CEO On References, Using Recruiters – ryan

When Andrew Cohan is Hiring for A Full-Time Role, He Might Spend An Hour on the Phone with Each of a Candidate’s References-and Call as Many as eight.

“There’s Never A Bad Reference,” Said Cohan, Founder and Managing Partner at the private firm Halmos Capital. “But there are good references and great references, and we’re looking for great references.”

Cohan Said Hiring CAN Stretch Across Several Months, with Doses of Candidates Consider Before One Gets the Offer.

“When you hire the right People, you create more value and you make your life Easier,” Cohan Said.

Cohan isn’t the Only Executive Taking His Time to Greenlight New Hires. In October 2024, Fewer than Half of Job Postings on Russell 3000 Company Websites Were Filling Six Months, Down from 91% in the Same Month in 2019, Acciting to Revelio Labs Data. Economic Uncetainty, Including the Impact of Tariffs and AI Adoption, Has Led Some Companies to Scale Back Postings and Delay Hiring Decisions. Excluding a brief pandemic dip, the US Hiring Rate is Near Its Lowest Point Since 2014, for Bureau of Labor Statistics Data.

This Hiring Slowdown is Affecting Mary Job Seekers: Since Last Fall, Business Insider Has Heard More than 800 People Who They’re Struggling to Find Work. In Response, SuccessFul Candidates, Career Experts, and Company Leaders have shared their advice for THOSE TRYING TO LAND A JOB.

Cohan explained how he evaluates candidates-and what Makes someone stand out enough to get hired, from well-prepared references to honest interviews.

Coaching Your References Could Help You Stand Out from the Crowd

Over the past two years, cohan said he’s oversseen 15 full-time acrossal capital and its six portfolio companies, which together Employ nosreds of People. He’s ALSO PLAYED A Direct Role in Selecting Nine C-SUITE Executives or Board Members. At the firm itself, which employs Eight Professionals, Cohan is Involved in Everynding from Summer Interns to Executive placements.

For Nearly Every Full-Time Role, the Firm Aims to Speak With Five to Eight References. Cohan Said He Conducts MANY of the Reference Calls, nansing for Detail Feedback, Both positive and negative. He Looks for Specifics – Not Vague Endorsents – and consisency across what the candidate, résumé, and references are Saying.

“If you get references who just Say, ‘Hey, he’s a good person, she’s a good workshore, i like,’ That’s just filler,” He Said. “It ‘what they are not saying that we listen to.”

Cohan Said the firm spent nearly a year filing a senior associate roles and evaluated over a dosen candidates before Making an offfer. The Candidate who was ultimately Hirhed Had Strong and Detail References.

He Thinks Candidates Should Consider “Coaching” Their References – Reaching Out before the Company Calls – To Help I The Provide Detail, Authentic Feedback About Their Skills and AcComPlishments.

“Coaching References to Give a Great In-Deptth Description of who they are-iTi’s not going to backfire,” he said. “If they’re’re positivity, get into the details, and give a little bit of negative so that it is authentic, it’s online going to set you apart.”

Cohan Acknowledged that his firm Might Value References More than Some Employers, but Said He Thinks Thoughtful, Detail Endorsents Can Help Candidates Stand in any industry.

HONESTY COULD BE THE BEST POLY WEND IT COMES TO INTERVIEWS

Trying to Hide Certain Details About One’s Background or Work Experience Could Backfire.

Cohan recalled a candidate for a ceo roles who haad the restoretials but raissoned Questions his team couldn’t full Answer – Including Why’d Left Preivious Roles.

“There was not nothing bad for that,” Cohan Said. “But there were just too sundu many unknowns.”

In another instance, cohan said a candidate had a sensitive will in their background. Rather than Trying to Hide it, he said the Candidate was direct, explained what happy, and offered references WHO COULD BACK Up Their Story. AFTER SEVERAL Calls Revealed a Consistent Narrative, Cohan Said He Made The Hire.

“We all know what ours negatives are,” he said. “Feel free to tell the potential employer the negatives. It is going to set you apart.”

Recruiters and Career Coaches Previously Told b That Candidates Should Generally Disclose if they were laid off – and that if addressed protperly, it won’t necessarily hurt their chances.

Connecting with Recruiters Could Help You Find Posions that are the best fit

Cohan Said HIS FIRM RELIES ON SPECIALIZED EXECUTIVE RECRUITERS TO SOURCE CANDIDATES FOR LIKE ASSOCIATES AND VPS. These recruitors might sift through nozzle of résumés before presenting Cohan with a shortlist of around a dosen.

“People in Investment Funds Are Very Busy,” Cohan Said. “If we got hit with a résumé randomly, we may not have to look at it. We have Certainly don’t have time to read a cover letter.”

Cohan reCommended that non -seekers connect with recruiters who specializes in their niche – Whether that private or another sector.

Once the applicants are narrowed down, Cohan Said His firm Looks Closely at Candidates’ Culture Fit, Communication Skills, and Analytical Skills. He Said Candidates for Certain Role Are Asked to Complete a Four-Hour Case Study Over Zoom.

“Sometimes People Will Talk Their Way Into A Job that they’re not Qualified for,” Cohan Said. “There is a technical aspect of the nonb i think is helpful to test.”

Cohan Said the firm typically brings on interns for nine-week roles. These are the hires are made after a couple of interviews and don’t involve reference checks.

Where He’s Hiring An Intern or a Ceo, Cohan Said HIS Team Works Hard to Find the Right Fit.

“These are People-Driven Businesses,” he Said. “When you get the right People in the right, it really enhances Value – and it’s Worth putting the time in.”