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.

💔 The Hidden Grief of Job Loss: How to Navigate and Thrive 💔

Losing a job is more than just losing a paycheck, an emotional experience that can be just as profound as mourning a loved one. Whether it’s a role you loved or one you tolerated, the sudden shift leaves a void that many don’t expect.

Just like the grief of losing someone, the process of coping with job loss takes time, patience, and, most importantly, self-compassion. Here’s how you can navigate this tough terrain and come out stronger:

1️⃣ Acknowledge Your Grief: You’re not just losing a job; you’re losing routine, relationships, and a sense of purpose. It’s okay to mourn that. Reflect on your emotions—this step is critical for healing and moving forward. Ignored grief can affect future interviews, career decisions, and overall well-being.
2️⃣ Rebuild Your Routine: When a job disappears, so does structure. Crafting a new daily routine helps you regain control. Treat your job search as a full-time job—set goals, block time for applications, networking, and self-care. A balanced routine grounds you and brings purpose back into your day.
3️⃣ Seek Support: This journey isn't one you have to walk alone. Reach out to friends, mentors, or career coaches. Networking can provide both opportunities and emotional support. Sometimes, fresh perspectives from those around you can open doors you never considered.
4️⃣ Embrace Growth: Look at this moment as a reset. Use this time to assess your career path—what’s working, what isn’t. Invest in yourself—learn new skills, explore passions, or volunteer. This could be the opportunity for reinvention you didn’t know you needed!
5️⃣ Stay Persistent: The job market can be tough, but resilience is key. Every rejection is a step closer to the right opportunity. Keep pushing forward, stay positive, and remember, your comeback is just around the corner.

If you're going through this, know you're not alone. With the right mindset and support, this experience can transform into a journey of self-discovery and renewed strength.

Let’s connect! If you need advice or just want to talk, my inbox is open. We’re in this together.

#JobLossRecovery #CareerResilience #GriefAndGrowth #OpenToWork #CareerTransition

Michael Potvin

💥 Disagreement isn’t dysfunction. It’s progress in motion. 💥

Some of the greatest breakthroughs in business didn’t come from nodding heads—they came from constructive conflict.

The problem? Too many managers and recruiters try to build “harmony” by shutting down disagreement. That’s not leadership—that’s fear. 🚫

Here’s the truth 👇

✅ Disagreement fuels creativity – When smart people debate, new angles emerge that no one person could have solved alone.
✅ Disagreement builds resilience – Teams that can challenge each other openly develop thicker skin, stronger trust, and better results.
✅ Disagreement uncovers blind spots – Innovation thrives where assumptions are challenged, not where everyone thinks the same.
✅ Disagreement shows engagement – Silence isn’t loyalty. It’s disengagement. A passionate argument means your people care.

But here’s where leaders go wrong:

❌ Surrounding themselves with “yes” people.
❌ Rewarding compliance instead of courage.
❌ Confusing disagreement with disrespect.

👉 Great leadership isn’t about shutting down dissent. It’s about channeling it productively.

The best leaders invite disagreement, knowing it leads to sharper strategy, stronger teams, and better outcomes.

If you’re not hearing healthy pushback in your organization, ask yourself: are people truly aligned, or just too afraid to speak? 🤔

💡 The choice is simple:

Coddle conformity—or cultivate conflict that drives innovation.
Your move.

#LeadershipMatters #InnovationThroughDebate #CourageOverComfort #DisagreementsDriveGrowth #NoYesPeople

Keeping it Real: Staying Positive During Job Hunting ✨
 
Hey job hunters, HR pros, and everyone in between! Let’s have a real talk.
Rejection? Yeah, we’ve all felt it—those "thank you for your time, but..." emails. The "after 'careful consideration'" emails (which come in at 3:00 am on a Sunday)...or the newest ones "We appreciate the time it took for you to complete the application" - And while it can hit hard, trust me: it’s not the end of the story. Far from it, actually.
 
Here’s the deal—getting ghosted or rejected doesn’t mean you’re not worthy. It just means your "yes" is still out there, waiting. Every “no” is just part of the process, even though it can feel like you're stuck in quicksand at times. So what can you do? Let’s break it down:
 
🌟 Flip Your Perspective: Rejection isn’t failure; it’s feedback. Every “no” is like a breadcrumb on the path to your next big gig. Instead of letting it bring you down, think of it as a sign that you're one step closer to that one “YES” that matters.
 
🌟 Stay Positive—Like, REALLY Positive: Easier said than done, right? But here’s the thing, keeping your energy up isn’t just good for your sanity—it shows. Hiring managers can tell when someone’s got good vibes even through the screen. So keep putting your best self out there.
 
🌟 It’s a Marathon, Not a Sprint: Job searching can be a grind, no doubt. But don’t get discouraged if things take a bit longer than you’d like. Stay patient. The best things come to those who don’t settle.
 
🌟 Find Your People: Don’t go through this solo. Lean on your network or find new groups and communities of folks going through the same stuff. Trust me, that support makes all the difference when the grind feels never-ending.
 
🌟 Rejection = Redirection: Seriously. Sometimes not getting a job is actually a blessing in disguise. Maybe it wasn’t the right fit, or maybe there's something even better lined up. Keep the faith—things usually work out in ways you didn’t expect.
 
At the end of the day, keep pushing. Your “yes” is out there, and when it comes, it’ll be worth every “no” you heard along the way. 💪
 
Have you had a rough rejection recently? Let’s talk about it in the comments below. We’re all in this together!
 
#KeepGoing #StayPositive #JobSearch #HRCommunity #Resilience

Kindness is the True Superpower in Leadership 💥

Let’s be real: there’s nothing soft about leading with kindness. In fact, it’s one of the smartest things you can do as a leader.

Picture this—you're the new person at the office 🏢, feeling a little out of place and unsure of your next steps. And then, one of your colleagues takes the time to genuinely ask how you're doing, maybe even offers to grab a coffee ☕ and help you navigate the lay of the land. That one small act can flip your entire first-day experience from nervous to confident in an instant.

And that’s the thing about kindness—it doesn’t just feel good; it makes real impact. It’s about seeing people, hearing them, and building a culture where everyone feels valued. 🙌

Here’s why leading with kindness is key:

◾ It builds trust: When you treat people with respect and empathy, you create an environment where trust thrives. And trust? It’s the foundation of any great team.

◾ It fuels creativity: People bring their best ideas to the table when they feel safe. Kindness helps you build that safe space where innovation can flow.

◾ It makes tough conversations easier: Being kind doesn’t mean avoiding hard talks. It means showing up with empathy, which makes resolving issues a lot smoother.

◾ People remember it: Long after a project wraps or a deal is closed, people will remember how you made them feel. And that’s what keeps great talent around.

So yeah, it’s not just about being nice—kindness is a serious leadership tool. When you lead with emotional intelligence and compassion, you’re not just a boss—you’re someone people want to follow. 💪

Ready to make kindness your leadership superpower?

#LeadWithKindness #EmotionalIntelligence #Leadership #EmpathyWins #KindnessMatters

🚨 Job Descriptions ≠ Job Ads 🚨

If you're using job descriptions as your job advertisements, you're missing a HUGE opportunity! ❌ Think about it – candidates are not hunting for dense paragraphs of duties and requirements. They're looking for inspiration, engagement, and clarity.

🕵️‍♂️ They need a hook, not a list. Their time is limited, their attention spans even more so. Here's why your job ads aren't working if you're treating them like descriptions:

1️⃣ Interest Fades Quickly: Boring bullet points and endless requirements lose candidates in seconds. They abandon the ad or blindly apply without much thought. Result? You’re losing quality talent before they even start. ⌛

2️⃣ Lead with Value: Candidates want to know what’s in it for them! Highlight the essentials right up front:

Salary 💰 – transparency is key!
Perks 🍬 – what's sweet about working there?
Location 📍 – where’s their next adventure?

3️⃣ Sell the Experience: Job ads are your chance to shine! Don’t list tasks—sell the dream job. Make them picture themselves thriving in the role. Inspire them to want to be part of your team.

Remember, you're not just filling a role; you’re offering an opportunity. Treat it like a marketing campaign! 🎯

Want to increase your application rates? Stop recycling job descriptions. Start creating ads that attract. ✨ Watch your talent pool transform.

#JobAds #TalentAttraction #RecruitmentStrategy #EmployerBranding #HiringSuccess

Unlocking the Mystery of "Knock-Out Questions" in Your Job Application 🚀

Ever wonder why your application didn't make it to the interview stage? One big reason could be the "knock-out questions" in the hiring process.
So, what are knock-out questions?

They’re quick screening questions designed to eliminate candidates who don’t meet the baseline qualifications for a job. Think of them as gatekeepers between you and your dream role. These questions are part of the Applicant Tracking System (ATS) and are meant to save recruiters time by filtering out unqualified applicants early on.

Here's a breakdown of common knock-out questions—and how to answer them smartly:

1. Minimum Qualifications 🧩
These questions assess if you meet the basic requirements, like years of experience or specific skills.

Example: “Do you have 5 years of sales experience?”
Tip: Make sure your resume and application clearly show that you meet (or exceed) these qualifications. If you're close but not quite there, highlight relevant experience that compensates for any gaps.

2. Location-Based Questions 🌍
These determine if you’re in the right location or have the legal right to work there.

Example: “Are you legally authorized to work in the U.S.?”
Tip: Be upfront. If relocation or remote work is an option, mention it. If you need sponsorship, briefly explain your value proposition.

3. Legal or Compliance Questions 📜
These questions check if you meet legal requirements for the job, like age or certifications.

Example: “Do you hold a valid driver’s license?”
Tip: Double-check that your certifications or qualifications are up to date before applying.

Why Do Companies Use Knock-Out Questions? 🕵️‍♂️

They help recruiters quickly filter out candidates who don’t meet critical criteria, saving time for both the company and applicants.

How to Knock Them Out: 💥
🔹Read the Job Description: Ensure your application aligns with all the essential qualifications listed.

🔹Tailor Each Application: Customize your resume and cover letter to highlight how you meet (or exceed) the key requirements.

🔹Answer Honestly but Strategically: Be truthful, but if a question leaves room for interpretation, use that opportunity to emphasize your strengths.

🔹Address Gaps: If you don’t meet a specific requirement, explain how your other experiences make up for it in your cover letter.

🔹Network: Sometimes, having a referral can bypass ATS filters. Leverage your connections!

Don't let knock-out questions knock you out of the running! Equip yourself with knowledge, tailor your applications, and stay proactive.

Got tips on dealing with knock-out questions? Drop them in the comments. Let’s learn and grow together! 🚀

#JobSearchMastery #KnockOutQuestions #JobHuntingHacks #ATSSecrets #GetHired2025

Navigating Job Offers When Your Dream Job is Still in Play: The CEO Mindset
You've got a job offer in hand. 🎉 But there’s a catch: it’s not your dream role, and you’ve got other irons in the fire. So, what do you do?

First, let’s reframe this: You’re the CEO of You, Inc. 👑 and this is a business decision. As the CEO, your role is to weigh all options and make the best strategic move for your future. Here’s a game plan for navigating this career crossroad like a pro:

💡 1. Know Your Timeline
 Every offer comes with a deadline. Reach out to your top-choice companies and check on the status of your applications. Be upfront (professionally) about the offer you’ve received, and see if they can expedite their process. Transparency shows respect for both opportunities.

💡 2. Weigh the Options
 This isn’t just about money or titles—it’s about alignment with your long-term career vision. Ask yourself: Does this offer support where I want to be in 5 years? Will it help me build the skills and network needed to eventually land my dream role?

💡 3. Always Have a Plan B
 Even if this isn’t your dream job, it could be a solid stepping stone. If your dream role doesn’t materialize, having an offer in hand is better than waiting with nothing. A strategic interim position could provide financial stability and even unlock new opportunities.

💡 4. Be Prepared to Pivot
 If the dream job does come through after you’ve accepted another offer, don’t be afraid to pivot. Companies expect turnover and change. They wouldn’t hesitate to make a business decision, and neither should you. This is your career, and you need to look out for you.

💡 5. Own the Outcome
 Whatever decision you make, own it with confidence. Whether you stay with the offer or take a leap for your dream role, stand by your choice. CEOs don’t second-guess—they strategize, execute, and adjust as necessary.

If my efforts pay off and I land the dream job, I wear my CEO hat, weigh the pros and cons, then make a CEO decision. 🚀

That might mean sticking with my 'Plan B' company... 

Or, perhaps taking a bold step, rescinding my accepted offer, and diving headfirst into my first choice. 🏊‍♀️

There's always a murmur, "But you gave your word!"

"Burnt bridges ahead!"🔥

Possibly.

But have you ever noticed a company rescuing someone from a layoff because they declined their dream job to "keep their word"? 
 
 Trust me, if something happened to them financially, or a manager felt “it wasn’t working out”, they would easily and quickly throw you on the scrap heap.

#CareerStrategy #JobOffers #CEOofYou #CareerDevelopment #JobSearchTips

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