The United States of America

The United States of America is a very diverse set of fifty (50) individual states that each have their own unique legacy and ways of going about business. While there is common ground and a strong foundation “uniting” them all, doing business in each state can be very different. And these differences are critical for companies and clients to both consider and understand when they are hiring external Executive Talent – regardless of where a company and/or client are located from a headquarters’s perspective. All of this needs to be considered whenever new Executives are being considered – including the added geographical dynamic factor and how that relates both to the overall company’s, client’s, and Executive’s cultural make-up.

While there are huge differences in how to recruit State by State and/or Region by Region (e.g. Midwest vs. West Coast), even within particular States in the U.S., there is a complex diversity. In Michigan, for example, Detroit (and its suburbs) is very different from Ann Arbor – and both are very different from Grand Rapids, Kalamazoo, Lansing, and Traverse City. This extends to regions, as well, where the differences are also distinct – the West Side of MI is quite different from the Detroit Metro Area which are both radically different from the U.P. (Upper Peninsula). Without understanding these unique qualities of both cities and regions, even the best “functional” Executive Recruiters will get it “wrong”.

Culture, Culture, Culture

Realtors and related real estate investors will regularly talk about the most important decision for making an real estate investment is “location, location, location”. At Maccabeus, we say Executive recruiting comes down to three (3) words, as well – “culture, culture, culture”. Specifically, the culture of the company (or the client), the Executive, and the State, Region, Province, County, etc.

While it’s true that corporate vs. individual cultural fit is very important, what often gets missed is the “regional cultural fit”. Per the chart below, over one-third of candidates would decline an actual job offer (after having spent hours, days, etc. going through a typically arduous screening process) if, at the end of it all, they didn’t find a cultural fit. While the data that we’ve shared here is focused on “company culture”, the same 35% translates directly to Regional/State cultural fit. While many Executives can convince both themselves and their Families that they can make a mismatched cultural fit work (regardless of type), our experience at Maccabeus tells us that it very rarely turns into a long-term career move for the Executive.

At Maccabeus, we understand the U.S. State and Regional differences and how to apply those unique qualities across the cultural aspects of both companies (clients) and Executives (and their Families). We have recruited to just about every State in the U.S. and from very rural, low-population areas to densely-populated city centers and surrounding suburbs. We know the differences between rural Arkansas and Menlo Park; between Midtown “Hot-lanta” (Atlanta) and Midtown New York City; between the Berkshires and the Rockies. And we know the differences not just from an Executive Recruitment Firm’s perspective, but also as Executives who have considered relocations and/or new career challenges directly for ourselves and our Families. While we have counseled hundreds of Executives to not take an opportunity based on their concerns around cultural differences (based on location and/or the company), our Partners and Staff have also declined offers ourselves as Industry Executives – opportunities that just weren’t the right “fit” for either ourselves and/or our Families. We get it.

Finding the right Executives takes a tenacity to see through the surface of experiences and to look into the intangibles behind who a leader really is as a person. To get to know the companies, clients, Executives, Families, etc. behind the search project. Maccabeus LLC is committed to and has a strong track record of recruiting and placing Executives across a diverse landscape of industries and locations.

We would welcome the opportunity to discuss this further with you and your Board.

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