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Category: News

Clinical Resource Network (CRN) Expands Footprint Internationally

Filed under: Communication, Company News, News, Press Release

Company Opens London Office and Hires Industry Expert Asad Balal to Support the Expansion 

NEW YORK, NY. – Solomon Page, a specialty niche provider of staffing solutions and executive search, announces the international expansion of Clinical Resource Network (CRN). Launched as a division of Solomon Page in 2002, CRN supports customized staffing solutions for a range of clients—from Biotechs and CROs to pharmaceutical and medical device companies across North America.

The first step in the expansion is a new office location in the United Kingdom, located at 1 St Katharine’s Way, St Katharine’s & Wapping, in London. In conjunction, CRN has appointed Asad Balal as Senior Vice President, who recently joined the company from Skills Alliance where he acted as a Global Business Leader the past five years. Mr. Balal will be leading the efforts of expanding the company’s presence in a variety of overseas markets.

“This growth represents a new stage of our evolution,” said Aly Schlosser, who co-founded CRN in 2002. “We are thrilled to welcome Asad to our team and are confident he will make a measurable impact on our clients’ global study planning. We believe his strong knowledge and experience in these markets will make a critical difference in our ability to provide increased support to our clients and ignite exponential growth.”

“As the industry evolves to a globalized view of its clinical studies we are positioned to respond to our current and prospective clients’ needs to accomplish their strategic objectives. Understanding the talent landscape of every market we support is crucial to success,” said David Iannucci, Managing Director of CRN. “This new international reach provides the bandwidth to expand our relationships and we foresee CRN continuing to grow our team as opportunities arise.”

WWD EXCLUSIVE: Solomon Page Acquires E.A. Hughes & Co.

Filed under: ambition, Big Ideas & Innovation, Branding, Communication, company culture, Company News, Job Market, Leadership, News, Organization, Solomon Page, Uncategorized, Women Leaders

The deal bolsters Solomon Page’s position in retail and fashion c-suite searches.

As seen in WWD.

By David Moin on January 28, 2019

Solomon Page, a $185 million staffing and executive search firm servicing 14 different sectors, has acquired E.A. Hughes & Co., a retained executive search firm.

“Our primary driver of growth historically has been organic,” said Lloyd Solomon, a founding partner and managing director of Solomon Page. “We attract experienced people, add to the team and build our service offerings. But selectively, when we see something we consider unique and special and circumstances coincide, we will do an acquisition and incorporate their team into ours to create a bigger family and better services for clients.

“We’ve done about four acquisitions over our 28-year history, in health-care executive search, the publishing search space, in the legal staffing world and technology,” Solomon said. “E.A. Hughes really extends our reach in the fashion retail consumer goods space and becomes a division. They retain their group, and operate autonomously and collaboratively with our existing fashion team.”

Solomon added that E.A. Hughes’ expertise in c-suite searches complements Solomon Page’s strength in full-time recruitment and freelance hiring, thereby providing Solomon Page with a “broader” approach.

Financial terms of the deal were not disclosed.

The E.A. Hughes team of eight will continue to be led by Elaine Hughes, who founded E.A. Hughes & Co. in 1991. The boutique executive search firm has been serving the retail, apparel, footwear, beauty, home and e-commerce sectors, among others.

She reports to Solomon, and joins Solomon Page’s fashion and beauty division, led by managing directors Sue Lamoreaux and Patty Hoban Scott.

“Elaine has influenced the careers of many senior executives in retail and fashion and advocated for women in the industry by example and involvement in many organizations during the past three decades,” Lamoreaux said.

Hughes underscored the “synergies” accomplished by combining the two firms, and that the deal gives Solomon Page a broader scope of talent acquisition encompassing Csuite executive search, mid-level searches, as well as staff jobs such as sales associates.

As Hughes sees it, inadequate search is a big factor behind the industry’s high rate turnover at the c-suite level. Many search firms, she suggested, neglect conducting the proper “deep dive” into the candidate’s functional talents, experience and E.Q. to determine whether he or she is a good fit for the organization doing the recruiting and its culture. “No one really assesses it all,” Hughes said.

Recently, Lisa Berger, formerly with the 24 Seven recruitment agency, joined Solomon Page to launch its beauty segment.

“In the ever-evolving landscape of human capital and business models, our goal is to adapt to shifts in the marketplace and create a multifaceted approach to our clients,” Solomon said.

The New York-based Solomon Page, founded in 1990, has 275 employees, 10 offices in the U.S., and one in London. Scott Page is also a founding partner in the company and managing director.

Solomon Page Changes the Recruitment Landscape for Fashion, Retail, and Beauty Markets

Filed under: ambition, Communication, company culture, Company News, innovation, Job Market, Leadership, News, Organization, Press Release, Recruiting & Hiring, Solomon Page, Success, Thought Leadership, Women Leaders

The Company Acquires Retained Executive Search Firm E.A. Hughes & Co.

NEW YORK, NY, January 28, 2019 – Solomon Page, a specialty niche provider of staffing solutions and executive search, announces the acquisition of E.A. Hughes & Co., a leading retained executive search firm servicing the retail and consumer markets. Founded by Elaine Hughes in 1991, E.A. Hughes & Co. has advised clients in their strategic growth initiatives through a unique and comprehensive approach to the search process.

The E.A. Hughes team will continue to be led by Elaine Hughes and will join the Fashion & Beauty Division of Solomon Page, led by Sue Lamoreaux and Patty Hoban Scott in the full-time and freelance fashion markets, respectively. This will further complement the excellent reputation the company holds both geographically and strategically.

“I am thrilled by the synergy this acquisition will provide to each of our clients,” said Elaine Hughes. “It will allow the team to deliver unpreceded talent acquisition encompassing the C-suite executive placements to temporary hires from a single source”.

Sue Lamoreaux adds, “We are very excited to have the opportunity to partner with Elaine and her team. She has influenced the careers of many senior executives in retail and fashion and advocated for women in the industry by example and involvement in many organizations during the past three decades.”

Simultaneously Solomon Page has increased its capabilities in the beauty segment, recently adding Lisa Berger to the team to spearhead the expansion. Ms. Berger has a proven track record in strategic talent acquisition and will advise beauty brands as they seek to build their organizations, in addition to providing relevant content and access to diverse channel partnerships.

“In the ever-evolving landscape of human capital and business models, our goal is to adapt to shifts in the marketplace and create a multi-faceted approach to our clients,” said Lloyd Solomon, Founding Partner and Managing Director of Solomon Page. “Our existing footprint coupled with E.A. Hughes’ established presence uniquely qualifies us as a progressive and forward-thinking brand in the new world of the retail, fashion, and beauty industries. Additionally, our strong and longstanding relationships in the financial services and private equity communities, led by Founding Partner and Managing Director Scott Page, uniquely position our firm as a strategic partner and advisor during this transformational time in the industry.”

Solomon Page Recognized as One of the Largest Staffing Firms in the U.S.

Filed under: Awards, Company News, Job Market, News, SPG News

Solomon Page has been recognized as one of the Largest Staffing Firms in the U.S. by Staffing Industry Analysts for the fifth consecutive year.

“The 143 companies included in this year’s report generated a combined revenue of $83.6 billion and had an estimated 58.6% of market share,” said Barry Asin, President of SIA. “These organizations stand out for their sizable operations, impressive achievements and as industry leaders in today’s competitive and dynamic ecosystem.”

Ranked by revenue, the report covers firms that generated at least $100 million in US staffing revenue in 2017. This is SIA’s 23rd annual report on the largest US staffing firms.

“Due in part to the favorable economic environment over the past year, this year’s report highlights the degree to which many large staffing firms continue to grow via both organic initiatives and strategic acquisitions,” said Timothy Landhuis, Director of Research at SIA.

You can read SIA’s press release and review the full list here.

The Evolution of Adaptive Clothing: A Night with Solomon Page and Runway of Dreams

Filed under: Big Ideas & Innovation, creativity, innovation, Leadership, News, Persistence, Professional Women, Social Impact, Success

On June 25th Solomon Page hosted an event dedicated to the exploration of adaptive clothing. The evening included an intimate cocktail reception and featured guest speaker Mindy Scheier, founder of Runway of Dreams Foundation, an organization dedicated to a future of inclusion, acceptance and opportunity in the fashion industry for people with disabilities.

Lloyd Solomon, Managing Director for Solomon Page, interviewed Mindy following a brief video that introduced Runway of Dreams’ history and mission. He opened the discussion speaking to our philanthropic spirit as a company. Solomon Page felt a relationship with this organization was an organic fit—our main core values closely align with those of Runway of Dreams’.

As Mindy explained during the Q&A, the inspiration for the concept was her son, who suffers from Muscular Dystrophy: though he wanted to wear jeans like his classmates, it was a struggle to take them on and off by himself. Thanks to patience and perseverance, Mindy was able to construct a pair he was able to slip in and out of without her help. As an audience member who also has a son with physical disabilities joked: “When my son wanted to wear nice clothes, I just got them tailored; I didn’t try to revolutionize the entire fashion industry.”

Realizing the desperate void to better accommodate people with disabilities, Mindy took it upon herself to address it. She explained that even though people with physical disabilities are a huge and underserved population–one in 20 people in the U.S. has a disability that affects their ability to dress themselves—mainstream brands were not actively selling in this market. But after some determination and research, Mindy partnered with Tommy Hilfiger in 2016 to build an adaptive clothing line, Tommy Adaptive.

As Mindy discussed, there were three main design factors to consider, that her son, and most people with physical disabilities, battled with: adjustability, closures, and alternative ways to put clothes on. The clothing is adaptable in a sense that it’s adjustable by size and length, mimicking an “internal hemming system” – she lamented that, during her research, she discovered people with disabilities can spend hundreds on tailoring. She also found that zippers, buttons, and hooks posed problems, so she added closures that were more user-friendly, such as magnets. Lastly, many people with physical disabilities, especially people in wheelchairs, are usually unable to stand up and pull clothes over their head, so she designed clothes that presented alternative ways to take on and off.

Many of the audience members resonated with Mindy’s vision, and her son’s personal struggles: people cited elderly parents who struggled to dress themselves in anything fashionable, or other family members who had disabilities. Mindy revealed that businesses are beginning to recognize that people with disabilities are a vastly untapped market: creating the ability to serve over one billion people globally, while presenting a potentially lucrative business opportunity for astute companies.

Click here to learn more information about Runway of Dreams.

Some photos from the event:

Mindy Scheier shows a short introductory video about Runway of Dreams before opening the floor to questions.

A menu of the speciality cocktails served during the event.

The charcuterie board served at the event.

The entrance to the event.

The bar during the event.

The crowd gathers in the main room for cocktails and appetizers.

The Top 10 Jobs That Are Disappearing in the U.S.

Filed under: Job Market, Job Statistics, News

With the rise of robots and AI, as well as ongoing economic changes from globalization, jobs from data entry to manufacturing are under threat in the US.

These are the top 10 jobs that could be on their way out in the US, based on the Bureau of Labor Statistics’ projections for the percent decline in the number of people in these occupations between 2016 and 2026, along with descriptions of the jobs from the Department of Labor’s O*NET careers database.

You can read the rest of this article on Business Insider, and review their entire list of the top 41 jobs that are projected to decline in the US.

 

1. Locomotive firers

They monitor locomotive instruments and watch for dragging equipment, obstacles on rights-of-way, and train signals during run.

Median annual pay, 2017: $60,360

Number of people who held this job in the US in 2016: 1,200

Predicted number of people who will hold this job in 2026: 300

Projected decline: 78.6%

 

2. Respiratory therapy technicians

They provide respiratory care under the direction of respiratory therapists and physicians.

Median annual pay, 2017: $50,350

Number of people who held this job in the US in 2016: 10,800

Predicted number of people who will hold this job in 2026: 4,700

Projected decline: 56.3%

 

3. Parking enforcement workers

They patrol assigned areas to issue tickets to overtime parking violators and illegally parked vehicles.

Median annual pay, 2017: $39,030

Number of people who held this job in the US in 2016: 9,400

Predicted number of people who will hold this job in 2026: 6,100

Projected decline: 35.3%

 

4. Word processors and typists

They use computers, word processors, or typewriters to type letters, forms, reports, or other material.

Median annual pay, 2017: $39,740

Number of people who held this job in the US in 2016: 74,900

Predicted number of people who will hold this job in 2026: 50,100

Projected decline: 33.1%

 

5. Watch repairers

They repair, clean, and adjust mechanisms of timing instruments, such as watches and clocks.

Median annual pay, 2017: $35,770

Number of people who held this job in the US in 2016: 1,800

Predicted number of people who will hold this job in 2026: 1,200

Projected decline: 29.7%

 

6. Electronic-equipment installers and repairers (motor vehicles)

They install, diagnose, or repair communications, sound, security, or navigation equipment in motor vehicles.

Median annual pay, 2017: $34,530

Number of people who held this job in the US in 2016: 12,100

Predicted number of people who will hold this job in 2026: 9,000

Projected decline: 25.6%

 

7. Foundry mold and core makers

They make or form wax or sand cores or molds used in the production of metal castings in foundries.

Median annual pay, 2017: $35,140

Number of people who held this job in the US in 2016: 12,500

Predicted number of people who will hold this job in 2026: 9,500

Projected decline: 24.0%

 

8. Pourers and casters (metal)

They operate hand-controlled mechanisms to pour and regulate the flow of molten metal into molds to produce castings or ingots.

Median annual pay, 2017: $38,210

Number of people who held this job in the US in 2016: 8,400

Predicted number of people who will hold this job in 2026: 6,500

Projected decline: 23.4%

 

9. Computer operators

Computer operators monitor and control electronic computer and peripheral electronic data processing equipment.

Median annual pay, 2017: $44,270

Number of people who held this job in the US in 2016: 51,500

Predicted number of people who will hold this job in 2026: 39,700

Projected decline: 22.8%

 

10. Telephone operators

They provide information to telephone customers by accessing alphabetical, geographical, or other directories.

Median annual pay, 2017: $36,320

Number of people who held this job in the US in 2016: 9,100

Predicted number of people who will hold this job in 2026: 7,000

Projected decline: 22.6%

New York City Applicants Have One Less Thing to Worry About

Filed under: Hiring, Job Search, News

Today, New York City becomes the first city in the United States to prohibit employers from inquiring about job seekers’ and job applicants’ salary histories. Signed into law earlier this year, New York joins a handful of other cities and states (among them California, Massachusetts, Oregon, Delaware, Philadelphia, and San Francisco) across the country that voted to ban employer questions about salary history. New York will be the first municipality to enforce the law.

The new law was introduced by Public Advocate Letitia James in August 2016, due in part to the findings of a gender pay gap analysis conducted earlier that year. As James put it, “We want to end…discrimination, and banning questions about salary history is a critical first step.” The New York City law is intended to help reduce the differences that women and minorities earn relative to their male and Caucasian counterparts. According to the U.S. Census Bureau, women earn 80 cents for every dollar that men earn, and in New York, women earn $5.8 billion less than men in wages each year, according to a report by New York City’s Public Advocate’s office, a disparity that’s even greater for people of color (with black women making just 55 cents and Hispanic women earning just 45 cents of every dollar earned by a white man).

While there are multiple explanations for the gender pay gap, laws prohibiting employers from taking pay history into account may help reduce the impact of historical salary discrimination. Effective today, employers will no longer be able to:

  • Ask job applicants questions about or solicit information in any way about applicants’ current or prior earnings or benefits, including on job application forms
  • Ask applicants’ current or former employers or their employees about applicants’ current or prior earnings or benefits
  • Search public records to learn about applicants’ current or prior earnings or benefits
  • Rely on information about applicants’ current or prior earnings or benefits to set their compensation

The law will be enforced by the NYC Commission on Human Rights and apply to both private and public sector employers and covers internships, contractor roles, part-time and full-time positions.

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