Category Archives: Uncategorized

Men Getting Paid More Than Women – Even Millennials?


The Gender Pay Gap

So it looks like the gender pay gap may not be changing any time soon, can Millennials make a difference?

The pay gap between men and woman has always had a significant gap between the two. In history, men have always been paid more than women. 

Some states are creating new laws to impact this problem.

Experts say though things may not be getting better.


Today, Millennials make up the largest generational group in the workforce in the US. Millennials are truly taking over!

Millennials face gender pay gap just like any other generation.

The gap unfortunately continues to widen especially in the Millennial generation.

Experts have reported that this pay gap will continue to widen as salaries rise.

Even though the gap is smaller than Generation X or Baby Boomers in history the gap is predicted to continue to widen as more of the workforce becomes primarily Millennial.

Where is it the worst?

The biggest example of the gap are in TV and Entertainment. Actors have been recorded to have been making much more in entertainment than women.

Wages for millennial men are growing at a rapid rate than for millennial women with comparable jobs.

What About Industries?

It has been found that millennial women earn less across every region and industry than their male coworkers.

The largest gap is found in educational and health services between men and woman. It is found that men are making more in a woman driven field. 

This truly highlights the problem.

Starbucks stepping up

Starbucks came out and announced that the gender pay gap between men and women has been eliminated at their company.

Last Wednesday, Starbucks announced that the pay gap is closed and that it has achieved 100 percent  pay equality amongst it’s employees. 

Over 3,5000 people celebrated as Lucy Helm, EVP and Chief Partner Officer announced the pay gap elimination.

Across the nation the pay gap between men and women is about 20 percent. But among much more educated and accredited workers the pay gap is much larger and goes up to 34 percent.

What does this mean exactly? For every dollar males are paid woman get paid 66 cents with a graduate degree.

Starbucks also announced that they will be formulating and share pay equity principals that helped it close the gender gap pay to show other companies what they have to do to really follow their pay.

This is ground breaking work in history and really shows change in the making for companies like Starbucks. 

What Can We Do?

We as recruiters want to make sure that everyone of our candidates are given the best rate of pay possible. 

Many laws are being passed in states around the country that prohibit recruiters and employers from asking people their salary.

The idea being that people will not get a new salary offered based on their current earnings, which may be unfair or under market.

This can be a double edged sword for candidates as many are now asking for salaries that are too high, and then pricing themselves out compare to the competition.

Be smart about this but also know your legal rights.

Why do women get paid less than men?

This is something that goes back in history. Before men were seen as the bread winners.

Things have significantly changed while women have become more and more empowered to become bread winners on their own and in families.

This is something that has escalated and become more known. Because pay wise women were paid less in the past, women have become more educated and earned degrees and have put their foot in the door to great companies holding high titles.

Women are really starting to make their print in the workforce in fields that are dominated by men. 


Things seem to not be changing too much even with the Millennial generation taking over the workforce. 

Trends show that in fact the gender gap pay gap may even widen as time goes on with men continuing to make more money than women.

Be sure to know the laws in your state. If you are an employer, don’t discriminate!

Here at Aldebaran Recruiting we will continue to do everything we can to negotiate the best and fair salary for all of our candidates.

How To Be A Powerful Leader, Conscious Leadership


Archetype concepts are intriguing to me and I believe them to be extremely powerful in creating new realities. I was first exposed to the concept of archetypes when I was a very young girl.

My father taught me that if I wanted to live the life of an extraordinary human being, it was useful to create the “archetype” of what an extraordinary human being looks like.

Then, when I was a teenager, he insisted that I create the archetype of the “ideal woman,” a blueprint if you will, of the kind of woman I could aspire to become.

There were many conversations about archetypes while I was growing up, including the archetype of the “ideal man,” designed to help me manifest a husband with “superior” qualities.

I wish I’d paid closer attention to these teachings when I was younger and put them into practice with more fervor.

Fortunately, I did eventually catch on and I’ve used the powerful tool of creating archetypes in many areas of my life, especially in creating my businesses.

Etymologically speaking, an archetype is an “original pattern from which copies are made,” and derives from the Latin noun archetypum.

The adjective form is archétupos, which means “first-molded,” a compound of archḗ, “beginning, origin,” and tupos, “pattern,” “model,” or “type.”

The word “archetype” has been written about and used by scientists, psychologists, philosophers, artists, writers and many others in different ways and with varying purposes.

This fascinates me!

Archetype as a Blueprint

The way I want to use it in this text is somewhat synonymous with the word “blueprint,” which is a design that serves as a mold, model or a template.

If you were going to build a house, you would not even attempt to do so without a blueprint.

Likewise, if we are going to design the model for entrepreneurial or corporate leadership in the 22nd Century, we need to start with a blueprint, a planned design.

I am calling this The 22nd Century Leadership ArchetypeTM.

Moments after I sat down to write this piece a knot formed in my throat.

Moving To Conscious Leadership

That is how moved I am about the concept of what conscious leadership could represent for humanity as a whole. I literally wanted to cry.

Tears actually did form at the edges of my eyes when I got present to how much work there is for us to do.

While I am inspired by the many corporations that are paving the way towards conscious leadership, as I observe our political landscape (where the solution to violence in our schools is arming teachers) and to what some companies are doing to make a profit no matter the cost to human dignity and life itself I can’t help but know in my heart that there must be a better way.

In just the last 2 decades we have made so many advances in science and technology that I do believe we are more connected than ever with what it will take for us as a “collective” to move into total homeostasis as a species…a species that thrives all the while bringing harmony, balance and serenity to all living beings sharing this beautiful planet with us.

With this in mind I am suggesting we, the community of small business leaders and entrepreneurs, come forth with an archetype for the corporate leadership we want our great grandchildren to experience.

If this is to be, we must begin to design the blueprint for it now, today.

The 22nd Century

The 22nd Century is only 82 years away. You and I will be gone. And so will our children, most likely. But our grandchildren will be here and our great grandchildren will definitely be here. What is the world we want them to inherit?

Think about this for a moment. What is the experience of our world that you want your grandchildren and great grandchildren to have?

Given that corporations pretty much run the world, doesn’t it make sense for them to be led by individuals that are highly aware and conscious?

Doesn’t it make sense for corporations to lead humanity into a world equipped to foster wellness for all human beings?

I believe wholeheartedly in the power of corporate leadership. And I am committed to playing a role in creating a world where corporations lead humanity to a higher state of consciousness, a world where we can all thrive, a world where no one is judged or discarded. What do you want?

The following is a starter list of qualities that comprise an archetype of the ideal corporate leader.

10 Examples of The 22nd Century Leadership ArchetypeTM:

1.  Discerns that which is not good or right for the whole of humanity and declines to engage in that which is not.

2.  Leads through example, no kidding, consistently and always.

3.  Emulates compassion, forgiveness and comprehension at all levels.

4.  Understands without reservation that we are all connected in every way; that without exception what we experience as an individual is experienced by all. Executes based on this principle.

5.  Courageous at a level where fear of personal retribution is non-existent and steps into full authenticity with zero regard for “looking good.”

6.  Complete trust in profitability through absolute integrity.

7.  Generates abundance and prosperity effortlessly and in alignment with good will for all.

8.  Replaces ego and personality based choices with those that arrive from an Inner Knowing that is clearly aligned with the higher purpose to serve all of humanity.

9.  Understands through clair cognizance that when a conflict shows up it does so to teach or remind us of something we need to recognize about ourselves so we can shift it and transform it within.

10.   Naturally sees, recognizes and deeply appreciates the inherent and profound value in all human beings regardless of age, ethnicity, gender, religious affiliation, country of origin, or any other “label” that might mask this truth.

What Questions To Ask During My Interview

So you are going to interview for that great job you found – but what are the best questions to ask to determine if it’s a fit for you? You may only get to ask a couple, so make them count! This is a major opportunity to interview the interviewer. You want to take advantage of whatever chance you can to determine early on if this is the right company for you.

Interviewing is a way to not only have employers ask questions to see if you are the right fit for their company, but also vice versa. It is always important to ask yourself if you can see yourself working for the company you are interviewing for. Asking a variety of questions that really gives you good insight on if the job opportunity is going to be a good match is vital. This is easier said than done, so we have some tips for you.

Culture is critical

Your skill set may be a match but what about culture? Ask questions that really give you a good sense about what people at that company are like. Ask about company outings, dress code, benefits and wellness. These types of details are extremely important to see if you would be a good match to the company. 

You want to also already be clear about what YOU are looking for in culture. Do you value work life balance? Maybe a close knit culture is important to you. Work hard play hard may be up your alley. Perhaps a lot of structure, or a little structure is important. The point is that you have a good picture of what you value so you can compare what you hear.

Really honing in on what a person in the position you are interviewing for needs to address or do in the role in order to be successful are good questions to ask as well. Assuming you are talking to the direct hiring manager, find out what they expect a successful person in the role to accomplish. You will want to get in their head. Could you really do the job? Are their expectations realistic?

Below are three very good and important questions to ask during a interview that we read in an article called, “Three Interview Questions To Test If An Employer Is Right For You”. 

1.) What character traits do people demonstrate that succeed in this role and company?

A question like this really will give you insight on if this role is a good personality fit for you and if you will be capable of being successful by how your traits and habits are. You will know right away of those traits are describing you or not.

2.) What are your favorite things about working at this company? 

Learning about why your interviewers like to work at the company you are interviewing for is a question that really determines the culture of the business. If you can gauge if they truly enjoy their job and work culture it will give you an idea of how everyone feels about the company. It is important to work somewhere that your co workers enjoy working at because it creates good relationships amongst each other.  You can even ask what are some of the things they dislike about the company. It’s natural and healthy for there to be likes and dislikes. No company is perfect and you should never expect that. What they dislike will still be very insightful.

3.) What challenges has your team faced in the last year? What are your team’s goals for the next year? 

Asking a question in regards to what challenges the department or company you will work for gives you realistic goals that soon will be on your plate. Seeing what goals they are trying to accomplish will give you an overview of what your job will entail.


Asking the right questions at a job interview really will give you a good idea if it will be the right fit. Don’t take a job just because it looks good on your resume or because of money. We see way too many people get caught up in money and wanting to make a move try to get ahead. Chose a job that you will be a good fit for you both skill wise and personality. 

You have to be smart about making a move, your resume needs to show stability. Our clients are constantly turning down resumes because people look like job hoppers. Often times those people left their jobs because they ended up not being a good cultural fit. This is understandable. But if they had done a better job of looking at this before accepting an offer, they wouldn’t be stuck in this sticky situation. 

The last thing you want is to be stuck at a company because you didn’t do your due diligence. Or you have to jump from a couple jobs and now you look unstable. There is a lot of risk in not asking the right questions during your interview.

Make the most of your career and your life! Aldebaran Recruiting is here to coach our candidates throughout the entire recruitment process making sure our candidates and clients have the right fit. 

Aaron Keith And Lance Winsaft, Business Coaching, Achieving Balance, Power Of Mindset – Meet A Business Influencer E02

We hope everyone is enjoying their Valentines Day! “Meet A Business Influencer” E02 is now live on our Youtube channel. This interview is with Aaron Keith, Founder and CEO of Ascension Programs.
In this episode of “Meet A Business Influencer”  Lance Winsaft sits down with Aaron Keith and they cover some awesome topics for business owners and hiring managers alike who are looking to hire and build great teams. Aaron has coached over 5,000 business owners, celebrities, athletes and more.
Aaron’s business coaching company, Ascension Programs, offers a variety of programs that are individually designed to increase any business owner’s level of effectiveness in specific areas of their business.
Full interview is available here:
Learn more about Aaron and Ascension Programs here:
Connect with Aaron on LinkedIn here:
We hope you enjoy the video!
Stay tuned to our LinkedIn page and Youtube channel for more upcoming interviews with influencers in the business community. 
Thanks and have a great week!

How To Hire The Best Talent And Candidates

The best talent on the market will likely not find you on their own. You must find a way to find them and court them into joining your team and organization! Check out the video below that our Sr. Partner Lance Winsaft put together about finding talent.

The market is competitive and it’s critical you do whatever is needed to get a competitive edge. 

1) Clarity, 2) Culture, 3) Speed – The top 3 things you need to have FLAT if you are serious about hiring the best talent.

*CLARITY – You need to be clear about what you need in the role, what the person will do, what their personality will be like, and what you will expect of them.

*CULTURE – Your company and team should have a defined culture that you can speak to and get people excited about. Find out ways to interview for culture.

*SPEED – In this market, there is no time for drawn out interview processes. Don’t compromise on what you need to do to hire the right people and be sure to move fast with the people you like – they are most likely being courted by other companies! 

Are You Missing Out?

We see too many clients miss out on great talent because of missing one more of the above  items. When you miss out on that great candidate, guess what? They are going to your competition! That is usually not a good thing. Every industry and vertical is competitive, you can’t afford to lose talent to your competitors.

On this same note, the above points apply to current employees as well. Employees stay with companies that have a clear vision, companies that move fast, and companies with a well defined culture. 

If you are able to retain the talent you currently have while also attracting and retaining other top talent, you will have an undeniable edge over your competition. The slightest edge in any game is what separates the winners from the losers.

You Are Being Interviewed As Well!

Every candidate you interview is also interviewing you and your company – and remember, if they are good, they aren’t desperate, and someone else is likely after them as well!! It’s so critical you find ways to sell both the opportunity of the role and the opportunity of joining your team and company.  Putting even a little bit more effort into candidate experience can have big payoffs in terms of giving you a competitive edge.

Top talent must be hunted in this current market. If you are serious about adding the best people to your team, you can’t rely on them finding you in time. If you are unable to hire a headhunter, find a way to hunt the talent on your own. This can be tricky but must be done! The best talent is waiting for you to find them and court them. 🙂 

This holds true the most if you are hiring executives or upper management – especially if they are currently working with one of your competitors. It isn’t enough to “build it and they will come.” So you have a great product or service, a great future for the company ahead of you, that is great, but not enough to lure over the superstars.

Be Willing To Court Them

Superstars need a little coaxing. Add in a dinner as part of your interview process, make your interview process is slick with very high communication. Your internal HR teams should be on the spot with scheduling and communicating with these folks. Give them a great tour of the office, sell them on your vision the perks, etcetera. Find out what really matters to them, what are their motivations, why are they interested. More importantly, find out their concerns!

Too many employers avoid asking what the candidates concerns are and therefore they never get addressed. Only when you find out what they are concerned about can you dress it. This is a critical interview strategy that most employers miss. What happens then is the candidate has a concern, they make things up in their head about the concern, it never gets addressed, and then they make a decision based on the made up thoughts they have about the concern! Most of the time the concern was something easy to address that likely would have resulted in a positive outcome. Don’t fall in to this trap.

Never stop improving your process. The way you find talent and retain them should be ever evolving. Outside recruiters are an amazing resource because we work with many different clients and we see what works and what doesn’t work. We strive to be that sort of partner for our clients – not just a talent mill.

Recruiters also help to manage those communications and set expectations. The last thing you want is to leave a candidate “hanging” out there at any point in the process. This happens WAY too much! Especially if they are hot, you can’t leave them on hold. Recruiters are great for setting expectations and taking that load away from you.


There are many ways to give yourself a competitive edge to attract and retain the top talent in the market. You owe it to yourself to invest in HR and recruiters. Invest in have a great candidate experience that motivates and inspires candidates. Court the people you really like, make them feel special, make them feel wanted, and keep this up for all employees. Millennials especially want to contribute and be apart of something. Give your employees that chance! 

Feel free to reach out to us if you want to improve in any of these areas. We are a true business partner and can provide you with not only the top talent but also insight and advice into your process. To attract the best you have to be the best and work with the best. If you offer peanuts you get monkeys. or if you do the bare minimum with candidates and think they should be happy to be interviewing with you, you will get mediocre talent. You have an amazing company, an amazing product/service, now do whatever it takes to have the best people.

Happy Hunting!


Michelle Weinstein And Lance Winsaft, Sales Coaching – Meet A Business Influencer E01

We hope your January is off to a good start! In this email we are launching a new video series where you’ll get to meet a variety of business influencers who will be covering some exciting topics! “Meet A Business Influencer” Video Series, E01 launches today!
Michelle Weinstein is our first guest to sit down with Lance Winsaft and they cover some great sales topics to empower any entrepreneur, soloprenuer, or sales rockstar. Michelle has a great story about her journey through getting into sales, starting her own business, pitching on Shark Tank, and starting her own coaching practice.
Learn more about Michelle at:

Also, check out Michelle’s podcast, Success Unfiltered at:, she has some amazing guests on her show, it’s not to be missed!
Stay tuned to our Youtube channel as well as future email updates for more upcoming interviews with influencers in the business community. 
More about Michelle:
For anybody who is trying to grow or take a business to the next level luckily, there’s Michelle Weinstein.

This time-tested entrepreneur has the unique ability to help you immediately identify business strengths to create a unique plan of action. More importantly, she helps you zero in on the hidden trip wires that keep you from achieving your financial dreams.

She has knocked down the doors and impressed CEO’s at many billion-dollar companies. Her relentless pursuit towards buyers at Costco Wholesale earned her coveted shelf space that also led to national deals with The Vitamin Shoppe. Other current clients include the Washington Nationals and Tampa Bay Rays. Within her inner circle are multi-seven figure entrepreneurs, famous comedians, professional athletes and coaches from the NFL, NBA, MLB and the NHL.

What She Can Do For You…
As a result of these amazing relationships and opportunities, Michelle has honed a unique skill set that will help you develop the most important and valuable relationships. She will teach you how to open doors and meet people you have always dreamed of meeting, but you never knew how to get to. That’s her genius.

She has accomplished incredible feats of influence, building a business both online and brick and mortar. She has sold everything from mortgages, to wardrobes at Nordstrom, to $30k online education programs, to 7-figure homes, to Paleo meatballs. She pitched her way on Shark Tank and raised over $1M for her last company. She uses the same formula to make all these things happen and her goal is to use her 20 years of experience and help YOU overcome any obstacles to close more deals, work half the time, make double the money, and work with the clients that you love to serve.

Her mission is to utilize her superpower to help entrepreneurs close any deal that comes your way, sell more products or services, value your worth, overcome any objection thrown at you, and turn a “NO” into a “YES” so you can serve more people and make a bigger impact in the world.


Corporate Sustainability And Responsibility Matters

Turnover is known to be the biggest expense to companies throughout the nation. At Aldebaran Recruiting we have one of the highest retention rates you will ever come across for when placing candidates. What’s our secret you may ask? It simple. We listen to our candidates. Money is not the only motivating factor for a lot of the workforce nowadays.

Companies have been making it a point to work on their “Corporate Sustainability”. Corporate Sustainability is a strategy that takes into account how a business operates ethically, socially, environmentally and economically. Successfully working on corporate culture and making a conscious adoption of a company mission make your company appealing to workforces world wide.

Becoming apart of a company that makes a difference and has a reputation of having Corporate Sustainability is what millenials today are looking for. By 2025, millennials will make up three-quarters of the workforce. The needs what they are looking for is important to understand. There has been skyrocketing statics that prove millenials are not motivated by money anymore, they are motivated by culture and change.

What we do here as recruiters at Aldebaran is understand the wants and needs from our candidates and clients. Then we make the match. There is a shift in what the workforce looks for in a company to work for. When shifts happen we adjust and learn new wants and needs.

Why This Matters.

This strategy is more important today than it has ever been. We are caring more about the world as a whole. Even though there is still a lot of destruction going on. Corporations place a major role in politics and world affairs and the actual responsibility is falling more and more on the shoulders of corporations, not individuals.

Gone are the days where corporations can avoid responsibility. In today’s digital age information is traveling much faster than ever before. The smallest mistake can go viral and ruin a company. No longer can things stay hidden or in the shadows, everything is transparent! 

Why Does This Matter To Recruiters?

As a recruiter, it’s important to pay attention to the types of companies you recruit for. What do you value? What matters to you? What do you care about? And what do your candidates value and care about. If there is a gap between the answers to those questions and how your clients would answer, you have a problem. Trying to fit a square peg in a round hole is going to get you nowhere.

The better you are able to match candidate values with clients the better fall off ratio you will have. Replacing candidates is a pain. And paying back a fee is even worse! If you are an in-house recruiter the same still applies. Your job is to fill open roles, new roles. It’s not to replace people you recently added to the company. If you are contributing to turnover, this will be seen as a problem.

To learn more about Company Sustainability, check out this great article Why Corporate Sustainability Should Matter to Recruiters. 

Meet The Team – Jackie Kellam With Lance Winsaft – Aldebaran Recruiting

As the latest installment of our “Meet The Team” Video series, today Lance Winsaft sat down with Jackie Kellam, one of our awesome Senior Associates in San Diego. They chat about where Jackie is from and also about important changes with laws around disclosing salary.

Feel free to connect with Jackie Kellam on LinkedIn at: 

Thank you from,
Lily, Lance & the Aldebaran Recruiting Team!!!

Finding Your Ideal Career: Where Do I Start?

Finding your ideal career is not easy, but the fact that you’re reading this article means that you’re a driven, motivated individual that’s willing to work hard for it. Good job! You’ve already gotten the first step down: To find the motivation.

So what’s next? Well, here are some essential steps to start finding your ideal career. It is recommended that you write your ideas down as you go to make it more concrete and easier to work with.

Define your passion

First, you need to do some self-assessment. What are some things that you like? What is it that drives you? It doesn’t have to be career- or industry-specific. Your motivation can be your simplest desires like “I like helping others” or “I like it when the numbers come together.” Landing a job that aligns with your passion will definitely boost your performance and leaves you feeling satisfied.

Define your strengths and weaknesses

Make a list of things that you’re good at and what you need to work on. You’ll more likely enjoy and succeed in a career that allows you to make use of your strengths. If you’re concerned that your ideal career path might not suit you because of your weakness, don’t be discouraged! In fact, good for you! Now you know what you need to work on and you’re one step closer to being in your ideal career.

“What are your weaknesses?” Everyone’s favorite interview question to answer! Honesty truly is the best policy here, so don’t try to be over strategic. Your weaknesses are an important part of the interview process on both sides.

Gain experience

You may have found it difficult to list your passion, strengths, and weaknesses. That’s ok! You’re not alone. You’ll need to give yourself some time to identify both your natural and learned skills. Take the time to understand your own potential. After gaining some experience, you’ll be better able to assess yourself and find a skill (or a combination of it) that you can capitalize on.

Define your priorities and career goals

Everyone has slightly different goals in life. Some will want to focus on their career growth, while others want to focus on learning new skills. If you’re focusing on your career growth, avoid the common mistake of prioritizing short-term improvements. What you want now may not be aligned with what you want five or ten years down the road. For example, don’t be swayed by a job promotion if it means that you’ll be stuck in a career path that you don’t want to be in.

If you are in a job you don’t like – LEAVE! Nothing is worth your unhappiness. In fact, if you don’t LOVE it, I say leave. Value yourself enough to have your job/career be a reflection of what matters to you. Be enriched, be alive, make a contribution. 

Consider the work culture

Work culture may seem insignificant, but it actually matters more than some would think. Consider the work environment that would suit you best. What will your relationship with your coworkers look like? What style of company leadership do you look for? These things can contribute to whether you will enjoy a job or not. For example, some would enjoy working in a big corporate company while others thrive in smaller companies. Do your research. Find out if the work culture of the jobs in your career path would allow you to perform at your maximum potential.

Money is not everything

Yes, we all have to pay our bills. However, money shouldn’t be your primary goal. You’ll always want “a bit more.” You’ll never be content if your goal purely about gaining more money. Instead, think about what matters to you most. Do you want flexible work hours? What kind of lifestyle do you want to live? Revisit your values, life priorities, and career goals.

It’s always nice to be in your ideal career. But like everything nice, it will take time and effort. So put in those hours and don’t hold back on those sweat and tears! You might only land a decent job in the beginning, but rest assured, your efforts will pay off sooner or later. Best of luck!

Trust your recruiter about the best salary to represent you at. Trust me, we have your best interest in mind to negotiate you the best possible salary! We see WAY too many candidates ask for too much salary up front and price themselves out compared to similar candidates.

There is a difference between your worth and your MARKET worth. You need to set ego aside and play the market right. If there are candidates with several more years experience than you, and asking for the same, or even sometimes less, money, you will have priced yourself out even before even getting in the game.

Recruiters are able to give valuable insight into your competition. Use us wisely.

Side note, don’t make a career move if money is your only motivation. This will make falling into this trap even more likely.


You shouldn’t expect to simply fall into your ideal career. Be proactive and do your due diligence. Everyone should be in a career they love with a company they are passionate about. No one should settle ever! In the US alone there are amazing companies and amazing jobs out there. Complacency will be you number one enemy with fear as a close second. 

If you ever feel stuck or alone or overwhelmed as you go through this process, always remember you are not alone. Use your friends and family as a sounding board. Reach out to co-workers, coaches, consultants. There are a million resources at your fingertips, you simply need to take the action and get out there.

Action is the only thing that will ever produce a result. Start small if you have to, but one way or another, get in action. The more action you take, the more results you will start to see.

We wish all of you the best in your career searches. Believe in yourself and your skills, and most importantly, never give up!


What to Do When a Recruiter is Being Unresponsive

Did a recruiter suddenly stop responding to your emails? Are they not responding to you after you went to multiple interviews? Have you sent them polite emails and multiple phone calls for a month, but they’re still not getting back to you? Then you have been ‘ghosted.’

Ghosting is a pretty common occurrence not only in recruiting, but also in life. It’s when the other party ‘slowly fades away.’ Often times this is accidental but many times it’s an easy way to not deal with cutting someone loose or providing feedback. This is more painful when you are far along in the process. 

This can be very frustrating and annoying. And if it happens a lot to you, with multiple companies, it can become very discouraging. It’s easy to take ghosting personal, especially if you were working with this person for several weeks.

If you find yourself being ghosted in the hiring process, here’s what you should do.

1. Mourn About It

Let it all out. Cry on your bed. Punch your pillows. It’s ok to feel upset. You have every right to feel that way. However, it’s important to do this privately. Share your pain and frustration with your closest friends and family, but don’t bring it to your social media. Venting through your social media is not the best option. It will demonstrate a lack of emotional control to your future employers and ruin your chances in the job hunt.

Ghosting may be unprofessional, but don’t stoop to that level. Keep a cool head, even if it hurts!

2a. Send a Firm Email Saying That This is Not Ok

Ghosting is an unprofessional business practice. Sending a firm email may not get you the job, but it might make you feel better. Recruiter Jane Ashen Turkewitz from .comrecruiting suggests sending an email like this:

“I would like to thank you for the opportunity to interview for the role of X. I was surprised, after my 7 rounds of interviews, to not hear anything regardless of my attempts to stay engaged.

Due to the lack of response, it’s a fair assumption that you have decided to move in another direction.  While I am disappointed, I certainly respect if someone more qualified entered the picture.

That said, isn’t it common courtesy to let a candidate know where he stands in the process, even if it’s a difficult conversation? A rejection is disappointing but ghosting shows a lack of leadership and empathy.

I hope one day, if you are in my shoes, interviewing for a new, exciting job, that you are not treated in such an unkind manner. Wishing you and yours continued success as I find success elsewhere.”

Be cautious about sending a firm email. Remember, send it only when you’re ready to move on from the job. Also, it’s best not to be too firm when you’ve only been to only one interview with them. Instead, you can them a small and polite note.

2b. You Can Also Not Do Anything

Please don’t go assuming that recruiters are evil. Not all of us are like this. Sometimes recruiters have no control over this. Sometimes being unresponsive can be a part of the recruiter’s job. Some companies have a “no feedback” policy. By not doing anything, you won’t be burning any bridges. It’s a good way to keep your options open with this company, especially if it’s a big company.

Things happen, emails fall through the cracks, priorities shift, people get hired, and fired. Recruiters have very busy emails and challenging schedules and deadlines. So remember to have some compassion. 

They likely aren’t doing this on purpose. 

3. Don’t Let It Affect Your Other Applications

Don’t start becoming impatient and keep asking questions to future recruiters. It’s best to always present your best self. Getting ghosted sucks, but it’s best to let it go. Yes, we realize that it’s much, much harder than it sounds. Every recruiting process is different. It’s best to simply learn from this experience to be prepared for when a recruiter ghosts you again.

Don’t be discouraged when you’re being ghosted. It happens more often than you’d think, but not all recruiters are like this. It doesn’t always mean that they’re not interested in you either. Getting ghosted can be very upsetting, but worst case scenario: You won’t end up in a company that lacks proper etiquette. If they’re treating you poorly from the start, who knows what else they would do to you.

Pick yourself up and move on. The right fit is out there, you simply need to keep looking. Every company has a different culture. Some may not value communication the way that you do, but I promise you there are many that do.


Ghosting is not appropriate in today’s business world. If you get ghosted by a recruiter or a company, consider it a sign that this was not a good fit for you and move on! Communication is critical in today’s world. It’s a vital component of doing business and anything less than timely communication is unprofessional. 

Do your best to not get caught up in taking ghosting personally, it’s likely that person or company does it with everyone. It’s most likely something they need to fix at an organizational level, or perhaps that one recruiter or hiring manager needs to go. 

It’s critical as well to not get frustrated and carry your frustration around. This will make finding a job even more difficult as your view will be distorted and you will project negativity onto other applications. Rest assured the right company culture is out there for you!

Lastly, make sure you are ghosting other people in you personal or professional life! Be the example and not part of the problem. If e all took it upon ourselves to have impeccable communication, this world would be a very different place. So start with you and make a difference for others.

Let’s have the business world be different! We can all make a difference, be more courteous and professional. Spread the love!

Happy Hunting!




What to Do About Job Hoppers

Some recruiters do not like candidates who job hop. They believe that job hoppers only cause an unnecessary increase in their turnover expenses. However, that is not always true.

It’s usually not a good idea to judge a book by it’s cover, so to speak. A resume is only a visual representation of someones experience and story, it isn’t the person themselves. We have seen many clients make great hires after given a “job-hopper” the benefit of the doubt and having at least an initial call. 

Often times there is a story that makes a lot of sense behind perceived instability, you can never learn this from looking at a resume alone.

There are plenty of benefits that job hoppers can bring to your company.

Why they make good hires

Job hoppers may bring benefits that can more than make up for your turnover expenses.

  • Fast learners

They are typically fast learners. Having had many jobs in a relatively short period of time, they have learned to be adaptable and adjust quickly to new environments. Since they’re easy to get onboard, they don’t require much time and effort to get up to speed. This is a huge asset in today’s fast world. if your business moves fast, you can benefit from this greatly.

  • Diverse skill sets

Job hoppers often have a wide range of both technical and soft skills. Having worked in different industries, they can tackle problems from a different perspective. They may also be familiar with different technologies that your company might benefit from. Job hoppers have developed strong interpersonal skills by working with a wide range of people and companies. If your company ins an entrepreneurial environment where people wear many hats, this will be an instrumental asset.

  • Bring new ideas

Job hoppers can bring new ideas. They can draw on their experiences from working with other companies to bring more innovative ideas and solutions to your company. This is something that loyal employees might lack. As a result, it prevents your company from being stale. Being at one company for too long can certainly have your thinking become stale. Fresh perspectives are worth  their weight in gold.

  • Wide social network

Job hoppers are more than just a deep well of knowledge and ideas. They have most likely built a wide business network. Having more business connections can only benefit your company. This can be anything from recruiting more quality candidates and finding more clients. Relationships are everything and if you can leverage your employees relationships skillfully, it can really pay off for your bottom line.

How to hire them and get them to settle at your company

Job hoppers are naturally ambitious and eager to gain new experience and/or climb the ranks. Retaining them can be difficult, just as it is difficult to attract and retain any top talent. This is truly the key – what to do to keep them around! Sometimes these folks have moved around a lot because no one can keep them. If that can be you, you will truly benefit. This tips below work across all types of employees.

  • Foster employee development

You can increase retention rates by implementing employee engagement programs. Talk and listen to your employees. Let them express their objectives. Then provide them with some strategic direction. Ambitious job hoppers are eager to learn. They seek guidance and will greatly appreciate your input. They will be more inclined to keep working with you if your company is a resourceful learning environment to them. This is especially true with Millennials who seek engagement and want to be apart of something bigger.

  • Facilitate advancement in the company

All employees want to be valued for their hard work and commitment. Job hoppers are the same. They crave continuous recognition of their contributions to the company. Create a rewarding and appealing work environment by recognizing their years of service, high performance, and continued excellence. Again, you have to listen to them closely. Take the time to understand their interests to create a recognition program that will truly resonate with them. Job hoppers will be more inclined to stay at your company if they feel valued. Again this is another critical strategy with Millennials. Contribution is key for upcoming generations and it’s easy to have your company be an environment that values people and allows them to contribute.


Judging a book by it’s cover is lazy and will often time lead to missing out on great opportunity. Initial exploration of a job hoppers background on a phone interview can yield a lot of information about their experience, story, and other assets that could ad vale to your organization.

There are many “diamonds in the rough” out there and a talented business owner or hiring manager know how to find them and keep them on their team. Your people are everything and you owe it your business to do everything you can to attract and retain the best people. Do this and your company will thrive.



Negotiating An Offer – Salary Isn’t Everything

Your negotiation position depends on your alternatives. When all else fails, don’t be discouraged! Take ‘No’ as an answer and recognise that it’s part of the growth process. ‘No’ can also mean ‘Not yet’. There are still other alternatives to salary that you can negotiate.

Salary really should not be the prime motivator for make a career change. Only in the instance where you are grossly underpaid and also don’t like your job should you make a move solely for money.

And although salary is important it isn’t everything. There are many other factors that make up compensation. It is CRITICAL that you not get distracted by a salary number and instead take into account the whole compensation package. This allows you to look at the full picture and make an actual informed decision.

Often times you will run across these scenarios even when asking for a raise in your current job. Use the below in any situation you see fit.

Better Work Conditions

Take this opportunity to negotiate for better work conditions. For example, if you feel like you’re unable to work at your full potential, consider requesting for a better workspace that would best suit your style. If you feel suffocated because of work, maybe you should ask for a more flexible schedule to accommodate for your life outside of work. If your job requires a long commute or would require you to relocate in the near future, consider asking for the option to work remotely. Lastly, if you feel that your title doesn’t fully encompass the scope of your role, you may also request for a better title.

– Workspace
– Work schedule
– Remote work option
– Job title

You spend a lot of time at work. Your quality of life while working is hard to measure as dollars, but makes a huge difference in your quality of life. Don’t forget how much of a difference this makes.

Many companies are open to investing in these areas, it’s fairly low cost and they understand that happy employees are productive employees. There is a general trend toward more flexible work conditions. We are seeing many more companies open to remote workers or partial remote schedules.

More Benefits or Perks

If better work conditions are not your cup-of-tea, consider requesting for more benefits. For example, think about what you need to stay physically and mentally healthy and ask for more paid time off. If you often pay a visit to the doctor, consider upgrading your health insurance. If you travel a lot for work purposes, ask for travel reimbursements to lighten your load. Lastly, if you’re looking to improve your qualifications, consider requesting for tuition reimbursement or professional development support.

– Paid time off
– Health insurance
– Travel reimbursement
– Educational opportunities

Perks are important to take into account as well. Find out if there are fun events, company outings, or request your current employer start doing these things. We see many clients doing gym reimbursements, offering massages in the office, and more.

Negotiation Tips

When presenting your counter offer, never negotiate through written communication! You should always counter offer in person or over the phone. Negotiations must always be engaging to both parties. Remember, this is an opportunity for you to think outside the box, so you’re not limited to the options mentioned above. It’s best to counter only once, so choose wisely. Figure out what’s most important to you and what your superiors are most likely willing to accept.

For more information on how and what to negotiate, visit 


Although money is critical and important, it isn’t everything. If you are only money motivated, you may miss out on what really makes you happy. This is all about balance. 

If you are smart, you can find creative ways to create a great compensation package that fulfills you on multiple levels. Quality of life is critical and will be the biggest factor of happiness in the long term.

Have fun thinking up ways to sweeten the deal, you may even surprise your employer or prospective employer. Be careful not too over negotiate, or ask for too much. Be reasonable and smart about what is appropriate.



Interviewing And Hiring An “Inexperienced” or Junior Candidate

Everyone is unique. Each one of us have our own strengths and weaknesses. We’ve all lead different paths in life. In truth, no one can be said to be actually “inexperienced.” Whether an applicant is fresh out of college or looking for a career change, you shouldn’t be worried about them being inexperienced. There are many opportunities for them to shine. So what should you look for in a good candidate?

Answer: Soft Skills

According to the Oxford Dictionary, soft skills are defined as the “Personal attributes that enable someone to interact effectively and harmoniously with other people.” While technical ability can be taught, soft skills are much harder to instill in a person. Employees that lack soft skills can undermine your company’s success. On the other hand, soft skills that complement hard skills are what makes an applicant truly valuable.

Here are some skills that you should consider looking for in candidates:

  • Communication skills
  • Ability to work in a team
  • Dependability and reliability
  • Problem-solving and critical thinking
  • Initiative
  • Adaptability
  • Good business ethics
  • Innovative spirit
  • Willingness to learn
Where to Look for Soft Skills

Now that we know what to look for in a candidate, there are several methods to assess whether a candidate will make a good employee.

Reviews from Contacts

What better way to assess a candidate’s personal qualities than to ask someone who knows them? Talk to their previous employers and find out about the candidate’s work ethics. Were they responsive? Were they able to communicate well with their coworkers? You can also give a call to their friends or relatives, but there’s a good chance that they have biased opinions. So communicating with a candidate’s previous work contacts is the best option.

Previous Experiences

Mark Murphy, the founder of Leadership IQ and a NY Times bestselling author, found that “high performers … are naturally wired to put others’ needs ahead of their own.” Whereas low performers will get their job done, they’re only doing it because they’re told to do so. On the other hand, high performers go above and beyond because they “find passion working toward something bigger than themselves.” They have what Mark calls the “helper” attitude. A good way for a candidate to demonstrate the “helper” attitude is if they find volunteer experiences truly rewarding.

Preparation in Recruiting Process

Lastly, a good way to judge a candidate’s personality is through how prepared they are during the application process. A candidate who’s not afraid to take the initiative to ask questions and comes well prepared to the interviews is very likely to help your company succeed.



How To Improve Your Candidate Experience

What is candidate experience?

Candidate experience is how a job seeker reacts to a company’s recruiting process. There are hundreds of articles out there on how to improve candidate experience. It’s a topic that’s been gaining much popularity in the recruiting world, but why does it matter? There are billions of people out there looking for jobs. Surely, companies will eventually find one that qualifies for the job, right? Not so fast! Here are 3 reasons why you should treat your candidates as valuable as your customers.

The majority of candidates we speak with voice complaints about candidate experience. It seems most job seekers out there are not having a good experience when interviewing. This is a shame because many employers turn off good talent this way. Employers are missing out on the top talent. This is something easily avoidable.

Candidate experience > Employment brand 

All companies strive to improve their brand reputation. However, your reputation as employers should not be overlooked. A company cannot build a strong brand reputation if the people, including your valued customers, learns that its employees and candidates are not treated right. A poor candidate experience will set back your efforts on building that solid brand reputation. Creating a strong reputation starts from giving a delightful candidate experience.

In fact, a solid candidate experience is the foundation for an employment brand. You will instantly increase your reputation by having a stellar interview process. Word gets around fast, especially in niche markets.

Attract top talent

Improving your candidate experience builds a strong employment brand. In turn, a strong employment brand attracts talented candidates. Candidates have worked very hard to earn their degrees and gain valuable work experiences. They don’t deserve to be left in the dark or given vague responses. Talented candidates know their value and want to be treated right. Giving candidates a pleasant experience allow them to shine. They’ll be better able to show their strengths and you’ll be better able to pick the right candidates.

This is a major step to getting the best people. And your people are everything. If you want the best act like that best. This includes having a first class interview process and candidate experience. Be know for your interview process and you will attract the best. be know for a not so good experience, and the best will avoid you like the plague. Thebest are never desperate.

Attract more customers

Yes, you read it right. Candidates who’ve enjoyed their application process will share their positive experiences. This is an opportunity to build a positive image for your company to attract more customers. Kevin W. Grossman, vice president of Talent Board, has spent many years in the world of talent management. He found that having a positive candidate experience can positively impact the direct revenue for consumer-based businesses.

This is an easy way to increase your bottom line with little to no financial investment. Reputation is more important in the digital age. This can turn good or bad very quickly. Stay on top of your reputation and reap the benefits.


Treating your candidates right will not only build a strong employment brand, it will also help you attract more valuable candidates. Furthermore, it helps you attract more customers, thus increasing your company’s revenue. Start improving your candidate experience. What’s there to lose?

Pick one or two things you feel would increase your value in your interview process. Train your staff provide feedback on time, give detailed feedback. Don’t leave people hanging. Give great tours of your office, share your vision with interviewees, get them excited. Have the process be smooth, fun, enjoyable, and inspiring. 

Most importantly, train your staff to care.





Easy Ways To Retain Employees And Decrease Turnover

Employee Retention Should Be A Top Priority

Retaining employees can have a huge impact on your company. Dr. John Sullivan from San Francisco State University has found that employee retention can lead to huge changes to your turnover. As we all know, turnover is a huge issue and the ability to impact turnover is a key to increase stability, growth, and success. However, few employers have invested enough time and effort into retaining their employees. 

It truly does not take much to invest in employee retention and the dividends can be huge. Your company is people, period. The best product or service is nothing with a good team to market, sell, and produce. Turnover has put many a company out of business and is easily lethal if not kept in check.

Neglecting Your People Can Have Dire Consequences

Neglecting employee retention will result in numerous negative impacts. When an employee leaves a position vacant, their work is either pushed onto their coworkers or left uncompleted, which results in the loss of productivity within the company. This also costs employers a significant amount of time as there will be paperwork to finish, exit interviews to execute, and tasks to reallocate. Furthermore, if a key employee were to leave your company, others might follow. It is also difficult to replace key employees. Click on here to learn more about the effects of retaining employees on your company’s turnovers. 

In today’s digital marketplace, one can’t afford to have a less than stellar online reputation. Too much turnover can lead to bad reviews on sites like where prospective employees will find potential ad reviews. This is a good example of how too much turnover can even affect future hires. We often times see candidates get very turned off from even one bad review online about company culture.

Orientations Go A Long Way

One of the most neglected activities in companies is giving new employee orientations. However, did you know that giving orientations is the first step to increasing your employee retention rate? Day one orientation is your company’s first true impression on a new employee. They may have gotten to know you a bit via interviews but it is on Day one that they get a feel for your business the first time.

New employee orientations will not only reduce their anxiety, it will also save supervisors valuable time. New employees who have been properly introduced to their new jobs will be less likely to seek help while still producing quality results. Orientations also help set proper expectations for new employees and introduce them to the values and culture of the organization. Most importantly, orientations will make employees feel more valued by their employers. Take advantage of this opportunity and it will go a long way!  Click here   to learn more on how to give effective employee orientations.


Orientations are a good first step toward improving your employee retention. Add in things like monthly dinners or activities, company events and outings, quarterly strategy meetings, peer reviews, regular performance reviews, company contests, projects, and anything else that has people engaged, valued, nurtured, and having fun!

It’s actually easy to create a culture that keeps people around. The return on investment of taking the time to improve your employee retention strategy is always big. This can make or break a great company. 

Pick one or two things to implement right away. Or survey your staff to see what would make a difference for the. One way or another start to improve so you can reap the benefits!

Achieve Small Business Success By Lily Winsaft


Forrest Gump, the movie, greatly impacted me when it came out several years ago.

I still remember its many inspirational scenes and messages. Of course, there’s the very famous line, “Life is like a box of chocolates. You never know what you’re gonna get.”

That expression has almost become an icon in our culture, and I’m sure it has helped those who resonate with it deal with what life has “given” them. Even so, I can’t say that I 100% agree with this message.

I like to believe that I’m gonna get from life what I put into it. To me, “Life is like a garden. You reap what you sow.” But my point is that expressions, positive or negative, go a long way in establishing patterns of thoughts and belief systems, many of which ultimately “run” our life.

What is the main belief system or thought pattern that you have about your small business? 

Is it something like, “Running a business is hard and only few succeed?” Or is it something like, “My business will prosper to the degree that I honor my vision?”

We consciously or unconsciously entertain many thoughts and beliefs, and for the most part we are not very aware that these thought patterns are impacting our reality. But they are literally giving birth to action and through these actions, our thoughts and belief systems create our reality!!

What if we related to thoughts and belief systems as the seeds with which we are planting the garden called our business? I’m sure you’ve come across this garden analogy many times.

Let’s dig into the weeds with this idea and discover how we can reap the kind of rewarding harvest from our efforts that we so desire.

Think about what allows the most accomplished gardeners to have an amazing harvest.
  • Do you think they chose fertile ground in which to plant?
  • Do you think they thought about what they wanted to grow and for what purpose before they tilled the soil?
  • Do you think they pre-designed their garden and mapped it out?
  • Do you think they selected their seeds and placed them in sections in the garden according to their need for more sun or more shade?
  • Do you think they purchased seeds of high quality from reliable sources?
  • Do you think they spent time pulling weeds and protecting their garden from pests?

I hope you answered yes to all these questions! And I hope you realize, too, that there do exist many gardens that have had no planning, no design and no purpose.

They have their own beauty and allure. What kind of garden is your small business?

If you expect your small business to succeed, you must plant within it the seeds of success. And you must maintain your garden by daily pulling the weeds (negative thoughts), watering it with fertilizing nourishment (positive thoughts) and finally, harvesting its bounty at the right time, when it is ripe for picking. 

Here are 3 tips to create a small business that thrives through actions nourished by high quality seeds that reap reward and lead to your success:

1.   Make an inventory of the virtues/qualities/attitudes that you want to bring into your small business, whether you believe you possess them or not.

On your list should appear attitudes such as “I honor and keep my word,”

  • “I am committed to seeing a project through to the end,” “When I am unable to keep my word, I communicate a new promise,”
  • “I hold myself and others accountable,”
  • “I respect my clients and my vendors,”
  • “I own my mistakes and do whatever it takes to correct them,” “I proudly stand for my principles,”
  • “I courageously meet challenges,” and “I am flexible and forgiving with others.”


Meet The Team – Brandi Wheeler With Lance Winsaft – Aldebaran Recruiting

We hope you are having a great week and easing into Autumn. In this latest installment of our “Meet The Team” video updates, Lance sat down for a brief chat with our Georgia sweetheart, Brandi Wheeler. Brandi is a rockstar recruiter and is also a huge football fan… GO DAWGS!
Feel free to connect with Brandi on LinkedIn at: 
Thank you from,
Lily, Lance & the Aldebaran Recruiting Team!!!

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Aldebaran Recruiting Team in NYC For AdWeek – The Power Of Networking

Two members of our San Diego recruiting team have been spending the week in New York City for AdWeek. Brandi Wheeler and Jackie Kellam have been enjoying the networking opportunities, conferences, talks, and meeting with many of our amazing clients. 
Networking is critical in any industry and events like AdWeek provide not only great opportunities to mingle and meet new people, but the educational aspect is a huge factor when we are deciding when and where to send our people. A multi-day event is always a much better investment as well.
Networking tips:
  • Always have plenty of business cards, and make sure they are up to date and high quality. Get as many cards in return as you can, follow up with everyone either via email or on LinkedIn, or both.
  • Don’t be a wallflower! Don’t be bashful about jumping into conversations that are already happening. Make eye contact, have a solid handshake. Have something quick and catchy to say about you and your business. Some thing like, “We are the most effective marketing recruiters in the country.”
  • Dress sharp. Your appearance is critical in face to face meetings and you get one chance to make a first impression.
  • Get to know people. Don’t use your conversation to only try and sell your product or service. Focus instead on building a rapport and relationship. People like doing business with people that they like.
  • Have fun! Networking is a chance to meet people and build relationships, do it as much as you can! 

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Meet The Team – Mark Kapov With Lance Winsaft – Aldebaran Recruiting

This is a continuation of our “Meet The Team” video updates. Today I sat down with Mark Kapov, one of our rockstar senior recruiters. Mark is an all around great guy!

More to come in the future with other team members.

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description


Introducing The San Diego Team – Aldebaran Associates Recruiting

This is a quick video making some formal introductions of our team members here in San Diego. More to come on each team member individually!

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Hello From The San Diego Aldebaran Recruiting Team!

Hi everyone,

Here is a quick video introduction of our Aldebaran Recruiting San Diego office team. We started to record a series of different videos that gives you a closer look at what our team looks like. 

We want everyone to put faces to our name. Hope you enjoy!


Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Tips For Entrepreneurs – Accessing Solutions to Your Business Problems – Part 2

Below are my top three tips to bring truth and wisdom to your life so you can succeed in your business in the way that you have always dreamed possible:
1.   Spend at least 15 minutes a day in silence, 30 minutes is even better. 

This sounds easy and almost silly. But I can assure you that it is neither. We live in a very noisy world. Inside our head there is a voice that is constantly speaking to us, and it is not always saying positive things.

Our reality is shaped by the thoughts we entertain. Therefore, make sure to entertain only those thoughts that support your goals, your dreams, and your possibilities. In moments of silence we can reconnect with these ideals and find creative ways to think and speak them into existence.

Meditation is an amazing tool now being used by corporate executives across the globe. Join the movement!

2.   Stop each day to listen with your heart instead of with your head. 

Close your eyes and center your attention in your heart. Science is discovering that the heart holds an intelligence that is far greater than that of the brain.

The HeartMath Institute is studying heart intelligence and is providing “scientifically-validated and market-validated tools and technologies that activate the intelligence and power of the heart to dramatically reduce stress while empowering health, performance and behavioral change in individuals and organizations.” 

According to “Let Your Heart Talk to Your Brain,” a Huffington Post article by HeartMath, “… the human heart, in addition to its other functions, actually possesses a heart-brain composed of about 40,000 neurons that can sense, feel, learn and remember.

The heart brain sends messages to the head brain about how the body feels and more. Use your heart to uncover the answers to the every day problems your business is experiencing!

3.   Use the power of your dreams to find solutions to complex problems. 

Often I have gone to sleep at night not knowing how to handle a certain problem in my business, only to wake up with the perfect solution.

I’m sure you have experienced this too. Dreams carry messages from our subconscious.

These messages, when accurately interpreted can bring amazing insight and information to us. Nobel Prize laureate Otto Loewi dreamed about the experiment, which would prove his idea that nerve impulses are chemically transmitted!

Practice these techniques to eliminate worry and to bring full clarity to those situations that ultimately actually do require expertise beyond your own level of knowledge. In other words, use experts only when you have exhausted your own Inner fountain of information.

Believe in yourself. You are more powerful and more knowledgeable than you can comprehend!


Tips For Entrepreneurs – Accessing Solutions to Your Business Problems – Part 1

Consultants are expensive. When you contract a consultant, you are paying for expertise that you do not have.

This can be very valuable. Indeed, I have benefited greatly from “selling” my knowledge to those that do not know what I know. And I have earned every bit of financial reward gained through helping others where they lacked information necessary to succeed in one area or another.

Looking to experts for knowledge is very helpful, especially when you are an entrepreneur interested in success.

One might say that it is impossible to know everything that one needs to know in order to run a successful business, whatever size it may be. And this would be true. Except when it’s not.

Sometimes we look to experts because we lack confidence in ourselves or because we do not believe that we know the answers to the questions we seek. At times we may even know what we need to know but we lack the courage to execute. In these instances we are paying a price for ignoring that we actually know more than we think we do.

Or, that we are capable of achieving great things through sheer perseverance alone, for example.

No matter how technical, no matter how complicated a problem, what if you could tap into a universal source of information that would allow you to connect with what you need in order to thrive in your business?

Maybe we can’t download information about how to fly a helicopter the way the character Trinity in the movie The Matrix does, but I believe we all have access to an infinite amount of knowledge that is stored in the universal memory banks. This information is accessible through our intention.

The human mind is an incredible machine capable of receiving and already possessing much more information than we can ever imagine.

Science is teaching us through quantum physics that all knowledge is stored within the very DNA housed in our cells. By activating our so-called “Junk DNA,” we are able to discover the unlimited potential we have within us to create and manipulate the universe.

We have only to set aside our limiting beliefs, step into our full power and trust in the capacity we have to move through every opportunity with wisdom and grace. For entrepreneurs, there is no greater challenge than to understand the seemingly complex nature of the structure of a business.

Key questions we face as small business owners:

-What makes a business succeed?

-How can technology be used to empower the very structure of our business?

-How can we wisely utilize human capital to support our profitability?

-What are the financial models that work for us? How can we establish credibility for our brand?

-What limits us in causing our business to succeed at the level of our wildest dreams?

These are all questions we face daily as business owners.

You got this!

Most of us do not believe we can answer these questions on our own. And often when we try, we fail. Fear gets in the way, belief systems we acquire in our childhood, such as “I am not good enough” or “there must be something wrong with me,” stand in the way of our success.

If we can put aside these limiting patterns in our behavior and in our mindset, we will begin to utilize the Inner Knowing that we have come here with and that we have acquired through the evolutionary process of our species. First, we must believe in ourselves and then we must trust that we CAN have this access!

Everyone has experienced what is called an “aha moment.”

These moments of enlightened truth come to us from the very source of Inner Knowing that I am referring to. Usually these aha moments occur randomly in our lives.

And when they do we are often astonished and amazed at the truth and wisdom within them. How can we cause aha moments to come to us at will?

How can we conspire with the source of Inner Knowing to bring truth and wisdom to our experience whenever we choose?


Our CEO, Lily Winsaft On The Brink Of Getting Published – First Novel, See Link!

Wake the F*ck Up
A Young Man’s Souljourn


Young people are faced with all kinds of turbulent experiences. So many of our children today are battling depression, anxiety and addiction. Suicide rates among children and young adults is skyrocketing. This is alarming. We must teach our young people that suffering is not necessary. We must teach them to wake up to their true light, to their divine potential!

This story is based on the real experiences of a young man who suffered an unspeakable life from a very early age. It was an age in which what he should have been experiencing was bedtime stories, birthday parties, and Little League. Instead, Daniel was repeatedly abused and neglected, eventually becoming a ward of the state of Massachusetts . . . a state that ultimately allows him to fall through the cracks. 

His journey to enlightenment serves as an inspiration for all of humanity.

Lily Winsaft spent over 25 years in corporate America and owns a recruiting company that is currently managed by her oldest son. She studied psychology in college and was raised in a home where metaphysics was the backbone of all teachings. Reincarnation, karma, the chakra system, astrology, mythology, clairvoyance, etc. were all family suppertime topics.  

She had a very interesting adolescence and young adulthood in which she practiced meditation, yoga, dreamwork, and out-of- body travel. Later, her professional career focused on Sales, Recruiting, and Coaching (Career, Executive and Life). She is an entrepreneur at heart and an aspiring writer. 

In her early 40’s she became a certified ThetaHealing practitioner and has witnessed hundreds of energy healings. Lily is also a highly skilled Akashic Records reader and regularly teaches classes at the Jamar Enlightenment Center in Palm Beach Gardens. Her soul’s purpose in this lifetime is to be of service to humanity by helping people remember who they are and why they are here. She facilitates Transformational Breath sessions, teaches the DreamWorker™ Protocol & Technique (a process she created), leads meditations and is an avid beach walker. 

Learn more and preorder at: 

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description


Salary Negotiations, What Is The Right Approach In Todays Job Market? Learn From A Recruiter!

Salary isn’t everything, although yes it is important. There are many ways to negotiate a strong offer, and one should always keep in mind that the main focus should be “is this the right career move for me?” Too often do candidates get caught in a myopic view of an offer and lose sight of the big picture. Don’t focus only on numbers; things like bonuses, health benefits, growth potential, company culture, flex days, location, company reputation, and other perks can paint a much bigger picture and taking everything into account is paramount for making a powerful decision. 

There are so many opinions about how to properly negotiate an offer. We see a lot of younger candidates go overboard and ask for too much money, or over-negotiate their offer. Being unreasonable does not make you look good and can put a sour taste in a potential employers mouth very quickly. Be smart and keep in mind there is always a difference between your market value and “actual” value. Think abut what you are asking for and remember keep in mind the big picture. Working with a recruiter is always ideal as recruiters can typically negotiate the best offer on your behalf without stepping on toes.
Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Can You Ever Get Enough Interview Tips? Avoid Interview Mistakes.

What do you think is one of the biggest mistakes candidates make while interviewing? One very common mistake we see candidates make time and again is that they don’t let their enthusiasm and excitement for the role and company really shine through during their interview. Hiring mangers want to hire team members that are enthusiastic and excited about joining their team and company. So next time you interview, make sure you do your homework and let that enthusiasm come through!

An interview is an interview in both directions. As a candidate it’s important to ask questions to feel out the opportunity and company as a fit for yourself; asking questions also shows you are interested and engaged in the opportunity, something employers love! When you do your research ask yourself what would be important to know for you to gauge if this is the right role and company for you. Be sure also to review the job description and be prepared to ask specific questions about the day to day aspects of the role; be prepared as well to speak to examples of your experience related to the job and job desertion.
Interviewing is an art and no matter how good you are at what you do, being a poor interviewer can cost you a solid role that is perfect for you. Don’t make the mistake of thinking your experience and personality will carry the day; although it will take you a long way, you need everything for a competitive edge.
Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

The Millennial Generation And Today’s Workforce – Making It Work

With so much negative thought out there on the millennial generation it’s good to see more articles looking at the millennial generation holistically – and I’m not talking about a defense of the generation. Does the millennial generation deserve to be vilified? No. Do millennials need to be responsible for how they operate in the world? Yes.

There seems to be a pervasive pattern that every generation always has a similar response to the upcoming generation: conform or get out. I think saying one generation or the other should conform is a dangerous road to go down. The current workforce is not “right” and millennials are not “right”. The question is how do people, old and young, work together in an ever-evolving landscape?

“Adapting to the workforce as it is” is a a dangerous sentiment on it’s own – you can’t resist change and evolution my friends! I think it’s important to note I’m not taking sides, my whole point is taking sides is stupid – it’s a fault of being a human that brings all the suffering we have today. Figure out how to work and grow together – we would be in a very different planet right now.

Millennials do need to be responsible for many things as they are entering the workforce; we see a very common naiveté among millennial candidates that often translates to or is interpreted a lack of professionalism and sometimes a sort of selfishness. Millennials need to make sure they are acting appropriate to the situation they are in, honoring the other people around them instead of living and acting from their own little self-centered bubble.

Conversely, companies need to be adapting their cultures, office environments, perks, incentives, growth opportunities, communication structures, and compensation packages to attract and retain the absolute rockstars that the millennial generation is producing. Companies like Google, Amazon, and Apple are reaping the benefits of this strategy.

Bottom line, if we all adapt and look from working together in ways that empower and support everyone, then maybe we can create the strongest and most productive workforce yet!

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z

Hiring Top Talent – Negotiation Skills for Small Business Owners – Hiring Tips

Talented professionals, the right ones for your company, are not so “easy” to come by as most small business owners can attest. Heck, hiring in general is not an easy task for any size company, even those with marquis brands.

In a relatively strong economy, top-notch professionals have choices. So when you find a good match, don’t lose them by taking risks on the negotiating table.

My 18-year career in recruiting has taught me a thing or two about how to ensure that a highly desirable candidate doesn’t get away, even when their salary requirements exceed your budget.

Aldebaran Associates, the recruiting firm I started almost 15 years ago, deals with clients of all sizes ranging from 10 employees to over 50,000. In tough conversations involving compensation packages, the winner is always the person that clearly knows what they want and is willing to give up emotional or stubborn attachments to any aspect within the scope of a potential offer.

Preparation for compensation conversations should begin before you actually meet the first candidate. Turnover is very costly so hiring “right” from the start is necessary if you are going to avoid financial havoc.

We recommend that you not initiate a search, or at least not start interviewing, until you can clearly answer the following:

  1. What is your vision for this role? How will it contribute to your overall company business strategy?
  2. What is the local market salary range for this role, keeping in mind the scope of the role and the years of experience required?
  3. What is your budget and how flexible can you be?
  4. If your budget does not allow you to meet the market salary demands for this position, how do you plan to make up for this?
  5. What is it costing you to not fill this position? Consider the financial, emotional, personal and, of course, productivity costs.
  6. If this role is replacing someone, review any compensation aspects of that experience that may have contributed to the relationship not working out.
  7. What are the top 3 “must haves” for this role and what are the top 3 skills or traits you would really like the candidate to possess but are willing to do without?
  8. What are your deal breakers? What are you not willing to compromise on regarding this hire?

Consult a business partner, financial advisor (such as your CPA), search consultant, reputable recruiting firm, etc. if you are unable to answer any these questions satisfactorily on your own. You may have assigned someone on your staff to manage the search process and applicant interviews.

If so, make sure to share with them the answers to the above questions. Be certain this person is someone you 100% trust to be aligned and engaged with the vision of your business and the role itself.

Thoughtfully considering the questions proposed here, and knowing the answers, will give you the confidence to engage in negotiation-like conversations starting on the first interview with each candidate.

This is a critical step in setting yourself up for extending solid offers and minimizing the risk that they will be counter-offered, rescinded or shopped.

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa

How To Survive Corporate Politics

“Survival of the fittest” is a phrase that originated when Charles Darwin wrote on his theory of natural selection.

The phrase was actually coined by Herbert Spencer after reading Darwin’s “On the Origin of Species.” Basically, the theory is that nature will consistently ensure the survival of a species through the “natural selection” if its strongest specimens.

Only those individual members of a species that exhibit the highest level of ability to survive environmental elements will live long enough to reproduce, passing along DNA to their offspring, and thus allowing for the continual evolution of their species.

Of course “survival” implies a battlefield in which some will make it out alive and others won’t.

Corporate politics is one such battlefield.

Sitting through hundreds of interviews with professionals at all levels and in a myriad of industries, it has become obvious to me that for many professionals that do not survive their jobs, the reason for their demise can often be attributed to their lack of ability to understand, and win inside their employer’s corporate politics.

Even more pervasive, corporate politics impacts business owners and entrepreneurs. Not “getting” the corporate politics of your customer can result in losing their business, even if what you have to offer is something they really want and need.

So what is corporate politics and why is it important?

According to Wikipedia, it refers to “the use of power and social networking within an organization to achieve changes that benefit the organization or individuals within it. Influence by individuals may serve personal interests without regard to their effect on the organization itself.”

The phrase has a negative connotation because when you hear it you automatically assume that the people that are exercising corporate politics are abusing their power and making decisions that are not in the best interest of the company or the individuals within it, but most likely for the benefit of a very few – those that are in power and seeking to amass more of it – for their personal gain. It’s important because it exists and because knowing how to survive it is critical to your success.

We can probably all agree that corporate politics appears to be unavoidable.

Some people seem to naturally and quickly understand the corporate politics of an organization, while others struggle until they either get it or they don’t. And when they don’t, what is often predictable is the termination of employment or the loss of a customer. It doesn’t have to be that way.

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing

Behaviors to Avoid When Pursuing New Business

Your clients basically sign your paychecks. So if you think you don’t have a boss because you own your own business, you are sadly mistaken. Once you acquire a client there is a host of matters you and your staff must attend to in order to keep that client happy and returning to buy more of your products and services, which is a challenge in and of itself. Businesses invest hard earned bucks to maintain clients because everyone knows customer retention is far less expensive than customer acquisition. “Acquiring new customers can cost 5 times more than satisfying and retaining current customers (Alan E. Webber, Forrester Research).”

Customer acquisition long-term sustainability of a business Customer retention is obviously extremely important, but it is my belief that customer acquisition is even more vital to the long-term sustainability of a business. While no one questions that both are necessary, there has been a longtime debate about which is most important – to acquire or to retain. Interestingly, over the years I have been able to witness first hand that the focus on acquiring new customers must be hands down the first priority. An extreme but true example can be seen in the advertising world. Aldebaran Associates, the recruiting firm I (Lily Winsaft) started 14 years ago, places professionals in advertising, marketing, media, and public relations. The biggest mistake I have seen many agencies make is to put all their eggs in one or two baskets, feeding and nurturing less than a handful of clients. They hire staff and third party vendors to service and entertain these few clients, and they actually do very well… until the rug gets pulled out from underneath. Dozens of times I have seen agencies in utter despair when overnight one of their big clients decides to go with another agency. Since they didn’t do a good job acquiring new customers, they now have to face the financial impact, which includes firing staff and often going out of business. In our own business model we have discovered that if we do not focus on bringing on new clients, our sales pipeline suffers greatly and recurrent business from existing clients does not cut it if we are to reach our revenue goals. Lance Winsaft heads up our sales and recruiting team out of our office in San Diego.

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, Lance Winsaft, Lily Winsaft, Aldebaran Recruiting

Balancing Professional And Personal Lives Is A Continual Challenge.

In the very beginning I worked almost eighteen hours a day. It was not a pretty sight, to say the least. As the business got more stabilized, actually, as I personally got more stabilized…it became apparent if I didn’t work on balancing my life with my work that I would burn out.

One way I made sure to do this was to speak publicly about the importance of work-life balance to any women’s group that would listen. It needed to be talked about it publicly and I had to be that person!

One of my best experiences was while leading a women’s organization in support of Latinas working in various business capacities.

We had a board member who worked for Macy’s at the time. They sponsored a fashion show and we all had a chance to walk the runway and feel special as women.

We were strutting our stuff and showing the world that business is not just about closing deals and carrying a briefcase.

I also spoke to a large group of Latinas with their own businesses at a conference on the Queen Mary in Long Beach California. My topic was about “Putting Yourself First” and how important that is in order to have the energy to be there for both our businesses and our families.

Whenever possible I do walk my talk and try to get away on little vacations. My favorite activities are hiking and traveling. Last summer I spent six weeks in Europe with my two sisters. It was amazing.

When I relocated from Atlanta with my son Lance Winsaft, I had to say goodbye to Stone Mountain where I hiked pretty regularly. Once I actually ran into a client and took a picture together. I also had to say goodbye to the Chattahoochee River where I used to trail jog every weekend off at Columns Drive in East Cobb. I really miss both and can’t wait to revisit you in the near future!

keywords: executive recruiting, recruiting, advertising, marketing, media, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach

Corporate Culture – A Values View From the Outside In

Human Resources and the professionals that carry out this function play a key role in how companies develop the values that ultimately express themselves in the culture of an organization. Corporate culture is important because it is the bedrock on which a company grows and sustains the most important asset it possesses…its people. Unfortunately, culture is not as easy to either create or nurture as we would all like it to be. For many companies, the existence of culture happens on its own with little intention on anyone’s part. Lack of intention and creative commitment opens the door for less than favorable conditions to creep into the cultural environment.

Not too long ago I found myself, as I often do, walking along the corridors of a well-known Fortune 500 corporation in Atlanta, gently being nudged by the numerous signs hanging on the walls. These signs spoke to the values of this company. My client, the Director of Human Resources, spoke to me about these values. She spoke of integrity and communication and about education and knowledge. She highlighted the company’s commitment to customer service and to teamwork. As we discussed the qualities my firm, Aldebaran Associates, should look for in the candidates we source for them, she made sure that I understood how important it was that these candidates “fit” the company’s values and culture. We subsequently presented an extraordinary candidate for a key position and the candidate went through 3 interviews, getting high remarks from all. We were certain she would get an offer. Instead, 2 months later and a couple of dozen messages left through either email or voice mail, we still had not received feedback or a conclusion about this candidate. We were never told if the position was filled, or why they passed on our candidate. Two parties were left hanging in an incomplete conversation. What happened to the values of communication and customer service? Were they intended only for the people inside the company?

Corporate culture must be created with intention if it is to truly matter and have the kind of impact that an organization has in mind when it speaks of its culture. A company’s values should be so loud that even an outsider is able to recognize them. The people at Amazon have built an enormously successful empire based on one huge value – the customer is always right. And because they believe this to be true, they live it and breathe it every day. They make the process of returns, exchanges, complaints, etc. so easy and pleasant that no matter what happens to your order, you will keep coming back because you know you are valued as highly important. Amazon has been an inspiration for many companies to follow that same value system. This system says that if you take care of your customer, no matter what, they will always come back. And they will say nice things about you to their friends. In this world of social media and connectivity, this is no small matter.

Compare this to Molina HealthCare, a market place insurance company that has one of the poorest customer service value systems I know of. A good friend of mine cancelled her policy over a year ago and they are still withdrawing premiums from her bank account. She has escalated her issue numerous times, visited their local offices in person, written letters, and each time she is told they can’t do anything about it. I simply do not understand this!

When, as a human resources professional or other person authorized to make hiring decisions, you interview a job applicant it is your responsibility to embody the value systems of your organization. You see, when a candidate leaves your doors, or hangs up the phone with you, they are left with an impression of you and the company. That impression is the seed of how they will relate to your brand. Every time they interact with you that seed grows. They then become a walking billboard for your brand. How people view your brand is a reflection of the values and culture of your organization. Every candidate you invite through an interview process with you is thinking and saying something about your organization. It’s up to you to show up in such a way that what those candidates have to say builds a positive image of you and your brand. What they say about you is a mirror for the culture you say you are building and creating. Ask yourself if you are honoring the values someone said, and you are saying, are the values of the organization.

Looking from the outside, as a vendor and provider of services, I am clear that human resources has the power to impact how an organization’s culture is viewed. By modeling behavior that truly reflects the values of the organization, human resources personnel and all those with the authority to make a hiring decision are in a position to make a positive and inspiring difference for the corporation they represent. Regarding your company’s values – know them, breathe them, live them!!

Written by Lily Winsaft, CEO

For information about the Aldebaran Associates Human Resources Programs and Consulting Services, call us at 561-337-5211 or visit our website:

Message from The Founder and CEO

I’ve always known I wanted to make the world a better place, even if it was by reaching out and making a difference in just one person’s life.

Searching for and wanting to know my purpose (as many of us do for much of our young adult lives) consumed me. Then one day it occurred to me that maybe I didn’t have a purpose. That scary thought created a vacuum in which I could now make one up. The purpose I invented over 10 years ago still drives my spirit today.

It is this purpose that gets me out of bed each day and catapults me into doing what I do. Extraordinarily, this purpose also led me to one of my biggest dreams – “To create a world where people love what they do for a living.” Throughout my numerous career moves, I noticed that most people not only do not love what they do for a living, but they are mostly scraping by, almost robotically, wishing and praying that one day they’ll “escape the rat race” and make it to that island dream life that occupies their minds in those rare moments when they have the time to fantasize about a better life.

My dream, fueled by the purpose I invented – “To inspire others to connect to and be moved into action by their own greatness” – motivated me to start Aldebaran Associates during one of the toughest economic times in our recent history. My son came up with the name after hearing me talk about my vision for the company.

Aldebaran is the name of the biggest and brightest star in the Taurus constellation – its Alpha Star. The star is located in the eye of the bull and Aldebaran is an Arabic word that means “the Follower.” It is named that way because it seems to follow the Pleiades, a cluster of stars to which wondrous mythological legend is attached.

The clients and candidates that Aldebaran Associates follows are all Superstars. We work very hard to align them with each other so that we can all get closer to loving what we do for a living. We reach out and make a difference in one person’s career, then another, and then another. Welcome to our world!



Our Philosophy:

We believe in the true alignment of client and candidate. While we look for the required skills and experience, we concentrate on matching personalities and core values.

Corporate cultures vary enormously and companies strive for balance within their existing teams when they are adding staff. We meet every client and practice sound due diligence when working on new searches. We interview our candidates in person and establish credibility and trust. Nothing is left to chance.

Our Values:

We value long-term relationships with clients and candidates. We work as partners to facilitate that rapport and continue the relationship long after the engagement is complete. We keep our word and assure you of the highest ethical standards at all times.

We are committed to:

  • Integrity, honesty and direct communication
  • Mutual respect and confidentiality at all levels
  • Being passionate about our candidates, clients, and partners
  • Creating a world where people love what they do for a living
  • Inspiring others to be connected to and moved into action by their own greatness
  • Personal excellence and self improvement
  • Delivering results and quality to clients, shareholders, partners and employees
  • Quality of work/life balance for all professionals
  • The valuable exchange of information in all interactions