Brick Data Technology

Brick Data Technology is a $250M managed services firm which specializes in secure, performance-driven Cloud hosting and data management for the Life Sciences, Financial Services, and Legal Services industries, in the North and Latin American markets. Contracted, Full-time, Executive level Human Resource Leadership position, under the Scorched Talent, LLC umbrella. Position responsible for providing overall leadership, direction and all Human Resources related strategy and support. Position had oversight of 500 Sales, Service, and Technology Professionals located throughout the United States, Canada, and Latin America. Oversight of 5 facilities, staff of 5 direct reports, and a budgetary responsibility of over $3 M.

Chief Human Resource Officer - Full Time, Interim

Scorched Talent, LLC

Scorched Talent, LLC specializes in providing interim Human Resource leadership solutions, tactical and strategic Talent Management Solutions, and Executive Recruitment services to the Private Equity, Medical Diagnostic Devices, Manufacturing, as well as other industries in the small-cap spaces (typically $5M - $2B).

Since 1/2021 - Have been acting as CHRO for Brick Data Technology, Inc., a Private Equity held Information Technology consulting firm, our largest client.

Principal HR and Talent Management Consultant

Deloitte

Deloitte is a $60B International professional services firm with 415,000 employees, globally.  While at Deloitte Consulting, held the title of Manager within their Human Capital Practice.  Responsibilities included, and not limited to: managing projects, building relationships with clients, developing talent, contributing to thought leadership, and supporting the development of Deloitte's Human Capital practice.

Manager - Human Capital Practice

General Motors

GMAC Home Services, later becoming Brookfield GRS (BGRS) was a $250MM division of Brookfield Asset Management.  GMAC Home Services, later BGRS is a leading global provider of real estate and relocation services.  Senior-level Human Resource Generalist position, with client population of 850 people, oversight of 7 facilities within North America and South America with a staff of 3 direct reports, and a budget of $1.250M.

Vice President of Human Resources - Americas - GMAC Home Services

Siemens

Siemens Healthcare Diagnostics was a $6.5B division of Siemens Healthcare Sector, which manufactures and distributes Clinical Diagnostic devices and supplies.  Senior-level HR generalist position responsible for providing overall leadership, direction and all Human Resources related strategy and support.  Position had oversight of 3,500 Sales, Service, Supply Chain, Procurement, EH&S, Manufacturing and Distribution employees located throughout the United States, Canada, and Latin America (Brazil, Mexico, Argentina, Chile & Puerto Rico).  Oversight of 16 union/non-union manufacturing facilities, staff of 35 direct/indirect reports, and budgetary responsibility of over $5.2 M.

Head of Human Resources, Americas

VWR, part of Avantor

VWR International was a $4.5B manufacturer, distributor, and logistics provider of Medical and Laboratory supplies and devices and part of Private Equity Firm CD&R (Clayton, Dubilier & Rice).  Position had a client population of 1,250 people with a staff of 4 direct reports.  Supported Manufacturing and Distribution, Sales, Marketing, Service, and 5 Unionized facilities throughout the United States and Canada.

Vice President of Human Resources and Talent Acquisition, Americas

Compass Group USA

Human Resource Director - Corporate Resources

NextGen DNA

Executive Recruiter

AT&T

Human Resources Manager

Are you experiencing high turnover rates without a clear understanding of why employees are leaving or a process to retain them?

As a leader, are you unsure about measuring and promoting top performers effectively?

Is your organization struggling to find and recruit the right candidates?

These challenges are not only frustrating but can lead to significant expenses. Consider these alarming statistics:

🚩 In January 2023 alone, 3.9 million people left their jobs, significantly higher than pre-pandemic levels.

🚩 Replacing a full-time employee can cost up to 2x-5x their annual compensation.

🚩 Shockingly, 40% of employees who quit did so within the first year, with 2/3rds leaving in the first six months.

If you're tired of wasting time and resources, we can help. Hi, I'm Michael Potvin, and I specialize in solving these Talent Management challenges.

Unlike other HR and Talent Management consulting firms, we have first-hand experience, and have "held the chair" as a CHRO and Head of HR for organizations and worked for top consulting firms like Deloitte, giving us a wealth of best practices to draw upon.

✅ We help our clients quickly & effectively attract, retain, develop, and promote excellent qualified, cultural fits to their organization.

✅ Our "Recruitment Accelerator" and our multi-pronged Talent Management process will get your open spots filled quickly and cost-effectively. 

✅ With our help, you can build a robust talent bench that sticks around.

Don't leave your Talent Management to chance. Partner with us to navigate every step of the journey effectively. 

DM or text me at 815.354.6784 today to stop watching great employees walk out the door.

Michael Potvin

💡 Let’s Normalize Sharing Interview Questions Beforehand! 💡
Imagine walking into an interview prepared, confident, and fully ready to share your story. That’s the power of sharing interview questions in advance. It’s a game-changer for candidates and interviewers, and here’s why every hiring team should make it a best practice.

1️⃣ Better Prepared Candidates, Richer Conversations 🗣️
Knowing the questions ahead of time empowers candidates to dive deep. They can prepare thoughtful examples, stories, and achievements to share in a more genuine, compelling way. No more scrambling for answers under pressure—it’s all about meaningful, valuable conversations. When candidates feel prepared, interviewers see their best selves.

2️⃣ Smooth, Structured Interviews 🗂️
When interviewers send questions in advance, they have to organize their thoughts and plan. This structure makes the interview flow smoothly, allowing interviewers to focus on responses rather than coming up with questions on the fly. The result? A more efficient, effective evaluation process where both sides can be truly engaged.

3️⃣ Encourages Candidate Curiosity 💡
Sharing that final question—"What questions do you have for me?"—reminds candidates to think critically about the role and company. This isn’t just a test of curiosity; it’s an invitation to show what they value, allowing interviewers a deeper glimpse into their priorities and thought processes.

4️⃣ Supports Inclusivity and Equity 🌍
Interviews are high-stakes situations, and providing questions upfront gives all candidates, especially neurodiverse or introverted individuals, an equitable chance to prepare. It levels the playing field and removes some of the inherent biases in traditional interview structures, making it easier for everyone to succeed.

What’s Your Take?

If you’re a recruiter or hiring manager, have you tried sharing interview questions beforehand? If so, what benefits or challenges did you experience? If not, what’s holding you back? Let’s discuss how we can make the interview process fairer and more effective for everyone involved. 🚀

Candidates, if you’ve experienced an interview where you received questions upfront, how did it change your experience? Let’s hear your story in the comments! 👇

Let’s work together to build a new standard in hiring—one that’s more equitable, insightful, and rewarding for everyone. 🌟

#EmpoweringInterviews #InclusivityInHiring #LeadershipCulture #EffectiveHiring #TalentAcquisition

13D Global Strategy & Research

13D excels at identifying trends, contagions, innovations, and the events that shape business models and dominate investment returns.
An essential resource for many of the world’s most in uential corporate strategists,  nancial investors and thought leaders, 13D Research provides its clients with a unique and actionable perspective of the world through strategy and research.
We publish two distinct reports each week:
1) WHAT I LEARNED THIS WEEK (WILTW) -- our core publication, distributed Thursday afternoons, typically 30+ pages, covering 10 or so global themes
2) WHAT ARE THE MARKETS TELLING US? (WAT- MTU) -- our Sunday technical analysis piece, using a graphical approach to further explore our core themes through charts

Senior Managing Director

I have been instrumental in driving the growth of 13D’s business for three decades by being actively involved in the identification, development, and analysis of many of the firm’s core global investment themes—primarily focusing on how disruptive technologies are helping provide solutions to economic problems and transforming industries through the “Law of Accelerating Returns” and Joseph Schumpeter’s “Gales of Creative Destruction.”

Woodley B. Preucil, CFA

A 41% increase in attack surface isn’t just a number, it’s a mirror of how fast our digital ecosystems are expanding.

Every time we automate a process, connect a new tool, or grant another access point, we widen the perimeter we’re supposed to defend. 

And most teams only realize it after something slips through.

For me, this reinforces one truth: cybersecurity maturity isn’t about adding more tools; it’s about understanding your own environment better than anyone trying to exploit it. 

Visibility is the new defense.

What this means is really simple:
If your digital walls aren’t evolving, they are outdated!

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Michael Potvin's LinkedIn Performance

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