Brad Remillard, an executive recruiter with over 25 years of experience, has conducted over 10,000 interviews and been involved in more than 2,000 executive searches.

Brad previously served as President of CJA Executive Search, which was recognized as one of the top search firms in Southern California. In 2005 he co-founded IMPACT Hiring Solutions a retained executive search firm and best practices hiring company.

He is co-author of two books on hiring. "You're NOT The Person I Hired" is currently in the hands of over 10,000 CEO's and key executives. His second book helps candidates dramatically reduce their time in-transition is, "This Is NOT The Position I Accepted."

In 1999, Brad co-founded the American Association of Senior Executives (AASE), one of Southern California's largest career management and business resource organizations exclusively dedicated to VP and C-level executives. The AASE has assisted more than 1,500 corporate executives manage their careers.

Brad has personally coached many of these executives on success-based interviewing, 21st Century networking techniques, and career transition.

He is a frequent speaker on the subject of career management and executive networking.

I get this all the time from candidates I’m working with in our job search coaching program. It usually starts with, “The holidays are  here and nobody is hiring during this period.” or “Why look no...

This was a question a potential job search coaching candidate asked me. Although frustrating, at the same time it is a very good problem to have. At least she was getting interviews

If your search isn't delivering the results you want, taking too long, or stalled here are a few tips the pro's do to get it back on track.

This is the winning formula for getting interviews. There are exceptions for personal referrals and networking contacts, but often even with these they will first ask for a resume.

It really doesn’t matter if you have 20+ years of experience in your profession, or that it has taken you 20+ years of learning from your mistakes, or that over that 20+ years you have taken on-goi...

Over the last 20 plus years of recruiting, we have reviewed hundreds of job descriptions from a wide variety of companies and for a wide variety of positions. The vast majority of these job descrip...

To get to the truth in an interview, hiring managers must conduct a thorough in-depth probing interview. If they don't then some candidates may actually embellish.

We have discovered that in many companies the hiring process is random, unstructured, and often the people are not highly skilled at hiring. It is no wonder that for many companies hiring top talen...

Attracting top talent requires understanding what motivates top talent. Companies ofter forget this. They are too focused on their needs, they forget about the candidate's needs. The result is top tal...

Most companies and even HR don't know the biggest hiring mistakes. I'll bet you can't name the number 1 biggest hiring mistake? So how do you fix your hiring problems if you don't know what they are?

The most powerful impact on the interviewing process starts before the first question is even asked. Unfortunately, companies and HR never focus on this. The result is often a bad hire.

If your hiring process is excellent at doing this, then you might want to consider tweaking it a little.

With these 5 questions you can determine the candidate's ability to do your job. If they can't answer these questions then all the other questions asked don't matter anyway. So why waste the time aski...

Research shows correcting this one mistake can dramatically change your companies ability to weed out the bad candidates.

Turn over is generally something most companies can dramatically reduce if they put their minds to it. The cost savings can be enormous by just reducing turnover by 10%.