In Memory of Jonathan Gourwitz
On Saturday, May 2 we lost a dear friend and colleague, Jonathan Gourwitz.
In the year he was a part of the Brightwing team, Jonathan made us a better organization, and he made each one of us a better person.
Compassionate, practical, and always funny, Jonathan brought so much intelligence and warmth to every single interaction. Every day it was clear how devoted he was to helping people reach their potential and find success.
We will hold on to all the good that Jonathan brought us and will always remember him for the special way he had with words and with people.
His passing is a terrible loss. Our deepest condolences go out to Jonathan’s wife Sarah, family, and friends.
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[VIDEO] Meet Jeff & Jeff from Brightwing DFW
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Meet Jeff Borra and Jeff Genovich, co-managers of Brightwing’s Dallas-Fort Worth office.
What’s most exciting about the Dallas-Fort Worth market?
Jeff B: It’s a really diverse market. Jeff G: What isn’t there to be excited about the Dallas market? Jeff B: It actually has one of the lowest unemployment rates in the entire country. It had the most amount of jobs in the last year alone in any city in the country, too. So there’s a lot going on. A lot of growth, a lot of opportunity and a lot of people we can help.What do you love about the Dallas team?
Jeff G: I just like how well we get along together outside the office and inside the office. We’re more than willing to have tough discussions with each other and work hard together and hold each other accountable. But at the end of the day we’re just one big happy family. That’s what I love most about our team.What motivates you?
Jeff B: When you work with clients, you’re trying to solve problems, you’re trying to solve issues that they’re having. And if you can resolve those by finding that next great candidate, once you do it’s a really rewarding feeling. And even when you’re working with candidates and they may already have a job, they may be in the market looking, but once you find that new opportunity… I mean, your job outside of your family is one of the most important things, and it’s great having a huge impact on people like we do. Jeff G: That’s the candidate and client side, but our team. Just making sure that they can provide for their families and helping them develop and grow and just watching them blossom is very, very rewarding for both of us. [vc_btn title=”join the brightwing team” style=”custom” custom_background=”#ffc600″ custom_text=”#0a0a0a” shape=”round” size=”lg” link=”url:http%3A%2F%2Fwww.brightwingbdev.wpenginepowered.com%2Fcareers%2F|title:Brightwing%20Careers||”]let’s get to know each other
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[VIDEO] The Biggest Mistake Managers Make
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Watch Brightwing President and Management Consultant George Opitz talk about the power of exit interviews and onboarding while building your employee engagement strategy.
What’s the biggest mistake you’ve made while building employee engagement?
GEORGE: We didn’t always have it right. You grow into this. I said this before. It’s not like: “We’re going to have an initiative for a quarter or for a year to create employee engagement.” It really is a commitment. We interviewed this young lady to come into our organization as a recruiter. We loved her when we interviewed her. Everybody did. We brought her on board… and she quit. In her exit interview, which is also important –because when you want to learn and build engagement, you need to exit interview your employees so you understand where the missteps were. If we hadn’t heard this, we never would have gone in the direction we went in. And what happened was even though everybody liked her, everybody was very tight. She had trouble breaking in. She had trouble making connections once she was here because everybody else was already so connected. And we didn’t have a process to help with that. And that’s where we came up with what evolved into our onboarding program. And part of our onboarding program is that everybody who comes into our organization has a mentor that they get assigned to. And that mentorship has nothing to do with their particular job. It has to do with helping them connect with the organization and who the organization is. We would never have figured that out without the exit interview. And I feel real bad that that’s what happened to this individual, but as good as we thought we were already in our assessment of bringing people on board, we had missed something. We had built a great, connected organization. We hadn’t figured out how to bring new people into it. And that’s what we learned out of that. Looking to build your team? At Brightwing, our talent acquisition approach is one-part relationships, one-part insight, and one-part results. We know it’s a recipe that can work for you.let’s get to know each other
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To maximize offer acceptance, you’ve got to help candidates imagine a future where they love working for you and with you. Here are 5 keys to making it nearly impossible to turn down your offer…
Brightwing is happy to announce that they have been named to Crain’s 2018 Cool Places to Work in Michigan list for the third consecutive year.
Brightwing, a national staffing and recruiting firm, is delighted to announce the launch of their new website. The new site has been redesigned to reflect the company’s dedication to its brand promise, “Recruiting, Reimagined”, while delivering a dynamic and engaging user experience.
Brightwing was named one of Crain’s 2016 Cool Places to Work in Michigan!
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