types-of-search/)** national and regional recruitment of HR professionals. We also provide contractual (temporary) HR support for our clients. Additionally, our **[HR Solutions](https://chesapeakesearchpartners.com/chesapeake-hr-solutions/)** consulting team offers diverse services to complement our clients’ ever-evolving needs. Our expertise spans various industries, making us a comprehensive, full-service search firm. #### POSITIONS - Vice President of HR/CHRO - Director/Manager of HR - Director of Talent Acquisition/Recruiting - Director/Manager of Learning & Development - Director/Manager of Compensation & Benefits - Director/Manager of HR Information Systems - Recruiter/Talent Acquisition Specialist - HR Business Partner/HR Generalist - HR Assistant/Coordinator - Compensation Analyst/Specialist - Benefits Analyst/Specialist - Benefits Consultant - HRIS Analyst/Specialist - Payroll Specialist #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **[Startup](https://chesapeakesearchpartners.com/industry-focus-overview/startup/)** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**hr@chesapeakesearchpartners.com**](mailto:hr@chesapeakesearchpartners.com) --- ### [Industry Focus | Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## PROFESSIONAL SERVICES Success in the professional services industry relies on skilled professionals adept at delivering expert advice, client management, and strategic solutions. At CSP, we specialize in direct recruitment for this sector, focusing on matching your needs with professionals experienced in consulting, legal services, accounting, and project management. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures we connect you with individuals who possess the specialized skills and expertise crucial for effective professional services management. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Compliance](https://chesapeakesearchpartners.com/functional-focus-overview/compliance)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Wealth Management & Investment Advisory](https://chesapeakesearchpartners.com/functional-focus-overview/wealth-management-investment-advisory)** #### NICHE INDUSTRIES - Accounting - Consulting - Legal - Recruiting - Website Design #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:info@chesapeakesearchpartners.com) --- ### [Industry Focus | Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## NONPROFIT In the nonprofit industry, achieving mission-driven goals demands skilled professionals who excel in program management, fundraising, and community engagement. At CSP, we specialize in direct recruitment for nonprofit organizations, focusing on matching your needs with professionals experienced in nonprofit leadership, grant writing, donor relations, and advocacy. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures we connect you with individuals who possess the specialized skills and passion necessary for effective nonprofit management. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** #### NICHE INDUSTRIES - Childrens Nonprofit Organizations - Community Organizations - Education Nonprofits - Environmental Organizations - Family Office Philanthropy - Healthcare Organizations #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:info@chesapeakesearchpartners.com) --- ### [Industry Focus | Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Manufacturing The manufacturing sector drives productivity, technological innovation, and growth. As a result, improvements in manufacturing often influence countless other industries, companies, and individuals farther down the supply chain. At CSP, we specialize in direct recruitment for manufacturing organizations, focusing on matching your needs with professionals experienced in production management, quality control, supply chain logistics, and process improvement. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures we connect you with individuals who possess the specialized skills and experience necessary for effective manufacturing management. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** #### NICHE INDUSTRIES - Aerospace - Automotive - Aircraft - Building Products - Chemical - Construction Supplies, Tools, & Equipment - Cosmetics & Personal Care - Electronics - Food & Beverage - Heavy Machinery - Maritime - Metal Fab - Office Furniture & Design - Packaging, Paper, & Plastics - Vending - Wire - Wood & Timber #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**cems@chesapeakesearchpartners.com**](mailto:cems@chesapeakesearchpartners.com) --- ### [Industry Focus | Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Hospitality The hospitality industry relies on skilled professionals to deliver exceptional guest services, manage facilities, and ensure operational efficiency to uphold the highest standards of service and operational excellence. At CSP, we specialize in direct recruitment for hospitality organizations, focusing on matching your needs with professionals experienced in hotel management, event planning, food and beverage operations, and customer service excellence. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures that we connect you with individuals who possess the specialized skills and experience necessary for effective hospitality management. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** #### NICHE INDUSTRIES - Food & Beverage - Entertainment - Event Management - Hotels - Hospitality Tech - Property Management - Recreation - Resorts - Tourism #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:info@chesapeakesearchpartners.com) --- ### [Industry Focus | Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Healthcare Recruiting skilled professionals who can navigate the healthcare industry based on prior experience within their specific function is crucial to achieving organizational success. At CSP, we specialize in direct recruitment for healthcare organizations, focusing on matching your needs with professionals experienced in healthcare administration, facility management, medical research, healthcare innovation, and more. Our **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** ensures we connect you with individuals who uphold the highest standards of excellence and commitment within the healthcare sector. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Compliance](https://chesapeakesearchpartners.com/functional-focus-overview/compliance)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** #### NICHE INDUSTRIES - Cancer Research Facilities - Healthcare Administration - Healthcare Insurance - Healthcare Investment - Healthcare IT System Management - Long-term Healthcare Facilities - Senior Living Facilities - Specialized Urgent Care - Rehabilitation Facilities #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [Industry Focus | Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Financial Services The financial services industry demands individuals who uphold the highest standards of excellence, integrity, and exceptional talent to manage complex regulatory environments, mitigate risks, and provide strategic financial advice. At CSP, we understand the unique challenges of this sector and are dedicated to finding the perfect fit for your organization. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** delves deeply into your specific needs, ensuring that we match you with professionals who possess the specialized skills and experience necessary for effective banking, investment management, insurance, and financial planning. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Compliance](https://chesapeakesearchpartners.com/functional-focus-overview/compliance)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Wealth Management & Investment Advisory](https://chesapeakesearchpartners.com/functional-focus-overview/wealth-management-investment-advisory)** #### NICHE INDUSTRIES - Asset Management Firms - Brokerage Firms - Commercial Lending - Corporate Insurance - Corporate Investments - Family Office Investments - Fintech - Fund Management - Generalist Industries - Household Investments - Private Banks - REIT (Real Estate Investment Trust) - Registered Investment Advisors - Trust Companies #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**refs@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [Industry Focus | Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Family Office Navigating the complexities of the family office industry requires exceptional talent to manage wealth, ensure regulatory compliance, and provide personalized services. It requires an individual who will uphold the highest standards of excellence and confidentiality. At CSP, we understand the unique demands of this sector and are dedicated to finding the perfect fit for your family office. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** delves deeply into your needs, ensuring that we match you with professionals who possess the specialized skills and experience necessary for effective wealth management, estate planning, and family governance. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Compliance](https://chesapeakesearchpartners.com/functional-focus-overview/compliance)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Wealth Management & Investment Advisory](https://chesapeakesearchpartners.com/functional-focus-overview/wealth-management-investment-advisory)** #### NICHE INDUSTRIES - Auto/Life/Health Insurance - Asset Management - Budgeting - Commercial Insurance - Homeowner’s/Property Insurance - Philanthropy - Retirement Planning - Tax Planning #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**refs@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [Industry Focus | Education](https://chesapeakesearchpartners.com/industry-focus-overview/education/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Education The education industry demands exceptional talent to manage school operations, financial oversight, and administrative functions. At CSP, we understand the unique challenges of this sector and are dedicated to finding the perfect fit for your organization. Our personalized **[search approach](https://chesapeakesearchpartners.com/employers/search-approach/)** delves deeply into your needs, ensuring that we match you with professionals with the specialized skills and experience necessary for effective organizational success. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Information Technology](https://chesapeakesearchpartners.com/functional-focus-overview/information-technology)** - **[Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** #### NICHE INDUSTRIES - Business Schools - Digital Learning - Ed Tech - Higher Education - Private Institutions - Professional Schools - Technical Trade Schools - Training Organizations #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:info@chesapeakesearchpartners.com) --- ### [Industry Focus | Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Industry Focus ## Consumer Products In the consumer products industry, hiring the right professionals who can bring your company’s vision from the beginning stages to completion is crucial for ensuring your products’ quality, innovation, and competitive edge. At CSP, we specialize in regional placements with national-scale support, connecting businesses with skilled consumer products experts. Whether you need a logistics manager, procurement specialist, or inventory analyst, we offer **[tailored recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** to strengthen your operations. We aim to empower your team to achieve excellence in managing the complete supply chain process, from creation and production to distribution. #### FUNCTIONS - **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** - **[Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative)** - **[Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking)** - **[Corporate Development, Private Equity, Venture Capital, and Investment Banking](https://chesapeakesearchpartners.com/functional-focus-overview/corporate-development)** - **[Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution)** - **[Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering)** - **[Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership)** - **[Human Resources](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources)** - **[Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing)** - **[Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations)** - **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales)** - **[Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain)** #### NICHE INDUSTRIES - Appliance Solutions - Construction Supplies & Equipment - Cosmetics & Personal Care - Family Amusement - Food & Beverage - Office Furniture & Design - Redemption - Vending - Wood Shavings, Wood Flour, & Bedding Products #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**cems@chesapeakesearchpartners.com**](mailto:cems@chesapeakesearchpartners.com) --- ### [Functional Focus | Administrative](https://chesapeakesearchpartners.com/functional-focus-overview/administrative/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Administrative Administrative professionals are key to keeping organizations running smoothly. They are the first point of contact for customers, manage resources, ensure compliance with regulations, and support team members. Hiring the right person for these roles is crucial for maintaining efficient operations and supporting important business functions. At CSP, we help our clients find dedicated individuals who make a big impact on their organizations. We specialize in three types of direct-hire recruitment: **[Retained, Exclusive, and Contingent](https://chesapeakesearchpartners.com/employers/types-of-search/)**. We also support short-term contractual placements to meet temporary staffing needs. Our expertise spans many industries, making us a comprehensive, full-service search firm. #### POSITIONS - Chief of Staff - Executive Assistant - Executive Administrator - Office Manager - Sales Coordinator - Contracts and Legal Coordinator - Administrative Assistant #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**sma@chesapeakesearchpartners.com**](mailto:sma@chesapeakesearchpartners.com) --- ### [Functional Focus | Wealth Management & Investment Advisory](https://chesapeakesearchpartners.com/functional-focus-overview/wealth-management-investment-advisory/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Wealth Management & Investment Advisory Wealth management and investment advisory professionals play pivotal roles in guiding clients through comprehensive financial planning and strategic investment strategies. They cultivate enduring relationships, offer personalized advice, and safeguard assets. Selecting the right individual is imperative for ensuring a firm delivers excellent service and achieves high levels of client satisfaction. At CSP, we connect clients with top wealth management and investment advisory talent. Our network covers various financial sectors, providing access to competitive candidates, both local and national. We offer **[Retained, Exclusive, and Contingent](https://chesapeakesearchpartners.com/employers/types-of-search/)** direct-hire recruitment. With our broad industry experience, we are a full-service search firm that understands the unique demands of wealth management. #### POSITIONS - Partner - Managing Director - Asset Manager - Associate/Analyst - Wealth Manager - Financial Advisor - Financial Planner - Investment Analyst - Client Support Specialist - Paraplanner #### INDUSTRIES - Asset Management Firms - Brokerage Firms - **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - Private Banks - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - Registered Investment Advisors - **Startup** - Trust Companies #### FOR MORE INFORMATION Please contact us at (410) 327-3027 or [**refs@chesapeakesearchpartners.com**](mailto:hr@chesapeakesearchpartners.com) --- ### [Functional Focus | Supply Chain](https://chesapeakesearchpartners.com/functional-focus-overview/supply-chain/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Supply Chain Supply chain professionals are crucial in optimizing business logistics and ensuring seamless operations from raw materials to final product delivery. They manage the flow of goods and services to enhance customer value while minimizing costs. At CSP, we specialize in regional placements with national-scale support, connecting businesses with skilled supply chain experts. Whether you need a logistics manager, procurement specialist, or inventory analyst, we offer **[tailored recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** to strengthen your supply chain operations. We aim to empower your team to achieve excellence in managing the complete supply chain process, from creation and production to distribution. #### POSITIONS - Chief Procurement Officer - VP of Supply Chain - VP of Logistics - Director of Logistics - General Manager - Branch Manager - Buyer - Inventory Analyst - Logistics Manager - Operations Manager - Purchasing Manager - Supply Chain Manager - Procurement Manager - Materials Manager - Logistics Coordinator - Transportation Specialist #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **Startup** - **[Technology/SaaS](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**cems@chesapeakesearchpartners.com**](mailto:cems@chesapeakesearchpartners.com) --- ### [Functional Focus | Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Sales Sales professionals are crucial for driving revenue and building strong customer relationships. At CSP, we specialize in building tailored sales teams—from leadership to individual contributors—across diverse industries like construction and technology. Whether you need local expertise or nationwide reach, our extensive network ensures access to top-tier sales talent. We also offer remote hiring options to meet modern business needs. With expertise in **[Retained, Exclusive, and Contingent recruitment](https://chesapeakesearchpartners.com/employers/types-of-search/)**, CSP delivers comprehensive solutions tailored to the unique demands of the sales function. #### POSITIONS - VP of Sales - VP of Business Development - Director of Sales - Sales Engineer - Account Executive - Technical Sales Representative - Customer Success Manager - Client Success Manager - Account Manager - Business Development Representative - Sales Development Representative #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **Startup** - **[Technology/SaaS](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**sma@chesapeakesearchpartners.com**](mailto:sma@chesapeakesearchpartners.com) --- ### [Functional Focus | Operations](https://chesapeakesearchpartners.com/functional-focus-overview/operations/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Operations Operations professionals play a crucial role in driving business success by overseeing processes and systems to ensure efficient operations. They are adept at identifying areas for improvement and implementing solutions to streamline operations and reduce costs, ultimately enhancing overall efficiency. At CSP, we specialize in regional placements and provide national-scale support, connecting businesses with highly skilled operations professionals. Whether you require an operations manager, logistics specialist, or process improvement expert, we offer **[customized recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** to foster cohesive teamwork. Our goal is to empower your operations to achieve optimal performance and cost savings. #### POSITIONS - Chief Executive Officer - Chief Operations Officer - VP of Operations - VP of Manufacturing - VP of Distribution - Director of Operations - General Manager - Operations Manager - Branch Manager - Plant Manager - Production Manager - Project Manager - Maintenance Manager - Process Improvement Specialist - Supply Chain Manager #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **Startup** - **[Technology/SaaS](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**cems@chesapeakesearchpartners.com**](mailto:cems@chesapeakesearchpartners.com) --- ### [Functional Focus | Marketing](https://chesapeakesearchpartners.com/functional-focus-overview/marketing/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Marketing Marketing professionals are essential for expanding market reach and establishing brand presence. They develop strategies, engage customers, analyze market trends, and support sales efforts. Hiring the right person for these roles is crucial for executing effective marketing campaigns and achieving business objectives. At CSP, we help our clients find dedicated marketing professionals who significantly impact their organizations. We specialize in three types of direct-hire recruitment: **[Retained, Exclusive, and Contingent](https://chesapeakesearchpartners.com/employers/types-of-search/)**. We also support short-term contractual placements to meet temporary staffing needs. Our expertise spans many industries, making us a comprehensive, full-service search firm. #### POSITIONS - Chief Marketing Officer - VP of Marketing - Director of Marketing - Marketing/Advertising Analyst - Marketing Manager - Digital Marketing Manager - Communications Specialist - Social Media Manager - Account Manager - SEO & Data Analytics - Marketing Coordinator #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **Startup** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**sma@chesapeakesearchpartners.com**](mailto:sma@chesapeakesearchpartners.com) --- ### [Functional Focus | Insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Insurance Insurance professionals are integral to managing risk, ensuring financial security, and delivering peace of mind to individuals and businesses alike. At CSP, we connect insurance companies with skilled professionals who specialize in underwriting, claims management, risk assessment, and customer service. Our search consultants understand the vital role of these specialists in any industry and are committed to matching them with opportunities that align with their expertise and career goals. Whether you’re seeking an experienced underwriter, a proficient claims adjuster, or a customer-focused insurance agent, we provide **[personalized recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** tailored to your needs. #### POSITIONS - Vice President - Account Executive - Client Manager - Insurance Advisor - Insurance Agent - Insurance Adjustor - Insurance Producer - Insurance Coordinator - Account Representative - Underwriter - Sales Representative - Claims Representative - Claims Adjustor #### INDUSTRIES - [**Construction**](https://chesapeakesearchpartners.com/industry-focus-overview/construction) - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** - **Startup** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**refs@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [Functional Focus | Executive Leadership](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Executive Leadership Executive leadership professionals are the driving force behind a company’s vision and strategy. They set the direction, inspire teams, and make critical decisions that shape the future of the organization. Hiring the right executive leaders is crucial for achieving long-term success and maintaining a competitive edge. At CSP, we specialize in connecting businesses with exceptional executive talent who possess the experience, skills, and vision to lead effectively. Our extensive network and industry expertise allow us to find candidates who align with your company’s values and goals. Whether it is a member of the C-Suite or another top executive, CSP provides **[comprehensive, tailored recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** to meet your leadership staffing needs. #### POSITIONS - CEO/President - Chief Financial Officer - Chief Operations Officer - Chief Information Officer - Chief Technology Officer - Chief Marketing Officer - CHRO/SVP of HR - Chief Sales Officer - Chief Investment Officer - Chief Revenue Officer - Chief Administrative Officer - Chief of Staff - Senior VP of Sales - Senior VP of Marketing - Senior VP of Operations #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Education](https://chesapeakesearchpartners.com/industry-focus-overview/education)** - **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** - **Startup** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**info@chesapeakesearchpartners.com**](mailto:info@chesapeakesearchpartners.com) --- ### [Functional Focus | Distribution](https://chesapeakesearchpartners.com/functional-focus-overview/distribution/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Distribution Distribution professionals play a crucial role in driving a company’s strategic initiatives and achieving its goals. They are responsible for efficiently managing product distribution, expanding market reach, and ensuring customer satisfaction. Hiring the right professionals directly impacts internal operations, customer satisfaction, business growth, and market share. At CSP, we help our clients identify distribution professionals whose expertise direly aligns with their specific needs. We specialize in three types of direct-hire recruitment: **[Retained, Exclusive, and Contingent](https://chesapeakesearchpartners.com/employers/types-of-search/)**. We also support short-term contractual placements to meet temporary staffing needs. Although based in the DMV area, our national presence enables us to place operations professionals nationwide. Our extensive network and industry expertise make us a comprehensive, full-service search firm that understands the unique demands of the distribution function. #### POSITIONS - Chief Operations Officer - Vice President of Distribution - Director of Operations - General Manager - Operations Manager - Supply Chain Manager - Branch Manager - Warehouse Manager - Procurement Specialist - Quality Control Analyst - Purchasing Administrator - Logistics Coordinator - Shipping & Receiving Specialist #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**cems@chesapeakesearchpartners.com**](mailto:cems@chesapeakesearchpartners.com) --- ### [Functional Focus | Engineering](https://chesapeakesearchpartners.com/functional-focus-overview/engineering/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Engineering Engineers are the driving force behind efficient process design and development. They ensure systems are built and operate smoothly, always prioritizing safety, quality, and reliability. Making the right engineering hire is key to building a solid foundation and achieving business goals. At CSP, our team of experienced search consultants specializes in placing experienced engineering professionals regionally and nationally. Whether a company is public, private, private equity, or venture capital-backed, operational excellence drives its success. That’s why our clients rely on us to recruit top talent to lead their operations teams. Depending on the position’s level, we offer these search services through a **[Retained, Exclusive, or Contingent approach.](https://chesapeakesearchpartners.com/employers/types-of-search/)** With our broad industry experience, we position ourselves as a comprehensive, full-service search firm that understands the unique demands of the engineering function. #### POSITIONS - VP of Engineering - Director of Engineering - Engineering Manager - Electrical Engineer - Mechanical Engineer - Design Engineer - Process Engineer - Project Manager - Project Engineer - Facilities Engineer - Manufacturing Engineer - Civil Engineer - Structural Engineer - Maintenance Engineer - Architect/Interior Designer - AutoCAD Drafter/Designer - BIM Coordinator - Estimator #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[Nonprofit](https://chesapeakesearchpartners.com/industry-focus-overview/nonprofit)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **Startup** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**cems@chesapeakesearchpartners.com**](mailto:cems@chesapeakesearchpartners.com) --- ### [Functional Focus | Compliance](https://chesapeakesearchpartners.com/functional-focus-overview/compliance/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Compliance Compliance professionals are pivotal in maintaining a company’s integrity and legal standing. They ensure that all operations adhere to relevant laws, regulations, and industry standards, mitigating risks and preventing violations. Hiring the right compliance expert is crucial for fostering a culture of accountability and ethical behavior within the organization. At CSP, we specialize in placing top compliance professionals who can navigate complex regulatory environments and implement vital compliance programs. Our extensive network and industry expertise enable us to connect you with candidates who will safeguard your company’s reputation and support its growth. Whether you need long-term hires or short-term contractual placements, CSP provides **[comprehensive, tailored recruitment solutions](https://chesapeakesearchpartners.com/employers/types-of-search/)** to meet your compliance staffing needs. #### POSITIONS - Chief Compliance Officer - Director of Compliance - Compliance Manager - Reporting Specialist - Reporting Analyst - Compliance Analyst - Compliance Auditor - Compliance Associate - Compliance Officer - Risk Management #### INDUSTRIES - **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services)** - **[Technology](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**refs@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [Functional Focus | Banking](https://chesapeakesearchpartners.com/functional-focus-overview/banking/) **Published:** August 2, 2024 **Author:** Cassidy Eichelberger **Content:** # Functional Focus ## Banking Banking professionals are key advisors and are integral to a company’s success. They drive financial strategies and operations through client relationship management, lending, credit analysis, financial advice, and product offerings. At CSP, we understand hiring the right banking professionals is crucial to navigating financial challenges and achieving financial goals. We specialize in three types of direct-hire recruitment: **[Retained, Exclusive, and Contingent](https://chesapeakesearchpartners.com/employers/types-of-search/)**. #### POSITIONS - President - Executive Vice President - Senior Vice President - Market Manager - Deposit Services Manager - Relationship Manager - Banker - Credit Officer - Underwriter - Branch Manager - Credit Analyst - Loan Operations Manager - Loan Officer #### INDUSTRIES - **[Construction](https://chesapeakesearchpartners.com/industry-focus-overview/construction)** - **[Consumer Products](https://chesapeakesearchpartners.com/industry-focus-overview/consumer-products)** - **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services)** - **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare)** - **[Hospitality](https://chesapeakesearchpartners.com/industry-focus-overview/hospitality)** - **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing)** - **[PE/VC/IB](https://chesapeakesearchpartners.com/industry-focus-overview/pe-vc-ib)** - **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate)** - **[Technology/Saas](https://chesapeakesearchpartners.com/industry-focus-overview/technology-saas)** - **Startup** #### FOR MORE INFORMATION Please contact us at (410) 372-3027 or [**refs@chesapeakesearchpartners.com**](mailto:refs@chesapeakesearchpartners.com) --- ### [News](https://chesapeakesearchpartners.com/news/) **Published:** January 29, 2021 **Author:** Cassidy Eichelberger **Content:** # NEWS [dipi_filterable_grid select_custom_tax=”category” include_term_ids_of_category=”8,49″ pagination_type=”numbered_pagination” posts_per_page=”12″ filter_tab_alignment=”center” columns=”3″ gutter=”25″ grid_animation=”fadeInUpShort” fix_lazy=”on” show_post_title=”on” show_post_excerpt=”on” excerpt_length=”150″ 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content_hover_desc_font=”|300|||||||” content_hover_desc_font_size=”14px” content_hover_desc_line_height=”1.6em” custom_content_hover_button=”on” content_hover_button_bg_color=”#7D7D7D” content_hover_button_border_color=”#7D7D7D” content_hover_button_font=”|||on|||||” custom_padding=”||||false|false” border_radii_content_image=”on|200px|200px|200px|200px” box_shadow_style=”preset1″ box_shadow_vertical=”20px” box_shadow_blur=”60px” box_shadow_color=”rgba(21,2,42,0.1)” box_shadow_style_content_image=”preset3″ global_colors_info=”{}” overlay_bg_color_gradient_type_tablet=”linear” overlay_bg_color_gradient_type_phone=”linear” overlay_bg_color_gradient_type__hover=”linear” image_bg_color_gradient_type__hover=”linear” content_hover_button_border_color__hover_enabled=”on|hover” content_hover_button_border_color__hover=”#7D7D7D”][/dipi_hover_box] --- ### [Candidate Resources](https://chesapeakesearchpartners.com/candidate-resources/) **Published:** December 29, 2023 **Author:** Cassidy Eichelberger **Content:** # Candidate Resources #### Thank you for submitting your information! Please select the “Download” buttons to view and save each resource. If you have any questions or need further assistance, please don’t hesitate to reach out to us. We’re more than happy to help. Download All Resources ## The Offer Resources #### The Pitfalls of the Counter Offer Some companies use counter-offers to retain employees who are set to leave. Incentives might include promotions, raises, equity, etc. Counter-offers may be flattering but they can have an adverse effect. Download #### Steps to Resigning Professionally The resignation process can be stressful and filled with emotion, especially if your company culture is very team-oriented. There is a good chance that you have developed strong relationships with many people in many different parts of the company. Download #### How to Handle the Money Issue The question of compensation can be very sensitive and often requires extended negotiations to reach a figure that is fair and acceptable to both the company and the individual. Download ## Preparing to Marketing Yourself Resources #### Tips for Writing a Winning Resume You’re basically selling yourself on that piece of paper, so mold the information to reflect what your potential employer is looking for in an ideal job candidate. This is different depending on your industry. Download #### Tips for Improving Your LinkedIn Profile While [LinkedIn](https://www.themuse.com/advice/the-31-best-linkedin-profile-tips-for-job-seekers) can be an effective networking tool, it’s no easy task to distinguish yourself from the [half a billion other users](http://fortune.com/2017/04/24/linkedin-users/) who are also trying to stand out. But just a few small improvements can have a big impact. Download #### Tips for Gathering References References remain an important part of the hiring process for companies. Although they don’t get as much “press” in this modern age of technology, references are a tried-and-true, old school method of determining which job seekers are worth hiring—so you don’t want to overlook them. Download #### Social Media Do’s and Don’ts for Job Seekers Social media, including sites like LinkedIn, Twitter, Instagram, and Facebook, can help you find a job and connect with people who can assist you with growing your career. However, it works both ways. Social media, when used the wrong way, can backfire and jeopardize a job offer or even your current job. Download ## Interview Process Resources #### Sample Interview Questions View our extensive list of interview questions. Download #### Preparing for a Panel Interview Preparing for a panel interview is slightly different than other interviews. Some steps are the same, but there are a few extra areas to focus on when preparing Download #### Interview Preparation Interviews can be tough – even for seasoned veterans. The interview is, however, your best opportunity to gain insight into the position and company, and to determine how your experience and talent can contribute to the company’s growth and profitability. Download #### Follow-Up Letter A well-written and timely follow-up letter will enable you to make a positive impression and show your genuine interest in the position. It is an example of both your work habits and writing skills. Download #### Best Questions to Ask in a Job Interview It’s your turn! As your job interview comes to a close, one of the final questions you may be asked is, “What can I answer for you?” or “Do you have any questions for me?” Your interviewer will expect you to have some inquiries. Download #### 25 Ways Candidates Strike Out When Interviewing Companies were surveyed and asked why they did not hire a qualified candidate. The following reasons were noted: Download #### 9 Things Never to Do in a Panel Interview So you’ve prepared for the phone interview, a video chat, the one-on-one interview and the salary conversation with HR. But, if you’ve forgotten to plan for a possible panel interview, you’ve missed a step. Download --- ### [Sales, Marketing & Administrative](https://chesapeakesearchpartners.com/placement-specialties__trashed/sales-marketing-administrative/) **Published:** November 2, 2022 **Author:** Cassidy Eichelberger **Content:** # Sales, Marketing, & Administrative #### JESSE NIGRIN Search Consultant – Sales, Marketing, & Administrative Our Sales, Marketing & Administrative practice has mastered identifying the right person whose skillset and personality best match every position–qualities that are essential factors in these industries. The team consists of Search Consultant **Jesse Nigrin,** who strives to build meaningful relationships with each candidate. This approach allows us to understand not only their strengths but also their career goals, ensuring each placement is a perfect fit for all parties. ##### **CSP’s Sales, Marketing, & Administrative Practice specializes in filling:** Sales Coordinator Business Development Representative Account Managers/Executives/Representatives Director/VP of Business Development/Sales Chief Marketing Officer Manager/Director/VP of Marketing Marketing Coordinator/Specialist Digital Marketing Manager Communications Specialist/Manager Social Media Specialist/Manager SEO & Data Analytics Administrative Assistant Executive Administrator Executive Assistant Chief of Staff Contact us at <sma@chesapeakesearchpartners.com> to learn more about how we can help you or your company achieve your goals. Subscribe to my Newsletter Follow us on LinkedIn --- ### [Social](https://chesapeakesearchpartners.com/social/) **Published:** April 29, 2024 **Author:** Cassidy Eichelberger **Content:** linkedin --- ### [Real Estate & Financial Services](https://chesapeakesearchpartners.com/placement-specialties__trashed/real-estate-financial-services/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # Real Estate & Financial Services #### KATE STRZELCZYK Assistant Practice Director – Real Estate & Financial Services #### KRISTIN (SUDINA) FREITAG Senior Search Consultant – Real Estate & Financial Services Our Real Estate & Financial Services practice is headed by Assistant Practice Director **Kate Strzelczyk**and Senior Search Consultant**[ Kristin (Sudina) Freitag](https://chesapeakesearchpartners.com///meet-the-team/staff/kristin-sudina-freitag/)**. With over 20 years of combined experience working with real estate and financial services professionals, the CSP team introduces partner companies to highly skilled, driven individuals with an interest in helping organizations succeed. ##### **Positions CSP has successfully filled in Real Estate and Financial Services include:** Asset Management Commercial Banking Financial Analysis Investment Banking Leasing Management and Administration Private Equity & Venture Capital Project Management Property Development Property Management Wealth Management & Insurance Contact us at <refs@chesapeakesearchpartners.com> to learn more about how we can help you or your company achieve your goals. Subscribe to our Newsletter Follow us on LinkedIn --- ### [Construction, Engineering & Manufacturing Services](https://chesapeakesearchpartners.com/placement-specialties__trashed/construction-engineering-manufacturing-services/) **Published:** November 2, 2022 **Author:** Cassidy Eichelberger **Content:** # Construction, Engineering & Manufacturing Services #### MATT LEVIN Assistant Practice Director – Construction, Engineering & Manufacturing Services #### ANDREW FANSHAW Senior Search Consultant – Construction, Engineering & Manufacturing Services Our Construction, Engineering & Manufacturing Services team are masters in identifying the right person with the skillset and personality to best match every position–qualities that are essential factors in these industries. The team consists of Assistant Practice Director [**Matt Levin**](https://chesapeakesearchpartners.com/meet-the-team/staff/matt-levin/) and Senior Search Consultant **Andrew Fanshaw**, who strive to build a relationship with each and every candidate to understand not only their strengths but also their career goals to ensure each placement is a perfect fit for all parties. CSP’s CEMS Practice specializes in filling C-Suite, VP, and Director level roles as well as Managerial/Lead skillsets. ##### **Positions CSP has successfully filled in Construction, Engineering, and Manufacturing Services include:** ##### **Manufacturing & Logistics** Engineering (Process, Manufacturing, Projects, Industrial, Electrical, Mechanical, Quality, etc.) Operations Management Supply Chain & Distribution Management Procurement & Purchasing Production Management Maintenance & Facility Technicians Quality/Process Improvement Warehouse/Inventory Management Project Managers Packaging ##### **Architecture & Construction** Project Managers & Senior Project Managers Assistant & Superintendents Project Executives & Senior Construction Managers Preconstruction Estimators Architecture & Design Engineering (Structural, Mechanical, Electrical, Building Automation) MEP Design & Management Drafting & Design Procurement & Purchasing Safety Contact us at <cems@chesapeakesearchpartners.com> to learn more about how we can help you or your company achieve your goals. Follow us on LinkedIn --- ### [Accounting & Finance](https://chesapeakesearchpartners.com/placement-specialties__trashed/accounting-finance/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # ACCOUNTING & FINANCE #### Rick Fribush Partner, Practice Director – Accounting & Finance #### JOHN GERAGHTY Partner, Director of Recruiting Operations #### PATRICK FITZGERALD Assistant Practice Director – Accounting & Finance #### MARK LEDVINKA Search Consultant – Accounting & Finance #### CHLOE ALVES Search Consultant – Accounting & Finance One of our original core career categories since CSP’s inception, our Accounting & Finance practice is led by CPA and 20+ year financial services veteran [**Rick Fribush**](https://chesapeakesearchpartners.com/meet-the-team/staff/rick-fribush/). Alongside Partner **[John Geraghty](https://chesapeakesearchpartners.com/meet-the-team/staff/john-geraghty/),** Assistant Practice Director [**Patrick Fitzgerald**](https://chesapeakesearchpartners.com/meet-the-team/staff/patrick-fitzgerald/), Search Consultant [**Mark Ledvinka**](https://chesapeakesearchpartners.com/meet-the-team/staff/mark-ledvinka/) and Search Consultant, [**Chloe Marsicano**](https://chesapeakesearchpartners.com/meet-the-team/staff/chloe-marsicano/). CSP’s Accounting & Finance practice consistently provides qualified, exceptionally vetted candidates to our client companies in search of professionals in this category. The team leverages decades of search experience and current industry knowledge to understand the needs of our partner organizations, ultimately identifying the candidates that are best suited to helping organizations achieve their goals. ##### **Positions CSP has successfully filled in Accounting and Finance include:** CFO VP of Finance Controller Assistant Controller Senior/Staff Accountant Senior/Financial Analyst Financial Planning & Analysis Auditors Tax Professionals Treasury Professionals Accounts Payable & Receivable Payroll Contact us at <af@chesapeakesearchpartners.com> to learn more about how we can help you or your company achieve your goals. Subscribe to our newsletter Follow us on LinkedIn --- ### [The Offer](https://chesapeakesearchpartners.com/jobseekers/candidate-resources/the-offer/) **Published:** March 31, 2020 **Author:** Cassidy Eichelberger **Content:** # THE OFFER ### We offer a variety of complimentary resources. **Complete the form below to receive the following resources:** How to Make a Job Offer You found the perfect candidate for your job opening. He/she is clearly the best person for the job. So why take a chance on losing him/her? If that happens you’ll be forced to hire the second best candidate or, worse, have to start over. Sample Job Offer Letter Your offer letter should contain some key information. We’ve provided some samples to guide your content. The Pitfalls of the Counter-Offer Interviews with employers who make counter offers and employees who accept them, have shown that acceptance may adversely affect their career. #### Please complete this form to receive a copy of any of these resources. --- ### [Client Resources](https://chesapeakesearchpartners.com/client-resources/) **Published:** January 8, 2024 **Author:** Cassidy Eichelberger **Content:** # Client Resources #### Thank you for submitting your information! Please select the “Download” buttons to view and save each resource. If you have any questions or need further assistance, please don’t hesitate to reach out to us. We’re more than happy to help. Download All Resources ## Interview Process #### CFO Interview Questions Hiring a [CFO](https://www.alongside.com/templates/chief-financial-officer-job-description) may take longer than typical hiring processes. With this level of responsibility, it’s important to ensure the selected candidate has the skills and abilities to be trusted in this role. We recommend group hiring or a series of interviews for this role. Ask questions to help you understand the candidate’s level of experience and determine whether you’d be confident having them in this role. Download #### CFO Interview Guide The key to success in any hiring process is finding the candidate with the right skills, interests, and disposition for your organization’s needs, culture, and leadership. The candidate interview is an essential part of determining whether a candidate is a good fit with your organization’s CFO position. This interview guide provides a broad overview of the fundamental competency areas in which a CFO candidate should be assessed, the topics to cover when asking questions, and key points to look for in candidate answers. Download #### Common Interview Questions - What are your strengths? - What are your weaknesses? - Why are you interested in working for (company name)? - Where do you see yourself in 5 years? 10 years? - Why do you want to leave your current company? - Why was there a gap in your employment between (date) and (date)? Download #### Conducting an Effective Panel Interview Hiring authorities are accustomed to interviewing jobseekers on a one-on-one basis, but panel interviews can offer a valuable alternative. These interviews can be a powerful tool giving you a deeper insight into a candidate’s suitability for a role, but you need to make sure you get the format right otherwise, it could be a disaster waiting to happen. Download ## Pre-Boarding-Onboarding #### Tips for Effective Pre-boarding Pre-boarding is an effective way to introduce new hires to your company and culture. Staying in touch with a future employee after they accept your offer helps prevent no-shows and acceptance of counter-offers, and sets him/her up to hit the ground running on day one. In addition to common on-boarding exercises, pre-boarding can include informal interactions between the company and the new hire. Download ## The Offer #### Sample Job Offer Letter or Email Template Download a sample job offer letter template for your business. Download --- ### [Client Resources](https://chesapeakesearchpartners.com/employers/client-resources/) **Published:** March 30, 2020 **Author:** Cassidy Eichelberger **Content:** # Client Resources [dipi_hover_box content_title=”Interview Process” content_image_width=”80px” content_hover_title=”Interview Process” use_content_hover_button=”on” content_hover_button_text=”Learn More” content_hover_button_link=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjUxMSJ9fQ==@” hover_type=”fade” hover_box_align_front=”bottom” box_height=”300px” content_bg_color=”#ffffff” content_bg_use_color_gradient=”on” content_bg_color_gradient_stops=”rgba(21,2,42,0) 39%|#05472b 83%” content_bg_color_gradient_overlays_image=”on” content_bg_color_gradient_start=”rgba(21,2,42,0)” content_bg_color_gradient_start_position=”55%” content_bg_color_gradient_end=”rgba(21,2,42,0.53)” content_bg_color_gradient_end_position=”77%” 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content_title_font_size=”24px” content_title_line_height=”1.2em” content_desc_font=”|700||on|||||” content_desc_text_color=”#ff4200″ content_desc_font_size=”12px” content_desc_letter_spacing=”2px” content_desc_line_height=”0em” content_hover_title_font=”|300|||||||” content_hover_title_text_color=”#FFFFFF” content_hover_title_font_size=”24px” content_hover_title_line_height=”1.2em” content_hover_desc_font=”|300|||||||” content_hover_desc_font_size=”14px” content_hover_desc_line_height=”1.6em” custom_content_hover_button=”on” content_hover_button_bg_color=”#7D7D7D” content_hover_button_border_color=”#7D7D7D” content_hover_button_font=”|||on|||||” custom_padding=”||||false|false” border_radii_content_image=”on|200px|200px|200px|200px” box_shadow_style=”preset1″ box_shadow_vertical=”20px” box_shadow_blur=”60px” box_shadow_color=”rgba(21,2,42,0.1)” box_shadow_style_content_image=”preset3″ global_colors_info=”{}” overlay_bg_color_gradient_type_tablet=”linear” overlay_bg_color_gradient_type_phone=”linear” overlay_bg_color_gradient_type__hover=”linear” image_bg_color_gradient_type__hover=”linear” content_hover_button_border_color__hover_enabled=”on|hover” content_hover_button_border_color__hover=”#7D7D7D”][/dipi_hover_box] --- ### [Interview Process](https://chesapeakesearchpartners.com/jobseekers/candidate-resources/interview-process/) **Published:** March 31, 2020 **Author:** Cassidy Eichelberger **Content:** # INTERVIEW PROCESS ### We offer a variety of complimentary resources. **Complete the form below to receive the following resources:** 9 things never to do in a panel interview So you’ve prepared for the phone interview, a video chat, the one-on-one interview and the salary conversation with HR. But, if you’ve forgotten to plan for a possible panel interview, you’ve missed a step. 5 ways candidates strike out when interviewing A survey of companies who were questioned as to why they did not hire a qualified candidate resulted in the following reasons. Best questions to ask in a job interview It’s your turn! As your job interview comes to a close, one of the final questions you may be asked is, “What can I answer for you?” or “Do you have any questions for me?” Your interviewer will expect you to have some inquiries. Not asking any questions could make you seem unprepared or disinterested, so take the time to have some questions of your own ready to ask the hiring manager. Interview preparation Interviews can be tough – even for seasoned veterans. The interview is, however, your best opportunity to gain insight into the position and company, and to determine how your experience and talent can contribute to the company’s growth and profitability. Preparing for a panel interview Preparing for a panel interview is slightly different than other interviews. Some steps are the same, but there are a few extra areas to focus on when preparing. Sample interview questions Examples of common interview questions. Follow up letter A well-written and timely follow-up letter will enable you to make a positive impression and show your genuine interest in the position. It is an example of both your work habits and writing skills. #### Please complete this form to receive a copy of any of these resources. --- ### [Interview Process_Draft](https://chesapeakesearchpartners.com/jobseekers/candidate-resources/interview-process-draft/) **Published:** January 30, 2024 **Author:** Cassidy Eichelberger **Content:** # INTERVIEW PROCESS ### We offer a variety of complimentary resources. **Complete the form below to receive the following resources:** 9 things never to do in a panel interview So you’ve prepared for the phone interview, a video chat, the one-on-one interview and the salary conversation with HR. But, if you’ve forgotten to plan for a possible panel interview, you’ve missed a step. 5 ways candidates strike out when interviewing A survey of companies who were questioned as to why they did not hire a qualified candidate resulted in the following reasons. Best questions to ask in a job interview It’s your turn! As your job interview comes to a close, one of the final questions you may be asked is, “What can I answer for you?” or “Do you have any questions for me?” Your interviewer will expect you to have some inquiries. Not asking any questions could make you seem unprepared or disinterested, so take the time to have some questions of your own ready to ask the hiring manager. Interview preparation Interviews can be tough – even for seasoned veterans. The interview is, however, your best opportunity to gain insight into the position and company, and to determine how your experience and talent can contribute to the company’s growth and profitability. Preparing for a panel interview Preparing for a panel interview is slightly different than other interviews. Some steps are the same, but there are a few extra areas to focus on when preparing. Sample interview questions Examples of common interview questions. Follow up letter A well-written and timely follow-up letter will enable you to make a positive impression and show your genuine interest in the position. It is an example of both your work habits and writing skills. #### Please complete this form to receive a copy of any of these resources. --- ### [Preparing to Market Yourself](https://chesapeakesearchpartners.com/jobseekers/candidate-resources/preparing-to-market-yourself/) **Published:** March 31, 2020 **Author:** Cassidy Eichelberger **Content:** # PREPARING TO MARKET YOURSELF ### We offer a variety of complimentary resources. **Complete the form below to receive the following resources:** Tips for writing a winning resume You’re basically selling yourself on that piece of paper, so mold the information to reflect what your potential employer is looking for in an ideal job candidate. This is different depending on your industry. Tips for Improving your LinkedIn Profile While [LinkedIn ](https://www.themuse.com/advice/the-31-best-linkedin-profile-tips-for-job-seekers)can be an effective networking tool, it’s no easy task to distinguish yourself from the half a billion other users who are also trying to stand out. But just a few small improvements can have a big impact. Tips for Gathering References So you’ve got your resume just the way you want it. And you’re prepared for your phone and face-to-face interviews. But what about **your references**? Social Media Do’s and Don’ts for Job Seekers Social media, including sites like LinkedIn, Twitter, Instagram, and Facebook, can help you find a job and connect with people who can assist you with growing your career. However, it works both ways. Social media, when used the wrong way, can backfire and jeopardize a job offer or even your current job. It’s important to be careful and consider what you should do on social media to aid your job search… as well as some bad habits that are best avoided. #### Please complete this form to receive a copy of any of these resources. --- ### [Pre-Boarding/Onboarding](https://chesapeakesearchpartners.com/employers/client-resources/pre-boarding-onboarding/) **Published:** March 30, 2020 **Author:** Cassidy Eichelberger **Content:** # PRE-BOARDING/ONBOARDING ### We offer a variety of complimentary resources. **Complete the form below to receive the following resources:** Tips for Effective Pre-Boarding Pre-boarding is an effective way to introduce new hires to your company and culture. Staying in touch with a future employee after they accept your offer helps prevent no-shows and acceptance of counter-offers, and sets him/her up to hit the ground running on day one. In addition to common on-boarding exercises, pre-boarding can include informal interactions between the company and the new hire. #### Please complete this form to receive a copy of any of these resources. --- ### [The Offer](https://chesapeakesearchpartners.com/employers/client-resources/the-offer/) **Published:** March 30, 2020 **Author:** Cassidy Eichelberger **Content:** # THE OFFER ### We offer a variety of complimentary resources. **Complete the form below to receive the following resources:** How to handle the money issue The question of compensation can be very sensitive and often requires extended negotiations to reach a figure that is fair and acceptable to both the company and the individual. Steps to resigning professionally The resignation process can be stressful and filled with emotion, especially if your company culture is very team oriented. There is a good chance that you have developed strong relationships with many people in many different parts of the company. The Pitfalls of the Counter-Offer Interviews with employers who make counter offers and employees who accept them, have shown that acceptance may adversely affect their career. #### Please complete this form to receive a copy of any of these resources. --- ### [Interview Process](https://chesapeakesearchpartners.com/employers/client-resources/interview-process/) **Published:** March 30, 2020 **Author:** Cassidy Eichelberger **Content:** # INTERVIEW PROCESS ### We offer a variety of complimentary resources. **Complete the form below to receive the following resources:** Common Interview Questions A list of questions commonly used in the interview process. This list will help guide you as you formulate the specific questions you will use to interview candidates. CFO Interview Guide The key to success in any hiring process is finding the candidate with the right skills, interests, and disposition for your organization’s needs, culture, and leadership. The candidate interview is an essential part of determining whether a candidate is a good fit with your organization’s CFO position. This interview guide provides a broad overview of the fundamental competency areas in which a CFO candidate should be assessed, the topics to cover when asking questions, and key points to look for in candidate answers. How to Conduct a Successful Panel Interview Recruiters are used to interviewing jobseekers on a one-to-one basis, but panel interviews still present a certain amount of uncertainty. These interviews can be a powerful tool giving you a deeper insight into a candidate’s suitability for a role, but you need to make sure you get the format right otherwise it could be a disaster waiting to happen. CFO Interview Questions Hiring a CFO may take longer than typical hiring processes. With this level of responsibility, it’s important to ensure the selected candidate has the skills and abilities to be trusted in this role. We recommend group hiring or a series of interviews for this role. Ask questions to help you understand the candidate’s level of experience and determine whether you’d be confident having them in this role. Click here to receive #### Please complete this form to receive a copy of any of these resources. --- ### [Employers](https://chesapeakesearchpartners.com/employers/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger --- ### [Jobseekers](https://chesapeakesearchpartners.com/jobseekers/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger --- ### [Staff](https://chesapeakesearchpartners.com/meet-the-team/staff/) **Published:** January 9, 2024 **Author:** Cassidy Eichelberger --- ### [Terms and Conditions](https://chesapeakesearchpartners.com/terms-and-conditions/) **Published:** January 22, 2020 **Author:** Cassidy Eichelberger **Content:** ## Welcome to Chesapeake Search Partners These terms and conditions outline the rules and regulations for the use of Chesapeake Search Partners’s Website. Chesapeake Search Partners is located at: 502 Washington Ave Suite 801 Towson, MD 21204 By accessing this website we assume you accept these terms and conditions in full. Do not continue to use Chesapeake Search Partners’s website if you do not accept all of the terms and conditions stated on this page. The following terminology applies to these Terms and Conditions, Privacy Statement and Disclaimer Notice and any or all Agreements: “Client”, “You” and “Your” refers to you, the person accessing this website and accepting the Company’s terms and conditions. “The Company”, “Ourselves”, “We”, “Our” and “Us”, refers to our Company. “Party”, “Parties”, or “Us”, refers to both the Client and ourselves, or either the Client or ourselves. All terms refer to the offer, acceptance and consideration of payment necessary to undertake the process of our assistance to the Client in the most appropriate manner, whether by formal meetings of a fixed duration, or any other means, for the express purpose of meeting the Client’s needs in respect of provision of the Company’s stated services/products, in accordance with and subject to, prevailing law of United States. Any use of the above terminology or other words in the singular, plural, capitalisation and/or he/she or they, are taken as interchangeable and therefore as referring to same.Cookies We employ the use of cookies. By using Chesapeake Search Partners’s website you consent to the use of cookies in accordance with Chesapeake Search Partners’ privacy policy. Most of the modern day interactive web sites use cookies to enable us to retrieve user details for each visit. Cookies are used in some areas of our site to enable the functionality of this area and ease of use for those people visiting. Some of our affiliate / advertising partners may also use cookies. **License** Unless otherwise stated, Chesapeake Search Partners and/or its licensors own the intellectual property rights for all material on Chesapeake Search Partners. All intellectual property rights are reserved. You may view and/or print pages from https://chesapeakesearchpartners.com/ for your own personal use subject to restrictions set in these terms and conditions. You must not: - Republish material from https://chesapeakesearchpartners.com/ - Sell, rent or sub-license material from https://chesapeakesearchpartners.com/ - Reproduce, duplicate or copy material from https://chesapeakesearchpartners.com/ - Redistribute content from Chesapeake Search Partners (unless content is specifically made for redistribution). **Hyperlinking to our Content** The following organizations may link to our Web site without prior written approval: - Government agencies; - Search engines; - News organizations; - Online directory distributors when they list us in the directory may link to our Web site in the same manner as they hyperlink to the Web sites of other listed businesses; and - Systemwide Accredited Businesses except soliciting non-profit organizations, charity shopping malls, and charity fundraising groups which may not hyperlink to our Web site. These organizations may link to our home page, to publications or to other Web site information so long as the link: (a) is not in any way misleading; (b) does not falsely imply sponsorship, endorsement or approval of the linking party and its products or services; and (c) fits within the context of the linking party’s site. We may consider and approve in our sole discretion other link requests from the following types of organizations: commonly-known consumer and/or business information sources such as Chambers of Commerce, American Automobile Association, AARP and Consumers Union; dot.com community sites; associations or other groups representing charities, including charity giving sites, online directory distributors; internet portals; accounting, law and consulting firms whose primary clients are businesses; and educational institutions and trade associations. We will approve link requests from these organizations if we determine that: (a) the link would not reflect unfavorably on us or our accredited businesses (for example, trade associations or other organizations representing inherently suspect types of business, such as work-at-home opportunities, shall not be allowed to link); (b)the organization does not have an unsatisfactory record with us; (c) the benefit to us from the visibility associated with the hyperlink outweighs the absence of ; and (d) where the link is in the context of general resource information or is otherwise consistent with editorial content in a newsletter or similar product furthering the mission of the organization. These organizations may link to our home page, to publications or to other Web site information so long as the link: (a) is not in any way misleading; (b) does not falsely imply sponsorship, endorsement or approval of the linking party and it products or services; and (c) fits within the context of the linking party’s site. If you are among the organizations listed in paragraph 2 above and are interested in linking to our website, you must notify us by sending an e-mail to <info@chesapeakesearchpartners.com>. Please include your name, your organization name, contact information (such as a phone number and/or e-mail address) as well as the URL of your site, a list of any URLs from which you intend to link to our Web site, and a list of the URL(s) on our site to which you would like to link. Allow 2-3 weeks for a response. Approved organizations may hyperlink to our Web site as follows: - By use of our corporate name; or - By use of the uniform resource locator (Web address) being linked to; or - By use of any other description of our Web site or material being linked to that makes sense within the context and format of content on the linking party’s site. No use of Chesapeake Search Partners’s logo or other artwork will be allowed for linking absent a trademark license agreement. **Iframes** Without prior approval and express written permission, you may not create frames around our Web pages or use other techniques that alter in any way the visual presentation or appearance of our Web site. **Reservation of Rights** We reserve the right at any time and in its sole discretion to request that you remove all links or any particular link to our Web site. You agree to immediately remove all links to our Web site upon such request. We alsoreserve the right to amend these terms and conditions and its linking policy at any time. By continuing to link to our Web site, you agree to be bound to and abide by these linking terms and conditions. Removal of links from our website. If you find any link on our Web site or any linked web site objectionable for any reason, you may contact us about this. We will consider requests to remove links but will have no obligation to do so or to respond directly to you. Whilst we endeavor to ensure that the information on this website is correct, we do not warrant its completeness or accuracy; nor do we commit to ensuring that the website remains available or that the material on the website is kept up to date. **Content Liability** We shall have no responsibility or liability for any content appearing on your Web site. You agree to indemnify and defend us against all claims arising out of or based upon your Website. No link(s) may appear on any page on your Web site or within any context containing content or materials that may be interpreted as libelous, obscene or criminal, or which infringes, otherwise violates, or advocates the infringement or other violation of, any third party rights. **Disclaimer** To the maximum extent permitted by applicable law, we exclude all representations, warranties and conditions relating to our website and the use of this website (including, without limitation, any warranties implied by law in respect of satisfactory quality, fitness for purpose and/or the use of reasonable care and skill). Nothing in this disclaimer will: - limit or exclude our or your liability for death or personal injury resulting from negligence; - limit or exclude our or your liability for fraud or fraudulent misrepresentation; - limit any of our or your liabilities in any way that is not permitted under applicable law; or - exclude any of our or your liabilities that may not be excluded under applicable law. The limitations and exclusions of liability set out in this Section and elsewhere in this disclaimer: (a) are subject to the preceding paragraph; and (b) govern all liabilities arising under the disclaimer or in relation to the subject matter of this disclaimer, including liabilities arising in contract, in tort (including negligence) and for breach of statutory duty. To the extent that the website and the information and services on the website are provided free of charge, we will not be liable for any loss or damage of any nature. --- ### [Outplacement & Career Coaching Services](https://chesapeakesearchpartners.com/employers/outplacement-career-transition-services/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** # OUTPLACEMENT & CAREER COACHING SERVICES On occasion, our clients have requested additional support for their HR team members who have been part of a strategic lay-off, downsize, or Reduction-In-Force (RIF). CSP’s HR Practice offers a very specialized Outplacement program designed to help HR professionals in transition find their next role faster, and in the most strategic and targeted way. Utilizing our extensive HR relationship-network in the Baltimore/metro area, we carefully guide our clients through our *Outplacement Continuum* designed to: - fully develop the incumbent’s employment brand, (resume and on-line profile) - greatly expand a network of relationships and resources, (we open doors) - and provide significant impact around interview etiquette and preparation.[](mailto:hr@chesapeakesearchpartners.com) Co-facilitated by **Wilma Brockington-Parker** and **Barbara Clark,** our objective is to build a trusting relationship with HR incumbents in transition, allowing for a transparent and thorough outplacement experience. Our outplacement team comes with 25+ years of HR leadership experience coaching and supporting employees during transitional phases of their careers, with expertise in building professional relationships and networking. [**Wilma Brockington-Parker**](https://chesapeakesearchpartners.com///meet-the-team/staff/wilma-brockington-parker/) joins CSP’s HR Practice Team with 15+ years of experience as a Human Resources business partner, training facilitator and certified professional coach. As a workshop facilitator, she has trained thousands to excel in process improvement, leadership development and operational efficiency. **Barbara Clark** comes with 20+ years of HR experience managing Learning & Development and Talent Acquisition. Barbara brings expertise in building employee brands and supporting incumbents through the interview process with prospective employers.[](mailto:hr@chesapeakesearchpartners.com) ##### For more information and pricing options, please contact Practice Director, **[Jason Nemoy](https://chesapeakesearchpartners.com///meet-the-team/staff/jason-nemoy/)**, at (410) 372-3032 or [**hr@chesapeakesearchpartners.com**](mailto:hr@chesapeakesearchpartners.com) --- ### [Privacy Policy](https://chesapeakesearchpartners.com/privacy-policy/) **Published:** January 14, 2020 **Author:** Cassidy Eichelberger **Content:** ## Welcome to our Privacy Policy Your privacy is critically important to us. Chesapeake Search Partners is located at: Chesapeake Search Partners 502 Washington Ave Suite 801 Towson, MD 21204 410-372-3027 It is Chesapeake Search Partners’s policy to respect your privacy regarding any information we may collect while operating our website. This Privacy Policy applies to https://chesapeakesearchpartners.com// (hereinafter, “us”, “we”, or “https://chesapeakesearchpartners.com//”). We respect your privacy and are committed to protecting personally identifiable information you may provide us through the Website. We have adopted this privacy policy (“Privacy Policy”) to explain what information may be collected on our Website, how we use this information, and under what circumstances we may disclose the information to third parties. This Privacy Policy applies only to information we collect through the Website and does not apply to our collection of information from other sources. This Privacy Policy, together with the Terms and Conditions posted on our Website, set forth the general rules and policies governing your use of our Website. Depending on your activities when visiting our Website, you may be required to agree to additional terms and conditions. **Website Visitors** Like most website operators, Chesapeake Search Partners collects non-personally-identifying information of the sort that web browsers and servers typically make available, such as the browser type, language preference, referring site, and the date and time of each visitor request. Chesapeake Search Partners’s purpose in collecting non-personally identifying information is to better understand how Chesapeake Search Partners’s visitors use its website. From time to time, Chesapeake Search Partners may release non-personally-identifying information in the aggregate, e.g., by publishing a report on trends in the usage of its website. Chesapeake Search Partners also collects potentially personally-identifying information like Internet Protocol (IP) addresses for logged in users and for users leaving comments on https://chesapeakesearchpartners.com// blog posts. Chesapeake Search Partners only discloses logged in user and commenter IP addresses under the same circumstances that it uses and discloses personally-identifying information as described below. **Gathering of Personally-Identifying Information** Certain visitors to Chesapeake Search Partners’s websites choose to interact with Chesapeake Search Partners in ways that require Chesapeake Search Partners to gather personally-identifying information. The amount and type of information that Chesapeake Search Partners gathers depends on the nature of the interaction. For example, we ask visitors who sign up for a blog at https://chesapeakesearchpartners.com// to provide a username and email address. **Security** The security of your Personal Information is important to us, but remember that no method of transmission over the Internet, or method of electronic storage is 100% secure. While we strive to use commercially acceptable means to protect your Personal Information, we cannot guarantee its absolute security. **Links To External Sites** Our Service may contain links to external sites that are not operated by us. If you click on a third party link, you will be directed to that third party’s site. We strongly advise you to review the Privacy Policy and terms and conditions of every site you visit. We have no control over, and assume no responsibility for the content, privacy policies or practices of any third party sites, products or services. **Aggregated Statistics** Chesapeake Search Partners may collect statistics about the behavior of visitors to its website. Chesapeake Search Partners may display this information publicly or provide it to others. However, Chesapeake Search Partners does not disclose your personally-identifying information. **Cookies** To enrich and perfect your online experience, Chesapeake Search Partners uses “Cookies”, similar technologies and services provided by others to display personalized content, appropriate advertising and store your preferences on your computer. A cookie is a string of information that a website stores on a visitor’s computer, and that the visitor’s browser provides to the website each time the visitor returns. Chesapeake Search Partners uses cookies to help Chesapeake Search Partners identify and track visitors, their usage of https://chesapeakesearchpartners.com//, and their website access preferences. Chesapeake Search Partners visitors who do not wish to have cookies placed on their computers should set their browsers to refuse cookies before using Chesapeake Search Partners’s websites, with the drawback that certain features of Chesapeake Search Partners’s websites may not function properly without the aid of cookies. By continuing to navigate our website without changing your cookie settings, you hereby acknowledge and agree to Chesapeake Search Partners’s use of cookies. **Privacy Policy Changes** Although most changes are likely to be minor, Chesapeake Search Partners may change its Privacy Policy from time to time, and in Chesapeake Search Partners’s sole discretion. Chesapeake Search Partners encourages visitors to frequently check this page for any changes to its Privacy Policy. Your continued use of this site after any change in this Privacy Policy will constitute your acceptance of such change. If you have any questions about this Privacy Policy, please contact us via or phone. --- ## Divi Overlays ### [RACHEL (TALBOT) DOVER](https://chesapeakesearchpartners.com/divi_overlay/rachel-talbot-dover/) **Published:** November 27, 2023 **Author:** Cassidy Eichelberger **Content:** ### **RACHEL (TALBOT) DOVER** ***Search Consultant*** Rachel joined Chesapeake Search Partners in 2021 as a Search Consultant, initially focusing on Real Estate and Financial Services searches. In her current role, she continues to support these industries and has gained experience in various functions such as acquisitions, development, investment, leasing, lease administration, property management, and real estate analysis. With expertise in client management, candidate mentoring, and recruitment strategy, Rachel brings a strong skill set to her work. Born and raised in Baltimore, Maryland, she earned her degree in Marketing from the University of Maryland. After graduation, she continued her community involvement by joining the Hunt Valley Business Forum and participating in events like Catch A Lift’s annual community workout to support combat-injured veterans. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” disabled\_on=”off\|off\|off” \_builder\_version=”4.27.6″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:rdover@chesapeakesearchpartners.com” button\_link\_target=”on” \_builder\_version=”4.27.6″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”PHONE” button\_text=”PHONE” button\_link=”tel:4439864397″ button\_link\_target=”on” \_builder\_version=”4.26.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/rachel-talbot-dover/” button\_link\_target=”on” \_builder\_version=”4.27.6″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [GIANNA AGUIRRE](https://chesapeakesearchpartners.com/divi_overlay/gianna-aguirre/) **Published:** August 29, 2024 **Author:** Cassidy Eichelberger **Content:** ### **GIANNA AGUIRRE** ### ***Search Consultant*** Gianna joined Chesapeake Search Partners in 2024 as a Search Consultant, specializing in sales, marketing, and administrative recruitment. She partners with clients to identify talent aligned with their business goals while helping candidates connect with opportunities that support long-term growth and stability. Her experience spans recruitment strategy, candidate mentoring and professional development, client management, marketing, and customer service. Gianna is passionate about building meaningful, long-term relationships and creating thoughtful hiring solutions that help both clients and candidates succeed. Known for her relationship-driven approach, Gianna values authentic connections, clear communication, and creating a positive experience throughout the hiring process. She enjoys helping professionals navigate career transitions while supporting organizations in making strategic hiring decisions that strengthen their teams over time. Gianna holds a bachelor’s degree in Marketing with a minor in International Business from West Chester University. Originally from the Philadelphia suburbs and now based in Baltimore, she has enjoyed continuing to grow her professional network locally. Beyond her professional work, Gianna is eager to deepen her involvement in community initiatives focused on fitness, mental health, and animal welfare. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” admin\_label=”Pixel Button Grid” \_builder\_version=”4.26.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:gaguirre@chesapeakesearchpartners.com” \_builder\_version=”4.26.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:6105975494″ \_builder\_version=”4.26.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/giannaaguirre/” button\_link\_target=”on” \_builder\_version=”4.26.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [JOHNNY BLACK](https://chesapeakesearchpartners.com/divi_overlay/johnny-black/) **Published:** November 22, 2023 **Author:** Cassidy Eichelberger **Content:** ### **JOHNNY BLACK** ***Managing Partner*** Johnny Black is the Founder and Managing Partner of Chesapeake Search Partners (CSP), where he leads the firm’s strategic growth, talent advisory initiatives, and expanding HR solutions platform. Since co-founding the firm alongside Rick Fribush and John Geraghty, Johnny has helped shape CSP’s relationship-driven approach, built on trust, collaboration, and long-term partnership. Johnny has spent his entire professional career in executive and professional search, partnering with organizations ranging from entrepreneurial growth companies to established market leaders. Throughout his career, he has led recruiting engagements across a wide range of industries and functional disciplines, helping clients identify transformative talent while providing a highly consultative and personalized experience to both clients and candidates. In early 2024, Johnny was named Managing Partner of Chesapeake Search Partners. In this role, he works closely with leadership across all practice areas to drive collaboration, strengthen strategic client partnerships, and expand the firm’s broader human capital capabilities. Prior to becoming Managing Partner, he served as Practice Director for CSP’s Real Estate & Financial Services practice, advising developers, investors, operators, and financial institutions on critical leadership and growth-related hiring initiatives. A Baltimore native, Johnny attended St. Paul’s School before earning a degree in Business Administration with a minor in Communication from the University of Lynchburg, where he also played collegiate lacrosse. Outside of CSP, Johnny remains actively involved in the Baltimore business and nonprofit communities through mentorship initiatives, professional organizations, leadership panels, and philanthropic efforts, including his involvement with Next One Up. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:jblack@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4103723026″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/johnnyblack/” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [RICK FRIBUSH](https://chesapeakesearchpartners.com/divi_overlay/rick-fribush/) **Published:** November 22, 2023 **Author:** Cassidy Eichelberger **Content:** ### **RICK FRIBUSH** ***Partner, Director*** Rick Fribush is a founding partner of Chesapeake Search Partners and leads the firm’s Accounting & Finance searches, overseeing both direct-hire and contractual placements across the industry. With more than 30 years of recruiting experience and a professional background rooted in both public and corporate accounting as a CPA, Rick brings a deep understanding of the accounting and finance landscape and the evolving talent needs within the market. Rick began his recruiting career in 1993 with The Mergis Group before later leading the Accounting & Finance division at Stephen James Associates. Recognizing the need for a dedicated recruiting partner in the Baltimore/DC market, he co-founded Chesapeake Search Partners alongside Johnny Black and John Geraghty. Today, he partners with organizations of all sizes to identify and hire top talent at all levels of Accounting & Finance, while also serving as a trusted advisor to professionals navigating career growth, leadership opportunities, and key transition points. Known for his relationship-driven, consultative approach, Rick works closely with both clients and candidates to build long-term professional relationships and create successful, lasting placements. He emphasizes trust, communication, and personalized guidance throughout the hiring process and is passionate about mentoring both candidates and clients as they advance in their careers. A Baltimore native and graduate of Towson University with a degree in Accounting, Rick remains deeply connected to the local business community and actively engages in initiatives that strengthen his understanding of the Baltimore and Washington, D.C. job markets. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:rfribush@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4103723023″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/rickfribush/” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [JOHN GERAGHTY](https://chesapeakesearchpartners.com/divi_overlay/john-geraghty/) **Published:** November 22, 2023 **Author:** Cassidy Eichelberger **Content:** ### **JOHN GERAGHTY** ***Partner, Director of Recruiting Operations*** John Geraghty is a founding partner at Chesapeake Search Partners, specializing in Accounting & Finance recruiting while also overseeing recruiting operations for the firm. With nearly 20 years of recruiting experience, he manages both direct-hire and contractual searches across a wide range of industries and functions. In addition to leading client search efforts, John plays a key role in driving training and development initiatives, guiding the recruiting team, and improving the systems, tools, and workflows that support the firm’s day-to-day operations and long-term growth. John takes a consultative, relationship-driven approach to recruiting and works closely with clients, candidates, and internal team members to navigate hiring decisions with clarity and confidence. His focus is on understanding each organization’s unique needs, aligning talent with business goals, and solving hiring challenges in a practical and thoughtful way while ensuring an exceptional experience for both clients and candidates. John began his recruiting career with Stephen James Associates in 2008, focusing on Accounting and Finance searches. A Baltimore native, he is a proud graduate of Calvert Hall College High School and James Madison University, where he earned a Bachelor’s degree in History. Born and raised in Baltimore City and Timonium, John now resides in Glen Arm with his wife and three sons. He stays actively involved in the Greater Baltimore community and values authentic relationships, clear communication, and a straightforward approach both personally and professionally. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:jgeraghty@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4103723025″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/johnwgeraghty/” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [SAMANTHA BAYLISS](https://chesapeakesearchpartners.com/divi_overlay/samantha-bayliss/) **Published:** February 19, 2025 **Author:** Cassidy Eichelberger **Content:** ### **SAMANTHA BAYLISS** ***Executive HR Consultant – Chesapeake HR Solutions*** Samantha Bayliss is an experienced human resource professional and consultant. Motivated by empathy and innovation, she focuses on developing HR solutions that align the organization’s objectives with the potential of its people. As Vice President of HR, her goals include coaching her management teams and employees to help them navigate the ever-changing landscape of a high-growth organization. She has worked in the finance, real estate, and technology industries. Samantha is a certified senior human resource professional. She is also a board member of the Chesapeake Human Resources Association, serving as the Membership Committee Chair. Additionally, she is a member of the Society for Human Resource Management’s Executive Network, where she mentors future HR leadership and works with various stakeholders, furthering global professional initiatives. Samantha holds a bachelor’s degree in humanities from the University of Maryland, a graduate degree in writing from Rivier University, and a graduate-level certification in strategic HR management from Cornell University. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.27.4″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:hr@chesapeakesearchpartners.com” \_builder\_version=”4.27.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/sambayliss/” button\_link\_target=”on” \_builder\_version=”4.27.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [CHLOE MARSICANO](https://chesapeakesearchpartners.com/divi_overlay/chloe-marsicano/) **Published:** January 24, 2024 **Author:** Cassidy Eichelberger **Content:** ### **CHLOE MARSICANO** ***Search Consultant*** Chloe joined Chesapeake Search Partners in 2023 as a Search Consultant, bringing a diverse recruiting background from industries such as **[Sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales/)** and **[Healthcare](https://chesapeakesearchpartners.com/industry-focus-overview/healthcare/)**. In her current role, she primarily focuses on **[Accounting & Finance](https://chesapeakesearchpartners.com/functional-focus-overview/accounting-and-finance/)** searches within the **[Family Office](https://chesapeakesearchpartners.com/industry-focus-overview/family-office/)**, **[Manufacturing](https://chesapeakesearchpartners.com/industry-focus-overview/manufacturing/)**, **[Real Estate](https://chesapeakesearchpartners.com/industry-focus-overview/real-estate/)**, **[Construction](https://chesapeakesearchpartners.com/functional-focus-overview/functional-focus-construction/)**, **[Professional Services](https://chesapeakesearchpartners.com/industry-focus-overview/professional-services/)**, and **[Financial Services](https://chesapeakesearchpartners.com/industry-focus-overview/financial-services/)** sectors. Chloe is experienced in recruitment strategy, candidate mentoring, and client management. Chloe earned a Bachelor’s degree in Business with a minor in Human Resources from The University at Buffalo in 2019. During college, she was actively involved in Alpha Gamma Delta, where she served as Vice President of Finance, supported various community events, mentored new students, and helped clean up the neighborhood. Since moving to Maryland, Chloe has continued to engage in the community through networking events, volunteering at her local church, and joining the Hunt Valley Business Forum. She brings a strong work ethic and an extensive East Coast-based network to the Chesapeake Search Partners team. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.27.4″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:calves@chesapeakesearchpartners.com” \_builder\_version=”4.24.0″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:585-203-2585″ \_builder\_version=”4.24.0″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/chloe-marsicano1/” button\_link\_target=”on” \_builder\_version=”4.27.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [JACKIE OBRECHT](https://chesapeakesearchpartners.com/divi_overlay/jackie-obrecht/) **Published:** November 27, 2023 **Author:** Cassidy Eichelberger **Content:** ### **JACKIE OBRECHT** ***Search Consultant*** Jackie Obrecht joined Chesapeake Search Partners in 2022, bringing a diverse professional background across **[HR recruiting](https://chesapeakesearchpartners.com/functional-focus-overview/human-resources/)**, **[executive search](https://chesapeakesearchpartners.com/functional-focus-overview/executive-leadership/)**, **[sales](https://chesapeakesearchpartners.com/functional-focus-overview/sales/)**, and **[insurance](https://chesapeakesearchpartners.com/functional-focus-overview/insurance/)**. With more than a decade of recruiting experience, Jackie has built a reputation for her relationship-driven recruiting approach, combining strategy, communication, and long-term partnership to support meaningful hiring outcomes. Describing herself as a “Swiss Army knife recruiter,” Jackie thrives in searches that do not fit neatly into one specialty or hiring category. Rather than focusing solely on filling roles, she partners closely with both clients and candidates to navigate hiring decisions thoughtfully and strategically. Her strengths lie in candid career guidance, strong relationship management, candidate mentoring, and helping organizations think more holistically about talent, leadership, and long-term team needs. Jackie is especially passionate about building lasting professional relationships and creating placements that succeed well beyond the initial hire. Her relationship-driven recruiting approach combines emotional intelligence, recruiting strategy, and a deep understanding of organizational dynamics to support durable placements across a wide range of industries and functions. She earned a Bachelor of Arts in American Studies from Dickinson College, where she developed a strong foundation in communication, culture, and organizational behavior. Jackie began her professional career in the fashion industry before transitioning into recruiting in 2011, where she discovered her passion for helping people navigate career growth and organizational change. Born and raised in Baltimore, Jackie remains passionate about fostering talent, mentoring professionals through career transitions, and building enduring partnerships throughout the hiring process. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:jobrecht@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4104566424″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/jackie-obrecht/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [KEVIN BERES](https://chesapeakesearchpartners.com/divi_overlay/kevin-beres/) **Published:** April 6, 2026 **Author:** Cassidy Eichelberger **Content:** ### **KEVIN BERES** ***Senior Search Consultant*** Kevin joined Chesapeake Search Partners in March 2026 as a Senior Search Consultant, bringing a diverse recruitment background across the Manufacturing, Legal, and Industrial industries. He now assists recruiting efforts across Construction, Engineering, and Manufacturing. With over 10 years of experience in both Corporate and Recruiting Firms, Kevin is building upon the partnerships he cultivated over the years. With a background in both client and candidate management, Kevin focuses on building long-term relationships within organizations and matching top-tier talent for their needs. Born and raised in Baltimore, Maryland, Kevin attended Calvert Hall College High School and then graduated from Towson University in 2016 with a Bachelor’s degree in Marketing. He stays active in the community by continuing to referee soccer matches and assisting with the Special Olympics of Maryland. Kevin resides in Parkville with his wife and two sons. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.27.6″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:kberes@chesapeakesearchpartners.com” \_builder\_version=”4.27.6″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4109160481″ \_builder\_version=”4.27.6″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/kevin-beres/” button\_link\_target=”on” \_builder\_version=”4.27.6″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [MATT LEVIN](https://chesapeakesearchpartners.com/divi_overlay/matthew-levin/) **Published:** November 27, 2023 **Author:** Cassidy Eichelberger **Content:** ### **MATT LEVIN** ***Assistant Director*** Matt joined Chesapeake Search Partners in 2021 as a Senior Search Consultant and was promoted to Assistant Director in 2022. He leads recruiting efforts across Construction and Development as well as Manufacturing, Engineering, Distribution, and various Operations functions. With nearly 20 years of experience in both search and corporate recruiting, Matt values the relationships he has built throughout his career. His passion for talent acquisition shines through his collaborative approach and commitment to creating genuine partnerships in hiring. A Baltimore native, Matt graduated from Loch Raven High School in 2001 and Towson University in 2005. He enjoys staying active in the community, supporting various nonprofits and professional business groups. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:mlevin@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4438453835″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/mattrlevin/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [CHRISTINE SAUTER](https://chesapeakesearchpartners.com/divi_overlay/christine-sauter/) **Published:** February 16, 2026 **Author:** Cassidy Eichelberger **Content:** ### **CHRISTINE SAUTER** ***Search Consultant*** Christine joined Chesapeake Search Partners in January 2026 as a Search Consultant, bringing a strong foundation in recruiting and talent management developed over several years in agency recruiting. As she continues to grow in her career, she prioritizes partnering closely with clients and candidates to understand their goals and motivations, enabling her to build meaningful relationships and match top talent with the right opportunities. Originally from New Jersey, Christine has lived in the greater Baltimore area for the last decade. She graduated from Towson University in 2014 with a BS in Mass Communications and a minor in Psychology, which informs her approach to listening, communication, and relationship building. Christine is passionate about professional development, building meaningful connections, and exploring new places through travel. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.27.5″ \_module\_preset=”default” hover\_enabled=”0″ global\_colors\_info=”{}” sticky\_enabled=”0″\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:csauter@chesapeakesearchpartners.com” \_builder\_version=”4.27.5″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” hover\_enabled=”0″ global\_colors\_info=”{}” sticky\_enabled=”0″\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:6094770883″ \_builder\_version=”4.27.5″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” hover\_enabled=”0″ global\_colors\_info=”{}” sticky\_enabled=”0″\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/christinesauter/” button\_link\_target=”on” \_builder\_version=”4.27.5″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” hover\_enabled=”0″ global\_colors\_info=”{}” sticky\_enabled=”0″\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [DONNA GARON](https://chesapeakesearchpartners.com/divi_overlay/donna-garon/) **Published:** November 27, 2023 **Author:** Cassidy Eichelberger **Content:** ### **DONNA GARON** ***Senior HR Consultant – Chesapeake HR Solutions*** Donna is a Senior Human Resources Consultant with over 20 years of generalist experience in HR operations. She joined CSP’s Consulting Team in 2019 and now supports clients through Chesapeake HR Solutions. Donna specializes in legal compliance, benefits, HRIS, compensation, and policy and procedure development. She has a strong track record of building and restructuring HR departments, implementing and optimizing HRIS platforms, and crafting policies, procedures, and handbooks that align organizations with best practice standards. Prior to joining CSP, Donna served as an independent consultant to a wide range of for-profit and non-profit organizations across industries such as manufacturing, business services, finance, logistics, IT, and staffing. She graduated with honors from Columbia University in New York with a B.A., earned her Professional HR Certification in 2001, and is currently pursuing the ADP Workforce Now Certified Specialist credential and the Certified Employee Benefits Specialist (CEBS) designation. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:hr@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/garonphr/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [KATE STRZELCZYK](https://chesapeakesearchpartners.com/divi_overlay/kate-strzelczyk/) **Published:** November 27, 2023 **Author:** Cassidy Eichelberger **Content:** ### **KATE STRZELCZYK** ***Assistant Director*** Kate joined the firm in 2023 as a senior member of the Real Estate and Financial Services team and was later promoted to Assistant Director. She specializes in executive-level Corporate Search, with clients spanning Family Office, Financial Services, Healthcare, Private Equity, Professional Services, and Real Estate. Kate leads searches in Accounting & Finance, Executive Leadership, Marketing, Operations, and Sales. With expertise in executive, retained, and contingent searches, Kate is passionate about relationship building, career development, and transparent recruiting practices. She connects top talent with opportunities by leveraging her deep industry knowledge. A Baltimore native, Kate began her career at MRI Baltimore-Timonium and studied Art History at Dickinson College. Outside of work, she enjoys time with her blended family, cooking, golf, pickleball, and community involvement. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:kstrzelczyk@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4103535429″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/kate-strzelczyk/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [JULIA RICE](https://chesapeakesearchpartners.com/divi_overlay/julia-rice/) **Published:** January 8, 2024 **Author:** Cassidy Eichelberger **Content:** ### **JULIA RICE** ***Search Consultant*** Julia joined Chesapeake Search Partners in November 2023 as a Search Consultant, bringing a diverse recruitment background in HR, IT, and Sales. She now specializes in HR searches across industries such as Real Estate, Manufacturing, Construction, Professional Services, and Family Office. Her expertise includes talent acquisition planning, candidate mentoring, and client relationship management. Julia graduated from Mercer University in 2014 with a Bachelor’s Degree in Liberal Arts and a minor in Political Science. She was a member of the Purdue University Softball Team from 2009 to 2012 and continued her athletic career at Mercer. Originally from Southern California, Julia has been a Baltimore resident for over a decade and is an active member of Howard County SHRM and CHRA. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.4″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:jrice@chesapeakesearchpartners.com” \_builder\_version=”4.23.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:8185216462″ \_builder\_version=”4.23.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/julia-rice17/” button\_link\_target=”on” \_builder\_version=”4.23.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [LAURA LOCKE](https://chesapeakesearchpartners.com/divi_overlay/laura-locke/) **Published:** January 8, 2024 **Author:** Cassidy Eichelberger **Content:** ### **LAURA LOCKE** ***Senior Talent Acquisition Consultant – Chesapeake HR Solutions*** Laura Locke joined CSP’s HR Consulting Team in 2023 and now supports clients through Chesapeake HR Solutions. She brings over 20 years of experience in Talent Acquisition, with both global and regional leadership roles across organizations of all sizes. Her industry background includes Manufacturing, Consumer Products, Industrial Machinery, Military & Government Contracting, Medical, Dentistry, and Industrial Gases & Chemicals. As a Talent Acquisition Consultant, Laura is recognized as a strategic business partner with a highly collaborative approach—building strong relationships at all levels of the organization. Her areas of expertise include recruiting process improvement, upskilling recruiting teams, data analytics and reporting, manager training, candidate experience, vendor management, and applicant tracking systems. She holds an MBA from Loyola College in Maryland and a B.S. in Business Management from Pennsylvania State University. Laura is SHRM-SCP certified and serves on the Board of the Chesapeake Human Resources Association (CHRA). \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.4″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:hr@chesapeakesearchpartners.com” \_builder\_version=”4.23.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/lauracooklocke/” button\_link\_target=”on” \_builder\_version=”4.23.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [MARK LEDVINKA](https://chesapeakesearchpartners.com/divi_overlay/mark-ledvinka/) **Published:** November 27, 2023 **Author:** Cassidy Eichelberger **Content:** ### **MARK LEDVINKA** ***Search Consultant*** Mark joined Chesapeake Search Partners in June 2021 as a Search Consultant, bringing a diverse background in customer and client relationship development and sales. He specializes in Accounting and Finance searches across various industries, including Construction, Manufacturing, Professional and Financial Services, Real Estate, Hospitality, and Nonprofits. His expertise includes talent acquisition planning, candidate mentoring, client relationship management, and recruitment strategy. He graduated from Salisbury University in 2019 with a Bachelor’s Degree in Marketing and a minor in Professional Sales, during which he was a member of the Salisbury University Hockey Team. After graduation, Mark worked with a professional sales company, collaborating closely with busy executives to provide tailored solutions within the clothing industry. Originally from St. Mary’s County, MD, he has been a Baltimore resident since 2019 and continues to expand his network and community involvement locally. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:mledvinka@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:3019047949″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/mark-ledvinka/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [SAMANTHA GREENBAUM](https://chesapeakesearchpartners.com/divi_overlay/samantha-greenbaum-chesapeake-hr-solutions/) **Published:** June 26, 2025 **Author:** Cassidy Eichelberger **Content:** ### **SAMANTHA GREENBAUM** ***Talent Acquisition Consultant – Chesapeake HR Solutions*** Samantha Greenbaum joined the HR Solutions team in 2024 and brings over 7 years of experience in Talent Acquisition and Human Resources. She has supported recruitment efforts in a wide range of industries including Healthcare, Mental Health & Human Services, Higher Education, Nonprofits, Hospitality, and Technology Startups. As a Talent Acquisition Consultant, Samantha is recognized for her collaborative approach, client-focused mindset, and ability to build strong relationships with hiring teams and candidates. She is passionate about creating thoughtful and engaging candidate experiences which is central to her approach in identifying and attracting top talent for organizations. Samantha specializes in full-cycle recruiting, recruitment process optimization, candidate engagement, sourcing, and ATS implementation and management. Samantha holds a Bachelor of Science in Business Administration with a concentration in Human Resources Management from the University of Baltimore. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.27.4″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:hr@chesapeakesearchpartners.com” \_builder\_version=”4.27.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/samantha-harris-greenbaum-833b9b149/” button\_link\_target=”on” \_builder\_version=”4.27.4″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [KRISTIN (SUDINA) FREITAG](https://chesapeakesearchpartners.com/divi_overlay/kristin-sudina-freitag/) **Published:** November 27, 2023 **Author:** Cassidy Eichelberger **Content:** ### **KRISTIN (SUDINA) FREITAG** ***Senior Search Consultant*** Kristin joined Chesapeake Search Partners in 2022 as a Senior Search Consultant, specializing in Financial Services, including Family Office, Investment Banking, and Private Equity. She has expanded her expertise to encompass Accounting & Finance, Administrative, and Compliance searches. With a strong background in client and candidate management, Kristin focuses on recruitment strategy and ethical practices, leveraging her industry knowledge to connect top talent with organizations. A Baltimore native, she began her career at Sudina Search, Inc., founded by her father, Chuck Sudina, and led the company after his passing. Kristin graduated from the University of Maryland, College Park, with a degree in Communication and Geography and is a two-time national champion with the Maryland Women’s Lacrosse Team. Outside of work, she coaches girls’ soccer and lacrosse and volunteers at local organizations while supporting combat-injured veterans through Catch A Lift’s annual workout. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:kfreitag@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4107909556″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/kristin-sudina-freitag/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [PATRICK FITZGERALD](https://chesapeakesearchpartners.com/divi_overlay/patrick-fitzgerald/) **Published:** November 26, 2023 **Author:** Cassidy Eichelberger **Content:** ### **PATRICK FITZGERALD** ***Assistant Director*** Patrick began his career at Chesapeake Search Partners in 2014 as a Search Consultant, specializing in Accounting & Finance searches across various industries. Over the years, he developed a deep understanding of the field, leading to his promotion to Senior Search Consultant in 2021. By 2022, he was elevated to Assistant Director, where he continues to lead Accounting and Finance searches with a strategic, results-driven approach. Patrick graduated from Towson University in 2014 with a Bachelor of Science in Communication Studies and a minor in Business, while competing as a student-athlete on the Division 1 Baseball team. During his time at Towson, he was involved in PAWS (Proud Athletes Who Serve), honing his leadership and team-building skills. His experience spans multiple industries and various roles, bringing a wealth of knowledge in talent acquisition and leadership development. Patrick is passionate about connecting top-tier talent with transformative opportunities, always striving to exceed client expectations. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:pfitzgerald@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4103723024″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/patrickfitzgerald3/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [CASSIDY EICHELBERGER](https://chesapeakesearchpartners.com/divi_overlay/cassidy-eichelberger/) **Published:** November 26, 2023 **Author:** Cassidy Eichelberger **Content:** ### **CASSIDY EICHELBERGER** ***Operations and Marketing Manager*** Cassidy joined Chesapeake Search Partners in November 2021 as the Operations Coordinator, introducing new approaches to streamline how the firm organizes its files, timesheets, and overall operational procedures. She earned her bachelor’s degree in marketing and communications from Salisbury University in 2019 and now manages CSP’s overall Operations and Marketing efforts. Since joining CSP, Cassidy has guided the company through a rebrand as they celebrated a decade in business and spearheaded a HubSpot implementation initiative. She is certified in HubSpot Marketing Software, SEO, and Content Marketing. Additionally, Cassidy oversees front-end website development, consistently updating and enhancing the CSP brand. She also provides support across sales, finance, and human resources, contributing to the firm’s ongoing success. Cassidy excels at identifying areas for optimization, improving processes, and problem-solving. She enjoys being part of projects that bring people together and take pride in seeing the tangible results of her efforts. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:ceichelberger@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4103723036″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/casseich/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [JULIE EAST, ACC](https://chesapeakesearchpartners.com/divi_overlay/julie-east/) **Published:** January 31, 2024 **Author:** Cassidy Eichelberger **Content:** ### **JULIE EAST, ACC** ***Executive HR Consultant & Leadership Coach – Chesapeake HR Solutions*** Julie East is an experienced human resources professional and executive coach who brings a thoughtful, people-centric approach to her work with the Chesapeake HR Solutions team. Driven by helping leaders attain their greatest potential, she takes pride in providing intentional coaching and guidance with our clients and teams. As a former Vice President of HR, her goals included guiding her employers to help them flourish in the areas of culture and employee engagement. Her industry background spans retail, technology, and hospitality. A Certified Professional Diversity Coach from the Coach Diversity Institute in Washington, DC, Julie also administers and provides coaching around the DISC behavioral assessment. In addition to her primary job functions, her passion lies in helping Operations leaders adopt a strategic mindset. She holds a bachelor’s degree in psychology from Oklahoma State University, is a graduate of the University of California’s Instructional Design program, and earned a graduate-level certification in Change Management from Johns Hopkins University. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.24.0″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:hr@chesapeakesearchpartners.com” \_builder\_version=”4.24.0″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/jeast4211/” button\_link\_target=”on” \_builder\_version=”4.24.0″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [BARBARA CLARK](https://chesapeakesearchpartners.com/divi_overlay/barbara-clark/) **Published:** November 26, 2023 **Author:** Cassidy Eichelberger **Content:** ### **BARBARA CLARK** ***Outplacement and Career Coach – Chesapeake HR Solutions*** Barbara Clark brings over 20 years of Human Resources experience to the Chesapeake HR Solutions team, with deep expertise in Learning & Development and Talent Acquisition. Known for her ability to shape compelling employee brands, Barbara helps organizations elevate their talent strategy while supporting professionals through critical career transitions. In her work with Chesapeake HR Solutions, Barbara partners with clients to design thoughtful candidate experiences and prepare incumbents to confidently navigate the interview process with prospective employers. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” disabled\_on=”on\|on\|on” \_builder\_version=”4.23.1″ \_module\_preset=”default” disabled=”on” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/michelle-childers-hr/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [WILMA BROCKINGTON-PARKER, PCC](https://chesapeakesearchpartners.com/divi_overlay/wilma-brockington-parker/) **Published:** November 26, 2023 **Author:** Cassidy Eichelberger **Content:** ### **WILMA BROCKINGTON-PARKER, PCC** ***Outplacement Consultant & Executive Coach – Chesapeake HR Solutions*** Wilma brings over 15 years of experience as a Human Resources Business Partner, certified professional coach, and training facilitator to the Chesapeake HR Solutions team. At CSP, Wilma supports the firm’s Outplacement Services and broader consulting practice, offering tailored guidance to organizations navigating change and talent transitions. In her role, Wilma partners with clients to develop actionable strategies that align people, performance, and business outcomes. As a seasoned workshop facilitator, she has trained thousands of professionals in leadership development, process improvement, and operational efficiency. She is certified in both MBTI® and Hogan Assessments, tools she leverages to deepen leadership insight and team alignment. Wilma is a graduate of the Executive and Professional Coaching Program at the University of Texas at Dallas and is a member of the International Coaching Federation. She holds an M.S. in Human Resources and an MBA from the University of Maryland Global Campus, as well as a B.S. in Business Administration from Towson University. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.23.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:wbrockingtonparker@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/wilmabrockingtonparker/” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [JASON NEMOY](https://chesapeakesearchpartners.com/divi_overlay/jason-nemoy/) **Published:** November 22, 2023 **Author:** Cassidy Eichelberger **Content:** ### **JASON NEMOY, PHR** ***Partner, Director*** Jason Nemoy brings over two decades of hands-on HR leadership experience to his work in executive search and consulting. Since joining CSP in 2016, Jason has led the growth of the firm’s HR recruiting function, and in 2023, he launched Chesapeake HR Solutions™ to meet the evolving consulting needs of CSP’s expanding client base. Before CSP, Jason held senior HR leadership roles across the fitness, hospitality, and healthcare industries. A former HR practitioner and past President of the Chesapeake Human Resources Association (CHRA), Jason brings a practitioner’s lens to every search, partnering with clients to deliver people-first strategies that align with business goals. Jason earned a B.A. in Economics from the University of California, Santa Barbara, completed UCLA’s Professional HR Certification Program, and holds an M.S. in Human Resource Development from Towson University. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” \_builder\_version=”4.25.1″ \_module\_preset=”default” global\_colors\_info=”{}”\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”EMAIL” button\_link=”mailto:jnemoy@chesapeakesearchpartners.com” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”Phone” button\_type=”dp\_button” button\_text=”PHONE” button\_link=”tel:4103723032″ \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/jasonnemoy/” button\_link\_target=”on” \_builder\_version=”4.25.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ### [Retained Search](https://chesapeakesearchpartners.com/divi_overlay/retained-search-2/) **Published:** April 29, 2024 **Author:** Cassidy Eichelberger **Content:** ### **Retained Search** Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam, quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat. Duis aute irure dolor in reprehenderit in voluptate velit esse cillum dolore eu fugiat nulla pariatur. Excepteur sint occaecat cupidatat non proident, sunt in culpa qui officia deserunt mollit anim id est laborum. \[dipi\_button\_grid flex\_direction=”row” justify\_content=”flex-start” admin\_label=”Pixel Button Grid” \_builder\_version=”4.24.3″ \_module\_preset=”default” hover\_enabled=”0″ global\_colors\_info=”{}” sticky\_enabled=”0″\]\[dipi\_button\_grid\_child button\_id=”Email” button\_text=”CONTACT US” button\_link=”mailto:info@chesapeakesearchpartners.com” \_builder\_version=”4.24.3″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” hover\_enabled=”0″ global\_colors\_info=”{}” sticky\_enabled=”0″\]\[/dipi\_button\_grid\_child\]\[dipi\_button\_grid\_child button\_id=”LINKED IN” button\_type=”dp\_button” button\_text=”FOLLOW” button\_link=”https://www.linkedin.com/in/andrew-fanshaw-li/” button\_link\_target=”on” \_builder\_version=”4.23.1″ \_module\_preset=”default” custom\_button=”on” button\_border\_radius=”0px” button\_use\_icon=”on” button\_icon=”\|\|divi\|\|400″ button\_icon\_placement=”right” button\_on\_hover=”off” custom\_margin=”\|\|\|\|false\|false” custom\_padding=”\|\|\|\|false\|false” global\_colors\_info=”{}”\]\[/dipi\_button\_grid\_child\]\[/dipi\_button\_grid\] --- ## Testimonials ### [Davis B. - Chief Financial Officer](https://chesapeakesearchpartners.com/dipi_testimonial/davis-b-chief-financial-officer/) **Published:** November 7, 2023 **Author:** Cassidy Eichelberger **Content:** As a Chief Financial Officer working with a search firm that values confidentiality and fully understands the type of role I am seeking was very important to me. Chesapeake Search Partners became a valued partner in my search and ensured the compensation package I received was in line with my requirements. I would definitely work with them again and have already referred them to a close friend. --- ## Categories ### [Community Connections](https://chesapeakesearchpartners.com/category/communityconnections/) --- ### [Hope this Helps](https://chesapeakesearchpartners.com/category/hope-this-helps/) --- ### [Meet the Team](https://chesapeakesearchpartners.com/category/meet-the-team/) --- ### [Recruiting Insights](https://chesapeakesearchpartners.com/category/recruiting-insights/) --- ### [News](https://chesapeakesearchpartners.com/category/news/) --- ### [Intern of the Week](https://chesapeakesearchpartners.com/category/intern-of-the-week/) --- ### [Industry Insights](https://chesapeakesearchpartners.com/category/industry-insights/) --- ### [Press](https://chesapeakesearchpartners.com/category/press/) --- ### [Speaking Engagements](https://chesapeakesearchpartners.com/category/speaking-engagements/) --- ### [As Seen on LinkedIn](https://chesapeakesearchpartners.com/category/as-seen-on-linkedin/) --- ### [HR Solutions](https://chesapeakesearchpartners.com/category/hr-solutions/) --- ### [Quotes & the Stories Behind Them](https://chesapeakesearchpartners.com/category/quotes-the-stories-behind-them/) --- ## Tags ### [HR](https://chesapeakesearchpartners.com/tag/hr/) --- ### [Recruiter](https://chesapeakesearchpartners.com/tag/recruiter/) --- ### [LinkedIn](https://chesapeakesearchpartners.com/tag/linkedin/) --- ### [Resume Tips](https://chesapeakesearchpartners.com/tag/resume-tips/) --- ### [Job Search Tips](https://chesapeakesearchpartners.com/tag/job-search-tips/) --- ### [Hiring](https://chesapeakesearchpartners.com/tag/hiring/) --- ### [Interview Tips](https://chesapeakesearchpartners.com/tag/interview-tips/) --- ### [AI](https://chesapeakesearchpartners.com/tag/ai/) --- ### [DiSC](https://chesapeakesearchpartners.com/tag/disc/) --- ### [Year-End Reviews](https://chesapeakesearchpartners.com/tag/year-end-reviews/) --- ### [2026](https://chesapeakesearchpartners.com/tag/2026/) --- ### [Outplacement](https://chesapeakesearchpartners.com/tag/outplacement/) --- ### [Growth](https://chesapeakesearchpartners.com/tag/growth/) --- ### [Executive Search](https://chesapeakesearchpartners.com/tag/executive-search/) --- ### [Search Firm](https://chesapeakesearchpartners.com/tag/search-firm/) --- ### [IT](https://chesapeakesearchpartners.com/tag/it/) --- ### [Marketing](https://chesapeakesearchpartners.com/tag/marketing/) --- ### [Recruiting](https://chesapeakesearchpartners.com/tag/recruiting/) --- ### [Recruiting Strategy](https://chesapeakesearchpartners.com/tag/recruiting-strategy/) --- ### [Team Collaboration](https://chesapeakesearchpartners.com/tag/team-collaboration/) --- ### [Candidate Visibility](https://chesapeakesearchpartners.com/tag/candidate-visibility/) --- ## Divi Pixel Category ### [Staff](https://chesapeakesearchpartners.com/dipi_cpt_category/meet-the-team/) ---