The PGI Edge

There are some industries where leadership is still predominantly comprised of men. This doesn’t always mean it’s harder for women to advance, but you need to be proactive when you decide to seek new prospects. Of course, this is good advice even if you aren’t in a male-dominated field. If you’re ready to take charge of your life and start moving forward — whether you’re going for a promotion, making a career switch, or even starting your own business — use these tips to make that next step a reality.

Tip #1 - Market Yourself Wisely

• Create Your Personal Brand: When you start your own business, part of the planning stage is developing your brand. Having a brand is no longer limited to business owners, though. You want to create a personal brand so potential employers know who you are and what you can offer. According to Northeastern University, the key to building your personal brand is to define who you are as a professional. Ask yourself what your best skills are, which projects motivate you, and where you expect to go in the future.
• Tailor Your Online Reputation: Your personal brand is primarily created through your online presence. Start crafting that presence by being active in online communities in your field. Remember that your personal brand is impacted by your entire online presence too, not just the spaces where you engage professionally. Before applying for new jobs, it’s important to make sure your online reputation reflects a positive image because many employers use social media as a way to find out more about applicants. An easy way to develop a good online brand is to get the help of a reputation management company. Their job is to contract with writers who create a large quantity of online content for you, including blog posts, press releases, and articles, that demonstrate your volunteer work, awards, and other accomplishments.

This position has been filled. If you're interested in viewing our current open positions, click here.

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Our client has established itself as the leading risk and valuation analytics and consulting services firm for the mortgage and asset-backed securities industry. They develop and license problem solving analytical systems for institutional investors using advanced quantitative methods. Their models include prepayment and default models, home price models, and a variety of systems that solve complex, investment risk and valuation problems used by some of the world’s largest and most sophisticated institutional, fixed income investors. These include banks, guarantors, credit unions, insurance companies, regulators, broker-dealers, hedge funds and money management firms.

This is a guest blog post from our partner, Joanne Flynn, Founder of Phoenix Strategic Performance.

Job descriptions are the unsung hero driving the Performance Management process. If the performance management process is fundamental to HAMS, then job descriptions are the mighty little, obscure engine driving the whole process.

How important are job descriptions in Human Asset Management Strategy (HAMS) and how can those often forgotten job descriptions be so important? Because if they are only used as HR tools for job branding and compensation, then they are misnamed. If that’s the case, they should be called job categories. Here’s what they should really be doing.

This position has been filled. If you're interested in viewing our current open positions, click here.

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Our client is the leading provider of risk analytics and consulting for residential loans and mortgage-backed securities. They develop and license prepayment and credit models as well as risk measurement tools that are the benchmark analytics used by top mortgage and commercial banks, insurers, credit unions, broker-dealers and money management firms.

We are excited to announce that our partner, Phoenix Strategic Performance (PSP), has recently launched the Phoenix Strategic Performance Institute. 

The central operating principle for PSP is the strategic organizational alignment of human capital to business outcomes. Therefore, all PSP Institute learning and development is business driven.  The PSP Institute provides human capital development that is aligned with and responsive to organizational business needs.  Since our learning and development is targeted, results are both time efficient and performance effective.  Our approach is:

• Targeted, highly focused and individually relevant
• Delivered in a short, highly-efficient format
• Designed with immediately actionable information to implement