Category: Blog Post


Anchoring Against the Slippery Slope, a Candid Interview with Rashmi Airan

“In December 2014, I was across from my 10-year-old son at a high-top table, sitting knee-to-knee and as I looked into his eyes I said: ‘Today, Mommy had to plead guilty to a federal crime.’”

I stumbled upon Rashmi Airan’s LinkedIn profile while doing some research on companies and prospects one recent Friday afternoon. Because I was focused on the compliance area, Rashmi’s profile kept getting recommended to me, so I clicked on her LinkedIn profile picture, and am so glad that I did. Rashmi’s professional history and her life story are mesmerizing and with each layer of the onion I peeled back, I wanted to discover more. So, I sent Rashmi a LinkedIn connection request and followed that up with a message for a quick discovery call. We agreed after that call to spend more time together to interview her and share her fascinating story and more importantly her mantra-like message of ethical vigilance. After spending time in a federal prison and a Florida County Jail for unethical activity, Rashmi evangelizes this concept, in the hopes of helping others avoid her fate.

Darin Hartley (DH): Can you please tell me about your background and upbringing?

Rashmi Airan (RA): I am the eldest of three daughters from a first-generation Indian family. The pressure to succeed and to strive for perfection because of these and other factors drove me to be the best at everything I pursued.  I wanted the perfect family, the perfect children, the perfect community, and the perfect career.  I wanted financial success. With this financial success, I knew I would be able to pursue my philanthropic needs in the Miami community where I lived. My father came to the United States with $8 and ultimately achieved great success alongside my mother in engineering, real estate, and, later, as a practicing attorney. My parents’ success drove my need for achievement even more. It burned like a furnace inside me and is part of the reason I have had many career successes.

DH: What was the arc of your career?

RA: I completed my undergraduate studies at the University of North Carolina and my post-graduate work from Columbia Law School. After working briefly at Morgan Stanley, I graduated as a Kent Scholar from law school and then worked for several major firms across the country. Eventually, I started a small private practice in south Florida.

DH: What inspired you to become a lawyer?

RA: My biggest inspiration was my Dad. He is a phenomenal lawyer. As an engineer, he was asked to wear a wire to help prosecute a corrupt city official, and after that, my Dad got his J.D. I was so fascinated with this story and the fact my Dad got his law degree, I wanted to follow in his footsteps.

Rashmi then said, “I am not sure that the practice of law was the right one for me. To be a great lawyer, you really need to be detail-oriented. I thrive on people skills and networking and influencing people. In the practice of law, you write a contract but do not have to leverage any people skills. As a lawyer, I loved being in court. I loved helping the client solve problems, but did not necessarily enjoy pouring over the details of a contract.”

DH: You had a successful and growing private practice. What happened?

RA: You are right. My private practice was growing, but I wanted to gain more clients, work, and revenue. In mid-October 2007, I was introduced to a real estate developer in south Florida who was looking for a local lawyer to act as a Closing Attorney on some condos he was selling. I was to be the closing agent and coordinate the transactions with the banks for approval. The problem was that he was getting money back to the condo buyers as incentives, which was not documented in the HUD documents sent to the bank. As a closing attorney, if I sign off that there was no cash going back to the buyer, and there was by creative means, I am liable for that.

DH: From the initial meeting with the unknowingly unscrupulous real estate developer, can you describe the timeline and major events that followed?


  • October 2007 – I met the real estate developer.
  • Through March 2009 – I completed closings for him in Tampa and Palm Beach.
  • Spring 2011 – The FBI knocked on my door; I let them in and spoke to them for four hours without a lawyer. You’re not told in law school that when the FBI comes to you, you can wait to talk with them with your lawyer present. The FBI was showing me documents from 2007 and 2008 asking me detailed questions about them. They left me with a subpoena for documents.
  • June 2013 – The FBI gathered enough evidence for a grand jury subpoena.
  • By October of 2013, the seriousness of the situation became clear.
  • April 2014 – I was indicted.
  • August 2014 – The discovery phase progressed for a long time. During the discovery phase, in August 2014, I made the decision to change my plea to guilty. I accepted that I was wrong.
  • December 19, 2014 – I met with government and made my official plea.
  • June 16, 2015 – I was sentenced.
  • August 17, 2015 – I surrendered.
  • December 28, 2015, through January 2016 – I was in the Pinellas County Jail, while I waited to testify in a case.
  • February 5, 2016 – I was released. Most of my time spent in FCI Coleman Camp in Coleman, Florida (northwest of Orlando). Because I testified I got an early release.

DH: You got an early release. Can you talk about what your original sentence was?

RA: I was sentenced to 366 days in federal prison. I have a $19M judgment against future earnings, I am on probation for three years, and 200 hours of community service. I cannot work in real estate or law business through my probation period.

DH: You have been through a lot. What were the toughest things that happened to you?

RA: This whole experience has been frightening and enlightening. There were several things that were extremely tough for me.

  • Coming to terms with my actions being illegal.
  • Mustering the courage to make phone calls to over 300 of my closest friends, peers, and colleagues to tell them exactly what I did. It was heart-wrenching each time I did this. However, 180 of these people found the time to write and send character letters on my behalf to the judge for consideration. Some of these same people participated in a character witness video, produced by Billy Corbin, which was invaluable.
  • Surrendering myself to the federal marshals. The whole intake process at the federal prison is mentally debilitating and humiliating. You hand over all personal effects, get DNA samples taken, get issued prison clothing, get handcuffed, and then get embedded with more than 400 strangers in a single day.
  • Being separated from my children.

DH: What do you want other people to know because of what happened to you?

RA: I was lucky enough to recently do a TED Talk. It was an amazing experience. The big takeaway from my presentation was to always practice ethical vigilance.   You always must listen to your inner voice and respond based on what you are hearing. Here are the steps to practicing ethical vigilance.

  • Pause
  • Listen to inner voice
  • Reflect
  • Do an ethical reality check
  • Make the best conscious decision you can make that you sense is right
  • No matter the consequence

For example, if you are working in a law firm, and you are asked to do something wrong, no matter the consequence, you shouldn’t do it.   As a lawyer of my own firm, I made some choices related to keeping my business afloat, which ultimately led to me seeing it sink.

DH: What does the future hold for Rashmi Airan?

RA: I feel it is my life’s mission to share my story with others in the hopes that they learn from it. I recently spoke at a new charter high school, SLAM, (backed by PitBull) approximately 100 students about the message of ethical vigilance. It is never too early to learn this message and incorporate it into one’s daily life. I am also speaking a lot at Fortune 500™ companies, law firms, trade association conferences and event, and graduate schools about this topic. I have been asked to consult on the issue of ethics, compliance, and the impact on organizational behavior at a multi-national level for corporations. I have been accredited to teach a Florida Bar CLE course on Ethics for lawyers and am in the process of submitting for CLE ethics course approval in other states.

You can see what I am up to at my Website



Angry Skies: The Unintended Consequences of Airline Industry Deregulation, Over-Regulation, & Lack of Common-Sense Regulation

(This article originally appeared in LinkedIn Pulse on April 23, 2017)

This week it’s American Airlines. A viral video of a distraught mother and what appears to be an overzealous flight attendant in a disagreement over a baby stroller. To make things worse, an apparent vigilante passenger tries to intervene and nearly ends up in all out brawl, while the plane’s captain and another flight attendant try to intervene.


Airplanes are configured for rage,” says Margaret King, director for The Center for Cultural Studies & Analysis, a consumer-research organization based in Philadelphia. “Designers just didn’t do the math on the personal space as part of the human factors involved on board.” (USA Today)

Last week, United Airline’s removal of Dr. Dao on an overbooked flight created a media storm, which cost the company not only in brand perception but in lost revenue and market capitalization (about 4% the day after the video’s release). I actually feel bad for both United and Dr. Dao but I believe when you look at the series of macro-level factors on the airlines, airline employees, and the traveling public it is almost understandable.

Deregulation helps create new airlines catalyzes competition

The airline industry was carrying more than 100M in the 1950’s and more than 200M by the 1960’s. The federal government was struggling to keep pace and in 1978 the airline industry was deregulated. This was meant to ultimately reduce ticket prices and entry controls holding sway over new airline hopefuls.

While many “new” airlines entered the market, most of them didn’t survive, and as you can see from the most recent Burea of Transporation Statistics data, the top four carriers, American, Southwest, Delta, and United own nearly seventy percent of the market (68.6%).

While deregulation was supposed to decrease barriers to entry and open competition, the list of failed airlines is longer than the security lines at the airport. Many of these most of us have never heard of. Some of these up-and-comers lasted less than a year. Some were well known like, Braniff, Ted, Eastern, and Texas Air.

While barriers to entry were decreased for new airlines and ticket prices dropped, not everything about airline deregulation has driven a great customer experience. To stay competitive while reducing prices, airlines often removed “frills” from the price of standard tickets, often reduced the size of their employee base, crammed more people on to flights, reduced spacing between rows, and in general, have forsaken the customer experience for profits.

This provides a less-than-optimal experience for both the flight crew and passengers. This chronic focus on profit, while great for stockholders, can’t create a high-level of employee engagement with flight crews and for sure affect perceptions and actual experiences of passengers.

Post 9/11: More regulations

The tragic 9/11 terrorist attacks rightly drove the need for more regulations, more passenger screening, more lines, more disgruntled fliers and robotic TSA staff. Each new terror attempt or dangerous technology (e.g., the shoe bomber, the underwear bomber, and Samsung Galaxy Note fires) brings new screening rules and guidelines, which seem to be interpreted differently depending on the airport one departs from. This creates frustration for TSA screeners as well as the flying public.

Lack of Common-Sense Regulations

In the current airline ecosystem, the airlines seem to have “absolute power.” They legally can overbook flights, suspend routes, cram you in a row with no leg room, create schedules with nearly impossible gate connection times, and basically own the soul of the passenger from the time they cross the threshold of the aircraft door until they exit on arrival. Airlines are businesses, I get it. They have to be profitable but isn’t it just a little short sighted to disavow the passenger’s flying experience?

Take a look at a sampling of 50 airline incidents from 2016 compiled by the NASA Aviation Safety Reporting System. Many of the incidents are caused by passengers but a fair amount of them are flight-crew related. The nut of this for me is that all of these macro-level events and realities and lack of common sense regulations are making everyone (passengers, flight crews, security screeners, gate agents, etc.) more stressed.

All of these money-generating ideas create angst for flight crews and passengers alike:

  • Cramming passengers together in rows and seats with barely enough room
  • Overbooking flights
  • Charging for everything, in-flight entertainment, meals, drinks, better seats, exit rows, and checked luggage. (I am waiting for the day when passengers have to swipe a credit card on the lavatory door to gain entry.)
  • Hawking airline credit cards. I actually feel sorry for the flight attendants who have to do this schlepping for the airlines. They wander up and down the aisles during the aircraft’s descent like zombies hoping for signatures on applications.

There is hope

I don’t think the skies have to continue to be angry. My hope is that with the crescendo of some of these recent airline incidents that the industry will work closely with passenger consumer groups to work on the customer experience. I believe that while some of these changes may create costs for the industry in the short-term, all companies know the lifetime value of a happy customer can be immense. And, I know the industry can flex, as evidenced by recent changes to allow fliers to use their small electronic devices during take-off and landing.

I See Dead People

Blurred mysterious people walking in a weird background

It happened again last week

I am on LinkedIn multiple times a day to network, read great posts, article shares, etc. I also like to publish and share content to my network as well, as a way to grow mine. In the first log-in on LinkedIn on a new day, there are always an updated set of work-related anniversaries for your connections, in the upper right-hand corner, like the image below.



A visit from an old friend

Last week, I noticed one of these “Keep in touch,” blocks showed the fifth anniversary of one of my first -degree connections and a client I had sold many professional services to over the years.  This would have been fine, except that this person has been deceased for nearly four years.  It is one of those strange unintended consequences, which social networking companies, haven’t really addressed.  Shortly after the first time this happened, I sent a query into LinkedIn support and asked about how profiles of deceased get removed.  I got no response.

So, my former professional peer, friend, and client lives in a kind of pixel-based purgatory, who is there, but not really.

Yes.  I see dead people.  I’d be interested to see how many of you do.

Note:  This post originally published on LinkedIn on October 15, 2016.

Driving Beyond Implementation: The Journey to Achieve EHR Adoption

Check out my latest blog post for The Breakaway Group.

Driving Beyond Implementation: The Journey to Achieve EHR Adoption


Life Hacks for Learning Pros: How to Write a Blog Post Title…Quickly

Pokémon™ Gets You Go Go Going!

PokmonMy oldest son (26) has been a huge Nintendo fan his whole life.  He has always loved Pokémon™.  He first traded the cards and then started to play the hand-held games with cartridges, which evolved to playing other gamers online through his Nintendo 3DS, etc.  He’d often be riding the ferry over to work in Seattle battling other gamers from all over the world.

As a learning professional, the external motivation this game provides, which catalyzes the intrinsic motivation of its users is nothing short of staggering.

Last month when the latest evolution, Pokémon Go™ was released, he got super excited and of course started playing immediately.  One night, several weeks ago, he came over to our house and insisted we go down to the Poulsbo waterfront downtown.  He made sure I had the Pokémon Go app loaded on my phone and off we went.

When we parked and started walking to the waterfront, near the marina, the place was bustling with energy and lots of people of all ages.  There were younger children, teenagers, young adults, and middle-aged people all there catching…Pokémon.  The social aspect of this game fascinated me and practically as soon as I turned the app on, Pokémon and Pokéstops, were all over my screen. PokéStops are represented as cubes on the screen.  When you get close enough, the cube converts to a wheel and you can spin the image for items.  Because there are PokéStops there, players can release lures, which attract Pokémon, which explains why so many people are there all the time.  It’s a veritable melting pot of Pokémon and people.

The game is pretty simple, but there are some strategies to use.  There are a couple of ways to organize your collection.  There is one area of the app where you can see your capture Pokémon as well as their Combat Power (CP) points.  This is where you can “power up,” “evolve,” and or “trade-in” extra Pokémon for candy, which is needed for your captured Pokémon to evolve.  The Pokédex is where you can see, which of the 150 Pokémon in the current release of the game, you have captured, and get additional information about them there.  For more information on the game check out the article on Wikipedia.


The object is to capture as many Pokémon as you can for yourself, and one of three teams you join.  You capture Pokémon by throwing Poké Balls at them by swiping the ball and striking their target area.  You can defend gyms, and also hatch eggs, which can only happen, when the Pokémon egg is placed in an incubator, and the Pokémon trainer (player) walks 5 KM.  This is ingenious, I believe.

The fact that you can add new Pokémon to your collection by walking to hatch them and by walking to see them at new Pokéstops or wherever you might be is a great motivational tool.  I like to walk a minimum of 10,000 steps a day.  With my consulting company, I hadn’t typically been walking as much as when I was commuting to Seattle on a regular basis.  So, I decided, I’d walk an hour each day at lunch, but to make it more fun, I’d play Pokémon Go, for the hour I walked.

The results are fascinating (over 70,000 steps in the last seven days).  You can see when I started walking using the Pokémon Go app, I have had no problems getting my 10K steps in.  So it really does make you  go go go!  If you are looking to get walking or running again and you want a different kind of motivator, I challenge you to try this fun game.results

As a learning professional, the external motivation this game provides, which catalyzes the intrinsic motivation of its users is nothing short of staggering.  It makes me wonder… ”How can we as learning professionals use this or something like this to help drive real behavior change in our learning audiences?”  Let me know what ideas you have.

I invite you to…

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The Janus Experience 100-day Update

It’s been about 100 days since I started my own company.  And I have been thrilled to date with what has happened and the ability to own my work-life balance and continue to pursue my personal passions.

I have three current clients I have signed contracts with and have two more in the works.  There are of course some days that are a little tougher than others, but I have enjoyed continuing to stretch myself personally and professionally.

Lots of Opportunities

One red thread of existing clients and prospects I am working with is the need for well-qualified employees and/or contractors.  I have been able to help some of my professional peers identify work and projects to bid on, etc.

Because of Job Opportunitiesmy tenure in the world of workplace learning and performance, I know a lot of great people.  And I like to help people in my network.  If you’d like me to keep on the lookout for opportunities that are available (and there are several active searches right now) all you have to do is:

  1. Complete the form on The Janus Experience, website.    Just add:
    • your name, email, phone number, and then click the box, which says “Subscribe to the Janus Experience Newsletter.”
    •   Click one or both boxes for contract and/or full-time opportunities.

What happens next?

I’ll add you to the mailing list, and send regular updates.  I will also notify you of specific opportunities you may be a great fit for.

I appreciate your help with this.  Feel free to share this post with others.





(Book Review) Beyond Implementation: A Prescription for Lasting EMR Adoption – (Haugen, Woodside, 2010)

Beyond Implementation(Book Review) Beyond Implementation:  A Prescription for Lasting EMR Adoption – (Haugen,  Woodside, 2010)

I just finished reading Beyond Implementation: A Prescription for Lasting EMR Adoption by Dr. Heather Haugen and Dr. Jeffrey Woodside.  I have been fascinated with the notion of technology adoption as I have helped implement and drive adoption of software solutions in multiple companies in my career.  While the focus of this book is in Electronic Medical Record (EMR) adoption, I found the book’s core tenets and principles applicable to any new software implementation/adoption project.  Just change the acronym from EMR to Client Relationship Management (CRM) or Enterprise Resource Planning (ERP), ad infinitum.


Very early in the book, the authors stress the difference in “implementation” vs. “adoption.”  An organization can put together an Implementation Dream Team and have an amazingly successful “Go Live Launch,” only to have subsequent substandard adoption and a disgruntled end-user audience.   True adoption as described by the authors really only comes when the end user has both the knowledge and the confidence (think efficacy) to use the new solution in accordance with best practices and organizational policies as a part of their typical work routine.

It Starts at the Top

Successful adoption of any new technology solution requires engaged, inspired, and motivated leadership for several reasons.  The total cost of acquisition and ownership of any new enterprise system requires a senior level leader to make the business case and to obtain the requisite funding for the project.  But, just as importantly, this same leader must be the paragon of public communication and the corporate cheerleader for sustained use of the new technology.

Old School is Out

The authors conducted significant research of many EMR implementations and one of the red threads in their findings correlating to miserable EMR adoption was an overreliance on traditional “train the trainer” methods for end-user training.  This was exacerbated often by EMR systems not being fully ready when end-user training occurred, over-training, and “one-size-fits-all” training, which frequently occurs for these types of enterprise rollouts.  For true learning to occur, the end user must experience content, information, and knowledge in four phases:  introduction, assimilation, translation, and accumulation.

Those aforementioned phases often occur haphazardly (if at all) with traditional training practices.  End users are trained at the wrong time, in content and processes not related to their job, and way too much information.  For example, classroom training is often conducted weeks or months before the end user will actually get access to the new EMR system.  It’s going to be very difficult for the learner to recall the training when he or she gets access to the new system.

Adoption:  Just Do It

I am a huge proponent of “practicing and failing in a safe environment,” to enable true learning to occur.   It is critical for efficient role-based adoption to occur with EMR systems.  With the advent of online learning, mobile learning, and software simulations, this can be a very real and high-impact part of any EMR (or other new technology).  It is that role- and scenario-based use and practice, which not only drives and sustains knowledge, but also end-user confidence.

EMR Adoption isn’t an Event.  It is a Dynamic Evolving System

Even the best EMR projects with flawless implementations and promising organizational adoption can deteriorate if they aren’t given the proper care and feeding.  Natural questions that can arise and should be addressed include:

  • How can we effectively communicate updates and changes in workflow to users?
  • How will we educate new users?
  • How will we update quick reference guides or course materials?
  • When will metrics be collected and how will they be used?

When planning for a new system like this, make sure to include adequate post implementation resources to address new issues and requirements.

Measure, Measure, Measure

As part of the initial project planning, your team will have established success metrics for the project.  With each phase of the project through implementation and adoption, ensure you gather the right data to support the monitoring of the EMR (or other system) adoption.  This is key for overall project success, but also may be required, if any portions of the project are being paid for by granting entities, who will want to see evidence of sustained adoption.


If I had to use one word to capture the essence of this well-written book it would be: fungible.  It clearly has great alignment with EMR implementation/adoption, but its models, processes, best practices, and recommendations are applicable, I would argue, with any new technology rollout.   Please check it out.  I believe you will find it as valuable and fungible as I did.

Want to know more about Heather Haugen and The Breakaway Group?

Love ’em or Lose ’em: The importance of high-touch recruiting


According to a recent ERE Media survey, recruiters said 42 percent of their candidates who got an offer turned it down. 

Don’t let the technology lull you into a low-touch mechanical experience with your candidates, or you may lose them.


Altanexa’s Recruiting Relationship Model

One of 2016’s biggest talent acquisition trends is about the importance of the relationship and the high-touch experience.  See Altanexa’s Recruiting Relationship Model below.   There has to be a continuous channel of communication, collaboration, and cultural exchange with all of the core stakeholders.  In this case, the recruiter is acting as the point person, who manages the overall interactions during the process, but more importantly, is nurturing the relationship and trust of the candidate in the client, and the client and the candidate.


While some of the interactions will be via email and other technologies, nothing is as powerful as open dialogue and open-ended questioning techniques, which will cull out more insights and information, which is invaluable to all parties.

It’s all about that culture!

How do the best companies keep their candidate pipeline stuffed with well-qualified candidates?  They make sure their company culture is readily available to see and understand.  Zappos’ recruiting processes embodies this.  Check out how they provide access into their culture and see sample “Zapponians” talk about what it is like to work at Zappos.

The culture aspect of recruiting can’t be underestimated for any of the involved parties:  client, candidate, or recruiter.   Much as an experienced art docent at a museum weaves stories, anecdotes, interesting facts, and little-known secrets about the art in a museum, the recruiter acts as the docent for the client and candidate.  The more the recruiter is credible in the cultural exchange between the courting parties, the greater chance of placement success and more importantly candidate retention.

“I am not a cog in your machine”

recruitingIf you are still reading this, there is a good possibility you have been or are currently, in the position of trying to hire hard-to-find candidates.  Most of these candidates know their value in the market and want to feel like a respected partner throughout the placement process.  If the recruiter or client treat these candidates mechanically and don’t create a rapport and open, frequent communication, they will likely not successfully place/hire the candidate.  Furthermore, they may let their professional networks know about their experiences with the hiring company and the recruiter.


Recruiting is one of the purest forms of sales

Recruiting, at the end of the day, is one of the purest forms of sales.  In this day and age when many recruiters are viewed as commodities, the best recruiters leverage the core tenets of the Challenger Sales Model™ in their engagements.

  1. Teach the client and the candidate something they didn’t know.
  2. Create the solution.
  3. Close the candidate.

For example, maybe you know through discussions with your candidate, that she is a wine enthusiast.  You also know that the headquarters is less than thirty minutes away from some of the best wine made in Columbia Valley of Washington State.  Why not bring it up in a conversation and maybe send the candidate a book on Columbia Valley wines?  Share location demographics and other information, which someone who might need to relocate would find valuable.

As a recruiter, you work tirelessly with both your client also to determine a solution, which will help place the client, and help show the value of your knowledge and best practices in tandem with what the candidate is seeking in his or her next career move.

Finally, when the parties are educated about each other, and a contractual solution is created, you can close the candidate and the organization’s opening.  Stay with the recruiting project until it is completed and send a handwritten thank you note to the primary client stakeholder, the candidate, and any other people in the process who helped you get the job done successfully.

5 Tips for Better Client/Candidate Relationships

Here are five tips to help you have better client/candidate relationships.

  • Subscribe to Google company alerts and/or follow the client company on LinkedIn.  Share any interesting or related news with your candidate seeking a role there.  It shows you are looking out for the candidate and helps her be better prepared for future company interviews.
  • Go beyond the candidate resume.  What is the candidate’s personal passion?  What are some of the activities they like to pursue when they are not working?  Personal passions often are correlated with strengths, which can be useful to share with your client.
  • Ask your candidate about their strengths and/or gifts.  If they haven’t completed a Strengthsfinder™ or Standout™ assessment recommend they take one and for late-stage finalist candidates, consider paying for this for them.
  • During the placement process, conduct a weekly 15-minute one-on-one with the client Point-of-Contact (POC) and the candidate, to validate progress and to be able to provide updates to both sides.
  • Treat your client and candidates like you would like to be treated during the placement process.


In today’s high-tech, fast-paced, information-laden world, passive candidates (and job seekers) seek to be treated with respect, understanding, and responsiveness. After the recruiting and interview process is finally complete (with the extensive time commitment that process required of you and your team) it can be devastating (and expensive) to have that offer declined. To ensure you will get your offers accepted in future, remember to continuously build and strengthen your developing relationships with candidates throughout the entire interview process through shared knowledge, collaboration and open, frequent direct communication.   If this has taken place, you will find yourself landing your first-choice candidate more often.


Altanexa represents the pinnacle of connecting high-growth companies to high-potential talent. We’re elevating retained search and talent recruitment through the convergence of intuitive expertise, powerful analytics and research… all delivered in a flat-fee model.

Can we help you?  Will you help us?

  • Let us know if you are interested in a free 30-minute consult, which will include a sample candidate (blind) matrix for your open position(s).
  • Are you in need of recruiting services?  Would you like a high-touch sourcing partner for your technology- and other professional-candidate needs?  If so, contact Margot Finley.
  • If you aren’t actively seeking a candidate, but you know a co-worker or professional peer who is, would you please consider forwarding this newsletter to that contact?
 All the best,

Margot Finley
Chief Recruiting Officer
Direct: 904.607.0542

Six-Question (Sixty-Second) Compliance Training Survey

Compliance Survey

I am interested in gaining insights into compliance training in various organizations.  I’d appreciate it if you’d click the link below to take a Six-Question (Sixty-Second) Compliance Training Survey.  I would like to get responses from over 500 professionals if possible.  I will then share a summary of the results in a subsequent blog post.

Six-Question (Sixty-Second) Compliance Training Survey

Feel free to forward the article and/or the survey link.

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