Visit us at: www.fplpartners.com

October 2016

Frederickson Pribula Li

Seven Trends Elevating HR’s Role in Tech

And What You Can Expect The Future to Bring


There’s this romanticized notion of startups as club houses for 20-something techies laboring over screens 24/7 while downing shots of corporate Kool-aid. Company culture often consists of Friday beers, laser tag, pushup breaks, and vats of gourmet coffee.

These startups, like larger, well-established brick and mortar businesses of a previous generation, employ no one to represent HR until they reached 50-100 employees, when office managers and IT administrators expand their roles to include benefits and on-boarding. Recruiting is help from your VC and grow-your-own. Strategic HR, or People as the function is often called now, is considered unnecessary until payrolls reached 500+ employees. That’s when they call us.

Or at least that’s how it was. It used to be that it was not until the pre-IPO hyper-growth stage that leaders began to seek out senior HR execs to help them create and maintain complex, global work environments for their legions of employees.

Today, many tech execs realize much sooner that strategic HR can benefit their business. Fewer startups want to have cultures straight out of HBO. Now, we regularly see companies with no more than 100 – and as few as 20 - employees seeking top-tier strategic People talent to help them create productive, scalable workplaces from almost Day One. It’s like these CEO pilots, having flown solo from Sacramento to Seattle in a single engine Cessna, are investing in commercial jets and practiced HR co-pilots to help them cross the Pacific. And if they don’t, they’ll need a lot of duct tape.

What is causing this shift?

1. Hunger

To paraphrase Marc Andreesen, software is eating an increasingly global world, shaking up and digitizing traditional industries from retail to entertainment, from transportation to telecommunications, and from finance to education to health care. Technology innovation is rapidly accelerating while the costs of running a technology business and conducting business across borders are decelerating precipitously. The nature of work is becoming more complex, but as automation and systems improve, the potential impact of each worker has increased. Ten or fifteen years ago, the potential output of 500 employees was much lower than the output of 100 employees today.

As a result, a tech company today with even a few dozen employees can literally change the world - and command a hefty valuation based on impact rather than size. Consider Change.org, or WhatsApp, bought by Facebook for $18 billion, with only 55 employees but 450 million active users at the time of acquisition and over a billion active users today. It’s no surprise, given the changing dynamics, that wise CEOs are opting to invest in strategic HR/People executives practically from the get-go.

2. Glassdoor is the mirror on the wall

No longer can CEOs boast to recruiting candidates or reporters about their amazing corporate culture (à la The Emperor’s New Clothes) when Glassdoor and occasionally Medium and Quora clearly reveal the opposite. These days, it’s easy to find the truth.

Glassdoor even provides unwanted and unsolicited employee feedback to those company executives who choose not to engage in employee satisfaction surveys. Previously, only the most strong and confident executives chose to use surveys to identify their employee engagement strengths and challenges. Thanks to Glassdoor, executives - and the whole world now - know what their team thinks of them. And they can’t choose to ignore it. Job candidates ask about it. Reporters ask about it. Even search firms quiz CEOs about what we see in their reviews. For even the least employee-focused CEOs, Glassdoor beckons like a horror movie scene: execs realize there may be something scary behind the curtain, but they can’t help but take a peek. And once they do, they may as well act on what they see.

3. Tech Fever is captivating audiences

Corporate culture, once limited to business school case studies, has exploded into the mainstream. Tech leaders famous for their winning cultures like Airbnb’s Brian Chesky, Zappos’ Tony Hsieh, and Google Guys Larry Page and Sergey Brin are now Front Page – and Page 6 - sensations. And just look at the subjects of major Hollywood movies – from Mark Zuckerberg to Steve Jobs – and at the success of HBO’s Silicon Valley. To learn about the importance of corporate culture, founders no longer need to enroll in exclusive leadership classes or learn the hard way through past mistakes; they merely need to read the newspaper or log into their social media community of choice.

4. Founders are maturing (even the immature ones)

What are defining characteristics of these new, wise tech CEOs who understand business complexities and invest in strategic HR from the beginning? Not surprisingly, many are serial entrepreneurs who want to do things better the second, third or fourth time around. Many are founders in their 30’s, 40’s and 50’s who have grown businesses before or held senior roles in larger firms with carefully planned best practices. Some have families themselves and make some sort of work-life balance their own priority. Others are really young, but damn smart, possessing a clear vision for the kind of company they want to build. Seasoned or not, these CEOs realize that they need a strong partner on board to help them not only attract top employees, but also create an innovative, engaging, sustainable and winning work environment to retain them.

5. Foosball tables do not a corporate culture make

Not long ago, we’d ask CEOs and COOs to describe their company culture, and we’d hear the same old stuff about work hard/play hard; player/coaches; free lunches, gym memberships and foosball tables. Today, more execs understand that this isn’t culture. Benefits are an important expression of culture but nowhere near the encapsulation of it. Culture is what people do, what they think, and how they behave, not what people receive. Benefits should earn their keep, express shared values, and resonate with the types of employees hopes to attract and retain.

An example: benefits desired by working parents tend to vary from the benefits desired by young single millennials. And, while the job market is still strong, the funding environment is not. People leaders help execs create strong cultures and create compensation and benefits programs that are both strong enough to attract and retain talent but also are sustainable enough that they won’t need to be scaled back when funds tighten. After all, it’s one thing to cut back to only two brands of organic, sustainably sourced coconut water; it’s another thing altogether to stop matching 401Ks or remove shuttle buses. Maybe, for example, it’s better to invest in training and development instead of free lunch?

6. Recruiting is like kayaking in Class V rapids, not like paddle boarding in a lagoon

Not long ago, high-growth companies would post and pray. Eager candidates then miraculously appeared out of nowhere. It was like planting poppies and waiting for Spring. Then companies shifted to post and pay, first with WesTech and later with LinkedIn. Recently, companies have had to shift gears and contract professional recruiters. No longer can they bring a 22-year old in-house to singlehandedly manage recruiting and HR. Strong technical candidates, especially, are barraged by spray and pray recruiters, and the candidates ignore them. Today, any startup in growth mode needs certified Class V white water guides to navigate them through precarious recruiting terrain.

Based the strength of the job market, employees can jump ship in a heartbeat. And given the empowerment of employees to express their opinions for all to see (see #2), just taking care of business, like integrating an acquisition, today may not only result in employees quitting, but in scathing public GlassDoor reviews. Finding your way requires a guide.

7. The player-coach phenomenon

Back in the day, big companies wanted big HR execs who knew how to manage large systems and processes, lead large teams, report to boards, and design thoughtful strategies. Execution was left to junior and mid-level employees. At startups, the preference for hiring inexperienced people to run HR was both a function of cost as well as a reaction against perceived bureaucratic HR. Lately, large and small organizations have shifted gears. Many high growth companies now call us and ask for a Chief People Officer to lead the function and hire a HR staff below them.

Now almost all types of CEOs want People/HR strategists who are willing to be hands-on. More CEOs today value expertise over experience. They want sophisticated, wicked smart HR executives who know how to get things done quickly, see results through to completion, are tech whizzes, and can communicate with executives, board members, and employees in a straight forward, polished fashion. The CEOs also want HR executives who are adaptable to changing work conditions, constantly assessing, fine-tuning and reiterating, rather than relying on what’s always been done. They don’t want to hear “This is how we did it at Cisco.” For experienced HR executives who have not been hands-on in fast moving environments, reinvention is the name of the game. Often paddling backwards upstream will help you run that waterfall.

What will 2017 bring?

I’m predicting that boards and CEOs will demand more depth in the specialties of HR in order to help them fight attraction and retention problems. They’ll want leaders who are not only generalists, but Talent, Learning, or Operations experts. As they themselves must constantly reinvent and deepen their own skill sets, they’ll seek out HR partners with inquisitive growth mind sets and the fine-tuned expertise to support them during what will be a pivotal year for all.

Take care,

sig

Featured Executive Searches

HR Executive Searches

  • The role

  • Chief People Officer
  • The company

  • The world’s leading online marketplace for small business loans
  • The locations

  • San Francisco, CA (HQ), North America, EMEA
  • Top challenges

  • Support, mentor, and grow the existing People team in the US as well as over seas
  • Exciting note

  • By the year 2025, this company expects to create 3 million jobs through the loans they’ll provide
  • The role

  • Chief People Officer
  • The company

  • Global leader in webinar-based marketing solutions
  • The locations

  • San Francisco, CA (HQ), North America, APAC, AMEA
  • Top challenges

  • Create a cohesive company culture and employee experience while continuing to coach and mentor the executive team
  • Exciting note

  • By the end of 2017 this company will increase their users by roughly 50% and move towards an IPO
  • The role

  • Chief Human Resources Officer
  • The company

  • Social communication and collaboration platform providing business software solutions to mobile companies
  • The locations

  • Salt Lake City, UT (HQ), North America, EMEA
  • Top challenges

  • Be a visionary leader with expertise in leading the People function during times of great transformation and change
  • Exciting note

  • Established itself as one of the fastest growing vendors in the Social Business Software market
  • The role

  • Chief Human Resources Officer
  • The company

  • Location-based mobile advertising startup
  • The locations

  • New York City, NY (HQ) North America, EMEA
  • Top challenges

  • Find creative ways to promote and encourage a high performing, dynamic company culture by translating the vision for each employee group, clarifying roles and goals, and assisting with internal communications
  • Exciting note

  • Company has doubled their revenue year-on-year since their inception
  • The role

  • Chief Human Resources Officer
  • The company

  • A consumer tech service that helps people accomplish their personal projects by hiring experienced professionals
  • The locations

  • Atlanta, GA (HQ), North America, APAC, EMEA
  • Top challenges

  • Develop unique ways to create an attractive and dynamic company culture across offices
  • Exciting note

  • Company is experiencing a stage of hyper growth and is looking to double their employee population within the next year
  • The role

  • Executive Vice President of HR
  • The company

  • Enterprise company specializing in innovative hardware and software manufacturing
  • The locations

  • Los Angeles, CA (HQ), North America, EMEA
  • Top challenges

  • Rapid global growth in the hottest space this year
  • Exciting note

  • The most buzzed about SoCal tech startup in the last five years
  • The role

  • Senior Vice President of HR
  • The company

  • Leading enterprise software company for digital branding
  • The locations

  • Seattle, WA (HQ), APAC, EMEA, South America
  • Top challenges

  • Foster the culture and develop a thoughtful people strategy as goes through a time of profound change and growth
  • Exciting note

  • Company focuses exclusively on digital video currently, but has plans to attach the TV marketplace over the next several years
  • The role

  • Executive Vice President of HR
  • The company

  • B2B software company that utilizes big data marketing applications to translate demand into more relevant user experiences
  • The locations

  • Chicago, IL (HQ), North America, South America, APAC
  • Top challenges

  • Create a scalable people operations function and help usher the organization into an era of rapid growth
  • Exciting note

  • Voted one of the “Best Places to Work” in the Chicago area for two years running
  • The role

  • Executive Vice President of HR
  • The company

  • Video advertising software and solution provider that drives brand results
  • The locations

  • Brooklyn, NY (HQ), EMEA, South America
  • Top challenges

  • Support further international expansion, rapid headcount growth, and prepare for a public offering
  • Exciting note

  • Company plans on doubling total number of employees by 2017 as it prepares for imminent IPO
  • The role

  • Global Vice President of HR
  • The company

  • The leader in GPS and personalized navigation software
  • The locations

  • Santa Clara, CA (HQ), APAC, EMEA
  • Top challenges

  • Develop unique ways to create an attractive and dynamic company culture as the they embark on an aggressive expansion plan
  • Exciting note

  • Lead strategic talent and people initiatives for a company recognized for its innovation in trav-tech
  • The role

  • Vice President of People
  • The company

  • Fin-tech company offering a simplified home-buying and refinancing platform
  • The locations

  • Irvine, CA (HQ), North America
  • Top challenges

  • Deliver hands-on Talent expertise while elevating the people function of a truly disruptive company
  • Exciting note

  • Recent exponential growth has allowed this company to open offices in over a half-dozen new locations over the past six months
  • The role

  • Vice President of HR
  • The company

  • Fin-tech wealth management company
  • The locations

  • San Francisco, CA (HQ), North America
  • Top challenges

  • Develop a scalable and creative people strategy for hyper-growth
  • Exciting note

  • This company is positioning itself to truly disrupt the finance space
  • The role

  • Vice President of HR
  • The company

  • 100+ year old non-profit organization dedicated to providing abuse-prevention programs
  • The locations

  • Los Angeles, CA (HQ), North America
  • Top challenges

  • Create and implement a set of HR best practices from scratch
  • Exciting note

  • Great board of directors and you can really make a difference in many kids’ lives
  • The role

  • Vice President of HR
  • The company

  • 10,000+ employee, global technology conglomerate
  • The locations

  • Sunnyvale, CA (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Define and build your own HR team to help you support the quickest-pivoting business unit within this organization
  • Exciting note

  • With a newly released ‘Buy’ rating, this tech conglomerate is poised to revisit the high of its hey-day in short order
  • The role

  • Vice President of HR
  • The company

  • Private university specializing in art and design
  • The locations

  • Savannah, GA (main campus), North America, APAC, EMEA
  • Top challenges

  • Bring technology and innovation to the non-profit, education sphere
  • Exciting note

  • Support a group of dedicated professors as they inspire creative young minds
  • The role

  • Head of HR
  • The company

  • Dynamic fin-tech and investment firm
  • The locations

  • Chicago, IL (HQ), Seattle, Washington, North America
  • Top challenges

  • Build a scalable HR infrastructure, create and deliver competitive recruiting and rewards strategies
  • Exciting note

  • Tackle the challenge of building HR in a culture that straddles two very diverse worlds of engineering and Wall Street
  • The role

  • Head of HR
  • The company

  • A global leader in mobile and social gaming
  • The locations

  • Palo Alto, CA (HQ), North America, APAC, EMEA
  • Top challenges

  • Define the global HR strategy for one of the most disruptive gaming companies in the space
  • Exciting note

  • Exciting growth trajectory and targeting a doubling of headcount by the end of 2016
  • The role

  • Head of HR
  • The company

  • Big data startup using analytics to predict the future of IoT
  • The locations

  • San Francisco, CA (HQ), North America
  • Top challenges

  • Complete org assessment and redesign in anticipation of continued growth
  • Exciting note

  • Fresh off a major funding round, this company is building the first-ever IoT search engine
  • The role

  • Head of Global Talent Acquisition
  • The company

  • One of the fastest growing, most respected global SaaS companies
  • The locations

  • San Francisco, CA (HQ), North America, APAC, EMEA
  • Top challenges

  • Partner with the executive team to lead rapid growth trajectory and create a global best-in-class talent program
  • Exciting note

  • Define the talent globally for recent expansion to 11 offices around the world
  • The role

  • Head of Global Talent Acquisition
  • The company

  • Owner and operator of over 20 major online properties across the US
  • The locations

  • Los Angeles, CA (HQ), North America, EMEA
  • Top challenges

  • Build out a best-in-class staffing function while managing a steep ramp-up calendar
  • Exciting note

  • This company recently made a large donation to families affected by the attacks of September 11th, in addition to many other charitable organizations
  • The role

  • Head of Global Talent Acquisition
  • The company

  • Mobile-advertising startup
  • The locations

  • New York City, NY (HQ), North America, South America
  • Top challenges

  • Build out the staffing function while managing a steep ramp-up calendar
  • Exciting note

  • Doubling headcount in the next 6 months
  • The role

  • Head of Talent Acquisition
  • The company

  • Fin-tech investment company focused on financing world-changing products and ideas
  • The locations

  • New York City, NY (HQ), North America, EMEA, APAC
  • Top challenges

  • Develop and implement a comprehensive global talent acquisition strategy
  • Exciting note

  • Plans to double head count over next two years
  • The role

  • Senior Director of Global Talent Acquisition
  • The company

  • Cutting-edge, cloud-based company bringing the industrial internet to life
  • The locations

  • San Ramon, CA (HQ), North America, EMEA
  • Top challenges

  • Coach and mentor a young team of high-performing individuals while establishing and expanding a global TA function
  • Exciting note

  • This company expects their software to do for factories and plants what Apple's iOS did for cell phones
  • The role

  • Director of Talent Acquisition
  • The company

  • SaaS startup founded by the next generation of enterprise disrupters
  • The locations

  • Mountain View, CA (HQ), North America, EMEA
  • Top challenges

  • Create a scalable talent acquisition function and help usher the organization into an era of rapid growth
  • Exciting note

  • Company just won its second consecutive ‘Best Places to Work in Silicon Valley’ award
  • The role

  • Director of Talent Acquisition
  • The company

  • Biotechnology and biomedical sciences company focused on diagnostics
  • The locations

  • San Diego, CA (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Solve the war for talent for the fastest-growing business unit in this biotech
  • Exciting note

  • This role will have the opportunity to strategize with corporate on impending global growth plans in Latin and South America
  • The role

  • Head of Talent Management
  • The company

  • New York-based hedge fund with an approach rooted in fin-tech and innovation
  • The locations

  • New York City, NY (HQ), North America, EMEA, APAC
  • Top challenges

  • Hands on operation of the talent management function with a focus on creative ways to motivate a team of high performing individuals
  • Exciting note

  • Recent partnership with large-scale commercial insurer will allow a new focus on small to medium-sized enterprises
  • The role

  • Vice President of Total Rewards
  • The company

  • Big data, analytics and SaaS company
  • The locations

  • Redwood City, CA (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Develop and implement a comprehensive global total rewards strategy
  • Exciting note

  • This role will be pivotal to the integration efforts of several recent acquisitions
  • The role

  • Vice President of Total Rewards
  • The company

  • Delivers best enterprise healthcare through forward-focused technology
  • The locations

  • Chicago, IL (HQ), North America, APAC
  • Top challenges

  • Build out compensation and benefits structure and implement on a large-scale level
  • Exciting note

  • After recent IPO, company continues to deliver products to some of the most visionary businesses in the world
  • The role

  • Senior Compensation Analyst
  • The company

  • Fin-tech investment company focused on financing world-changing products and ideas
  • The locations

  • New York City, NY (HQ), North America, EMEA, APAC
  • Top challenges

  • Lead compensation strategy design and implementation for the market leader in this space
  • Exciting note

  • Doubling head count over next two years
  • The role

  • Senior Director of Total Rewards
  • The company

  • Billion-dollar global electronics and media conglomerate
  • The locations

  • Atlanta, GA (HQ), North America, APAC, EMEA
  • Top challenges

  • Lead total rewards strategy design and implementation for one of the most well-known brands
  • Exciting note

  • This brand is one of the most revolutionary in the electronics space
  • The role

  • Senior Director of Compensation, Benefits & HRIS
  • The company

  • Startup technology consulting firm with global reach
  • The locations

  • Seattle, WA (HQ), North America, EMEA, South America
  • Top challenges

  • Lead Total Rewards strategy design and implementation for the market leader in this space
  • Exciting note

  • Great career-move for a Director ready to take on leadership of the entire function
  • The role

  • Senior Manager, Benefits
  • The company

  • California’s largest gas and electricity provider
  • The locations

  • San Francisco, CA (HQ), North America
  • Top challenges

  • Develop and sustain an attractive benefits plan to help retain top talent for the future
  • Exciting note

  • Named one of the best places to work by the Human Rights Campaign for 10+ years
  • The role

  • Senior HR Business Partner
  • The company

  • Online real estate leader
  • The locations

  • Santa Clara, CA (HQ), North America
  • Top challenges

  • Support C-suite in leading strategic talent and people initiatives across the business
  • Exciting note

  • Over 12 million monthly visitors rely on this company’s website for rental and home financing assistance
  • The role

  • Senior HR Business Partner – Engineering
  • The company

  • New York-based hedge fund with an approach rooted in fin-tech and innovation
  • The locations

  • New York City, NY (HQ), North America, EMEA, APAC
  • Top challenges

  • Set strategic vision for the attraction and retention of top-level, global engineering talent
  • Exciting note

  • Recent partnership with large-scale commercial insurer will allow a new focus on small to medium-sized enterprises
  • The role

  • Director, HR Business Partner
  • The company

  • Cutting-edge, cloud-based company bringing the industrial internet to life
  • The locations

  • San Ramon, CA (HQ), North America, EMEA
  • Top challenges

  • Help enter the internet of things (IoT) space as it anticipates a doubling in revenue over the next six months
  • Exciting note

  • This company plans to double their software engineer headcount by the end of 2016
  • The role

  • Director, HR
  • The company

  • A leading telecommunications company providing a suite of video, voice, and wireless internet
  • The locations

  • Greater Los Angeles Area, CA, Norwalk, CT (HQ), North America
  • Top challenges

  • Complete org assessment and support labor relations in anticipation of continued growth
  • Exciting note

  • Operating in over 25 states, this company is the largest communications company serving rural and small town locations across the U.S.
  • The role

  • Head of Diversity, Inclusion, and Belonging
  • The company

  • Innovative technology company at the forefront of the innovation frontier
  • The locations

  • Bellevue, WA (HQ), North America, South America, APAC, EMEA
  • Top challenges

  • Implement and engrain a communal sense of diversity while building a TA program that reflects those values
  • Exciting note

  • This company is pushing the limits of technology and engineering to deliver some of the most incredible innovations of the future
  • The role

  • Head of Diversity & Inclusion
  • The company

  • Leading provider of online real estate and property management services
  • The locations

  • Austin, TX (HQ), North America, EMEA
  • Top challenges

  • Strategize on global diversity programs with a focus on talent acquisition, retention, and professional development
  • Exciting note

  • Define your own team and philosophy and leave a footprint for the future of the company
  • The role

  • Diversity Lead, Operations Strategist
  • The company

  • Leading social media company
  • The locations

  • Greater Bay Area, CA (HQ), North America, APAC, EMEA
  • Top challenges

  • Strategize on global diversity programs with a focus on talent acquisition
  • Exciting note

  • Be part of the team that truly redefines diversity for the tech and global business community as a whole

Back to top

HR Consultant & Contractor's Corner

Our hottest global HR contracting and consulting assignments include:

  • Providing Venture Capital and Private Equity Talent Partners with HR executive search, HR advisory, and compensation consulting expertise for their portfolio companies
  • Executive leadership mentoring and on-call support for CEO’s, CFO’s and HR managers at start-up companies in tech hubs that include San Francisco, San Mateo, Mountain View (Silicon Valley), Seattle, Chicago, New York, Salt Lake City, Boise, Washington DC, London, Berlin and Singapore
  • HR assessment for multiple startups ready to shore up their infrastructure before taking their businesses through a high growth stage or IPO
  • Coaching executive teams through strategic planning for their leadership development function including succession planning and creating career development paths and retention plans for high potentials
  • Interim Head of HR assignments with pre-IPO companies in software analytics, digital advertising, big data, biotech, and cloud-based service companies
  • HR advising for several European and Asian headquartered companies interested in relocating their global headquarters or building regional headquarters in San Francisco/Silicon Valley
  • Comprehensive review of compensation programs for post-IPO tech companies, including benchmarking and redesigning of short and long-term incentive plans
  • Customized, high-touch outplacement projects for pre-IPO and mid-sized companies in the midst of restructuring or integrating acquisitions

Back to top

Press

Back to top

Spotlight on...

As we continue to deepen our relationship with HR execs across the US, we are excited to announce the opening of our New York office in early 2017! This new office will allow us to better partner with our clients on the eastern seaboard, including in Boston, New York, Philadelphia, Reston, Baltimore, Washington D.C., Raleigh, Charlotte, Savannah, Atlanta and Tampa. If you're looking for an HR executive search partner, consulting support, or outplacement services, or want to talk about your own career and our current searches, reach out to Jenny Chin (jenny@fplpartners.com) on our search team.

Back to top

About FPL

Frederickson Pribula Li (FPL) is the top global HR and strategic People Operations executive search and consulting firm in Silicon Valley. Founded in 1995 and headquartered in Menlo Park, our mission is to help our client’s succeed by elevating their people functions. Our HR executive search and consulting capabilities stretch worldwide with global hubs in San Francisco, Atlanta, Dallas, New York, Seattle, Paris and Hong Kong. Clients range from startups to the Fortune 100 across diverse industries.

Outplacement Practice

Re–evaluating your outplacement vendors? Require a higher utilization rate for your outplacement dollar? Need higher touch services and consistency across all markets? Since 1995, FPL is the outplacement firm of choice for sophisticated corporate buyers. Join the numerous Fortune 500 employers and small firms who have selected us over their previous vendor and are now enjoying the best of both worlds: each employee well taken care of, and consistency in every city.

Price shopping or need to customize a program? Contact our Corporate Outplacement Team at 650-614-0220 or email them at outplacement@fplpartners.com for more information on our outplacement services.

HR Consulting Practice

With the dramatic increase of global technology outsourcing and the continued geographic dispersion of corporate teams, the need for international human resources strategy, design, and project implementation has increased. Our global team of HR consultants has the specialized skills and breadth of expertise to develop and lead your initiatives—saving you time, money, and resources. We can manage the international recruiting function, help you hire key local managers or an entire startup team in an overseas market, and establish HR systems for global expansion.

Why clients choose FPL:
  • Results-driven, value-oriented. To keep your HR programs in line with your corporate direction, we provide HR strategy, cost-effective HR infrastructure, and pragmatic HR advice across all critical areas of human resource management.
  • Any size, any stage. We draw upon years of experience with startups, midsize firms and large global enterprises to guide our clients strategically through any stage of growth.
  • Work smarter, not harder. In survey after survey, CEO's say the number-one issue keeping them up at night is "people problems." We help you solve them so that you can get back to focusing on your business.
  • Contact our HR Consulting Team at 650.614.0220 or email them at consulting@fplpartners.com for more information on our HR consulting services
HR Executive Search Practice

Why clients choose FPL as their human resources-specialized executive search firm:

  • Prompt results. The average time from start of search to presentation of the winning HR candidate is 21 days. 50% of HR searches are completed in less than 45 days.
  • Superior results. More than 95% of HR executives placed by FPL are still with their companies five years following placement.
  • High client satisfaction. More than 90% of the firm's work is either repeat business or from referrals. A number of clients have been with FPL for more than a decade.

You get:

  • Access to the best global human resources executive talent available through extensive networks built upon long–term relationships with U.S. and global executives
  • Customized HR executive search solutions that fit your goals, budget and timeline
  • Interim HR management during the search process, followed by an assimilation period to ensure a smooth transition

Contact our human resources executive search team at 650.614.0220 or email us at executivesearch@fplpartners.com to learn how your organization can reap the benefits FPL can deliver: Improved performance and greater success through your most valuable asset—your people.

Diversity Statement

FPL welcomes and encourages all diversity candidates to contact us directly. We highly value the diversity of our FPL team, placement of diverse executives into our client companies and our diverse clients, candidates, and supplier partnerships. We want to help swing the pendulum the other way.

About Our Newsletter

The FPL newsletter, "FPL Partners In the Know," and FPL Executive Search Update are the intellectual property of Frederickson Pribula Li. They are a free resource to business professionals. To subscribe to this newsletter, email newsletter@fplpartners.com.

Back to top