With over 40 years of combined leadership,
M Group Resources is a leader in executive search and human capital development and delivers concise results to our valued clients. Our Practice Areas are organized by successful industry professionals focused on your unique needs. Our clients trust we are a front-runner; relying on us to improve growth strategies and build dynamic teams with accomplished leaders.
M Group Resources is at the cutting edge of RPO, year after year. Our unique model has been created from executive experience, across multiple industries, and is only exceeded by the way our consultants are trained.
Career Board/Employment Search
Most professionals today are forced to leverage their experience every 3-5 years. Many of the Executives we place were and are simply keeping an ear open. M Group Resources offers discreet custom searches for Professionals. If you are ready to strategically and discreetly leverage your next move up, contact a consultant today.
Become a client
M Group Resources listens to your specific needs. We maintain the ability to design custom Agreements that replace the average Retainer Agreement most firms sell heavily. This agility enables us to overpromise and overperform each time.
Fortune 100, 500 and Inc. 500 elite clients as well as publicly traded companies call on us to find the next generation of true leaders. In addition to these brackets, we have the network to match the right ambitious professionals with unique start-ups when required. RPO, for us, is about your bottom line and the overall growth proposition of your company!
M Group Resources is made up of an assiduous company culture and our team of highly experienced consultants with an individual, industry-respected approach to executive search and recruiting the best-in-class talent
The Key to getting our candidates from Intro to Hire is how we deliver our clients “employment brand". In today’s world, we understand that many candidates evaluate company brands the same way we all evaluate consumer brands when shopping.
To the same respect, candidates prepared correctly have a 35-40% better chance at landing that desired position when working with the right firm.
Smart companies respect that they are only as good as their work force from CEO to production and sales level. They prioritize to make sure their time is well invested because if business is not producing, it costs.
Discreetly target your most desired candidates.
Increase in productivity, sales go higher, growing margins, and rising profits.
Succinct results in as little as 5 days.
Technology driven, complimented by best in industry consultants.
Contact us for a confidential consultation
Number 3 is very true. A team cannot win the game if the plays are not practiced. The 3 Very Simple Things Recruiters Want From Clients
Vice President, outstanding conductor of the team analysts and data scientists, client interface and architect of the progressive automation and global deployment of the advanced analytics delivery. A data scientist expert, experimented in quantitative data analysis and data modeling with a strong background in panels analytics (consumer panel, audience panel) or big data /[…]
So why do we struggle with servant-leadership? Generally speaking, our society believes that leadership means standing on a platform, sitting on a board of directors, making critical decisions, or having a business card with your name on it. Leadership is actually any contribution that supports the passion, mission, and vision of an organization. In this[…]
At M Group Resources, our company wide, overall favorite interview questions has to be: “What is the one question you were hoping I wouldn’t ask?” It’s the most used because it either catches the candidate off guard and they usually, without thought, let out their principal weakness or they pause and put thought into it,[…]
Thank you, Megan Biro, for this great article! It’s happened to us all: That person—that star—the one who absolutely nailed their interview ends up being a dud. New hires end up in duds-ville for many reasons, including poor culture fit, temperament issues, “coach-ability” problems, and less than stellar technical competence. In fact, one recent survey[…]
The idea that having a strong employer brand is something no one ignores anymore. 75% of job seekers consider an employer’s brand before applying and 56% of recruiters say it is a top priority. Those numbers have us pouring over job advertisements, career pages and social networks to show an authentic and accurate brand[…]
Get Ready! The 2016 recruitingtrends conference is right around the corner. It takes place on November 14-16 in Hilton Austin, Texas. From new recruiting strategies to Sourcing Labs it is sure to be a great event. 2016 Expo, Credit: recruitandtalenttechexpo.com The 2016 event is slated to be the largest ever, attracting 600 recruiting and[…]
This years Global Recruiting trends are out. Based on LinkedIn, hiring volume is set to increase substantially. As history shows it, election years and the following year have in incredible impact on every aspect of the economy and our growth or decline. Business is # on that list. Contact a consultant to review insider analytics[…]
Vendor-supplied metrics dominate recruiting. Unfortunately, 99 percent of all recruiting metrics are “historical” and as a result, they only tell you what happened last year. Real-time metrics are more powerful because they tell you what’s happening today. Predictive analytics are even more powerful because they warn you in advance about what will likely happen,[…]