FOR IMMEDIATE RELEASE
May 5, 2025 — San Francisco, CA
Carpe Diem Global Partners, a trusted executive search and leadership advisory firm, today announced the launch of its Advisory Board Practice, an innovative service designed to help organizations design, recruit, and operate high-impact advisory boards to fuel innovation, business growth, and long-term competitive advantage.
April 3, 2025 – Adam Putz, a 20 year Human Resources Executive, has joined the firm as a member of the Board of Advisors.
Culture Screen™ provides organizations with a quick and objective view of culture, what it is and isn’t, enabling leaders to prescriptively drive and accelerate change.
In virtually every conversation, leaders reference culture as either an impediment or an enabler to growth. Yet it’s always subjective and anecdotal.” – Jeff DeFazio, Managing Partner.
Culture is always top of mind for leaders, and with good reason. A healthy organizational culture can motivate employees and enhance performance. It is also a tool that organizations can rely on to drive productive change and improvement. Yet leaders don’t typically have a clear and objective grasp of their culture, relying heavily on anecdotal impressions that may be outdated or incomplete.
The Carpe Diem Culture Screen™ is designed to give leaders a timely and objective view of their culture, with an eye towards accelerated and targeted change that can generate meaningful business outcomes. “As important as culture is, organizations don’t always want to assess their culture, because the process itself is too disruptive and lengthy,” said Craig Kamins, the head of the firm’s Culture and Change Management practice.
It’s also easy for this work to fall into ‘check-the-box’ territory, where there are no clear outcomes, or where the payoff is 3-5 years down the road. We created a more user friendly, less invasive process, with more defined, segmented, and immediate focus areas for our clients.”
There are three factors that make the Culture Screen™ unique – ease of process, the structure of the assessment outputs, and a direct link back to existing change or business objectives, to better isolate where leaders need to drive change.
Ease of Process – In its Retained Search business, Carpe Diem identifies the winning candidate in 38 days on average which can have a material impact on a monthly basis with an open or underperforming leadership role. In that same vein, Carpe Diem wants to help leaders make faster impact through the quick, objective, and frictionless Culture Screen™ tool. The tool and analysis typically complete in a few weeks, not months, so leaders can focus on the important conversations around culture that follow. Mr. Kamins elaborated: “We know there is assessment fatigue in organizations. No one wants another lengthy and involved process.”
Structure – The Culture Screen™ assessment is built around four aspects of the organization’s ‘personality’ – its Organizational Priorities, Decision-Making Style, Leadership Style, and Social Structure. Rather than relying on the traditional Likert scale, Carpe Diem tests these different aspects of the culture by having participants compare contrasting statements, to see which is more accurate; proactive or reactive, support employee well-being or adopt more of a 24/7 mentality; recognize success, or focus on mistakes. This allows the Culture Screen™ to provide a more nuanced view of the culture, capturing traits that are often missed by traditional cultural assessments.
Link to Objectives – The value of any assessment tool comes from what leaders are willing and able to do with the results. Practice leader Craig Kamins has decades of experience helping leaders prioritize and execute on the low hanging opportunities that are identified from the Culture Screen™ tool. Kamins does this by linking the Culture Screen™ results back to a key change or business objective. “We are not looking at culture in the abstract. Our focus is on how culture helps or hinders the objectives of the business. The recommendations we offer will enhance the culture, but our primary goal is to drive the business objectives,” said Kamins.
A recent analysis looked at how culture was impacting a CPG company’s ability to successfully launch new innovations into the marketplace. Carpe Diem’s Culture Screen™ tool has been used by new leaders to accelerate their success in their role, existing leaders interested in unlocking more impact from the power of culture, and organizations considering new leadership talent and how that leadership might impact an organization.
For further information, please contact Craig Kamins at ckamins@carpediempartners.com or Jeff DeFazio at jdefazio@carpediempartners.com.
Carpe Diem Global Partners interviewed 52 Chief Analytics Officers from predominantly global companies between $1B – $50B in revenue over the last 60 days to understand their take on where analytics was providing the greatest value for their organizations.
This white paper explores the diverse applications of data analytics across various business functions and industries. It highlights the importance of data-driven decision-making and emphasizes the potential for analytics to generate significant value.
Craig Kamins, JD, MBA, spanning multiple decades in global consulting companies, Korn Ferry, Gallup, and McKinsey, extends the firm’s leadership advisory services, broadening its ability to help executive leaders navigate culture change.
Mr. Craig Kamins will serve as the head of the firm’s new Culture and Change Management Practice. Carpe Diem sees this as an area of vital importance to clients as they attempt to navigate through another period of dynamic change.
For a few years, organizations framed their people strategy around their response to COVID. Then they had to deal with the recession, return to work and its aftermath, and now the onslaught of artificial intelligence. Organizations with healthy and supportive cultures are in the best position to weather the storm.
The retail industry is in the midst of a grand experiment: remote work. While some companies are singing its praises, others are still trying to figure out the tune. The question on everyone’s mind: does remote work benefit the bottom line and company culture?
With Venture Capital restricting investment and SaaS-based business valuations plummeting, executives are refining their approach to valuing VC backed growth-stage companies. Favored strategies include focusing on fundamentals such as revenue growth, burn rate, and cash management. Companies demonstrating strong performance in these areas are more likely to thrive and find access to capital.
SAN FRANCISCO, January 25, 2023
52% of Global CEOs surveyed by PwC believe that labor/skills shortages will impact profitability in their industry over the next 10 years.* Carpe Diem Global Partners responded to these needs by expanding broadly in Talent Management, Leadership Development and Organizational Advisory Services.
Its all about leadership development. Here are current best practices for CEOs to be more effective at developing and investing in the executive growth of R&D Leaders. Read More
San Francisco, CA
November 7, 2022
HR Tech Outlook is a global print and digital platform focused on reporting technology and service disruption within the HR function. The publication guides CHROs to leverage new technologies and embrace the future by turning the attention to growth, cost reduction and competitive differentiation. The publication evaluated and assessed a broad range of talent management firms before selecting the top 10 most disruptive firms.
Enter Carpe Diem Global Partners—a bespoke, performance-based leadership advisory firm that delivers retained executive search, leadership, team and organizational development. The firm has clearly differentiated itself in its business model, consultants, transparency, accountability, and performance guarantees, especially geared around client needs.
Executive Summary:
With Venture Capital restricting investment and SaaS-based business valuations plummeting, executives are refining their approach to valuing VC-backed growth-stage companies. Favored strategies include focusing on fundamentals such as revenue, burn rate, and cash management. Companies demonstrating strong performance in these areas are more likely to thrive and find access to capital.
How often have you heard a direct report, colleague or even a boss say, “I would have disagreed, but I was hesitant to speak up.”
For executives, it’s critical your teams, direct reports and cross functional colleagues tell you what you need to hear, not what you want to hear. How can you promote greater transparency?
Over the past several years, leaders across the corporate world have been faced with an unprecedented set of challenges. Having emerged–for now–from the worst of a global pandemic that caused issues including supply chain disruptions, labor shortages, and rapid organization transition to remote work, it’s no surprise that some 72% of executives were reporting burnout as recently as October 2021. And, with a recession seemingly looming in the very near future, leaders are faced with a new set of challenges in a rapidly-evolving landscape.
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Don Clifton created the strengths-based development movement and empowered millions to be their best self. Clifton started his research at the University of Nebraska-Lincoln library. But he was struck that all of the psychology books he could find were about what is wrong with people — he couldn’t find a single one about what might be right with people.
With the pandemic forcing companies to close down physical locations due to spikes in cases, many employees now find themselves working remotely. This change has certainly been one that companies have had to adjust and adapt to – company leaders have had to determine best practices in leadership styles. Jeff DeFazio, Managing Partner for Carpe Diem Partners, spoke with 42 HR leaders about changes in CEO leadership styles brought on by the pandemic and remote work. The two questions centered around whether the CEOs of companies have changed their leadership style to accommodate a remote workforce and whether or not the company had plans to return to full in-office residence. For reference, the market scan included businesses comprised of public and private companies with $500mm or greater in revenue.
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Art Resnikoff, a 20-year pioneer, and practitioner in Executive Coaching has joined the firm to lead and build the firm’s C-suite executive coaching practice: Succession, High Potential, 360, Accelerated Onboarding, Leadership Development, and Team Development.
February 15, 2022
Carpe Diem Partners announced today that Art Resnikoff has joined Carpe Diem Partners as a Managing Partner leading its new C-suite Executive Coaching Practice. Art will lead the firm’s expansion into the most sought-after leadership services, building off the firm’s successful “accelerated onboarding” program with placed candidates.
A divergence is taking place in the business community. A traditional leadership approach that values centralization is bringing workers back to the office with the expectation that closer physical proximity generates greater collaboration, hence more efficient outcomes. While another approach, quickly being embraced by the technology industry, believes remote workers can be as effective and happier in a decentralized structure.
These opposing visions are setting the stage this fall for a turbulent re-entry into the workplace if the pandemic recedes. With some of the biggest names in tech offering new hires lucrative opportunities with no requirement to relocate, many workers are leaving their current companies outright rather than return to long, costly commutes and 60-hour workweeks at the office. An even larger swath of associates forced to return are compliant publicly but privately are searching for new opportunities that offer greater flexibility to work remotely. The potential impact across industries is so great that some are already christening this fall “the great resignation” in memory of the great recession in 2010.
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The COVID-19 pandemic compelled businesses to transition to a distributed workforce model over the last year. According to a Gartner survey, More than 80 percent of organizations encouraged or required employees to work from home due to the pandemic. With the pandemic’s end in sight due to vaccine distribution, there is wide speculation on how companies will resume operations. What will offices look like post pandemic? Here’s a glimpse of how top HR leaders are thinking about the future of “centralized offices.”
The coronavirus pandemic is a crisis unlike any most executives have ever seen. With much of the country under shelter-in-place orders, companies have been forced to transform into remote businesses almost overnight. And most are completely unprepared. No business continuity plan accounts for an entire workforce shifting abruptly from working in a central office or manufacturing plant to working out of their homes.
Predictably, businesses have been upended, with CEOs and CHROs bearing the brunt. Both leaders have had to shift to crisis manager roles, balancing growth with survival as they improvise how to operate remotely, keep employees engaged, and maintain productivity. The examples of resilience, teamwork, creativity, humility, and innovation have been nothing short of inspiring.
In just a few weeks, we’ve seen how this new way of doing business has impacted retained executive search. Our clients are still hiring, but launch meetings, prospect screenings, and candidate interviews are now done entirely through video conferencing. “Because of the new demands placed on our clients’ CEOs and CHROs especially, individual bandwidth has been stretched to human limits,” said Carpe Diem Global Partners Founder and Managing Partner Jeff DeFazio.
Most significantly, the face-to-face candidate interview and office tour that typically occurs in the middle of the executive search process has now been pushed to the very end of the process in hopes shelter-in-place orders will be lifted by the time of offer. That can have serious ramifications if the candidate or client decides to pull out of the process.
The executive search industry is being disrupted by the entrance of a new business model and technology: Carpe Diem Partners
San Francisco, CA – December 5, 2018
Solving many of the challenges that clients experience when hiring a retained executive search firm, a new player has arrived with faster service, balanced candidate assessments, and the only retained executive search firm nationally certified in Diversity & Inclusion. With a unique operating platform and a refreshing approach to performance, Carpe Diem Partners has established itself as a truly disruptive firm, end to end, in an industry long overdue for disruption.
In the light of recent societal movements, such as #metoo or #TimesUp, and the increased focus on the conversations around race and gender from both a political and economic viewpoint, the concept of Diversity has started to become charged with a negative connotation that often dismisses what it really means.
Retained executive search has followed the same set of clubby rules for decades. Technology, mobility, and marketplace demand, amongst other key trends have set the table for an industry primed for disruption. At Carpe Diem Partners, we have found these six principles to govern our philosophy for change and to best serve our clients.
