Sunday’s Oscars broadcast puts a global spotlight on a two-part challenge that troubles many industries: 1) few key roles go to people of diverse backgrounds; and 2) extensive talk has done little to change that reality. As CEO of a firm that helps companies attract and retain great talent for our clients, I’d love to see the event energize leaders across many sectors to look for better ways to walk their talk on diversity.

As the market for talent tightens, you may hear from so many recruiters that you want to send them all to eternal voice mail. If you consider executive search a necessary evil, here’s good news:  you can get recruited without getting pummeled. You just need to separate the recruiters who focus on companies at the expense of candidates from the ones who serve both companies and candidates.

The "War for Talent" is real. With boomers retiring and experienced candidates in short supply, employers find themselves in competition for top talent. As a retained executive search firm supporting companies in their search and (most importantly) attraction and engagement of these executives, we recommend five steps for maximizing employment brand and appealing to "A-players."

As school starts, many women think about re-entering the workforce after taking time away to focus on family.  But how many will successfully relaunch?

Starting a job search can unnerve even seasoned senior executives.  When the search follows a career hiatus, as it does for many women who plan a return to the workforce, the psychological stakes climb even higher.

As someone who's been a recruiter, an employer and a mother in transition, I know how hard it is to maintain your confidence.  Here are 10 tips for an easier re-entry.