Current Searches 2017

This list highlights some of our current search assignments. If you think you are well qualified for one of these opportunities, you may e-mail your resume to Kaplan Partners for potential consideration. In addition, if you know someone who might be a prospective contender for one these roles, please make a confidential connection.

  • President & COO, Large Multi-State Regional Bank
  • EVP & Chief Risk Officer, Mid-Atlantic Regional Bank
  • Chief Financial Officer, Large Credit Union
  • Head of Wealth Management, Large Regional Bank
  • EVP Retail Banking, Large New England Regional Bank

Does Your Bank Have A Dream Team

Assessing Your Bank’s Leadership Team is the Foundation of Successful Succession Planning

<To View the Article in its published format, click here: Dream Team Article A 8-2017>

Many bank Boards of Directors and CEOs are proud of their bank’s executive team. And rightly so! Yet frequently those feelings of pride dissolve into uncertainty when the bank is faced with the decision to promote a banker into a top executive position or even the CEO role.

How does this happen? Why do well laid out succession plans sometimes evaporate in the face of reality when the time to elevate someone finally arrives? One of the reasons, based on our experience working with hundreds of community bank boards and executive teams, is that directors are often missing context when faced with a promotion decision. The lack of relative perspective on comparative candidates for similar roles may at times impede the comfort level necessary for a board to validate a promotion decision.

<To Read the Article in its published format, click here:  Dream Team Article A 8-2017>

This article appeared in the Pennsylvania Association of Community Bankers Publication in 2017.

Alan J. Kaplan is Founder & CEO of Kaplan Partners, a retained executive search and talent advisory firm based in Philadelphia.  Kaplan Partners is the country’s only retained executive search firm member of the ABA & ICBA.  You can reach him at alan@KaplanPartners.com or 610-642-5644.

Driven to change: Pep Boys’ new talent strategy boosts profits

Sometimes the road ahead requires a different kind of driver.

Back when Pep Boys was approaching its 90th anniversary, the Philadelphia-founded automotive services company embarked on intensive efforts to craft a new strategic plan. Although Pep Boys had become a multi-billion-dollar operation with more than 800 stories across the U.S. and Puerto Rico, company leaders believed they needed a deeper understanding of their position in the market, the needs of their customers and the service strategies that would optimize Pep Boys’ profits.

“The Road Ahead” initiative convinced executives to make a strategic shift in corporate culture. Rather than focus on providing the lowest prices to customers, Pep Boys needed to provide customers with a higher level of knowledge and assistance. “We don’t sell, we solve” soon became a company mantra. To fulfill that promise, however, Pep Boys would have to adopt new approaches to recruiting and training.

The company identified the skills and traits employees would need to thrive in the new culture, then retooled the careers section of its website to succinctly describe and attract desirable candidates. Adorned with a photo of a slick, black car, the page asks “Are you built this way?” Pop-up boxes explain how certain skills and behaviors – such as perseverance, creativity, customer service, continuous learning, performing under pressure and being a team player – are as essential to Pep Boys operations as brakes, oil, tires and a smooth-running engine are to any automobile.

The company also rolled out a program of ongoing and tailored training for both new hires and existing employees. It expanded and updated in-house training programs to reflect its new culture. Through in-person and online lessons as well as on-the-job coaching, the program covers onboarding, product knowledge, automotive theory, technical skills, information technology, finance, and company-specific systems.

The training also encompasses, customer service, time and stress management, and leadership development. The results of embracing a new culture and developing a talent force to implement that culture have helped converted stores experience double-digit sales increases, despite the tough economy.