Josephine Tatone,President and CEOBuilding enduring relationships with top pharmaceutical, medical device, life sciences, healthcare, and natural product enterprises, WILLWAY GLOBAL is a highly sought-after hiring partner in the executive search space today. The company is renowned for providing insights, extraordinary leaders, and innovative solutions to drive organizations forward. Serving clients across seven continents for 20 years, WILLWAY GLOBAL’s executive search solutions span across corporate verticals, R&D, and commercial, within startup, PE, VC, turnaround, mid-cap and large organizations up to $50 Billion.
In an interview with the editorial team of Manage HR, Josephine Tatone, President and CEO of WILLWAY GLOBAL, discusses at length how her company excels in offering boutique solutions for the diverse hiring challenges that organizations face today. She is responsible for identifying and integrating executives and leaders within multinational organizations. Prior to founding WILLWAY GLOBAL, she was part of large enterprises where she led global talent teams, developed recruitment programs, and executed critical executive searches.
Could you give a brief overview of WILLWAY GLOBAL and your inspiration behind starting it?
Headquartered in the Greater Chicago area, WILLWAY GLOBAL is a woman-owned, boutique, executive retained search firm serving businesses worldwide. The essence of the organization is centered around our core philosophy: “Where there’s a WILL, there’s a WAY, a simple concept with high impact” something that someone very important to me lived by. I took inspiration from the way he had managed to live through a debilitating illness with sheer willpower. WILLWAY GLOBAL is a tribute to his will and perseverance, which he demonstrated until his last day.
Emulating his resilience and passion, we are steering ahead to shape organizations that support the most vulnerable populations. Our mission is to help build best-in-class organizations while developing people. We collaborate with each client and candidate to drive win-win outcomes, each and every time. Our values are centered around our clients and candidates through trust, authenticity, and our core philosophy.
What are some of the common challenges you see in the recruitment space today?
When it comes to executive search, CEOs are often challenged with finding the right talent, especially in today’s highlypolarized labor market. They are striving to find talent who can succeed them and lead through tumultuous times, have a strong understanding and focus on the market, are technologically adept, and fit well into the organizational culture.
Candidates today have the upper hand when it comes to negotiating job offers, which makes it imperative for organizations to be forthright in terms of what they are offering. Job-seekers demand remuneration packages above what the competition is offering and often, do not settle for anything less. They are looking for companies that truly foster a collaborative and inspiring culture. The savviest of candidates can see through organizations that lack authenticity and reject offers that only seem favorable to the employer. Organizations often do not realize this and end up losing out on promising candidates.
How does WILLWAY GLOBAL help clients overcome these challenges?
We categorize our clients into two buckets our traditional executive search clients and the other who we refer to as build-out or high growth clients. The executive search clients are often interested in making changes or incorporating additions to their board of directors, C-suite or VPs. In the case of build-out clients, they are trying to build entire segments of their organization, and their requirements are different. Having supported 13 global build-outs and launches myself, including HUMIRA, a product of Abbott Laboratories during that time, Takeda Pharmaceutical Companys ENTYVIO, TRINTELLIEX, and CONTRAVE (currently owned by Currax), in addition to Horizon Therapeutics KRYSTEXXA, I bring in-depth knowledge and experience in setting up teams from the ground-up. These experiences include setting realistic expectations on both sides, to achieve mutually favorable outcomes at the end of the process, and for many years to come.
I specialize specifically in talent. Being Development Dimensions International (DDI) certified and a CEB (Gartner)-accredited Talent Advisor, I understand my clients’ organizational roadmaps, their programs, technology, the data analysis and reporting that they’re charged with, and their DE&I initiatives. I have been part of talent management teams within companies for over 15 years, which helps me offer a unique perspective on build-out hiring, in addition to consulting with executives on strategic leadership.
At the same time, trust is a vital component of a successful hiring engagement. The relationships we have built with companies and candidates over the years have served us well in developing this trust. We have worked with our clients and candidates in some way, shape, or form in the past, and knowing what we do and who we are, makes them feel comfortable enough to reach out to us at any time.Oftentimes, our candidates turn into clients, and our clients turn into candidates, but the relationship continues to only grow stronger.
Do you follow any specific approach to cater to your clients?
We address the distinct needs of both the client and candidate differently; after all, it takes both parties to succeed, and this is not a “one size fits all” business. Clients, even the most reputed organizations, are constantly looking to repair, redefine, or enhance their employer brand. We have a CEO Executive Series segment dedicated to this specifically.
We have worked with clients and candidates in some way, shape, or form in the past, and knowing what we do and who we are, makes them feel comfortable enough to reach out to us at any time
Candidates today are looking for more than a paycheck, and a strong employer brand is important to them. Even if organizations are currently in the midst of the repair, we encourage them to be transparent and communicate to candidates the efforts they are taking to overcome their challenges. In addition, we speak to thousands of candidates within the industry and outside, and funnel these insights back to our clients to help them iron out any issues. We also support them with their messaging. As we go through this process, we see measurable outcomes of our clients’ efforts on platforms like Glassdoor and Cafepharma.
On the candidate side, our approach is to provide the right guidance and coach them to be able to present the best versions of themselves. We assist candidates in articulating their achievements clearly in order to help them make a strong and accurate pitch for the role they are being considered for. This means giving them the tools to demonstrate their strengths in building and executing a leadership strategy, developing authenticity, and driving results, especially during times of ambiguity within dynamic work environments.
What, according to you, gives WILLWAY GLOBAL an edge over the competition?
With extensive domain experience of over 20 years, we have been involved in every aspect of the search function and work as an extension of our clients’ teams, fully committed to delivering success every time. We do not overcommit, and we are transparent in our interactions with both the clients and candidates, which helps us maintain a high level of trust.
Our approach to executive search and hiring is heavily driven by technology and current best practices. We have pioneered the use of video interviews and introduction campaigns, which are built into our program from inception. Moreover, we leverage very sophisticated sourcing methods, including our proprietary sourcing systems, and decades of relationships. Another piece that has been critical to our success is that we never stop sourcing. We know that continuous sourcing throughout all phases of the process is essential to reaching our goals faster without making compromises. Additionally, I work on each and every search personally, bringing in deep personalization into our delivery model. We have received many accolades for our approach to hiring and leave no stone unturned when it comes to recruiting the best talent.
What does the future of WILLWAY GLOBAL look like?
Over the last year, we have witnessed many significant changes in the hiring market due to the pandemic, impacting all CEOs across the board. From vaccine mandates, to remote work, supply chain obstacles, board changes resulting in an ageing workforce, and what is now dubbed as the Great Resignation, CEOs today are encumbered by unprecedented challenges.
We will continue to quickly adapt to these changes and help organizations with effective and objective nonpartisan leadership, which is vital in today’s business climate. During these turbulent times, getting the right talent the first time is that much more important, and has always been a key focus for WILLWAY GLOBAL. This also involves using the right level of technology, including the integration of automated AI tools into our work. However, one thing that will remain constant in our approach is the human touch, which makes our work highly personalized and effective.
