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"A true Canadian butterfly on a mission to make meaningful connections one person at a…
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Chantel R. Johnson shared thisRelate Search is representing a Vice President of Sales – Top Commercial Accounts based in the Midwest, currently leading national, multi-unit customer relationships at a prominent frozen food organization. This sales executive possesses full P&L ownership and strategic account leadership, overseeing Directors, National Account Managers, and Regional Sales Managers while consistently driving revenue growth across large-scale, complex accounts. With over a decade of leadership experience at blue chip CPG companies, he has successfully managed high-profile national customers and developed best-in-class joint business planning, forecasting, and cross-functional strategies across marketing, supply chain, finance, and sales planning. Recognized for his hands-on leadership style and strong market expertise, he has a deep understanding of both regional and national customer dynamics, along with a proven track record of building and developing high-performing teams. This leader is an excellent fit for organizations aiming to accelerate growth, strengthen national account strategy, and drive execution across complex, matrixed environments. Based in the Midwest, he is open to relocation and hybrid opportunities. To learn more, reach out! #SalesLeadership #CPG #NationalAccounts #RevenueGrowth #CommercialStrategy #FoodandBeverage
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Chantel R. Johnson posted thisI’ve been noticing a shift in what candidates care about and it’s not what it used to be. For a long time, the main driver was straightforward: higher compensation. That’s still important, but it’s no longer the deciding factor for many people. Lately, the conversations I’m having sound different. People are prioritizing stability. They’re thinking about work-life balance. They want a sense of predictability in their day-to-day. I’ve seen candidates walk away from higher-paying opportunities because they didn’t want to give up a situation that felt secure. After everything the past few years have brought, the mindset has shifted from “What’s the upside?” to “What’s the risk?” And that’s a big change. If you’re trying to attract strong talent right now, compensation alone isn’t going to move the needle. You have to give people a real reason to leave something stable - and that starts with clearly showing what they’re gaining, not just what they’re earning. #HiringTrends #TalentMarket #Recruiting #TalentAcquisition #JobMarket
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Chantel R. Johnson shared thisI’m currently leading a search for a Vice President of Human Resources with a high-growth, multi-entity organization in the energy logistics space, headquartered in the greater Atlanta area. This role reports directly to the CEO and will serve as the top HR leader, with a clear path to CHRO. This is a highly visible opportunity for a commercially minded, strategic HR executive who enjoys partnering closely with leadership, influencing business decisions, and building scalable people strategies across both corporate and field-based teams. Key priorities include leading an enterprise HCM transformation, strengthening leadership and succession pipelines, and aligning talent strategy with continued growth. Feel free to reach out if you’d like to learn more or know someone who could be a great fit. #HRExecutiveSearch #VPofHR #HRLeadership #EnergyIndustry #AtlantaJobs #RelateSearch
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Chantel R. Johnson shared thisOne thing I’ve learned over the course of my career is that progress happens faster when women choose to support each other. I’ve been lucky to learn from, partner with, and be encouraged by some incredible women along the way. ✨ I've also had my share of not so great interactions (that's for another post... 😜 ) Those relationships have shaped how I lead, how I show up for others, and how I think about building strong teams. There is real power in women opening doors, sharing opportunities, and celebrating each other’s success. This Women’s History Month, I’m especially grateful for the women who have influenced my journey. #toomanytoTAG #WomensHistoryMonth #MondayMotivation #RelateSearch #WomenSupportingWomenChantel R. Johnson shared thisSuccess isn’t a solo sport. When women support, celebrate, and uplift one another, the impact goes far beyond a single achievement; it creates momentum for everyone. This Women’s History Month, let’s continue championing one another and building spaces where every woman can thrive. Tag a woman who inspires you and deserves a shoutout. #WomensHistoryMonth #MondayMotivation #RelateSearch #WomenSupportingWomen
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Chantel R. Johnson shared thisI found this article fascinating from a talent and leadership perspective. After a year of significant reductions in the federal workforce, the administration is now ramping up hiring again- but under new rules designed to give the White House more influence over who is hired and retained. Regardless of where you sit politically, this moment highlights something those of us in executive search see every day: Talent strategy is strategy Who you hire, how you evaluate performance, and how much independence leaders have to make decisions fundamentally shapes how organizations operate. Having worked both inside large global companies and now as a Partner at a women-owned executive search firm, I’ve seen how leadership priorities quickly translate into hiring priorities. When leadership changes, the definition of “the right talent” often changes too. Three reflections this article sparked for me: 1️⃣ Workforce design is rarely static. Organizations often move between contraction and expansion depending on strategy shifts. 2️⃣ Hiring criteria always reflect leadership priorities. Whether in government or business, the competencies leaders value determine who gets hired and promoted. 3️⃣ Talent decisions shape culture faster than almost anything else. Who you bring in (and who leaves) ultimately determines how an organization executes. For those of us who work in leadership hiring and advising organizations on talent, moments like this are a reminder that workforce strategy isn’t just operational -it’s deeply tied to mission, governance, and long-term outcomes. Curious how others are thinking about this shift from a talent strategy perspective. #Leadership #TalentStrategy #ExecutiveSearch #FutureOfWork #Hiring https://lnkd.in/ewzypAk5After slashing federal jobs, Trump administration ramps up hiringAfter slashing federal jobs, Trump administration ramps up hiring
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Chantel R. Johnson posted thisAfter years recruiting senior revenue talent, two things are defining 2026 hiring: 1️⃣ Talent Brand > Compensation Top CMOs and CROs aren’t just choosing jobs, they’re choosing platforms. They want: • A clear growth story • Credible, aligned leadership • A brand that enhances their reputation If you can’t articulate why a proven revenue leader should bet their career on your company, they won’t. 2️⃣ Clarity & Accountability Win Talent Elite candidates move toward: • Clear decision makers • Defined ownership of revenue • Measurable 12–24 month expectations Long interview loops and internal misalignment are red flags. The bottom line- Experience matters. Track record matters. Accountability matters and at the executive level, ambiguity is expensive. #ExecutiveSearch #MarketingLeadership #Revenuedrivers #SalesLeadership #HiringStrategy
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Chantel R. Johnson reposted thisChantel R. Johnson reposted thisOur Technology Team at Relate Search is partnering with clients who are actively investing in people that can lead teams, build capabilities, and scale operations. Our current searches span executive leadership, hands-on managers, and specialized technical experts. If you’re interested in having a discussion about the market or your career, I’m always happy to connect and share more! #RelateSearch #TechJobs #TechLeadership
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Chantel R. Johnson posted this💡 Call it bonus season. Call it quitting season. In reality, it’s decision season. Every January, my inbox tells the same story before the market data ever does. Resumes spike. Outreach replies faster. Conversations start with, “I wasn’t actively looking, but…” The holidays create distance. Bonuses create optionality. Performance reviews create clarity. And for many leaders, that clarity is uncomfortable. By Q1, a lot of employees have already made an internal decision- they’re just waiting for the right moment (or the right check) to act on it. The resignation that lands in March didn’t start in March. It started months earlier with disengagement, stalled growth, or a sense of being overlooked. From where I sit as a Partner at a boutique executive search firm, this is the most preventable form of turnover- and also the most expensive when ignored. What leaders and HR teams can do right now: ☑️ Pressure-test engagement, not just performance. Ask your top talent what would make this year worth staying for -and listen closely to what’s missing. ☑️ Invest in your people before the market does. Stretch assignments, leadership exposure, executive coaching, and real development plans are retention strategies, not perks. ☑️ Address role stagnation early. January is the time to reset scope, influence, and visibility, not wait until exit interviews. ☑️ Identify your “flight risk” roles. If losing someone would materially slow the business, don’t assume loyalty will carry you through Q1. ☑️ Have a bench plan. Whether internal succession or external mapping, being reactive in March is already too late. Talent rarely leaves suddenly. They leave after months of feeling unseen. January is your window to change that! #ExecutiveSearch #Leadership #TalentStrategy #Retention #WorkforcePlanning #Talenttrends #Searchpartner
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Chantel R. Johnson shared this📌 The takeaway? In a tighter labor market, traditional signals like where someone went to school are re-emerging as shortcuts for talent identification—but they aren’t the full story. Skills, grit, networking, and early engagement still play a huge role in who gets seen and hired. This trend raises important questions for talent leaders and job seekers alike: • How can we balance efficiency with equitable access? • How do we ensure opportunity isn’t limited to a shrinking set of institutions? • What role should credentials play when skills and potential are the true predictors of success? Worth a read—and worth the conversation. #Recruiting #TalentStrategy #HigherEd #DiversityEquityInclusion #FutureOfWork https://lnkd.in/ezaMDVd2Elite Colleges Are Back at the Top of the List for Company RecruitersElite Colleges Are Back at the Top of the List for Company Recruiters
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Chantel R. Johnson reacted on thisChantel R. Johnson reacted on this❕ New Sales Search ❕ I’m partnering with a global manufacturer of capital equipment to find an Outside Sales Manager in the southeastern U.S. (Atlanta). This is a high-impact role where you’ll maintain and grow customer relationships, identify new opportunities, and deliver solutions-based proposals that drive measurable results. A few highlights: 💼 Work with an established, growing global company 📈 Manage and expand key customer relationships ⚡ High autonomy and visibility in the sales process ✈️ Perfect for someone who thrives in the field This role is a great fit for someone who: ✅ 3+ years sales experience in capital equipment or bulk materials handling ✅ Comfortable managing multiple customers and complex solutions ✅ Excels at building relationships and closing deals ✅ Enjoys presenting technical solutions and attending industry events This company offers a competitive base salary, plus bonuses and additional sales incentives! If this sounds like you (or someone in your network!), I’d love to connect. Message me directly! #SalesOpportunities #RelateSearch #Hiring #CapitalEquipment #OutsideSales #Atlanta
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Chantel R. Johnson reacted on thisChantel R. Johnson reacted on thisAfter 8 meaningful years, today marks my last day at Bernatello’s Foods. This chapter has meant a lot to me - not just because of the work, but because of the people I got to do it with every day. Over the years I’ve been challenged and had the chance to be part of something I’m really proud of. To my talented colleagues and my dedicated team - we accomplished a lot together! Thank you for your trust, partnership, and commitment. You’ve made a lasting impact on me, both professionally and personally, which I am forever grateful for. I’m excited for what’s ahead and the opportunity to start a new chapter!
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Chantel R. Johnson liked thisChantel R. Johnson liked thisFor healthcare professionals, time is the most valuable resource. ⏳💉 The founders of Axxelist designed our platform to serve as a premier housing solution for travel nurses and doctors, eliminating the traditional stress of finding mid-term accommodations. By focusing on fully furnished units near major medical centers, we ensure that the transition to a new city is as seamless as possible. Experience transparent pricing and a "copilot" that helps you navigate the rental market with ease. #PropTech #HealthcareInnovation #Axxelist #Founders #MedicalHousing #TravelNursing #WorkforceHousing
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Chantel R. Johnson liked thisChantel R. Johnson liked thisWe had the pleasure of welcoming Raj Kapoor, COO of Wingstop Restaurants Inc., and Lauren Curtis, VP of Franchise Operations, to Vibe Restaurants Headquarters earlier this month. It’s always energizing to spend time with leaders who are helping shape the future of our brand. Their visit was a great opportunity to connect, share ideas, and continue strengthening the partnership that drives our growth. We’re grateful for their time, insight, and leadership, and excited about what’s ahead as we continue building momentum together. #VibeRestaurants #Wingstop #Leadership #Partnership #Growth Michael Trifari, Faisal Lalani, Irfaan Lalani, Ric Smith, Michael McDonald, Jeremy Villere, Brendon Gilbert
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Chantel R. Johnson reacted on thisChantel R. Johnson reacted on thisLast week, I was honored to receive The Real Boss Ladies of HR Inaugural TransformHER Achievement Award, which recognizes leadership that inspires female empowerment. I often advocate for and acknowledge the contributions of other women, rarely taking a moment to appreciate my own efforts. This award provided me with that opportunity. A special THANK YOU to Aisha Scott (M.Psych, ACC, MBTI) for being an incredible friend, business bestie, and OG Boss Mama. You’re an inspiration 🩵 #womeninspiringwomen #womenleaders #careermom #achievementaward #leadwithlatisha #HRleader
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Chantel R. Johnson reacted on thisChantel R. Johnson reacted on thisI’ve officially stepped into a new role… Dad. In February, my wife and I welcomed our first child..a baby boy and I’m incredibly grateful to be on paternity leave, soaking in these early moments with my family. There’s nothing quite like it. I’ll be honest though.. along with the joy comes some real thoughts. Bringing a child into a world filled with uncertainty isn’t something I take lightly. Between job layoffs, global conflict, and the reality that one day he may be judged by the color of his skin or overlooked despite being more than qualified… it weighs on me. But even with those thoughts, gratitude outweighs everything. Becoming a parent is already shifting my perspective on life. I feel a deeper sense of purpose now. It’s bigger than me. I’ve got a little human depending on me to provide, to guide, and to help create a path for him to succeed in whatever way he defines success. I’m excited for the responsibility. I’m excited to pour into him.. sharing the lessons, wisdom, and experiences I’ve picked up along the way so he can navigate this world and carve out his own lane. To all the new parents out there..hang in there. The nights are long, the days can be exhausting, but those moments… when they open their eyes and look at you… that feeling reminds you exactly why it’s all worth it. Grateful. Blessed. And just getting started. #Parenthood #newparent #paternityleave #Dad
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Chantel R. Johnson reacted on thisChantel R. Johnson reacted on thisCaroline A. Wanga once said, "If you can't be who you are, where you are… change where you are not who you are!" Kumari L. Williams has spent a career making sure people don’t have to make that choice. For over two decades, she has helped organizations build spaces where people feel truly seen, genuinely valued, and free to be who they are… where they are. But here's what you need to know about Kumari… that passion didn't start in a HR. It wasn't born from a job description or shaped by a title. It was forged in community. In the intentional moments of raising two sons and deciding every single day to be purposeful about the kind of world she's helping to build for them. That's what makes her different. The belief came first. The career followed. She is a talent strategist. A thought leader. And by every account … a genuinely good human. We're sitting down with Kumari to talk about life beyond the title. Who she is. What she does. What she believes. And how she works. Fifteen minutes of heart and laughter. #15MinutesWith #BeWhoYouAre #HumanFirst #TalentStrategy
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Chantel R. Johnson liked thisChantel R. Johnson liked thisAfter 30 years of solving big problems, shaping the next generation of consulting talent and leaving behind a legacy of what complex delivery should look like, we wish Mike Moran a Happy Retirement from Accenture! So many of us have been blessed to have crossed paths with you. Celebrating 30 years comes with some legendary stories - thanks for letting us be a part of it! Enjoy your next chapter! Jared Rorrer, Nicole Crowder , Matthew Ross , Jake Horne, Wiley Phillips, Nupur Kothari , and Addy Johnson
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Chantel R. Johnson liked thisChantel R. Johnson liked thisThe most underrated leadership skill? Not vision. Not strategy. Coachability. Early in my career, I landed my dream role and felt like an imposter by Day 3. A colleague, Rina, spotted a flaw in my strategic plan and my ego flared. My instinct was to defend, explain, perform. Instead, I asked: “Walk me through how you’d approach it differently.” That choice reshaped my leadership. It turned threat into partnership. Six months later, we co-led a project that saved $1.4M. Here’s what I learned: ✅ Being surrounded by people smarter than you is an advantage, if your ego doesn’t waste it. Many leaders sabotage this. They over-identify with “being the expert.” They avoid rooms where they’re not the smartest. They confuse asking for help with losing authority. The leaders I see creating outsized impact share a different pattern: They are relentlessly, intentionally coachable. → They seek out people who challenge their thinking. → They treat dissent as data, not disrespect. → They design teams where brilliance is distributed, not centralized. That’s the mindset behind my C.H.O.I.C.E.® Framework: Courage → Step toward uncomfortable feedback. Humility → Assume someone else sees something you don’t. Openness → Let your assumptions be updated. Integration → Turn insight into new behavior. Curiosity → Ask, “What might I be missing?” Empathy → Turn individual intelligence into shared wins. In a world changing faster than any one leader can, your edge isn’t what you know: it’s how fast you’re willing to learn. 💭 Who’s the “smartest person” who made you better at your craft? ♻️ Tag someone who turns intelligence into collective wins. ➕ Follow Loren Rosario - Maldonado, PCC for human-centered career shifts. 📍Stay tuned for a surprise announcement announcement tomorrow.
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