10 Reasons to Attend the PACT Capital Conference 2017

Programming and Pitches

  • High Profile Keynote Speakers in sports, education and media
    • Anita Elberse, Award Winning Teacher and Scholar, Harvard Business School
    • Jeffrey S. Moorad, Chairman, Morgan Lewis’s Global Sports Industry Initiative
  • Lightning Talks – Insights from experts on success through collaboration, inclusion and access
    • Dan Goldsmith, Senior Executive, Software, Consulting, Life Sciences, Veeva
    • Laura Huang, Assistant Professor of Management and Entrepreneurship, Wharton School, University of Pennsylvania
    • Polina Marinova, Associate Editor at Fortune and Author of Term Sheet
    • Andrew Yang, Founder, Venture for America
  • Featured Company Presentations – Over 40 great companies to see pitch
  • Reverse Pitches: The Enterprise to Startup Exchange – It’s your turn NOW
  • The Lion’s Den – back by popular demand

Build New Connections

  • One-on-one business meetings – meet with key prospects using our platform
  • PACT Mobile App – get ready to download
  • Extended Cocktail Reception closing Day One – keep the momentum going
  • Networking Breaks scattered throughout the entire two days
  • The Gala Reception – conclude #PACTcapcon with this “can’t miss” event

Learn more by visiting our website for the full agenda and GET registered TODAY. Time is running out!

The Key to Hiring a Truly Impressive Executive

Contributed by Andy Farrell, Principal, Howard Fischer Associates. 

In my work across the sphere of high-tech executive recruiting, I’ve had the privilege to meet a diverse population of leaders. Some I’ve met on the conference and speaking circuits, some have been clients, and others have been cherished coworkers. Most have been charismatic, intelligent, and passionate individuals, with a genuine sense of concern for the wellbeing of the people under their command and a vision for the future of their organizations. While many people in executive positions would likely earn a similar description, a much smaller portion of executives can be described as “truly impressive.” So what makes the distinction?

In my experience, and based on anecdotal evidence, the difference between a successful leader and those that fail usually has something to do with their ability to rally the rightpeople around an initiative and keep them engaged. Isolating and identifying that quality in an executive, however, is often not a priority during the hiring process. Companies face a tremendous amount of pressure when filling an open executive slot. The focus on hiring someone with the right industry experience, proven success rate, and educational pedigree can sometimes feel so aggressive that it becomes easy to forget that an executive’s job isn’t about “doing the work” – it’s about building and managing the team of people that “do the work.”

Click here to read the full blog post.

Helping Marketing Hit the Market

Founder of CBM Group, Colleen Burns, moderated a discussion on how people on the marketing side can assist in the success of sales

What can marketing professionals do to really move the needle and be a true business partner? What contributions and actions create an environment of mutual respect? How can marketing communicate the research, rigor and reasons behind how decisions are made, so sales professionals can maximize the strategies, tools, programs and tactics that are created to ensure their success?

CBM Group recently hosted a panel with four leaders who have seen the territory from both sides and offer their insights and best practices on optimizing the collaboration between sales and marketing.

Click here to read more.

Assessing Cultural Fit – Key to Successful Hiring

Contributed by Howard Fischer Associates

When filling a vacant role, many companies are inclined to promote a current executive. This is not surprising given the number of benefits that make this approach attractive:

  • An internal candidate has established credibility as well as institutional knowledge about key stakeholders, company processes, and the industry in which they function;
  • Promoting an internal candidate can be a relatively quick and cost-efficient process;
  • Promoting from within shows goodwill. Employees appreciate company loyalty. Knowing that internal succession is possible will decrease turnover at all levels of your company;
  • Most importantly, an internal candidate understands your company culture and most likely already fits well within that culture.

External candidates are unknown, so many companies assume that they are making the right choice by promoting within. However, before you fill any role, you should always consider if an external search would be a worthwhile pursuit.

For example, if your company is in a disruptive industry, an external candidate might be the change agent and innovative thinker you need to pivot your company in a new direction. Or, if your company is currently experiencing slow growth, an external candidate may be the turnaround specialist you need to help push reset and find new footing within the marketplace.  Your company may prefer conducting an external search simply because an outsider brings a needed fresh perspective.

One of the biggest concerns (and often the biggest indicator of success) is how well an external candidate fits into a company’s existing culture. If you’ve decided to pursue an external hire, there are some steps you can take to mitigate the risk and find a cultural match.

Click here to read the full blog post.